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The Rough Guide To Working For: Operating On Ryanair Aircraft

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0% found this document useful (0 votes)

1K views46 pages

The Rough Guide To Working For: Operating On Ryanair Aircraft

Uploaded by

Matthias A. Will

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Available Formats

Download as PDF, TXT or read online on Scribd

You are on page 1/ 46

The Rough Guide to Working for

Operating on Ryanair Aircraft

Ryanair – Who Are They?
Ryanair is the world’s favourite airline with 41 bases and over 1000 low fare routes across 26 countries, connecting
152 destinations. Ryanair operates a fleet of 224 new Boeing 737-800 aircraft with firm orders for a further 90 new
aircraft (before taking account of planned disposals) which will be delivered over the next 2.5 years. Ryanair
currently has a team of more than 7,000 people and expects to carry approximately 73 million passengers in the
current fiscal year. For a brief history of the company please visit www.ryanair.com

What is the “Rough Guide”?

Well because anything else that claimed to give you all the answers would either put you to sleep or be out of date
before you finished reading it. This guide is not intended to give you all the answers but give you a flavour of what
its like to work for Workforce International operating on Ryanair aircraft- what's expected, what are the definite
“no no's” and what you have to do to excel.

An Airline without the right people amounts to a bunch of aircraft. People at Ryanair are what really make the
difference. People here work harder, are more efficient and work smarter than anywhere else. When these people
implement our proven business formula the results are extraordinary and the rewards and satisfaction are like
nowhere else.

The “Turnaround and Inflight Procedures (TIPs) Manual” is an appendix of this guide and is specifically for Cabin
Crew only. All details of the “TIPs Manual” are non safety related procedures which must be followed.

TAKING TIME TO FIMILIARISE YOURSELF WITH THIS GUIDE WILL HELP YOU:
x Get to know Ryanair and how we do business
x Understand the benefits on offer
x Understand some of the policies and procedures that apply to your employment

Does everything in this handbook apply to your contract of employment? - No. As the name suggests, this handbook is
intended purely as a guide for all employees contractually based with Workforce International. You must clearly understand
that the terms & conditions change from time to time. If you require any clarification on what terms & benefits apply to your
employment, then you should in the first instance contact Workforce International directly.

Amendments to this booklet (including Fact Sheets) are made periodically and it is your responsibility to ensure
that you are familiar with the most up to date version and the relevant sections that apply to your contract of
employment. To request an updated version, contact the Workforce International Office.

While the majority of this handbook deals with Ryanair issues, remember
That at all times you are a Workforce International (WFI) employee whose services are contracted to Ryanair.
You have no contractual right to any of the benefits
Within this booklet unless they are expressly detailed in your contract of employment

Copyright 2012. Workforce International Contractors. All Rights reserved. All news releases and communications provided by Workforce International Contractors are copyrighted. Any form of copying without express written
permission is prohibited. Further distribution of these materials outside Workforce International Contractors and authorised personnel is strictly forbidden, which includes but not limited to posting, emailing, faxing, archiving in a public
database, redistributing via a computer network or in a printed form.

Page 2 of 46
Contents
1. How does Ryanair do Business?....................................................................... 4

2. What does everyone else do in Ryanair?......................................................... 5

3. Benefits................................................................................................................ 6

4. Things you need to know .................................................................................. 8

5. Company resources ........................................................................................... 13

6. Legal stuff........................................................................................................... 15

7. Communications ................................................................................................ 16

8. Ryanair Grooming Regulations ....................................................................... 17

9. Ryanair Glossary of terms ............................................................................... 21

10. I.T. Systems ........................................................................................................ 24

11. Appendix (1 – 3)................................................................................................. 27

12. Fact sheets (1 – 7)............................................................................................... 33

13. Useful Numbers.................................................................................................. 46

Page 3 of 46
1. How does Ryanair do Business?
As a Workforce International employee contracted to operate on Ryanair aircraft it is important for you to
understand how Ryanair’s business works.

The Ryanair Effect – It’s the Ryanair way of doing business (or business model to those of you who like
jargon). “The Ryanair Effect” is simplicity itself.

Low Fares Create passengers – Lots of them, regardless of the market. Even if a market to a
region or airport already exists the fares on that route will inevitably drop for all consumers because of the
presence of Ryanair and our legendary low fares. In a market that is not currently served by an airline, Ryanair will
create that market from nothing because of the proven effect of low fares which enable people to fly who
previously never had that opportunity.

Be a big player in all markets – Ryanair aim to become the number 1 or number 2 carrier within
three years of entering a new market. This is achieved by stimulating the market with low fares and our outstanding
customer service record as the best on-time airline in Europe with the fewest lost bags and fewest cancellations.
Our competitors are then forced to compete and everybody wins - especially the travelling public who get to where
they want to for less!

How can Ryanair charge low fares when other airlines can’t? - Again, nothing
complicated. Ryanair and its partners work smart, do not waste money and always look for new opportunities. But
doesn’t every company say that? That’s the point they say it – Ryanair mean it, live it and deliver it.

Working Smarter - Ryanair cut out anything that isn’t necessary. Utilizing aircraft like nobody else,
Ryanair turn around aircraft in 25 minutes, meaning they get more flights per day, per aircraft. There is free seating
with hassle free online check in and most importantly Ryanair minimize jobs that are not involved in the front-line
operation. There are no strategic planning departments or large swathes of important looking people working in
glass towers. If it’s not about the business of flying airplanes, maximizing the number of passengers and
minimizing airfares without compromising our excellent safety record, Ryanair are not interested.

Treat the airlines money like it’s your own – If you have come from a company where
you could spend money by just signing your signature and it happened then tread carefully you have now entered a
new dimension. Ryanair don’t waste money.

We Always get the “extra twist” - Ryanair never do anything unless there is something in it for
Ryanair. When Ryanair contracts for a service or product they always look for something extra. Ryanair are proud
to look for the extra twist- it’s what makes them different and successful

Low Costs = Low Fares. There is no way of getting around this equation. If Ryanair lose focus on
cost, they can’t offer low fares. If they lose their hard won advantage then they would be like every other airline,
high costs = high fares which leads to less passengers and ultimately to lower profits and no money for investment
to sustain employment.

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2. What does everyone else do in Ryanair?
As a Workforce International employee you will interact with various Ryanair departments on a regular basis. The
following section gives a brief summary of the departments in Ryanair.

INFLIGHT
Inflight are the people in the airline who will spend the most time with the passengers. They are the front line
troops of Ryanair, because passenger safety at Ryanair is their business, they receive comprehensive training in all
aspects of cabin management and safety. Our Inflight team are considered the best and their rewards match this
reputation. Inflight are also those pleasant people who drive Ryanair’s onboard sales, not just because it’s an
important revenue stream for the company but because sales drive their monthly sales bonus.

ENGINEERING
Their heroes, from sun up to sun down. These technical wizards ensure Ryanair’s planes are the best maintained in
the business. They are a proud and hardworking bunch that pursues an uncompromising approach to safety and the
highest engineering standards. Not all Ryanair’s Engineering staffs are required to wear overalls, high visibility
vests and smear themselves with oil! -The line staff are supported by the essential non-oily crew in Materials,
Planning/Tech services & Quality.

FLIGHT OPERATIONS
The very core of the operation, the men and women whose vast experience and know –how ensure that Ryanair’s
aircraft fly and fly safely. As a group they are famous for their modesty, humility and unassuming nature. Seriously
though, the importance of passenger safety ensures we only hire the best.

HEAD OFFICE/ COMMERCIAL

The members of Ryanair’s commercial/Head office function provide support to the operational sections of the
airline – there aren’t many of them so don’t be surprised at the fact that they are always so busy. Included among
the ranks are the following departments, Finance, IT, Sales, Marketing & Advertising, Personnel, Yield and New
Routes.

GROUND OPERATIONS
Ryanair’s Ground Operations are one of the most important parts of the airline. The Ground Handling Agents have
a flight turnaround time of 25 minutes allowing Ryanair’s to utilise their aircraft more efficiently than any other
airline and also ensures they maintain their excellent punctuality record.

25 MINUTE TURNAROUNDS – A WAY OF LIFE AT RYANAIR

The swift turnaround of aircraft in 25 minutes more or less started with the pioneering American low cost carriers
of the late 1970’s. While many other airlines have attempted to implement 25 minute turnarounds, Ryanair do it
better than the rest because they are more consistent at delivering high performance than any other airline. Without
consistent 25 minute turnarounds they would lose efficiency, reduce aircraft utilisation, endanger their industry
beating punctuality record and create crew hour complications.

The vast majority of Ryanair people ; Pilots, Cabin Crew, Engineers, Ramp Staff, Gate Staff, Operations, Crew
Control, Scheduling ect, are all instrumental in delivering 25 minute turnarounds on every flight possible. If part of
your job involves the turnaround of aircraft then please ensure that you are fully up to date with the latest version
of the 25 minute turnaround document and procedures.

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3. Benefits
Pay (Sector Pay)
Employment contracts are on a fixed term basis and as such there will be no changes to the pay structure for the
duration of the contract. Should an employee be promoted within the contract term a new employment contract
will be issued.

Pay Date
Payments are made monthly, in arrears, by credit transfer into your Bank Account around the 10 th of the month. All
employees contractually based in the Republic of Ireland are required to open an Irish bank account and those who
are contractually based in the UK – British bank account. Each time you get paid you will receive an electronic
payslip setting out various payments and deductions which is available online. All employees are provided with a
unique login and password to access their payslips. Should you encounter any problems logging on or accessing
your payslip please contact the Payroll Department in Workforce International Contractors.

Deductions From Pay

All employees are deducted income tax at source through the PAYE (“Pay as You Earn”) system. All new
employees should submit a P45 form from their last employer to the personnel or payroll department on the first
day of employment or as soon as possible thereafter. If you have not previously been employed in the Republic of
Ireland (while contractually based in Ireland) or the UK (if contractually based in the UK) you should apply for a
“Certificate of Tax Credits” by completing a “12A” form (Ireland) or P46(UK) available from the Personnel
Department. If you do not submit a Certificate of Tax Credits (Ireland)/P46 (UK) or a P45 tax will be deducted
from your salary at an emergency tax.

Sales Bonus (Inflight Crew Only)

You may be entitled to receive a Sales Bonus award on in-flight sales. The Sales Bonus is non contractual in status
and is not intended to be incorporated into your contract of employment. The Sales Bonus award may be varied,
amended or withdrawn at any time by WFI giving you at least one month’s notice of such changes. Cabin Crew are
required to take the utmost care when dealing with bar allocations and accounting. Sales Bonus is calculated on a
flight-by-flight basis which is currently calculated as 10% of onboard sales less any adjustment for shortages in
stock (at selling price) and any shortages in cash for any flights on which you operate as a crew member. The
bonus figure shown on your monthly wage slip will be based on this above calculation.

Once notice to terminate employment has been given by either you or the Company, you will not from that date be
entitled to receive any payment of a Sales Bonus for in-flight sales whatsoever. For the avoidance of doubt this
includes any accrued but unpaid Sales Bonus due at the date notice to terminate was given.

Travel Benefits
Workforce Intl. has agreed a rate of privilege travel with Ryanair for Workforce Intl. employees. We aim to offer
the best flight benefits in the business. When you are travelling on privilege travel - it is exactly that, a privilege. It
is not a right, fare paying passengers always come first. The bottom line is not to engineer a situation whereby you
secure a confirmed seat or jump the queue. The system is based on trust. Any abuse of this system will be dealt
with severely under disciplinary procedure and could result in summary dismissal. From your first day you qualify
for travel benefits on all Ryanair services on a standby basis. For full details on how to apply for travel benefits
please refer to Fact Sheet 2.

Pension Scheme
It’s never too early to plan for the future, we offer a Personal Retirement Savings Account (PRSA) scheme to all
employees as a convenient mechanism of saving for retirement. Even if you intend to stay young forever, it’s best
to have a back up plan just in case. Please see Fact Sheet 1 and your contract of employment for details.

Page 6 of 46
Promotion
This is probably the single biggest reason for joining Ryanair. People are promoted in this airline purely on their
ability and potential. A lot of companies claim this, but Ryanair deliver. Ryanair value people who already work
there because they will understand more clearly how to succeed in their new role. This puts them at a distinct
advantage over external candidates who do not possess the same “Ryanair knowledge”. This airline is teeming with
people who have succeeded, because they were given an opportunity to prove themselves - opportunities they
would not normally be given in other organisations. Promotional opportunities are advertised on FRTV / Takeoff
you should check regularly so as not to miss that opportunity.

Annual Leave
The Workforce International holiday leave year runs from the 1st April to the 31st March. The standard entitlement
is 20 annual leave days per year (calculated at 1.66 days per month). While every effort will be made to
accommodate your desired annual leave requests, you must recognise that our busiest periods are during peak
holiday times, therefore the allocation of annual leave will be strictly governed by the requirements of the business.
You cannot go on holidays when Ryanair’s passengers want to, it would be like a restaurant closing for lunch!
More details are available in Fact Sheet 5.

Maternity Leave
Euro – All female employees are entitled to 26 weeks maternity leave with an option of a further 16 weeks unpaid leave.

UK – All female employees are entitled to 26 weeks of ‘ordinary maternity leave’ and 26 weeks of ‘additional maternity
leave’ (52 weeks in total).

For full details of Maternity Leave please refer to Fact Sheet 4.

Compassionate Leave
In the event of a family bereavement you will be granted compassionate leave at the basic salary rate as follows:

(a) Up to 3 days of compassionate leave will be allowed in the event of the death of an immediate family
member (i.e. spouse, son, daughter, father, mother, brother or sister)
(b) 1 day of compassionate leave will be allowed in the event of the death of other family members (i.e.
Parents/brother/sister of spouse, Grandparents of employee or spouse, Grandchild)

Additional unpaid leave may be granted if there are extenuating circumstances following the death of a family
member and in those circumstances you should contact your manager.

Jury Service
If you are called for jury service you may receive a payment from the courts for jury duty or appearance as a
witness provided:

x Your immediate manager/supervisor is informed immediately after receipt of the notice or summons
x You produce a certificate of attendance on your return to work
x You must return to work for any portion of a day not required for jury service

The law recognises Jury Service and in exceptional cases and for reasons of business necessity the Company may request that
individuals be excused from the Jury Service.

Important
Because the mechanics of employee benefits change from time to time and invariably go out of date, these descriptions are
intended to act as a guide only and are not contractually binding. This guide (including fact sheets) does not form part of your
contract of employment and it is not intended to be incorporated by reference.

If you require any clarification on what terms & benefits apply to your employment, then you should in the first instance
contact Workforce International.

Page 7 of 46
4. Things you need to know
This section applies to all employees who are contractually based in Ireland and UK with Workforce International.

Contract of Employment
It is our policy to provide everyone with a written contract of employment. Regardless of your position, base, and
term of employment you must have a written contract to be an employee of Workforce International. In the
unlikely event you manage to commence work without a written contract of employment, then you are not a
Workforce employee. Amendment contracts are issued for all base or department transfers. In the unlikely event
that you start in a new role without signing a contract you should immediately contact the Workforce HR Dept. If
you have any questions regarding your contract of employment please contact the HR Department.

Starting Documentation
Prior to commencing employment with Workforce International Contractors Ltd. you will be required to complete
and sign a personal details form and return the form together with a copy of your up to date curriculum vitae. If,
after your commencement date, it is found that relevant information has been omitted or given incorrectly in either
of these documents your employment may be terminated in accordance with the workforce International
Contractors disciplinary procedure.

Location of Employment
The location of your employment is specified in your individual contract of employment. It is a condition of your
employment that you may be transferred to any of Ryanair’s European bases without compensation. If you transfer
to another base you will be paid in accordance with the prevailing salary system at that base.

Working Hours / Flexibility

Details of the particular type of working hours applicable to your position are specified in your “Contract of
Employment”. Normal office hours are 8.30am to 5.30pm Monday to Thursday, 8:00am to 5:00pm on Friday,
with one hour lunch break, i.e. a 40 hour week. Due to the nature of our business, you will be expected to work
outside normal working hours, wherever circumstances require it. If you are required to work Saturdays/Sundays
or Bank Holidays a shift premium is already incorporated into your Scheduled block hour rate. Ryanair are a
passenger airline and staff must be prepared to work the hours needed to serve their passengers. You do not have
any contractual right to a particular shift pattern or working hours. In short the company reserves the right to
amend your working hours or roster pattern to meet the needs of the business.

PASSPORT
Because of the nature of our business, you must hold a valid passport during the course of your employment with
Workforce International Contractors.

Probationary Period
There is a probationary period of 12 months duration unless otherwise stated in your contract of employment. The
purpose of this probationary period is simple, it is to allow you to decide if you like your role and feel comfortable
with your responsibilities. From the airline’s point of view it allows us a chance to assess your performance,
attitude, conduct and general suitability while you are being trained and learning your job. During your probation
you will be provided with the appropriate training and assistance to enable you to perform your duties to the
required standard. You will be informed, in writing, when you have successfully completed your probation. If
your performance falls short of the required standard, the Company/Client, in these circumstances reserves the
right to terminate your employment at any stage during the probationary period by giving you the statutory notice
period or payment in lieu thereof. The disciplinary procedure in Appendix 1 is not applicable to employees during
their probation period.

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Satisfactory Performance
Ryanair are Europe’s number one low fares airline and in order to maintain pole position they need people who
consistently perform to the highest standard. At Ryanair they are a hard working bunch and all depend on each
others efforts to continue to beat the competition. Your performance will be continuously monitored by your
manager and your employment is dependant on excellent performance. Ryanair can only remain at the top if their
people are the best at what they do. If your performance falls short of the required standard you may be demoted,
transferred or in extreme cases, dismissed.

x Licensing- Pilots/ Inflight Staff / Engineers

You are required to hold a valid license in order to carry out your day to day job. To maintain your license
you must undergo performance checks and achieve the required results as set by the Client and/ or your
licence provider. Your employment is subject to your successful completion of these checks. Specifically
for pilots you must at a minimum achieve the following during your annual re-current checking:

1. At least one “Good” or better, grade in any 12 month Recurrent Simulator Training (RST) period
commencing on May 1st and ending on April 31st of the following year.
2. At least one “Good” or better, grade in any two consecutive Licence Proficiency Checks.
3. At least one Grade 3, or better, in any two consecutive Annual Line Checks.

Equal Opportunities
The Company and its Client is an equal opportunities employer and will apply objective criteria to assess potential
suitability for jobs. We aim to ensure that no job applicant or employee receives less favourable treatment on the
ground of race, colour, nationality, religion, ethnic or national origins, age, gender, marital status, sexual
orientation or disability.

Selection criteria and procedures are reviewed to ensure that individuals are selected, promoted and treated on the
basis of their relevant merits and abilities. All employees will be given equality of opportunity and, where
appropriate and possible, special training to enable them to progress both within and outside the organisation. The
Company and its Client are committed to a continuing programme action to make this policy effective and bring it
to the attention of all employees. The bottom line is “We hire the best person for the job”.

Bullying / Harassment at Work Policy

The Company and its Client are committed to make every effort to protect its staff and to ensure the work
environment gives all employees the freedom to do their work without having to suffer bullying / intimidation /
harassment or sexual harassment from a manger, supervisor, colleague, group of colleagues, customers, or
suppliers. Bullying is not a trivial matter and can manifest itself on a regular basis in all shapes and forms. Any
such behaviour will not be tolerated and all complaints will be fully investigated. It is the responsibility of every
individual to ensure that bullying or intimidation does not occur at any level within the company. All employees
should be aware that bullying, harassment / sexual harassment, which affect the dignity of people at work, is
unacceptable and can be grounds for disciplinary action.

x Definition of Bullying
Workplace bullying is repeated inappropriate behaviour direct or indirect whether verbal, physical or otherwise,
conducted by one or more persons against another or others, at a place of work and/or in the course of employment,
which could reasonably be regarded as undermining the individuals right to dignity at work. It is also important to
note that all forms of bullying and intimidation must be repeated so that it can be said to have formed a behaviour
pattern and are not isolated instances which have occurred exceptionally.
As a general rule an attempt should be made to address an allegation of bullying or harassment as informally as
possible. The objective of this approach is to resolve the difficulty with the minimum of conflict and stress for the
individuals involved. If you believe you are being bullied, harassed or discriminated against you should clearly
explain to the alleged perpetrator(s) that their behaviour is unacceptable. It may be the case that the perpetrator
does not realise the effect of the behaviour on you.

Page 9 of 46
In circumstances where you find it difficult to approach the alleged perpetrator(s) directly, you should seek help
from your immediate Supervisor/Manager. Any employee who feels that they have been a victim of harassment,
bullying or discrimination should try to resolve the issue as soon as possible through the grievance procedure in
Appendix 2. Reports can be made in confidence to the Ryanair Equality officer on 00353-18121401. All
allegations will be investigated in full and dealt with effectively and appropriately.

Disciplinary Procedures
Disciplinary procedures are designed to protect both you and the Company or Client. The vast majority of our
people will never be involved in the disciplinary procedure. It is important however that everybody knows that it
exists and how and when it applies or might apply. Its cornerstone is one of fair play, and is intended to provide a
positive approach to problem solving that is both fair and impartial. The disciplinary process may involve one or
more investigative meetings, which will attempt to establish the facts of the case. You are actively encouraged to
have a colleague in attendance at these meetings. A copy of the Disciplinary Procedure is contained in Appendix
1. This section applies to all employees who have successfully completed their probation period. As with all parts
of the Rough Guide you should regularly check the procedure to ensure that you are fully familiar with its contents.

Grievance Procedure
With over 7,000 people working in Ryanair it is inevitable that there will be some problems. The purpose of the
Grievance Procedures is to ensure that job related problems are resolved in a prompt consistent and fair manner. A
copy of Workforce International Grievance Procedures is contained in Appendix 2. This procedure applies to every
employee.

Health and Safety

Workforce Intl. and its Client airline (Ryanair) consider the health and safety of all people who operate with the
airline to be of the utmost importance. Staff must read and familiarise themselves with Ryanair’s Health & Safety
Statement which is available on Ryanair’s intranet site, Takeoff. All accidents no matter how minor must be
recorded on the online Accident Reporting system which is available on Crewdock for crew and Takeoff for non-
crew. If you have any questions or comments on safety then contact where appropriate your Safety Representative,
Local Air Safety Group, Safety Action Group, Confidential Reporting System or the Health & Safety Officer for
your department.

Ryanair Confidential Reporting System (RCRS)

The Ryanair Confidential Reporting System (RCRS) provides Flight Operations, Engineering, Inflight and Ground
Staff members with a means of reporting incidents or events relating to safety. Flight operations and Inflight staff
members can access the system via crew dock and Cabin Crew dock. Engineering and Ground Operations staff
members can contact the Flight Safety Officers in their department.

All reports submitted though the RCRS will remain inside the RCRS. Please be advised that a report submitted
through the RCRS is a confidential report and is not submitted to Ryanair management. Further details can be
found within the Ryanair Safety manual available on www.cabincrewdock.com / www.crewdock.com

Medical Examinations / Vaccination

The Company or Client will be entitled, at its expense, to require you to be examined by an independent medical
practitioner of the Company or Client’s choice at any time (whether or not you are absent by reason of sickness or
injury) and you agree that the doctor carrying out the examination may disclose to and discuss with the Company
or Client the results of the examinations will remain the property of the Company or Client. Because of the nature
of our business supplying Cabin Crew to an international transport company, you must agree to be vaccinated and/
or inoculated by the Company or Client’s medical officer or by a medical practitioner nominated by the Company
or Client at any time during the course of your employment, of and when it is considered necessary by the
Company or Client.

Page 10 of 46
Substance Abuse
Workforce International Contractors and its Client Airline have a duty to provide a safe and healthy environment
for its employees, subcontractors and customers. You must comply with any alcohol / substance abuse policies
introduced by the company and agree that you may be subject to screening exercises (in accordance with screening
policies introduced from time to time). Any reports generated from such analysis or examinations will remain the
property of the Airline. All staff (particularly Flight Crew, Cabin Crew and Engineers) are responsible for the
safety of our passengers and have a duty to be alert and aware at all times. The use of illegal substances diminishes
one’s capacity to work safely and will not be tolerated. Workforce International Contractors and Ryanair’s drug
policy is simple - anyone who takes drugs, whether during duty hours or not, is jeopardising the safety of our
passengers, crew and aircraft and will face immediate dismissal. The possession, sale, transport on aircraft, use or
being under the influence of illegal drugs is gross misconduct and will lead to immediate dismissal without notice
or compensation.

Termination of Employment
If you have to leave us all we ask is that you give notice in writing to your supervisor so we can start the difficult
task of finding somebody to replace you. Check your contract for the required notice period. The Company and its
Client reserves the right not to require you to work during any part of your notice but alternatively to make the
appropriate payment in lieu of all or part of your notice period. In cases of gross misconduct, the company
reserves the right to terminate employment without notice of payment in lieu - a non-exhaustive list of examples of
gross misconduct can be found in the Disciplinary Procedure (Appendix 1). You shall immediately on termination
of your employment return to the Company or Client all confidential documents, drawings, figures, other data,
identification cards, tools, equipment, manuals or books and uniform items that may have come into your
possession in the course of your employment with the Company.
Excess capacity/ Unpaid Leave
Due to the nature of the business that our client airline is in and the uncertainty of circumstances within the airline
industry, situations can arise where the Company has excess capacity (for example, but not limited to, a reduced
winter flying programme, the grounding of aircraft, reduced business activity, strikes, natural disasters etc.). If
Ryanair are required to reduce activity levels for any reason you may be allocated compulsory unpaid leave for the
duration of the period the Company considers as excess capacity. The company will endeavour to give you as
much notice of this as is reasonably practicable. For the avoidance of doubt, you are not entitled to any payment
(including flight pay, sales bonus, monthly allowances, sick pay etc) from the company during this period of
unpaid leave.

Deductions
The Company and its Client reserves the right to deduct from your pay (including holiday pay, sales bonus and pay
in lieu of notice) any monies owed to you by the company, including but not limited to, overpayments, monies for
staff car parking, the provision of your uniform, outstanding training cost repayments and the provision of new or
replacement ID cards.

Security
The nature of our business requires us to pay particular attention to security. If you see something that doesn't look
right, report it. Details of all security regulations are contained in the 'Ryanair Aviation Security Manual' that is
retained by the Ryanair Security Officer. Upon you supplying satisfactory character and employment references
you will be provided with an Airport ID. You must keep your identification cards on your person at all times whilst
in attendance at the Airport. You must comply with any rules or regulations issued to you in respect of the
identification card. You must not, at any time, access any area of the Airport which you are not authorised to enter
and any failure to adhere to these requirements will be treated as a misconduct offence which may be deemed as
gross misconduct. If for any reason your ID is removed by the Airport Authorities this may be deemed as gross
misconduct and your contract may be terminated. If you lose this card your must report the loss to the Workforce
Intl. Personnel Department/your base supervisor and the appropriate authority immediately. You will be required
to pay for all replacement ID card through loss, renewal or base transfer. If you fail to secure or maintain an ID or
the appropriate security clearance required to carry out your job then the Company and its Client reserves the right
to terminate your employment.

Page 11 of 46
Language
English is the official language in Ryanair and must be spoken at all times while working unless your duties
require you to speak another language such as dealing with passengers.

Normal Retirement Age

Normal retirement age for all staff is 65 years, with the exception of pilots who retire at 60. Your employment will
terminate automatically when you reach 65 years of age, or 60 if you are a pilot.

Page 12 of 46
5. Company Resources
The Philosophy is simple if you’re given something - look after it as if it’s your own. You’re responsible for it.

Company or Client Property

On request or in the event of termination of your employment you are required
to return all airline property including your security and identification passes,
all keys, computer hard and software including discs and all documents in
whatever form (including notes and minutes of meetings, customer lists, diaries
and address books, computer printouts, plans, projections) together with all
copies which are in your possession or under your control. The ownership of
all such property and documents will at all times remain vested in the airline.

Uniform
Workforce International and Ryanair place great importance on customer
service and you will be expected to maintain a high standard of appearance at
all times. Where uniform or protective clothing is provided it must be worn
and you are expected to take care of it. Other common sense rules are simple –
as long as you’re in uniform, whether you are on duty or not, you must never
drink alcohol and you must not bring Ryanair (our Client) into disrepute. For
reasons of security, all uniforms must be returned to your manager should you elect to leave the company.

Company Vehicles
If you require a vehicle in order to carry out your duties, and you are disqualified from driving for any reason, you
will be liable for dismissal unless another position is available. You are personally responsible for all traffic
violations.

Expenses
On receipt of adequately vouched expense accounts, which have been authorized in advance, you will be
reimbursed for bona fide expenses necessarily incurred in the performance of your duties.
x Expenses must be authorized in advance by relevant director.
x All cash advances for expenses must be accounted for as soon as possible, but not later than the end of the
month in which the expenses were incurred.
x Expense claim forms must be fully completed and receipts attached.
x Ryanair credit cards/charge cards must not, under any circumstances be used to cover personal expenses.

Company or Client Mail

The company mail is treated differently by customs and airport security. As a result the inclusion of private letters
or packages in the Company mail is a serious breach of airline regulations and may lead to disciplinary action up to
and including dismissal. Use of stamps or the franking machine for personal mail is also a big No, No. Ryanair is a
low cost airline and will take any misuse very seriously.

Telecommunications
Telephones are provided for business use, you may occasionally need to make or, receive personal telephone calls,
however, these must never interfere with your job.

Email & Internet

Access to a computer and e-mail is provided for business use only. Excessive and/or frivolous e-mail use may
result in disciplinary action. Access to email systems (other than Ryanair's), from a Ryanair computer is strictly
forbidden. It is forbidden to send personal or commercial messages using the Ryanair email system. Specifically,
the sending of advertisements to groups or individuals in the Ryanair email address book is prohibited. Web
surfing unrelated to your job is strictly forbidden during working hours. The access, downloading, sending or

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forwarding of any indecent, obscene, pornographic, sexist, racist or defamatory materials, will be considered a
serious breach of company rules and could lead to disciplinary action, up to and including dismissal. It is strictly
forbidden to download music from the Internet whether during duty hours or not. Please see Fact Sheet No. 7 of
the Rough Guide to Workforce International.

Ryanair Email Policy

The following guidelines govern the use of email with Ryanair:

x Emails to third parties should be carefully drafted and the address of the recipient verified before sending.
It is your responsibility to ensure you send the right email to the correct address.
x There should be no internal communications or comment regarding competitors ever. Keep your thoughts
to yourself.
x Internal communications should be necessary and relevant to your work. Emails expressing opinions about
other employees, competitors ECT are strictly prohibited. In short, only write what you would be happy to
have read out to you in court!
x Don’t unnecessarily forward, copy or blind copy emails.
x Email is provided for business use. Email use for personal reasons should be the exception and only
accessed outside of working hours.
x Any employee failing to comply with these guidelines will have their email facility closed/ removed and
may face disciplinary action up to and including dismissal.

Laptops
If you have been given a laptop it is important to remember that these are valuable machines which are not covered
by Ryanair insurance. It is your responsibility to keep it secure at all times (even when on Ryanair premises) as you
could be held accountable if it is stolen or damaged whilst in your care.

Pigeon Holes
Some categories of staff will be allocated a Ryanair pigeon hole- these are for the distribution of Ryanair materials
only and are not to be used for personal communication or the distribution of any other materials. Abuse of the
pigeon hole system may lead to disciplinary action.

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6. Legal Stuff
Confidential Information
You are required to adopt a common sense approach to confidential information. You should not during or after your
employment ceases, disclose any “Confidential Information” relating to the Company and/or Client and/or its associated
companies or their respective businesses. “Confidential Information” includes but is not limited to all secret or confidential
information of whatever kind that may have come to your knowledge during or as a result of your employment by the
Company, its business plans, finances, staff, customers and prospective customers, suppliers or products, information which
has been disclosed to the Company in confidence by a third party, and any other information of a kind that would usually be
regarded as secret or confidential. You shall not work on behalf of any media organisation or work on a freelance basis during
your employment with the Company. Breach of this policy may result in the company issuing legal proceedings against you.

Activities during your employment

Your full concentration will be required while you are employed with us, therefore you must not be directly or indirectly
engaged in business or other occupations whatsoever, except in circumstances when you have advance written consent from
the company.

Rules, Policies, Procedures

You must comply at all times with the Company or Client’s rules policies and procedures relating to equal opportunities,
harassment, health and safety, compliance, external interests and all other rules and procedures introduced by the company
from time to time. For the avoidance of doubt such rules, policies and procedures are not incorporated by reference into this
booklet and they can be changed, replaced or withdrawn at any time at the discretion of the Company or Client. Breach of any
of the Company’s or Client’s rules, policies and procedures may result in disciplinary action

Right to Search
The Company or Client reserves the right to conduct a personal search (or allow Ryanair to conduct a personal search) of you
and your belongings, including bags, holdalls and personal or Company or Client vehicles during the course of your normal
working day or when you are arriving on or leaving the Company or Client’s premises or aircraft at the end of the day.

Personal Property
The company does not accept any responsibility for clothing, equipment, vehicles or other property that are mislaid, lost,
stolen or damaged while on Company or Client property

Applicable Law
The laws in effect in the country where you are contractually based shall at all times govern the employment relationship
between the Company or Client and you.

Code of Business Ethics

During your term of employment you will agree to abide by the Client’s Code of Business Ethics. Failure to observe or to
breach this code may result in disciplinary action that may lead up to your dismissal. Full Details of the Ryanair Code of
Business Ethics are available in Fact Sheet 6

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7. Communications
Good communications are critical in maintaining our efficiency at Workforce International and Ryanair. Within the company
and it’s client there area many different layers of communications, some overlap with others and some change their emphasis
from time to time but one thing they all have in common is their commitment to keep you informed about what is happening in
the company.

Communication channels within Workforce Intl. / Ryanair are not a goal or an end in themselves – they are essential in the
running of our businesses. Everybody should understand what we are trying to achieve here. There are no prizes for hanging
on to information – we trust our people with information so that they too can prioritise what they have to achieve each day
they come to work.

Open Door Policy

Managers are there to achieve results through and with their people. It's common sense that managers tell you what is expected
and keep you in the picture as to what changes are happening. They are your first point of contact. They are paid to look after
you so make them earn it!

Employee Representative Committee (ERC’s) – Ryanair

The rate of growth at Ryanair now means it is not always possible for staff to deal with their managers directly on every issue
they may have. The ERC’s are a group of employee representatives, selected by the employee’s in that area. If the airline is
satisfied that the ERC is representative of the majority of employee’s in a particular group then they may enter into
negotiations for the purpose of collective bargaining. While Ryanair respects the rights of its employees to be members of
Trade Unions, Ryanair does not recognise Trade Unions for collective bargaining purposes. Each committee aims to meet
approximately three to four times a year with the Director of their department, and a member of Personnel to discuss
companywide issues, issues specific to their department and also to negotiate collective issues. ERC representatives’ receive
an allowance of ¼635 per year for the privilege. The success of the ERC process depends on your input. If you have any issues
or suggestions, please forward them to your departments ERC Reps….if you think you can do a better job, don’t moan about it
– Get elected!
EWC- European Works Council
The European Works Council is a forum where information is provided by Senior Management of Ryanair at least once a year
to employee representatives’ concerning the transnational affairs of the business and where an exchange of views can take
place.

FRTV – Ryanair’s Moving Notice Board

FRTV is Ryanair's internal news service. FRTV is a key source of information on what's happening with the business, what
Ryanair competitors are doing, what promotional opportunities are available, and what the papers are saying. You can access
FRTV using the following link: http://takeoff/frtvshow/fullscreen.htm. You should consult FRTV regularly or if you have any
suggestions then let Ryanair know. You can talk to anyone in Personnel or email [email protected]

Crewdock
Crewdock is our internal network site that allows crew to access rosters, flight plans, apply for annual leave and send
electronic queries to the relevant departments.

Limited Release
The Limited Release is Ryanair’s internal newsletter. It's intended above all to be fun. It covers what's happening in the
business and more importantly what's happening socially. With the expansion of our route network and new people joining us
all the time, it has never been more important to keep our people in touch with what's going on. We absolutely prohibit self-
publicists who just want to tell everybody how brilliant they are. We do want articles, contributions photographs or just ideas
and they must be interesting, and not libellous! The Limited Release is written by Ryanair people for Ryanair people. Please,
please contribute; send any photos, news, views etc to [email protected]

Public Statements
In May 1997 Ryanair became a Public Limited Company and as a result, you are required to adopt a common sense approach
to all public statements. There are some things that you can’t comment on and in theory fall foul of the people who regulate
the Stock Exchange on which Ryanair is quoted. All employees are required to consult with their managers before making any
public statements.

Page 16 of 46
8. Ryanair Grooming Regulations
It is important to remember that when in uniform you are projecting the image of the company. You are the
frontline of the Airline, the part of the Airline the public not only sees but also meets personally. It is on your
appearance and manner that they base their judgment.

As uniformed cabin crew you are selling Ryanair, so consequently you are expected to have pride in how you look
and to ensure that the public see you as an attractive and well groomed person.

Our uniform is very distinctive and easily recognisable, however bad posture can seriously detract from the overall
image. Your body language and general appearance is very important and gives an image of confidence and
professionalism. It is also essential that your behaviour is above criticism.

Your uniform must be kept clean and well pressed and accessories must be maintained impeccably at all times.

“REMEMBER YOU
ARE THE FACE OF RYANAIR”
FEMALE GROOMING REGULATIONS

Uniform
x Uniformed cabin crew must wear full uniform at all times when on duty or travelling to/from work.
x Hands must be kept out of pockets at all times.
x Do not make any individual variation or additions to the uniform (e.g. buttons)
x Do not wear any items of the uniform outside work.
x Never consume alcohol while in uniform. Immediate disciplinary action will be taken to anyone who does
not adhere to this rule.
x Uniformed cabin crews are not permitted to chew gum or smoke while in the public eye. The only
exception is that staff may smoke while seated at a table in a restaurant.
x Employees must never run while in uniform as a rushed appearance takes from the overall professional
image.
x No visible tattoos or piercings are permitted.
x No sunglasses can be worn with the uniform.
x Uniforms have to be clean and well pressed at all times
x Uniforms must be dry cleaned only and not washed in a machine.
x Black Scarves may be worn between the months of October and April. Scarves must be plain black in
material and in colour and worn underneath your coat and buttoned to the top and closed at all times when
worn.
x Gloves may be worn with your uniform during the months of October and April. Gloves must be black
leather only.
x Shoes must be black leather court shoes with a heel no lower than 3 inches.
x Cabin Shoes must be black leather court shoes and have a heel no lower than 1.5 inches.
x Tights must be chocolate or barely black. Maximum 20 Denier

Coat
x Coat must be worn and fully buttoned at all times.
x Scarves are only allowed to be worn with the coat and scarf must be tucked underneath the coat and be
plain black.

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x Black Leather Gloves may be worn, but only with the coat.
Jacket
x You have to wear your jacket fully buttoned at all times.
x Jackets must be removed after take off for the drinks service and Aprons worn.

Skirts
x Skirts must be worn on or below the knee.

Blouse
x Blouse must be changed daily. A bra must be worn at all times and the colour of the underwear must not
show through the blouse.

Handbag
x It must be worn on the right hand shoulder.

Crewbag/Trolley Case
x To be carried in left hand. Not to be used without uniform.

Wings & Name Badges

x The above must be worn at all times in uniform.
x Name Badge must be placed on the right hand side and wings on the left above the Ryanair logo.

Jewellery
x Only one ring per hand is permitted. The only exception to this is for those who are married and may wear
two rings (Wedding Band and Engagement Ring).
x Rings must be only worn on the ring finger. (Rings are not permitted on middle fingers)
x Earrings have to worn at all times, if ears are pierced. Pearls, gold or diamond studs are permitted only.
x Only one pair of earrings permitted at any time on the lower ear lobe.
x Chains, necklaces are not permitted to be worn.
x One Bracelet may be worn on the right-hand wrist. Bangles are not permitted.
x Costume jewellery is not permitted.
x A neat, classic style watch must be worn at all times.

Nails and Make Up

x Professional French Manicure or Nail Polish must be worn. French Manicure must be white tip and not
clear. Nail Colour must be definite colour. (Bright, dark or light colours are not permitted).
x Make up must be worn in uniform and applied correctly.
x Lipstick must be worn. Lipstick must be definite colour. (Bright, dark or light colours are not permitted).

Hair Care
x Hair should be kept clean and worn in a neat style.
x If hair is longer than jacket collar, it must be worn up in either a French Roll or a Doughnut.
x If hair is short it must be cut above the jacket collar. No hair clips are permitted.
x Hairpins and grips have to be the same colour as the hair.
x Highlights must be maintained and tasteful.

Boots
Boots may be worn by cabin crew based in NYO and HHN only and during the months of October to April if
there is snow. Boots must be plain black leather to the knee with a heel no lower than 3 inches. They must not
have any buckles or attachments on the boots. Under no circumstances are crew allowed to wear flat heeled
boots or boots that are not leather.

Page 18 of 46
MALE GROOMING REGULATIONS
Uniform
x Uniformed cabin crew must wear full uniform at all times when on duty or travelling to/from work.
x Hands must be kept out of pockets at all times.
x Do not make any individual variation or additions to the uniform (e.g. buttons)
x Do not wear any items of the uniform outside work.
x Never consume alcohol while in uniform. Immediate disciplinary action will be taken to anyone who does
not adhere to the rules.
x Uniformed cabin crews are not permitted to chew gum or smoke while in the public eye. The only exception
is that staff may smoke while seated at a table in a restaurant.
x Employees must never run while in uniform as a rushed appearance takes from the overall professional
image.
x No visible tattoos or piercings are permitted.
x No sunglasses can be worn with the uniform.
x Uniforms have to be clean and well pressed at all times
x Uniforms must be dry cleaned only and not washed in a machine.
x Black Scarves may be worn between the months of October and April. Scarves must be worn underneath
your coat and your coat closed at all times when worn.
x Gloves may be worn with your uniform during the months of October and April. Gloves must be black
leather only.
x Shoes must be black leather.

Coat
x Coat must be worn and fully buttoned at all times.
x Scarves are only allowed to be worn with the coat and scarf must be plain black in colour and worn
underneath the coat.
x Black Leather Gloves may be worn, but only with the coat.

Jacket
x You have to wear your jacket fully buttoned at all times.
x Jackets must be removed after take off for the drinks service.

Shirts
x Shirts must be clean, pressed and changed daily.

Crewbag/Trolley Case
x To be carried in left hand. Not to be used without uniform.

Wings & Name Badges/Tie Pins

x The above must be worn at all times in uniform.
x Name Badge must be placed on the right hand side and wings on the left above the Ryanair logo.
x Tie Pins must be worn at all times.

Nails
x Must be short and kept clean.

Hair Care

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x Hair should be kept trimmed, clean and worn in a neat style.
x Hair Gel may be worn but not excessively.
x Highlights must be tasteful and in tone with the hair colour.
x Spiked/Mohican hairstyles are not permitted.

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10. Ryanair Glossary of Terms
Air Side – Section of Airport off bounds to the public and unauthorised staff. Staff, whose job requires access to Airside facilities, will
need a security I.D from the relevant Airport Authority. Application forms are available from the Personnel Department.

Aircraft is tech – Aircraft is not well and requires TLC

Airline 2 Letter Codes – Internally recognised codes for all airlines. Examples include: FR (Ryanair), BA (British Airways),
EI (Aer Lingus)

AOC – Airline Operation Certificate, Licence required tooperate an airline.

A.T.P.L. – Airline Transport Pilots Licence

B.A.A – British Airports Authority, they own and run Stansted, Heathrow and Edinburgh among others.

Blue Tickets – Vouchers issued to staff on 1st April each year, for standby travel. All staff members who have successfully
completed their probation period receive six Blue Tickets per year. They are standby tickets which can be given to anybody
you like. Blue tickets can not under any circumstances be sold.

Boeing 737-800 – The only aircraft Ryanair operate, known as the 800, aircraft that can carry 189 passengers.

Chocks – Blocks placed under aircraft landing gear, used to stop aircraft from rolling back and forward.

Confirmed Travel – Travel on a guaranteed seat basis.

Crewdock – Ryanair’s internal network site that allows crew to access rosters, flight plans, apply for annual leave and send
electronic queries to the relevant departments.

CSA Ground – They ensure the Check-in area is the quickest and most proficient in the airport, all flights are closed off 40
minutes before departure.

CSA In-flight – Cabin Crew- they are the employees who will spend the most time with the passengers. Their primary
responsibility is passenger safety.

DAA – Dublin Airport Authority

DSM – Duty station manager. Responsible for all Ryanair’s ground operations in the airport. DSM’s are based in either
Dublin or Stansted Airport.

Duty travel – Confirmed and approved travel while on duty. If you need to travel on business Ryanair give you a seat to get
there. You need your manager’s approval to travel.

E.R.C. - Employee Representative Committees. ERC's represent employee issues to management and to negotiate pay and
conditions. ERC representatives receive an allowance of ¼635 per year for the privilege.

E.W.C. - European Works Council. The European Works Council is a forum where information is provided by the airline at
least once a year to employee representatives concerning the transnational affairs of the business and where an exchange of
views can take place.

F.R.T.V. - FRTV is Ryanair's internal news service. FRTV is a key source of information on what's happening with the
business. You should consult FRTV regularly if you have any suggestions then talk to personnel. You can access FRTV on the
following link http://takeoff/frtvshow/fullscreen.htm

F/O - J/FO – S/O First officer; Junior First Officer; Second officer respectively - Pilot, commonly known; as Co-Pilot. They
sit in the right hand seat of the aircraft, fly the plane, do all the paperwork and generally look important.

FR – Ryanair’s international two-letter code (see Airline codes)

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Hangar - Aircraft hangar where engineering are based.

I.A.A. - Irish Aviation Authority - Irish state regulatory body - Set regulations for all our aircraft, wherever they fly.
Interline - Department responsible for staff travel concessions. For full details of Staff Travel benefits please check out
http://takeoff/interlinehandbook/interlinehandbook.html

JAR Op’s – Joint Aviation Requirements in connection with Operations. If Ryanair do not meet these requirements, they do
not fly, it’s that simple.

Jeppy (Jeppessen) Bags – Bag containing Maps and navigation aids for departure, arrival and alternate airports.

Jump seat – extra seats on aircraft occupied by crew members [2 in cockpit & 1 down the back of the 737-800]

LAND Side – Section of Airport open to public.

Limited Release (1) - The Limited Release is Ryanair’s internal newsletter. Its intended above all to be fun it covers what's
happening in the business and what's happening socially. The Limited Release is written by Ryanair people for Ryanair
people. Please send any photos, news or views to [email protected].

Limited Release (2) - It’s where we got the name for the magazine. A tag issued at check-in to indemnify Ryanair against
claims for damage to luggage, which has not been packed correctly or has previous damage.

Lisline – Flight schedule, software system. It displays the daily schedule of all flights and a current representative of events as they occur.

Loads – The amount of passengers booked on a particular flight. “Sub-load” means that the flight is not fully booked.

M.A.O – Meal and accommodation order – A voucher accepted as payment by restaurants and hotels within which Ryanair has an account
– given out for delays.

Number 1 – Customer service supervisor i.e. the Cabin Crew member in charge on a flight.

Pax – International Airline abbreviation for “Passengers”.

Per Diem expenses – An allowance paid to staff if required to stay away overnight on duty.

Phonetic alphabet – To ensure accuracy and universal understanding of the millions of messages transmitted annually, standard message
procedures have been agreed. They can also be used to sound very important while ordering a take away.
A – Alfa F – Foxtrot K – Kilo P – Papa U – Uniform
B – Bravo G – Golf L – Lima Q – Quebec V – Victor
C – Charlie H – Hotel M – Mike R – Romeo W – Whiskey
D- Delta I – India N – November S – Sierra X – X-Ray
E – Echo J – Juliet O- Oscar T – Tango Z – Zulu

Plonky/ Kit Bag – Bag carried by Cabin Crew in case of unexpected overnights, normally contains items such as sleeping
gear, spare clothing etc.

Ramp – Area of ground around aircraft.

Ramper – Ground Handing Agent, Responsible for flight turnaround times of 25 minutes, and the most efficient in the business. This
turnaround time allows Ryanair to utilise planes more efficiently, which keeps costs down. Recognisable by refusal to take their high
visibility vests off, even when indoors.

Sector – One flight, no stop over.

Standby – Privilege staff travel, passengers travelling on standby must wait till fare-paying passengers have boarded. Travel on Standby is
not guaranteed.

STN – Stansted Airport - three letter code.

The red eye - Basically it depends on which country you're in! This is the earliest flight. It does great business in coffee sales.

Page 22 of 46
Whitehouse – Ryanair’s Head Office at Dublin airport. Home to Finance, MIS, Personnel, Yield, New Route Development, Customer
Standards, Purchasing Refunds, Engineering, Marketing and Flight Operations among others.

Wands – Used to guide aircraft in at night (they light up!)

Yield – Revenue margin on each seat sold.

Z Level Managers –. The directors make most of the decisions at Ryanair. They meet every Monday morning to wreak even
more havoc.

Page 23 of 46
11. I.T Systems

USER RESPONSIBILITY DOCUMENT

1. PURPOSE OF USER RESPONSIBILITY POLICY

Ryanair Holdings PLC have made a substantial investment in computerised systems, from desktop PC’s, to
dedicated workstations and mini computers. Many of these machines do not exist in isolation but are networked
together, exchanging data and using common applications. Also many of the computers in the organisation have
access to external networks and computers (the internet) which are outside the control of Ryanair. This emphasis
on networked computing provides us with a greater ability to exchange information, and, provides others with
ability to access our systems, possibly creating a business risk.

2. SCOPE OF THE USER RESPONSIBILITY

This policy is concerned with the responsibilities of Ryanair users in relation to computerised information and
voice systems within the organisation. It is also concerned with general responsibilities of the IT department in
relation to users of their computerised information systems. The aim of this document is to minimise business risk
through familiarity of these responsibilities and standards.

3. USER RESPONSIBILITY POLICY

Users of corporate systems can be defined as any Ryanair employee who uses a desktop PC, terminal or
workstation at some time during their working week, or, has access to a user account on a computer system. Users
agree to be bound by the User Responsibity Policy during the log on process to the Ryanair network. Users also
have access to this policy from the Ryanair IT Helpdesk.

4. COMPUTER CARE
x Users are expected to treat the computer equipment with respect.
x Shutdown equipment properly before unplugging or moving it.
x The system allocated to the user must never be used for anything other than legitimate Ryanair business.

5. DATA CONFIDENTIALITY
x Do not leave a screen active and unattended, for example during lunch or overnight. Save your data, quit
the application and log out, if applicable to your screen.
x Be wary when disposing of reports. Confidential material should be shredded or torn up before being
discarded.
x Treat your system password as confidential and follow the guidelines that apply to your system for length,
lifetime and definition.
x Screensavers should be enabled to come on after 15 minutes of inactivity.

6. EMAIL AND INTERNET ACTIVITY

x Users who have access to electronic mail have a responsibility to ensure that confidential information sent
outside the organisation complies with company standards for mail.
x Access to the electronic mail system is to facilitate the User conducting Ryanair business only.
x Users should also be careful of incoming mail, especially “junk” email with file attachments.
x Users must never disable their antivirus software that is screening the applications on their desktop.
x Users with access to the internet must only download information that is relevant to their business area.
x A User must never download any programs without consulting IT
x It is illegal to download music files from P2P sites or anywhere else.
x YOU MUST NEVER TRANSMIT ANY CREDIT CARD NUMBERS TO ANYONE VIA EMAIL.

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7. TELEPHONE USE
x You have been allocated a telephone to conduct Ryanair Business
x Ryanair reserves the right to make and keep copies of telephone calls and data documenting the use of your
allocated telephone.
x It is a company policy that you do not participate in telephone surveys.
x You should not conduct confidential telephone conversations with a third party whom you can not validate
the authenticity of that person.

8. FAX USE
x You have access to a fax machine to conduct Ryanair Business.
x Ryanair reserves the right to make and keep copies of faxes and data documenting your use of a fax
machine.
x It is a company policy that you do not participate in Fax Surveys.
x Any unsolicited faxes that you receive should be discarded and not responded to if you can not validate the
authenticity of the sender.
x ANY FAXES RECEIVED WHICH CONTAIN CUSTOMER CREDIT CARD INFORMATION MUST
IMMEDIATLEY BE EDITED TO REMOVE THE CREDIT CARD NUMBER. USING A BLACK
MARKER ACROSS THE CREDIT CARD NUMBER WOULD BE SUFFICIENT.

9. DATA PROTECTION ACT

x The Data Protection Act applies to data held on PCs as well as larger systems. You must never store any
customer data with any 3rd party or access any customer information without prior approval as part of your
role. Refer to IT for a copy of the Act documentation if you are in any doubt.

10. DATA BACKUP

x All mission critical documentation should be stored on the LAN servers as these are backed up on a regular
basis.
x Do not keep any business critical data on your local PC hard drive.

11. APPROVED SOFTWARE

x All software purchases are made by the Ryanair Purchasing Department.
x Products are purchased from legitimate vendors only.
x A Capital Expenditure Form must be raised and signed by both your Department Manager and the IT
Director (no matter what the value of the software).
x All users must familiarise themselves with Approved Software Policy available on the IT helpdesk

12. COPYING DATA

x Data will only be copied onto a removable media by an IT staff member with the permission of your
manager.

13. ANTIVIRUS SOFTWARE

x Antivirus software is installed on your PC this software is updated every time a new update is
made available.
x It is a disciplinary offence to amend or remove this software.

14. INTERNAL SYSTEMS DEVELOPMENT

x Users should never purchase or contract for external systems development.
x An IT staff member will be allocated to every project to ensure standards are kept and the integration of the
new system runs smoothly.

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x Different business areas may have requirements for systems that are similar in scope. IT as custodians of
internal systems development can ensure uniformity of systems to IT standards.

15. EXTERNAL SYSTEMS DEVELOPMENT

x Users should never purchase or contract for external systems development.
x Ryanair policy dictates that requests for software/ New systems are to be submitted to IT where the request
will be handled by the IT Acquisition Policy.

16. BREACH OF USER RESPONSIBILITY POLICY

x An employee found in breach of their responsibilities will enter the Ryanair Disciplinary Procedures. The
penalty for Gross Misconduct is instant dismissal.

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Appendix 1
DISCIPLINARY PROCEDURES
Disciplinary procedures are designed to protect both you and the company. The vast majority of our people will
never be involved in the disciplinary procedure. It is important however that everybody knows that it exists and in
what circumstances it might apply. Its cornerstone is one of fair play and it is intended to provide a positive
approach to problem solving that is both fair and impartial. The Disciplinary Process may involve one or more
investigative meetings, which will attempt to establish the facts of the case. You are actively encouraged to have a
colleague in attendance at these meetings. The procedure applies to all breaches of company rules or standards,
including, but not limited to the following:
x Breaches of safely regulations / company procedures
x Poor attendance
x Bad timekeeping
x Unauthorised absence
x Lack of co-operation
x Unacceptable work performance
x Poor onboard sales performance (Cabin Crew)
x Failure to comply with procedures set out in the “Turnaround and Inflight Procedures (TIPs) Manual” (Cabin Crew)
The Disciplinary Process
Prior to any disciplinary action being taken, there may be one or more investigative meetings with you and your
immediate Supervisor or Manager which may also be attended by a member of the Personnel Department. At these
meetings, an attempt will be made to establish the facts and you will be given an opportunity to explain your
version of events and put forward any information which you feel is relevant to the investigation. It is only on
completion of these meetings that your Supervisor or Manager will decide if a disciplinary hearing is warranted.

If the Company decides that disciplinary action is warranted, you may be invited to attend further meetings under
the disciplinary process which may also be attended by a member of the Personnel Department. You are actively
encouraged to have a work colleague in attendance at all meetings. A representative from Workforce Intl. and / or
a representative from Ryanair may attend any of these meetings. The outcome of these meetings may result in you
being issued with one of the following:

First Written Warning

You may be issued with an official written warning by your immediate Supervisor or Manager.

Second Written Warning:

For further or more serious breaches of Company and/ or Client rules, policies and procedures, you may be issued
with a second official written warning by your immediate Supervisor or Manager.

Final written warning:

Should your job performance continue to fall short of the required standard or another serious breach of the
Company and or Client rules takes place you will be issued with a Final Written Warning by the Head of
Department (or in their absence by another authorised Senior Manager) who will emphasise the gravity of the
matter and the consequences if the required standards are not achieved and maintained. Where possible, a
representative from Workforce Intl. and/or Ryanair will be present at this meeting.

Demotion:
In the case of more serious misconduct or if all the appropriate warning stages of the disciplinary process have
been exhausted the Company may demote or otherwise transfer you from your current position to another position
which the Company considers to be appropriate in the circumstances. This may result in a deduction of pay.

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Persistent failure to achieve performance targets is likely to lead to demotion, e.g. Cabin Crew Supervisors who
persistently fail to achieve onboard sales targets.

Suspension:
In some circumstances the sanction of suspension without pay may be applied. The period of suspension will
depend on the seriousness of the misconduct. Suspension without pay means that no payments will apply for the
period of the suspension (including salary, allowances, shift pay etc).

Dismissal:
If the problem is not corrected or if another breach of the Company rules takes place, you will be dismissed by the
Head of the Department (or in their absence by another authorised Senior Manager) in the presence of the
Personnel Manager or a nominated Deputy.

The Company reserves the right to adopt later stages of the disciplinary process depending on the gravity of
the incident / circumstances involved.

The Right to Appeal

You have the right to appeal a disciplinary sanction. The appeal must be submitted in writing to the Director of
Workforce Intl. within 5 working days of the sanction being issued to you. This submission must be labelled
“Appeal” and must clearly outline the grounds of appeal. The appeal hearing will be scheduled within 7 working
days by the Director of Workforce Intl. or one of his designated deputies who have not been involved in the case.
The outcome of your appeal will be communicated to you in writing, within 7 days of your hearing.

Gross Misconduct
Major breaches of conduct standards or actions that cause significant losses to the Company or its Clients may
warrant more serious disciplinary action at the outset by adopting later stages of the Disciplinary Procedure. While
actions of this nature are being investigated the person concerned may be suspended on full pay.

If the Company reasonably believes that the employee is guilty of gross misconduct, disciplinary action up to and
including dismissal may be taken. If it results in dismissal, a letter explaining the nature of the offence and the
reasons for dismissal will be issued.

Examples of gross misconduct include but are not limited to:

x Violation of a criminal law
x Consumption of alcohol or any other intoxicating substances on or within 8 hours of commencement of duty for
Flight/ Engineering/ Ground Operations staff.
x Acts or threats of physical violence
x Wilful refusal to obey reasonable instructions
x Theft from another employee, from the company, client airline or passengers
x Malicious damage to company property
x Any falsification or alteration of any time, payment or bonus record that could result in payments which have not
been earned
x Abusive behaviour or blatant disregard for work colleagues or customers
x Failure to report for duty without an acceptable reason and adequate notice
x Any fraudulent practice undertaken whilst on duty or on Company/ or Client premises
x Deliberate incorrect recording of the issue or receipt of equipment or material belonging to the Company, suppliers,
customers or clients
x Any negligent act or omission either directly or indirectly which results in financial loss to the Company or client
airline
x Careless or negligent action that could endanger one's own safety or the safety of others
x Abuse of expense claims, sickness benefit scheme or travel procedures
x Absence from work resulting in an abandonment of duties

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x Use of e-mail / internet system for purposes other than Company or Client business
x Any disclosure of confidential information relating to Company business
x Insubordinate behaviour
x Any act that deliberately or unnecessarily delays passengers
x Abuse of staff travel privileges
x Failure to obtain and maintain a valid airport security ID
x Abuse of airport security regulations relating to your airport security ID
x Failure to obtain and maintain a valid criminal record check.
x Malicious damage to or misuse of company property

The Disciplinary Procedures are intended to protect everyone and to ensure fair play at all times. The investigative meetings may or may not
result in disciplinary action being taken but if they do, we encourage you to bring a work colleague to any disciplinary meetings.

Note:
x The Disciplinary Procedures set out above do not form part of your contract of employment and may be changed by
the Company in its absolute discretion at any time.
x Failure or refusal to attend any meetings under the disciplinary procedure may be treated as a separate disciplinary
matter and investigative meetings / disciplinary hearings may be held in your absence if you persistently fail to attend
scheduled appointments.

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Appendix 2
GRIEVANCE PROCEDURES
The purpose of the grievance procedure is to provide Workforce International Contractors employees with an
accessible process of addressing work related problems or issues they may have. The grievance procedure should
be seen as a last resort and not an automatic step. It is intended to solve problems, not create them. The grievance
procedure may be suspended if you do not comply with the guidelines outlined or where it is felt that a fictitious or
malicious claim has been made. Abuse of the grievance procedure may, in extreme circumstances, lead to
disciplinary action.

If you have a work related grievance that you wish to resolve, you should observe the following stages of the
grievance process:

Stage 1 – Immediate Ryanair Supervisor / Manager

You must inform your immediate Supervisor / Manager of your grievance in the first instance in an attempt to
resolve it informally. This stage can only be skipped if your Supervisor/Manager is the subject of your grievance.

Stage 2 – Head of Department / Personnel Department

If the matter has not been resolved at the previous stage you may lodge a formal grievance by completing a
grievance form available online from the following link: http://takeoff/?page id=323.
If deemed necessary the Head of Department and/ or the Personnel Department will conduct a formal investigation
which may involve a grievance hearing with you. At the conclusion of the process you will be provided with the
decision and reason in writing.

Stage 3 – Director of Workforce International

If you are not satisfied with the outcome of the formal investigation you can appeal. Any appeal must be submitted
in writing, clearly outlining the grounds of your appeal within 5 working days of the decision. The appeal will be
headed by the Director of Workforce International Contractors or designated deputy. This is the final stage of the
internal grievance process. The decision of the Director of Workforce International Contractors or designated
deputy will be final and you will have no further right to appeal.

Please Note:

x All grievances must be reported within 28 days of the issue/ problem occurring.
x Only grievances submitted via the online grievance form on Takeoff will be accepted.
x The purpose of the grievance procedure is to resolve issues and it is a prerequisite for submitting a
grievance that you must detail what remedy or resolution you are seeking. Failure to do so may result in
your grievance being deemed invalid under the grievance procedure.
x You are actively encouraged to have a work colleague in attendance with you at any meeting at which your
grievance is discussed and at any subsequent appeal hearing.
x You must fully cooperate with any investigation into the issues you raise including attending meetings
with the grievance officer. At any meeting you must be forthcoming with all information that is relevant to
your grievance and actively engage in the meeting to work towards a resolution.
x You must present all allegations from the outset, if you withhold any allegations or fail to disclose any
information relevant to your grievance this could be deemed an abuse of the grievance procedure and could
lead to invalidate your grievance and disciplinary action.

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x Once the grievance process has commenced you must deal with the person appointed to hear your
grievance. You are prohibited from raising the same or a related grievance with another manager and in
these circumstances all correspondence will be forwarded for consideration to the manager appointed to
hear your grievance.
x The grievance procedure does not form part of your contract of employment and may be changed by the
Company in its absolute discretion at any time.
x All grievances must be lodged within the tenure of your employment.
x If you fail to comply with any of the grievance procedure the Company reserves the right to withdraw your
grievance.

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Appendix 3
TURNAROUND & INFLIGHT PROCEDURES (TIPs MANUAL)
This can be found on www.cabincrewdock.com under the section displayed below.

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Fact Sheet 1 Pension Scheme
Please refer to your contract of employment as this section may not apply to every employee:

As required by Section 121 & 123 of the Pensions Acts 1990-2002 those employees who wish to save for their
retirement can do so through the company PRSA (Personal Retirement Savings Account) scheme. Further details
are available from Workforce International (Tel +353 1 843-7153) who will provide you with a salary deduction
facility for standard PRSA’s. This arrangement will provide you with a very convenient mechanism for saving for
your retirement and enables you to take advantage of the income tax and PRSI relief available on your
contributions.

Fact Sheet 2
Interline Agreement:
Workforce (WFI) has agreed the following interline (discounted staff travel) agreement with Ryanair.

Eligibility: All Workforce International employees operating on Ryanair aircraft are eligible for
discounted staff travel upon commencement of employment.

Validity: This agreement is valid from 1st June 2004.

Privilege Travel:
Ryanair Routes: ¼7.50 / £6.00 per passenger per sector - plus all applicable taxes on a standby basis.

White Tickets
White tickets are standby and you can use them as frequently as you like for personal travel on the Ryanair
network. Cabin Crew and Pilots must apply for White Staff Travel on Crewdock by clicking on the link on the
Crewdock/ CabinCrewdock home page and filling in the online form. If you are not a pilot or member of Cabin
Crew you must submit a hard copy white travel application form by fax to the relevant Interline Department. All
Ryanair staff is entitled to use White Staff Travel.

Blue Tickets
Six of these vouchers are distributed in April of each year to all Ryanair employees with one year’s service. All
other Ryanair staff will receive their vouchers pro rata after successful completion of their probationary period.
Blue vouchers can be used for your friends or family, they are especially handy for presents but you can not under
any circumstances sell them! They are valid for a twelve month period between the 1st April each year and the
following 31st March. Blue vouchers entitle the user to a sub load return flight (i.e. two sectors) on the Ryanair
network. All that has to be paid are the applicable taxes & charges. All bookings are cancelled the day you leave
Ryanair. Cabin Crew and Pilots can book blue vouchers via Crewdock (entering the blue voucher number). Other
staff must submit a white travel form with a copy of the blue voucher attached. If you think you are entitled to blue
vouchers but still have not received them please contact Personnel.

Is it just me or can my family use these privileges?

Once you have completed one year’s service as a Ryanair employee the following relatives also qualify for White
Ticket travel on the Ryanair network:
x If you are married: Your spouse, parents and your children, under the age of 21.
x If you are not married: Your parents, children, brothers & sisters under the age of 21

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Do I have to pay for my bag?
All staff wishing to check in luggage must pay the relevant fees. The number of checked in bags must be requested
and paid for at the time of booking. If baggage is presented unbooked at the airport, the airport check in fee must
be paid at the ticket desk, along with the relevant fee per sector. If you are travelling on staff travel and are not
checking in bags then you do not have to pay the airport check- in fee.

Completing the forms correctly

For obvious reasons, the forms must be completed correctly and in full - interline staff are very efficient but
they're not mind readers! When completing the forms (either on Crewdock or paper copies) make sure you fill in
all details correctly – otherwise your booking may not be processed. Pay close attention to your credit card
details and make sure your card has sufficient funds to accept the charges – or you will have to reapply. So, to
complete the forms you'll need:

x Your D.O.E. – (Date of Entry)

x Staff Number
x Credit Card details / Expiry date
x Flight details – Numbers and Dates
x Hard copy white travel forms must be signed by an authorised signatory

I’ve filled in my forms, how do I make my booking?

Obviously you have to book and pay for your staff travel in advance. Bookings must be made at least 3 full days
before you are due to travel.
x Cabin Crew and Pilots
Apply for staff travel through the link on Crewdock and Cabin Crew Dock – full instructions are provided
but if you are unsure ask your Base Supervisor / Base Captain for assistance.

x All Other staff

If you are based at Dublin airport you can fax your requests to Interline Dublin at 01 8121415 or leave
them in the personnel pigeon hole beside reception. If you are not a pilot or cabin crew and are based
outside of Dublin you should fax your request to Interline in Prestwick on 0044 (0)845 280 1818.
Please ensure you apply either via Crewdock or by submitting a signed form if you don’t have access to Crewdock
– telephone / email requests cannot be processed.

It is your responsibility to double check that the bookings are correct before departure. You should receive
a travel itinerary as soon as your booking is processed. If you don’t, you must retrieve your booking on
www.ryanair.com using the “Manage My Booking” option. You will need your confirmation number (Cabin
Crew and Pilots will receive this on Crewdock) and your email address/ credit card number.

What about Duty Travel?

If you have to travel for duty purposes you must complete a yellow duty travel form, have it signed by an
authorised signatory and return the form to the Interline Department in Dublin or Prestwick. Requests may be
emailed in advance but you must copy the authorised signatory and all requests must be followed up with a signed
Duty Travel Form before you travel.

Can I change my flights?

Staff travel bookings are not refundable, however unused staff travel can be changed before and after departure
(bookings are valid for 6 months) Cabin Crew and Pilots must request their flight changes via the “Post a Query”
section on Crewdock.

Staff travel bookings may be changed at an airport ticket desk in the following circumstances only:

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x If the flight is delayed
x If the flight is cancelled
x If the staff member has missed the flight (in this case changes can only be made on the day and if the staff
member is present at the airport).

Is there anything else I need to know?

All privileges cease and all bookings are cancelled on the day you leave Ryanair. Staff travel is a privilege and not
a right – abuse of this privilege may result in disciplinary action and a ban from using staff travel. Please see the
Interline Guide on TAKEOFF for a full list of terms and conditions.

N.B. Staff travel is on Standby basis – you can only travel if there are seats available

Terms & Conditions:

Any abuse of this system, which is largely based on trust, will be dealt with under the disciplinary procedure and
could result in dismissal or suspension of travel benefits. Here are some guidelines to keep you out of hot water
(this list is not exhaustive);
• You must not sit in seats 1ABC, 2DEF or over the wing exits except where you have boarded last and these seats
are unoccupied by a revenue passenger.
• Do not engineer a situation either by yourself or with other staff whereby you enjoy confirmed travel on a standby
ticket or have a revenue passenger offloaded.
• No queue jumping or saying the dreaded "I'm staff", you're on privilege travel and our fare paying passengers
always come first
• Do not behave in any way that could bring the airline into disrepute
• Always pay attention to the safety demonstration, no matter how many times you've seen it.
• Don't turn up at the gate without a boarding card you need one to get on board (absolutely no exceptions).
• If you are travelling you must have checked in or be officially included on the voyage report (again absolutely no
exceptions).
• Allocation of seats while on standby travel is decided by date of entry to the company.
• All staff travel benefits end on the day your contract ends or is terminated
• You may not use staff travel if you are absent from work due to illness unless it is agreed in writing by the
Personnel Department prior to travelling.

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Fact Sheet 3 Absence from Work
Because absence or lateness causes major problems to our operation (e.g. in the case of flight crew it may cause
flight delays), good attendance and punctuality is essential in all areas of the Company. Attendance records will be
considered when assessing suitability for permanent employment and promotion. While it is accepted that
circumstances may arise when absence from work is unavoidable, it is essential that the following procedures are
strictly adhered to when unavoidable absence occurs:

What to Do If You Are Absent From Work

x If you are unable to attend work due to illness, injury or for any other reason other than approved leave,
training or business purposes you must notify the Company at least two hours prior to the start of your
working day or shift.
x Failure to notify the Company by telephone (text messages/emails etc. are not permitted) of your absence at
least two hours prior to the start of your working day or shift will result in your absence being classified as
“unauthorised” or a “No Show”. Flight crew must notify Crew Control of their absence.
x Unauthorised absence or “No Shows” will be unpaid. If the reason provided for the absence is deemed
unacceptable by the Company/Client, the absence will be classified and recorded as “unauthorised”.
x You must submit a written self-certification form available from “Takeoff” (the company intranet site) and
a medical certificate if applicable, on the first day of your absence unless you are bed bound. These
certificates must state the nature of your illness and your anticipated date of return to work. All flight crew
must return the self-certificate to crew control by hand if based in Dublin or by fax from the crew room if
based elsewhere.
x If you are absent from work for three or more consecutive days (including Saturdays and Sundays) due to
illness or injury you must obtain a medical certificate from a qualified medical practitioner which should
be submitted to your manager or his/her designated deputy on your third day of absence (unless
bedbound).
x All medical certificates (regardless of which country they originated from) must be written in English. If the
certificate is not in English you must include an official English translation. Medical certificates submitted
which do not comply with this requirement will be deemed invalid and the absence considered
unauthorised.
x The entire duration of your absence must be certified either by a self-certificate and/or a medical certificate
(if you are absent for more than three days).
x Where advance knowledge of absence is known e.g. a scheduled operation, then the company should be
notified in advance, as soon as reasonably possible, of this absence and all certificates must be submitted
prior to this absence.
x You must keep the Company/Client advised if your absence is likely to continue and when you are due to
return to work.
x Flight crew are required to keep in regular contact with the company during their absence and must check
Crewdock on a weekly basis during their absence.
x If you are absent from work for three or more consecutive dates, you must submit an “Illness Benefit Claim
Form” to the Department of Social Welfare. If you are based in Ireland you must obtain this form from your
medical practitioner. If you are based in one of our European Bases you should request this form from your
Base Supervisor.

The company will be entitled, at its expense, to require you to be examined by an independent medical practitioner
of the Company’s choice at any time (whether or not you are absent by reason of sickness or injury) and you agree
that the doctor carrying out the examination may disclose to and discuss with the Company the results of the
examination. All medical reports and results from any such examinations will remain the property of the company. It
is a condition of your employment that you attend medical appointments arranged by the Company.

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Copyright 2012. Workforce International Contractors. All Rights reserved. All news releases and communications provided by Workforce International Contractors are copyrighted. Any form of copying without express written
permission is prohibited. Further distribution of these materials outside Workforce International Contractors and authorised personnel is strictly forbidden, which includes but not limited to
posting, emailing, faxing, archiving in a public database, redistributing via a computer network or in a printed form.
Fact Sheet 4 Maternity Leave

Ireland + all non-UK Bases

Maternity Health & Safety Leave
In certain circumstances pregnant employees may be unable to perform their existing duties because of a Health
and Safety risk to themselves, their unborn child or indeed Ryanair customers. When a risk assessment dictates that
your normal duties are unsuitable the Company and its Client will endeavour to accommodate you with suitable
alternative work. Female Cabin and Flight Deck Crew Members – wherever you are based commercial airline
regulations require all female cabin or deck crew members to notify their supervisor/manager and the Workforce
HR/Personnel Dept. immediately they become aware that they are pregnant. The Company/Client will endeavour
to offer an alternative ground duty position with Ryanair for the period up until you avail of maternity leave. If in
the opinion of the Company, no suitable alternative work is available, you will be allocated Maternity Health and
Safety Leave in accordance with the terms of the Maternity Protection Act 1994. Maternity Health and Safety lasts
as long as the employee remains in the risk category or until her maternity leave begins.

What payment will I receive for "alternative work"?

Crew who has been assigned a ground duty position will be paid a ground duty rate as long as the employee
remains in the risk category or until maternity leave begins. Please ask you Base Supervisor or Workforce
HR/Personnel Dept for details of the current rate.

Payment of Maternity Health and Safety Leave is as follows –

• The first 3 weeks (basic pay) will be paid by employer
• Further Payments will be made by the Department of Social Welfare.

In such a case where no alternative employment can be offered a certificate will be issued to allow State
benefits to be claimed.

Maternity Entitlement
If you start maternity leave on or after 1 March 2007, you are entitled to 26 weeks’ maternity leave together with
16 weeks additional unpaid maternity leave. Under the Maternity Protection (Amendment) Act 2004 at least 2
weeks have to be taken before the end of the week of your baby's expected birth and at least 4 weeks after. You can
decide how you would like to take the remaining weeks.

Payment during maternity leave

To receive payment during maternity leave you would need to qualify for Maternity Benefit which is a Department
of Social and Family Affairs payment. To qualify for this you must have sufficient PRSI contributions.

Page 37 of 46
All UK Bases ONLY
Maternity Leave
All female employees are entitled to 26 weeks of ‘ordinary maternity leave’ and 26 weeks of ‘additional maternity
leave’ (52 weeks in total).

When can I start my maternity leave?

You can start your Statutory Maternity Leave any time from 11 weeks before the beginning of the week when your
baby’s due.

Maternity Pay

Statutory Maternity Pay

If you have been continuously employed for at least 26 weeks into the 15th week before the week your baby is due,
you qualify to receive Statutory Maternity Pay (“SMP”) for up to 39 weeks of the leave.

SMP will be paid into your bank account each month and will be subject to normal tax and national insurance
deductions.

How much SMP will I get?

You will receive 90% of your average weekly earnings for the first six weeks then up to £124.88 for the remaining
33 weeks. Tax and national insurance are payable on SMP.

What happens if I don’t qualify for SMP?

If you do not qualify for SMP you may be entitled to receive Maternity Allowance (“MA”). The standard rate of
MA is £123.06 or 90% of your average weekly earnings, whichever is less. MA is paid for up to 39 weeks; it is not
liable to Income Tax or NI contributions. You can claim MA as soon as you have been pregnant for 26 weeks. To
get a claim form (Form MA1) you will need to contact your local Jobcentre Plus. You will also need to submit a
“SMP1” form with your MA1 claim form, please contact the Personnel Department for further information.

Conditions of payment:
x Inform your Supervisor or Manager as soon as you become pregnant.
x Inform the company in writing at least 15 weeks before the beginning of the week your baby is due, of the
date that you intend to commence maternity leave.
x Within 28 days of receiving this notice, the personnel department will notify you of the end date of your
maternity leave and the date that you are due to return to work.
x You can change your mind about the start date but you must give 28 days’ notice. If you wish to change
your return to work date, you must provide 8 weeks’ notice.
x Submit a copy of your “MATB1” (maternity certificate provided to you by your doctor or midwife) to the
Personnel Department, which confirms the date your baby is due, at least 15 weeks before the beginning of
the week your baby is due.

Maternity Health & Safety Leave

In certain circumstances pregnant employees may be unable to perform their existing duties because of a Health
and Safety risk to themselves, their unborn child or indeed Ryanair customers. When a risk assessment dictates that
your normal duties are unsuitable the Company and its Client will endeavour to accommodate you with suitable
alternative work. Commercial airline regulations require all female cabin or deck crew members to notify their
manager immediately when they become aware that they are pregnant. We will endeavour to offer an alternative
position for the period up until you avail of maternity leave. If in the opinion of the Company, no suitable

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alternative work is available, you will be allocated Maternity Health and Safety Leave in accordance with the terms
of the Employment Rights Act 1996. Maternity Health and Safety Leave lasts as long as the employee remains in
the risk category or until her maternity leave begins.

Fact Sheet 5 Annual Leave

The ability to take time off work for leisure activities, and still get paid…

Annual Leave Entitlement

x The company annual leave year runs from 1st April to 31st March. You must use your full annual
entitlement within this period.
x You are entitled (in addition to the usual bank and public holidays) to 20 paid annual leave days per year,
which accrues at the rate of 1.66 days per month.
x This entitlement is based on an 8-hour working day.
x If you work a 12-hour shift, each day of annual leave will be classed as 1.5 working days.
x If your employment commences on or before 15th day of the month you will be eligible for that month’s
entitlement. Similarly if you leave before that date you will not be eligible for that month’s entitlement.
x In certain departments within the company employees who joined the company before 1st April 2005 may
qualify for 2 additional annual leave days per year when they have over 5 years continuous service.
x If you are entitled to these additional days they will come into effect on 1st April after your 5 year
anniversary. (please contact your manager or the Rostering Department to confirm your annual leave
entitlements)
x If you work on an ‘ad-hoc’ basis your holiday entitlements will be specified in your contract of
employment.
x If you resign any periods of annual leave due to occur during your notice period may be cancelled at the
discretion of your manager.

Conditions:
x The dates of your annual leave must be approved beforehand by the Company.
x While every effort will be made to accommodate your desired annual leave requests, you must recognise that our
busiest periods are during peak holiday times, therefore the allocation of annual leave will be strictly governed by the
requirements of the business – we cannot all go on holidays when our passengers want to.
x Ryanair are a transport company and reserve the right to allocate leave
x Where annual leave has been agreed beforehand by a manager but operational requirements necessitate your
attendance at work, the company reserves the right to cancel your annual leave and require you to rearrange it on
alternative dates (this step will only be a last resort).
x Non-operations staff will be required to take up to 3 days from their annual leave entitlement over the Christmas
period (and 1 day for Good Friday- Euro zone)
x On the termination of your employment, where you have taken more or less than your annual leave entitlement, an
adjustment (based on your normal rate of pay) will be made in your final salary, either by way of deduction if you
have taken more than your entitlement to that date, or by way of an additional payment where you have taken less
than your entitlement.

How to arrange your annual leave:

Different departments have different procedures for requesting holiday leave; please consult your immediate supervisor for
information. Crew must apply for annual leave on Crewdock. It is important to apply for your leave well in advance so we can
plan our rosters.

Public Holidays:
In addition to the 20 annual leave days, you are also entitled to 9 public holidays if you are contractually based in Ireland and 8
if based in the UK.

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Irish Public Bank Holidays: Public Bank Holidays UK:

x New Years Day (1st January) x New Years Day (1st January)
x St. Patricks Day (17th March) x Good Friday (Varies)
x Easter Monday (Varies) x Easter Monday (Varies)
x Early May Bank Holiday (1st Monday in May)
x Mayday (1st Monday in May)
x Spring Bank Holiday (Last Monday in May)
x First Monday in June
x Summer Bank Holiday (Last Monday in
x First Monday in August August)
x Last Monday in October x Christmas Day (25th December)
x Christmas Day (25th December) x Boxing Day (26th December)
x St. Stephens Day (26th December)

Fact Sheet 6 Code of Business Ethics

1. INTRODUCTION
Ryanair is committed to conducting business in an ethical fashion that complies with all laws and regulations in the
countries in which Ryanair operates. As employees and representatives of Ryanair, we must consider how our
actions affect the integrity and credibility of the Company as a whole. This Code of Business Conduct & Ethics
sets out the principles that constitute our way of doing business. In addition to the Code of Business Conduct &
Ethics employees are also bound by the terms of the “Rough Guide to Ryanair” which contains employees’ terms
and conditions of employment with Ryanair as amended from time to time. The Chief Executive Officer and
management at all levels of Ryanair are responsible for ensuring adherence to this Code. They are expected to
promote an “open door” policy so that they are available to anyone with ethical concerns, questions or complaints.
All concerns, questions, and complaints will be taken seriously and handled promptly, confidentially and
professionally. Any significant deviations from this Code will be reported to the Audit Committee. Amendments to
this Code will be reviewed and approved by the Audit Committee. For executive officers, only the Board of
Directors may grant a waiver of a provision of this Code. Consultants, contractors and other non–employees who
represent Ryanair or provide services to Ryanair must comply with this Code in the same manner as applies to
Ryanair employees. The following standards of conduct will be enforced at all levels within Ryanair:

2. WORK ENVIRONMENT
2.1 Discrimination & Harassment
The working environment created by Ryanair promotes equal employment opportunities and prohibits
discriminatory practices, including harassment (sexual, physical or verbal). Employees and candidates will be
judged on the basis of their behaviour and qualifications to perform their jobs, without regard to race, gender,
religion, disability, age, marital status, sexual orientation, political beliefs or any other characteristic protected by
applicable laws.

2.2 Privacy of Personal Information

In compliance with data protection legislation, Ryanair will acquire and retain only personal information that is
required by law and for the effective operation of the Company. Access to such information will be restricted
internally to authorised personnel. Employee communications transmitted by the Ryanair’s systems are not
considered private. By using Ryanair’s equipment, employees consent to having such use monitored and restricted
by authorised personnel.

2.3 Internet Usage

Ryanair provides access to the Internet for the purpose of conducting company business only. The Internet can be
used for personal use outside normal office hours and during lunch hour. Disciplinary action will be taken against
any employee where Internet usage is considered abusive, unacceptable or illegal.

Page 40 of 46
2.4 Substance Abuse
All of the following are strictly prohibited and will be subject to disciplinary action:
x Being impaired by drugs or alcohol while performing company business.
x The sale or unauthorised use of alcohol on Ryanair premises / while performing company business.
x Any employee found using, selling or in the possession of illegal drugs on Ryanair premises / while
performing company business.

3. BUSINESS ACTIVIES

3.1 Ryanair Commitment to Customers, Suppliers & Shareholders

For our customers, Ryanair is committed to fulfilling their needs in a honest and fair manner. The Company is
committed to generating sales through price, quality and the ability to fulfil commitments. For our suppliers,
Ryanair is committed to obtaining the best value on the basis of open and truthful communication. For our
shareholders, Ryanair is committed to disclosing the results of operations on a timely basis and in a fair, accurate
and understandable manner. Ryanair is dedicated to providing a reasonable return on investment by pursuing sound
growth and earnings objectives while exercising prudence in the use of assets and resources.

3.2 Competition Restrictions

Ryanair will conform to all competition and antitrust laws enacted to prevent interference with a competitive market system.
Under these laws, no company / individual may enter into any formal or informal agreement with another company /
individual, or engage in certain other activities, that unreasonably restrict competition. Employees are required to report any
instance in which a competitor has suggested collaboration to their department head. It is essential that Ryanair understand its
competitors and be able to collect legitimate intelligence about them. Ryanair employees must not obtain, process, use or
disclose confidential information of any third parties without appropriate authorisation from the applicable third party.
Employees must not use any illegal or unethical means of gathering data about competitors

3.3 Fair Dealing

Ryanair does not seek competitive advantage through illegal or unethical business practices. All employees /
directors should endeavour to deal fairly with customers, competitors and employees. No employee / director
should take unfair advantage of anyone through manipulation, concealment, abuse of privileged information,
misrepresentation of material facts, or any unfair dealing practice.

3.4 Gifts & Entertainment

No gift, hospitality or other benefit should be accepted or given that could impair, or appear to impair, an
employee’s objectivity or impartiality. Employees are permitted to accept gifts / entertainment of nominal value
(approx. EURO100) and in a form such that it cannot be construed as a bribe. Employees are prohibited from
accepting anything that is accompanied by any express or implied understanding that the recipient is in any way
obligated to do something in exchange for the gift. In some cases, an employee may feel that refusal of a gift would
be construed as discourteous by the host. In these cases, employees should accept the gift on behalf of Ryanair and
report it to their Department Head who can then decide how best to treat it. Ryanair does not condone bribery in
any form. Employees must not give or offer anything of material value to any customer or supplier as an
inducement to obtain business or favourable treatment. Similarly, employees must not accept anything with a
monetary value in return for giving favourable treatment to customers or suppliers either for themselves or others.

4. FINANCIAL REPORTING

4.1 Accurate Accounts & Records

The law requires Ryanair to ensure that its accounts and records accurately and fairly represent transactions and the use of
assets in reasonable detail. All company books and records must be true and complete. False or misleading entries are strictly
prohibited, and the company will not condone any undisclosed liabilities or unrecorded bank accounts or assets established for
any purpose. Employees must never knowingly create or participate in the creation of records that are misleading or artificial.
Access to company assets is permitted only in accordance with management’s general or specific authorisation, and
transactions must be executed only in accordance with management’s general or specific authorisations. Transactions

Page 41 of 46
involving the company must be recorded, to permit preparation of our financial statements in line with generally accepted
accounting policies and related requirements, and to maintain accountability for the company’s accounts. Administrative and
accounting controls have been implemented to provide reasonable assurance that financial and other reports are accurately and
reliably prepared. Employees are expected to co operate fully with both our internal and our external auditors.

4.2 Complete, Accurate, & Timely Disclosures

Ryanair is a publicly owned company and its shares are listed for trading on a number of stock exchanges. As a
result the company is obliged to make various disclosures to the market. The company is committed to full
compliance with all requirements applicable to its public disclosures. The company has implemented procedures to
assure that its public disclosures are timely, compliant and otherwise full, fair, accurate and understandable.
Employees who provide information as part of this process, have a responsibility to assure that such disclosures
and information are complete, accurate and in compliance with the company’s disclosure procedures.

5. COMPANY PROPERTY

5.1 Company Assets

All employees have a duty to ensure the efficient use of Ryanair assets and to protect them from loss, damage, and
misuse. Assets may not be used for personal benefit without proper authorisation. Employees may not perform
non-Ryanair work on the Company’s premises or while working on Company time, including any paid leave
granted by the Company. Employees are not permitted to use Company assets (including equipment, telephones,
materials, resources or proprietary information) for any outside work.

5.2 Confidential Information

All employees have a duty to safeguard confidential information about Ryanair. Employees are prohibited from
discussing competitively sensitive information, such as pricing policies, contract terms, costs, marketing plans, and
other proprietary or confidential information. The duty continues even after employees have ceased their
employment with Ryanair. All outside requests for company information should be directed to authorised persons.
In compliance with data protection legislation all employees have a duty to safeguard confidential information
provided by Ryanair customers. Ryanair employees are prohibited from passing on any information to 3rd parties
in any format other than as part of their normal duties and responsibilities. If in any doubt an employee should
contact his/her manager/supervisor. Failure to comply with the above will result in disciplinary action being taken.

6. CONFLICT OF INTEREST
Ryanair respects the privacy of every employee in the conduct of his/her personal affairs. However, all employees
have a duty to ensure that their personal and financial interests do not conflict with, or appear to conflict with, their
duties on behalf of Ryanair. Employees must be able to perform their duties and exercise their judgements on
behalf of the Ryanair without impairment by virtue of an outside or personal influence.

6.1 Outside Activities

Employees, officers and members of the Board of Directors of Ryanair may not work for or receive compensation
for their services from any competitor, customer, distributor or supplier without the prior approval of the Chief
Executive. Similarly, employees may not serve on the Board of Directors of another company or government
agency without the advance approval of the CEO. Employees who start their own business or take on additional
part time work (with organisations that are not competitors, customers, or suppliers) must notify their department
head. Employees may participate in civic, charitable or professional activities provided the activities do not
interfere with the employee’s responsibilities to Ryanair. Employees may not use the Ryanair name to lend weight
or prestige to an outside activity without prior permission.

6.2 Investments
Employees and officers (and their family members) may not have financial interests in any competitor, customer,
distributor or supplier where this would influence, or appear to influence, their actions on behalf of the Company
(e.g. holding shares representing in excess of 1% of the publicly traded shares of a corporation).

Page 42 of 46
6.3 Family Members & Close Personal Relationships
Ryanair does not discourage relatives from working for the Company. However, employees should not normally
supervise or be in a position to influence the hiring, job responsibilities or performance assessment of a close
relative. Employees who have family members or friends that work for businesses seeking to provide goods and
services to the Company may not use their personal influence to affect negotiations. Employees who have relatives
or friends that work for competitors should discuss difficulties that might arise and appropriate steps to minimize
any potential conflict of interest with their department head.

6.4 Corporate Opportunities

Employees may not avail of, or give the benefit to any other person or organisation, of any business venture,
opportunity or potential opportunity that they learn about in the course of their employment and that is in the
Company’s line of business, without first obtaining the Company’s consent. It is never permissible for employees
to compete against the Company, either directly or indirectly.

6.5 Related Party Transactions

A conflict of interest may exist where an employee conducts business on behalf of Ryanair with a family member
or with an entity in which they or family members plays a key role. Family members include spouses, children,
parents, sisters, brothers, grandparents, aunts, uncles, nieces, nephews, cousins, step-relationships, in-laws and
significant others. Employees and officers owe a duty to the Company to advance its legitimate interests when the
opportunity to do so arises. If a related party transaction is unavoidable, the employee must submit a written
description of the proposed transaction to the Audit Committee and withdraw from any participation in the
selection of that business or business relationship.

6.6 Insider Trading

Ryanair employees must not disclose non-public information to any other person. All countries have strict laws
prohibiting the buying and selling of shares using material corporate inside information that is not yet available to
the public. Severe penalties can be imposed on employees, their families and recipients of this insider information.
Any employee who engages in insider trading will be subject to immediate termination of employment. This
restriction also applies to trading in the securities of any other company based on inside information acquired as a
result of employment with Ryanair or from some other business association with Ryanair.

7. LAWS & REGULATIONS

Ryanair employees are required to comply with all applicable laws, rules and regulations. They are also responsible
for complying with requirements of any contracts that have been entered into with other parties. Any suspected or
actual violation of any applicable law / regulations or contractual undertakings should be reported immediately to
the employee’s department head.

7.1 Employment Laws & Regulations

Ryanair is committed to the fair and equitable treatment of all employees and abides by employment laws in the
countries in which it does business. These laws prohibit loans and guarantees of obligations in the case of a
Company’s directors and executive officers. Therefore it is Ryanair’s policy that loans will not be made to
employees.

7.2 Health & Safety Laws & Regulations

Ryanair strives to provide its employees with a safe and healthy working environment. Ryanair will conform to all
applicable laws and regulations relating to workplace health and safety. Every employee is responsible for
complying with the law, with safe work practices and with the Ryanair Health & Safety policies in order to ensure
their own health and safety. All employees must use all safety equipment as may be required in the normal course
of their work.

Page 43 of 46
7.3 Environmental Laws & Regulations
Ryanair is committed to doing business in an environmentally responsible manner. This includes complying with
laws involving environmental quality and related health and safety issues. Accordingly, every employee is
expected to conduct the company’s business in an environmentally responsible manner and not to engage in any
activity that violates environmental laws or regulations.

8. DISCIPLINARY ACTION
The internal auditor will investigate all allegations of potential wrongdoing and a report will be made to the Audit Committee.
All employees are required to cooperate fully with any investigation. Disciplinary action will be taken against any employee /
officer who violate, or encourage / request others to violate this Code. Employees who report potential / suspected violations in
good faith will not be subject to any retaliation by Ryanair. Any person who takes action in retaliation against such an
employee will be subject to serious disciplinary action. Any person knowingly making false accusations of misconduct will be
subject to disciplinary action.

9. REPORTING PROCEDURES

9.1 Questions in relation to the Code.

Employees who have any questions about this Code should contact their immediate supervisor (or another member
of management if they do not think their immediate supervisor is appropriate).

9.2 Reporting a conflict of Interest

Employees who believe it is not possible to avoid a conflict of interest must bring this to the attention of their
department head and make full written disclosure of the surrounding circumstances. The employee will be
expected to take whatever action is determined by Ryanair to be appropriate to rectify any conflict of interest that
is found to exist.

9.3 Whistle blowing Procedures

The company has an open door policy that gives employees the freedom to approach any member of management
with ethical questions or concerns without fear of retaliation.

Employees can report issues directly to the internal auditor:

Roseann Walshe - Ryanair Corporate Head Office, Dublin Airport, Ireland.
+353 1 812 1320
[email protected]

At any time, staff members are entitled to request a meeting with the internal auditor or any other independent
member of staff.

Page 44 of 46
Fact Sheet 7 Confidential Information
Monitoring Confidential Information
The Company reserves the right to listen to or have access to read any communication made or received by you
using its computers or telephone system without notice for the following purposes:

x To establish the existence of facts

x To ascertain compliance with regulatory or self regulatory practices
x For quality control and staff training purposes
x To prevent or detect crime
x To investigate or detect unauthorised use of Ryanair’s Telecommunication system
x To intercept for operational purposes, such as protecting against viruses and making routine interceptions
such as forwarding emails to correct destinations.
x To check voice mail systems when staff are on holiday or on sick leave.

The company also reserves the right to make and keep copies of telephone calls or emails and data documenting
use of telephone, email and / or the internet systems, for the purpose set out above, and if it sees fit to use the
information in disciplinary proceedings against employees. The company may bypass any password you set. You
may only set passwords and security codes for your computer, the system or any part of it or documentation held
on it in accordance with company policy from time to time. All communications and stored information sent
received, created or contained within the Workforce International / Ryanair systems are the property of Workforce
International / Ryanair and accordingly should be considered private.

CONFIDENTIAL INFORMATION
Except insofar as your duties shall require it, you shall not, during the continuance of your employment with the
Company or at any time after the termination thereof, without the previous written consent of the Company,
disclose any “Confidential Information” relating to the Company and/or its associated companies or their
respective businesses, any trade secrets, the knowledge of which you may possess while in the employment of the
Company, not use or attempt to use such information or trade secrets in any way that may cause loss or injury to
the Company, its associated companies or companies with which the Company has business dealings.
“Confidential Information” includes but is not limited to all secret or confidential information of whatever kind that
may have come to your knowledge during or as a result of your employment by the Company, its business plans,
finances, staff, customers and prospective customers, suppliers or products, information which has been disclosed
to the Company in confidence by a third party, and any other information of a kind that would usually be regarded
as secret or confidential. You shall not at any time during your employment nor at any time after the termination of
your employment, directly or indirectly gather material about any aspect of the Company's operations for use by
newspapers, magazines, websites, television or radio stations, any other media outlet or other third party use.
You are expressly prohibited from making any video, audio, electronic or other recording of any aspect of the
company's operations whilst on duty or off duty without the express prior written permission of the Company. You
shall not work on behalf of any media organisation or work on a freelance basis during your employment with the
Company. Failure to comply with the above provisions shall be considered gross misconduct and you shall be
subject to instant summary dismissal. In addition, the Company will initiate legal proceedings against you and/or
any relevant third party seeking damages (including exemplary damages) for defamation, libel, breaches of
confidentiality and invasion of privacy and furthermore shall pursue you for the legal costs of said proceedings.
Important
Does everything in this handbook apply to your contract of employment? No, as the name suggests, this handbook is intended purely as a guide for
all employees. You must clearly understand that the terms & conditions change from time to time. If you require any clarification on what terms &
benefits apply to your employment, then you should in the first instance contact the Workforce Intl HR/Personnel Department. Amendments to this
booklet are made periodically and it is your responsibility to ensure that you are familiar with the most up to date version and the relevant sections
that apply to your contract of employment. Copies are available from the Personnel Department. You have no contractual right to any of the benefits
within this booklet unless they are expressly detailed in your contract of employment.

Page 45 of 46
Useful Numbers
Workforce International …………................... Tel: +353 1 843 7153 / Fax: +353 1 895 2060
18 Lower Main Street
Rush, Co. Dublin, Ireland

Managing Director - Anne McCrudden

WFI Personnel/HR - Sylwia Woloch ([email protected])... Tel: +353 1 895 2078

WFI Payroll Dept - Leah Kavanagh ([email protected] ).....Tel: +353 1 8437153

Dalmac Recruitment & Aviation Services………………………..……… Tel: +353 1 843 7127

“Iona House”
Lower Main Street, Rush, Co. Dublin, Ireland

Training Dept - Athar Jamil ([email protected]).................... Tel: +353 1 895 2065

Bank of Ireland (BOI)

Main Street, Skerries, Co. Dublin……………….. Tel: +353 1 849 0335 / Fax: +353 1 849 0493
Dublin Airport, Co. Dublin……………………… Tel: +353 1 844 5188 / Fax: +353 1 844 5160
Bank of Ireland 365 phone queries
From Ireland……………………………………… Tel: 1890 365 365
From UK ……………………………………….. Tel: 0845 7 365 333
From Outside Ire + UK………………………….. Tel: +353 1 404 4000

Allied Irish Bank (AIB) ……………………….. Tel: +353 1 679 3211 / Fax: +353 1 679 2004
PO Box 96A, 7/12 Dame Street, Dublin 2

Inspector of Taxes (Ireland)................................. Tel: 1890 33 34 25 (from Ireland)

Fingal Revenue Division……………………….… Tel: +353 1 647 4444 (outside Ireland)
Block D…………………………………….…….. Web: www.revenue.ie
Ashtown Gate
Navan Road, Dublin 15

Inland Revenue (UK)............................................ Tel: 01612 614 000

HMRC Trinity Bridge House…………….……..... Web: www.hmrc.gov.uk
2 Dearman’s Place
Salford M3 5BS

Page 46 of 46

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