Connect April 2009

SPRING 2009 VOL: 11

NO. 1

THERE IS A BETTER, FAIRER WAY

Editorial

Dear Colleagues,

Contents Editorial . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

Postal Update . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

Telecoms Update . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

Uni Global Union . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

Uni Global Union - telecom . . . . . . . . . . . . . . . . . . . . . .

Esccu . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

Organising Update . . . . . . . . . . . . . . . . . . . . . . . . . . . .

Education Update . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

Congress - ICTU Women’s Seminar . . . . . . . . . . . . . . .

Equality Update . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

Out of crisis, fear and anger comes a plan . . . . . . . . . .

Insurance Cover for Deliver Staff using Private Vehicles (An Post) . . . . . . . . . . . . . . . .

CWU Youth Committee . . . . . . . . . . . . . . . . . . . . . . . . .

Sign up to CWU Website/Get into print . . . . . . . . . . . . .

Pensions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

High-value export sector is central to future growth . .

CWU Development Fund . . . . . . . . . . . . . . . . . . . . . . . .

CWU Intellectual Disability Fund . . . . . . . . . . . . . . . . . .

CWU Intellectual Disability Housing Fund . . . . . . . . . . .

Orphans’ Pensions Scheme . . . . . . . . . . . . . . . . . . . . .

CWU People . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

Hibernian AVIVA Health . . . . . . . . . . . . . . . . . . . . . . . . .

Call for CWU Members to consider becoming Platelet Donors . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

Book Review . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

Fund Projects application forms . . . . . . . . . . . . . . . . . .

CWU Membership Application Form . . . . . . . . . . . . . . .

2-3 4-7 8-11 11-12 13-15 16 17 18 19 20-23 24-25

As I write this editorial we are preparing for the Union’s Seminar in April, which takes places every second year, when we have no Conference. This year that Seminar will take place in Letterkenny against a background of a severe economic downturn and there is little doubt that much of our time will be spent debating the impact of that economic downturn on our members.

Much has been written about this subject and

25 25 26 27-29 30 31-32 33 34 35 36-45 46

indeed most people are fed up to the teeth with the unending stream of bad news and the mood of doom and gloom in the country which permeates every level of society. The constant barrage of bad news emanating from the media over the last twelve to eighteen months almost has a feel of a self-fulfilling prophecy.

Countless column inches

and numerous hours of broadcasting time have been used up in attempts to spell out the scale of the problem and to parcel out the blame for the

47 48-49 50 51-52

situation in which we find ourselves. There is no doubt that every country in the world is suffering from the economic downturn but it is now an accepted fact that the Irish situation has been

Editor: Steve Fitzpatrick Sub-Editor: Imelda Wall

worsened by government policies and by the

Issued by: Communications Workers’ Union, 575 North Circular Road, Dublin 1.

Telephone: 8663000 and Fax: 8663099 E-mail: info@cwu.ie

the leaders of the Irish financial institutions. It has

Incorporating the PTWU Journal, THE RELAY and THE COMMUNICATIONS WORKER The opinions expressed by contributors are not necessarily those of the CWU.

see the parade of media analysts now making

crimes committed against our society by many of never been so obvious that there is one law for the rich and one law for the poor and it is sickening to excuses for their banking friends and attempting to shift the blame on to public sector workers. These same financial gurus have now managed to damage Ireland’s reputation internationally and as

Photographs: John Chaney

a result Ireland’s credit rating has suffered greatly,

Printed by Mahons Printing Works, Dublin.

leading to greater difficulty for us as a country in 2

procuring finances through borrowing and in circumstances where we can, thereby ensuring that we have to pay a higher interest rate than other competing economies.

The government policies of an over-reliance on taxation from the building and property boom and its shift away from personal taxation to indirect taxation, has left a massive hole in the country’s tax take following the collapse of the construction and property booms.

Failure to be prudent with the country’s finances in times of massive budget surpluses has meant that we were not prepared for the rainy day. There is also a sense of a distinct lack of leadership from the present government and nobody is certain whether or not we have reached the bottom of the recession and we all doubt the capacity of the political leadership to help us out of the mess they have created.

Matters are not improved by the fact that the main opposition party, Fine Gael, through their spokespersons continue to espouse right wing liberal policies which are targeted at the public and ordinary

Steve Fitzpatrick, General Secretary, CWU

working people.

It is against the above unprecedented background that the Irish Congress of Trade Unions has attempted to be a voice of reason on behalf of ordinary working people in this country. ICTU has attempted to develop answers to the critical questions that face us as a nation and have attempted to develop those answers to deal directly with the problems on the basis that everybody must pay according to their ability to do so. ICTU’s position puts, as its priority, the protection of jobs and the creation of the conditions that will help the country recover in the medium term.

It has always been a difficulty for the Trade Union movement to have its message carried by the media, as the media continue to serve the people who own it and the people who have benefited most from the so-called “Celtic Tiger”. In an attempt to fully explain the views of Congress, I have included as an insert in this edition of Connect some of the papers prepared for Congress by its Chief Economist, Paul Sweeney. These papers give the rationale and the outcome of the Congress deliberations along with its detailed proposals which believe through discussion and agreement with the other social partners that Ireland’s best chance of recovery is by spreading the burden in a much fairer way than we have witnessed to date. While it is now clear that the situation we now find ourselves in is not the fault of ordinary working people, we all see on a daily basis, members of our community, members of our family and many of our friends suffer the horror of job losses, pay cuts and weakening of long-won conditions. In some cases, such actions are inevitable but there is little doubt that there are also many unscrupulous employers who will use this situation in an opportunistic fashion and to their own advantage, when all they have heard is that when the Titanic was sinking it was futile to say you were not getting on the lifeboat because you hadn’t crashed the boat into the iceberg. Likewise we must deal with the situation, despite the fact it is not of our making.

It is interesting to note that one of the bi-products of this crisis has been the increasing numbers of new Union members, as people seek protection from the worst excesses of unscrupulous employers. It is a firm example that ordinary people know and understand the value of a Union when times are hard and no one understands that, even when difficult decisions have to be taken, that they should always be taken in a fair, open and honest manner. For our part, we must ensure that in dealing with the difficult situations this crisis will throw up, that all of our members are given every protection that they deserve from their Union in their individual employment, that they are fully informed at all times of the options available to them and, that those options are open to them in the fairest possible way.

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Postal Update

CWU to Target Local and European Elections for Postal Agenda The Third Postal Directive has been finally passed by the European Parliament and will now be transposed into Irish law so that our postal market will be opened fully to competition by the start of 2011. We must remain focused on ensuring that the law is transposed in a way that does not lead to the ruination of the postal sector, as has happened in the UK with Royal Mail now appearing destined to be partly privatised.

Our proposed objectives are simple, we want to: • • •

Minimise adverse impact of directive on workers Minimise adverse impact of directive on the general public Gain decent working conditions and workers rights in ALL mail companies

Labour Issues On labour issues the policy should say that we want to avoid social dumping, establish market norms and standards for employment terms and conditions and that the regulator should include in any licensing procedure the requirement for all postal operators to conform to the Core Labour standards, to comply with minimum wage legislation and to show that they are not engaging in social dumping.

Union should also highlight the need to turn around the current situation where for example in Germany the new entrants are saying that a minimum wage is a barrier to competition, by having a position that Art 16 should be interpreted to mean that social dumping and paying less than a minimum wage and a social norm (as in the case of the Netherlands) is not only a prime example of social dumping but is also unfair competition to the incumbent.

The CWU is working with UNI Post and Logistics to ensure that we have a common position to avoid the potential worst effects of the Directive and will lobby at all levels throughout Europe. However this campaign can only work if it is supported locally by CWU Members at a national level and with every member and branch targeting local representatives in the elections that will be taking place in June.

It is the intention of the Union to provide lobbying materials to all branches in advance of these elections in order that the members can seek clear commitments from those who are seeking their vote at a local and European level. This is an important opportunity for us to influence a piece of legislation that will have a potentially profound impact on the working lives of all our postal members and which will ultimately affect all of our members as citizens who avail of this vital public service.

As it is at present it would seem that the Directive and the Commission are completely lacking in any proper plan to protect the key elements of the postal service and to ensure due account of social considerations as is stated in recital 16 of the new Directive:

Universal Service We need a strong united policy position on how we view Universal Service. There are two issues for us: • •

Provision and scope Financing

A key for us in promoting our objectives for universal service is the “Rights notion”. That is, in the Directive Universal service is a right (art.3 “…users enjoy the right to a universal service…”)

‘This Directive is without prejudice to the competence of Member States to regulate employment conditions in the postal services sector, which should not, however, lead to unfair competition. Social considerations should be taken into due account when preparing the opening up of the postal market.’

Regulation There is now a study being undertaken for the European Commission on the “best practices” for regulators. Our policy document and lobby pack will have a consistent and simple message on regulation. We should be ensuring that in any regulatory regime there is:

It is clear that the Commission is using the excuse of subsidiarity for the Directive’s lack of important detail, but that in itself can be an opportunity for us. We also need to have a very direct, easily understandable and succinct policy platform to keep pushing in all our lobbying and campaign work.

• • • 4

A regulator with clear functions Enforcement mechanisms Market monitoring

Postal Update

Postal Operative Pay Scale to apply Nationwide

Set out below are some examples as to how the assimilation will work.

Example 1 Postperson A was recruited on the 1st May 2006.

On the 1st January 2009 he/she will move to the 2nd point of the new scale. His /her incremental date will be 1st July.

Agreement has been secured by the CWU with An Post for the application of the Postal Operative Pay Scale nationwide from the beginning of this year. The Collection and Delivery Work Practice Change Agreement provided for the introduction of the Postal Operative Grade which is the replacement for the previous grading structure of Post Office Clerk, Postal Sorter and Postperson. The Postal Operative Grade was first introduced at Ballyfermot DSU in July 2007 as part of the roll out of the Office Redesign. The Company would only however introduce the Postal Operative Pay Scale at offices where redesign was implemented.

The Union sought the assistance of the Monitoring Group in having the introduction of the Postal Operative pay scale apply at all offices. On the 9th December 2008 the Monitoring Group determined that the new Postal Operative Pay Scale should be introduced nationwide with effect from 1st January . Following further discussion between the Union and the Company , with the assistance of the Monitoring Group, the following has been agreed for incremental credit purposes. ➣

➣

1st January 2009

€512.76

1st July 2009

€525.37

Postperson B was recruited on the 1st October 2007.

On the 1st January 2009 he/she will move to the 2nd point of the new scale. His /her incremental date will be 1st October.

31st December 2008

€450.20

1st January 2009

€512.76

1st October 2009

€525.37

Example 3 Postperson C was recruited on the 1st May 2008.

On the 1st January 2009 he/she will move to the 1st point of the new scale. His /her incremental date will be 1st May .

The Pay Scale as at the 1st January 2009 is as follows: Point 1: Point 2: Point 3: Point 4: Point 5:

€479.33

Example 2

The Postal Operative Grade and Pay Scale takes effect nationwide in all areas encompassed by the C&D Agreement from the 1st January 2009.

➨ ➨ ➨ ➨ ➨

31st December 2008

€499.90 €512.76 €525.37 €538.16 €550.78

31st December 2008

€442.29

1st January 2009

€512.76

1st May 2009

€525.37

Pay Scales of Postpersons/Postal Operative as on the 1st January 2009.

POSTPERSONS

POSTAL OPERATIVES

Point 9 €550.78

Point 5 €550.78

Point 8 €538.16

Point 4 €538.16

Point 7 €525.37

Point 3 €525.37

Incremental Date for Staff to be determined by recruitment date.

Point 6 €512.76

Point 2 €512.76

Point 5 €499.90

Point 1 €499.90

➣

Arrears in pay will only be calculated back to 1st January 2009

Point 4 €487.25

➣

Postpersons recruited before 16th January 2006 and in receipt of the 12.5% change allowance remain on the existing Pay Scale

➣

➣

Qualifying service from the 1st July 2007 is taken into account in determining the point at which New Entrants are assimilated and any future incremental dates.-

Point 3 €479.33 Point 2 €450.20 Point 1 €442.29 5

Postal Update Collection and Delivery Work Practice Change Agreement and the various Mails Processing Agreements, that all supervisory posts in grades represented by the CWU be filled through open competitive selection processes, then a similar process should be adopted for clerical managerial and supervisory posts. This will have the effect of removing the current ‘bar’ which would effectively be put in place if the terms of clause 9.2.1 were extended to encompass clerical supervisors and managers within the Retail area.

Filling Of Clerical Admin Managers Posts The Union referred to the Monitoring Group an issue regarding the eligibility of managers to apply for manager/ supervisory vacancies in the Clerical Admin Area. The Union’s view was that all clerical managers and supervisors that are encompassed by the terms of the Clerical and Administrative Work Practice Change Agreement should be able to avail of the terms set out in Section 9.2.1 i.e.

Therefore, as and from now, positions at supervisory level within the company should be filled in the first instance through the process outlined at 9.2.3 of the Clerical & Administrative Work Practice Change Agreement.

Existing managers and supervisors on the establishment at the Commencement Date of this agreement will retain the right to opt for vacant positions in their own grade and within their own area, subject to the criteria of suitability and seniority.

Clause 9.2.3 read as follows: All positions due to be filled by promotion, if not filled by the process set out at 9.2.1 or 9.2.2 above, will be filled by means of a competitive selection process, open to all grades in the Company. Should no suitable candidate(s) emerge from the internal process, the Company may advertise externally and appoint to such positions.

The Monitoring Group issued its determination on the 13th March 2009 as follows: It appears reasonable to the Monitoring Group therefore that, as the parties have separately agreed through both the

IMPROVEMENT IN QUALITY OF SERVICE IS IN OUR HANDS

Pictured l to r: Back Row: Pat Kenny, John McConnell, Dan Mackicey, Bill Colfer, John Boner, Donal Connell, Steve Fitzpatrick, Pat Knight, Gareth Bridgeman, Liam O’Sullivan, Joe Guinan, Mark Graham, Front Row: Pat Compton, Charlie Kelly, Damien Tuohy, Emmanuel Cassidy, Jarlath Heneghan, John Whelan The recovery from the period of mismanagement of the Company by Curtin and his cohorts while well underway leaves a major task ahead. It is not so long ago that Larry Donald, COO (Chief Operating Officer) defined his remit as to “Manage a Declining Business”. In this regard he was successful as his team actually managed to decline the business. While this internal threat to the very existence and long term viability of An Post has departed, the fact remains that the external threats the Company faces such as Full Liberalisation in 2011, Competition, Technology, Funding of the Universal Service Obligation, Downstream Access and ComReg are all circling their wagons in their efforts to take business off An Post, take work from our members, which threatens the pay and conditions of our members whose families’ livelihoods depend on An Post.

The CWU has shown its ability to manage whatever crisis that

Simply the best must be the objective for all at An Post in the current drive to improve the Quality of Service we provide customers. An Post has been set a tough task for next day delivery of 94% by ComReg, the Communications Regulator appointed by the Minister for Communications. In the last couple of years major strides of improvement have been achieved, the highest performance ever being recorded in 2007. More recently An Post was awarded the International Post Corporation (IPC) Certificate for Excellence for its management and processing of International Letter Mail, achieving a standard of 95% next day delivery for incoming International Mail and 85% for Outgoing Mail.

Separately a joint exercise associated with the introduction of scanning of Collections has brought about a marked improvement in quality of service. These significant achievements have lifted the current quality of service to 80% next day delivery nationwide.

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Postal Update has emerged at An Post to safeguard its long term viability while also protecting our members’ interests. The same cannot be attributed to all of the other stake holders in An Post. We are not interested in a race to the bottom, but more the race to the top. The focus in putting the customers first, the drive for improvement in quality of service has to be our priority. There are compelling reasons as to why this should be the case, however, as workers at An Post many of us who are lifers’ in this Organisation know it’s a priority, if for no other reason other than self preservation.

As outlined earlier there is much to be positive about in terms of the improvements made. An Post handles 3 million items per day, delivering to over one million addresses. The complex operation involves 10,000 staff, 550 Delivery Service Units and 4,000 deliveries nationwide. The Retail and Transport Network together with the Mails Centres are intrinsic links in the Postal Chain.

However, the customer has little interest in the complexities or difficulties associated with the delivery of mail posted in Donegal to any destination no matter how remote it may be such as the top of Carrantuohill. All the customer wants is for An Post to deliver it the next day. Furthermore, the Regulator has determined that An Post should achieve 94% next day delivery of those 3 million items. Inexplicably the Government believes that An Post should do so at current prices and without any financial assistance for performing its Universal Service Obligation.

Consequently the Union and the Company have jointly concluded that the next 18 months is a critical time for An Post and that we must jointly focus on improving the quality of services that we provide. The best method and the best possibility of being successful is adopting a partnership approach towards this. A Partnership Group has been established at National level headed up

by Seán McDonagh, National Officer, and its members consist of the President Charlie Kelly, Damien Tuohy, Galway and Emmanuel Cassidy, Naas, National Executive Council members. In addition regional groups have been established. The focus and drive of the groups is a root and branch examination of every aspect of the mails operation right across An Post. The focus is to put the customer first. The challenge is to change the organisation mindset to bring about a culture change restoring pride in the Company we work for and the services we provide. There is no room for apportioning blame or pointing the finger, no them and us. The joint examination based on problem solving is the name of the game. In this respect we have the ability to be simply the best. It is in our hands to improve An Posts Quality of Service.

unreasonable to consider that the target of 94% for a largely rural population like Ireland is excessive and unsuited to the unique elements that make up the Irish Postal Market.

Another consideration is the fact that the 94% target applies equally throughout the year and does not make an allowance for significantly increased volumes over the busy Christmas period. It is neither fair nor equitable to expect a complex delivery system that is designed to run efficiently for 50 weeks of the year whilst dealing with “a normal” volume of mail to be able to deal with a huge increase in mail volumes for two weeks of the year but without significant additional resources to meet the demand.

ComReg’s ‘Quality of Service’ measurement methodologies should factor in the exceptionally busy periods such as Christmas, which puts this otherwise fit for purpose system under particular strain at specific times of the year.

Royal Mail In addition the CWU would be generally concerned about a regulatory regime which might blindly pursue competition at all costs. Looking at the experience of Royal Mail in the UK, the Postal Regulator has effectively been sacked because of its blind pursuit of competition and the liberalisation agenda. This has led to the financial collapse of Royal Mail due to unfair competition, a severe erosion of standards and service as well as a grave threat to the USO. The Labour Government now feels it has no choice but to part-privatise a public institution that has been in existence for over 100 years. Liberalisation is a reality. The need to improve Quality of Service is part of that reality and whilst positive progress is being made on both of these fronts it is critical that this continues in the context of the Postal Market that is regulated in a fair and equitable manner in the interest of every citizen equally.

In any event, while the scale of the challenges is enormous, we must put our own house in order first.

COM REG ComReg is the National Regulatory Authority for the Irish Postal Sector. Among its stated objectives are: ➢ Focus on achieving improvements in Quality of Service, by setting targets for delivery of mail and monitoring performance. ➢ Consider applications from An Post for price increases.

DOWNSTREAM ACCESS

Is ComRegs Target Fair?

Is the term used to describe mail which has been collected and distributed by a competitor, but is handed to An Post to deliver.

The ability for competitors to utilise An Posts Network (analogous to local loop unbundling in the Telecoms sector) would be a serious threat particularly for the Mails Centres.

To deal with the quality of service issue in its entirety one must critically analyse the way in which this important part of the postal market is regulated. The CWU would question the validity and the appropriateness of the target of 94% for next day delivery. This target applies to all single piece mail which represents approximately one third of the total mail delivered by An Post.

Bearing in mind that Ireland has a largely rural population (40%) it is useful to consider the targets that have been imposed by regulators across other member states in the European Union. For example, smaller densely populated countries such as Belgium and Luxembourg have a next day delivery target of 95%, but when you consider other countries that have more in common with Irish geography and population levels, we see that the next day delivery targets are reduced, e.g. Germany (80%), France (83%), Greece (87%) and Italy (89%).

In this context, it would not be

UNIVERSAL SERVICE OBLIGATION This guarantees that all Irish citizens can receive mail five days a week, at a common price, irrespective of location. An Post provides the USO in Ireland. The funding of this is a matter for the Irish Parliament.

LIBERALISATION OF THE POSTAL SERVICES The European Union has decided that full liberalisation of the Postal Services will take place in Ireland as and from the 1st January 2011. There will be no further delay in opening up of the markets for Ireland.

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Telecoms Update Over the past number of months the Union have had to grapple with a number of change issues including, but not limited to, the items reported on below.

exchange areas either within the existing Area, or across Area boundaries. It is anticipated that this will not significantly affect operation within existing day subsistence boundaries as per current arrangements.

Bureau

LFI. (Line Fault Index)

• There will be 2 bureau teams with 14-16 bureau staff per team • There will be one Geo Data Management team • Bureau teams will carry out full range of functions (e.g. As builts, ESM Surveys, DBYD, Traffic Management) • The Bureau will have a national remit and there will be flexibility across teams / areas in terms of work allocation

An investment programme to develop and improve all physical elements within the Access Network has been approved. This investment, which it is planned to roll out over the next four years, is of the order of €200 M. and has been driven by ComReg by way of a Decision Notice. The type of work involved will include • • • • • • •

Large Scale Renewal Cabinet Replacement Small Scale Renewal Pressurisation DP Programmes Defective Plant/Component Replacement Network Sealing.

Project Roles A maximum of two such roles has been agreed.

FLMs (Front Line Managers) Under the 2008 SA/SD reorganisation and change programme a number of FLM positions, 89 in total, were created. The filling of these positions became a point of serious contention between the Union and the Company over the past few months it is fair to say this is one issue in the SA/SD agreement we could have handled better. In summary the Company, following an internal recruitment process, wished to fill a significant number of these positions by way of external recruitment. After intervention by the Union the net result was that internal staff filled 82 of the positions with the balance being filled by external recruitment. The Union is currently in the process of bringing the “new” recruits into membership. All of the unsuccessful CTM’s have been placed in full time roles in the Operations area

Due to the volume of work and the time pressures, both eircom and contractor staff are involved in the various programmes. (The mix of the various work programmes is the subject of regular discussion between a Telecoms Executive Sub Group and the Company) However in recent weeks this investment programme, in its totality has come under additional scrutiny due to a number of factors, not least of which, is the overall financial position of the Company. Continuing investment in the Network is a key priority for the Union.

Plan and Design Reorganisation Following a series of meetings the Telecoms Executive have agreed a reorganisation of the Plan and Design area and a summary of the agreement’s principal aspects are outlined below.

WOSAT (Network Engineering) Following discussions it has been agreed to “trial” WOSAT i.e. the Works Order Scheduling and Allocation Tool. The purpose of the trial is to develop and test some new systems and processes that are designed to facilitate the effective allocation of work to both internal build teams and contractor staff.

The trial is being conducted out of the Waterford WCC and is being monitored by a joint sub group with Union Executive and branch representation under the auspices of Plenary Partnership. A full report on the outcome of the trial will go to the Telecoms Executive.

Plan Design Re-organisation will merge the Plan and Design functions into flexible solutions teams in 3 areas as follows: • East Area • North Area • South Area The Plan Design Team Managers will have responsibility for managing integrated teams of Plan/Design team members.

The focus of Capital investment has moved to ‘solution’ based planning and design. The move to area focused integrated plan and design teams, which will have ‘end to end’ responsibility.

The requirements going forward are for local teams, under the leadership of the Plan Design Team Managers, to have local responsibility for solution plan design but be flexible to support other areas where business requirements dictate e.g. high volume requiring flexible work allocation.

Planners may be assigned designer work (and vice versa) when workload dictates [supported by training where necessary]. Based on workload volumes, teams may be assigned work in other

R.B.U. A number of people have completed an extensive training programme over a long period of time. These individuals are now performing L.F.I. duties in teams in their own geographic areas.

This initiative will decrease contractor involvement in the L.F.I. project.

This agreement is seen as a start to deploying more technicians from the RBU into the operations area

Service Assurance Winter Response Network operations have an obligation to deliver a number of 8

Telecoms Update customer service levels under our Operational Level Agreements (OLA). This obligation is further established and now mandated under the recent ComReg directives issued under the Universal Service Obligation imposed on eircom.

Within Service Assurance, the first target threshold is the achievement of the resolution of 80% of customer fault reports within two working days.

The achievement of the mandated targets was always going to be challenging and requires a flexible resource management approach.

4. Resource Capability It is expected that the Service Delivery organisation will provide fifteen (15) of the required people while Network Engineering will provide thirty five (35) 5. Staff Impact The mobilised people will work in, or close to, their normal operational areas.

Within network engineering, continued delivery of the capital programme may require assignment of planned work to the contracting community. A full report was issued to Branches.

1. Current Status The service levels in the first operational quarter have slipped to a level below what we have been previously able to deliver in the winter period. The two-day restoration level dropped to 60% and dipped below 60% for eight weeks during the quarter. This was driven by the unusually high arrival rate of faults throughout the summer period. Our storm response plan was activated to deal with the individual storm incidents during the summer but in essence at no stage did we hit a summer season run rate.

We are facing a significant challenge to recover and carry an acceptable service offering into and through the winter period.

Fault arrival rates show no signs of abating and a number of operational units are stressed.

Project P.E.A.T.S. Pemac Efficiencies & Asset Tagging System The Telecoms Executive agreed the following trial: Eircom Facilities Management a nationally based organisation provides a wide range of services across the eircom property portfolio. A large proportion of these services relate to critical equipment essential to eircom meeting its service delivery and regulatory commitments.

Asset tagging and bar-coding all equipment and plant is now complete. The introduction of a scanner, which is married to a Q9 hand held phone device via Bluetooth, will deliver live information about plant and equipment when scanned in through PEMAC a web based system. The technician while on site will be able to log work to himself and view outstanding work reducing the need for repeat visits and or unnecessary travel.

2. Response Based on average daily fault rates, team capability and the backlog carried, we have identified twenty operational team areas that require ongoing assistance to achieve a service level.

It is intended to move people from Network Engineering and Service Delivery to fault repair activity in the target areas. The people will be assigned based on their ability to operate as independent fault repair technicians and will be chosen in such a way to best preserve the operational ability of the donor teams within Delivery and network engineering.

The mobilisation will remain in place up to the implementation of the new organisational work stacks as a number of the resource issues will be addressed under that project. The ongoing support requirements will be assessed at that point, again informed by the fault arrival rates and any backlog that might exist at that time.

Proposal Commence with a Pilot to trial the Q9 hand held device and scanner with 20 staff. The proposed start date for the pilot is 23rd February and finish date is 25th May. In order to evaluate the trial and report on findings it is proposed to form a project focus group which will include a technician, supervisor, manager and partnership member. The focus group will meet every two weeks during the trial to make suggestions and recommendations and report on the system functionality.

3. Methodology The people moving to fault repair will, on a temporary basis, report to the Service Assurance CTM. Where the people are already on Advantex works management, system based work allocation will continue. Where people do not have blackberrys, the work will be assigned to the service assurance CTM who will manually distribute to the technicians and make the necessary clearance arrangements. As a matter of urgency Service Assurance will assemble a stock of blackberry’s for distribution to the mobilised technicians at which time full control will revert to the operational centre.

The identification of the mobilising people will commence in the delivery and engineering organisation on October 23rd. with a view to commence the activation on resumption on Tuesday October 28th.

Benefits • Instant logon pick work from Pemac reducing non value added time(repeat visits) • Scan equipment at location / log work Access equipment history • View scanned jobs and other reports at location / root cause fault analysis • Real-time reporting on jobs when complete/ detailed equipment lifecycle analysis • Improved efficiency / productivity • Move contractor work to eircom staff • Estimated €50k contractor work savings • Ediary email & ESS capability for staff 9

Telecoms Update kind of meaningful economic recovery. The claim in the ‘Building Ireland’s Smart Economy’ document that €700m investment will be invested annually in telecoms is now not realistic in the current environment. The delegation suggested that the Government can influence the wider policy environment to encourage investment in the sector.

In particular, the regulatory model must recognise the risk involved in network investment.

Provision of high speed broadband in Ireland is key to rebuilding the economy. In its public policy documents the Government claims it wants to ‘develop first class infrastructure that will improve quality of life and competitiveness of Irish business’ and indeed the Minister for Communications, Eamonn Ryan TD, has stated that the government wants to see the development of a ‘truly national high speed broadband network’ that ‘leaves no citizen behind.’ It is the view of the CWU that the market alone will not provide this much needed infrastructure.

A cursory glance at what is happening internationally and you will see that the UK regulator has done a deal with BT to change the regulatory rules there so that it can earn a decent return on a £1.5bn investment in a high speed fibre optic network. In the US the Obama administration is making an $8b investment in high speed infrastructure. A failure to act now will see Ireland continue its downward slide in competitiveness terms and likely see more jobs lost at a time when the economy can ill afford the further loss of quality jobs in a sector that could, if it was properly incentivised, become the engine room of our economic recovery.

CWU Delegation meets Oireachtas Committee Chairman On Wednesday 11th March a delegation from CWU including Deputy General Secretary, Terry Delaney and Head of Regulation, Ian McArdle met with the Chairman of the Joint Oireachtas Committee for Communications, MJ Nolan TD. Also in attendance as representatives for the CWU were Jim O’Flynn (NEC), Pat Tobin and Ger Falvey who had helped arrange the meeting. In attendance with Deputy Nolan was former Committee Chairman John Cregan TD and Senator Martin Brady both of whom are former eircom staff and CWU members.

The CWU used the meeting as an opportunity to speak frankly about its concerns for the future of the Irish telecoms industry. The Union made it clear at the outset of the meeting that it wanted to highlight the concerns and interests of all of its members not just those working in eircom. As a Union with members in such diverse operations as eircom, Vodafone, BT Ireland, O2, KN Networks, Meteor and TESL, securing the sustainable future of a telecoms infrastructure that all companies can rely is a key concern of the Union.

The delegation highlighted some key issues as follows: •

The need for continued and sustainable development of a first class telecoms infrastructure including a high speed broadband network that serves every citizen • The current eircom telecoms network is the foundation on which the Irish telecoms industry is built. Most other operators rely on it to provide a service. Securing the long term viability of this network will underwrite the future of Irish telcoms.

• Development of a Next Generation Network (NGN) will only happen with government support and intervention and a changed regulatory environment.

The market, left to its own devices, will never deliver the kind of telecoms infrastructure that this country needs to secure its place as a dynamic knowledge based economy that can compete effectively on the global stage.

• Most other major developed economies are using the current economic crisis to develop their telecoms infrastructure. They are using public funding to secure employment whilst creating a piece of infrastructure that is recognised by every economic indicator as being critical to long term economic security and efficiency.

The delegation pointed to the fact that the telecoms sector is hugely important in the national economy, with a turnover in 2008 of €4.4Bn (2.5% of GDP). The health of the sector and ability of key operators to invest in it is critical for any

CWU Calls on Members to Lobby their MEPs Since the beginning of the EU review on the telecom legislative framework, CWU in conjunctions with UNIEuropa and its members have been actively lobbying political decision-makers about our concerns regarding the future of the telecom industry in Europe. In particular, UNIEuropa has been addressing the problem of the representation of Trade Unions as key stakeholders of the industry and the question of long-term investment in the sector.

When the European Parliament voted last year on proposed EU Telecoms legislation it included workers as stakeholders on the question of functional separation, which was a victory for the Union movement across the EU. However, the Council of Ministers did not adopt the same position. On the contrary, their version is a step back ignoring workers as stakeholders. So UNI-Europa is launching a new lobbying campaign, to reinsert workers as stakeholders and support the build out of a universal European high-speed internet in the second reading of the legislation which will take place at the end of April.

We are asking that every CWU member gets involved. We 10

Telecoms Update throughout the Union, the telecom package can be an important part of an economic stimulus plan for creating quality jobs by making needed investments in high-speed internet and expanding radio spectrum. Failure to pass the right telecom reform package risks putting Europe further behind some of our largest trading partners such as the United States and Asia as well as deepening the recession.

It is vital that we establish a European telecom legislation that keeps us competitive, strengthens European companies and creates quality jobs. These objectives can only be reached if we encourage long-term investment in networks and technologies such as a true universal high-speed internet by ensuring an appropriate degree of risk sharing concerning investments as well as by establishing regulatory coherence and predictability.

Above all, it is important that all stakeholders have a voice, including Trade Unions, on telecommunications issues impacting them.

The current wording of the Council Common Position does not allow for this and in view of the European Parliament’s second reading we urge you to consider our concerns on the telecom package as explained in our position paper that you will find enclosed.

need to increase the pressure on decision-makers through letter writing, phone calls and one on one visits. European elections are in June; so hearing from constituents during the run up to the election will carry extra significance.

Negotiations between the European Parliament and the Council have already started, so MEPs and ministers need to hear concerns right away up until the Parliament’s plenary vote in April. Outlined below is a sample letter that can be used in your lobbying activity:

EU Telecom Package needs to invest in High-Speed Networks, create jobs and recognise workers.

Dear Member of the European Parliament/Minister/(...), As a Trade Union representing (number of your members) workers in the telecom industry, we are concerned by the telecom package the European Union is debating right now.

At a time when Europe is facing a serious economic recession and the loss of hundreds of thousands of jobs

Yours sincerely (…)

UNI welcomes introduction of Employee Free Choice Act in US Congress UNI Global Union today welcomed the introduction of legislation into the US House of Representatives and Senate that would allow workers to join Unions without fear of management retaliation and pledged its support to a worldwide solidarity campaign.

“This is key legislation that will give American workers freedom from fear when it comes to organising. The depth and viciousness of Unionbusting tactics in the United States are unconscionable.” said UNI General Secretary Philip Jennings. “The Employee Free Choice Act will let workers stand together in the US to improve their lives and working conditions. It will also set an example that will help raise working conditions globally.”

Jennings said that UNI will be mobilising its 20 million members worldwide in a solidarity campaign to support the work of its US member Unions, who have been part of a grass-roots movement of workers, labour Unions, community, religious, environmental and progressive groups supporting the bill. UNI believes that having a law that protects workers’ right to Unionise in the

United States is vital to winning Union recognition and bargaining rights world-wide. American companies have been exporting their abusive labour practices to every country they do business in and foreign companies have eagerly embraced those practices when they cross the US border. It is clear that without legislation protecting workers, multinational companies will treat workers as poorly as they can.

“When it becomes law, the Employee Free Choice Act would be a huge boon to working people and turn the tide of anti-Union, anti-worker attacks that have been stock in Trade for many US companies who have used every tactic at their disposal to intimidate workers who want to Unionise and driven down Union representation levels even as workers have seen their pay shrink, their healthcare erode and their working hours increase,” said UNI President and UFCW President Joe Hansen. When passed, the Employee Free Choice Act would give US workers a free and fair chance to form a Union, hold anti-Union employers accountable and force employers to stop dragging out contract negotiations.

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In the US, currently workers have to win a representation election against their own management as part of the recognition process.

Employers can recognize instead based on majority sign up but it is up to them.

“Employee Free Choice is about restoring private sector bargaining rights in the US that have been stripped away over the past 40 years.

Majority sign up as the basis for Union recognition is the global standard,” said Communications Workers of America President Larry Cohen. “This legislation would even the terms of recognition so that workers could sign up a majority and then be recognized to bargain collectively.”

President Barack Obama, Vice President Joe Biden and Labour Secretary Hilda Solis all support the Employee Free Choice Act. The first hurdle may be getting 60 US Senators to vote for “cloture” or an end to debate on the bill and a formal vote.

The US Chamber of Commerce and other corporate lobbying groups have spent millions of dollars trying to persuade Senators and Representatives – both Republican and Democrat – to vote against the bill.

UNI Global Union Welcomes Obama Administration’s Commitment to US Labour and Decent Work UNI Global Union today welcomed the support of the Obama administration for workers and Union rights after the President invited Union leaders to the White House to be on hand as he announced the formation of a middle class task force and signed several executive orders that will benefit workers.

The White House Middle Class Task Force will focus on ways to support and enlarge the middle class and will conduct outreach with labour Unions and other groups on the issue.

“President Obama has hit the ground running on Union issues,” said UNI General Secretary Philip Jennings. “As we move toward the G20 summit in April, we hope that this is a sign he will be championing job creation and workers rights when he meets with other world leaders.”

On Friday, just days after being sworn into office, President Barack Obama and Vice-President Joe Biden welcomed the officers and Presidents of Change to Win, the officers and Executive Council members of the AFLCIO and the Presidents of NEA and NTEU to the White House. The event was in stark contrast to the complete shut-out of Unions and workers’ rights advocates during the George W. Bush administration.

“I believe we need to reverse many of the policies toward organized labour we’ve seen these last eight years, policies with which I have sharply disagreed. I do not view the labour movement as part of the problem; to me, and to my administration, labour Unions are a big part of the solution. We need to level the playing field for workers and the Unions that represent their interests,” Obama said at the event.

UNI is backing its US members in their fight for passage of the Employee Free Choice Act, a bill that would give workers the right to join Unions and collectively bargain without fear of retribution from their employers. UNI and its Unions believe that this legislation is vital to protecting the middle class in the United States.

The new middle class task force, which will be chaired by Vice-President Biden, is charged with raising the living standards of middle class, working families in America by: • Expanding education and lifelong training opportunities • Improving work and family balance • Restoring labour standards, including workplace safety • Helping to protect middle class and working-family incomes • Protecting retirement security These themes are essential for protecting workers not just in the US but worldwide, UNI said.

“If you want to find the socially-responsible solution to this worldwide economic crisis then Unions need to have a seat at the table,” Jennings said.

President Obama said protecting US workers’ right to Unionise was vital to maintaining the middle class.

“Because we know that you cannot have a strong middle class without a strong labour movement. And we know that strong, vibrant and growing Unions can exist side by side with strong, vibrant and growing businesses.

This is not an either-or proposition between the interests of workers and the interests of shareholders. The American economy is not – and has never been – a zero-sum game,” Obama said.

The executive orders signed by Obama on Friday will also give a boost to workers. They require federal contractors to post a balanced notice of workers’ rights; prevent use of government funds for anti-Union activity; and give workers a chance to keep their jobs when a federal contract providing services to a federal building changes hands.

For more information on the Middle Class Task force: www.AStrongMiddleClass.gov 12

UNI unveils new look that puts people first

telecom

On March 2, UNI Global Union launched its new logo, which puts its focus on people, literally, in the centre of its brand. At a ceremony unveiling the new UNI image at its headquarters in Nyon, Switzerland, General Secretary Philip Jennings said that as the global Union’s tenth anniversary approaches, it is important to that UNI puts the spotlight on its 20 million members worldwide. The new logo uses a human figure to make that connection between UNI and its members. “Spring is the season of change,” Jennings said. “This is the moment to re-launch the public image.” He said the new logo shows that UNI is putting “people first.” In line with changes, UNI Telecom bulletin and website has got a new look as well. You are welcome to tell what you think about these changes writing us at: telecom@uniglobalUnion.org

UNI welcomes introduction of Employee Free Choice Act in US Congress The Employee Free Choice Act, legislation that would restore vital Union rights to US workers, was introduced in the Senate and the House of Representatives. “This is key legislation that will give American workers freedom from fear when it comes to organising. The depth and viciousness of Union-busting tactics in the United States are unconscionable.” said UNI General Secretary Philip Jennings. “The Employee Free Choice Act will let workers stand together in the US to improve their lives and working conditions. It will also set an example that will help raise working conditions globally.”

AT&T Mobility Reach Tentative Agreement The Communications Workers of America (CWA) has reached a tentative agreement covering more than 20,000 AT&T Mobility workers. The agreement provides real gains for workers, including improvements in the retail stores compensation plan and the establishment of a new career path for customer service representatives. The CWA bargaining committee was determined to make inroads in these critical areas and succeeded, resulting in a tentative agreement that provides good economic gains for Mobility workers and addresses workers’ priority issues. The proposed settlement provides for a compounded wage increase of 8.8% over the four-year contract term, along with a $500 bonus. Other important improvements addressed monitoring and quota relief. CWA Executive Vice President Anne Hill said the bargaining team worked long and hard hours, “displaying both patience and toughness” to get a good agreement that addresses Mobiliy workers’ critical issues. Bargaining covering 125,000 CWA-represented workers at AT&T got underway Feb. 24. CWA represents another 22,000 workers at AT&T Mobility covered by separate contracts.

CEPU calls for greater protections for members Australian CEPU National President and CEPU Communications Division Secretary, Ed Husic appeared before the Senate Inquiry into the Rudd Government’s Fair Work Bill today on behalf of CEPU members.

E. Husic, in his appearance before the Inquiry, urged the Committee to consider the CEPU’s proposals on strengthening the Bill in some aspects, but welcomed other areas of improvement as against the current WorkChoices legislation.

He focussed on the way Telstra was attempting to squeeze the most out of the WorkChoices laws before they were changed. He highlighted the rapid rollout of non-Union deals in Telstra - and how desperate the corporation had become as members rejected the offers.

Read the full article at: http://www.uniglobalUnion.org/Apps/iportal.nsf/pages/20090202_vf7pEn

VZ Connected Solutions Techs Awarded $2 Million In February, nearly 250 CWA technicians at Verizon Connected Solutions Inc., shared a back pay award of more than $2 million, the result of an arbitration decision that found that VCSI failed to pay workers for performing work of higher-paid senior techs. The workers maintain, install and repair telephony, voice and FiOS for VCSI in Maryland and Northern Virginia.

This arbitration award is a great victory for the workers and our Union,” said Collins. “It shows the value that a Union contract has when a company tries to get around its legal obligation to employees.”

The arbitration ended a more than two year fight by CWA to get the Verizon subsidiary to pay the Multimedia Services Technicians the pay they deserved for performing the work of senior technicians, including the downloading and installation of firmware and software.

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Nitel Workers Reject Proposed Downsizing The workers of the Nigeria Telecommunications Limited (NITEL) have rejected the downsizing being proposed by the management of the company as a way of reducing cost and ensure prompt payment of workers’ salaries. In view of this, the workers are planning a showdown with the management of NITEL should it proceed with the implementation of the plan without offsetting the salary arrears owed the workers. It was reported that the management of NITEL has concluded plans to sack 1500 workers, a decision, the workers described as a way of punishing them for demanding their salaries and other allowances. Minister of Information and Communications, Prof. Dora Akunyili, has said the management of the NITEL cannot send away half of its employees without getting the consent of the Federal Government.

The UK: Airwave Workers Vote Yes for Strike Action The CWU has issued notice to emergency telecoms network provider Airwave, owned by PE firm Macquarie, for 2 days of strike action in a dispute over compulsory redundancies. Strike action affects 180 Airwave workers, including UK-wide field engineers and the network management centre in Rugby. Andy Kerr, CWU deputy general secretary, said: “It is unfortunate that staff have been pushed into the difficult decision of taking strike action. However, the refusal of Airwave to reconsider compulsory redundancies has left us no choice. Voluntary approaches to redundancies can make a huge difference to staff at difficult times and we will fight unnecessary compulsory cuts at all times.”

G. Mitchell, national official with responsibility for Airwave, said: “This is a very clear result demonstrating the strength of feeling among Airwave members. We would hope that this result will make Airwave reconsider their compulsory redundancies and approach this difficult situation with more consideration for their staff.” A picket line will be in place at the Rugby network management centre during strike days.

Hong Kong telecom workers protest forced leave On February 22, a few hundred workers from Hong Kong’s leading phone operator PCCW marched to protest a costcutting plan requiring employees to take up to 2 unpaid days off a month. Workers marched peacefully in the central financial district toward the government headquarters and called on the government to help resolve the dispute with their employer. PCCW runs fixed-line, mobile phone, broadband and TV services and has 16,200 employees.

UNI Telecom Represented in the ITU Meeting The 7th World Telecommunication/ICT Indicators meeting took place in Cairo, Egypt, on March 3-5. The meeting was organized by the Telecommunication Development Bureau of the International Telecommunication Union (ITU) and hosted by the Ministry of Communications and Information Technology of the Government of Egypt. Among other issues, such as ICT household statistics, benchmarking information society developments, international data collection and dissemination, the meeting addressed measuring the impact of telecommunication development on the creation of employment.

UNI Telecom was represented by Brother Kato Tomoyasu, President of NWJ Japan and the Vice-President of UNI Telecom. He made a presentation regarding the impact of ICT on employment and the convergence. He stressed the importance of proactive investment in Next Generation Network (NGN) and broadband access having a great effect on the vitalization of the economy and creation of jobs.

There were 193 participants from ITU-D member countries government representatives, UN agencies, telecom companies, and research institutes. Brother Kato was the only the person representing the labour movement. For a long time UNI was trying to build appropriate relationship with ITU therefore his participation in this event was very significant.

UNI telecom and its affiliates have to develop stronger participation in order to reflect workers’ voice in ITU policy.

The presentation can be downloaded at: www.itu.int/md/dologin_md.asp?lang=en&id=D06-DAP2B.1.3.7-C-0008!!PDF-E

UNI europa calls for investment in high-speed networks UNI-Europa has launched a new lobby campaign calling on EU decision-makers to support investment in high-speed internet, create jobs and recognize workers as important stakeholders in the telecom sector. In a letter sent to Members of the European Parliament, UNI-Europa urges politicians to give the European economy a stimulus by establishing a coherent and future-oriented EU telecom legislation. The telecom package must ensure regulatory predictability and an appropriate degree of risk sharing in order to encourage long-term investment in NGN and the creation of quality jobs.

Furthermore, UNI-Europa highlighted the need to recognise workers as industry stakeholders and to provide for a social impact analysis before regulatory measures are taken. Until the plenary vote of the European Parliament at end of April, UNIEuropa members are invited to actively engage in the lobbying activities by contacting their local MEPs and other politicians during the run-up to the European elections.

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Connect response to Ofcom NGA announcement UNI’s British affiliate Connect welcomes the announcement from Ofcom today on super-fast broadband and the recent progress in public policy to stimulate NGA development. These changes in policy and regulation are aimed at creating the right framework for the deployment of next generation access (NGA) broadband in the UK. The statement marks an advance in the development of regulatory certainty. This should mean that investors will be able to achieve a reasonable and proportionate return on investment. Connect has been calling for regulatory clarity and stability as an essential precondition to the stepping up of NGA investment. The statement indicates Ofcom’s awareness of the current pace and scale of change in the telecoms market and there is acknowledgement of the limits of a purely market driven approach.

ADE Press for Broadband Access The Alliance for Digital Equality (ADE) briefed members of Congress on the critical need to bring high speed broadband access to citizens in underserved communities. Communication Workers of America is a member of ADE, along with corporate, consumer, public policy and other organizations. CWA senior director George Kohl outlined CWA’s two-year effort to raise the alarm that the United States was falling far behind the nations of the world in terms of citizen access to high speed Internet and the promise that technology offers. CWA’s “Speed Matters” campaign has pressed for the buildout of true high speed broadband networks in the U.S. as the necessary economic engine of the 21st century.

Australia: CEPU on Telstra CEO resignation The announcement by Telstra Chief Executive Sol Trujillo of his resignation as the head of the Telco Company in June has been welcomed by the CEPU, whose members have been outraged by the enormous arrogance their employer has treated regulators, customers, staff and the federal government.

Divisional President Len Cooper said that Mr Trujillo’s time in the top role at Telstra has been an unmitigated disaster for the company. “Mr Trujillo will return to the USA leaving an industrial mess behind at Telstra, with workers vowing to fight on until their industrial rights are recognised and fairness and decency are once again restored in Telstra employment relations” said Mr Cooper.

“The chaos in industrial relations has been a hallmark of the Trujillo leadership which has been caused entirely by Telstra management’s stubborn refusal to recognise their employees’ rights to Union representation and collective bargaining, rejecting fairness and decency in the industrial practices. The commencement of Mr Trujillo in the Telstra multi million dollar top job was accompanied by huge drop in the Telstra share price from which the Telco share price has never since recovered.”

Mr Cooper said that the leadership of Mr Trujillo was an unmitigated disaster which oversaw the company’s complete arrogant management style and culminating in the disastrous bid for the national broadband rollout, later rejected by the federal government on the grounds of non compliance. “With Mr Trujillo announcing his resignation today, workers can again hope that some decency and fairness will be restored to the iconic Australian Company,” said Mr Cooper

Joint Statement from CONNECT and CWU UNI’s British affiliates, Connect and CWU, are concerned that BT management’s approach on Performance Management is putting unacceptable pressure on the members. Both Connect and CWU members have cited numerous occasions where arbitrary targets have been set for PiPs (e.g. bottom 10% must be on PiPs, someone on every team) despite it being completely contrary to BT policy.

Both Unions have raised these issues when they have arisen and successfully had those dealt with but are concerned that this remains the approach from far too many senior managers. Connect and CWU deplore the pressure brought on Connect members who are threatened by their managers that if they don’t put their staff on PiPs, they will be placed on PiPs themselves.

Connect and CWU reject this management approach that leads to an intimidating and aggressive atmosphere in BT workplaces, which can only undermine BT’s stated goal of being a high performing company. Our members deserve to be treated with dignity and respect at work. Performance Management must be about positively motivating BT people to get the best from BT people, not about ‘managed exits’ and not to arbitrary timetables. Connect and CWU are committed to working together to ensure that BT’s senior management are held to account for management style and behaviour in our workplaces. Our members are committed to the success of BT in these difficult economic circumstances; BT must commit to eradicating unacceptable management practices. Connect and CWU are pressing BT to make that commitment.

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Two Organisers Appointed The CWU is proud to announce the appointment of two new Organisers, Fionnuala Ní Bhrógáin from eircom and Gerard O’Rourke from An Post. Their appointment is a welcome addition to the existing resources dedicated to Organising and is an important first step in executing the organising strategy that was ratified by the National Executive in September 2008. The appointment of these two Organisers represents the conclusion of Ian McArdle an extensive internal recruitment campaign that generated considerable interest from within Head of Organising and our own rank and file. It is with no small measure of pride that the Union can offer two Regulatory Affairs, CWU. of its own activists the chance to bring their energy, enthusiasm and skills to bear on what is a very tough and challenging position.

The appointment of two Organisers to Head Office is recognition of the fact that organising is becoming increasingly important to securing the future viability and influence of the CWU in the long term. However, the appointment of Organisers on its own will not ensure the continued growth of the Union as this is the responsibility of every existing member, activist, and representative. This is reflected in the fact that the Union has developed its own internal Organising training module that is now part and parcel of ongoing training for all of our activists.

In the current economic climate there is more reason than ever for people working in the Communications Industry to be a member of the CWU and I would call upon all of our members to be vigilant to recruitment and organising opportunities that might exist in your locality. As an Organising Union that is recognised as “the Communications Union” it is critical to our continued success that we do not lose sight of the fact that Organising is the responsibility of every member.

Performance Management concerned in BT The CWU has received a considerable number of queries in relation to BT Ireland’s “Managing Performance Policy” which relies on the use of Performance Improvement Plans (PIP). Members have reported to the Union that PIPs (informal and formal) are not being properly applied and in circumstances where this process can lead to disciplinary action, up to and including dismissal, this is a very serious issue which all members should be aware of. Whilst the CWU has no issue with BT Ireland taking appropriate steps to ensure that staff meet the standards expected of them in their job, it is critical that any performance issues are addressed in a fair, open and transparent way in line with agreed procedures.

Given that PIPs can ultimately lead to disciplinary action, the Union has advised its members in BT Ireland to ensure that they do not attend a PIP meeting without Union representation. Numerous examples have been brought to the attention of the CWU which clearly underlines that the “Managing Performance Policy” is not being adhered to correctly. This has resulted in considerable frustration and stress for those members who are being asked to participate in a PIP. The Union has advised anyone involved in this process to familiarise themselves with the Managing Performance Policy and not to agree to any targets or objectives in a PIP that they are not comfortable with. The CWU’s concern with the inappropriate use of PIPs is not confined to Ireland. The UK Union Connect has raised a number of concerns about possible abuses of the Performance Management system in light of the Company’s intention to reduce head count and wants to ensure that the system is used only to improve performance and that it will be applied in accordance with BT’s values.

The Union has asked its members in BT to remain vigilant on this issue and to come forward with any questions they have in relation to this particular policy.

12 Month Pay Freeze sought in American Airlines As the CWU prepared for its annual round of pay talks with Management within American Airlines, the Union was invited to attend a presentation which outlined the current financial and business challenges that the Company is dealing with.

Reflecting the realities of the current global downturn, the Management described a number of issues which were and are having an adverse effect on the Company’s ability to meet its revenue targets. Most, if not all, of the key indicators are on a downward trend with the net result that the Company is facing into a very challenging year ahead.

Despite engaging in a transformation programme in conjunction with the CWU and its members in AA that has helped improve efficiency, the Dublin operation faces the same challenges as the rest of the business. As a result of this, the Management have approached the CWU seeking a twelve month pay freeze which the business sees as critical to the Company’s ability to ride out the current economic crisis. In setting out its position, American Airlines advised the Union that Management as well as non-Management would be subject to the same pay freeze and that this would apply to its global operations.

The Union has agreed to consider the situation carefully and discussions will continue over the coming weeks.

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Education Update The following members attended:

The continued aim of the CWU is to provide its activists with the skills and knowledge in order to represent members to the best of their abilities. This is done through the provision of quality and timely training courses. As part of this training programme, the Union has identified a number of training courses to be provided to the activists in the new branches. The latest training session took place on the 28th January 2009 and it covered the subject of organising and planning an Annual General Meeting. The training course was aimed towards our private sector branches and was attended by a cross section of members from those Branches.

Training was provided by Pat Kenny, Education Committee, Carol Scheffer, National Officer, Ray Lawlor, NEC and Ian McArdle, Organising Officer.

Tony Flood Billy Tyrell Brian Harney Dermot Staunton Marie Dante Brian O Neill Nasroun Ben Malek Vanessa Vileroot

BT BT O2 O2 O2 O2 American Airlines American Airlines

Pictured L-R: Ian McArdle, Marie Dante, Carol Scheffer, Billy Tyrell, Nasroun Ben Malek, Tony Flood, Dermot Staunton, Vanessa Vileroot, Brian O’Neill, Ray Lawlor, Brian Harney & Pat Kenny.

2009 Training Programme The following training courses have been approved by the Education Committee:

COURSE

DATE

VENUE

Branch Secretary Stage 1

11th to 15th May 2009

Union HQ

Chairpersons Course

28th to 30th April 2009

Union HQ

Treasurers Course

9th to 10th June 2009

Union HQ

Branch Officer

19th to 20th May 2009

Union HQ

Branch Committee

8th to 9th May 2009

Limerick

Branch Committee

12th to 13th June 2009

South East

Branch Committee

22nd to 23rd May 2009

Athlone

The venues for the Branch Committee Training courses have yet to be finalised. The Education Committee will be arranging further Training Courses in the autumn and will advise the individuals and Branches accordingly.

It is imperative that all those in elected positions in the Union are fully trained to carry out their role. In that regard all members elected to Branch positions or who are still serving on their branches must complete a CWU training course designed for their position in the Branch .

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ICTU Women’s Seminar – “The Case for Gender Equality in a Recession” Carol Scheffer, National Officer, CWU treatment with comparable full-time staff and that this protection must be utilized at times of redundancy. The presentation did outline however that Trade Union membership and the inclusion of women in collective agreements had a positive impact on the gender pay gap.

Reference was made to the Global Campaign, “Decent Work, Decent Life for Women”, the four pillars of the campaign being standard and rights, employment creation, social protection and social dialogue.

A TUC report presented at the conference stated that in the earlier parts of the recession, job losses were in sectors with a greater concentration of male workers such as in construction and manufacturing, whereas now areas with a higher concentration of female workers such as business services and retail are now being affected and while it is too early to know if recent trends will be sustained there is a growing fear that women’s jobs could be at a greater risk than in the last recession.

The first day ended with an open debate from the floor with the panel of speakers. There was also the concern expressed that employers may cut back on flexible work arrangements during times of recession and that generally it is women who would be affected by such a cutback.

The second day of the conference took on a more global theme with Nancy Cora Aguiar, a youth leader from Cuba, giving an emotional speech on working conditions in her country. Two speakers then advised on the “Ethical Pest Campaign”, which reminds people to shop ethically and to consider the working conditions of those involved in the supply chain. The seminar then ended and it was generally accepted that more needed to be done in order to support women facing redundancy and women who have been made unemployed. Overall the conference was successful in creating a broader awareness of the issues facing women during the current recession and the working and living conditions of women on a more global scale, which must be a concern for all Trade Union activists.

This year, the ICTU Women’s seminar was held in the Wellington Park Hotel in Belfast for two days, March 6th 7th 2009. The theme of the conference was “The Case for Gender Equality in a Recession”, which highlighted the effect that the recession had on women in the workplace and in broader society.

The conference was held on the approach to International Women’s Day and was attended by over 130 female Trade Unionists from across Ireland both North & South.

The CWU was represented at the seminar by Susan Casey, NEC, Carol Scheffer, National Officer and Imelda Wall, Office Manager. The conference was jointly chaired by Clare Tracey of the INO and Taryn Trainor of UNITE with a welcome to all delegates from the Belfast Trades Council. Several speakers addressed the issue of the impact of the recession on women workers and the need to increase our efforts towards gender equality. These speakers included Peter Bunting, ICTU General Secretary, Patricia McKeown, ICTU President, Carol Baxter from the Equality Authority, and Marian Harkin, MEP. This was indeed an impressive line up of speakers and gave the attendees some food for thought on the difficulties that women may encounter during these recessionary times.

The Real Impact of the Recession on Working Women Patricia McKeown’s presentation highlighted that globally the real gender pay gap is considerably higher than reported in that men earn on average 22% more than women. This statistic was provided by the ITUC Gender Wage Gap Report, 2009. Her presentation also highlighted that the real victims of the recession may be agency workers and parttime staff who tend to be women. It is important to note nonetheless that part-time staff has the right to equal 19

Equality Update

Women at Work Skillnet Host Successful Award Ceremony

days, which is a significant achievement.

Our strength as a Skillnet is our ability to reach and encourage working women from different backgrounds to undertake training, which meets a range of development needs. The networking between the five Unions has also proven to be very advantageous to the project.

On the night, Marian Geoghegan, IBOA opened the event and welcomed all the participants. We then heard from women who had taken part in the training so that they could relay what the training has meant to them in their working lives. Women from all five Unions spoke about the courses they attended.

We first heard from two Mandate members, namely Margaret White, who completed the Computer Training and Yun Wu, from China who completed the English language course. Next Marian Mooney spoke on behalf of the CWU. Marian completed the Personal Development course and the Computer Course. Catherine Hopkins from the INO followed suit. Catherine completed the Personal Development course and the Image Matters course. Finally, Impact member Svetlana Snytkova, from Poland addressed the group. Svetlana completed the English language course.

All the participants thanked the Unions and their trainers for the opportunity to partake in the training.

We then heard from Niamh Desmond of Skillnets, who congratulated everyone involved, deeming this Skillnet to be very successful. Mary O’Rourke, TD, then addressed the group. She congratulated all the participants and the management team on a job well done. She commented on the enthusiasm from the floor and commended the women for committing to the training. This was then followed by a presentation of certificates by Mrs O’Rorke to the attendees.

Mary O’ Rourke T.D. and several participants spoke at the Women at Work Skillnet award ceremony on the 3rd Dec in IBOA house. The event was attended by the training participants, Union Officials, General Secretaries, training companies and other relevant bodies and its purpose was to congratulate and present participants with certificates for completing their courses.

The Skillnet is being led by five Trade Unions, Mandate, IBOA, CWU, INO and Impact. Our aim is to up-skill women so as to optimise their full potential in their working lives. This aim will be met by giving participants an opportunity to enhance their skills through professional training and development courses.

Our target group is predominantly women workers across a wide range of employments including retail staff, private sector nurses, employees in the communications sector, financial services staff and Trade Union employees. Our training needs analysis has identified a mix of both personal effectiveness and FETAC accredited vocational skills training as an appropriate response for the target group.

Since July 2008 we have undertaken programmes in: • • • • •

Basic computers English Language Diversity Leadership Image Matters

• • • •

Personal Development Team Building Train the Trainers Positive Attitude

We are very pleased at having exceeded our training targets for 2008 with over 200 women taking part in our courses. Since July 2008, this has amounted to 460 training 20

Equality Update companies and the Training Networks Programme, an initiative of Skillnets Ltd. funded from the National Training Fund through the Department of Enterprise, Trade and Employment.

The event closed with the Project Manager, Alacoque McMenamin making a presentation to Mrs O’Rourke. She thanked her for her support and for attending the event. The attendees then retired to the “Bankers Club” for some well earned refreshments.

How to Get Involved

CWU is well represented on the night

As referenced the target group is women workers. CWU Members are strongly encouraged to participate and to contact their Branch Representative directly in order to apply for courses. Courses are very much in demand so early applications are essential. For further information please visit: www.womenatworkskillnets.ie or contact: info@womenatworkskillnets.ie . This will give a full listing of upcoming courses.

Should Branch Secretaries have any queries on the Women at Work Skillnet, they are requested to contact Carol Scheffer directly at Union Head Office.

The CWU was very well represented on the night. A significant number of women attended from the Postal and Telecommunications Sector. In particular the Dublin No 3 Branch had representatives present with a significant number of women receiving certificates for Computer Literacy courses. Overall it was deemed to be a very successful event with other networking events are planned for the future.

The Women at Work Skillnet is funded by member

The CWU Group, pictured with the General Secretary at the Presentation Night, where participants received their Certificates.

Marian Mooney, Dublin Postal Drivers makes a speech about the training on the night.

21

Equality Update

Disability in the Workplace – What every Member needs to Know Carol Scheffer, National Officer, CWU The CWU has long been a supporter of the rights of people with disabilities in the workplace and in broader society. As part of that process we strive to ensure that our membership has an awareness of disability issues and how these issues apply in the workplace. Under employment equality legislation, discrimination is prohibited under nine distinct grounds, disability being one of these grounds. Therefore the Act provides considerable protection for those with disabilities against direct and indirect discrimination and victimisation. However it is important the members are aware of the definition of disability before the legislation can be applied.

Disability in Society The definition of disability is very broad and in many cases is not apparent in society as a whole. Disability is defined in the Disability Act 2005 as follows: “disability, in relation to a person, means a substantial restriction in the capacity of the person to carry on a profession, business or occupation in the State or to participate in social or cultural life in the state by reason of an enduring physical, sensory, mental health or intellectual impairment”. Therefore the Disability Act, 2005 establishes a statutory basis for access to public services and actions to support access to public buildings.

Disability in the Workplace In the workplace, disability is defined in the Employment Equality Acts 1998 and 2004 in the following terms: •

the total or partial absence of a person’s bodily or mental functions, including the absence of a part of a person’s body;

•

the presence in the body of organisms causing or likely to cause chronic disease or illness;

•

the malfunction, malformation or disfigurement of a part of a person’s body;

•

a condition or malfunction which results in the person learning differently from a person without the condition or malfunction,

or; •

a condition, illness or disease which affects a person’s thought processes, perception of reality, emotions or judgement which results in disturbed behaviour;

•

and shall be taken to include a disability which presently exists, or which previously existed but no longer exists, or which may exist in the future or which is imputed to a person.”

It is clear therefore from the above definition that disability covers not only those with a physical disability but also, chronic illnesses, mental illnesses, addictions etc. It is also important to be aware that the same disability can impact people in different ways and while some may need interventions in the workplace, others do not or do not need the intervention to the same degree. Therefore when becoming aware of disabilities in the workplace or in society it is clear that the “one size fits all” approach does not apply.

Why is Disability so important in the Workplace?

From the National Disability Survey, NDS, (October 2008), the CSO now estimates the prevalence of disability in Ireland to be approximately a fifth of the population. While employment is vital to economic independence, a large number are unemployed. It is therefore imperative that measures are in place to employ people with disabilities and provide assistance to those who acquire a disability during the course of their employment.

22

Equality Update What employers are obliged to do Employers are obliged to ensure that they provide reasonable accommodation for those with disabilities who are going through the recruitment process or who are in employment. Reasonable accommodation generally refers to adapting the employer’s place of business to the disability concerned. This may include the adaptation of premises and equipment, patterns of working time, distribution of tasks or the provision of training. However it does not include any treatment, facility or aid that the person might ordinarily or reasonably provide for him/herself. Overall reasonable accommodation refers to tools provided by the employer to enable employees with disabilities do their jobs in the same manner as the employer provides the means for all employees to accomplish their jobs, such as the provision of computers, safety gear, mobile phones, flexible leave arrangements etc.

What employers are NOT obliged to do Employers are not obliged to provide reasonable accommodation whereby its provision would be of a disproportionate burden to the employer. The “reasonableness” of the accommodation and the disproportionate burden may refer to the costs of the adaptation of premises, and the financial resources of the employer. However, in many cases the accommodation or adjustment is of a nominal cost and can be very simple to introduce. When providing reasonable accommodation, consultation with the individual is vital and employers should fully consult with the individual before, during and after the accommodation has been provided.

Activities of the Union around Disability Disability is a basic Trade Union issue and is a practical concern to all. The Union has included a module on disability awareness as part of our overall training programme and we welcome and encourage the participation of people with disabilities on the relevant training courses. The Union has also actively recruited several activists to complete the ICTU Disability Champions course, which to date is proving to be very successful.

Sources of Information In drafting this article, the Union sourced information from the Disability Champions Programme and the Workway project.

Workway is “an IBEC/ICTU initiative that aimed to promote the employment of people with disabilities. The project has produced a wide range of practical resources for use by employers, Trade Union representatives, people with disabilities and their co-workers. These included a website, directories of service providers, wallcharts, case studies on DVD, newsletters, a policy document, an employment preparation guideline, a training template and these guidelines”. Please see this information on www.workway.ie

The Union also recommends that members interested in disability issues visit the website of the National Disability Authority. www.nda.ie . The NDA describes themselves as “the lead state agency on disability issues, providing independent expert advice to Government on policy and practice”.

Disclaimer: This article is for information purposes only and does not serve as advice or a legal interpretation of any of the references Acts.

23

Out of crisis, fear and anger comes a plan

Workers outside Leinster House last month: there is anger those responsible for the banking crisis have not been made accountable, and at the unfairness that economic adjustment is being required from those who did not cause the crisis. Photograph: Eric Luke OPINION: Amid the mayhem and disillusion, Ictu’s social solidarity plan is the only formulation of an efficient way forward, writes DAVID BEGG .

ON SEPTEMBER 22nd, 2008, Lehman Brothers collapsed and with it fell the superstructure of the old world order. The liberal era ushered in with the deregulation of global capital markets in the 1970s is now over. There will be no return to business as usual, however long or short this recession may be. What will replace the old order remains unclear.

This global economic crisis is compounded in Ireland by the fact that we are facing five separate sub-

crises running concurrently: a banking crisis, a fiscal crisis, an economic crisis, a social crisis and a reputational crisis. The latter is the direct result of the actions of senior banking personnel, whose conduct has been well-documented.

The combination of these circumstances, and the inadequacy of the official response has generated both fear and anger in the population.

Fear arises from uncertainty about the future, about security of employment, pensions and the possibility of home repossessions.

Anger arises because those responsible for the banking crisis have not been made accountable.

There is anger too at the unfairness which imposes the burden of economic adjustment on those who had nothing to do with causing the crisis and who are often least able to bear it.

It is a rather ironic feature of the public discourse on this subject that those who are now most vocal in proposing solutions were formerly strong advocates of the “voodoo economics” that caused the crisis in the first instance. The principal orthodoxy embraced by this group is that the solution to our problem lies in a competitive devaluation of wages across the economy.

While the levy on public sector pensions is in part intended to plug the hole in the public finances caused by the loss of tax from the housing bubble, it is also intended to lead this devaluation in wages. The belief being that if the Government leads, the private sector will follow.

It is a co-ordinated strategy, as evidenced by the 10 per cent cut for the construction sector demanded by former PD minister Tom Parlon, the actions of the employers’ body Ibec and the arguments for a reduction in the minimum wage made by Minister for Health Mary Harney and Minister of State for Labour Affairs Billy Kelleher.

A competitive devaluation in wages is a proxy for currency

24

devaluation, to restore competitiveness lost through weakening of sterling and the dollar.

If it saved jobs, the Trade Union movement would have to consider it.

But there are two questions which proponents of the idea need to answer convincingly.

The first relates to efficacy. The depth of the recession is such that it is doubtful a devaluation of wages could increase exports. Germany engaged in an effective devaluation of wages over 10 years (by accepting pay increases lower than its neighbours). Exports increased but domestic demand plummeted.

Now Germany is losing exports again due to the weak global economy – gross domestic product (GDP) fell by 2.1 per cent in the last quarter of 2008. Given that Germany experienced no property bubble, this decline can reasonably be associated with exports. If Germany’s experience was to be repeated here, it is conceivable we would fail to increase exports while also reducing consumer demand.

The second question relates to the distributional settlement that would have to accompany a wage devaluation. Why would workers accept this if profits, prices, costs and personal debt remained untouched?

The proponents of this idea need to produce some convincing answers to these questions.

In the meantime, Ictu will continue to advocate for its 10-point plan for social solidarity. I note that it was attacked in this newspaper and elsewhere by Cathal O’Loughlin, a former assistant secretary in the Department of Finance and a gentleman who holds some doctrinaire, right-wing views. He either misunderstood or misinterpreted two key points: the first is that our campaign is not for the elimination of the pensions levy but rather for a fairer sharing of the burden of adjustment.

Second, he says that we don’t declare our hand on taxes. A cursory

glance at our newspaper ads would reveal we do identify the tax reforms we seek. Clearly, O’Loughlin is a believer in the old adage that if you don’t have an answer to an argument the best tactic is to set up a straw man.

The 10-point plan for social solidarity draws its inspiration from the Swedish budget consolidation, achieved after its 1994-1998 banking crisis. A critical aspect of the Swedish approach, as documented by one of its advisers, Jens Henriksson, was to put together a package of measures that applied fairly across society and was well-communicated to the public.

This is the approach Ictu advocates: we want to ensure that pain is shared and the burden of adjustment is not loaded on those least able to bear it. And we understand that there are two effective levers to make this happen: cutting expenditure and raising revenue, with some easing oil applied through borrowing.

Unfortunately, the Government seems obsessed with cuts and has ignored raising revenue.

The time has come to move beyond fear and anger and towards hope.

Ictu has offered the Government a three-year agreement based on our 10-point plan, a “special period” to get us back on our feet and help restore confidence.

We accept that our plan is neither perfect nor prescriptive. But has anyone else got a better idea?

David Begg is general secretary of the Irish Congress of Trade Unions.

He is also a governor of the Irish Times Trust, proprietor of The Irish Times

This article appears in the print edition of the Irish Times

Insurance Cover for Delivery Staff using Private Vehicles (An Post) An issue that comes up on a regular basis at Annual General Meetings as well as from members generally, is the issue of insurance cover and whether Postpersons are insured when using their private car in the course of a delivery. An Post has advised the CWU of the following: ➢ ➢ ➢ ➢ ➢

The Company has Commercial Motor Insurance in place This covers employees who use their cars while on delivery The cover applies only where the employee has prior written authorisation of the Company Where this authorisation has been obtained and a higher insurance premium is required the extra cost can be recouped from the Company In order to recoup the extra costs the relevant receipts must be produced

CWU Youth Committee Colleagues there has been a lot of activity surrounding the Youth Committee of the CWU in the past few months. While the number of people attending meetings needs to be increased it is fair to say that the group we have are in regular attendance proving to be dedicated and Keith Pollard resourceful.

President Uni World Youth Committee Since the last issue of Connect there have been meetings in Headquarters and high on the agenda has been ways of getting more young people active in the work of the Youth committee, their local branches and the work of the CWU as a whole. We are putting in place a training course aimed at encouraging more young people to participate on their local committees and in the CWU. Recently I attended a seminar hosted by the European Trade Union Confederation (ETUC ), based on the theme “Young people and Organising “. The core item on the agenda of this seminar was the publication of the results of a questionnaire carried out by the ETUC regarding Young workers and Union membership. This turned out to be a very insightful and informative piece of work and the results will be passed on to our organising department to assist them in their work of growing the Union membership.

The CWU Youth Committee were also highly involved in what turned out to be a huge show of solidarity against the Governments handling of the present financial crisis, in the recent demonstration organised by the ICTU. Our members acted as Stewards on the day and we also had members who marched under the ICTU youth committee banner and members who led the CWU group. Thanks to all who showed their support on the day.

Finally, I would like to take this opportunity, in what are uncertain and worrying times for every Irish worker, to encourage all young members of the CWU to get involved in the work of the CWU Youth Committee, their local Branch, and the work of the CWU as a whole. For any information about the Youth committee please don’t hesitate to contact me by mail at keith@cwu.ie or by phone on (01) 8663000.

Keith Pollard President Uni World Youth Committee 25

SIGN UP TO CWU WEBSITE Union Website — www.cwu.ie Have You Signed-up Yet? The World Wide Web is now the main source for up-to-date information in our society. With the ever increasing availability of broadband in Ireland, access to the web, and the ability to interact electronically with friends, family and business is now part of our daily lives and the demand for online information has never been greater. The CWU, as “The Communications Union” in Ireland is committed to ensuring that its members can have safe and trouble free access to all of its services and information whenever and wherever they choose.

We have a number of websites dedicated to serving the needs of our members in all sectors of the communications industry.

On our main web site www.cwu.ie members can access: • Latest News and Information • GS Circulars • Services • Forms and Brochures • Workers Rights Legislation • Agreements • Back issues of Connect Magazine

From the CWU website you can also access our Equality and Diversity website, which has a whole host of information with regard to: • • • •

Employment Equality Maternity, Adoptive, Parental Leave Bullying and Harassment Discrimination

You will also find a wide range of Explanatory Booklets and Frequently Asked Questions which can be downloaded in PDF format.

Much of the information is now available in the public section of the site. However, due to the sensitivity of some of the information as it relates to specific companies in which we are organised, it is necessary to restrict access exclusively to members.

Therefore all members are encouraged to register with the site to ensure they have full access to all of the information available. To do this just go to www.cwu.ie and click on the “register” button at the bottom of the main menu on the left hand side of the page. You will be asked to provide the following information: Your name, Union Branch, staff/personnel number and a valid email address. You will also be asked to provide a username and password of your choice, which you can then use to access the members’ area.

Get into print!

Anyone wishing to submit articles or photos to appear in the Connect journal, please, either email to:

imelda@cwu.ie or post to Imelda Wall

Communications Workers’ Union 575 North Circular Road, Dublin 1.

26

PENSIONS Foreword

payment of the benefits as provided for under the rules of the scheme as they become due; • to ensure that proper membership and financial records are kept.

• The Trustees are also required to register a new scheme with the Pensions Board and to provide the Board with such information as may be prescribed.

The following was prepared with the assistance of Mr. Joe Maher, former Deputy General Secretary of the CWU who was a Trustee of the An Post Pension and is currently a Trustee of the eircom Pension funds and hopefully it will give members some information in relation to the terminology used when discussing pensions.

Disclosure of information to fund members

Background Pension Act 1990

The following information should be made available to fund members:

The main purpose of the Pensions Act, 1990 is to establish standards for occupational pension schemes in a number of areas and to provide a regulatory framework for the future supervision of such schemes. The Act is also designed to implement the requirements of a European Union Directive of 1986 that provides for the implementation of the principle of equal treatment in occupational benefit schemes.

The Amendment Act 2002 made a number of changes to the 1990 Act including introduction of the Pensions Ombudsman and provision for the introduction of a new type of pension arrangement, the Personal Retirement Savings Account (PRSA).

• Annual Report which should contain the trustee’s report to the members, the annual audited accounts and auditors report and actuary’s statement.

• General information on the conditions of membership of the scheme, the calculation of contributions, details of the benefits and the address to which enquiries can be made.

• Many schemes now provide annual Benefit Statements to all their members as a matter of course. The statements may set out such information as the member’s current entitlements and their rights and options in relation to normal retirement, early retirement, leaving the employment, death before retiring and on the possible winding up of the scheme. The information should also relate to the treatment of a spouse and children after the death of the member.

Objectives of the Act • To provide for the establishment of the Pensions Board • To provide for the compulsory preservation of pension entitlements of members of occupational pension schemes who change employment and for the subsequent revaluation of such entitlements; • To introduce a minimum funding standard for certain funded schemes; • To provide for the disclosure of information to scheme members; • To clarify the duties and responsibilities of scheme trustees; • To implement the principle of equal treatment of men and women in occupational benefit schemes;

The Pensions Board The Board was first set up by the Minister of Social Welfare under the provisions of the 1990 Act. It comprises representatives of the Unions and employers as well as from pensions professionals (actuaries, accountants, pension lawyers, etc.) and the relevant Ministers (Finance and Social & Family Affairs). The 2002 Act provides for the addition of a consumer representative and a pensioner representative to the Board.

The two Trade Union representatives must include a representative of member-trustees and similarly, one of the two employer nominees must represent trustees. The Board has a term of office of five years. The main functions of the Board are – • to monitor and supervise the operation of the Pensions Acts and pension developments generally; • to issue guidelines on the duties and responsibilities of pension scheme trustees and codes of practice on specific aspects of their responsibilities; • to encourage the provision of appropriate training for

Pension Trustees Trustees of Pension Schemes have a duty to comply with the provisions of Section 59 of the Act of 1990. This lays down the duties of Trustees which are as follows:• to ensure, insofar as is reasonable, that the contributions payable by the employer and members of the scheme, where appropriate, are received; • to provide for the proper investment of the resources of the scheme in accordance with the rules of the scheme; • where appropriate, to make arrangements for the 27

trustees and to advise the Minister for Social and Family Affairs on standards for trustees; • to advise the Minister on the operation of the Pensions Act and on pension matters generally.

The funding standard and FRS17 rules can be complex and each scheme must get professional advice. The description of the different types of hybrid pension scheme design includes, in each case an outline of the likely treatment under the funding standard and FRS17.

Pensions Ombudsman

PRSAs

The Pensions Ombudsman investigates and decides complaints and disputes involving Occupational Pension schemes and Personal Retirement Savings Accounts. The Pensions Ombudsman is completely independent and impartial. The ruling of the Pensions Ombudsman is binding on all parties subject to the right of appeal to the High Court.

The service is free.

A PRSA is an investment vehicle used for long-term retirement provision by employees, self employed, homemakers, carers, unemployed, or any other category of person. It is a contract between an individual and an authorised PRSA provider in the form of an investment account. There are two types – a standard PRSA and a non standard PRSA. An employer is obliged to provide mandatory access to at least one Standard PRSA where the employer does not operate an occupational pension scheme; or the employer operates an occupational pension scheme for retirement of the employees but the eligibility for membership of the scheme for retirement benefits does not cover all employees e.g. employees have to wait more than six months from joining the Company to be included in the scheme for retirement benefits or scheme members are provided with death in service benefits only.

Definitions Defined Benefit Scheme Under a defined benefit scheme pension at retirement is calculated as a percentage of final salary multiplied by the number of years of service. The contribution rates made by the employer vary from time to time depending on the outcome of actuarial reviews. Employee rates if any are generally fixed.

In many Defined Benefit schemes the pension is either linked directly to wage/salary movements, or to cost-ofliving increases, so that the members’ standard of living can be wholly or partly maintained in retirement. These schemes, more of the financial ‘risk’ falls on the employer.

Approved Retirement Funds (ARFs) An Approved Retirement Fund (ARF) is a personal retirement fund where you can keep your money invested as a lump sum after retirement. You can draw down from it regularly to give yourself an income, on which you pay income tax. Any money left in the fund after your death can be left to your next of kin.

An ARF invests in various assets such as shares, property and cash so the growth of an ARF fund depends on the performance of the assets it is invested in. ARFs are designed to grow in value but your original investment is not guaranteed. ARFs are also subject to yearly management charges which can be taken from the fund and reduce the value

Defined Contribution Schemes This types of scheme involves a set level of contribution by the employer and the employee. Contributions are invested for each member and it is normal for investment options to be provided. The pension amount will be unknown until very close to retirement and will depend on the amount of contributions, the level of investment return and the cost of purchase.

In these schemes, where it is the contribution rather than the benefit that is defined, the ‘risk’ falls more on the employee.

FRS 17 Financial Reporting Standard 17 (FRS 17) is an accounting standard which demands that Companies show their pension liabilities in their annual accounts. The pension schemes liabilities are valued on a prescribed actuarial basis and then compared with the market value of the schemes assets. The resulting surplus or deficit is then added to the balance sheet.

Hybrid Schemes A hybrid pension scheme is one which is neither a full Defined Benefit nor a full Defined Contribution scheme, but has some of the characteristics of each. In hybrid schemes, the risk is shared between the employer and employees. As a result, hybrid schemes may be of interest where a Defined Contribution scheme is not considered suitable and a Defined Benefit scheme is not felt to be a feasible or affordable alternative.

In considering different pension scheme designs, an important issue for employers and trustees is how the new design will be effected by the funding standard and how the scheme will be shown in the employers annual accounts under the FRS17 rules.

Additional Voluntary Contributions (AVCs) In addition to any compulsory contributions which employees make additional voluntary contributions may be made by employees. AVCs are used to improve the benefits of members, over and above those provided by the scheme rules, but within Revenue limits.

AVCs can be used, within the limits imposed by the

28

Revenue Commissioners, to:-

An integrated scheme looks at the Old Age Contributory Pension as part of the total pension package promised to employees on retirement. One reason for this is that both employers and employees make substantial social insurance (PRSI) contributions and these, in turn, entitle scheme members to substantial Social Welfare benefits and this normally forms part of an employee’s pension.

The most common method of operating an integrated pension scheme is by “salary offset”. This means that the employer will regard the Social Welfare benefit as taking care of pension rights in relation to a particular part of salary.

Since this part of the member’s salary is being “pensioned” by the Social Welfare pension it is deducted from the member’s actual salary, to arrive at a figure for pensionable salary. The occupational (company) pension scheme then provides a pension based on the pensionable salary figure.

The two parts added together (ie the occupational (company) pension and the Social Welfare pension) then give the intended pension, based on the full salary.

• Increase basic pension or provide benefits based on nonpensionable pay.

• Increase tax free lump sum, if possible.

• Provide or increase dependants’ provisions on death in retirement.

• Provide or increase cost of living provision on all benefits.

• Increase death in service provision.

• Provide additional security for you and/or your dependants if you retire early.

Advantages of AVCs • Full and immediate relief from income tax, and from PRSI on contributions deducted at source.

• The fund in which the contributions are invested does not attract tax.

• AVCs give the member a facility to have some control over benefit levels, by choosing the pace of additional saving for retirement. The “mix” of benefits at the time of retirement (personal pension, dependants’ provisions, cost-of-living increases, etc.) can be adjusted to suit individual circumstances.

• Present legislation allows for the AVC fund to be paid as an additional tax-free lump sum on death.

Questions & Answers What Happens When A Worker Leaves The Employment?

Disadvantages of AVCs

The pension rights of members who leave before the normal retirement age must be preserved. Prior to the 2002 Act to be eligible for a preserved pension a member must have had at least 5 years reckonable service under the scheme but this has now being reduced to 2 years.

For the purpose of the Acts, employment will not have been terminated if the absence is temporary or where the worker returns to the employment within one month with a different employer who is already participating in, or decides to continue, the same scheme. The trustees of a scheme may decide a period of a different duration.

• Contributions are locked in and may emerge only as benefits on death, retirement or leaving service and the scope for cash refunds of contributions is extremely limited.

• Unlike life assurance policies, a voluntary contribution fund may not be assigned, charged or borrowed against and it is therefore outside the employee’s effective control until it emerges as benefits.

• AVCs are not short term savings. While it is possible for a member to stop contributing, no refund of contributions is possible, except in the limited circumstance of leaving employment before completing two years as a member of the scheme.

• If a refund of contribution is taken on leaving service, this would usually exclude the possibility of any other benefit from the company pension scheme.

What Happens If The Member Dies Before The Preserved Benefit Is Payable?

The rules of a scheme can provide for a proportion of the benefit to be paid to spouse and other dependents.

Retirement Annuity Contract (RACs)

Can The Preserved Benefit Be Transferred To A Scheme In A Different Employment?

A Retirement Annuity Contract “RAC” is the formal name for what is normally called a personal pension. An RAC is a particular type of insurance contract approved by the Revenue. An RAC is a defined contribution pension plan.

The value of the ultimate benefits payable from the contract depends on the level of contributions paid, the investment return achieved and the cost of buying the benefits.

Yes. Under the 1990 Act, members leaving the scheme before retiring, i.e. taking up employment in a different company may opt to transfer the payment to another scheme they are joining in the new company or to an approved insurance policy or contract.

The Act of 2002 provides some additional transfer options: to unfunded public sector schemes; to PRSAs, subject to Revenue conditions and to pension arrangements outside of the State, subject to regulations. While the Act provides for these possibilities, the actual right available to members will depend on the rules of the scheme.

Integrated Pensions An integrated scheme is one where the pension payable, or the design of the benefit promise made, takes into account the Old Age Contributory Pension (or other similar contributory benefits) payable by the State.

29

High-value export sector is central to future growth Proinnsias Breathnach

Wed, Jan 21, 2009

considerably across sectors, with some doing poorly (electronics), some just about holding their own (pharmaceuticals) and some doing reasonably well (food and beverages, perfumes and toiletries, and photographic and optical goods). This suggests that export performance is a matter of more than general wage costs.

Overall, productivity rose faster than wages in Irish industry over the last five years. Ireland’s main problem on the export front, apart from the emergence of China in electronics, has been the rise in value of the euro, which Ireland cannot control.

However, even this has not stifled the spectacular growth of Irish service exports, which are frequently overlooked in analyses of Ireland’s Trade competitiveness.

Service exports (financial services, software, administration, research and development) have grown more than fivefold over the last decade and now account for 45 per cent of total exports.

Ireland’s share of world exports of services (other than transport and tourism) has risen from two per cent in 2003 to almost five per cent in 2007 – a phenomenal proportion for a country of Ireland’s size. This is a labour-intensive sector in which wage costs clearly have not restricted export growth.

Ireland’s current economic problems are entirely attributable to the collapse of the construction bubble and difficulties in the financial system which are themselves strongly linked to this collapse. While the international recession may impact negatively on the export sector, attempts to counteract this through pay cuts are unlikely to have any effect.

Ireland’s future economic growth will depend on the attraction or internal development of high-productivity, knowledge-based, activities in services and advanced manufacturing. This has to be the prime focus of government policy, even through the current crisis.

On July 4th last, The Irish Times published an article by Paul Rellis, general manager of Microsoft Ireland and president of the American Chamber of Commerce in Ireland.

Accepting that Ireland is, and will remain, a high-cost economy, Rellis wrote that: “We need to add value faster than we add costs . . . faster productivity growth provides the clearest route to higher living standards in the future – the time is now appropriate to design and implement clear and co-ordinated policies that will quicken productivity growth in the years ahead.”

Such lucid advice offers a far superior signpost to where Ireland needs to go than misguided mantras emanating from the economics profession.

Proinnsias Breathnach is senior lecturer in economic geography at NUI Maynooth

OPINION: Government policy must focus on developing the service exports and advanced manufacturing sectors.

IN HIS analysis of Ireland’s current dire economic problems (Government must detail real plan to take us out of crisis – Opinion and Analysis, January 12th), John Fitzgerald of the Economic and Social Research Institute suggests that Ireland has two options for enhancing its competitiveness relative to our trading partners – a pay freeze or a reduction in nominal wages.

There is, of course, a third option, which is to increase productivity in Ireland’s export sectors relative to our competitors.

Placing the emphasis on pay reductions as a key to export competitiveness, which is the standard formula among Irish economists, is wrong-headed for three reasons.

Firstly, a policy of pursuing competitiveness through wage reductions inevitably means low living standards.

Those who advocate such a policy never explain why the most competitive economies in the world are the ones with the highest pay levels and living standards. This is because their high productivity more than compensates for their high wage costs. This is the road Ireland must pursue.

Secondly, even if Ireland were to attempt a policy of competing through lower wages, it simply wouldn’t work.

The recent decline in Ireland’s industrial exports has been mainly concentrated in the electronics sector.

This is largely due to the emergence of China as a major low-cost producer in this sector. China’s share of world exports of office and telecommunications equipment doubled to 23 per cent in the five years up to 2007.

There is no way Ireland can compete with Chinese wage rates (or east European rates, for that matter) – it is time to move on.

Thirdly, modest wage reductions of the kind proposed by John Fitzgerald would have little impact on the cost structure of export industries, simply because wages are not a substantial proportion of this cost structure in the first place.

According to Forfás data, payroll costs accounted for just 11 per cent of the total costs of foreign manufacturing firms (which produce over 90 per cent of industrial exports) in 2007.

The reduction of five per cent in nominal wage costs proposed by Fitzgerald, which he suggests would “greatly benefit” firms in the export sector, would in fact only reduce their total costs by about half of one per cent.

Nor would a general reduction in costs elsewhere in the economy matter much to the export sector, since foreign manufacturing firms only source 16 per cent of their requirements of materials and services within Ireland.

In any case, the commonly-held idea that Ireland has experienced a general loss of export competitiveness across the board does not stand up to scrutiny.

In manufacturing, export performance has varied

© 2009 The Irish Times 30

CWU Development Fund Donation of €10,000.00 was made to the Gaza Medical Aid The Gaza Strip is home to 1.5 million people; it’s about a third of the size of Co Louth and is not part of any internationally recognised sovereign state. Because of the ongoing conflict in the Region the situation is desperate with hospitals running out of all types of medicine, the economy has been paralysed, there are severe shortages of consumer goods, electricity is sporadic, water supplies are scarce and a sewage crisis has spread disease.

Congress is working with others in the Trade Union Photograph l to r: Monica Hempenstall, Financial movement to fundraise for medical aid for Gaza. Artist Officer, Finance Committee Martina O’Connell, Ray Robert Ballagh as part of his passionate commitment to the Lawlor (Chairperson) Damien Tuohy, Mick Smith, justice of the Palestinian cause has designed this Limited Ann Casey, (ICTU) Pascal Connolly, Gerry Cuirc, Edition print (300) to raise much needed funds for medical (Vice President), Charlie Kelly (President). aid to Gaza. The CWU has bought the first print making a significant contribution to securing medical aid for the people of Gaza. The cheque was presented to the Irish Congress of Trade Unions by the Finance committee and the print will now be hung in our Union head office.

Grateful appreciation was expressed to all members contributing to this very worthwhile fund.

Donation of €10,210.00 was made to the Tanzanian Appeal, An Post Thurles Sponsorship towards an education programme for students to enable them to attend college for a three year term, also financial support for the Tanzania Mission Project run by the Pallottine Fathers in Dublin and Thurles for the completion of a Church in Sasa’s place. This area is called Mwikantsi and it is part of Eastern zone of Gallapo Parish Deep gratitude was expressed to all the CWU members for their generous donation.

(See photo on page 33)

CWU granted a donation of €10,000.00 to the ICTU Cuba Appeal 2008 Hurricane Season has caused severe damage in Cuba.

The Cuban authorities evacuated more than 2.5 million people, almost a quarter of the population from the dangerous hurricanes. Half a million houses were destroyed, major factories, schools, telecommunications, hospitals, government buildings and farms have been severely damaged. The agriculture production is lost. Cuba needs international solidarity to overcome this crisis. The Executive Council of Congress has decided to start an All Ireland Trade Union fundraising to support the Cuban People’s efforts to rebuild their country. Cuba needs international solidarity to overcome this crisis. The four hurricanes that hit Cuba in just three weeks are the worst natural disasters for this island since 1963.

The monies received will be used for reconstructions of homes, schools, and hospital On behalf of the CWU members paying into the Fund grateful appreciation was expressed to you all from the ICTU Cuba Appeal.

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CWU Development Fund A donation of €30,000.00 was presented to A-Z Children’s Charity, Uganda A – Z Children’s Charity have put forward a proposal for the construction of a Paediatric HIV Clinic, which will enable thousands of children living below the poverty line access to lifesaving health care and medication free-of-charge. The cost of the paediatric centre construction is €304,000.00.

In the first year A-Z will be treating 15,000 children against killer diseases, including malaria, pneumonia and diarrhoeal-related conditions. In the second year, A-Z will start treating approximately 400 HIV infected children per month, plus 15,000 other children, as per “year one” targets. A-Z Children’s charity intends this to be a “best practice” centre, one where all children have the right to access a good standard of health care.

Last year the CWU members’ donation of €3000.00 contributed towards the purchase of an ambulance, which enables A-Z Children’s Charity to transport the HIV infected children on their Children’s HIV Community Programme to the clinic. Grateful appreciation was again expressed to all the CWU members contributing into this Fund.

Left to right: Brian Iredale, Managing Director A-Z Childrens Charity, Uganda, Damien Tuohy, CWU Finance, Sylvia Katete Gavigan, Honorary Consul, Uganda, Lorna Coleman, Deputy Honorary Consul Uganda, Minister Pat Carey, Government Chief Whip, Minister of State of the Department of the Taoiseach, Charlie Kelly, President CWU, Monica Hempenstall, Financial Officer, Stephen Fitzpatrick, General Secretary of the CWU.

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CWU Intellectual Disability Fund

A donation of â‚Ź40,000.00 was made to this project on behalf of the CWU Members.

SISTERS OF LA SAGESS SERVICES, CREGG HOUSE, SLIGO

Community and providing domestic style housing, represent the hallmark of their service operating The Daughters of Wisdom have recently vacated and donated two large spacious bungalows located at the gateway to Cregg as residential homes for service uses.

Each bungalow contains six individual bedrooms together with large living, dining and kitchen space. These bungalows will provide single bedrooms for 10 service users, 5 in each house without your financial support this work not be achievable. It is important to express to all the CWU Members paying into this Fund the good work they are doing throughout Ireland for the Intellectual Disability. Well done.

This service opened in 1955 to respond to the urgent and unmet need for a residential accommodation for individuals with an intellectual disability in the West and North West.

Cregg House provides respite, day and residential services to 230 individuals presenting with a moderate to profound intellectual disability. The CWU members contribution to the Fund will help them achieve their mission to provide a person centred service in a home like environment, to offer choice and to maximise the ability and independence of each person they support. Connecting the integrating with the

Photograph l to r: Helen Kilfeather (Staff, Sligo) John Quinn (eircom) Mary McCarthy (Unit Manager, Sligo) Mary Kinsella, (Service User, Sligo) Monica Hempenstall(Financial Officer) Breedge Daly, (Service user, Sligo), Sean Finn (Service User, Sligo) Damien Tuohy, (An Post, Sligo), Ann Teresa Sweeney (Service User, Sligo) Sarah Ferry, (Unit Staff, Sligo), Charlie Kelly,(President), Patrick Lee (Financial Controller, Sligo) Brian Conlon (An Post, Sligo) Tony Scallan (Director of Psychology, Aisling Burke, Speech & Language Therapist, Sligo.

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CWU Intellectual Disability Housing Fund A Donation of €40,000.00 was made to this Project on behalf of the CWU Members.

CoAction is the HSE designated service provider for intellectual disability services for children and adults in West Cork. There goal is to support service users to develop their full range of talents, to achieve maximum independence to develop and maintain close links with families, friends and community.

An Application was received seeking sponsorship towards their Children’s Respite House, Dunmanway in Cork which provides weekend respite for children with intellectual disability. The project will enhance the quality of respite services within their community. Deepest expression of gratitude was expressed to all the CWU members contributing into this fund which helps to provide financial support to these projects for the Intellectual Disability throughout Ireland.

Co Action West Cork CoAction West Cork was formed originally in 1982 by a group of parents and friends of people with an intellectual disability who were no longer prepared to accept the situation whereby their children were required to travel 60 miles to Cork for a service, hence the CoAction motto “a local service for local needs” for many years the services provided by the organization were funded by local fundraising, eventually HSE Funding was accessed and now

Photograph L to R: Irene Kinston,(Assistance Treasurer Dunmanway Branch), Liz Pastterson, (Secretary, Dunmanway), Fiona Barrett, (An Post, Bandon), Reggie Chambers, (Chairman CoAction, Cork), Gerry Cuirc, (eircom, (Vice President), Monica Hempenstall, (Financial Officer), Mary O’Donovan, (Financial Controller), Morris Walsh, (CEO Co Action, Cork).

Photograph l to r: Michael Harty, Andy Cummins (An Post Thurles) Phyllis Connolly, Manager of Thurles Postal, Monica Hempenstall, Financial Officer, Deputy Michael Lowry, P J Fogarty (An Post Nenagh), Pat McGrath, Father Martin Maranda and Father Phil Barry.

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ORPHANS’ PENSIONS SCHEME

Dear Colleague, In January 2007, all members were notified by GS Circular of the decision by the National Executive Council that the CWU Orphans’ Pension Scheme would be an inclusive benefit for members, as opposed to the then standalone scheme, which had to be paid for as an add-on in respect of each qualifying child.

It was agreed at that time that payments, in the form of a weekly pension of €20.00 in respect of each eligible child, would be made from the central fund, in the event of a member’s death. In making that decision, the Executive was conscious of the fact that the funding of the scheme would have to be closely monitored, with regular insurance actuarial reports. To that end, I requested that all members fill in the simple form supplied, in order to ensure that their children were covered in case of their unfortunate death and also to ensure adequate funding of the scheme. While most members have co-operated with the Union on this matter, many did not. In recent, times a number of members have died without having enrolled their children in the scheme and as a result of their failure to fill in that form, those children were not covered by the Orphans’ Pension Scheme.

At its September meeting, the National Executive Council decided, on an exceptional basis, to include those children on the understanding that I would re-advertise the scheme to all branches and that we would carry membership forms in the next Union Connect magazine. I have attached, for your information, a copy of the form. Further copies of this form are also available to download from the Union website: www.cwu.ie.

I would urge all members with children of the qualifying age, who have not yet enrolled them in the scheme, to fill in and return the form immediately, as this scheme is one which will be of huge benefit to your family in the event of a your untimely death.

Yours fraternally,

______________________ Steve Fitzpatrick General Secretary.

C.W.U. ORPHANS’ PENSIONS SCHEME To the General Secretary, Communications Workers’ Union Having provided the required details below, I wish to apply for membership of the Communications Workers’ Union – Orphans’ Pension Scheme in respect of each of my children named below (being children under the age of 18 years) I have read and agree to be bound by the “Orphans Pension Scheme Rules”. I also accept that members of the Scheme shall be at the sole discretion of the National Executive Council of the Union as provided for by the “Orphans Pension Scheme Rules”.

DATE OF BIRTH

FULL NAMES OF CHILD

DATE OF BIRTH

________________________________

FULL NAMES OF CHILD

_____________________

_______________________________

___________________

________________________________

_____________________

_______________________________

___________________

________________________________

_____________________

_______________________________

___________________

________________________________

_____________________

_______________________________

___________________

My full name is: __________________________________________________________________ (BLOCK CAPITALS)

Home Address: ______________________________________________________________________________________________________________________________ (BLOCK CAPITALS)

My email address is: ________________________________________________________________________________________________________________________ (CONFIRMATION OF INCLUSION IN THE SCHEME WILL BE PROVED BY EMAIL)

Contact telephone number: _______________________________________ (MOBILE)

___________________________________

__________________________________

(HOME)

(WORK)

I am currently employed by _________________________________________ My current place of employment is _____________________________________ (NAME OF EMPLOYER/COMPANY)

My current grade is: __________________________________

(OFFICE/LOCATION)

My date of birth is ______/_______/_______

I have been with my current employer since _______/_______/_______

My staff/employee number is: ___________________________________________ (CAN BE FOUND ON PAYSLIP)

My Union Branch is: _______________________________________________________________________________________________________________________ I have read and agreed to be bound by the Rules of the Scheme Signed: ________________________________________

Dated: _______/_______/_______

CWU People

Pictured L to R: John Halton (Branch Chairperson DPAB), Bernard Dunne (Irish Professional Boxer), Syl Curran (Branch Secretary DPAB), Ernest Hall (Branch Treasurer DPAB).

DUBLIN POSTAL AMALGAMATED BRANCH ANNUAL “MAKE A WISH IRELAND” CHARITY NIGHT The Dublin Postal Amalgamated Branch’s annual charity night in aid of “Make A Wish Ireland” took place in the Waterside public house, Clondalkin, on Friday 21st November 2008 and the magnificent amount of €7,680.59 was raised. A wonderful night was had by all who attended and that was in no small way attributable to the management and staff of the Waterside and also the wonderful entertainment provided on the night by the very popular “Beer Mats”. Thanks must also go to those who sponsored prizes for the raffle and items for the auction on the night, such as Robbie Keane, who kindly donated a signed jersey for the auction and which raised €300 on the night. Also there was the generous donation from local resident Mr. Karl McGrath who donated a Celtic football jersey which was signed by the last triple winning Celtic team to be managed by the late Tommy Burns. This raised a superb €750. Another note of special thanks must also go to Irish professional boxer “BERNARD DUNNE” who kindly gave of his time to attend on the night and signed autographs and took pictures with all who wanted. It must be said that Bernard proved to be a true gentleman. The Branch would also like to recognise the wonderful gesture on Bernard’s part of nominating “Make A Wish Ireland” as his chosen charity when he appeared on the RTE/National Lottery charity “Winning Streak” on New Years Eve last. Bernard agreed to do this after talking with the Officers of the Dublin Postal Amalgamated Branch on the night of their event. Bernard managed to win the fantastic amount of €23,800. Last but not least thanks to all who sold sponsorship cards and helped out on the night. They can rest assured that their hard work will go a long way to making sure that some young child with a serious illness will have a wish come true!

Pictured Right: Irish Professional Boxer, Bernard Dunne appearing on RTE/National Lottery “Winning Streak” on last New Years Eve. 36

CWU People A Tribute to Brid O’Riordan from the Tralee Senior Telephonist’s Branch new concept which was being introduced at that time moving away from the traditional Industrial Relations. Very soon it became most enjoyable and challenging to work to represent all the members”.

She felt she had been more than lucky to make a contribution to the Union and stressed that she had “excellent support from my very good friends, and family who endorsed my commitment, interest and involvement”.

In addition to representing members at local level and National Partnership she played a major part in organising the Union National Conferences which were held in Tralee several times as well attending conference on 14 occasions.

“It was serious business in the earlier days but there was a valuable social side to it”, which she says allowed members to mingle and debate the issues on board and in doing so she has a treasure store of memories, photographs,

Terry Delany, Brid O’Riordan and Ray Lawlor.

The Tralee Senior Telephonist’s would like to pay tribute to Brid O’Riordan who availed of voluntary early retirement recently. Voluntary Retirement became the order of the day this past year for Eircom and in particular for Operator Services where we lost huge numbers. As a result, the Communication Workers’ Union has lost many outstanding volunteers in recent years. For us in Tralee we lost a true friend and colleague and an ambassador for any Union when Brid decided to exit Eircom recently.

Brid joined the Department of Post and Telegraphs in 1980 when Albert Reynolds recruited many into the communication industry - it had a waiting list of more than 3 years to have a phone installed at that time. She worked in Cahirciveen and Killorglin in a manual exchange before moving to Tralee in 1984. All the sub-offices at this time were being automated and staff had no choice but to move or avail of a package.

Brid became involved in the CWU in 1993 as a committee member where she served as treasurer, chairperson and Branch Secretary. A post she held for the last seven years prior to her departure. She has told us that “Taking over the Branch in 1991 was rather daunting as Partnership, was the

Presentation made to Brid. memorabilia and friendships which she values and hopes to retain.

Brid would like to thank all her colleagues and friends in Eircom - with sincere thanks in particular to the Senior Telephonist’s who organised a function recently and made a special presentation to her which was most appreciated. She would like to extend a special word of thanks to Terry Delany and Ray Lawlor of whom she said, “showed her courtesy, support, kindness and help through good and difficult times, along with hammering out the best possible deals - with Operator Services at the heart of their priorities”.

In concluding the Tralee Senior Telephonist’s would like to thank Brid sincerely for her friendship and support through the years. We wish her and her husband John many years of health and happiness in the future.

Brid with her colleagues in Wesleyville, Tralee.

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CWU People

Tom Murphy R.I.P.

An Appreciation There was great shock and sadness at the news of the sudden death in September of our friend and colleague Tom Murphy.

A proud native of Kilnamartyra in the Muskerry Gaeltacht in west Cork and affectionately known to his colleagues as T C or Big Tom. He died on 27th September 2008.

Tom joined the Post Office (then the Dept Of P&T) as a Postman in February 1970 and served in the Ballincollig area, being the only Postman on Foot /Cycle at the time in the area, as it is now a satellite town with up to 20 delivery Postpersons.

In March 1974 he became a Post Office Clerk and served in Waterford, Cobh and eventually returning to Cork in April 1976. He worked all the clerical duties in the Sorting Office and G P O and in October 2001 was appointed to the Operations Section of the Area Office Retail.

Tom was a thorough gentleman and possessed a courteous and an unassuming nature with never a cross word with anyone.

He was also noted as a keen and conscientious worker, who took great pride in his work. Even over 35 years after last delivering a letter in Ballincollig, he was still known to many as “Tom the Post” and diligent in all aspects of his duties.

Tom always had an interest in Union affairs, rarely missing a meeting and contributed in a constructive manner. At this year’s Branch A.G.M. he was elected a committee member and took his responsibilities in this position very seriously. He was also to the fore in attending all social functions to mark Retirements, Promotions, Transfers etc, his presence being made known by his infectious laugh and good humour. On occasions like these he was always prone to break into a verse of his favourite songs - The Kilnamartyra Exile or The Bold Thady Quill, the former fittingly being sung as his remains were carried from Ballincollig church.

Apart from his family, Tom’s other love and passion was the G.A.A. He proudly donned the jersey of both his native Kilnamartyra and adopted Ballincollig (who provided a Guard of Honour at his funeral) and was a stalwart member of the Post Office Football Team in the late seventies. Having finished his playing career, there was seldom a weekend that Tom would not have attended a G.A.A. game in either football or hurling.

He was also a very committed, enthusiastic fundraiser and organizer for the Ballincollig Club and up to recently represented the Kilnamartyra Club as delegate to the County Board.

A native Irish speaker, he was always happy to converse “ás Gaeilge” with other language enthusiasts.

To his wife Sheila, sons Sean and Donal (a committee member of the Cork Mails Centre Branch), his daughter-in-law Maria, grandchildren Kate, Daniel and Aoife, his sister Eileen and brother Donal, as well as his extended family and friends, we offer our sincere and heartfelt sympathy.

Tom was one of nature’s true gentlemen!

May he Rest in Peace Ar Dheis Dé Go Raibh A Anam Dilis Cork Clerks Branch 38

CWU People

Dublin Drivers

A function was held in the Teachers Club for the retired colleagues of the Dublin Postal Drivers Branch.

Pictured l to r: Tony Grogan (assistant Secretary), Steve Branigan (Chairman) Dermot Owens, Davy Bryan, Denis Daly, Mick Martin, Maurice Cassidy (Branch Secretary) and Derek Kavanagh (Treasurer).

Dundalk The Dundalk postal branch wished Sean Cranny a very happy and enjoyable retirement after 27 years at a function held in Sextons Bar and Restaurant. It was a measure of the man to see one of the biggest turnouts at a retirement part ever held by the Dundalk Branch. Dermot Ahern Minister for Justice who is a good friend of Sean’s and his family also attended on the night. With Sean’s love of DIY and his local gaa club the Geraldines, where he has been involved over the last forty years, he should have enough to keep him busy in his retirement.

Top Photo: Pictured l to r: Anthony McCrave (Branch Secretary) Sean Cranny retired postman Caoimhne O’Callaghan (Branch Chairman).

Photo on left: Pictured l to r: Dermot Ahern (Minister for Justice) Aedamar Cranny (Sean’s wife) and Sean Cranny (retired postman) 39

CWU People

Seán Russell, Postman with 49 Years’ Service, Retires Seán Russell from Thurles in Tipperary retired from the Post Office in December 2008 after 49 years service. Seán began as a junior post person in the Post Office in 1959 and worked on the mail car service before being a postman. Seán has been a member of the Communications Workers’ Union and served as an officer on the local Committee as well as attending many conferences in the 70s and 80s. His colleagues say Seán was a devoted Union man and was a great advertisement for An Post as an employee

Pictured l to r: Michael Collins (Operations Manager), Seán Russell, Tom Gleeson (Branch Manager) and Phyllis Connolly (DSM).

Joe Lacken, eircom Ballina, Retires

P.J.Reilly team leader presenting Joe Lacken Ballina with a gift voucher on his retirement after 37 years’ service with eircom.

Back row l to r: John McGinley, Brendan Coffey, Ian Stewart, Danny Nelis, Pat Molloy, Enda Halloran, Greg McCaffery,.

Front row l to r. Sean Gillespie, Michael Flynn, Joe Lacken, P.J. Reilly TTL, Cathal Costello.

Congratulations to Joe Lackin, Ballina, who retired after 37 years’ service with eircom. Joe, who was a member of the NDID team in Sligo, was presented with a gift voucher by team leader, P. J. Reilly.

Everyone wishes Joe all the best in the future.

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CWU People

eircom Mullingar

Marie O’Hara

Marie O’Hara served as Branch Secretary in Mullingar for seven years. During that time she proved to be a most able, hardworking and personable colleague.

Through Partnership she negotiated many of the Eircom Restructuring changes. She was very knowledgeable on all aspects of workers rights and the workings of the C.W.U. Through her years Marie organised many charitable functions and raffles, especially the Neil Melon fundraising which she contributed one of her own works of Art. Indeed without asking she contributed one of her lovely paintings to the event again this year.

Despite her busy life she was always very approachable and popular with her colleagues and indeed she had almost a light-hearted approach to her position which made her a friend to all. Marie took Voluntary Leave in March 2008 and retired from the Communications Workers’ Union.

We wish her good health, happiness and every enjoyment in her retirement.

Pictured l to r: Janet McCormack, acting Line Manager at the time) with Marie.

Message from Team Leader Winner in Meteor Hi All As you probably all know now, I won the Prestigious Award for the Team Leader of the Year, in the Call Centre Management Awards.

I just want to say a huge thank you to the Comets, who were my team at the time I was nominated for this award by Meteor Management. I would not have achieved this award without the hard work and commitment of the Comets, their excellent call stats and constant high quality of calls. I take my hat off to all of you.

So here’s sending a huge thank you to each of you with a big hug from me.

YOUR AWARD WINNING TEAM LEADER!!!!!

Maria O’Donoghue

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CWU People

Thomas Hannon, co-opted to Limerick County Council Labour Party activist and secretary of Limerick clerical and admin branch of the CWU Tomas Hannon, has been co-opted to Limerick County Council for the Bruff Electoral area. He replaced Deirdre Ní Chinneide who resigned for personal reasons.

Tomas, is a life long member of the Labour Party and was director of elections in 2004 for Deirdre Nî Chinneide when the Labour Party made history by taking a seat for the first time in the Bruff Electoral area. During his time in the Party he has played a central role in the electoral careers of the late Jim Kemmy T.D. and Jan O’Sullivan T.D..

Following the boundary revision the party has selected Tomas as their candidate in the newly named Adare Electoral Area for next June’s Local Elections.

Alan Kent Retires Submitted by Anthony McCrave Alan Kent retired on 6th March last after 27 years service with the Post Office. Alan was a Postman based in Carrickmacross and the local CWU Rep who also served on the Dundalk Branch Committee up to his retirement.

Pictured receiving the Union Scroll following the recent AGM of the Dundalk Branch, L – R John Tansey NEC, Alan Kent & Anthony McCrave Branch Secretary.

Retirement function, Cork Mails Centre Branch Submitted by John Hickey, Branch Secretary, CMC. A great night was enjoyed by all the members retiring and their families and friends, who attended a retirement function of the Cork Mails Centre branch on 22nd November at the Market Tavern, Cork.

Jerry Browne, who is a past President of the Union, spoke on behalf of the other retirees and gave a brief speech on how much working in An Post in Cork and how being involved in the CWU meant to him and the others.

It was especially great to have Steve Fitzpatrick, General Secretary, CWU, and Charlie O’Neill in attendance, joining in with the celebration on the night.

Pictured l to r: Jerry Browne, Hughie O’Connor, Mick Keating and the GS Steve Fitzpatrick.

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CWU People

Ballinasloe Post Office An Post Ballinasloe branch of the Communication Workers Union and the An Post Social club Ballinasloe held a retirement function in the Carlton Shearwater Hotel to honour their colleagues who have retired from Ballinasloe postal district over the past few years. The thirteen men that retired had given An Post a total of over 400 years service collectively. Their job spectrum ranged from Postmen to Counter Clerks and an IT consultant. Andrew Naughton was promoted to the Athlone Mail Centre and he was also honoured on the Night. Presentations were made to them from the Ballinasloe Branch of the Communications Workers Union, and the Ballinasloe Branch An Post Social Club. There were presentations also from the company. Their Union scrolls were presented to them

by President of the Communications Workers Union Mr Charlie Kelly. M.C on the night was Mr Damien Touhy C.W.U. representative on the National Council., Damien previously worked in Ballinasloe and was able to tell many a tale about his former colleagues. A great social evening was had by all, and colleagues past and present reminisced about times gone by. Music was by the Double Deckers.

Anthony Brennan, Ballinasloe, makes a presentation to Charlie Kelly.

Back Row l to r: Micheal Gordon, Des Doherty, Oliver Gibbons, Kevin Hyland, Liam Kelly, Tom Cullinane and Kevin Hyland.

Frond Row l to r: Anthony Naughton, Seamus Dilleen, Christy Kelly, Matt Brennan, Micheal Kelly, Pat Dolan and Des Madden.

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CWU People

Pictured l to r: Damien Tuohy, N.E., Oliver Gibbons, Dan Spain, Gerry Cummy, Matt Brennan and Tom Buckley (Branch Manager, Ballinasloe).

Back Row l to r: Pat Compton, Anthony Brennan, John Tansey N.E., Damien Tuohy, N.E., Mike Grenham and Noel Frehill.

Front Row l to r: Celcius Sheridan, John Kellegher, A.H.C.P.S., Charlie Kelly (President), Martina Cregg (Branch Secretary, Ballinasloe) and Dolores Kelly (Treasurer, Ballinasloe) 44

CWU People

Peter Donohoe, Dublin No 1 Branch, Retires Peter, who worked with Eircom Business Systems (EBS) for many years, was given a great send off by the staff at a function held in his honour at the Boars Head pub Dublin.

To Peter and his family, the CWU join with his many friends and colleagues in wishing him a long and happy retirement.

Tony Higgins, (Dublin No 1 Branch Committee) congratulates Peter Donohoe on the occasion of his retirement from eircom after forty two years’ service.

Fionnuala Ní Bhrógáin joins the CWU Fionnuala Ní Bhrógáin has worked in the Repair Service Centre in eircom since joining the company in 1999 at the age of 19. She became a member of the CWU on joining eircom. Fionnuala became the Shop Steward for the Dublin Repair Service in 2005 and was elected to the Committee of the Dublin no. 1 Branch soon after. As a member of the Repair Service Partnership Group she has enjoyed the opportunity to represent members in an area which has to adapt constantly to new developments in technology. Fionnuala is greatly looking forward to helping the CWU achieve its goals in the future.

Gerard (Rocky) O’Rourke joins the CWU Gerard (Rocky) O’Rourke joins the CWU from An Post where he has worked as a clerk at the G. P. O. Dublin for the past twenty years. He has been an active member of the Dublin Postal Clerks Branch and has served on the committee for a number of years at various levels including Branch Treasurer and Branch Secretary. Gerard has recently successfully completed the Certificate in Trade Union studies at the National College of Ireland and currently he is attending UCD where he is studying business. Gerard is married and has two children and one grandchild.

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46

Call for CWU Members to consider becoming Platelet Donors

A regular donor relaxing during his platelet donation at the National Blood Centre, St. James’s Hospital, Dublin 8.

The Irish Blood Transfusion Service is calling on CWU members to consider becoming platelet donors. Most people are familiar with the process of blood donation, but less are aware of platelet donation.

Platelets are small cells, present in the blood of all healthy people and essential for clotting. Over 20,000 units of platelets are required for Irish hospitals every year. It is estimated that 90% of platelets are needed for patients undergoing treatment for cancer, but they may also be needed for patients who have been in serious accidents, had major surgeries and sometimes for new born babies.

At present, just over 2,000 people donate platelets in Ireland and the Irish Blood Transfusion Service is looking for more

people to come forward. Demand for platelets has grown dramatically over the past few years, mainly due to the increased incidence of cancer in Ireland.

Platelet donation is a different type of donation to a regular blood donation. The donor gives their platelets, but keeps their red cells and their plasma. As platelets renew themselves within a few days, it is possible for donors to give platelets once every four weeks. Outside the body, platelets have a shelf-life of just 5-7 days, so maintaining a constant supply is of the utmost importance. Donations take place at the National Blood Centre in the grounds of St. James’s Hospital, Dublin 8 and the Munster Regional Transfusion Centre in the grounds of St. Finbarr’s Hospital, Cork.

Several CWU members are already platelet donors, including Dunshaughlin based An-Post worker, Joe Lawless. Joe has been donating blood and platelets for seven years now and has given 23 units. He is a regular platelet donor at the National Blood Centre in Dublin. Joe is a special donor, donating for new born babies who are born with a low platelet count.

“Demand for platelets in Ireland has increased by 50% over the past five years largely because of the number of new cancer cases, and this demand is going to increase steadily” says Dr.William Murphy, National Medical Director of the Irish Blood Transfusion Service. “Committed donors like Joe Lawless are essential to the supply of blood and platelets in Ireland.”

For those who are interested in becoming platelet donors, more information can be found by visiting www.giveblood.ie/platelets, by texting “platelet” to 53377, or by calling 01 432 2833.

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Books reviewed by Adrienne Power

A DARKNESS MORE THAN NIGHT by Michael Connolly Published by Orion Price €7.53 approx from The Book Depository (www.bookdepository.co.uk).

A brilliant, powerful, suspenseful thriller that brings together Michael Connolly’s two fictional heroes Terry McCaleb, a retired FBI profiler, is asked to leave his quiet life to review a Murder Case File as a favour to the local Sheriff’s detective, that he might have some insights into the case, as the detectives are baffled. Terry has his own problems. He has a new donor heart and a young family to care for and a boat business to run. But the case intrigues him. He contacts his old friend in Los Angeles, Detective Harry Bosch to find out about the victim. An owl has been found at the scene of the crime. Terry finds out that the Owl is a signature symbol used by the artist Bosch and has the religious connotation to God and Judgement. So what is the connection between the Artist Bosch, his friend Detective Bosch, the plastic owl that witnessed the crime and the sadistic murderer?

BLOOD ON THE STREETS by Paul O’Brien Published by Orion Books (Price €14.95 Dunnes Stores)

Educational & Insightful!

This story takes place over three days and centres on the battle of Mount Street Bridge which happened during the 1916 Rising.

History comes to life within the pages of this book.

Eoin MacNeill, the Leader of the Volunteers, decided not to go ahead with the Rebellion, but a secret Military Council comprising of Patrick Pearse, Eamonn Ceannt and Joseph Plunkett and later on Tom Clarke, Sean McDermott and James Connolly decided to go ahead with the uprising without informing MacNeill. MacNeill decided to cancel all manoeuvres for Easter Sunday once he heard the ship; the “Aud” was scuttled by its Captain after being intercepted by the British Navy. The “Aud” had been carrying arms and ammunition from Germany for the Volunteers.

MacNeill sent around orders to cancel by word of mouth and by placing a notice in the Sunday Independent to that effect.

But all over the country different groups turned up to their assigned locations to await orders. But when the orders didn’t come a lot left their posts. However, the battle of Mount Street Bridge went ahead.

The beginning of the story focuses on Michael Malone, a 28 yr old carpenter by Trade who set up position at 25 Northumberland Road, an ordinary man facing insurmountable odds but willing to fight for what he believed in.

I was amazed at how the volunteers held back trained British soldiers and even machine gun fire. There is a fantastic scene were the machine gun is literally tearing the house apart and playing a tune on the piano.

I could not get over the courage of the two nurses from Patrick Duns Hospital who went ahead of the others and ran into the firing line to help the wounded.

It was interesting to see things from the other side, how young the British Soldiers were and the fact that they thought they were on their way to France and they ended up fighting in Dublin.

After a single day’s fighting 4 British Officers were dead, 14 wounded and 216 killed and wounded of other ranks.

After the rebellion ninety seven were condemned to death but only sixteen were executed (14 in Kilmainham, 1 in Cork and 1 in London). The 14 Executions that took place at Kilmainham involved over 200 soldiers. An interesting fact I learned was that in the firing squad no one knew whether their gun was loaded with blanks or ball so they could not be sure if they shot the prisoner.

There is a lot of information that is told simply in this slim volume. I am sorry this book was not available to read when I was at school; I think it would have made me understand better the foundation stone of the Ireland we enjoy today.

I look forward to Paul O’Brien’s next book.

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NO TIME FOR GOODBYE – Linwood Barclay Published by Orion, Price €7.31 Book Depository (including postage)

Intriguing! Gripping! Packed full of suspense!

A teenage girl has an argument with her parents and when she wakes up the next morning her whole family have disappeared! Where did they go? Over 30 years later Cynthia has a family of her own and is taking part in a crime programme to try and get to the bottom of what happened all those years ago! The TV Programme reopens the mystery and puts Cynthia and her family in danger as the mystery begins to unfold as to what happened to her parents and brother.

Found this hard to put down once you have begun reading.

THE TWILIGHT SAGA by Stephanie Meyer Includes 4 Books: Twilight, New Moon, Eclipse and Breaking Dawn Published by Little Brown Book Group Price: First 3 books €7.99 Easons and last book €11.99

Read The Twilight Saga and see what all the fuss is about!

The Phenomenon of the moment! Fantasy with an edge! A masterful series! Well written, atmospheric. A cross-over novel, it appeals to all ages. It deserves the recognition it’s getting. Cover artwork very good too!

Set in the modern world of today, well to be exact, it is set in Washington State, USA. It is “our world” populated by Supernatural beings as well as humans. Full of secrecy and passion and danger. The story of 17 year old Bella who leaves Arizona to live in the small town of Forks. She is awkward, self conscious and prone to accidents. In her High School there are a family that keep too themselves, the beautiful cold and aloof Cullen’s!

In the first book when Edward Cullen saves Bella from a terrible accident using seemingly impossible speed and strength, Bella starts to realise what he is. And so begins the love story between Bella the human and Edward the Vampire.

Characters amazingly written. I think Bella, Edward, and Jake will be equally as well known and loved in 20 years time as Han Solo, Princess Leia and Luke Skywalker!

There is a scene in the third book where the main character Bella Swan is trying to arrange magnets in order on her fridge, but two of the magnets won’t line up, they won’t attract, they detract each other. I think it is a terrific allusion on teen life.

It is the time when you start noticing that not everything adds up, you stop seeing the black and white and start seeing the grey in-between and your horizons start expanding.

TO THE LIMITS OF ENDURANCE

by Jack Harte and Sandra Mara In the 1930s, Jack Harte like many young boys growing up in the Dublin tenements, dreamt of an adventurous life overseas. After a first attempt to run away to join the British army failed, he successfully stowed away on the mail boat to Britain. Lying about his age, he was accepted into the army and was posted to the strategically important island of Malta. Harte was later transferred to Palestine, where he was selected for the elite Special Board Service (forerunner of the SAS). Captured by the Germans, he writes movingly of the extreme hardships that he and his comrades experienced as prisoners of war.

Harte’s remarkable, and often blackly funny, coming-of-age memoir and war story serves to remind us of the important role played by Irish(wo)men in the 2nd World War. After his wartime service, Jack Harte returned to Ireland, where he worked for Guinness and became involved in the Trade Union movement. He was elected to the Seanad in 1973 and served there for nearly twenty years. Jack remains involved in Guinness and Labour Party Organisations today.

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INTELLECTUAL DISABILITY HOUSING FUND Form of Authorisation for Deduction of Subscriptions from Pay TO: The ……………………………………................................................…………. (insert Company name) Payroll Section Until further notice and commencing on ………....................……....……… , please deduct €0.13 from my weekly or €0.26 from my fortnightly basic pay (delete whichever is inappropriate) in respect of my contribution under the Scheme of deductions of Subscriptions to Staff Associations and pay that amount to the Communications Workers’ Union, 575 North Circular Road, Dublin 1. (Please note that eircom Scale A members are already paying 13 cent per week into this fund).

I recognise that these deductions, being made solely as a measure of convenience to me, may be terminated at any time.

I also recognise that the ultimate responsibility for ensuring that the deductions have, in fact, been made from my pay rests with myself, and that beyond making remittances on foot of sums deducted for credit to the account of my Union, the Company accepts no responsibility of any kind in this matter.

Signature: ........................................................... OFFICE ................................................................

LEAVE BLANK FOR OFFICE USE ONLY NAME: ................................................................ DATE: ..................................................................

(BLOCK LETTERS PLEASE)

GRADE...............................................................

STAFF NUMBER

Note: When completed, this form should be returned to the General Secretary, Communications Workers’ Union, 575 North Circular Road, Dublin 1.

✃ HOSPICE FUND Form of Authorisation for Deduction of Subscriptions from Pay TO: The ……………………………………................................................…………. (insert Company name) Payroll Section €0.50c Until further notice and commencing on ………....................…….……, please deduct €0.13c

€1

€5

€10

(PLEASE TICK THE AMOUNT OF YOUR CHOICE)

from my weekly basic pay in respect of my contribution under the Scheme of deductions of Subscriptions to Staff Associations and pay that amount to the Communications Workers’ Union, 575 North Circular Road, Dublin 1.

I recognise that these deductions, being made solely as a measure of convenience to me, may be terminated at any time.

I also recognise that the ultimate responsibility for ensuring that the deductions have, in fact, been made from my pay rests with myself, and that beyond making remittances on foot of sums deducted for credit to the account of my Union, the Company accepts no responsibility of any kind in this matter.

Signature: ........................................................... OFFICE ................................................................

LEAVE BLANK FOR OFFICE USE ONLY NAME: ................................................................ DATE: ..................................................................

(BLOCK LETTERS PLEASE)

GRADE...............................................................

STAFF NUMBER

Note: When completed, this form should be returned to the General Secretary, Communications Workers’ Union, 575 North Circular Road, Dublin 1.

✃ CWU DEVELOPMENT (AFRICAN) FUND PROJECTS Form of Authorisation for Deduction of Subscriptions from Pay TO: The ……………………………………................................................…………. (insert Company name) Payroll Section For a period of one year and commencing on ………....................……....……… , please deduct €1.27 from my weekly or €2.54 from my fortnightly basic pay (delete whichever is inappropriate) in respect of my contribution to the African Fund of The Communications Workers’ Union, 575 North Circular Road, Dublin 1.

I recognise that these deductions, being made solely as a measure of convenience to me, may be terminated at any time.

I also recognise that the ultimate responsibility for ensuring that the deductions have, in fact, been made from my pay rests with myself, and that beyond making remittances on foot of sums deducted for credit to the account of my Union, the Company accepts no responsibility of any kind in this matter.

LEAVE BLANK FOR OFFICE USE ONLY

Signature: ........................................................... OFFICE ................................................................

NAME: ................................................................ DATE: ..................................................................

(BLOCK LETTERS PLEASE)

GRADE...............................................................

STAFF NUMBER

50 Note: When completed, this form should be returned to the General Secretary, Communications Workers’ Union, 575 North Circular Road, Dublin 1.

51

❏

Female

❏

Mr

❏

Mrs

❏

Ms

❏

CWU NO. .............................

OFFICE USE ONLY

Weekly

❏

Contractor

Fortnightly

Permanent part time

Permanent full time

❏ ❏ ❏ ❏

❏

Other Monthly

Agency Worker

Temporary

Non-Managerial

❏ ❏ ❏ ❏ ❏

(where applicable)

Branch Branch Secretary ........................................... Name ..........................................

Signature ...................................... Date ........................................

Pay Frequency:

Current Status:

Managerial

Current Grade/Job Title ...........................................................................

Date of Commencement with current employer ......../.........../........

Branch Name .............................................................................................

Your work/office location (if different) ...................................................

Employer’s Address ..................................................................................

And Agency (if applicable) .........................................................................

Name of Company ...................................................................................

Employment Details

Mobile. No. ................................... Email .................................................

Home Tel. No. ............................... Work Tel. No. .................................

........................................................................................................................

Home Address ...........................................................................................

Contact Details

Staff No. (where applicable).........................................................................

(PLEASE FILL OUT FORM IN BLOCK CAPITALS)

Direct Debit Instruction

3 0 4 9

Originator’s Reference ..................................................

Originator’s Identification No.

7 9

Signature ..................................................... Date .......................................

• This is a guarantee provided by your Bank/Building Society as a member of the Direct Debit Scheme, in which Banks/Building Societies and the CWU participate.

• If you authorise payment by Direct Debit, then – The CWU will notify you in advance of the amounts to be debited to your account – Your Bank/Building Society will accept and pay such debits, provided that your account has sufficient available funds • If it is established that an unauthorised Direct Debit was charged to your account, you are guaranteed a prompt refund by your Bank/Building Society of the amount so charged.

• You can cancel the Direct Debit Instruction in good time by writing to your Bank/Building Society.

THE DIRECT DEBIT GUARANTEE

I shall also so notify the CWU of such cancellation.

• I shall duly notify the Bank/Building Society in writing if I wish to cancel this instruction.

dates.

• I instruct you to pay Direct Debits from my account at the request of the CWU. • I confirm that the amounts to be debited are variable and may be debited on various

➃ Your instructions to the Bank/Building Society, and your Signature

& Account Number

➁ Name of account holder ③ Sort Code

Branch

Bank/Building Society

Society and Branch:

➀ Please write the name and full address of your Bank/Building

OFFICE USE ONLY

Please complete parts 1 to 4 to instruct your Bank/Building Society to make payments directly from your account. Then return the form to: The CWU, 575 North Circular Road, Dublin 1.

Instructions to your Bank/Building Society to pay Direct Debits

PLEASE COMPLETE BOTH FORMS IN BLOCK CAPITALS

Marital Status ................................. Date of Birth ........../........./..........

Male

Forename(s) ...............................................

Surname .....................................................

Personal Details

(PLEASE FILL OUT FORM IN BLOCK CAPITALS)

Deduction at Source

52

Include you in the bigger picture, as the CWU works on a national level with the Irish Congress of Trade Unions

•

Advise you on all issues related to Health and Safety

•

Keep you up-to-date and informed on developments in your sector via Union magazines, bulletins, your own section on the CWU website and a local presence in your workplace

Send completed Application Form, together with completed Direct Debit Instruction, to:

•

Assist you in your training and development needs and offer you a number of training courses free-of-charge

•

•

Please ensure you fill out all the information required.

•

Give you access to information on all aspects of your employment

Please ensure you complete both the Application Form and the Direct Debit Instruction

•

Provide you with a personal service ranging from confidential, work-related information advice, to legal advice

•

•

Please complete both forms in BLOCK CAPITALS

•

Negotiate with your employer on your behalf on all matters.

•

__________________________ from my basic pay in respect of my contribution under the Scheme of deductions of Subscriptions to Staff Associations and pay that amount to the Communications Worker’ Union, 575 North Circular Road, Dublin, 1.

• I recognise that these deductions, being made solely as a measure of convenience to me, may be terminated at any time.

• I also recognise that the ultimate responsibility for ensuring that the deductions have, in fact, been made from my pay rest with myself, and that beyond making remittances on foot of sums deducted for credit to the account of my Union, the Company accepts no responsibility of any kind in this matter.

• Until further notice and commencing on __________________________, please deduct

INSTRUCTIONS TO PAYROLL

The Membership Department, Communications Workers’ Union, 575 North Circular Road, Dublin 1.

Guide for completing Application Form

What can We Do for You?