Aircoach drivers have agreed to a pay increase of 4.8% over a period of nine months, in addition to fresh rostering and rotation systems that will supersede the contentious ones that came into effect in July. This had resulted in drivers functioning ‘under protest’ in the preceding weeks. The transport firm, owned by Firstbus in the UK, seemingly amended some traditional rostering protocols, but the alterations did not sit well with a significant number of their 150 staff.
Commenting on the accepted offer, Managing Director Kim Swan expressed her optimism that these new agreements might alleviate the firm’s difficulties in hiring drivers, which had previously necessitated the scrapping of several services. The year 2007 was a tough one for her, as she recalled losing a week’s worth of salary, which was a bitter pill to swallow.
Swan spearheaded the company’s negotiations with the Siptu union, asserting that the discussions were in positive spirit. With some dismay, she noted inaccurate media reports suggesting that they were in conflict with the union.
She was quick to assert her complete involvement in the talks, adding that essential changes to the business had to be driven by the highest ranks of the company’s management.
Swan expressed shock at just how pressing the driver shortage became. It forced the company to bring in backup from its UK counterpart, Firstbus. The company is grappling with a dearth of drivers and has recently had to rely on Firstbus to transport some drivers from the UK.
Swan explained that securing a licence from the NTA after application submission typically takes a minimum of three months. The company was taken aback by the acute driver shortage and faced difficulties in staff recruitment. Nevertheless, Swan said, the company reassessed its terms and conditions.
The drivers’ schedules and responsibilities were necessarily adapted and my focus now is to speedily elevate our appeal, which largely depends on our terms of service, organisational culture and I presume, our conditions. This proposed remuneration package for nine months is aimed at aligning our Irish operations with the pay timing in the UK, and upon its expiry, we would reconvene for further discussions, stated Ms Swan.
A yearly negotiation on salary is prevalent, she added. Ideally, securing a long-term agreement would be beneficial, however, amidst a living cost crisis and a highly unstable period, committing to a multi-year wage agreement poses a challenge. We have observed establishments that have locked into multi-year wage agreements, only to be asked to reconsider them in light of increased living costs.
Aircoach Ireland reported a revenue of €1.6 million for the year ending March 2023, but the profits for 2024 would likely be lower, considering the more challenging year the firm experienced, warned Ms Swan. She further explained that the recruitment of a considerable number of drivers from Britain compounded the company’s difficulties, negatively impacting the overall performance. Despite the decline, the company is now rerouting towards recovery and turning things around.