Connect april 2015 by Communications Workers' Union

SPRING 2015 VOL: 17

NO. 1

CWU

1990 - 2015

Editorial

Dear Colleague,

Contents Editorial . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . William Norton House . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Telecoms Update . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Dunnes Stores workers strike a blow for DECENT WORK . . . . Postal Update . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . UNI Global Union . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Equality Update . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Farewell, David . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . CWUHA Celebrates its 20th Anniversary . . . . . . . . . . . . . . . . . Jim Connell Society . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Why we should be worried about TTIP and CETA! . . . . . . . . . ESCCU Credit Union . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . How Unequal is Ireland? . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Review of UPS Dignity at Work – Anti-Bullying & Harassment Policy . . . . . . . . . . . . . . . . . . . . . . . . . . . . . “Peak” Period a Success . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Education Update . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Ireland and Greece – Similar and Different . . . . . . . . . . . . . . . It’s a Jolly Job: The Postmen who Deliver Christmas Cheer . . My Father Told Me . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . An Post Employees’ Credit Union . . . . . . . . . . . . . . . . . . . . . . Help Deliver a Letter of Freedom . . . . . . . . . . . . . . . . . . . . . . . Youth Committee Update . . . . . . . . . . . . . . . . . . . . . . . . . . . . Organising Update . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Right2Water March . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Trade Union “Friends of Palestine” Seminar . . . . . . . . . . . . . . Why half of Irish people are willing to pay more taxes . . . . . . Patricia King takes up role as General Secretary of Congress . FM Downes Insurance & Mortgage Brokers . . . . . . . . . . . . . . CWU Charitable Fund . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . The Rowland Hill Memorial Fund of Ireland . . . . . . . . . . . . . . Union Wins Unfair Dismissals Case against CPM at the Labour Relations Commission . . . . . . . . . . . . . . . . . . . EU-Colombia/Peru Free Trade Agreement . . . . . . . . . . . . . . . . CWU People . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Book Reviews . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . CWU Membership Application Form . . . . . . . . . . . . . . . . . . . .

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Editor: Steve Fitzpatrick Sub-Editor: Imelda Wall Issued by: Communications Workers’ Union, 575 North Circular Road, Dublin 1. Telephone: 8663000 and Fax: 8663099 E-mail: info@cwu.ie Incorporating the PTWU Journal, THE RELAY and THE COMMUNICATIONS WORKER The opinions expressed by contributors are not necessarily those of the CWU.

Photographs: John Chaney Printed by Mahons Printing Works, Dublin.

As you will have noticed from the cover of this issue of our Connect journal, this year the CWU celebrates its 25th Anniversary. In that time we have built a proud and effective Union and we have experienced a journey of 25 years which has thrown up almost every conceivable problem for the members that one could devise. When the merger between the PTWU and the CUI was first mooted, there were many that did not believe that the merger could work. As a member of the National Executive Council at that time I must admit I was not convinced myself. As is often the case with change, people seem to concentrate on all the things that can possibly go wrong and on perceived differences. The proposed merger at that time was no different, but once the Executives and activists from the two unions got together, many of the barriers which people perceived to block that vision crumbled away. We had all originally come from the old Department of Post & Telegraphs, and indeed, many of us had worked together in our early years as Junior Postpersons. It was common practice in those days for postal workers to enter the civil service competition for Trainee Installers, and it was obvious from the beginning that many activists from the CUI had travelled that path. There were also close connections as the PTWU traditionally organised ancillary workers such as telephonists, patrolmen and cleaning staff on the telecommunications side of the business. This meant that very quickly new relationships and friendships were formed, and any division within the new CWU was, in the majority of cases, based on different views on a particular subject rather than where one worked. Of course, many people were of the view that all workers have the most important thing in common; that is, all workers have to go out and earn a living. Who and where you worked for were less important than that simple fact. Since 1990, the Union has developed in such a manner that it is now difficult when you attend a union event to tell from the delegates which activist is from which company, as they all mix freely together. The manner in which the Union

and call centres, etc. Of course, as the world changes the lines between many occupations become blurred and it is difficult today to tell where parcel deliveries end and logistics start. In the telecommunications sector, technological change has meant that services we once held Steve Fitzpatrick, dear as our own are General Secretary, CWU now delivered from many different platforms. Against that backdrop we find ourselves organising in areas that other unions believe to be their patch, while at the same time we have some unions organising in what we believe to be our area, in circumstances where we would see them as more traditional civil service unions. The Irish Congress of Trade Unions is attempting to deal with that problem, as we all realise that having over 40 unions on an island the size of Ireland makes no sense, with duplication leading to inefficiencies and fractionalisation of the overall labour movement. For our part, we are heavily involved in the Congress discussions, but we are also talking to other unions to see how we can better work together, in order to provide better services to our members through the elimination of duplication and improved economies of scale. As we celebrate the 25th Anniversary of our great Union we will mark the occasion by launching the official history of the CWU and its constituent unions back to the foundation of the State. That history has been written by Francis Devine (accepted as the foremost labour historian in Ireland), with inputs from many other key people in the Union, and I wish in this context to mention particularly John Chaney, our resident photographer. Finally, I would like to take this opportunity to thank everybody who has been a part of making the CWU what it is today. To every member who has remained loyal to us during that period, to every activist who has given up their time to progress the work of the Union in their local Branch/Section over the years, to every Branch Officer and Committee member who keep the Union alive at grassroots level, and to every NEC member who has fought on behalf of the members through those 25 years; I hope you are proud of your involvement and of the organisation in which you are such an intricate part. In finishing, I would also like to pay tribute to all of the staff who have been part of the CWU family during this journey and who you all know are an integral part of this Union.

has been set-up ensures that there is parity of esteem and parity of access throughout the organisation. The Union has continued to play its part in national issues of importance through its involvement in the Irish Congress of Trade Unions and in international issues through its activity in the UNI Global Union. We have also been prominent in our charitable work, both nationally and internationally, and the members have always been more than generous when we have needed to make appeals in times of humanitarian crisis. We have become strong partners, with our sister union in the UK, in the CWU Humanitarian Aid charity; every year our own members participate in the convoy that delivers aid to people mostly in Eastern Europe, who are often in dire circumstances. It is a constant source of disappointment to many of our activists that the Irish media, which normally turns up to the opening of an envelope by some government minister or businessperson, constantly refuses to give credit where it is due to union activists. These people, across the country, continue to show the human face of the Irish nation. It is ironic that the CWU documentary “Delivering a Special Wish” has been shown so often on TV and, given the response from our members and the general public to that programme, it is probably obvious we do not get the coverage we deserve because the powers that be prefer to portray Union members as unruly and irresponsible. Of course, it would be foolish to think that every member feels the same way about our Union, but that is to be expected in any civil society organisation that represents thousands of people. What is established is that, as a Union, we are open and democratic. All of our decisions at national level are taken by a National Executive Council, which is elected at our Biennial Conference by delegates chosen in each and every corner of the country by you the members. All ballots at a national level are conducted through the union auditors, with no ballot paper being returned to Union Headquarters, in order to ensure that each of our decisions are seen to be above board. The attendance by our members at the majority of our Annual General Meetings continues to amaze observers from other unions and that involvement from grassroots members is a key part of the Communications Workers’ Union. Since 1990, the CWU has continuously changed and during that period we have been joined by the CMU and the Telephone Officers’ Union. Due to the changing economic and political landscape, we have also seen our membership spread throughout the communications industry, which has diversified following EU liberalisation policies. We now have members in excess of a few dozen companies, ranging from small to large, and covering all areas of the communications industries, from postal to courier to telecoms 3

Communications Workers’ Union f

TECHNICAL TE CH N ICAL A S SPEC PEC & C CAPACITIES A AP PACITI E S s Conference Hall capacity T s Conference Theatre heatre Style ss Conference Conference Hall capacity Classroom Style ss National National Executive B Boardroom oardroom ss Leinster Leinster B Boardroom oardroom ss Munster Munster B Boardroom oardroom ss Connacht Connacht B Boardroom oardroom ss Ulster Ulster B Boardroom oardroom ss Breakout Breakout Areas for various no delegates ss Secluded Secluded Private Garden ss Rooftop Rooftop Garden ss Complimentary Complimentary parking for over 25 cars s Complimentary wiﬁ s Complimentary s Video/Tele s Video/T facility Tele e conference con

240 240 180 180 45 22 20 16 10 3

To T o ﬁnd out more about the facilities at William Norton House, or to book your next event, please contact: Imelda elda W Wall, aall, Communicatio Communications W Workers’ orkers’ Union, W William illiam Norton House, 5 575-577 75-577 North Circular Road, Dublin 1 E-mail: imelda@cwu.ie Tel: T el +353 1 8 e el: 866 66 3 3000 000 Fax: +353 1 8 866 66 3 3099 099

Telecoms Update

Netshare Unanimous ballot for Industrial Action Members in Netshare have voted unanimously to take industrial action in pursuance of a 1.5% pay increase. Vodafone have adopted an à la carte approach to the application of the 1.5% pay increase with staff in some areas receiving the increase. The refusal to apply the increase in Netshare, a whollyowned subsidiary company of Vodafone, is a kick in the teeth for our members who co-operated fully in the creation of a joint venture company between Vodafone and Three. When Three decided to pull out of the joint venture company, our members continued to co-operate to ensure there was a smooth transition to Netshare. The level of anger at Vodafone’s treatment of the members concerned is borne out by the ballot result. CWU has served notice on Vodafone of our intention to take industrial action up to and including strike action.

Ballot on non-payment of 1.5% pay increase to members in Netshare Total number of valid votes in favour of the proposal Votes against the proposal Spoiled Votes Total number of Votes

33 0 0 –– 33

Union demands Vodafone Pay Up Last year, the Union secured an agreement with Vodafone for a pay increase of 1.5% for members employed in Vodafone. Vodafone have always prided themselves on treating people equally and under the terms of previous pay agreements with the Union, all staff, regardless of where they worked, received the same pay increases. However, Vodafone have now taken the unprecedented decision not to apply the 1.5% increase to Retail Staff employed in Vodafone Stores, to Rigney Dolphin Staff employed in Call Centres and to Netshare Staff employed in a wholly-owned subsidiary company of Vodafone. Members in all three companies are appalled at this new style pay apartheid and are in full support of the Union’s demands that Vodafone pay up.

Contractors Due to eircom renegotiating the pay phone contract with Morrison Mainline Ltd, a number of members were made redundant in December 2014. Discussions took place between Morrison Mainline and the CWU in relation to the new organisational structure post the December redundancies. Agreement was reached on new geographic areas and working arrangements with the Union. A pay rise was agreed for the remaining members. The pay increases range from 5% to 2% depending on the individual roles and existing payscales. This contract with eircom will run for approximately 15 months.

Dunnes Stores workers to strike a blow for

DECENT WORK by John Douglas, Mandate General Secretary On Thursday, 2nd April, one of the largest private sector strikes in two decades will take place across the Republic of Ireland as Dunnes Stores workers strike for decent work and a living wage. Dunnes Stores operates 113 outlets with approximately 10,000 workers in the Republic of Ireland. The decision to ballot in favour of industrial action is courageous and should be commended, considering Dunnes workers are in low-paid, precarious employment and in typical Dunnes Stores fashion, the workers were threatened with layoffs and redundancies directly by their employer, should the industrial action go ahead. As with all industrial disputes, Dunnes workers don’t want to go on strike, but they’ve been left with no other option after their employer refused to engage with their union and also refused invitations from the Labour Relations Commission (LRC) and the Labour Court. At the heart of the dispute is decency and fairness, something senior management in Dunnes find incomprehensible. The Decency for Dunnes Workers campaign was founded on four key objectives: Secure hours and earnings; Job security; Fair and consistent pay for all Dunnes workers; the right to be represented by their trade union. Not too dissimilar to the dock workers of 1913, many Dunnes workers have no idea what their pay will be from week to week. They operate on minimum 15 hour contracts and the allocation of hours is at the sole discretion of a store manager. All it takes is for a worker to lodge a grievance, have a disagreement with their manager, or perhaps join a trade union, and the local manager can reduce their hours from 40 to 15 and spread them over five days, preventing the worker from obtaining supplementary social welfare or Family Income Supplement (FIS). While their essential bills, including electricity, gas, clothing and food, are consistent, their income can move from €350 per week to €150 per week at the whim of a manager. Dunnes Stores issue a number of contracts to employees including six month and nine month temporary contracts. In many cases, these contracts are not renewed with no explanation given to their workers who have given, in some cases, several years of loyal service. The company will then hire a whole new batch of temporary contracts and the cycle will continue. Over the past two years, Mandate has lodged two 3% pay claims with Dunnes, both of which were successful. However, following the implementation of those pay increases, many workers had their hours cut reducing their income dramatically. Workers are demanding that any future pay increases are linked to banded hour contracts with secure earnings.

Dunnes Stores is effectively refusing the right of its staff to be collectively represented by a union by refusing all invitations to enter negotiations despite the existence of a collective agreement freely entered into by the Company in 1996 which provides a procedural framework within which industrial disputes can be resolved by negotiation. It is important that all trade unionists get behind the Dunnes Stores workers. Since the beginning of the economic crisis in 2008, the number of workers classified as “underemployed” has increased by almost 60 percent. Underemployed is a nice way of saying that workers want or need more hours but they cannot access them. Ireland now has the second highest prevalence of underemployed workers in the EU15, behind only Spain, whereas in 2008, we had the lowest. This is due to firstly, the lack of statutory provisions, including the full implementation of the Part-Time Worker Directive, and secondly; the lack of collective bargaining rights, where workers can negotiate better and fairer conditions of employment. With the enormous increase in precarious employment and with Ireland having the second highest prevalence of low-pay in the OECD, it’s time workers fought back for decent work and a living wage. On Thursday, 2nd April, show your support for the Dunnes Stores workers as they strike a blow for decent work and a living wage. Please go to www.dunnesworkers.com and sign the petition in support of the workers and ‘Like’ the Decency for Dunnes Workers Facebook and Twitter pages to stay up to date with the campaign. Mandate conducted a survey of more than 1,200 Dunnes workers last year with the following results: • • • • • •

•

• •

76% of workers say they are on part time flexible contracts. 98% of workers want more stable hours. 85% say insecurity of hours and rostering is used as a method of control. 98% of workers want Dunnes to respect their right to trade union representation. 88% of workers believe hours are unfairly distributed. 97% of workers believe that if hours become available in their store, they should be offered to existing staff in the first instance. 89% say it is common practice that new staff on lesser terms and lesser rates of pay receive more hours than longer serving staff on better terms. 83% say temporary contracts are being used outside of busy trading periods and Christmas. 88% feel Dunnes workers are not treated with dignity and respect in the workplace.

Postal Update

New Policies Agreed at An Post Joint Conciliation Council

“You are not obliged to say anything unless you wish to do so, but whatever you say will be taken down in writing and may be given in evidence”. 5.

IB Investigations – Code of Practice

Cases involving criminal allegations are referred to the Garda Siochana by Security Services on behalf of the Company. A staff member who is the subject of the inquiry may be arrested by the Gardaí as part of their normal process and procedures.

» Background When the McNeill Procedures were first agreed in 1990 it contained a commitment to agreeing a policy for how investigations should be handled by the Investigation Branch. This policy was never finalised. When the new Grievance and Disciplinary Procedures were finalised we agreed that we would finalise a Code of Practice which would then form an appendix to these procedures. This has now been concluded.

» Investigation Branch Inquiries • •

The main points of the policy are: •

The Investigating Branch is responsible for: • investigating cases of suspected dishonesty on the part of employees (e.g. theft, fraud) • inquiries into criminal offences or suspected criminal offences perpetrated against An Post

•

» Conduct of Investigation Investigation Officers will initially conduct an open investigation to verify the basic facts As is the case for Gardaí, all professional Investigators, who are charged with a duty of investigating offences, are required to comply with rules governing Law, Evidence and Procedure. In particular they operate in accordance with the applicable Judges Rules, which include administering the normal legal caution where necessary.

Any statement generated should include the questions asked and the answers provided. Investigations will at all times be conducted in an efficient and timely manner and, save in the most exceptional of circumstances related to the complexity and detail associated with a case, the report from the IB Officer will be presented to Company Headquarters within 7 days of their enquiries being completed. A Security Services Investigator has the power to suspend an employee during any such investigation in order to complete the investigation and permit consideration of what action, including disciplinary, should be taken, if any. Where this power is utilised, it will be consistent with the Company’s Suspension policy.

» Principles of Fairness The following general principles of fairness will apply: 1. 2.

The Judges Rules are as follows: 1.

Any statement made in accordance with the above rules should, whenever possible, be taken down in writing and signed by the person making it after it has been read to him/her and he/she has been invited to make any corrections he/she may wish.

When Security Services Investigators are endeavouring to discover the author of a crime there is no objection to him/her putting questions in respect thereof to any person or persons, whether suspected or not, from whom he/she thinks that useful information may be obtained. Employees suspected of committing an offence should not be questioned without the normal legal caution being first administered Where the employee wishes to volunteer any statement, the normal legal caution should be administered The legal caution to be administered to an employee is as follows:

That details of any allegations or complaints are put to the employee; That the employee concerned is given the opportunity to respond fully to any such allegations or complaints; That the employee concerned is given the opportunity to avail of the right to be accompanied during the procedure.

» Union Representation The person accompanying the employee can be either a Trade Union representative or a colleague of the employee’s choice, but not anyone unconnected with the enterprise. In the course of the interview the employee will be entitled: • •

to call for breaks; seek to clarify points when they are made by the Investigators.

Postal Update The person accompanying them must be available at the time of the interview. Reasonable time will be permitted to enable the person accompanying the employee attend. If he/she has to travel to the interview and if, as an employee, he/she is required to attend past his or her normal finishing time, the Company will pay any travelling and overtime.

» Conduct of Investigation

•

If an employee has concerns about the manner in which the interview is conducted, then he/she is entitled to expect that such concerns, together with any response given, are reflected in the written statement prepared during the course of the interview for their signature at its conclusion.

•

Where Union reps or employees cite alcohol or substance abuse or an addiction-related disorder as a mitigating factor in a disciplinary case, the Company can, with the consent of the employee, refer them to Occupational Support for an assessment.

•

There are three courses of treatment to assist employees:

» NextSteps It is now intended to incorporate this into the Grievance and Disciplinary Procedures as an appendix. The new Grievance and Disciplinary Procedures will then be printed as a booklet and distributed to all staff.

employees who acknowledge alcohol or substance misuse or addictive behaviour; • Support is conditional and will not apply in certain instances of serious misconduct; • Neither will it apply if an employee does not demonstrate a genuine commitment to engage with and complete a necessary programme of treatment. In addition to employees requesting assistance, colleagues or Union Representatives who have concerns about a colleague can raise their concerns on a confidential basis with the Company.

•

Alcohol and Drug Abuse Policy Following discussions at the JCC over a considerable period of time, a new policy for dealing with alcohol, substance abuse and addiction-related disorders has been agreed. The policy recognises that incidents of alcohol or substance abuse and addiction-related disorders are general societal issues. As well as the damaging impact they can have on individuals and their families, they can also adversely impact on the individual at work. In the policy, the Company commits to assisting individuals to deal effectively with these issues, through the provision of appropriate professional support. The policy recognises that early identification and treatment of alcohol or substance misuse is more likely to result in a positive outcome. Therefore, the Company will operate a set of procedures to facilitate early intervention and support for employees.

•

The main points of the policy are: • Company response to Addiction Related disorders: • Recognised as a disability; • In such cases, reasonable accommodation will involve access to appropriate treatment and support in overcoming their dependency; • It may also involve temporary work or attendance adjustments; • Can result in an assessment that an individual is permanently incapacitated for work. •

The procedures to be followed include: • Support and assistance will be offered to 9

Course 1 – Treatment resulting from selfreferral. This relates to instances where an employee has sought advice or assessment from Occupational support. Course 2 – Treatment resulting from Management Referral. This relates to incidents where problems have arisen in the workplace which are connected with substance abuse. Course 3 – Treatment resulting from Management Referral where disciplinary proceedings, which may result in a higher level disciplinary sanction being applied, are in progress or referral arises in the latter stages of the attendance management process (ASMP).

•

Time off required by an employee to attend inpatient or day patient treatment will be recorded as sick leave and normal sick leave regulations apply to such time off.

•

If there are grounds for suspecting that an employee attending for work is an unfit state to do so due to alcohol or substance misuse he/she will be sent home immediately by a line manager. Arrangements will be made by the relevant manager to ensure the employee gets home safely, including the provision of transport.

•

Health and Safety concerns • Where safety implications are identified the employee concerned will be removed from the role, includes driving, and will be reassigned to an alternative role if any is available pending an assessment by OHS • This is in line with the Medical Fitness to Drive Guidelines issued by the RSA

Postal Update

Permanent Appointments

ASMP

The Union has continued to seek the appointment of staff in line with the Monitoring Group Determination of July 2011. The Union is seeking a more permanent solution to this matter in order to provide some security for our members and in this regard, high level discussions have commenced between the Company and the Union. However, these discussions may take some time to be finalised. Given these discussions, the Monitoring Group has determined that clause (4) of its determination of the 21st July 2011 should remain in place for the time being.

ASMP has been in operation for almost two years and following discussions at some of our AGMs, the Union has decided to seek the views of Branches and individuals with regard to the impact and operation of the new ASMP policy and procedure. We have asked Branches to address the following: 1.

2. 3. 4.

This sets out that: ‘All staff recruited after 1st January 2011 as temporary staff and who continue in the employment of the Company will remain on temporary contracts for a period of three years before becoming entitled to consideration for permanent appointment, subject to a permanent vacancy being available and having at least three years continuous service.’

Have any members of your Branch had difficulties accessing or contacting the Occupational Health Services? Have any members of your Branch experienced delays in their review meetings? Have any members of your Branch had difficulties accessing their Official Doctor? Have any of your members felt they were put under inappropriate pressure in any of their meetings or contacts with Management or Occupational health?

In addition, set out below is the Union position with regard to some issues that arise:

1. What constitutes a break in service? We contend that some staff are being denied appointments because the Company has broken their service. In some cases, these breaks in service are of one or two week duration. The Union believes that only breaks in service of greater than six months should be deemed as an actual break in service, when it comes to determining whether an individual is entitled to an appointment or not.

It has been our experience that the majority of our difficulties have been experienced by individuals and their interactions with Occupational Health and, in particular, the Chief Medical Officer. Individuals are reminded that, as part of the agreement for the introduction of the new ASMP, a new Code of Practice for Occupational Health was agreed. This policy sets out clearly the roles and responsibilities of OHSS. They meet with employees on a confidential basis with the consent of the employee, liaise with the employee’s doctor or specialist and discuss possible accommodations in relation to a return to work. Medical details are confidential and will not be disclosed to a third-party. Employees are entitled to be accompanied to a consultation with Occupational Health & Support by a friend/Union Rep, once they notify them in advance. If an employee is unhappy with the conduct of the consultation, then a number of options are available to the employee including: raising his/her concerns with OHSS; referring it to their local HR manager; or referring it to Employee Relations Staff in the GPO with the assistance of their Union.

The First Schedule to the Minimum Notice and Terms of Employment Act, 1973, relating to continuous employment determines whether employment on fixedterm contracts is continuous or not. This sets out the following: The service of an employee in his employment shall be deemed to be continuous unless that service is terminated by: (a) the dismissal of the employee by his employer, or (b) the employee voluntarily leaving his employment. The following does not constitute a break in service: • • 10

A lock-out A lay-off

Postal Update • •

3. Contracts

A strike by an employee By the dismissal of the employee followed by the immediate reemployment of the employee

The Union has also raised concerns about the contracts issued to staff. Of particular concern is the failure on the Company’s part to ensure continuity of contracts or indeed in some cases the failure to provide any contract. The Protection of Employees (Fixed Term Work) Act 2003 provides that where an employer proposes to renew a fixed-term contract the employee shall be informed in writing, not later than the date of renewal, of the objective grounds justifying the renewal of the fixed-term contract and the failure to offer a contract of indefinite duration. The company consistently fail to do this and we believe that in such circumstances the staff concerned should be given a contract of indefinite duration.

This is consistent with the agreed approach regarding qualification for the 12.5% for staff temporarily employed prior to February 2006 where the Monitoring Group referenced Section 20 of the Minimum Notice and Terms of Employment Act 1973 which states that: If an employee is absent from his employment for not more than 26 weeks between consecutive periods of employment because of: (a) a lay off (b) Sickness or injury (c) By agreement with his employer such period shall count as a period of service.

If anyone believes that they have not been treated fairly with regard to the above they should advise their Branch Secretary and request that he/she makes representations on their behalf.

2. Casuals We are concerned about the manner in which casual staff are treated following the consolidation of DSOs into DSUs.

Term Time Review

amounts for the 12 month period beginning on the 1st January each year. Although in the main the Scheme has worked well the Agreement provides for a review on an ongoing basis. Given that it is operating since 2007 and has not been reviewed since, the Union believes it is opportune to undertake a full review of the operation of the Scheme. In that regard we are asking Branches or Individuals to make submissions on the operation of the Scheme. These submissions can cover any area of concern but some suggested areas to be covered include the following:

In November 2007, the Union concluded agreement with the Company which formalised the Term Time Working Scheme. Term Time working provides for special leave for the purposes of allowing working parents or primary carers, to match their working arrangements to the main summer holidays of their children, or to care for a person who resides with them and who has a disability of such a nature as to give rise to the need for care on a continuing or ongoing basis. Effectively, Term Time is special leave for a continuous period varying from a minimum of 4 weeks to a maximum of 13 weeks. The leave is taken in the period from the beginning of June to the end of August. While the scheme is for unpaid leave, those availing of Term Time may apply for special administrative arrangements for the payment of basic salary in equal

• • • • • •

ComReg decision on Public Holidays

Eligibility Application process Allocation process Timing of Term Time Appeal process Payroll Administration

Post will no longer have to operate: • • •

Following a request form An Post for a derogation on providing collection and delivery services on certain days around public holidays, including Christmas and Easter, ComReg has ruled that An

•

collection services on Christmas Eve; deliveries or collections on the first working day after St Stephen’s Day; deliveries or collections on a Monday after a public holiday which falls on either a Saturday or Sunday; a full delivery and collection service on Good Friday.

UNI Global Union demands Justice for Victims of Rana Plaza Almost two years have passed since the biggest industrial accident to hit the garment industry in modern history. More than 1,100 workers, mainly women and young girls, lost their lives and hundreds were injured when the Rana Plaza garment factory building collapsed in Dhaka, Bangladesh, on 24th April 2013. OLLOWING the tragedy, UNI Global Union and Garment Workers’ Unions launched a worldwide campaign to set up a fund to be financed by the companies whose global brands of clothing were manufactured at Rana Plaza. UNI Global Union and the Garment Workers’ Unions also demanded that a legally binding Accord be put in place covering Fire and Building Safety to prevent a reoccurrence of the tragedy. While the companies willingly signed up to the Fire and Building Safety Accord, some companies are still unwilling to contribute to the compensation fund and one

such company is Benetton, who have refused to give an unequivocal commitment that they will contribute to the compensation fund. Benetton have reported profits in excess of $200m and a turnover of $1.6bn and this is another example of a multinational company putting profit before people. Benetton are prepared to have their clothes manufactured in what can only be described as modern-day slavery, while at the same time refusing to pay a small portion of their profits into a compensation fund for workers who died and were injured in manufacturing their products.

Global Unions say to Benetton ‘Pagare’/Pay Up!

represents 20 million workers, demanding Benetton pay up. UNI Global Union General Secretary, Philip Jennings had this message for Benetton management, “Benetton it’s time for you to change your colours! The clock is ticking and time is fast running out as we approach the second anniversary of the worst garment factory disaster in history. Benetton you produced at Rana Plaza now deliver for the victims. You can afford it.” IndustriALL Global Union’s General Secretary, Jyrki Raina said, “The magnitude of this on-going tragedy cannot be brushed aside. Children lost their mothers, families lost their incomes, and many of the survivors were so seriously injured physically and mentally that they can no longer work or feed their families. There are other brands too who should be paying more compensation but Benetton must take a lead – the door to discussions is always open. Benetton, the responsibility lies squarely with you.” “After everything we have been through, we should not be forced to beg or to rely on charity for a living,” said Mahinur Begum, a Rana Plaza survivor. “We are entitled to full and fair compensation.”

Countdown to second Rana Plaza anniversary: Benetton pay up on Rana Plaza compensation Geneva, 19 February: Benetton is the only major international brand confirmed to have sourced clothing from Rana Plaza which has not paid a cent into the compensation fund for victims. UNI Global Union and its sister global union IndustriALL are leading demands for Benetton to do the right thing and pay into the fund. The fund is US $9 million short of the US $30 million needed to fully compensate the victims, as the countdown to the second anniversary of the tragedy on 24 April begins. Pressure is mounting on the Italian clothing giant Benetton after one million consumers signed an Avaaz petition calling on the company to pay compensation to victims’ families and the survivors of the deadly Rana Plaza factory collapse. The petition follows calls at the recent UNI Global Union World Congress, which

More than 1,100 people died in the Rana Plaza collapse, which happened on the morning of 24 April 2013 in the Savar suburb of the Bangladesh capital Dhaka. Despite clear warnings that the building was about to collapse, 12

including a newspaper report, workers were told to be in work or lose their jobs. That threat cost many more lives. Over the past year, the Rana Plaza Donors’ Trust Fund, set up under the stewardship of the International Labour Organisation (ILO) has raised around US $21 million in donations from global brands, the Bangladeshi Prime Minister’s Fund, trade unions and civil society. However, $9 million is still needed in order to reach the estimated funding gap. To date 5,000 people – dependents of the deceased as well as injured workers – have received 40% of the total compensation payment due to them, according to the Rana Plaza Coordination Committee, which is chaired by

the ILO. The Bangladesh Accord on Fire and Building Safety, which was founded by global unions UNI Global Union and IndustriALL in the aftermath of the Rana Plaza collapse has now been signed by around 200 global brands. The Accord, which carries out independent factory inspection programmes on two thousands garment factories in Bangladesh, is helping to improve safety and sustainability across the country’s garment sector.

Twitter @uniglobal #PayUpBenetton

Equality Update

public engagement in his role as General Secretary. In his speech he stated, “Inequality has worsened since the crash and our politics have been torn between the competing expectations of markets and citizens. Markets demand higher profits and bonuses for the rich while requiring lower wages, precarious work and minimal security for all others” He further stated, “In Ireland, we see mouth-watering levels of pay for a minority at the top while half of all wage-earners take home less than €28,500 a year,” His full speech is available on the ICTU website. In the afternoon, Caroline McGuigan CEO Suicide or Survive gave a thought-provoking speech and answered questions from the floor. Day one of the seminar concluded with the screening of a documentary made about Inez McCormack, the first woman President of ICTU. At the start of the second day, the CWU was recognised for our mentoring programme and the rest of the day focused on gender-based violence, with a panel discussion on taking action on this issue. The panel consisted of Annie Campbell, Women’s Aid Federation Northern Ireland, Tom Meagher, White Ribbon Campaign, Tony Flynn, COSC, Theresa Dwyer, CPSU, and Karen McCall, Belfast Health and Social Care Trust. Further information about the seminar can be found on the ICTU website.

WOMEN’S VIEWS WOMEN’S VOICES The CWU attended this very informative ICTU seminar held in the Wellington Park Hotel Belfast on March 5th & 6th. In attendance were Carol Scheffer, National Officer and NEC members, Margaret Jenkins, Ellen Moore and Breege Mulroe. 150 delegates were present from across the country both north and south which was held to coincide with International Women’s Day. The keynote address on the first day of the seminar came from Zuzanna Muskat-Gorska of the International Trade Union Confederation who spoke on “Gender Equality? 20 years since the Beijing platform for action – where to now?” Two workshops were then held for delegates, the theme being, “Changing the record: participation of women in public and political life” The first workshop focused on gender equality in public and political life and the second workshop focused on gender equality in trade unions. Both workshops were very enlightening with lively debates from the floor. David Begg also addressed the seminar as his last 13

Farewell, David On 6th March, 2015, a function was held by ICTU to celebrate the retirement of General Secretary, David Begg. David (CWU Honorary Member) is pictured with his guests during the celebration.

David and his successor, Patricia King.

Steve congratulates David.

Steve and Terry help David celebrate.

CWU HQ Staff with David.

David is congratulated by the following:

Christy Brannigan

Peter McCloone

Charlie Oâ&#x20AC;&#x2122;Neill

Tommy Begg

David receives a presentation from Peter Bunting

David with John Douglas, ICTU President.

David at CWU Conference, 1988

David on his way into Dรกil ร ireann as CWU General Secretary

Dan Keameally, former CWU President, chats to David.

Congress Staff pictured with David.

Natalie Fox, Deirdre Mannion, Eileen Sweeney and Fiona Dunne congratulate David.

CWU Stalwarths celebrate with David.

Jim Connell Society Remembering the man who wrote “The Red Flag” The 17th Jim Connell Trade Union festival takes place in Kells and Crosakiel commencing on Friday 1st May and continues until Sunday 3rd May. Since we started the festival, our society is very proud of the involvement that the CWU played in making the festival a major success. The site for the monument was a major obstacle, as the local landowners were willing to either give or sell a site. That was, until Hugh Reilly, a CWU activities, contacted our chairman, Peadar Byrne, offering a site at the local handball club. On behalf of all trade unionists in the area, thank you, Hugh. Other issues that the CWU were involved in down the decades in the area included supporting the Kells council trade unions, which was founded in 1973. Our first major involvement was organising a major fundraising drive for the post office workers in north Meath, which covered all the major industries in the area. This was a long dispute, from which very few of the members flinched, and after many months a solution was found. It should not have taken the amount of time that it did. In writing this short article of the local branch of the CWU, the names of many of those involved in working in Kells cropped up. The difficulty in starting to name individuals, however, is that someone deserving of mention could be accidentally omitted. Negotiations are taking place at the moment for someone to address the crowd on the Saturday morning at the summer school in the Headfort Arms, Kells, on the history of the CWU. This year’s event will honour the late Bob Crow in the monument. He passed away on the 11th March, 2014, and was a great supporter down the years.

To conclude, we are looking forward to meeting everyone and don’t forget to bring the CWU banner.

About Jim Connell Jim Connell was born in Kilskyre in County Meath in 1852. As a teenager, he became involved in land agitation and joined the Irish Republican Brotherhood. At 18, he moved to Dublin, where he worked as a casual docker, but was blacklisted for his attempts to unionise the docks. Failing to find any other work, he left for London in 1875, where he spent most of the rest of his life. He worked at a variety of jobs. He was a staff journalist on Keir Hardie’s newspaper “The Labour Leader” and was secretary of the Workingmen’s Legal Aid Society during the last 20 years of his life. He wrote “The Red Flag” in 1889 on the train from Charing Cross to New Cross, after attending a lecture on socialism at a meeting of the Social Democratic Federation. It was inspired by the London dock strike happening at that time, as well as activities of the Irish Land League, the Paris Commune, the Russian nihilists and Chicago anarchists. The song quickly became an anthem of the international labour movement. It has echoed around the world, sung with fire and fervour, for over a century. Newly-elected Labour MPs entered the House of Commons in 1945 singing it. The Rand Miners of South Africa went to the gallows singing it. It has appeared in virtually every collection of international labour songs published and will live on in the future on world wide web and new multimedia productions. When he addressed the crowd in Crossakiel, it was his last visit to Ireland. Jim Connell died in 1929 in London. At his funeral in Golders Green, “The Red Flag” was sung to both airs. It was his parting hymn. It has been that for many who came after and, as long as there continues to be those who seek truth and justice in the world, it will be for many years to come.

The song will live on!

Why we should be worried about TTIP and CETA! serve as corporate advocates – there are no conflict of interest rules and the jurisprudence is essentially arbitrary. Governments cannot sue companies nor can domestic companies sue governments.

Bilateral trade deals have emerged during recent years as instruments for expanding corporate power at the expense of democratic rights and the rights of workers. They seek to facilitate corporations in pursuing maximum profit, while removing and undermining restrictions which seek to regulate corporate activities in the interest of public health, worker and consumer health and safety, public services and the environment.

Here are some examples of recent cases: • Canadian mining company Lone Pine is using its US subsidiary to sue the Quebec government for banning fracking under the St Lawrence River. • The government of El Salvador is being sued by Australian/Canadian gold mining firm Pacific Rim for trying to protect its main water supply from contamination. • The Australian government is being sued by Philip Morris for its cigarette plain packaging legislation. • The German government is being sued by Swedish nuclear power company Vattenfall for phasing out nuclear power. • The Egyptian government has been sued by Veolia for increasing the minimum wage. • The biggest ISDS award so far - $1.77 billion in 2012 to Occidental Petroleum for Ecuador’s termination of a contract - has now swelled to over $3 billion with the addition of compound interest calculated from the date of the country’s “violation.”

Some of them have conferred on transnational capital new powers to directly challenge the democratic right of governments to regulate and to legislate in the public interest. The latest treaty instruments to embody these investor ambitions is the EU-US trade deal known as the Transatlantic Trade and Investment Partnership (TTIP) and CETA – its EU/Canada equivalent, which contains similar provisions. The primary aim of TTIP is not to stimulate trade through removing tariffs between the EU and the USA, as these are already at minimal levels of 3% on average, but rather to remove regulatory ‘barriers’ which restrict the potential profits to be made by transnational corporations on both sides of the Atlantic. Yet, these ‘barriers’ are in reality some of our most prized social standards and environmental regulations, fought for over many years, such as labour rights, food safety rules, regulations on the use of toxic chemicals, digital privacy laws and many more. In addition to this deregulation agenda, TTIP also seeks to create new markets by opening up public services and government procurement contracts to competition from transnational corporations, threatening to introduce a further wave of privatisations in key sectors, such as health and education. TTIP would also make the taking services or resources back into public ownership virtually impossible as corporations would be able to sue national governments in private courts for loss of future or anticipated profits. Most worrying of all, TTIP seeks to grant foreign investors a new right to sue sovereign governments in front of ad hoc arbitration tribunals for loss of profits or anticipated profits resulting from public policy decisions. This ‘investor-State dispute settlement’ (ISDS) mechanism effectively elevates transnational capital to a status of corporate sovereignty, equivalent to the nationstate itself, and threatens to undermine the most basic principles of democracy in EU member states. The tribunals consist of 3 private-sector lawyers who also

So, TTIP is correctly understood not as a negotiation between two competing trading partners, but as an attempt by transnational corporations to open up and deregulate markets on both sides of the Atlantic. The treaty is being negotiated under conditions of the strictest secrecy as are hundreds of private lobbying meetings between big business and the EU and American negotiators. Corporations draft and share the negotiating texts, but citizens, unions and NGOs are denied access in the name of national security. On the basis of leaked texts, and the negotiating mandate published by the EU under public pressure, we know that TTIP would incorporate the most toxic elements of the already existing thousands of treaties and grant expanded powers to transnational capital to challenge public interest policies and practices, eliminating or putting at risk rights for which workers and unions have struggled over many decades. The EU Commission has confirmed that the types of regulation at risk from TTIP would include primary EU legislation; both regulations and directives, implementing measures, delegated acts and also legislation and regulations introduced in EU member states right down to local government level. 18

The EU published proposals for the TTIP chapter on Another independent study (Capaldo) based on ILO food safety in January 2015, raising a number of concerns figures found that TTIP would lead to a reduction of the about the impact on food safety including: the priority labour share - the share of total income accruing to given to maximizing trade; the shift of power from workers- so, proportionally there would be a transfer of national governments to a new trade committee; the income from labour to capital, reinforcing a trend that threat to the ability of local authorities to set higher has contributed to the current stagnation. France would standards; the risk of minimal health and safety checks be the worst hit with a loss of 5,500 Euros per worker for novel foods including GMOs, cloned animals, and and Britain 4,200 Euros per worker all of which would nano-materials, and the required adoption of international transfer to rents and profits. TTIP also would lead to job food standards established through the World Trade losses. Capaldo calculated that 600,000 jobs would be Organisation (WTO). lost in the EU. While the draft requires countries to “avail themselves The world’s largest union, the 2.4m strong German of the resources necessary to implement the chapter” metalworkers union, IG Metall, definitively opposed to there is no requirement to ensure the more extensive TTIP, sees ‘little potential gain from the TTIP’s resources needed to protect human, animal or plant life regulatory agenda’ and is concerned that the deal will and health. Trade assumes a greater priority than safety. lead to more competition from the US where labour The rules on food safety, plant and animal standards are lower and trade union rights very TTIP is health and welfare cannot be challenged by limited. Many US states now have unioncorrectly understood members of the public and the EU is busting ‘right-to-work’ legislation and the proposing a new joint EU–US US has failed to ratify six out of eight of not as a negotiation management committee, made up of the core International Labour between two competing trade and regulatory experts, with Organisation (ILO) conventions. trading partners, but as an responsibility for food health and safety. Business sees TTIP as an opportunity attempt by transnational The committee will filter all new to relocate production to where wages corporations to open up food safety rules, with the power to and workers’ rights are lowest, creating identify, prioritise and manage food and deregulate markets on its own ‘race to the bottom’ in order to both sides of safety issues, transferring power from reduce labour costs and increase corporate national authorities to a committee of experts, profits. the Atlantic potentially including industry representatives. So, what can we do? Shining light on trade This transfer of power will mean that the initial agreements can destroy them, as happened for instance decisions will be in the hands of trade officials, who tend with the Multilateral Agreement on Investment (MAI); to see safety rules as technical trade barriers rather than the Free Trade Agreement of the Americas (FTAA) and as reflecting the needs and demands of society, not food the Anti-Counterfeiting Trade Agreement (ACTA). Thus safety officials at the national level. spreading information about TTIP and CETA and their An EU report has confirmed that TTIP is likely to implications via YouTube, social media, public meetings bring “prolonged and substantial” dislocation to the EU and demonstrations, is essential work. The Peoples workforce, as companies will be encouraged to source Movement can provide speakers. (www.people.ie goods and services from the US where labour standards post@people.ie)https://www.facebook.com/TTIPInform are lower and trade union rights are non-existent. It adds ationNetwork is also a good source for information that as a result of this shake up: "there will be sectors that Our elected TDs need to hear what TTIP really will be shedding workers and that the reemployment of involves and why we don’t want it. There will be these workers in the expanding sectors is not automatic” opportunities; especially with a general election in 2016. The main source of the Commission’s predicted MEPs in the EU Parliament should also hear from us, as economic gains (80%) will be from harmonising they will be part of the process of accepting or rejecting regulation. With US standards generally lower and TTIP. Above all, talk with your friends and neighbours standard-setting dominated to such an extent by about it and try to support any events that deal with the corporations, harmonising US and EU standards strongly issue. suggests a loss for EU consumers. The Commission’s The benefits of TTIP are illusory, while the threats are insistence that there will be no such lowering of standards all too real. As with other trade agreements in the past, appears to put a question mark over the extent of those ordinary working people stand to lose out significantly gains. as yet more powers are handed over to transnational corporations – continuing the redistribution of wealth So what’s in it for us? The EU Commission’s own from labour to capital that has been a defining report suggested that the EU’s economic output could rise characteristic of both the EU and US economies over the 0.5% by the year 2027 as a result of an EU-US deal or last four decades. We do indeed have reason to be €545 per family of four – a cup of coffee per week from concerned. 2027. This forecast relied on deregulation across all sectors of the EU member states economies and the Frank Keoghan is General President of TEEU and a member of the Global Solidarity Committee of ICTU. integration of the US economy to a level of 50%. 19

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How Unequal is Ireland? European neighbours and a growing number of indicators are now pointing in the wrong direction. A report by the think-tank Tasc, Cherishing All Equally: Economic Inequality in Ireland, contains some stark findings. One of them is this: we are now the most unequal country in the OECD when it comes to how the economy distributes income before taxes and social welfare. Granted, our social welfare system and public services significantly reduce this “market income inequality” to the point where we have average gaps between rich and poor in EU terms. But as inequality grows, the Tasc report says, it will get harder and harder to maintain the tax and welfare system and prevent inequality eroding the wellbeing of our society, the functioning of the economy and even the health of our democracy. With one in five workers on low pay, and with a relatively low overall tax take, the system in Ireland is in danger of being “stretched to breaking point”, the report claims. It also warned that calls from all sides in the political debate to cut taxes – instead of proposing investment in public services – will simply entrench economic inequality and mislead the public about the negative consequences down the line. To stem inequality, it will be imperative to stop seeing the problem as intractable or inevitable: it will have to come down to choices. “While we need to address the falling share of income and the weakening purchasing power of households, a new ethical economics must also take account of the global impact of climate change and resource depletion,” says Nat O’Connor of Tasc. “In that context, increasing and broadening the provision of quality public services is a more important way of addressing people’s economic quality of life than increasing their cash incomes.” The decisions made now, and in the run-up to the next election, will determine how society will develop over the coming decades. What’s less clear is whether any political parties will be brave enough to address inequality’s root causes.

Concern over the gap between rich and poor isn’t new. But ever since French economist Thomas Piketty became compulsory reading for world leaders, the rising tide of global inequality has become a hotly contested issue. To date, there’s been relatively few reliable indicators on how these issues are playing out in Ireland, but a new report by the think-tank Tasc pulls together a range of data, both old and new, to combine what it says and is the most detailed picture of inequality in this country to date. The general picture is that, like the vast majority of countries, an increasing amount of wealth is being concentrated in fewer hands. From the mid-1970s to the height of the boom, average gross incomes (adjusted for inflation) more than doubled; the average income of the top 10 per cent more than tripled; and the average income of the top 1 per cent increased almost five-fold. In money terms, this meant the average income in 2006 was €35,000. For the top 10 per cent, it rose to just under €135,000. And for the top 1 per cent, it was almost €445,000. In other words, the inflation-adjusted income of the top 1 per cent jumped from €90,500 to almost €445,000 between 1975 and 2006. Economic inequality is often portrayed as an inevitable force of nature: it’s a shame climate change is heating up the globe; and it’s sad that the rich are simply getting richer. But there’s an increasing realisation that these things aren’t inevitable. Rather, there are deliberate, manmade reasons why this is happening. The top 1 per cent, via lobbyists or complex tax arrangements, for example, actively work to stop redistribution. So, why does this matter to the rest of us? The vast body of available research shows that more equal countries experience less crime and imprisonment, better mental health, higher life expectancy and are socially and financially richer societies. While all advanced economies are experiencing similar pressures that are leading to growing inequality, the levels of inequality are not the same everywhere. Latest figures indicate we are still a long way off the US and even the UK, but we are ahead of many of our 21

Review of UPS Dignity at Work – Anti-Bullying & Harassment Policy The CWU is pleased to advise our members in UPS that we have concluded discussions on the review of the Dignity at Work Anti-Bullying and Harassment Policy and Procedure. The purpose of this policy is to demonstrate the Company’s commitment to the promotion of an environment which upholds the dignity and respect of the individual and which supports every individual’s right to work in an environment which is free from bullying and harassment, including sexual harassment. UPS Ireland also supports the right of all employees to be treated with dignity and respect when at work and when representing the Company in any capacity. It is the policy of the Company that freedom from bullying and harassment is a condition to which all employees are entitled. The Company and the Communication Workers’ Union wishes to encourage harmonious, respectful and dignified working relations, where individuals are confident enough to report complaints of bullying and harassment without fear of ridicule or victimisation.

Application of Policy This policy applies to employees both in the workplace and at work-associated events, such as meetings, conferences and work-related social events, whether on the premises or off site. The policy also applies to bullying or harassment, not only by fellow employees, but also by clients, customers or other business contacts to which an employee might reasonably expect to come into contact within the course of their employment.

Obtaining Information An employee who believes that they have been subjected to bullying or harassment can seek information and support in the strictest confidence from any of the following people: • • •

Line Manager HR Department Trade Union Representative

These individuals will explain the definition of bullying, harassment and sexual harassment and the Company procedures for addressing complaints of this nature.

Communications The Company is committed to the effective communication of this policy and a copy of the policy will be made available to each employee.

“Peak” Period a Success A successful and positive meeting took place between UPS management and CWU Branch Secretary Willie Day, supported by Ian McArdle and Cormac Ó’Dálaigh in February 2015. The Union began by reporting a very successful AGM in the weeks previous, where additional volunteers have stepped up to become part of the CWU Committee, including a number of drivers. This is a significant and positive development, given that many of the issues that have been the subject of discussion around the Stress Survey (conducted by the Union last year) have been particularly relevant to the drivers represented by the Union. A discussion then took place around the “peak” period, which is a particularly busy time for the Company, between November and January, and which in the past has proved a particular challenge for the Company. The Union noted positive feedback from the members around the organisation of the peak period for 2014/2015 and that the improved communications, hands-on management and introduction of additional resources proved beneficial. The Union also noted that the introduction of additional contract drivers outside of the Dublin area had an impact on the business at this time. The Company noted that it is looking at a second phase of contractor drivers. The Union, for its part, noted that

the introduction of these drivers – whilst alleviating some of the pressure on existing staff – is a cause for concern in terms of how these changes might impact on the existing routes and workloads. The Union confirmed its availability to discuss these implications in more detail as might be required. The Company confirmed that pre-load training would be taking place in the coming weeks and months. The Union welcomed this as a positive development, as it should, in theory, take some of the pressure off drivers in the morning, as their loads will be more effectively prepared. The Union also noted its concern that some drivers appeared not to be able to take their legally mandated minimum breaks arising from the pressures of work. The Company shares this concern and agreed to look into the matter in more detail to establish what the facts are at this time. The Union concluded the meeting by suggesting the issue of Collective Bargaining should be considered at the next JCC meeting and that correspondence would be shared with the Company to this effect.

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.

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CWU Ireland 23

Education Update

CWU Training Calendar 2015 The Union is pleased to announce our training calendar for 2015 and we are currently seeking nominations from Branch Representatives for the following education courses.

BRANCH SECRETARY STAGE 1 COURSE

EQUALITY REPRESENTATIVES September 23rd & 24th (2 days) Venue: Union Head Office, Dublin

May 12th, 13th, 14th, 19th & 20th (5 days) Venue: Union Head Office, Dublin

The Equality Representative is a support role to the Branch Secretary who can assist with equality related matters such as work life balance, statutory and non-statutory leave, disability in the workplace etc. Equality Representatives make reports to their committee as required. This course is open to all Branches.

All newly elected Branch Secretaries are required to attend the Stage 1 course, as well as any currently elected Branch Secretary who may not have had the opportunity to attend in the past. This is a five-day course spread over two weeks.

CHAIRPERSONSâ&#x20AC;&#x2122; COURSE

BRANCH SECRETARY STAGE 2

June 3rd, 4th & 5th (3 days) Venue: Union Head Office, Dublin.

October 13th, 14th & 15th (3 days) Venue: Union Head Office, Dublin

All newly elected Chairpersons are required to attend this course, as well as any currently elected Chairperson who may not have had the opportunity to attend in the past. The role and responsibilities of the Chairperson will be covered as part of the training.

This course should be attended by Branch Secretaries who have completed Stage 1 and who have been re-elected to their role i.e. in their second or consecutive term as Branch Secretary. This course is offered subject to numbers requiring the training.

BRANCH OFFICERSâ&#x20AC;&#x2122; COURSE

COMMITTEE COURSES

September 15th & 16th (2 days) Venue: Union Head Office, Dublin

This course is normally 2 half-days in duration, namely a half day on a Friday afternoon and a half day on a Saturday morning, the dates of which will be set with Branches as required. Venue: To be agreed with the local committees.

The course is open to Assistant Secretaries, Vice Chairpersons and newly elected Treasurers. The aim of this course is to provide Branch Officers with the necessary skills to carry out the role of a Branch Officer given that they will be required, from time to time, to stand in for either the Branch Secretary or Branch Chairperson. Newly elected Branch Treasurers are also requested to attend the training as Treasurers in addition to their own role, are also Branch Officers and will be required to represent members on occasion and will need the skills to do this.

The Education committee will make committee courses available at regional venues so as to facilitate Branches who have their own individual requirements for committee training. Courses offered will be subject to numbers requiring the training and workplace release. The Branch Secretary will be responsible for attendance and for organising release as required with local management. All newly elected Committee members are required to attend training as well as any Committee members who may not have had the opportunity to attend in the past. Branch Secretaries are asked to contact head office directly to discuss Branch training requirements.

Other than new Treasurers, those who have been previously trained as a Branch Secretary, Chairperson or Branch Officer will not be required to attend.

Education Update Please note that it is mandatory for all those who are newly elected to their Branch roles to be trained by the Education Committee. All of the nomination forms can be downloaded from our website www.cwu.ie (under Union Training & Education). It is essential that members who applied for training in previous years and did not have the opportunity to attend send in a new form, as participants for all the above courses will be placed only on receipt of the current nomination forms. Further joining instructions will be issued to participants closer to the date of the relevant course. Forms must also be signed by the Branch Secretary as relevant. Please return the completed forms to Union Head Office.

CWU Education Grant Scheme 2015 We are pleased to announce the Education Grant scheme for 2015. The CWU Education Grant Scheme which is now in its fifth year seeks to support further education on behalf of our members and their dependents in approved courses through recognised third level institutions, second level education and Gaeltacht grants.

and class materials. Members studying for the Junior and/or Leaving Certificate as mature students can also apply for this award. 3.

The scheme continues to be very popular with numerous applications being received. Grants are awarded by means of a draw which takes place at a date decided by the National Executive Council. The following is a summary of the scheme and how it operates in each of the three areas:

Application criteria apply for the scheme and these will be highlighted via general circular, which will issue during the month of April. Members are requested to refer to the circular for full details on the operation of the grant scheme which will include application forms and the closing date for receipt of same. During the month of April forms will also be available for download on the union website.

The CWU Education Grant Scheme is made up of the following three categories: 1.

Gaeltacht Awards Up to 20 awards will be made each year for Gaeltacht students to help cover the cost of their participation in a Gaeltacht course. The grant will help cover course materials, tuition fees and accommodation for up to 22 days to a maximum value of €350. This payment will be made retrospectively.

Third Level Education The third level category will offer up to four awards annually. The award will be worth €2,000 for each year of study up to a maximum of four years. These awards will be made to Union members or members’ dependents involved in study or research at Diploma, Degree, Post-Graduate Diploma or PostGraduate Degree level. Members who have already commenced approved courses can also apply. Awards will be made on an annual basis for each year of study. Awards will not be given for a repeat year.

To date we have received some very positive feedback from members on the scheme. Each year that it has been in operation, the Education Committee has reviewed the scheme and amended it to suit the needs of our members. Should any member have any suggestions or comments on the scheme, we would be delighted to hear from you. Please send your feedback to info@cwu.ie or call us on 01 8663000.

Second Level Awards Up to 30 awards will be made annually to second level students. Each award will be worth €400 to help with the purchase of schoolbooks

Ireland and Greece – Similar and Different by Jerry Melinn, Dublin No.1 Retired Members’ Section

Ireland, the Provisional IRA and the North. When he was elected, he said it was a wake-up call for Europe and that Podemos, an anti-austerity party in Spain, and Sinn Féin in Ireland were next to be elected. It should be remembered that this is the first hard left government to be elected in Europe since the Second World War. I’m not aware if he met anyone from the main parties while in Ireland. The question is can SYRIZA succeed where others have failed? For example, the previous Greek government was elected to oppose the austerity foisted on Greece in return for being bailed out. Françoise Hollande in France said the same when he was elected, as did our coalition of Fine Gael and Labour. None have succeeded and this has led to accusations of broken promises, politicians being puppets etc, especially from the electorates in Ireland and Greece. It remains to be seen with SYRIZA but they have started by refusing to recognise the Troika, stopping all privatisations of state assets and rehiring sacked civil servants. It seems clear there is a dilemma facing the EU and Eurozone. If Greece is given debt relief, then other bailout countries will want the same. If it is not, then where does the ‘European Project’ and the Social Europe of Kohl, Mitterrand and Delors stand now? SYRIZA is undoubtedly a disruptive force on the European political scene and how this is dealt with by the EU will be crucial. If a radical left-wing party wins concessions, will that lead to other countries moving to the left? So, apart from contemplating the economic contagion following a default by Greece on its debts, there is also the possibility of political contagion, where centrist and moderate parties in Europe are voted out of government. Another crossroads has been reached in Europe!

RELAND and Greece have similar backgrounds in that they were both colonised in the past; Ireland by Britain and Greece by Turkey (the Ottoman Empire). There is a great affinity for the Irish among Greeks and the majority of people who grew up here in Greece since the 1970s are very well informed about Irish politics, particularly in relation to the situation in the North of Ireland. It is amazing the reaction an English-speaking person gets here, once people know you are Irish. Greek people are also very family-orientated, fond of music and enjoying an active social life; characteristics they share with Irish people. Another interesting fact is that Johnny Logan is famous here for winning the Eurovision Song Contest, which is very popular in Greece! On a more serious note, like Ireland, Greece is suffering from austerity and hardship as a result of the economic crisis in Europe, but unlike Ireland, Greece has not exited the bailout programme and is unable to borrow on international markets.

New Government in Greece A new government has been elected in Greece. The majority party is called SYRIZA – a coalition of the Radical Left, which was elected on an anti-austerity platform. The main constituent of SYRIZA is a left-wing party, formerly called Synaspismos. It is also composed of moderate communists, Trotskyites and other hard-left groups. The leader, Alexis Tsipras, is now the Prime Minister of Greece and much will be written about him and his government over the coming months. Because SYRIZA was two seats short of an overall majority it went into coalition with a right-wing anti-austerity party called Independent Greeks. This was surprising, because the only thing these parties have in common is antiausterity. However, for the moment, they have agreed a coalition, which will be severely tested on many fronts. It should be no surprise that Alexis Tsipras, the leader of SYRIZA and Greece’s new Prime Minister, met with Gerry Adams and Sinn Féin in Ireland before Christmas. Tsipras was a student radical from the age of 14 and would have followed the developments in relation to

Closer to Home From reports in the national and international media, CWU members will be aware of the situation in Greece since the crisis began. There have been reports on television and in the newspapers about the demonstrations against the government, many of which 26

were organised by trade unions and their umbrella organisations in both the public and private sectors. Some of these one-day strikes and demonstrations have ended in violence and in one instance, three people working in a bank near a demonstration were killed in a fire. At the outset, it must be said that there is a different attitude to strikes and demonstrations in Greece than we in Ireland are familiar with. In Greece, strikes are mostly seen as a means of protest against government policy and often last for a day or half a day. They disrupt everyday life because it’s the areas of public transport, bin collections, electricity etc. that are usually affected. It annoys people but they just shrug their shoulders and say, “this is Greece”. You might think that in Ireland we did nothing, while the Greeks were standing up to be counted. They held strikes and demonstrations against the public spending cutbacks on health and education, extra taxes, pension and wage cuts – all the measures that both countries introduced. Social welfare in Greece is virtually nonexistent and if you pay social insurance and lose your job you get unemployment benefit for 6 months to a year maximum. The trade union tradition in Ireland is to have a grievance, exhaust all the steps of the industrial relations institutions (LRC, Labour Court etc) and then take some form of industrial action, the ultimate being a strike, until a settlement is reached. The industrial relations environment is not organised like this in Greece, if at all. The last strike on an actual issue that I recall was two years ago. It was organised by the public transport unions over rationalisation plans by the government. The unions stayed on strike for a day or two and then the government issued a “Mobility Order”, which basically orders workers back to work or they face the threat of going to prison. I believe the Mobility Order is something like saying you are in the army and you must obey orders! This is very unpopular with all Greeks even though they may be adversely affected by the strike. On the other hand, unions often call strikes ‘at the drop of a hat’, which catches everyone (especially nonGreeks) by surprise. About 4 or 5 years ago the secretary of a union representing workers in an oil refinery called a strike immediately after the government announced some measures affecting the industry overall. There was panic and petrol stations were dry within hours. However, very shortly after, the secretary discovered his members weren’t affected by the changes and the strike was called off. He must not have read the proposal properly. There is definitely room for a compromise here between the government and the unions – an industrial relations mechanism in exchange for the scrapping of the Mobility Order perhaps. It’s worth examining the national one-day strikes and work stoppages in Greece that we’ve all read about (or experienced first-hand!) Since 2010 there have been 37 general strikes, with marches and demonstrations outside the Parliament Building in the centre of Athens. In some

cases, air traffic controllers have taken part, which virtually shuts down the country. However, as far as I can see, absolutely nothing has been achieved as a result of all these strikes and demonstrations. Not a single change in government (read EU/German) policy has occurred. The government has cut salaries and pensions, collected property tax via electricity bills, with the threat of electricity being cut off if the tax wasn’t paid, and dismantled national negotiating procedures between trade unions and employers. While it may appear that the Greeks are ‘fighting the good fight’, their actions so far have been ineffective at best and damaging to the country at worst. In contrast, Ireland did not have the same level of demonstrations in response to the government cutbacks and measures. I don’t mention strikes because it would be impossible to go on strike in Ireland the same way as they do in Greece. However, it is worth pointing out that on two occasions, when faced with public anger and demonstrations, the Irish government backed down. The first was the medical card debacle, which sought to take medical cards from people over 70 years old. The pensioners demonstrated and the measure was changed. The same with the Right2Water campaign in which the trade union movement is involved. It should be noted that there are workers in Irish Water itself (not a reference to contractors) who are represented by trade unions and I assume that the focus of anger is the imposition of a water tax and the botched attempt to set up Irish Water. It seems therefore the old adage is correct; pick an issue and fight for it, rather than taking a scatter-gun approach and results can be achieved. In conclusion, it is extremely disappointing that there has been no expression of support for SYRIZA from the three mainstream parties in Ireland. After all, Tsipras and his party want to put an end to austerity in Europe, a goal (presumably) also sought after by Irish people who voted for the government on that basis. It would appear that the Irish government sees complying with EU and German economic orthodoxy as a way out of its current situation. Even recent historical evidence does not support that position. The cuts implemented by Fianna Fáil in the 1980s have had permanent negative consequences. For example, the health service never recovered from the ‘dirty dozen’ cuts of the 1980s. Greece is not a wellorganised country in many ways, but the new Greek government and the people there deserve our support. I hope the trade union movement in Ireland will lead where our government refuses to go. Social Europe needs to be taken back and the neoliberal economic doctrine, currently dominant in Europe, banished for good!

η ελπίδα έρχεται Hope is Coming 27

It’s a jolly job: The Postmen who Deliver Christmas Cheer Noel Adamson and Damien Tuohy are close observers of their communities in Clontarf in Dublin and Gort in Galway. They both love their jobs and see the economy improving. By Anne Marie Hourihan – The Irish Times online

Noel Adamson

Damien Tuohy

Noel Adamson, the postman on the Clontarf route in Dublin for the past 20 years, was born on Christmas Day. He thinks the economy is reviving. “You can see it in the amount of online shopping,” he says. “People buying dresses and personal items. And the amount of daddies I used to see round here, pushing prams. They’re all gone back to work now. ” In Co Clare, Damien Tuohy, whose postal route takes him through three parishes, has observed the same thing. “There’s a little bit of an improvement,” he says. His route is “about a 100km round trip, from the town of Gort right into rural areas”. Postmen and postwomen are close observers of the communities they work in. What started last year as an article I was writing on the decline of the Christmas box (annual tipping for postmen and binmen; the decline has been vertiginous) soon became a blow-by-blow analysis of daily life. Adamson has been in the job for 34 years, and Tuohy for 35. Asked what the Government should do, they have their answers immediately. “They should simplify things,” says Tuohy. “People are ringing up about services and all they get is an answering machine. Communication, I’d say, is the biggest problem.” Adamson feels the Government has not made the most of the expertise in the post office on issues such as the creation of the new postcode system, for example. He wants local post offices to provide more services, not fewer. By the same token, he wants everyone to avail of the An Post service that delivers direct to Santa up to December 18th. As long there is a return address supplied, he delivers Santa’s replies straight back, with a postmark from the North Pole. Their own role at Christmas is very clear to both men.

“People have been buying [online] for the last couple of months,” says Tuohy. “You make an arrangement to meet them down the road, so you can hand over the parcels in secret. You take that in your stride, to be honest. You have to look after the people you’re serving.” Of course, there have been delays in the past. “It’s not nice to deliver a Christmas present to someone in January. The children are delighted but you can see the adults going, ‘That was supposed [to be for] Christmas’,” says Adamson. Online shopping can only be a good thing, as far as Adamson is concerned, even though delivery, with the customer having to sign an electronic scanner, is now much more time-consuming than it used to be. “We’re what we call the last mile,” he says. “I’m glad, because at the end of the day it’ll secure jobs . . . The post is down by 30 per cent. E-billing has had a huge impact on our business.”

It’s a jolly job The two men, who do not know each other, say remarkably similar things. “It’s a job I love,” says Adamson. “It’s the interaction with the people. I had the option of going indoors years ago, but I wouldn’t take it. Most mornings I’m up at 4.45. We work through our lunch break and then finish between 12 and 1.” “It’s a jolly job,” says Tuohy. “And it’s up to yourself to be jolly with it. People appreciate the small things.” “Christmas has its own routine”, says Adamson. “It’s usually a 12-hour day. It’s an achievement just to get out of the office. I get more of a Christmas feeling on this route because there are four schools on it. Some of the 28

mammies I deliver to now were in some of those schools when I started.” Last year, a teacher at Greenlanes National School on Seafield Avenue got the children in her class to make Adamson a Christmas card: “The effort that went to make it, the thought that went into it. I take that on board,” he says. Interviewed for this newspaper last year on the subject of the decline of the Christmas box, Adamson was not anticipating much. And he didn’t get much. This year he says: “Last year the Christmas boxes were very low. I don’t know what way to put it. You’re kind of surprised now if someone gives you a Christmas box. Quite dumbstruck.” Both Tuohy and Adamson agree it is the people who don’t have money who are the people most likely to give it. Last year, Tuohy implied he would often be embarrassed to take money offered at Christmas. “I say, ‘Give it to the child’.” “The most awkward part of our job,” says Adamson, “is when a family separates. Then someone is saying to you, ‘I don’t want his mail’.” As it is, now that the economy has revived slightly, “the elderly are the people we see all the time”, he says.

bag of timber instead of the heating oil,” as he says. “There’s no building going on now. They have JobBridge, but that’s only €50 extra. The other thing is, priests are getting scarce. The guards now, there is less of a decline, but they’re coming from farther afield.” Older people are a constant concern. “They’re frightened,” says Tuohy. “You’ve to ring the bell now. A lot of old people are very trusting [about callers].” On the plus side, he says, communities are “ a little bit more alert” about strange cars in their local area. “And with the unemployment there are more people around.” Adamson feels the same way about old people on his Dublin route. “ They have minor problems sometimes. They’re locked out. Their alarm has gone off. You’d take the bins in for them, close the gates. They’re happy with that. It’s only a small thing,” he says. “ I’d see that as part of the job.” Recently, he asked a woman to meet him on the road outside her mother’s house. “Of course she didn’t know what to think when I said that,” he says. “But I had to tell her that I’d noticed that her mother would be coming home and not knowing which house was her house. You see things.” “A lot of the small shops are feeling the pinch,” says Tuohy. “A lot of the pubs are nearly closed up. There’s talk of a lot of them getting out of it after Christmas.” But, he says, it’s worth remembering that “rural people are very resilient”.

The recession in Gort Gort is a commuter town for Galway city and for Ennis, and Tuohy saw the recession hit it like a hurricane. “The

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Séamus Dooley is a convenor of Trade Unionists for Civil Marriage Equality and a member of the Executive Council of the ICTU

YES EQUALITY

by Séamus Dooley

YES EQUALITY

For the Lesbian, Gay, Bisexual and Transgendered community the struggle for marriage equality is part of a continuum. It is encouraging that so many civic society groups have supported the Marriage Equality Campaign and that throughout the country local groups are flourishing under diverse banners. But we in the trade union movement have reason to be proud of our record over many decades of struggle. The publication in 1982 of “Lesbian and Gay Rights in the Workplace, Guidelines for Negotiators” is rightly regarded as one of the most important developments for LGTB workers. At the time it was launched, gay men were classed as criminals, at risk of imprisonment for expressing their love and the Congress support represented a beacon of hope on a dark landscape. Lesbian Gay Bisexual and Transgender trade unionists played a pioneering role in the campaign for gay rights in Ireland: leading the campaign for the decriminalisation of homosexuality; fighting discrimination in the workplace and helping to secure the Civil Partnership Act. The Civil Partnership Act grants same sex couples legal recognition but it does not confer the rights or status of civil marriage. As May 22nd approaches, we want union members to talk to colleagues about civil marriage equality – in the post office, on the doorstep, in offices, in staff rooms, in homes, in call centres. We want every union member to encourage their colleagues, neighbours, families to come out and vote. We must not be complacent. Every YES vote will count. Marriage Equality poses no threat to those who are already married. Rights will be denied to no one. Marriage will be enhanced, not merely redefined. Just as divorce did not lead to a breakdown in the institution of marriage, neither will marriage equality destroy an institution which has changed in character over many centuries. What has not changed is the enduring desire of many people to belong in a loving relationship, recognised and appreciated within their own society. As members of the Communications Workers Unions I’m asking you, as a comrade, to vote YES. Look on it as delivering my letter of freedom.

Among the tsunami of posts on social media about the civil marriage referendum, I was forcefully struck by a status update by Adrian Shanahan on March 5th accompanied by a photo of his life partner and their new born baby. Adrian wrote: “Say hello to Abhainn ColemanShanahan, she arrived in to this world earlier today at 00:15. Isn’t she beautiful? That radiant woman holding her is Carla, who also happens to be the woman I’ve chosen to spend the rest of my life with. Right now I’m a super content guy and I have a lot to be happy for! What reason would I have to care about in the upcoming Marriage Equality Referendum on May 22nd? Well Abhainn is one reason. There are others – I call them Jack and Finn, our two sons. I want not just our kids but all the children of Ireland to know that they are part of a country that values them and will treat them as equals no matter who they are.” I don’t know Adrian but I know that he is part of the team behind the Yes Kilkenny Campaign. And I know that Abhainn, Jack and Finn are loved by parents who feel blessed in their relationship and in their family life. And I think that he has got to the heart of the debate on marriage equality. It’s our referendum and who we chose to love or live our lives with is beside the point. On May 22nd, Trade Unionists for Civil Marriage Equality are urging CWU members, their families, friends and neighbours to vote YES. We are an alliance of trade union members united in our commitment to the principles of equality, justice and social solidarity. We are not defined by union or sexual preference but by adherence to the principles upon which our movement is founded: the principles cherished and nurtured by the Communications Workers Union not just in its present guise but through its assorted forbearers. It is worth noting that the Association of Irish Post Office Clerks (AIPOC) is regarded as one of the early pioneers of equality within the Irish labour movement. As historian Francis Devine has noted, women were well represented in the early days of the union, which from 1910 was demanding ‘equal pay for equal work’. 31

Youth Committee Update

Youth Committee AGM Report By Fiona Dunkin

2015 Youth Committee at the AGM in CWU HQ.

The AGM of the CWU Youth Committee as well as a political education course provided by Belfast social justice co-operative Trademark took place on the 26th and 27th February 2015 in the CWU Head Office. Sixteen members attended the AGM, with a strong presence from An Post, and a member from the Call Centre sector. With such a low proportion involved, the Youth Committee hope to work on increasing Call Centre membership this year. Some travelled from nearby, some from further afield (Cork, Kerry!), but all there with a purpose - to meet, learn and plan for the year ahead. During the AGM itself, Derek Keenan officially announced he was stepping down as Chair of the Committee after two years service, with Barry Gorman (former Vice-Chair), following a contested election, stepping into his shoes. Also contested was the role of Vice-Chair this year, elected as Dave Sheehy, a committed member of the Committee over the last number of years. A look back at the past year was in order with discussion on the Committee’s involvement with campaigns against JobBridge, the launch of a “Know your Rights at Work: Down Under” initiative, in conjunction with Mandate and Pearse Doherty TD, appearances of members at various events, including the Annual DCTU May Day, picketing alongside the locked out Greyhound workers, and most recently, the Committee’s work within the Work Must Pay group, an anti-JobBridge action group which also includes Unite Youth, DAG, Connolly Youth Movement and members of Sinn Féin Republican Youth. This particular campaign involves a focused targeting of employers utilising the JobBridge scheme, by issuing letters calling for the removal of these internships, and the subsequent threat of picket action. Thus far, the campaign has been very successful - the proof in the pudding being the cease of use of the scheme by a number of businesses.

Steve Fitzpatrick addressing the Youth Committee AGM

Commentary on potential activities for the Committee in the months ahead also took place, with all in general agreement regarding the multi-faceted aims of the Committee, i.e. to continue efforts both internally regarding issues within the workplace in tandem with those on a broader societal level. This was followed by a talk from guest speaker Dave Gibney, Communications Officer of Mandate Trade Union on the Right2Water campaign, as well as on the potential implications of the impending trade agreement, TTIP (the Transatlantic Trade and Investment Partnership) which, if implemented, looks set to significantly threaten workers’ rights and further contribute to economic and social conditions antagonistic to concepts of equality and social justice on both a national and international scale. Next up was Stevie Fitzpatrick, General Secretary of the CWU, who spoke on the importance of the Youth Committee’s work, his commitment, on behalf of the union, to continue to support the work of the Committee, and more broadly on the purpose and mission of trade unions in Ireland today. Ending the AGM was a motion put forward by a 32

Youth Committee Update

member of the Committee proposing the Youth Committee’s affiliation to the growing Trade Union Campaign to Repeal the 8th Amendment. It was argued that the 8th Amendment, implemented in 1983, by effectively equating the life of a foetus with that of women, poses a massive obstacle to the easing of abortion restrictions in Ireland. Many unions and union committees, including Unite, ICTU Youth and a number of local branches and sectors have already affiliated to the campaign. It was also contended that the repeal of the amendment represents both a human rights and gender equality issue, as well as a specific workplace issue for women within all unions, including the CWU, with many having to spend an enormous amount to travel and pay for abortion services in the UK, and often necessitating the taking of unplanned leave. The motion to affiliate to the campaign was passed unanimously. After a bite to eat, the group launched into the Trademark course, entitled ‘Political Economy for Trade Union Activists’, facilitated by Stephen Nolan, Mel Corry and Seán Byers. The course, which examines Ireland in a global economic and political context, stretches from as far back as the initial emergence of capitalism and its path towards its position as the

dominant global economic system. The various contradictions inherent in the capitalist system, the demise of the welfare state in the face of aggressive neoliberalism, and the resulting inequalities and social injustices the system serves to propel were explored in an accessible and engaging manner, with discussion and contemplation actively encouraged. The course closed on Friday with an insight into possible alternatives that could be harnessed and implemented on global scale, or, in short, how to make economics and politics work for people, and not for profit, in the interests of labour and not capital, through meaningful democracy and not the dictatorship of the markets. As they say, ‘a great time was had by all’, and members of the Youth Committee left on Friday evening with a renewed sense of enthusiasm and unity, galvanised for the work ahead for the year. ¡Hasta la Victoria Siempre! For anyone interested in getting involved in the youth committee, contact Barry at barryf.gorman@gmail.com or Laura at laura@cwu.ie

James Moore, DPAB.

Shay Nolan, DPAB.

Dave Gibney, Mandate.

Barry Gorman, Derek Keenan and Dave Sheehy.

James O’Sullivan, Mallow Postal.

Youth Committee Update At the CWU Youth Committee AGM, which took place on 26th February in CWU Head Office, a motion of affiliation of the Youth Committee to the Trade Union Campaign to Repeal the 8th Amendment was unanimously passed. The Trade Union Campaign to Repeal the 8th Amendment, launched in September 2014 is selfdescribed as ‘a group for organising trade union activists and members from all trade unions in the fight to repeal the 8th’. The 8th Amendment, inserted in 1983, effectively served to equate the life of a woman to the life of a foetus. The enshrining of restrictions to abortion care within our constitution has had massive implications for women’s rights in Ireland. As a result, progressive legislation regarding abortion in Ireland has been hampered or indeed made impossible. We need only look to the Protection of Life During Pregnancy Act of 2013, which, in effect, rendered the maximum punishment for women accessing abortion care in Ireland as 14 years imprisonment, longer than the national average sentence for rape. The most stark manifestation of the unworkable and inhumane nature of the legislation in its current

constitutional context was represented by the recent Miss Y case of the summer of 2014, whereby a migrant seeking an abortion in Ireland on the basis of suicidality was denied access and forced to undergo a C-section. In addition, the recent Fatal Foetal Abnormalities Bill, put forward this February by TD Clare Daly, failed to pass on the basis of concern from the major political parties regarding its constitutionality. Whether this be the case or not, it remains clear that the 8th Amendment currently stands enormously in the way of progress for women in Ireland. In terms of the trade union movement in Ireland, the repeal of the 8th amendment is something that needs to be supported, both in terms of contributing to the protection and promotion of basic human rights and in terms more specifically of the rights of women as workers. Women, as in all European countries apart from Malta, Poland and the Vatican, should be afforded the right to choose. As workers, women living in Ireland seeking abortion care are forced to travel overseas, often necessitating unplanned leave and massive financial burden. Irish women and Irish workers should be, without question, afforded the same rights as their European counterparts. It is for this reason that it is so vital that the trade union movement in Ireland stands behind this campaign. A campaign for human rights, women’s rights, workers’ rights, reproductive justice and equality.

CWU secures increase in Entry Level Salary for One Direct On foot of a long-standing pay claim, which has been the subject of local negotiations, a Labour Relations Commission hearing, and ultimately a visit to the Labour Court, the CWU Committee in One Direct has secured an increase in the Entry Level Salary for staff in One Direct. New staff entering the business will be paid a minimum rate of €21,000 per annum and as a result of this increase, existing staff who are currently paid a lower rate will be brought up to that rate, backdated to the 1st January 2015. For the Committee and the members represented as part of this claim, this is a significant and positive development, as it will affect around one third of the members in the Company. However, the hard work of the local CWU Committee will continue, as there are two elements to the pay claim in One Direct. As well as trying to achieve a minimum rate of pay of €21,000, the

Committee are seeking a general pay rise for any staff already paid above this rate. As yet this aspect of the claim is unresolved. As previously noted in Connect, this issue has been the subject of a Labour Court recommendation; both the CWU and local management are in discussion on appropriate comparators that can be used as a benchmark for potential increase. The Union remains hopeful that the issue can be resolved locally; however, the Labour Court recommendation does provide for a return to the Court if an agreement cannot be reached locally. The local CWU Committee has thanked the members for their patience and support, throughout what has been a long, arduous process, but one that has been very worthwhile given that a large number of our members will now see, in some cases, a significant increase in their rate of pay. 34

YOUTH COMMITTEE – THE YEAR AHEAD By Barry Gorman, Chairperson This motion was proposed at the recent Youth AGM, and was unanimously voted in favour of. And there’s good reason for that. The 8th Amendment restricts the rights of women to safe and legal abortions in Ireland, and is forcing many young women to travel abroad, or seek alternatives at home, many of which are extremely unsafe to the woman involved. The Repeal the 8th Campaign is discussed in more detail in this Connect in an excellent article written by Committee member Fiona Dunkin, and I urge you get involved and support it. Alongside all of these, the Youth Committee will also continue to work with other trade union youth committees, youth groups like We’re Not Leaving, and community organisations on a number of issues which, while not necessarily work related issues, are definitely ones which effect all members in their everyday life. Finally, the Youth Committee will continue to engage with young members in both the postal and communications sector, in an effort to find out what is the biggest issue affecting them in their workplace. With the average age of the CWU being in its mid-fifties, young members are a minority within the trade union. But they are also some of the most important. They are the future of the union, and getting them to become active within their branch and the Youth Committee remains a priority. At our recent AGM, it was also noted that of all the members present, only one was from the telecommunications sector. This is particularly worrisome as the employees of the call centres and retail represented by the CWU are predominantly young people. The Youth Committee is committed to engaging with these employees to get them actively involved. If you would like to get involved with the Youth Committee, want to discuss any of the campaigns I have mentioned, or have an idea or issue you would like the Committee to discuss, feel free to contact me at Barryf.gorman@gmail.com. As I’m sure you can tell, 2015 is going to be a busy year for the Youth Committee, and we welcome you all to join us in it.

The CWU Youth Committee has over the past few years been leading the way within the trade union movement by campaigning against the many issues facing people across Ireland, both young and old. And 2015 promises to be no different. Firstly, the Youth Committee will be continuing its great work highlighting the exploitative nature of JobBridge, the current government’s internship scheme. The JobBridge scheme is an internship scheme designed to give people training in order that they will be able to enter the jobs market. But the reality is far different. Not only are interns being used as a source of free labour by companies, costing the taxpayers an extra fifty euro a week per intern, but these JobBridge internships are replacing what could be fully paid jobs in the country. The Youth Committees latest report on JobBridge, ‘JobBridge to Nowhere’, said it best: 6.2% of “hosts” said they would have been highly likely to have offered paid employment to JobBridge interns in the absence of the scheme, while 22.6% indicated that they would have been fairly likely to. This amounts to 28.8% which tallies with the 29.3% of interns currently employed by their host companies/ organisations. Furthermore, when the host companies/ organisations were asked why they had not offered paid employment to their interns 42% said there were no employment opportunities available in the organisation while significantly only 3.7% cited financial constraints. With this in mind, the Youth Committee is delighted to be joining with outer youth groups like Unite Youth, Connolly Youth and Sinn Fein Republican Youth under the banner of Work Must Pay, to continue to campaign against the blatant exploitation of the JobBridge scheme. To date, Work Must Pay has succeeded in getting a number of companies to remove their JobBridge internships, and we aim for this to continue during this year. Another campaign that the CWU Youth Committee is proud to be supporting is the Campaign to Repeal the 8th.

One section of march leaves Heuston Station

On the 21st March, 2015, the Right2Water march met in Oâ&#x20AC;&#x2122;Connell Street, after leaving from three locations: Connolly Station, Heuston Station and Merrion Square, to form a 60,000strong audience.

Steve Fitzpatrick addresses the crowd

Three sections meet in Oâ&#x20AC;&#x2122;Connell Street

Trade Union “Friends of Palestine” Seminar indiscriminate that the previous attacks,” she said. “I was in Gaza in the aftermath of Operation Cast Lead and again in 2012. There was a lot of destruction after those incursions, but the latest one was much worse. Entire neighbourhoods were flattened.” Basma highlighted the psychological trauma experienced by much of the population of Gaza following an eight year blockade and three wars which killed thousands. She also described the harrowing time she had last summer, with the knowledge that her family were in Gaza. She said: “When Gaza is being bombed, the anxiety takes over your life. You cannot sleep. You cannot operate socially, personally or professionally. It consumes you in every way and takes over your life. “When the phone rings, you are afraid to answer, as you are always expecting the worst possible news.” She finished by pointing out that solidarity actions undertaken by Irish people is making a difference. “We notice the displays of solidarity,” she said “People in Gaza are physically cut off from the rest of the world, so when we see huge solidarity rallies in Dublin, it gives us hope. “When children in Ireland send drawings over to children in Gaza, it means the world to them. You have no idea how much it lifts their sprits.” Liz Deasy said the trade union movement has a key role to play in supporting Palestinians. Liz and ten of her IDATU colleagues working in Dunnes Stores went on strike in 1984 for almost three years in protest at their employer selling goods from Apartheid South Africa. The strike was instrumental in raising the issue of Apartheid and eventually led to the Irish government banning South African goods from the company. “When I look back on what our union did in 1984 and what was achieved by our actions in regards to Apartheid South Africa, I think trade unions have a huge role to play in supporting the struggle for justice in Palestine,” she said. “Obviously the main thing unions can do at the minute is support the boycott campaign. Our strike helped to make ordinary people aware of what was happening in South Africa at the time. Before I went on strike I had never even heard of the Anti-Apartheid movement, but afterwards it was huge. Thousands were involved with it. Our strike shows that small numbers of people have the ability to make change happen. It happened with South Africa and it can happen with Palestine.”

ICTU president John Douglas has vowed to push for a trade union-led campaign of Boycotts, Divestment and Sanctions (BDS) against Israel until it complies with international law. He was speaking at the re-launch event of Trade Union Friends of Palestine (TUFP) in the CWU Conference Centre which was held as part of Israeli Apartheid Week. Mr Douglas said it was vital for the labour movement to take a strong stand against Israel’s system of Apartheid and vowed to launch an ICTU campaign in support BDS before the end of his presidency. The meeting was also addressed by CWU general secretary Steve Fitzpatrick, Basma Ghalayini from Khan Younis, Gaza and former Dunnes Stores striker Liz Deasy. Mags O’Brien, chair of TUFP, said the reestablishment of TUFP is aimed at discussing further solidarity work that can be carried out by Irish trade unions. “We are keen for union activists in Ireland to build strong direct links with people in Palestine,” said Ms O’Brien. “If you can get people emotionally invested in what is happening there, I believe we can change things.” TUFP was first set up following the ICTU 2007 Biennial Conference which passed a motion to support Palestinian civil society’s call for Boycotts, Divestment and Sanctions against Israel. Ms O’Brien continued: “The Palestinian trade union movement were among those who called for a campaign of BDS against Israel. It’s our duty as trade unionists in Ireland to support this call. Although support for BDS is official ICTU policy, I believe more needs to be done by reaching out to our membership.” The group has since been active in taking part in protests and making representations to the Irish Government regarding the various Israeli bombardments of Gaza, and activists have engaged in working with other solidarity groups to bring speakers to Ireland and have also visited the West Bank and Gaza. Basma Ghalayini, whose family were in Gaza during Israel’s onslaught last summer, powerfully described the humanitarian crisis that is currently affecting civilians in the besieged enclave. Having spent three months in Gaza after the invasion, which killed more than 2,000 people, she witnessed at first hand the destruction of tens of thousands of homes, lack of sanitation and a shortage of medical supplies. “Last summer’s attack was definitely more

Why half of Irish people are willing to pay more taxes Fifty-five per cent of us support a maximum wage to cap the amounts paid to high earners by Nat O’Connor – Irish Times Online article

‘When informed that the incomes of the top 10% are seven-and-a-half times greater than the lowest incomes, 88% felt income was unfairly distributed.’ Photograph: Getty Images

OST PEOPLE want Ireland to be more equal, and they want this to be achieved by boosting the minimum wage, capping high pay, raising taxes and providing a wider range of high-quality public services, according to a recent survey. The survey – commissioned by the Think-tank for Action on Social Change (Tasc) and carried out by research company Behaviour & Attitudes – found that the majority (83 per cent) felt that income in Ireland was unfairly distributed, with close to half (46 per cent) believing it was “very unfairly distributed”. This was when they were asked the question out of context. When informed that the incomes of the top 10 per cent were, on average, seven and a half times greater than those at the lowest level, 88 per cent felt income was unfairly distributed. This sentiment is close to the pulse, as Ireland is the most unequal among all members of the Organisation for Economic Cooperation and Development when it comes to incomes from work and investments. However, taxes and social transfers – in the form of social welfare payments and public services, such as health and education – reduce income inequality to lower than the EU average, a factor that shows the importance of

maintaining both tax levels and public services. Economics has always been about who gets what, when and how, and there is now persuasive evidence that our wellbeing as a society depends on our level of equality. More equal countries do better on a whole range of social issues, with lower crime rates, better health outcomes and more cohesive societies. Now, in the aftermath of the global economic crisis, inequality has become an important focus for understanding how economies can do better. The World Bank, the IMF, the OECD and financial institutions are becoming increasingly concerned that the concentration of income and wealth in fewer hands is damaging the potential of many countries. Yet measures to reduce inequality – such as progressive taxation, minimum wages and strong public services – have been under attack across the developed world for many years. As a result, the share of income and wealth held by the top 10 per cent, and particularly the top 1 per cent, has been rising in most developed countries, including Ireland. This is not only damaging to our economy and our society but goes against the tide of public sentiment as revealed in this survey, a nationally representative study of 1,000 adults aged 16-plus, conducted between October 27th and November 5th. 38

departing managers. Top tax rates In relation to tax, nearly two-thirds of Irish people (63 per cent) are in favour of a top rate of 60 per cent (combining income tax, USC and social insurance) on that part of income in excess of €100,000 per year. This finding reflects similar sentiments elsewhere. For example, shareholders in Switzerland and elsewhere have been frustrated by extremely high payments to bankers who played a lead role in the global financial crash of 2008. Sceptics will point out that of course people want the Government to intervene to reduce inequality and provide better services, as long as this doesn’t affect them. The focus on tax cuts in the recent Budget and the vocal opposition to water charges are presented as evidence of this. But the survey finds that people are willing to contribute to making Ireland a more equal country. Half of respondents indicated that they would be in favour of “paying more taxes” themselves if guaranteed highquality public services or new services, such as pre-school education or social housing. This is a significant increase on the 35 per cent who were willing to pay more taxes in 2010. What all of this demonstrates is that there is a strong constituency in favour of a more balanced economic model for Ireland, not just one based on tax cuts and reduced solidarity, but one founded on the provision of quality public services for all.

Active steps People in Ireland strongly believe that the Government should take active steps to address economic inequality. More than 90 per cent are in favour of either increasing the statutory minimum wage, establishing a maximum wage, or both, with only 7 per cent opting for neither of these measures. Compared to 2010, when the same question was asked, there was a rise in support for increasing the minimum wage from 65 per cent to 84 per cent . This may reflect the fact that the €8.65 minimum wage is no longer linked to average wages, and remains at the same level as 2006. It might also indicate a growing awareness that the minimum wage is not the same as a living wage. In Ireland, a “living wage”, which would enable a single person to have a minimum but decent standard of living based on full-time work, has been calculated at €11.45 an hour for a 39-hour week. The problems faced by many workers on the current minimum wage are made worse by the reality that many of them are not given full-time hours on a regular basis, yet are not always eligible for State income supports. Another key finding in the recent survey is that the majority of people (55 per cent) support the establishment of a maximum wage to cap the amounts paid to high earners. The idea of a maximum wage is gaining serious attention elsewhere, too. For example, Switzerland passed a referendum last year – with 68 per cent in favour – that imposed some of the world’s strictest rules on executive pay. It gave shareholders a veto over salaries and forbade golden-handshake payments to

Nat O’Connor, research director with the Think-tank for Action on Social Change (Tasc); see tasc.ie

Patricia King takes up role as General Secretary of Congress

David Begg congratulates new Congress General Secretary, Patricia King

Patricia King, formerly Vice-President of SIPTU and the ICTU, has become the first woman to be appointed to the post of ICTU General Secretary in the 100+ years’ history of that organisation. Patricia has worked as a full-time official for SIPTU for over 25 years and is universally regarded as a tough negotiator and a committed trade unionist. Announcing her appointment, the outgoing General Secretary David Begg said that Congress “was very fortunate to have someone of such calibre and wide experience” to lead the movement. At the press conference following the announcement, Patricia clearly outlined the themes that will guide her during her time in charge of Congress; stating that “every worker is entitled to enjoy fair pay and decent conditions, all workers should be entitled to negotiate collectively with their employer without fear and every worker is entitled to be treated with respect.” The CWU Executive has passed on its congratulations to Patricia and we look forward to working with her in the future. 39

Libby Downes QFA CIP P, FM Downes & Co

HEAL LTH T INSUR INSU ANCE – LIFETIME COMMUNITY RATING TIN T Don’t pay more than you need to…act beffor o e 30th April 2015 What is Life Time Community Rating? Yo ou will at this stage, through one channel of media or another have heard the term Life-Time Community Rating; it is legislation that comes into effect from 1st May 2015. It is a penalty, in the form of a permanent premium loading, for an adult who waits until they are 35 years of age (or older), before buying health insurance for the first time. The loading is 2% per year for each year over 34, to a maximum of 70%. For example, a 45 year old…. 11 years over 34, will pay 2% by 11 years, equating to paying 22% more, every yearr, on the base premium, if they do not take out health insurance before the end of April 2015.

insurance. However there are still over 2 million in the country with private health insurance and something had to be done to keep these in the market.

Government Intervention At first, Life-Time Community Rating might seem like yet another levy being imposed on those of us that do not have enough faith in the public system and choose to buy health insurance. Howeverr, it is probably the first positive government intervention into health insurance in a long time.

More Affordable Premiums for All Those cancelling their health insurance tended to be the younger lives, the healthier portion of the market. At present the Irish Health Insurance market is community rated, rather than risk rated, meaning that everyone pays the same regardless of age or state of heath.

Since 2009 the government has increased the levy on health insurance by 149%, it currently stands at €399 per adult and €135 per child, for plans with cover for private hospitals. In the 2013 budget, they announced a cap on tax relieff, which affected the vast majority of plans on the market. With the re-designation of public beds in public hospitals the cost to insurers went from €75 per night to €800 per night. The combination of these government interventions, along with medical inflation, has driven up the cost of health insurance premiums at an unprecedented rate.

Howeverr, this system is not sustainable without a continuous flow of young entrants into the market, as it requires younger healthier people to subsidise the claims of older and less healthy lives. This system of rating is in the common good and the government are committed to keeping it so, to encourage younger people joining and staying in the private health insurance market, thus keeping premiums down for everyone.

These price hikes, at a time when people were already strained financiallyy, resulted in over 250,000 not continuing with private health

YES, if you are 35 years or older and do not currently have private health insurance, but do intent to purchase health insurance at some stage of your life

Please call us on 01 855 6666; for advice on the most suitable plan to suit your individual needs.

If this is the case you should purchase a plan before the end of April, in order to avoid paying an extra loading on health insurance when you do join. To attract some of the 60,000 people expected to purchase health insurance before 1st May 2015, all four insurers have introduced new cut price plans for under €9 per week. While these plans are basic

YES not take out their own health insurance before they are 35 years. If this is the case, you should inform them of the loading that will apply if they wait until after the end of April to take out their own insurance. The plans previously mentioned for under €9per week may be most suitable. Please feel free to pass on our number; 01 855 6666 where they can get further information.

and will ensure you avoid the lifetime community rating loading, even if you upgrade at a later stage. Please call us on 01 855 6666 to discuss

NO, if you currently have health insurance.

YES, if you are 35 years or older and previously had health insurance but cancelled your cover with the intention of re-joining when you

However, if you are not already a member of the CWU health insurance scheme you could still be paying more than you need to for health insurance. Please call us on 01 855 6666 before your next renewal date for advice on plans to suit your individual needs and also, see how much you can save.

If this is the case, make sure to re-join by the end of April to avoid paying the loading. Don’t just go back on the same plan as you were on the last time, because all of the insurers have added new innovative

THE VALUE OF HEALTH INSURANCE -

Quicker access and cover for diagnostics such as MRI, CT, PET CT Quicker access to hospital if medical procedure is necessary Choice of hospital, consultant or specialist Choice of accommodation; semi private, private room Cover for day to day medical expenses available

THE VALUE OF THE CWU HEALTH INSURANCE SCHEME -

FM Downes & Co continuous review of entire private health insurance market Each year on renewal best value and most suitable plans are chosen Maximum discounts on chosen plans are negotiated with insurers Complex market with hundreds of plans made simple for members Independent advice to suit individuals requirements and budget Year round support and assistance regarding claims or any queries Convenient deduction of premiums from wages

If you are considering taking out health insurance at some stage of your life contact us before April 30th. We will discuss your budget, family circumstances and health needs over the telephone, after which we than you need to!

Tel 01 855 6666 Email health@fmdownes.com

CWU Charitable Fund

CWU Charitable Fund donates

€20,000

CWU donates €20,000 to the Laura Lynn Foundation Pictured l to r: Damien Tuohy (NEC) Monica Hempenstall (CWU Financial Officer) Ray Lawlor (NEC) Chair CWU Finance Committee, Michelle Byers (Laura Lynn) Martina O’Connell (CWU Vice President) and Gerry Bourke (NEC)

Pictured l to r: Brian Kane and Gerry Keating (Foxrock DO) Michelle Byers (Laura Lynn Foundation) and Gerry Keating (Foxrock DO)

to Laura Lynn Foundation and

€20,000

to St. Francis’ Hospice, Blanchardstown

CWU donates €20,000 to the St. Francis’ Hospice (Blanchardstown) Pictured l to r: Eddie Hoare (Blanchardstown DO ) Ray Lawlor (NEC) chair CWU Finance Committee, Damien Tuohy (NEC) Martina O’Connell (CWU Vice President), Gerry Bourke (NEC), Sr Patricia Walsh (St Francis Hospice), Monica Hempenstall (CWU Financial Officer) and Paul Williams (Blanchardstown DO).

THE ROWLAND HILL MEMORIAL FUND OF IRELAND Rowland Hill, a great administrator and reformer of Post office affairs was born in 1792. He is best known as the initiator of the Penny Post. In tribute to his work the Rowland Hill Memorial Fund of Ireland was established in Britain in 1882. An independent organisation was founded in Ireland in 1928, under a Deed of Trust approved by the High Court of Justice. Today, the Rowland Hill Memorial Fund of Ireland provides financial assistance for serving or retired staff, of An Post and eircom, and their dependants. It also provides financial assistance for retired staff, of the former Department of Posts and Telegraphs and Telecom Ă&#x2030;ireann, and their dependants. Assistance may be given to those who find themselves in need due to age, poverty or infirmity. The Rowland Hill Memorial Fund of Ireland is managed by a voluntary committee of Trustees.

The Fund is worthy of your support because: 1. It is administered by an independent and voluntary body of Trustees. 2. Thousands of staff and their dependants have been helped over the years when they were in urgent need of help. 3. Subscriptions may be deducted from your pay. A few cents deducted regularly will mean a lot to someone in need. 4. The suggested subscription is 50 cent per week.

Please fill out the form below and send it to Honorary Secretary, Rowland Hill Memorial Fund of Ireland, G.P.O., Dublin 1. You may also contact the Honorary Secretary at email rhillfund@eircom.net

â&#x153;

The Rowland Hill Memorial Fund of Ireland I hereby authorise the deduction of ________ per week / fortnight / month from my wages / salary for payment to the R.H.M.F., commencing _________________________________20_________. Name (Block Letters) ___________________________________________________________________________ Staff/Pension No. _____________________________ (An Post/eircom) (Please delete as appropriate)

(Please delete as appropriate)

Signature ________________________________________________________ Date ____________________________________________________________ 44

Union Wins Unfair Dismissals Case against CPM at the Labour Relations Commission

The Union has been engaged in a number of disputes with Counter Products Marketing Ireland (CPM) on behalf of members employed in that company. CPM are employed under contract by eircom to provide customer win back and sales services. The Union recently took a case on behalf of a member who was unfairly dismissed and had money deducted from his salary for alleged damage to a company vehicle. Set out below are the findings of the Rights Commissioner. Reference is made in the summary of the complainant’s position to not being paid on the day he was informed it was intended to make him redundant and what happened on the day in question, gives a good insight into the deplorable way in which the member concerned was treated and how CPM operate. Having told the member concerned of their intention to make him redundant, CPM informed him they did not expect him to work on that day because of the news he had received and they advised him, he should go home. It was too much to expect that CPM were behaving with a degree of decency and true to form, CPM deducted a day’s salary on the grounds the member concerned was absent from work. Separate to the above, the Union has submitted a claim to eircom, demanding that all contractors employed by the company must operate to the highest standards when dealing with members of CWU. It is not good enough for eircom to claim, as they did in the case of the Union’s dispute with Firstsource, a contractor company, that eircom does not have a responsibility in this area. The Union intends to make sure that all contractors operate to the highest standards and it is the Union’s intention to take whatever action is necessary to ensure this happens.

was to be made redundant. He was informed that his selection for redundancy was based on his sales performance since November 2013 to that date. He was told he did not have to work on the day but was not paid for it. He was not informed in advance of the purpose of the meeting. There was no evidence produced in relation to sales figures or selection. He was offered alternative employment at a considerably reduced rate and without transportation. The respondent subsequently clarified that the selection criteria was based on length of service and performance. He was never shown the ratings from the selection criteria in relation to his colleagues despite a data request. The claimant was left short in his statutory redundancy payment. The claimant submits that he was not paid for the 16th of January 2014 in the amount of €115, that he was underpaid €380 net in statutory redundancy and that that respondent illegally deducted €559.14 net from his final wages in respect of damage (not caused in an accident) and reported some months earlier. The claimant relies upon the authority of the EAT in Ryanair v Downey (2006 17 ELR 347) to advance its argument.

Conclusion(s) and Recommendation/Decision: This was clearly an unfair dismissal with the respondent showing absolutely no regard for fair procedure. The appropriate remedy is compensation in the amount of €20,000 exclusive of the redundancy payment previously made to the claimant. I find that the complaints in respect of wages for the 16th of January and deduction of the excess in relation to the car are well founded. The redundancy issue has been dealt with under the Unfair Dismissals Act 1977-2007. I hereby require that the respondent pay the claimant compensation in the amount of €674.19 net for breach of the Act.

Summary of the Complainant’s Position: The claimant submits that he was summoned to a meeting on the 16th of January 2014 and told that he

EU-Colombia/Peru Free Trade Agreement was moved for ratification in individual member states, and Ireland was the 20th to agree ratification. Despite a vigorous political lobbying campaign in Europe and Ireland by Justice for Colombia, the Labour Party applied the whip, disregarding calls for a free vote; taking the side of Fine Gael, Labour TDs abandoned all principles of trade union solidarity and agreed to enter into an FTA with “the most dangerous country in the world to be a trade unionist”. Regardless of commitments made by Minister Bruton that there are adequate protections in the FTA, such as suspension of the agreement for failure to adhere to human rights clauses, experience has shown that business and profit will trump this every time. One only has to consider the preferential trade agreement with Israel which has never been suspended, despite that country’s continuous gross violations of international law and basic human rights in the Occupied Palestinian Territories and Gaza. Justice for Colombia (Ireland) will continue its struggle until the Colombian state meets its obligations under the Universal Declaration of Human Rights and ILO Core Conventions. Justicia, paz y solidaridad!

Dublin, Wednesday 28th January 2015 – Dáil Éireann votes to ratify the EU-Colombia/Peru Free Trade Agreement, with 67 in favour and 46 against. This was a disappointing result for Justice for Colombia, which has campaigned for several years against ratification of the FTA on the basis of Colombia’s appalling human rights record, particularly in relation to trade union and other human rights activists. The campaign began for JFC (Ireland) 5 years ago in the European Commission and then moved on to the European Parliament. During that time delegations were sent to Brussels to discuss the dire human rights situation in Colombia and impress upon MEPs the inadequate protections in the Free Trade Agreement to protect against further human rights violations. Finally, the FTA

CWU People

Mick Hyland Retires Mick Hyland recently celebrated his retirement following a 43-year membership of PMC. When he retired, he was floor operations manager at Portlaoise/Naas Managers’ Branch.

Pictured l to r: Betty Hyland (Mick’s wife), Vincent Kilroy NEC, presenting the Union Scroll to Mick Hyland, and Willy Kehoe, Secretary Portlaoise/Naas Managers Branch 46

A great turnout for Mick’s Retirement Do!

CWU People

Paddy Barry Retires Paddy Barry celebrated his retirement at a party held in January, 2015. He retired after a 39-year career as a postman in Kilkenny. Paddy also served as Chairman of the Kilkenny branch of the CWU for 10 years. He celebrated with family, neighbours, friends, and fellow workers from Kilkenny DSU and High Street branch. A great night was had by all and we wish Paddy the best of health for his retirement. Pictured l to r: Tommy Deegan, Secretary CWU Kilkenny, Paddy Barry and Paddy’s wife, Joan.

Sligo Retirements The CWU recently presented Union Scrolls to three retirees from the Sligo Section and Western Manager’s Branch. Top left: Pascal Connolly presents the Union Scroll to Alex Carey, who retired in December 2014 after 35 years’ service. Below left: Liam Slevin, Western Manager’s Branch, presents the Union Scroll to Paddy Henry, who retired in December 2014 after 33 years’ service. Below: Pascal Connolly presents the Union Scroll to Teresa Heeran, after 35 years’ service.

CWU People

Ann Ganly Retires with 45 Years’ Service The final curtain for her time with eircom came down for Ann Ganly on 6th February 2015. Ann started as a day telephonist in 1969 with the Dept of Post & Telegraphs. She left this post after her marriage to TJ, only to return in 1974 as Night Telephonist in Athlone. During Ann’s 45 years of service, she witnessed the transformation of the Department of P&T first to Telecom Eireann and then, finally, to eircom. She worked on the operator service “10” and the emergency service “999” and after the cessation of both of these services, Ann moved into Directory Enquires on both national and international directories. She did her job with great aplomb up to her final day. Always very courteous in all her dealings both with the customers and her colleagues, she will be greatly missed by all here in Athlone. This was particularly evident in attendance of all who turned up to wish her well on her last day. A presentation was made to her on behalf of her colleagues and the Branch presented her with her Union Scroll. The staff and management would like to wish her a long and happy retirement.

Pictured l to r: John Murray, Caroline Maunsell, Ann Ganly, Ann Doyle and Sadie Quinn.

Marcus Tuite, Operations Manager, with Ann Ganly.

Larry Byrne Retires Larry Byrne, Clonshaugh DSU, receives his Union Scroll from Frank Donohoe, Branch Secretary, Dublin Postal Delivery Branch. Larry retired after 33 years’ service and many of his colleagues joined Larry in the Goblet Pub, Artane, to celebrate his well-deserved retirement.

Malachy Boyle Retires Malachy Boyle retired from Ardara P.O. Donegal after 32 years’ service. He was presented with the Union Scroll and Gold Badge by Paul Crawford, Branch Chairperson Donegal SW. We wish him the very best in his retirement

CWU People

Jarlath (Charlie) Jones Retires

Pictured L to R: Ray Galvin (Branch Rep, Balbriggan DSU), Jarlath (Charlie) Jones, Frank Donohoe (Branch Secretary, DPDB) and Noel Adamson (Assistant Secretary, DPDB)

A great night was had in the Strand Bar, Rush, Co. Dublin, on the occasion of the retirement of Jarlath (Charlie) Jones, Balbriggan DSU. Charlie gave nearly 40 yearsâ&#x20AC;&#x2122; service to the Union and

delivered mail around the Rush area for most of those years. He was given a great send off by his colleagues and the Branch would like to wish Charlie a long and happy retirement.

Paddy Deathe Retires

Pictured L to R: Kevin Molloy, Branch Secretary North Wexford/South Wicklow Branch, Imelda Deathe, Paddy Deathe (who has retired after 20 yearsâ&#x20AC;&#x2122; service) and Vincent Kilroy NEC 49

CWU People

Peadar Dunne RIP Also around this time he took up the game of golf and became very active in the golf societies of St Kevin’s Boys and Whitehall Colmcille. He certainly enjoyed the social aspects of these golf outings including the sing-songs and the telling of tall yarns. After getting his leaving cert at Coláiste Mhúire in Parnell Square, Peadar joined the Post office in the grade of Postal Clerk. He served in many aspects of that grade and became active in the union and was well respected by the members he represented. Peadar served on the branch committee for many years and became Assistant Branch Secretary. I am sure many of you will remember Peadar from attending Conference where he loved to participate in the debates and he especially enjoyed the social events when he would often burst into song. In An Post, Peadar was a TV Licence Inspector and as his brother Robbie said in his funeral eulogy, he became the most popular TV Licence Inspector in Dublin. In the last few years Peadar attended the May Day celebrations in CrossaKiel, Co. Meath honouring local man Jim Connell who wrote the words of “The Red Flag”. Family was immensely important to him and his loss casts a long shadow which will be nowhere greater felt than by his wife, Dorothy, whom he married in 1982 and their children, Caroline, Aidan and Gary and his grandson Daniel. Peadar is also survived by his father, Peadar Dunne (Snr), his sisters Mary, Evelyn and Cecily and his brother, Robbie. Ar dheis Dé go raibh a Anam Dílis.

Des Lernihan and Peadar at Conference in Wexford

Peadar Dunne’s death occasioned widespread shock and grief all round. There was a huge attendance at his funeral mass, including his fellow colleagues from the Communications Workers’ Union, neighbours and his many friends. Peadar grew up on Shantalla Drive, Beaumont, Dublin 9, and like many boys from this area he joined St Kevin’s Boys’ Football Club to play football. He played for the club as a schoolboy and junior footballer. When his playing days were over, he managed schoolboy teams with his good friends Des Havelin and Mick “Giga” Madden. This trio were regular visitors to the harvest festival held in Lisdoonvarna each September. When asked by their friends when they got back to Dublin, how they got on, they would say (with tongue in cheek) that they enjoyed the Sulphuric Baths.

Obituary by John Kelly

Peadar with the Clerks Branch on a march to support the Dublin Port Workers

CWU People

Owney Killoran RIP Former Roscrea Section Chairman Owney Killoran died on October 10th last just five short years after his retirement. Owney was a life-long activist of the IPOEU, the CUI and the CWU and held an officers position in the Union for almost all his working life. Owney was also a renowned sportsman. In 1964 won an All Ireland Under 21 Hurling title and in 1965 he captained the Tipperary under 21 team to win the Munster Hurling Title. He was a contemporary of such greats as Mick Roche, Len Gaynor, Francis Loughnane and Babs Keating and would have probably shared senior success with them had he not decided to switch to rugby which effectively banned him from playing Gaelic Games under rule 27. In this

year’s Tipperary County Final Programme Len Gaynor described Owney as “an unassuming man, who tackled tenaciously, played his position well and delivered the ball quickly to the forward line. He was very skilful, respected by his team mates and proved to be an excellent captain.” Owney brought all of those skills to his work as a Union activist where he also tackled tenaciously and played his position well while providing solid leadership. He will be sadly missed by his colleagues in Roscrea for his wise council and his good company. Our deepest sympathy is extended to his wife, Geraldine, his daughter, Paula, sons, Eoghan, Brian and David and his four Grandchildren.

Hugh Joe Henderson RIP It is with great sadness that we have to report the death on 7th of December last of one of our esteemed colleagues, Hugh Joe Henderson from Buncrana, Co Donegal. He was a very loyal and dedicated member of our Union and was involved in the strike of 1979. He started working in the Post Office as a Postman in 1976 after leaving Fullerton & Co. Fruit Merchants, Buncrana as a lorry driver. Hugh Joe was a very staunch member of the Post Office Workers’ Union (P.O.W.U.). He, along with the late Paddy McLaughlin from Buncrana, Paddy McLaughlin from Malin, Hubert Wilson from Inch Island and a few other members were responsible for bringing the P.O.W.U. Conference to Buncrana in 1984.

In Hugh Joe’s book “Sharing a Dream” which he wrote for the Buncrana Conference, he describes the beauty and rich heritage of the Inishowen Peninsula. This book was to help all our colleagues who attended the Conference to share in the beauty of Inishowen. He helped organise Bus Tours, Golf Outings and Mystery Tours for the members who attended Conference. Hugh Joe retired from An Post in March 1992 after sixteen years’ service. He was a true gentleman and highly respected by all who knew him and he will be sadly missed by all his family and many, many friends. Ar Dhéis Dé Go Raibh a Anam Submitted by the Henderson family

CWU People

Ned Heffernan RIP It was with great sadness and shock I received the news of the sudden passing of Ned Heffernan in Wexford. Ned was a postman in Wexford DSU joining as a junior postman in 1973 and was still in service until his sudden death on Stephens Day. Ned was a former branch secretary of Wexford postal branch for many years or as it was known then Wexford outdoor branch. He was secretary through 1979 strike and was a delegate at the first conference in Wexford around the same year. When I organised the conference in Wexford in 2010 Ned gave me mementos he had kept from the conference 30 years earlier. Ned was an out and out union man, very thorough and an excellent advocate of the rules of the union. When I took over as branch secretary in Wexford in 2005 I was very conscious that Ned was keeping a very close eye on the way the committee was being run and that we were adhering to standing orders etc. What I liked most about Ned is that he was always straight to the point; you knew where you stood with him. I also on many occasions sought his advice and opinions on certain issues that were affecting the branch. I had nothing but respect and admiration for his experience and knowledge of the union, so much so

I asked him to be on our negotiating team when Wexford was first redesigned in 2009. He said to me afterwards that it was great being in the thick of the action once again after all those years and enjoyed it immensely. Ned was very well known and respected in union circles for his experience and dedication; both the General Secretary Steve Fitzpatrick and the Deputy General Secretary Terry Delaney have very fond memories of their dealings with Ned when he was branch secretary. Ned also played the banjo in his social life and was a member of a local trad group named â&#x20AC;&#x2DC;Brogueâ&#x20AC;&#x2122;. They played all over the county and the highlight of their career was playing in Hong Kong. In his later years Ned travelled widely and visited some far off distant shores including the Great Wall of China. Ned will be sadly missed by all his colleagues in Wexford DSU and throughout the CWU family and his sudden passing still leaves us all in great shock. Ned is survived by his two sons, daughter and grandson. Submitted by Vincent Kilroy NEC and former Branch Secretary of Wexford Postal Branch

Book Reviews by Adrienne Power KILL THE MESSENGER by Nick Schou In the mid-1990s an investigative journalist working for a small newspaper uncovers an unbelievable story. The story is about the CIA’s awareness of the trafficking of drugs in vast quantities into the US from Nicaragua by the drug cartels and the use of the money from the drug sales to fund the war in Nicaragua. The story was printed

in three parts and called “Dark Alliance”. It was the first major news story to also be published simultaneously in print and on the internet. A vicious smear campaign was carried out against Garry Webb the reporter, who ended up losing his job. In 2004 he committed suicide. There are a lot of conspiracy theories surrounding his death and the fact that he died from two bullet shots to the head. I first saw this as a film starring Jeremy Renner. The story was so incredible that I had to read the book.

How telling the truth can kill you! THE DOGS OF LITTLEFIELD by Suzanne Berne Littlefield, Massachusetts, is in the top ten of best places to live in the US. Full of fine schools, College Professors and especially Psychologists. A Sociologist, Dr Clarice Watkins, decides to move to Littlefield for a year to write a case study of a community with such a great quality of life. However, when she arrives on St Patrick’s Day disorder has replaced order as someone is poisoning dogs in Baldwin Park. Signs suddenly appear announcing “Leash your Beast” and “Pick up after your dog. Aren’t you ashamed you Don’t?” It was interesting how the author portrayed people who are lonely even though they aren’t alone but part of a

community. How people stop properly communicating which leads to misunderstandings and only existing on a superficial level. One of the highlights of the book for me was the Christmas dinner where everything goes wrong and it ends up like a madcap scene from an old black and white film. Her descriptions of the meal itself add to the quirkiness, e.g. “She had decked the ham with pineapple rings and maraschino cherries, secured with toothpicks, which she saw now had the effect of making the ham look as if it were covered in tiny archery targets.” Time moves on. The poisonings stop. Clarice Watkins leaves with a rather repellent and dissatisfied view of Littlefield. This is a darkly humorous story of family life and people who seem to have so much but always yearn for more.

A very enjoyable read. Whichever way you decide to go -

njoy eading!! 53

Book Reviews by CWU members THE ADVENTURES OF JOEY WHO WOULD NOT SLEEP by Denise McCabe Young Joey has a hard time sleeping. He gets busy talking at night when he should be tired. His poor mother is totally worn out. But with the help of some magic dust one night he gets a visit from some pirates who also have trouble sleeping. Together they set off on an exciting treasure hunt Denise McCabe has written a story for tots, full of adventure. In fun and simple terms she tells us of the importance of sleep and rest to gain entrance to a quiet mind that leads to children exploring their imagination. The colourful illustrations by Paula Curran enhance

(Review submitted by Miriam Thomas)

the story and bring the characters of Joey, Mammy, Squawky the Parrot, Captain Asleep Head and Captain Awake Head to life on the page. Author Brief Biography Denise McCabe is a working mother and lives in Dublin with her husband and two children. In her very limited spare time she loves to write. Writing for children is her main passion as having two small children she can never run out of ideas. Occasionally she sleeps!! Some of her stories can be viewed on website www.kidsstories.org The adventures of Joey who would not sleep is her first picture book and this is available on kindle and hard copy through Amazon or www.kidsstories.org.

A story for tots, full of adventure! 88 SAINT OLIVER’S ROAD by Fran O’Reilly will, once again, make a miraculous recovery, just like she did many times before. Tony’s long-suffering girlfriend has mixed feelings. While Delores’ imminent passing might offer the two a chance to get on with their lives, Stacey Boyd is not convinced that her future is with Tony. Tony has made it clear that he would expect to continue to live at 88 St. Oliver’s Road, but Stacey feels that the house is a little creepy. She has never felt comfortable at the dreary house. Also, her old boyfriend, who jilted her just days before they were due to marry, has been asking about her. Stacey wonders if the old magic is still there, but could she really leave Tony Lee at this awful time? Stacey’s decision will change her and Tony’s life forever. Is she right about Tony’s old home? Does it hold some dark secret? And just how well did she really know her old boyfriend, Alex Woods? Has he, too, something to hide? These life-changing times will set Stacey and Tony on a course that will alter everything forever.

Fran O’Reilly works as a sorter at Crumlin District Office and has done so for nearly thirty-five years. Last year, Connect published an article on his first book, “An Incredible Chain of Events” – a self-published book that has been selling very well for him. Fran has just published his second book, also fiction, which is set in Dublin. “88 Saint Oliver’s Road” is a fictional address in Rathmines and tells the story of Tony Lee, a devoted son who takes care of his aging monther. Tony is in his mid-thirties and has put his adult life on hold while caring for his beloved mother. With Delores Lee now near the end of her life, Tony should be looking to the future, but he cannot bear to imagine a life without his precious mother and he convinces himself that she

What are the secrets the lie behind “88 Saint Oliver’s Road”? 54

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