Lufthansa German Airlines Announces Management Changes
Mar 13 14
The supervisory board of Deutsche Lufthansa AG elected Karl Ulrich Garnadt (57) to assume board responsibility for Lufthansa Passenger Airlines. He will succeed Carsten Spohr, who will become Chairman of the Executive Board and Chief Executive Officer of Lufthansa Group on 1 May. Lufthansa German Airlines announced that Dr. Bettina Volkens, who has been responsible for Corporate Human Resources and Legal Affairs as Director of Industrial Relations and member of the Executive Board of Deutsche Lufthansa AG since July 1, 2013 will become a board member and Chief Human Resources Officer at Lufthansa German Airlines as of May 1, 2014.
Lufthansa German Airlines Reports Traffic Results for the Year Ended December 31, 2012
Jan 10 13
Lufthansa German Airlines reported traffic results for the year ended December 31, 2012. For the period, the company carried 74.740 million of the total passenger count, an increase year-on-year of 2.4% from 72.981 million. Available seat-kilometres were 191,735 million compared to 191,291 million for the same period a year ago. Revenue seat-kilometres were 149,780 million compared to 147,869 million for the same period a year ago. Revenue-seat kilometres rose by 1.3% so that the seat load factor improved by 0.8% points to 78.1% from 77.3% a year ago.
Lufthansa German Airlines and UFO Trade Union Settle Pay Dispute for About 18,000 Flight Attendants
Nov 13 12
Lufthansa German Airlines and the UFO flight attendants union have reached agreement to settle their pay dispute on the basis of Professor R rup's recommendation. Both sides have accepted proposals to end the conflict put forward at arbitration by former government economic advisor Professor Bert R rup. Their agreement resolves the pay dispute, which has occupied the airline since April 2012. The issues discussed at arbitration focused on a pay agreement, profit-sharing and the commitment on both sides to negotiate the compensation structure from the arbitration procedure on January 16, 2011. The two sides negotiated on further issues parallel to arbitration. Agreements on those issues are encompassed together with the arbitration accords in the settlement now reached by Lufthansa and the UFO trade union. The pay settlement will come into effect on January 1, 2013. This agreement will run up to December 31, 2014. An increase of EUR 100 for each level in the basic remuneration scale, except for flight attendants and pursers on the final level, whose basic pay will be raised by EUR 50. Additionally, all cabin staff is to receive a one-off payment of EUR 320, which equals the volume of 0.6%. The pay agreement thereby envisages an increase of 3.95% in total volume in the remuneration scale . The union's demand for abolition of the so-called preliminary pay levels for around 6,000 staff has also been taken into account in the settlement. This will especially benefit staff on the lower pay tiers. In return, the yearly upgrade was suspended for all employees to a new level in the pay scale. Furthermore, an enhancement of productivity was agreed upon. Agreement on a new pay scale for all staff recruited in the future will create a firm base to safeguard jobs in the cabin and secure the ongoing competitiveness of Lufthansa in the long term. In combination with the compensation structure reform an enhanced profit-sharing was agreed upon, which can achieve at the maximum the monthly gross pay. The introduction of a yearly working-time model for new staff interested in seasonal employment at Lufthansa constitutes a major component towards balancing in the pay structure the seasonal fluctuations demand. For the duration of the pay settlement, compulsory redundancies in the cabin have also been ruled out despite existing and further anticipated excess capacities. Cabin staff underpinned this assurance by assenting in solidarity to a working-time corridor of 5%. In return for voluntary transition by cabin staff to Germanwings, which is taking over Lufthansa point-to-point traffic in future, the two sides agreed on major safeguards for the staff, especially the retention of their existing pay and maintenance rights .