Connect December 2009

DECEMBER 2009 VOL: 11

Seasons Greetings to all our Members

NO. 3

Editorial

Dear Colleagues,

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

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

Halligan Insurances . . . . . . . . . . . . . . . . . . . . . . . . . . . .

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

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

“Rest Assured” Union Hotel Deals . . . . . . . . . . . . . . . .

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

UNI Global Union . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

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

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

Safety Representatives - Your Questions Answered . . .

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

Deflationary policies have little chance of succeeding . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

Driver Certificate of Professional Competence . . . . . . .

Labout Courts hears claims on Drug Refund Scheme . . . . . . . . . . . . . . . . . . . . . .

Hibernian Aviva Health insurance . . . . . . . . . . . . . . . . .

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

Kerry Hospice Foundation . . . . . . . . . . . . . . . . . . . . . . .

An Post Irish Language Course . . . . . . . . . . . . . . . . . .

Bulgarian Aid Convoy 2009 . . . . . . . . . . . . . . . . . . . . . .

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

ESCCU Credit Union . . . . . . . . . . . . . . . . . . . . . . . . . . .

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

Sign up to Website/Get into Print . . . . . . . . . . . . . . . . .

CWU Fund Authorisation Forms . . . . . . . . . . . . . . . . . .

Book Reviews . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

CWU Membership Application Forms . . . . . . . . . . . . . .

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As we approach the so called festive season we look back on a year during which we have seen the collapse of Ireland’s ‘Celtic Tiger’ economic success, quite simply due to greed, mismanagement, political cronyism and a complete lack of regulatory oversight. The result means that many working people now face the prospect of getting through the Christmas season without a job and indeed without any immediate prospects of finding employment. Members of this Union have not been immune to the impact of the crisis and while to date we have only had to deal with a very small number of compulsory redundancies in the private sector, we continue to face the ongoing haemorrhaging of jobs through voluntary schemes in the main companies within which we have representation. In addition members pay has been impacted by reductions in allowances, travel subsistence and overtime. Once again, as in the 80s, we see the media propagate the view that we are lucky to be employed.

The postal/courier sector has seen volumes drop by in excess of 10% culminating with some courier firms including multinationals such as DHL either going bust or changing to the contractor model. The reduction in volumes has also led to under cost selling as firms undercut each other just to stay in business. A recent example is the loss of the Family Album/Littlewoods contract by An Post which consisted of some 800,000 packets/parcels per annum to a national courier firm. The reduction in volumes has also hit the letter business in An Post and at this stage it is unclear if those lost volumes will return with economic recovery. With Postal liberalisation due in January 2011 and the Green Minister promising Postcodes to coincide with that date we face a very challenging year in An Post. In

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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.

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short, how we influence those two key areas will dictate the number of jobs, pay and conditions we will have in the future. As a Union we must ensure that each and every one of us plays a part in the campaigns that will be necessary to help protect our futures to the greatest degree.

While it is difficult to characterise the past year in Eircom as a success, there is little doubt that we are in a better position now than this time last year when we faced an uncertain future under the Australian ownership of Babcock and Brown. Our main goal at that time was to influence who the new owners would be. We desperately needed those owners to have an industry background with the potential to invest in key telecommunications infrastructure. There was also an obvious need for a Chief Executive with both industry and local experience. As both of those targets have been achieved we now have to see if we can persuade the company to make the type of investment decisions which will secure the future of Eircom Steve Fitzpatrick, and most importantly the maximum number of jobs. The tasks of General Secretary, CWU tackling the massive debt, the ongoing haemorrhaging of customers, the hostile regulator and the disinterested Green Minister are still formidable but at least now I believe we have a chance.

It is interesting to note that while we face the difficulties outlined above that in the case of Vodafone who have had a very profitable year, we are still met with the poor mouth on the basis of keeping costs competitive and we now await a Labour Court hearing to progress the outstanding pay claim. It seems that employers like it both ways in that they either cannot afford to pay or won’t pay in order to maintain market share. The only constant is their determination to make the worker pay.

One bright spark on the horizon is the commitments given by both the Labour and Fine Gael parties that they will legislate to provide a legal entitlement to collective bargaining as a result of the recent referendum. This hopefully will allow us to bring to an end the long running efforts of workers to achieve what so many of us take for granted. It is about time that rogue employers were forced to recognise the basic right of workers to organise and to allow them to have professional representation in their workplaces. I wish to commend all our members in UPS, BT, O2, Conduit and in many other private companies who have stayed loyal to the CWU over the years and I hope they can now see the prospect of some light at the end of the tunnel.

So it seems we will face another difficult year with our political masters imposing their solutions to the crisis they oversaw and contributed to, on workers and their communities. The Minister for Finance has now made it absolutely clear that he sees no role for a fair distribution of pain in dealing with the economic crisis. It appears he and his government colleagues have decided to deal with their mess by making us pay through pay cuts, pension cuts and cuts in the public services which our communities need most. As background they have also led a disgusting campaign of the vilification of public sector workers in order to shift the blame from the guilty.

As a Union with members in both the private and public sector we know that we all face the same problems and bleed the same colour blood. We must not let them divide and conquer but stand side by side in our efforts to bring about a better fairer way. Perhaps at the next election we will remember those political parties who have helped bring our country to its knees while ensuring the guilty never paid the price.

I would like to take this opportunity to wish all of you and your families a healthy and Happy Christmas and New Year. In particular I would like to thank, on your behalf, our many CWU activists for all their unselfish work during the past year.

P.S. I wish to sincerely thank, on behalf of my family and on a personal basis all of you who so thoughtfully expressed their condolences on the sudden death of my father Matthew. To all of you who attended the funeral services in such numbers and who sent Mass cards, your support at this very difficult time was very much appreciated.

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Telecoms Update

TELECOMS

In arriving at the surplus numbers the following working assumptions were used:

Over the past few months a variety of different matters, relevant to both Access and Core, have come before the Telecoms Sectoral Executive for discussion and decision. An overview of the outcomes to some of these issues is given below:

•

•

Network Engineering Change programme A number of meetings have taken place at plenary partnership forum as a consequence of a reduction in the capital spend in the network engineering area. A reduction of 35% equal to approx. €36 million in the financial year 2010/2011.

The Group have looked at what the surplus numbers are and where these might occur due to this reduction in spend.

As we all know this financial year has seen the full impact of the slowing economy and the collapse of the construction industry. New homes will have reduced from a peak of over 80,000 to below 16,000 per annum; next year will only require 25% of the ISIS paths built for last year. It is expected that growth related work; including service delivery will reduce by 20%. The general reduction in the construction activity will also dramatically reduce repayment works orders activity, which is already significantly reduced year on year. Labour requirements have fallen in line with a drop in new homes being built from a peak of over 250 full time equivalents (people) to less than 50 FTE today.

As part of its deliberations on the Network Engineering Change programme the focus group was requested to examine in detail resourcing arrangements required to support Internal Build. In turn the Focus Group established a sub group of subject matter experts who were charged with examining and verifying the methodology and output of a detailed Internal Build Resource Model.

The sub group agreed that the model and process had been fully explained and that there was a clear understanding of how the overall surplus of 182 had been determined. The conclusions of the sub group are endorsed by the Focus Group i.e. the rationale was verified and understood and the surplus was verified as robust by reference to the rationale employed.

The methodology used in the model is summarised as follows: •

• •

•

•

The resource requirements are based on levels of demand and activities which as outlined above were based on forecasts for FY 09/10 The model is based on recognition of existing locations and headquarters of staff and within existing mobility arrangements All work except civils was included in the model, i.e.

IB and Contractor

The Focus Group recognised that changes in the working assumptions may lead to changes in the levels of resources required and levels of surpluses.

It is the Union’s intention to now look at where we have some areas with deficits and contractor displacement in order to find as many positions and of network type work for as many people as we can. Branches have been briefed on the up to date position, and further briefings are to take place when more information is to hand.

Filling of Work Stack Positions in Service Assurance During the summer of 2009 the Company ran a Voluntary Leaving programme. A significant number of applications for this programme were received from Technicians working in the Service Assurance (and other) organisation. Following discussions it was agreed that the vast majority of applications could be accommodated subject to a number of the resultant vacancies being filled.

The process of filling these vacancies involved the reassignment of staff from Service Assurance, Service Delivery and Network Engineering and the resource business unit. In total 35 technicians across the country were reassigned to vacant Work Stack positions. The process involved some Co-ordinators, Branch Secretaries and Company management working together to achieve the best possible outcomes in terms of locations, skill sets and preferences. This exercise has now concluded and was a good example of how co-operative engagement can deliver an acceptable result for all concerned.

Safe and Fuel-Efficient Driver (SAFED) Training Earlier this year the Union agreed to participate in a “Pilot” on the above. The objective of the training was to encourage safer and more fuel efficient driving. (However it should be noted that the approx. 2500 eircom staff, who drive as part of their normal duties, have one of the best safety records when compared to fleets of similar size.)

For the pilot, a number of operations teams consisting of 131 drivers were identified. A further 2 control teams were also identified. These 2 teams were not trained but they provided fuel consumption data to set a benchmark against the trained teams.

Work demand by Exchange area is determined from forecasts for FY 09/10 based on historical distribution of all NE work (including Contractor) Demand is converted to an FTE requirement by skill set based on service codes Demand is rolled up for a geographical area (e.g. North Donegal) centred around a location with NE staff (e.g.

Letterkenny AEH) The skill set demand in each area is compared to availability of the skills, identifying surplus capacity.

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Telecoms Update Subsequently 131 staff were provided with the safe and fuel-efficient driver training by the Institute of Advanced Motorists.

Post training, the drivers received a range of behavioural change interventions including personalised text messaging, access to a dedicated web portal and a series of in-vehicle reminder messages and posters. This was to ensure that drivers sustained as best as possible their post-training performance on fuel efficiency and provide accurate fuel consumption data to Transport for analysis.

programme in the sum of €75,000

Key Findings

•

The SEC has agreed, with some reservations, to support the SAFED on an “on trial” basis and will review the outcomes at the end of January, 2010.

Line Fault Reduction Programme (LFI) Recently the LFI Sub Group received a presentation on the 2008/2009 LFI Programme. Some of the key outcomes included:

The key outcomes from the in-vehicle training were as follows: • On the day pre- and post-training data show a significant improvement in fuel savings of 23% averaged across the trained group of drivers • The eircom on-the-day result achieved of 23% is above average compared with the UK’s Department for Transport SAFED programme average of 15.6% • Fuel consumption post training improved by 20% for medium vans • Fuel consumption post-training improved by 11% for non-medium vehicles • The weighted average improvement overall for the group of trained drivers was 17%

• • • • •

•

The level of investment in P.M/ renewal/upgrade was at an all time high e.g.

Total Spend in 06/07 = €29 M Total Spend 08/09 = €51M Capital Expenditure (renewal) was spread throughout the country Significant LSR ( Large Scale Renewal) along Western seaboard OPEX (Preventative maintenance) spend focused on Greater Dublin area Numbers of internal staff on programme increased throughout the year e.g. Service Delivery more than doubled the staff on Opex programmes LFI figure is reducing slowly 0.178 for 07/08 and 0.173 for 08/09

Finally the Company informed the sub group that the projected spend for 09/10 will be considerably lower than 08/09 due to budgetary constraints.

On the basis that eircom drivers’ fuel efficiency performance prior to training was at least similar to that of their counterparts in the UK, the conclusion that can be drawn here is that eircom drivers adopted their new driving skill-sets better than most.

The 17% weighted average improvement for the group is an excellent start. However, it is to be expected that as time goes on, this will inevitably drop; some drivers may be less enthusiastic about using their new skills compared to immediately post-training and the effects of winter driver conditions will take their toll when performances are averaged over the whole year. However, the projected savings of 7%, or €400,000, on the annual fuel bill for the full fleet is achievable. Further savings are anticipated due to fleet accident and maintenance cost reductions.

As well as saving fuel, eircom is also reducing its volume of CO2 emissions and contributing towards improving the environment – and possibly avoiding carbon taxes in the future.

“Difficult” Customers The Plenary Partnership group, at a recent meeting, raised the matter of difficult/awkward customers. It had been reported that Technicians, especially in the field, were reporting that due to the downturn in the economy, among other things, some customers were becoming increasingly more difficult to deal with. The Group agreed that local team managers would cascade the details in the training material on this issue and would offer staff any support required.

RBU The RBU remains one of the most contentious issues to be discussed either internally amongst the membership or with Eircom. Several points need to be remembered when framing this debate as they are fundamental to this or indeed any other management team truly appreciating the significance of the redeployment issue in the context of any organisational, structural or technological change programme.

The company that is now Eircom, has in the career span of the vast majority of the current workforce, evolved through numerous rounds of status and ownership regimes that have led that company to where it is today. These changes in status, ownership and the competitive

Conclusion To ensure that the training programme is self-financing by achieving its cost reduction and safety targets a quarterly report on the fuel efficiency achievements and cost savings will be presented to Senior Management and the Union.

Funding for each quarter’s training will be dependent on reaching the required savings target. Also S.E.I (Sustainable Energy Ireland) have agreed to grant aid this training 5

Telecoms Update environment have all presented challenges for the workforce. Allied to these has been the unprecedented technological innovation in the sector and the deployment of these technologies or “New Generation” solutions in both infrastructure and product offering by the company.

Through these many changes the workers in this company have embraced each challenge and on any objective analysis proved themselves more than competent.

The company has in recent presentations outlined a message that many will be familiar with, new structures, greater efficiency, smarter processes, improved cost management and the deployment of “Next Generation” technology. To the best of our knowledge, these are the pillars that propped up every management plan rolled out in this organisation. However the importance of the reskilling and redeployment process in this scenario cannot be overstated, it was the key in past transformations. The current RB process has for a myriad of reasons lost the confidence of the workforce. Those who worked through previous change eras successfully completed training and reskilling programmes that were actively supported and advanced by not only the Trade Union Group, but also by management. Here, we believe, is where the difficulty really lies and until such time as there is a demonstrable commitment from management, at all levels right to the most senior, to a viable and functioning redeployment process the difficulties will remain and the demonstrated talent of the workforce will remain underutilised.

Driver CPC As many of you will be aware the issuing of Driver Certificate of Professional Competency by the Road Safety Authority commenced in September. The question of the impact of this on members in Eircom was raised at the September Executive. This question was referred to Eircoms Health and Safety Manager, John Brophy, who has advised that only a limited number of members in Eircom will require the certification. These are drivers in Supply Chain Management whose primary role is driving.

Central Services Report Proposals have been presented to Partnership covering restructuring in a number of areas in Central Services. The details are as follows.

Group Procurement A decision was made by the Company to create a single procurement function by merging eircom and Meteor Procurement organisations. 35 staff in scope, proposed new organisation will have 30 roles in the new structure. CWU, PSEU and CPSU represent staff in eircom procurement while CWU have recognition for members in Meteor.

Partnership has been briefed on the proposal and Phase 1 communication process with affected staff has been agreed.

Role profiles and a communications pack has been issued to all staff impacted. Any issues arising from this process will be dealt with through Partnership.

IT Restructuring

Supply Chain Operations

At the time of writing management briefings in relation to the IT Restructuring programme have been delivered. The personal forms have been completed by members in scope and the next step is the completion of the assignment process. Concerns with the process raised by members, particularly in relation to access to manager reports for graded staff and access to hard copies of supplied forms were raised with the company and commitments to address same received. It is anticipated that it will not be completed before late November/ early December

Two proposals have been received in relation to SCO. 1.

Introduction of Automated Stock Ordering System and Restructuring of Supply Chain Services.

An automated system has been developed to allow on line ordering of all stock material including PPE and Tools. A field trial of this system was conducted and has proved to be successful. The SEC agreed at the September meeting that the system could be deployed initially for PPE and Tools to ensure that it is fit for purpose.

The company proposal states that full deployment of the system would result in a reduction of the headcount on the Materials Contact desk in Clondalkin of 3 people. Cover for annual and sick leave to be provided from within the Supply Chain Services area.

Discussions are continuing at Partnership.

GPS Earlier this year a trial deployment of GPS was completed in the Core Service Assurance and Service Delivery. At the conclusion of the trial a report issued which included all the reservations the CWU had with the proposal for full deployment of the system. The company have written to the Union (letter at October Executive) seeking re-engagement on the issue, reaffirming its commitment to the technology and restating their belief in the capacity of this technology to significantly contribute to improved efficiency in the business. The reservations expressed by the CWU at the time of the trial have not gone away and it is difficult to imagine how a meeting of minds on the issue could be arrived at.

2.

Re-dimensioning of Waterford and Dublin Drop Points and Central Warehouse.

The company have proposed that due to declining activity levels that the staffing numbers in the above drop points and Central warehouse require to be

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Telecoms Update The CWU engaged with Morrison to secure enhanced redundancy payments for the members affected, agreement could not be reached and a ballot for industrial action was secured from the members in Morrisons.Strike notice was served on the company and they agreed to attend a hearing at the Labour Relations Commisson.The findings of the LRC were accepted by the members at a specially convened meeting.

reduced by one in each location. Discussions continuing at partnership.

Telecoms Contractors In July of this year Morrison’s Utility Services failed in their bid to be the single provider of services to Eircom.As a result approx 85 people were made redundant.

Can the Trade Union Movement Represent Workers while Working within the Law? Report by Tom Murphy BBS (Honours), Dublin No.1 Branch agent. The principle of vicarious responsibility that was applied in the Taff Vale by the House of Lords held that the Union was liable and awarded damages of the order of £42,000, which effectively broke the Union.

This decision caused uproar because of the apprehension that if Trade Unions were liable to legal action and to pay out huge awards of damages against them, they face the prospect of being wiped out. A campaign was organised by the British Trade Union movement, the Labour Party and some radical liberals to radically alter the law on trade disputes. .

Industrial action would therefore be impossible unless Trade Unions and their members were allowed some protection from common law. These were first granted by the Trade Disputes Act 1906.

The intention of the Trade Disputes Act was to keep the law as far as possible out of industrial relations by giving workers the freedom to engage in industrial action as we know it. The Trade Disputes Act 1906 has been replaced by the Industrial Relations Act1990.

The question that must asked has the introduction of the Industrial Relations Act 1990 strengthened or weakened the Trade Union movement in Ireland.

The Trade Union movement in Ireland has a long tradition of supporting the poor and organising support for people’s campaign and in general being a force for progress.

That tradition is well documented in the story of the early part of the 20th century, where giants of the movement like James Connolly and James Larkin, supported by thousands of men and women from every part of Ireland fought to establish a worker’s movement.

The establishment of the ITGWU in particular had an explosive impact in Dublin and Belfast. Up to then general workers remained unorganised. They became confident as many of their demands began to be achieved through acts of solidarity. The 1913 Dublin Lockout is a constant reminder to all trade unionist of what can be achieved by acts of solidarity among workers. For the early part of the 20th century the Trade Union movement brought about public conflict between capital and labour. For a time the trade

Introduction Until the close of the 19th Century, trade unionism in Britain and Ireland was characterised by the hostile attitude of the law. As Trade Union activity became acceptable, a legal framework regulating Trade Unions was constructed.

Over the last hundred years legislation has played an ever increasing role in Employment Law, which has become crucial in guiding the conduct of both employers and employee.

This legislation has been refined and expanded over time.

Trade Unions must come within this legal framework if they are to obtain the benefits of the Trade Union and Industrial Relations Acts.

The main purpose of employment legislation was to radically alter the law on Trade Unions in that it provided immunities for Trade Unions and Trade Union members for acts done in contemplation or furtherance of a trade dispute.

The intention of employment legislation was to keep the law, as far as possible out of industrial relations by giving workers the freedom to engage in industrial action. This approach is often referred to as the golden formula, but it has not prevented the Courts from intervening in industrial disputes. This paper looks at the effects the law has had on the Trade Union movement.

Brief History of the Trade Unions and the Law In discussing this topic it is important to look back at history and how the Trade Union movement from its very origin was in conflict with the law. In the most famous case celebrated as much in labour and political history, as in legal history, Taff Vale Railway v. Amalgamated Society of Railway Servants. The Taff Vale Railway Company, which owned the railway, imported scab labour under contract. Cardiff railway station was picketed to prevent the scab labour from continuing to work for the company, and there were violent scenes between the picketers and the scabs. As a result the House of Lords held that a Trade Union could be sued for the illegalities committee by its officials, on the basis of the principle of the vicarious responsibility of principle for its 7

Telecoms Update which secondary picketing is lawful and it must be proven that the secondary employer has the intention of frustrating or defeating the strike. In practice this will rarely be capable of being established. Take for example the postal strike of 1979 many private courier companies entered the postal delivery market and many An Post customers re-directed their mail through private courier companies. The service provided by the couriers companies may have reduced the impact of the strike but it would be difficult to prove that the actions of these private companies were acting for the purpose of frustrating the strike. If anything they did not want to defeat the strike they wanted the strike to continue and under these circumstances it would be illegal to mount a secondary picket on those private companies.

movement operated as a revolutionary organisation.

The Trade Union movement may be accused of glossing over such major events while others may be accused of being too attached to the past. I am of the opinion that while we must not be prisoners of our past but should be open to learn from mistakes and of course from the achievements of activists who came before us.

This leads me on to ask the question what is the priorities of the Trade Union movement in these serious economic situation?

The Trade Union movement has various priorities, but the first priority for any Trade Union movement is to represent its members. Can this be achieved by working within the law?

The 1990 Industrial Act confers immunities from common law for certain acts. They are contained in sections 10, 11, 12 and 13 of the 1990 Act. It is important to understand the nature of immunities which apply in trade dispute law. The 1990 Industrial Relations Act provides immunities against liability for act contrary to Common Law, rather than to change the Common Law itself.

Immunities have often been described as a ‘licence to do wrong.

The common law finds picketing repugnant. However the Industrial Relations Act of 1990 provides that where a Trade Union provides that where a Trade Union complies with certain conditions, pickers participating in primary pickets but not a secondary picket enjoy immunity from exposure to legal action.

The courts have always taken a negative view of picketing

by Trade Unions. Thus in a leading Irish Supreme Court decision, Educational Company of Ireland v. Fitzpatrick (1961) the judge Kingsmill-Moore J said that picketing as ‘ordinarily conducted’ was a ‘murderous weapon whose inevitable effect was to intimidate customers and to cause such a conditioned reflex in all trade unionist as inevitably to interfere with the business of the party interfered with’.

The Court held that picketing is always a private nuisance actionable at the suit of the property owner whose premises have been the subject of the picket.

What have Unions gained from the 1990 Act? Section 19 (1) of the 1990 Act provides protection to Trade Unions against injunctions, on fulfilment of certain conditions. Those conditions are as follows: 1.

2.

3.

4.

A secret ballot has been held in accordance with the rules of the Trade Union as provided for in section 14 of the Act. The outcome of the ballot favours the strike or other industrial action.

The Trade Union before engaging in strike or other industrial action the Trade Union give notice of not less than one week of its intentions to do so.

Under section 19(2) no injunction, either interlocutory or final, may issue where these three conditions are satisfied, and the respondent fulfils a fourth: The respondent establishes a fair case that he was acting in contemplation or furtherance of a trade dispute.

Conclusion While Trade Unions have immunities in law in circumstances where the Union is engaged in a trade dispute the approach taken up to the Industrial Relations Act 1990 was to provide immunities against liability for acts contrary to Common Law, but none of the common Law rules were fundamentally altered.

Has the introduction of legislation improved industrial relations in Ireland? Does it allow for speedier use of the Labour Relations Commission and the Labour Court?

The 1990 Industrial Relations Act is a copy of laws that was introduced by the Conservative Government under Mrs. Thatcher in the 1980’s. Many observers have argued that employment legislation had direct effects on such things as Union membership and the right to strike, while other believe employment legislation improved our ability to influence investment in jobs. Another question must be asked have employers become more confident in their ability to manage and they are increasingly using the Civil Court in Industrial Disputes.

Who may Picket?

Under section 9 of the Industrial Relations Act 1990 provide that immunities shall apply only in relation to authorised Trade Unions which are holders of negotiation licences, and the members of such Trade Unions.

Accordingly pickers composed non-Union members are exposed to legal proceedings. For example if a picket is joined by political activists this is deemed unlawful.

Workers who engage in secondary picketing run the serious risk of legal action. The protection against legal action under the 1990 Act only applies to pickets by persons attending ‘at a place where their employers works’. It does not extend its immunity against action to secondary pickets.

Section 11 (2) of the 1990 Act provides one situation in 8

Telecoms Update

Tell Telefonica International Campaign to Support CWU members in O2 Telefonica is launched

ICTU Refers Complaint to the ILO on behalf of CWU members in Telefonica O2 Ireland In an unprecedented move that could potentially cause considerable embarrassment for the Irish Government on the international stage the Irish Congress of Trade Unions has written to the International Labour Organisation (ILO) to raise an official complaint in relation to the non-implementation of the Global agreement between Telefonica and UNI. This Global Agreement is based on the ILO standards which set out basic human rights, which all citizens and workers should expect to enjoy. Telefonica presumably signed this agreement to demonstrate its commitment to these basic human rights. Sadly, the management of Telefonica O2 Ireland appears determined to ensure that Irish workers do not enjoy the same basic rights as their colleagues throughout Europe.

As a result of this lack of respect and adherence to a global agreement based on ILO standards, ICTU have taken this issue up with the ILO itself by raising a formal complaint, which highlights Telefonica O2 Ireland’s non implementation of this agreement.

This is a significant and unprecedented move by ICTU as the matter has also been raised with Mr Dara Calleary TD, Minister for Labour Affairs, who has been asked to provide a response to the ILO explaining how such a situation can arise.

The fact that the Irish Congress of Trade Unions has now raised this matter on behalf of the CWU and its members in Telefonica O2 directly with the ILO, which could cause considerable political embarrassment for the government, demonstrates how seriously this issue is being taken not just by the CWU but by the broader Trade Union movement.

Ian McArdle leads the protest outside O2’s flagship store.

As Connect readers will be aware the CWU has for some time now been engaged in efforts to try and persuade Telefonica O2 Ireland to respect and implement the global agreement that Telefonica has signed with Union Network International (UNI) which promises that all staff will have the right to collective bargaining.

The agreement, reached between Telefonica and Union Network International (UNI) is based on the International Labour Organisation conventions which provide for basic human rights but O2 Ireland appears determined to ensure that Irish workers do not enjoy the same basic rights as their colleagues throughout Europe.

As a result of this draconian approach to industrial relations UNI and CWU has decided to launch an international campaign, ‘Tell Telefonica’, to highlight the double standards in the company’s approach to its Irish staff.

The campaign was officially launched on Wednesday 9th September by CWU General Secretary, Steve Fitzpatrick, and UNI General Secretary, Philip Jennings, with a demonstration outside the O2 retail outlet on Grafton Street.

This demonstration was also supported by an international delegation from various parts of Europe who came out in solidarity with our O2 members in asking that Telefonica respect the right of its Irish workforce to collective bargaining and Union recognition.

All CWU members and their families can now do their part by visiting www.callcentreaction.org and sending a message to Telefonica CEO, Cesar Alierta. In addition, by following the links on that page you can see pictures of the protest on Grafton Street.

Philip Jenninges, General Secretary UNI, signs postcard to CEO of Telefonica.

9

Telecoms Update

Campaign For CWU Recognition in BT Ireland Continues basis. Following an exchange of letters in recent months, BT Ireland has effectively closed the door on this approach to resolve the matter without further confrontation stating that it did not believe that it is appropriate to consider any collective bargaining discussion with the Union at this time.

In response to this the Union held a well attended and very informative members meeting in recent weeks. It was an historic meeting as there were representatives from the four Unions that have members in BT Ireland; CWU, CWU NI, Connect and Siptu.

Andy Gibb, Belfast based CWU (UK,) Telecom Executive Member spoke about some of the challenges facing his members in Northern Ireland and conveyed the good wishes and support of CWU UK to our struggle south of the border.

Philip O’Rawe, a Belfast-based senior representative from Connect, the Union which represents managerial and professional staff in BT spoke about the challenges his Union is dealing with and led an interesting discussion on performance management procedures within BT. Members at the meeting noted with some concern that these procedures are, it would appear, being abused in order that staff can be managed out of the business. Those present also spoke about specific examples of the business introducing changes to terms and working conditions without any meaningful discussion with the staff.

The CWU updated those present on the latest correspondence from senior BT Group management in relation to the Union’s request for dialogue around the continued refusal by BT Ireland management to treat their staff on the island equally. It was agreed that all the Unions representing BT Ireland staff will do more to work in cooperation and on a cross border basis to protect staff.

In the last number of weeks the ongoing campaign by the Communications Workers’ Union to ensure that BT Ireland staff in the Republic of Ireland enjoys the same rights of collective bargaining and Union representation as their colleagues in Northern Ireland reached a disappointing conclusion on one particular front. The Union has been, over the last number of months, engaged in discussions with senior management in BT Group in an effort to find an amicable and productive way of moving forward on the issue. Readers of Connect will no doubt remember that after previous efforts to resolve this issue through talks with the company failed early last year, BT Ireland members opted to bring their dispute into a more public arena and asked that the CWU make arrangements for a public protest. The CWU obliged in this regard and coordinated an international email campaign, along with a high profile public protest that was supported by an advertising campaign involving billboards and mobile ad trucks, which resulted in significant national media coverage which highlighted the “Disconnect Discrimination” campaign as it was called at the time.

It was hoped that this public display of disquiet at the double-standard being applied to BT Ireland staff in the Republic would, in conjunction with the international email campaign, be enough to adequately demonstrate that the position of BT Ireland in relation to its southern staff was unacceptable and untenable, and that the Company would ultimately agree to engage with the CWU. Sadly however, management refused to change their position and continued to operate a two tier system that disadvantaged its staff in the Republic.

In an effort to break the deadlock, the CWU met with senior management earlier in the year and agreed that it would write to the Company with a view to exploring how the situation might be resolved on an amicable and positive 10

11

Education Update

Committee Training The following branches have availed of committee training in their area during the year. Committee training is one day in duration, normally either one full day or else two half days. Our thanks to all those who took part and to the branches for any local arrangements made.

Limerick Postal, May 9th

Athlone Mails Centre, May 22nd

Margaret McCoy

Gerry O’Reagan

John Hannon

Gareth Daly

Paul Moran

Jack McKervey

Brian Meaney Liam Butler

Peter Conlon

Robbie Cleary

Michael Tormey

Helen Flemming

Alan Beaumount

Ray Neville

Anne Marie McKinley

Dublin Postal Delivery Branch, June 20th Ned Pyne Gerard Murphy Jeff Walsh Tony Cornally Aisling O’Snodaigh

Diarmuid O’Connell Dave Stapleton R. O’Heany Richie O’Leary Ciaran Doyle

Paul Hardy John Seagrave Mick Traynor Ernie Beggs Peter Finn

Dublin Postal Amalgamated Branch July 8th

Kilkenny Postal, October 9th & 10th John Morris Sean Morrisey Liam Delaney Pat Power Bill Quinn John Beale Tommy Dowd Richie Delaney Tom Walton PJ Farrell

Teslim Oladejo Paula Allen Aisling Perry Richard Frost James Moore Susan Murtagh

South West Area, Committee Training, October 16th & 17th James Long

Gavin Murphy

Tadgh O’Halloran

Donal Desmond

Brendan Byrne

Margaret Stanley

Anne Coleman

Andrew Kennelly

Pat Hennessy

Maxine Scanlon

Sean Clarke

Gillian Early Richard Collins 12

Education Update

Branch Secretary Stage 2 – October 19th -23rd Back Row l-r: John Keane Cork Drivers, Anthony McCrave Dundalk Postal, Willie Mooney Dublin Postal Clerks, Ken Good Letterkenny Postal, William Bell Galway Area Postal Managers, Ger O’Connor Mullingar Postal.

Front Row l-r: Martin Duffy Mullingar Postal Managers, Jim Cooney Birr/Roscrea Postal, Syl Curran Dublin Postal Amalgamated Branch, Ger O’Regan Athlone Mail Centre, John Canning Morrison TESL. Missing from picture: Eileen Fitzgerald, Tralee Telephones.

Eircom Dublin No 2 Committee Training, October 29th

Attendees: Back row l-r: Fintan King, Urban Monks, Paddy Donoghue, Paddy Dixon, Michael Seavers, Frank Crowther & Paul Fogarty Front row r-l: Shay Devine, Paul Dowd, Andy King John Dunleavey, Paul Thornsy & Dave Tannam

Capita Committee Training, October 29th & 30th

Pictured Back Row l-r: Lukas Cap, John Flynn, Susan Harris, Andrew Barrett & Derek Sheehan Front row l-r: Angela Smith, Louis O’Keeffe, Liam Manning, & John Ojeisekhoba

13

UPS

Many of you represent your colleagues who are facing disciplinary procedures or who may have raised a grievance through your agreed procedures with your particular employer.

The role that you play in this situation is similar to the role that is expected of a Union adviser, if you are interested and would like more information on the role of Union adviser please contact Union Headquarters.

UPS has two call centres in Dublin, one in Tallaght and the other in Ballymount between the centres there are currently over 300 workers. Following phone calls from worried workers in July at the two call centres the CWU initiated an organising campaign, this included arranging leaflet drops and organising meetings for our colleagues at the call centres. The first meeting was attended by over 60 workers who voiced a number of concerns which were debated at length.

Unfortunately UPS subsequently announced that it would be closing the call centre at Tallaght. The CWU arranged for additional meetings and leaflet drops, the intention of these meeting were to encourage more people to join the Union and provide independent information on redundancy and social welfare entitlements to our colleagues who were now facing the possibility of redundancy. The enhanced redundancy settlement that UPS has proposed is based on a package that was previously negotiated at the LRC by the CWU. In the meantime the Union has contacted UPS management to ascertain their long term proposals for the Ballymount call centre, and we have also requested their cooperation in relation to call centre action month unfortunately at the time of writing we have not received a response from UPS management.

CWU targets 02 Retail Stores in Dublin Coinciding with the UNI conference at the Grand Hotel Malahide the CWU targeted O2 retail outlets in Dublin city centre to organise, this consisted of developing a survey to discover the issues that affect O2 workers at retail outlets, all of the O2 stores in Dublin city were visited in September, and workers were asked to respond to a variety of questions relating to their experiences in the workplace, such as abuse from customers and the support that they receive from management in those circumstances. We shall continue our endeavours to organise at O2 retail and we aim to develop a similar survey for our colleagues who are employed at call centres

Hertz Organising Campaign In July the CWU was contacted by concerned workers at the Hertz call centre in Swords Dublin, who were seeking advice in relation to their employment conditions. The CWU responded by arranging for a leaflet drop and organised a general meeting. The meeting discussed a variety of issues and we have recruited several members as a result. It is our intention to include Hertz call centre workers in a survey to get a more detailed insight of working life in a multinational corporation call centre, and raise the profile of the CWU among hertz call centre workers.

MLB (Sporting bet Ireland) MLB is a contact centre in Park West that provides on line gambling services. The Communications Workers Union initiated an organising campaign during August following some enquiries from the staff on their rights and entitlements. Almost immediately the company instigated disciplinary action against a Union activist at MLB. The company subsequently refused to allow this member to have Union representation at the disciplinary meetings. This contravenes the LRC Code of Practice for Disciplinary and Grievance Procedures.

The CWU then referred ‘right to representation’ issue to the LRC but the company refused to engage in discussions with Conciliations service. As a result the Union has forwarded the case to the Labour Court for its recommendation.

CWU refers Global Telesales to the LRC It has been confirmed to the Communications Workers’ Union that the issue of the reduction of salary scales at Global Telesales was previously referred to the LRC under the enhanced Code of Practise on Voluntary Dispute Resolution (SI176-2004). A hearing will now take place in November. This is a long standing issue that has been a cause of concern for our colleagues at GTS.

Organising Department Recruits Union Adviser Volunteers At our spring seminar in Letterkenny it was announced that the Union is seeking volunteers to assist our colleagues who are facing disciplinary action or wish to raise a grievance with their employer.

This initiative applies in companies in which the CWU has not yet secured representation agreements or in companies where the Union is only beginning to organise. We already have a number of volunteers for the role, and hope to have the first group trained shortly. It is understandable that some activists maybe apprehensive about representing an individual in a new situation but you probably already have the skills you just don’t realise it.

CWU makes progress with An Post Subsidiaries Data Ireland As reported in a previous journal the CWU has organised staff in Data Ireland, a wholly owned subsidiary of An Post. The Union has 14

tried to secure a collective representation agreement with Data Ireland for several months but without success. However meetings have recently taken place between the General Secretary and senior An Post Management. As a result of which An Post has committed to advising Data Ireland management that they should co-operate with the Union in order to secure an agreement with CWU in relation to collective bargaining.

This is a significant development and we shall shortly be in a position to develop the policies and procedures to negotiate an agreement. This situation is particularly relevant at a time when reports of redundancies are rife at Data Ireland. We would like to extend our thanks to our members for the patience that they have shown throughout this process.

to put themselves forward to form a committee. There was a very positive response to this action with a significant number of members eager to become more active. Arrangements are now being made to plan a training session for the new committee.

The CWU is planning to continue its campaign in conjunction with the newly formed committee and our new members in Barclaycard.

New Union Literature – Why join the CWU? Call Centre Workers’ Rights Cards One of the key actions that the organising committee have undertaken is the design of rights cards primarily aimed at potential new members who maybe unaware of their employment rights. We recognise that call centre workers have specific issues and have designed a second rights card for members and potential members who are employed at call centres. The two cards contain information relating to working time, contract terms, health and safety legislation as well as information on grievance and disciplinary procedures, equality, maternity and unfair dismissals.

Although it is impossible to cover every employment issue in such a short document, they contain sufficient information for individuals to know where to take the next steps if they encounter a work related difficulty. There has been enormous research undertaken to ensure that the information is both relevant and accurate and the Union believes that the finished product will be a very useful tool in recruiting new members into the CWU.

PrintPost A meeting has taken place between the General Secretary, Steve Fitzpatrick, and senior management of An Post with a view to resolving the ongoing issue of recognition for our members at PrintPost, a wholly owned subsidiary of An Post.

A commitment has been given by an Post HR Manager, Pat Knight, that the CWU can expect a letter from PrintPost management on the issue of collective bargaining. It is the view of senior An Post management that there should be no major obstacle to putting in place the appropriate policies and procedures. This represents a significant and positive step toward Union recognition in this company.

Barclaycard – Local Committee Elected and Organising continues

Call Centre Action Month

As part of the CWU’s organising strategy and the recent recruitment of two organisers, the Union is targeting large call centres whose staff have expressed an interest in Union representation.

One current target is the Barclaycard call centre based in Sandyford which employs over two hundred mainly non-national staff. After some initial discussion with potential members over the phone the Union decided that a visit to the premises and some direct, on the ground recruitment, was the right way to proceed.

With that in mind, leaflets were distributed at the premises advising members and non-members of an open meeting to be held the next week.

The meeting was held in the Beacon Hotel in Sandyford on the 18th June. As we were aware that many workers in Barclaycard’s call centres have varying finishing times, it was agreed that it should be an open-ended affair, allowing people to arrive as they finished work. There was a good response with many people coming to have their views heard. Various issues were raised by members and non-members alike.

As recruitment gathered pace following this meeting, it became apparent that there was an opportunity to involve members in Barclaycard more directly and a subsequent meeting was arranged for the 17th September at which members were invited

The CWU participated in an international campaign, organised

by Union Network International (UNI) to promote October as a ‘Call Centre Action Month.’ The focus of this campaign is on organising in call centres around the world, sharing our experiences and taking joint action to build our power and to improve the lives of call centre workers.

The CWU took this opportunity to organise events in call centres around Ireland. Stress has been identified as a major issue for call centre workers and the campaign centred on the theme of ‘Stress in the Workplace’. A document was produced for workers, advising on such issues as identifying potential problems and what to do in the event of feeling stressed. The aim was to organise access to premises and make contact with members and non-members alike. To this end, the organising committee recently approved the order for a number of materials to be used by the organising team in its efforts to recruit new members into the Union.

All these items have now been delivered and include, amongst others, CWU branded bags, stress balls, post-its and pens.

These will be used at upcoming events to create awareness of the Union and to advertise the Union’s two websites.

15

“Rest Assured” – Union Hotel Deals for Union Members The Irish Congress of Trade Unions in association with the CWU are delighted to endorse the “Rest Assured” initiative as launched at the recent ICTU Conference. The focus of this initiative is to encourage Union Members to support unionised hotels by making an informed decision when choosing a hotel premises for their leisure needs.

In an industry that employs in the region of 60,000 workers , the National Employment Rights Authority found in 2008 that 78% of all hotel premises inspected were not compliant with the basic employment legislation.

Notwithstanding this there are some very good employers in the hotel industry. A list of hotels that support quality employment and recognise their employees’ right to be represented collectively by their Trade Union has been compiled and each premises is offering exclusive value for money deals to Trade Union members.

So why not explore the hidden treasures that this opportunity affords you knowing that by choosing one of the featured hotels you can “Rest Assured” that you are supporting fair work practices & good quality employment.

Further information on all Union Deals for Union members is available on www.cwu.ie.

“Rest Assured”

Postal Update

CWU: Postcode plan will be late, won’t save money and will damage post office

“You then find a successful bidder who has to design a code for 1.8 million addresses. The best case scenario is into 2012 never mind January 2011.”

Mr Fitzpatrick claimed the savings mooted by the minister were unproven. “He said this will save somewhere in the region of €22m a year. At the same time, he says the benefits of postcodes cannot be calculated. In terms of the cost, every single company in this country would have to update or change or get new address databases to include the postcode.

It could cost the banks and utilities millions. It will have to be maintained on a daily basis to reflect the demolition and creation of new properties and we estimate it will cost €3m to carry out that maintenance based on consultancy figures.”

Mr Fitzpatrick also raised concerns that post office quality of service will not be improved, claiming instead postcodes will damage it. “If you go to any of the major sorting offices around the country, the machinery which the post office has developed is cutting edge, better than anywhere else in the world. Because we did not have postcodes, it developed machinery which actually reads the address and puts a dye on the letter which sorts it into the proper stream.

“If you write a postcode under Cork city the machine in the post office will not be able to read that and will not put any indicator on the letter meaning it will have to be sorted manually.

“These multi-million euro machines will simply not be able to handle it and the post office will either have to develop a whole new type of software to make it read the codes or teach it to ignore the postcode.”

Mr Ryan said a postal code system throughout the country will bring faster and more accurate postal delivery and will benefit householders and business and save money for the State as a major postal customer.

By Stephen Rogers Thursday, September 24, 2009

THE Government’s €15 million roll-out of postcodes by 2011 will not be delivered on time, will not offer any savings to businesses and will damage the postal service, postal worker representatives claim.

Communications Workers Union (CWU) General Secretary, Steve Fitzpatrick, said this week’s announcement

by Communications Minister, Eamon Ryan, that postcodes will be introduced in 2011, came without consultation with interest groups, including the post office.

“The Minister has come out at the height of an economic crisis when we have no money for anything and is going to spend €15m for postcodes which is 1.5 times the amount it will cost for the national cervical smear test for girls,” said Mr Fitzpatrick. “He has done this with a number of justifications which are not backed up by fact.”

According to the CWU, the timeframe to introduce codes is far too aspirational.

“The department will need to draw up a tender document.

That takes some months to complete with the specific details that need to be included. Then under EU regulations, the tender has to be put out for three months to allow people time to put their bids together.

“Then depending on the number of bids you get, you have another number of months to go through each bid to see which one is the most viable.

This story appeared in the printed version of the Irish Examiner Thursday, September 24, 2009

CWU BAND PLAYS AT THE CASINO, MARINO

The CWU band playing at the Casino, Marino for the Heritage week event. They were glad of the canvas gazebo provided as the Irish summer was as predictable as ever. They carried on regardless and did their best to lift the spirits, playing a varied selection of music which was well appreciated by all present.

18

Postal Update

Cyclist set new record time for Mizen to Malin cycle route

An Post Team Connacht riders, crew and Westport post men, with Padraig Hunt A group of 18 hardened cyclists cycled the 590kms from Mizen To Malin at an average speed of 33kph, to complete the distance in a time of 18hrs 53mins setting a new record for a group. Noel Brady and Padraig Marrey, who both work out of Westport Post Office were part of the group. An Post, which is known for its prompt delivery times, can boast that both posties delivered ahead of schedule! The group were lucky to have dry conditions, but had not the advantage of a helping wind as the winds were mostly hitting the riders on their right shoulders.

For over 3/4 of the bid it looked like the riders would achieve a time under 18hrs but traffic problems in Derry city and tiredness hit in over the closing 1/4 of the bid, and instead looked at getting inside the 19hrs mark. The new mark is now nearly 2hrs better than the old time that was set back in July 2006. Each of the cyclists burned an average 15,000kals, pedalled over 10,000 pedal strokes and drank 20 litres of fluids over the duration of the bid.

Bids like this could not be achieved without the efforts of a skilled (support) crew who managed the food, hydration and mechanical problems of the riders. Every effort was made so that the cyclists had a safe passage through all the main towns as the group raced through the 4 provinces and 13 counties on its way from Mizen to Malin.

The organiser Western Lakes CC would like to thank all the people who gave generously and donated to Mayo Cancer Care Support and to the GardaĂ­ along the route who helped with the marshalling.

Team no prior experiance winners of the 4 person team award of the RAI.

The Marree Family with the An Post team after the race.

An Post Team Connacht finish the Race Around Ireland in 68hrs 38mins at an average speed of 19.3mph

19

Postal Update Irish postal system being led into the postal equivalent of eVoting machines.

CWU to Minister Ryan – ‘Publish the Postcode Reports’

Communications Workers Union General Secretary, Steve Fitzpatrick, has challenged the Minister for Communications, Energy and Natural Resources, Eamon Ryan, to publish two consultant reports which purport to justify the introduction of postcodes into the Irish postal system. He has called for the publication of a previous report prepared at the request of the Department of Communications by an industry expert group that has also never been made public.

He said: “For the last number of weeks, the public, media and postal workers have been bombarded with propaganda on the “benefits” of postcodes and a completely fictional timescale and cost assumptions for their introduction into the Irish postal system. Minister Ryan is claiming that two reports from PA Consultants support his preference for postcodes yet these reports have not been made public to allow workers and independent commentators evaluate the case being made for postcodes.”

“The handling and “message management” of the postcode debate by the Department of Communications is preventing any objective analysis of postcodes and is attempting to disguise the true motivation behind their introduction. I suspect that this is really about deliberately damaging the position of An Post as the national postal services provider and, at the same time, undermining the pay and conditions of postal workers in Ireland as part of a “markets agenda” to the delivery of postal services,” he said.

Mr. Fitzpatrick said many of the claimed benefits of postcodes in the Irish postal system are spurious. He said: “Postcodes will result in a costly duplication of cutting edge technology already in use by An Post, including sophisticated scanning technology which automatically reads printed addresses. This technology will not be able to read postcodes and will need to be replaced or upgraded at significant cost to An Post and will lead to avoidable deterioration in service quality. The Minister has claimed savings of €22 million but what is not being made clear is that this figure refers to an accrued amount over a 15 year period.”

Mr. Fitzpatrick described the timelines and costs of introducing postcodes claimed by Minster Ryan as “fanciful”.

He said: “Minister Ryan’s claim that postcodes will be ready for introduction by January 2011 has no basis in reality. Tender preparation and procurement will take at least six months. A successful provider will need about 2 years to design and set up a postcode system for Ireland’s 1.8 million addresses.

The costs quoted for this process at €15 million ignore essential system maintenance costs and the significant costs to An Post and private companies of changing their existing systems to accommodate postcodes.”

Mr. Fitzpatrick also challenged other benefits claimed by

Since the shock announcement by the Minister for Communications, Mr Eamonn Ryan TD, that he intends to introduce a national postcode system there has been much media coverage on the subject. This coverage has largely been speculative as the Minister has not seen fit to publish the reports that he is using to back up his claims on the benefits of the postcode system.

CWU General Secretary, Steve Fitzpatrick, has now written to the Minister asking that he publish all three reports he has in his possession on the issue of postcodes in the interest of a clear, transparent and informed public debate on the matter. Already there are contradictions emerging on what the cost of this venture might entail.

In announcing his intentions on the RTE evening news the Minister stated that the cost would be in the region of €15m which is a very different figure to the €50m that was being claimed would be the cost when the previous Minister looked at this project. But we don’t know for sure because the reports that have been conducted on this project, which have cost almost €500,000 so far, have not been made public.

It is incredulous to think that at a time of €20bn deficits in the budget that the Minister should propose this kind of expenditure on a system that is neither necessary or appropriate in the current environment.

In addition to contacting the Minister the General Secretary has also written to the communications spokespersons in the various political parties to call on them to ask that these reports be made public. It would be unacceptable that tax payer’s money might be spent in such an unaccountable way at any time but in the current climate where exchequer expenditure and political spending is, rightfully, under close scrutiny then the Minister must realise that any reluctance to be clear and transparent on this matter will not be acceptable.

PRESS RELEASE Issued on behalf of the Communications Workers Union of Ireland: 9 October 2009

Timeline and claimed advantages from the introduction of postcodes don’t stand up to scrutiny – Steve Fitzpatrick, CWU CWU challenges Minister Ryan to publish expert reports purporting to justify postcodes 20

Postal Update Minister Ryan for postcodes, including the problem of nonunique addresses and support for our emergency services.

He said: “The diligence of postal workers already limits the impact of non-unique addresses on the quality of postal services. Postcodes will not solve the issue of non-unique addresses which can sometimes impact on service quality.

The only credible way to deal with this is to assign a unique identifier to every street, road, and boreen in the country, together with a house name or number to every property.”

“Emergency services rely on the “Geo-Directory” system to establish the exact location of emergency incidents.

Postcodes would be irrelevant and unnecessary to the effective operation of our emergency services,” he said.

Mr. Fitzpatrick said: “Minister Ryan should be clear about the assumptions he is basing his decisions about the Irish postal system on. The Irish public and the postal workers want to see the expert opinion that we are told support these decisions. All the relevant documents must be

made public immediately.”

Mr. Fitzpatrick said that postal workers view the introduction of postcodes as a very real threat to their pay and conditions, and to the quality of postal services to the public. Mr. Fitzpatrick called on Minster Ryan to drop exaggerated and unsubstantiated claims for the benefits of postcodes and release the PA Consultant reports to allow a proper debate – with postal workers and the public - on the future of postal services in Ireland.

He said: “Without this information, suspicion is rapidly growing that the Department and Minister are engaged in an exercise to distract from the serious challenges which confront this Government on how to cut Government spending. However, there is a real prospect that Minister Ryan is leading the Irish postal system into investing in the postal equivalent of e-voting machines.’

An Post Delivery Information to be available in “Real Time” An Post faces intense competition in the parcel and packet delivery market. A key market requirement for many customers now is the ability to offer real time tracking proof of delivery information.

Until recently all of An Post’s proof of delivery (POD) was paper based in the form of POD cards where the Postperson collects a signature from the customer against a barcode sticker on the card. The cards are returned to the delivery office and the barcode information is scanned into the Track and Trace system and the cards themselves are then forwarded to a central location for scanning of signatures.

Delivery information takes on average two days before it is posted on the internet and an additional day for signatures to be posted. This is in circumstances where all of the Company’s major competitors provide this information in real time.

As a result of some key changes in the parcel and packet delivery market in Ireland over the last 12 months, Union and the Company have been jointly examining ways to attract new parcel and packet business while at the same time ensure there is no further loss of existing business. The parties agreed that it is an absolute requirement for the Company to offer real time delivery

information to customers via the internet and that the best way to achieve this was by the introduction of real scanning with digital signature capture where necessary.

An Post has now received Board approval for the purchase of over 3,000 Hand Held Devices, similar to those currently used by the owner driver contractors who operate for An Post in Dublin. The devices have a constant connection with the network and transfer delivery and signature data to the central server as soon as it is captured.

The scanning devices are currently being tested on 100 dedicated parcel/barcode routes and the staff concerned have been fully trained by the Company. Once the tests have been evaluated the scanning devices will then be rolled out to over 3,000 delivery routes nationally.

In addition, due to mobile network coverage issues in some rural areas the Company is also in the process of rolling out a “Mini Track & Trace” system at sub offices which will allow for “P Scanning” to be performed each.

The Union welcomes the investment in this new technology and believes it will be a vitally important tool in An Post’s fight to retain and grow its share of the parcel and packet delivery market.

21

Postal Update Millions to be wasted on plan for new postcodes

without, thank you very much. Let our money be spent where it’s needed, and not on such silly things.

- COLM LAMBERT

‘Oh Jess, why oh why do we need to bother with postcodes?’

By COLM LAMBERT Tuesday September 29 2009

Sunday Tribune 27th September 2009

Postcodes promise a red-letter day for private companies

TANAISTE and ‘blunderwoman’ Mary Coughlan may have been prone to more than just the odd clanger lately, but maybe - just maybe - people have been too hard on her for one of them.

All right, so linking Einstein rather than Darwin with the Theory of Evolution is surely one of the biggest gaffes since Columbus discovered Africa, and signing off a €1 million deal for a disgraced Fás executive without seeking the proper legal opinion is worse than Alexander Graham Bell not going on to make a remote control when he invented the first television. But in calling the Green Party ‘ na glasraí’ (the vegetables) instead of the Comhaontas Glas, she might just have been on to something.

For the past week has shown us that one of the leading lights of the Greens, Minister for Communications Eamon Ryan, is a man whose self-esteem must be as mushy as watery turnip, since he says he gets embarrassed whenever he’s buying something online and finds he has nothing to put into the part of the order form that asks for a postcode.

The postcode request thing can be a bit of a nuisance all right, until you get used to it and just fill in ‘ABC 123’ or ‘IRL’ or even have a bit of fun with it, by giving yourself a postcode like ‘AR5E’ or ‘SH1 TE’ or even ‘BO1 10X’, but it’s hardly embarrassing. Nor does our lack of a postcode make us the laughing stock of Europe, as Ryan suggested.

But either way, most of us are to get a few new letters and numbers to add onto our existing addresses when the plans announced last week come to fruition in 2011.

Apparently, it’s all the fault of the big bad EU, who insist we bring the postal system into line with the rest of the continent. The problem is the money it’s going to take. The estimate last week was that it would take between ¤10 million and €15 million to get it up and running - but we all know that with the way these things work, the true figure will probably end up closer to twice that.

So there could be €30 million spent on a new system that won’t make a blind bit of difference at all, since believe it or not, we already have one of the most efficient postal systems in the world (it’s one of the few state services that’s actually done properly in this country). And all this from the people who are considering proposals to save just €1 million by closing down 350 rural Garda Stations, or €10 million by axing the Rural Transport Scheme that means so much to so many older people and others who don’t have their own vehicles.

Keeping those going are surely more important than trying to bring in postcodes that we’ve always done just fine

In the face of Union unrest, businesses are excited about the introduction of postcodes, which they say will mean that apartment-dwellers will no longer get mailshots about lawnmowers, for instance.

Ken Griffin reports THEY MAY just seem like an abstract jumble of letters and numbers, but postcodes look set to spark industrial unrest at An Post as postal workers aim to resist the new system, which they argue will cripple the company financially.

According to the Communications Workers Union (CWU), postcodes will allow private operators to cherrypick the most profitable parts of the state postal company’s business, lumbering it with unprofitable services as it seeks to slash its €2bn pensions deficit.

The CWU’s opposition to postcodes is in stark contrast to the warm welcome they look set to receive from the business community, which has been lobbying for years for their introduction. According to business lobby Ibec, postcodes will improve delivery times for businesses and allow Irish service companies to dump their expensive in-house technology for locating customers in favour of cheaper industry-standard systems.

Postcodes would also help An Post’s private-sector rivals offer a wider range of services, including the handling of standard letters, to businesses. Despite these potential benefits, the CWU is already warning that many businesses could lose out from postcodes if the resulting increase in competition sparks a financial crisis at An Post.

“The competition will only benefit bulk posters, not ordinary customers such as small businesses and householders, who will be left with reduced levels of service if the private companies come in and cherry-pick An Post’s most profitable operations,” said Steve Fitzpatrick, CWU General Secretary. “The process won’t even be that gradual: in Britain, many government departments and utilities began bypassing the Royal Mail at the first opportunity.”

According to Fitzpatrick, many of the private operators who have secured this business piggyback on the Royal Mail’s infrastructure but can still significantly undercut it because the state operator’s service charges have been set so low by Britain’s postal regulations.

An Post, however, is far more positive about postcodes, even though industry sources have said there will be “huge” software costs involved in converting its sorting systems to handle them.

22

Postal Update “We have always described postcodes as a major part of our national infrastructure, which will have a beneficial impact on everyone,” said a spokeswoman. “Postcodes have multiple other uses besides postal delivery. In particular, they should benefit the public by allowing information to be cross-referenced easily between government departments and eliminating confusion over addresses.”

She said postcodes would not accelerate competition as postal liberalisation was already a fact of life for the organisation.

“All the big international logistics players are already here, competing against us. This has spurred our increased focus on mail service quality because, to compete effectively, we need to become the supplier of choice for customers,” she said.

The spokeswoman admitted that the consequences for An Post would be serious if it failed to meet the challenge of increased competition and said this could trigger changes to its pricing structure.

“We don’t know what these would be, though. In a liberalised market, we have to compete with our competitors, who want to cherry-pick our business. The issue is that our profitable activities cross-subsidise the other parts of our business, so if you take chunks of it away, you would be left with an unviable operation,” she said.

But postcodes are likely to bring a significant commercial opportunity for An Post and its rivals: the volume of direct marketing mail sent to Irish households is expected to increase. The volume of marketing mail sent to Irish homes is tiny compared to other countries: the average Irish household receives around 130 mailshots annually compared to British homes which receive over 1,000 a year. According to Michael Kileen, founder of advertising agency Dialogue, this is likely to change once postcodes are introduced.

“Postcodes will result in far better targeting of recipients: you’ll no longer have situations where people in apartments will receive mail advertising lawnmowers. The consumer will receive more relevant mailings, which will obviously benefit the companies involved and increase confidence in direct marketing,” he said.

Kileen is concerned that a foreign company may be awarded the contract for designing and maintaining the system due to the complexities of Irish addresses.

“Ireland is unlike any other country in that there are numerous different but accurate ways you could send post to an address. This means that, for postcodes to work, all our addresses have to be standardised. This results in some costs for direct marketing businesses but I’m more concerned about what could happen if the postcode system contract fell into the wrong hands,” he said.

Ibec agrees that the design is crucial but said that, if done properly, all businesses should benefit.

“The absence of postcodes is a significant competitive disadvantage for a number of business sectors, impinging on the type, quality and cost of services available to a very large number of consumers,” said Ibec’s director-general, Danny

McCoy. “From a logistics perspective, the lack of a postcode hampers accurate collection and delivery commitments and limits the product portfolio offered to the Irish market.

Competitive goods-to-market delivery efficiencies for exporters can also be impaired, adding costs that businesses in competing states do not face. It is expected that the introduction of a postcode could yield up to a 10% saving in express delivery shipments alone.”

Irish Independent September 30th 2009

FINAL WORD: Our Minister for junk mail It’s a charter for the junk mail industry. Eamon Ryan, the Minister for Communications wants to introduce a postcode system to Ireland by 2011. The Green Party Minister says Ireland is one of the world’s few developed countries that has to manage without postcodes. Every other European country has steadily adopted its own postcode system since Nazi Germany started the trend in 1941. So despite our state of near-bankruptcy and the scrapping of life-saving schemes such as free cervical cancer vaccines for young girls, Mr Ryan believes it is important to spend millions on a a project first mooted four years ago. Time to make room, then, in the recycling bin for urgent leaflets on pizza delivery, carpet cleaners and refinancing packages that will be stuffing up your letterbox. Information compiled from postcodes will enable marketers to target particular income groups and demographics. Political parties too will be beneficiaries of the system, thanks to the ready-made profiles and contact details that postcodes provide. We know what you’re up to, Minister — and it’s not very green.

Irish Independent September 26th 2009

It’s in the postcode Address snobbery is set to raise its head all over the country, reports Gemma O’Doherty So who’s going to get Kil? Will it be Killarney, Kildare, Kilkenny, Killybegs, Kilbeggan, Kilfenora or Killorglin?

And what about Rat when there’s Rathdrum, Ratoath, Rathangan, Rathsallagh and Rathcoole all fighting over it?

And as for Bal, there could be blood shed with Ballyshannon, Ballymacarbry, Ballymaloe, Ballyvolane and Baltimore all in the fray.

Ah yes, the number crunchers who win the tender to implement our new postcode system have some sleepless nights ahead of them. But pizza delivery men and purveyors of junk mail were smiling this week as Green Communications Minister Eamon Ryan unveiled his plan to give every home and office its own six-digit identity code in less than two years.

23

Postal Update instead of Rathmines. At first, they were going to be designated Dublin 26 but there was a huge fuss over that because it was too close to the postal code for Tallaght and Jobstown, which was 24.

“Then a compromise was reached and we came up with Dublin 6W (west) in 1985.

“Even now, there are still about 200 people who cannot accept they are part of Dublin 6W and refuse to use it. It’s a fantastic example of snobbery. By using Dublin 6 without the dreaded W, it means they get their mail a day late, and in some cases, have it returned to sender, but that is the price they are willing to pay.

“At the end of the day, we are just alphabetical gynaecologists. We deliver letters and our job is to get them to you as quickly as possible. But there will always be a bit of militancy in the Irish people. It’s a bit like the way they refuse to use the middle door on the bus.”

Dr Mark Hennessy, lecturer in Geography at Trinity College Dublin, believes postcode snobbery is by no means exclusive to Dublin. “People will go to any lengths to ensure they belong to the right sort of place. You get it in London, Berlin and Paris. Postcodes draw lines around areas and if you are seen to be in the wrong postcode, it can effect the value of your house and how you think you’ll be perceived by others.

“I work in Trinity and live on the northside. The overwhelming majority of my colleagues live in particular places on the southside. They wouldn’t even consider living on the northside. Yet the same thing happens over here. You get places calling themselves Clontarf that were never considered Clontarf before. One thing that may happen as a result of the new system is that in rural Ireland, the townland may be replaced by the postal code. That would represent a very major shift, given the associations between people and their townlands that have been there for centuries.”

Just how Irish people will take to the new postcode system remains to be seen but postman Cormac O Dalaigh is not convinced it is required at this point in the country’s history.

“You have to remember where we are at the moment.

When you think that they turned down a vaccination for young girls at a cost of €10m, I think I know what the public would rather spend the money on.

“I don’t have a problem with postcodes per se but if you think that pizza deliverers being able to find houses more quickly is more important than a cancer vaccine, then I think you’ve got your priorities wrong.

“We’ve got by fine without them until now.”

There will be no more rejections in cyberspace for the Irish address. The days of having your online order shredded because the zip code section has been left suspiciously blank are coming to an end.

And all those disappearing ambulances and fire brigades we’ve been hearing about will become a thing of the past so long as callers to 999 have their shiny new IDs at hand amid the contractions or the flames.

At last, Ireland can take her place among the nations of the world proud in the knowledge that her citizens will get their mail three milliseconds earlier than they did in the dark old days of 2009 when a letter could find its way to ‘Pat Doherty, Donegal’ without a hitch.

If you’re not up to speed with the €22m plan, the new postcodes, which, in vintage Ryanspeak, will be ‘rolled out’ in 2011, are set to become the last line of your address. They will contain both letters and numbers, so for example, an address in Athlone might read ATH 123 in the future. The last three digits of the code will relate to a cluster of houses or a road, depending on the area.

For now, Dublin remains the only county in the Republic to use postcodes, which were first introduced in 1961, when the city was facing rapid development. Mail volumes were starting to soar and postmen had to find their way through a labyrinth of more than 350 streets.

To make their life easier and letters arrive faster, the city was split into nine numeric subsections, with odd numbers going north of the Liffey and the even ones south. At the time, Ballyfermot, one of the city’s fastest growing suburbs, was starting to develop, and in the 1970s Dublin 10 was introduced because Dublin 8 was becoming too populated.

But even then, having the right or wrong number in your address was starting to effect the social mindset of the city and the postcode snobbery that is now embedded in the capital’s psyche began to rear its haughty head.

At first, there was a demand for the Dublin 10 code because grants were being given for houses in the area. But as the nearby Liffeyside suburbs of Palmerstown and Chapelizod started to grow, some of its more affluent residents claimed that having 10 in their address was thwarting their ascent up the social ladder. They lobbied politicians and demanded that their association with the more working class neighbourhood of Ballyfermot be brought to an end and a new postcode introduced especially for them.

And so, Dublin 20 was born, leaving Dublin 10 as the only postcode in the capital that relates to just one area simply because no other suburb wanted to be a part of it. But that was just a taste of things to come. Cormac O Dalaigh has been a postman in well-heeled Dublin 6 for over 20 years.

He had just started deliveries amid its leafy period terraces in the mid-1980s when an unholy row broke out among residents after An Post decided it should be split in two.

“There was absolute uproar over it,” he recalls.

“Templeogue and Terenure were going to leave Ranelagh and Rathgar and have their post delivered out of Kimmage

WEAR YOUR UNION BADGE! 24

Newspaper clipping above is taken from The Irish Independent (8th September, 2009). The clipping on the left is taken from The Irish Examiner (8th September, 2009)

UNI Postal & Telecommunications Conferences The CWU, with assistasnce from the CPSU, AHCPS, IMPACT and PSEU, hosted two Union Network International Conferences in Malahide, Dublin, in September. It is the first time the Union has been asked to host these Conferences, which are extremely important in this world of multinationals and globalisation. The themes of Postal Liberalisation, New Generation Technologies and International Co-operation were three themes discussed at the Conference, which was deemed by all participants to be a great success.

I would also like to take this opportunity to thank An Post, Eircom and Vodafone for their assistance in sponsoring these events. At a time of economic crisis, it was an opportunitiy to show Dublin and ireland at its best to in excess of 500 international delegates, and I have little doubt that many of them will be back to visit our island again.

We used both events to highlight the problems that postal workers will face as a result of liberalisation and stage a demonstration outside the flagship O2 store as we continue our attempts to gain recognition for the Unionised workers in that Company.

25

CWU Development Fund Present €7,500.00 to Stride Ethopia A presentation of €7,500.00 was made to Stride Ethopia for the following project:

won a cup and medals at the recent National Championships.

Stride is about giving a helping hand to children who live in adversity .It gives them an opportunity to learn skills that will transfer and better equip them for the wider lives. It also is a chance for them to take a break from backbreaking more adult appropriate work and have some fun.

None of this would be possible at all without the tremendous support of the CWU workers. The CWU sponsorship funds the nutrition programme for the entire year. You can’t run nor can you concentrate at school if you haven’t got food. At the Breakfast Club all the children get a nutritious breakfast cooked by local women. One young man who had been sleeping rough with little food has blossomed during the year having joined Stride, so much so that he has now moved to Addis to train with the big fish.

At a recent fundraising lunch Stride Director Emer Woodfull paid special tribute and offered heartfelt thanks to the CWU members, for making the survival of Stride possible. She thanked the CWU workers for their generosity in such difficult times here.

All work done by Stride Ireland is done on a voluntary basis and all funds raised go directly to the project.

Stride Ethiopia is making great strides thanks to the ongoing support of the CWU. In August 08 the Club members completed work on an athletics track that was jointly funded by the CWU and by RTE workers at a final cost of €11,766 . This is the best track outside of the national track in Addis and all of the work was done by Ethiopians and was within budget. This means the athletics club for children and youths can now attract in competitions and also has a wonderful track for training. The 85 young members fully partook in the planning and building of the track thereby learning invaluable skills.

Stride Ethiopia fosters self development through sport in a poor rural area in the south of Ethiopia.This Irish Ethiopian partnership provides coaching, education and nutrition to it’s 85 young members. It also funds trips to competitions for qualifying athletes and all members, even the little ones, love their annual trip to Addis Ababa where they partake in the Great Ethiopian Run. For the first time ever Stride athletes

26

Intellectual Disability Housing Fund presents a cheque for €25,000 to the Bluestack Foundation in Donegal A presentation of €25,000.00 was made to the Bluestack Foundation in Donegal.

•

The Bluestack Foundation is a voluntary organisation run predominately by parents of children with special need and professionals who work in this field.

Aims of the Foundation are in assisting people with special needs, their families and carers to take a full and active role in society. The primary objective of the Bluestack Foundation is to enhance the lives of people with special needs. The main policy is children should not be integrated (changing the child to suit the system) rather children should be included (changing the system to suit the child) by providing timely pertinent and caring services to families with a special need dependant. Empowering all to be treated equally offering equal opportunities and support in their quest to reach their full potential.

•

Physiotherapy Exercise Mornings – families and their dependents with special need will be invited to attend these exercise mornings where, as a group, they can work together on their exercise routine in the presence of a trained physiotherapist.

The Bluestack Special needs Foundation is committed to delivering on its mission of “Enhancing the lives of People with Special Needs” But they cannot do it alone. The CWU members’ contribution helps to provide this financial support which all CWU members contributing to the Fund should be very proud. It is times like this you should be made aware of how valuable your financial support is used to help people with special needs throughout Ireland. On behalf of the Bluestack Foundation the Finance Committee and Inclusion Ireland we would like to thank you sincerely for your support financially since the Fund was set up in 1983.

Some of the services they hope to provide in the near future are as follows:•

individual need of our members.

Art Therapy sessions – will be a form of non-verbal communication offered as a family based social and therapeutic activity.

Music Therapy sessions – will be tailored to suit the

Back Row l to r: Damian Tuohy, Finance Committee, Monica Hempenstall, Financial Officer, Pascal Connolly, Finance Committee, Charlie Kelly, CWU President, Martin Gillespie, An Post, Donegal, Bluestack Treasurer, Patrick Mc Brearty, Treasurer Bluestack Foundation, Corney Carr, eircom Donegal Section, John Tansey, An Post Carrick on Shannon, Cathal Boyle, Chairman Sligo District eircom.

Front Row l to r: Eoin Rooney, Bluestack Foundation, Orla Coughlan, Bluestack Foundation, Maire Garvey, Programme Manager, Bluestack Foundation and Evie Cullinan, Bluestack Foundation

27

Safety Representatives – Your Questions Answered Background

them if necessary. The intention of these consultations is to prevent accidents and ill health, to highlight problems, and identify means of over-coming them.

For example consultations would be of particular importance when a safety plan is being reviewed or drawn up or when new technology is being introduced in the workplace.

The 2005 Health, Safety and Welfare at Work contains provisions for securing and improving safety, health and welfare for all employees. It provides for consultation between employers and employees to help ensure cooperation in the prevention of accidents and ill health. The Act provides for the selection of Safety Representatives. The Union regularly receives requests from members for information in relation to the role of the Safety Representative. Accordingly we have set out below in a questions and answers format the role of the Safety Representative. These are not intended as a legal interpretation of the role.

Can a Safety Representative carry out inspections?

A safety representative, after giving reasonable notice to the employer, has the right to inspect the whole or part of a workplace he or she represents, at a frequency or on a schedule agreed between him/her and the employer, based on the nature and extent of the hazards in the place of work.

A safety representative also has the right to immediately inspect where an accident, dangerous occurrence or imminent danger or risk to the safety, health and welfare of any person has occurred.

What is the role of a Safety Rep? The role of the Safety Rep entails consulting with and making representations to employers on safety, health and welfare issues in the workplace. Once representations are made the employer must consider these representations and act on them if necessary.

How often are inspections necessary?

Who elects a Safety Rep?

The Act doesn’t specifically mention how often these inspections should take place but the following factors should be taken into account when determining the frequency of inspections: • size of workplace • nature and range of work activities and work locations • nature and range of hazards and risks • changing hazards and risks

Section 25 of the 2005 Act entitles employees to decide on, select and appoint safety representatives or by agreement with their employer more than one safety representative.

Should there be more than one Safety Representative in the workplace?

There is nothing in the 2005 Act which sets the number of Safety Reps there should be in an organisation. The Act does say however, that more than one Safety Representative may be selected by agreement with their employer. In determining whether more than one Safety Representative is required the following should be considered: • the number of employees to be represented • the nature of the work and the relative degree of risk • the operation of shift systems • the number of workplaces under the employer‘s control spread over many locations, e.g. for a local authority • the constituency of the employees to be represented, including variations between different occupations and distinct locations within the place of work, e.g. a large hospital, where a wide variety of different work activities take place within a single workplace, or places of work where conditions and workforce change regularly, such as construction.

The frequency of the inspections must be agreed with the employer and an employer must not unreasonably withhold agreement. Inspections can take various forms and can include: • Safety tours: general inspection of the whole workplace • Safety sampling: systematic sampling of particularly dangerous activities, processes or work areas.

• Safety surveys: general inspections of particularly dangerous activities, processes or areas e.g. the office, production department or stores etc.

• Review of risk assessments, parts of the safety statement or safe operating procedures.

Can a Safety Representative investigate an accident or dangerous occurrence?

A safety representative may investigate accidents and dangerous occurrences in the place of work to find out the causes and help identify any remedial or preventive measures necessary. However, a safety representative must not interfere with anything at the scene of the accident. Nor can the safety representative obstruct any person with statutory obligations, including a Health and Safety

What does a Safety Representative do?

A safety representative may consult with, and make representations to, the employer on safety, health and welfare matters relating to the employees in the place of work. The employer must consider these representations, and act on 28

Do Safety Representatives require any training?

Authority inspector, from doing anything required of them under occupational safety and health legislation. Physical evidence must not be disturbed before an inspector has had the opportunity to see it.

Yes. It is essential that safety representatives have the knowledge and skills necessary to perform their function effectively. Training courses for safety representatives are provided by Trade Unions and other organisations. The employer must give reasonable time off to the safety representative to acquire knowledge and train as a safety representative and to carry out the function of the safety representative. No safety representative should be charged with the cost of training.

What else can a Safety Representative do?

The functions of the safety representative also include: • Accompanying an inspector carrying out an inspection under Section 64 of the 2005 Act other than the investigation of an accident or a dangerous occurrence (although this may be allowed at the discretion of the inspector) • At the discretion of the inspector, and where the employee concerned so requests, be present when an employee is being interviewed by an inspector about an accident or dangerous occurrence at a place of work • Make representations to the employer on safety, health and welfare at the place of work • Make verbal or written representations to inspectors including on the investigation of accidents or dangerous occurrences • Receive advice and information from inspectors in relation to safety, health and welfare at the place of work • Consult and liaise with other safety representatives appointed in the same undertaking, whether or not those safety representatives work in the same place of work, in different places of work under the control of the employer or at different times at the place of work (for example, safety representatives on different shifts).

Should the Health & Safety Representative be a Union Representative?

Safety Representatives are elected by the employees in their workplace. It is a matter for the employees in the organisation to decide the details of that election. This election can however take place at the Union Annual General Meeting. However, once elected the safety representative must be available to all employees regardless of whether they are a member of a Trade Union or not.However, safety representatives need to have close working relationships with the local Branch. Safety reps where they are not on a Branch Committee should • Be invited to attend Union Committee Meetings • Brief the Union Committee on Health and Safety initiatives, developments and potential problems in the workplace • Contribute to any Union newsletter or communications

Must someone be elected to the position every year?

In addition Branch Committees should support safety representatives on safety, health and welfare at work issues through the industrial relation procedures if necessary

The Act 2005 does not specify this but the Health and Safety Authority in its guidelines recommends that a Safety Representative once elected should remain in office for three years and the CWU advises its members to operate on that basis. The three year term is recommended on the basis that it gives the Safety Representative the opportunity to gain most benefit from the knowledge acquired and the training received during the period. There should be provision from a review on an annual basis and we would advise that this should happen at the annual General Meeting. At the end of the three year term the outgoing safety representative is eligible for re-election.

Is the Safety Representative entitled to facilities from the employer?

Yes. The employer must provide the safety representative with reasonable facilities to consult with employees or to prepare any submissions or reports. These should include, a meeting room, photocopier, communications equipment and access to up to date safety and health information and published guidance.

The above answers some of the main questions that the Union receives in relation to the role and responsibilities of the Safety Representative. Any one wanting more information can contact Union Head Office or log onto the Health and Safety authority website at www.hsa.ie.

Does a Safety Representative have any additional legal responsibilities?

No. A safety representative does not have any duties, as opposed to functions, under the 2005 Act, other than those that apply to employees generally. Therefore, a safety representative who accepts a management proposal for dealing with safety or health is not liable in the event of an incident.

29

Equality Update

Union Commences Equality Representative Initiative Equality and Diversity is an integral part of Union business and we aim to ensure that we have proper policies and an equality framework in place in order to support that process.

Members should be aware that we have an Equality Officer, Diversity and Equality Committee and an equality policy for both members and employees of the Union. The Diversity and Equality Committee is made up of members of the National Executive Council and two elected Representatives, one from the postal courier sector and one from the telecoms sector. This committee meets regularly to discuss and plan equality initiatives and address areas of concern on behalf of the membership.

As part of the equality framework we are piloting a new initiative by having trained local Equality Representatives. This will ensure that where necessary and particularly in larger branches, there is a person assigned and trained to deal with queries relating to equality. It is also hoped that the Equality Representatives will bring an increased awareness among the membership of what the Union can do to combat discrimination and how we can promote equality and diversity in our members’ workplaces.

The Union has now had two training courses to pilot this new initiative, which has been funded through the ICTU Challenge Funds. This particular project came under the strand of the European Year of Equal Opportunities Legacy Fund.

The first two-day training programme was held in September and the second was held in October. We have had a good cross section of attendees from An Post, Eircom, Vodafone, UPS, Capita & Stream and from various parts of the country.

We also had a good level of representation of female members who participated in the “Welcome for Women Campaign” and who have gone on now to be Equality Representatives on behalf of their Branch. The following items were covered on the agenda: • • • • • •

Equality in the CWU Equality legislation and the nine grounds Disability Issues Diversity & Cultural Awareness The Role of the Equality Representative Leave Arrangements – Statutory & Non-Statutory

The pilot course also incorporated some members who have been trained by ICTU as Disability Champions and also some members of the Diversity & Equality Committee. By training all three groups together, our aim is to have an integrated Equality Representative structure so that all participants receive the same training. It also ensures that disability and other issues are mainstreamed into the Union’s overall equality agenda.

ATTENDEES FOR GROUPS 1 & 2 ARE AS FOLLOWS: Mary Brennan Lukas Cap Helen Conran John Flynn Eddie Foy Phil Keegan Brian Lattimore Ellen Moore Martina O’Connell Caroline O’Connor John Ojheiskhoba Teslim Oladejo Teige O’Loideoin Paul O’Neill Noel Whelan

Group 1 David Cassin Mary Conroy Anne Marie Fadden Margaret Hegarty Claire Kelly Danny Long Enda McGarry Eilish O’Shea Catherine Sherry Catherine Slattery

Group 2

UPS Galway Postal Eircom Galway District Cork Mail Centre Eircom Dublin No. 1 Eircom Limerick District Dublin Postal Clerks Eircom Limerick C&A Portlaoise Postal Managers Eircom Dublin No. 3

30

Cork Postal Outdoor Capita Dublin C&A Portlaoise Mail Centre Capita Dublin C&A DPAB DPAB Vodafone Portlaoise Mail Centre Cork Postal Outdoor Ballina Postal Capita Dublin C&A DPAB Stream Dublin C&A Dublin Postal Drivers Dublin Postal Delivery

Equality Update

GROUP 1 Back row l-r: Catherine Sherry, Claire Kelly, Mary Conroy, Anne Marie Fadden, Carol Scheffer (Union HQ), Catherine Slattery, Eilish O’Shea Front Row l-r: Margaret Hegarty, Enda McGarry, David Cassin & Pat Kenny (Union HQ).

GROUP 2 Back Row l-r: Carol Scheffer, Mary Brennan, John Flynn, Noel Whelan, Ellen Moore, Brian Lattimore, Teslim Oladejo, Lukas Cap & Helen Conran Front Row l-r: Caroline O’Connor, John Ojheiskhoba, Paul O’Neill, Phil Keegan, Eddie Foy, Teige O’Loideoin & Martina O’Connell 31

Equality Update As part of the pilot process we asked the participants to advise us as to what they believed their role should be and what further actions the Union can take to promote our equality agenda.

What will the Equality Representative do?

The Equality Representative will be an additional contact person for equality related matters for the Branch and will play a supporting role to the Branch Secretary. This will be done through the provision of training from Union head office and through various communiqués on equality issues from head office. Equality Representatives will have a role in enhancing equality and creating awareness in their Branch. They will be trained on diversity, work life balance and other equality issues and will keep up to date on new developments in the area.

During the Welcome for Women Campaign, it was identified in the research that more communications were needed for the membership. It is hoped that these Equality Representatives will play their part in addressing this through Branch committee meetings, AGM’s, Union notice boards and through liaising with Union Head Office.

How can other Branches get involved?

The two pilot courses that were held gave us a good grounding for further courses. Therefore, in the first quarter of next year it will be our intention to write to Branches asking them if they wish to nominate an Equality Representative. This will be done by general circular.

Finally, the Union wishes to thank the ICTU and in particular Jane Clare for assisting us with the project. Jane who delivers the Disability Champions training course on behalf of Congress attended both courses and gave a presentation on disability issues, the Disability Champions Project and also the Challenge Fund initiative. The Union looks forward to working with Congress in developing our new infrastructure of Equality Representatives in the New Year.

CWU Anti Racism Survey – Integrated Workplaces Members will be aware that the Union has issued a policy on Combating Racism and Promoting Cultural Awareness. It is understood that our multi-cultural society has been reflected in Irish workplaces and in our membership. The CWU guidelines and policy reflects our commitment to being an open and inclusive Union that prohibits discrimination and seeks to increase cultural awareness. Our guidelines have action points for the Union through our negotiations with employers, for Branch Representatives and for our members.

The guidelines were produced in 2008 to mark European Year of Intercultural Dialogue and we are now continuing that work in 2009 by conducting an Anti-Racism Survey within the membership. We would like to survey members both Irish Nationals and members from different ethnic backgrounds with a view to gathering data on their experiences at work.

Currently the Union does not have any details of issues facing our members from different ethnic backgrounds therefore it is hoped that this survey will give us a better understanding of potential issues and identify what actions the Union may need to take in order to address these issues. The answers will be treated with absolute confidentiality and individual replies will be kept private.

In order to assist the research process, we held a focus group with some of the Equality Representatives so that they could comment on the survey and provide recommendations to its final format and our thanks to them for their input. The survey has also been developed with the assistance of the Equality Authority and the ICTU and at the time of going to print it is being finalised for distribution. We have also engaged the services of Lir training to conduct the research on our behalf.

The survey and the research are being funded through the “Integrated Workplaces” initiative which is an Action Strategy promoted by the social partners. Funding for the action strategy has been provided by the Equality Authority and the Office of the Minister for Integration. ICTU is playing its part by providing supports to enable Trade Unions to develop integrated workplaces. This was done through training of Trade Union representatives on good practice and to implement action plans to developing the integrated workplace. The CWU action plan is the survey and associated research and our thanks once again to Jane Clare for her assistance.

The end result of the research will be an analysis of the information provided for a final report and we will keep members aware of any updates.

32

Deflationary policies have little chance of succeeding Irish Times article written by David Begg, General Secretary, ICTU savings and currency reserves that globalisation has built up between East and West.

In reality we are in a space where Europe is depending on America to create the recovery and America is waiting on China to redress the imbalances by fostering domestic demand in its own economy.

Wed, Jul 29, 2009

OPINION: Assuming that Ireland will recover by increasing exports is a high-risk strategy, writes DAVID BEGG NOBEL PRIZE-winning economist Joseph Stiglitz gave an interview to the BBC this week in which he argued that the $780 billion stimulus package implemented in the US was not adequate and he called for a second such initiative.

It is interesting to note that most countries have been trying to respond to the recession by stimulating their economies.

When the private sector contracts the normal reaction is to expand the public sector to maintain demand. In Ireland the policy response has been to invest hugely in rescuing the banking sector but otherwise to act in a pro-cyclical way by deflating the economy through cutting public services and demanding cuts in social welfare, the national minimum wage and wages generally in the public and private sectors.

It is a policy predicated on Ireland being able to recover by increasing its exports when and if the stimulus packages of our trading partners begin to take effect.

It seems to me that this is a very high-risk strategy for a number of reasons.

In the first case these policies will hit personal consumption in the economy which in recent years amounted to about 60 per cent of GNP. It grew at a rate of 9 per cent per annum between 2005 and 2007 but by the first quarter of 2009 it has already fallen by 10 per cent.

In the second case our openness to trade leaves us very vulnerable to global economic conditions. According to the World Bank the dollar value of exports in the 48 countries for which final data for May are available was about onethird lower than in May 2008.

An economic historian at the University of California, Barry Eichengreen, estimates that trade in this crisis has contracted by more than it had at a comparable stage of the Great Depression.

The point is that we know that pro-cyclical deflationary policies will drive down the domestic demand side of the economy and increase unemployment but there is no evidence to suggest any immediate boost to exports which would counterbalance this.

But what about the prospects of benefiting from a recovery in world trade by improving competitiveness?

There is much talk about mythical “green shoots”.

If Stiglitz is right, then America is a long way from being out of the woods. Moreover, it is necessary to understand that there are two major causes for the collapse in world trade.

One is the implosion of the global financial system. If it is the brain of the global market, then the whole system is still in intensive care. The other is the imbalances in trade,

Consider, for a moment: how realistic a prospect is this?

Chinese policy is to peg its currency against the US dollar, allowing a microscopic rise in the value of the renminbi over time. To change that policy, and allow a massive fall of the dollar against the renminbi, would be a massive act of selfsacrifice by China and a massive signal that it intends to move away from an export-led strategy towards developing its home markets.

Many academic discussions of the imbalances tend to assume that the US, or the IMF, would in some way dictate to China the course of rebalancing.

It is now clear that the dictating will be done in the other direction. China has already unleashed the world’s biggest state spending programme in response to the crisis, pitching 15 per cent of its GDP into a stimulus package in November 2008.

But creating a mass consumer market in China to buy the goods that were once exported to the US and Europe would involve turning Chinese workers from the low-paid wage slaves of the world into the consumer spenders of the world.

It seems to me to be a big ask which at best is unlikely to resuscitate global trade any time soon. So when economists make demands for sacrifices by ordinary mortals they need to be interrogated as to the practicality of what they propose.

A very formidable deflationary coalition has been assembled in support of current policy. This was in evidence at the MacGill Summer School – an irony given Patrick MacGill’s commitment to working people – and it includes many of the State agencies like the ESRI and IDA. But, I believe anyway, there is a growing chasm of scepticism between the elite and the population at large concerning the efficacy of the policy prescription. We must ask ourselves whether any country has ever deflated its way out of a recession or whether pro-cyclical fiscal policies, having accelerated our descent into crisis, can be our salvation now.

And finally, there is the moral consideration for the hardship these measures will inflict. Colm McCarthy said he had to leave his conscience outside the door in compiling his report. Surely that is not an option for politics. Is there not a case for a threshold of decency beyond which we will not go? We must all try to act responsibly but in solidarity with one another.

David Begg is general secretary of the Irish Congress of Trade Unions and a member of The Irish Times Trust © 2009 The Irish Times 33

Driver Certificate of Professional Competence (Driver CPC) Module 4: Role of the professional drivers in the transport Industry (7 hrs - full day)

Driver CPC is a Certificate in Professional Competence for professional bus and truck drivers. Its purpose is to set and maintain high standards of safety and driving among drivers of trucks and buses Driver CPC is being introduced by the Road Safety Authority (RSA) as a result of a European Directive which states that professional drivers must get training. At the moment many professional drivers in the EU are working without the benefit of training or the opportunity to regularly refresh their skills.

Driver CPC came into effect in Ireland on the 10th September 2008 for bus drivers and the 10th September 2009 for truck drivers. These Drivers are now required to take part in continuous training of one day per year in an RSA approved Training Centre.

If you have your bus licence on or before the 9th September 2008, or your truck licence on or before 9th September 2009, you are automatically entitled to Driver CPC - called acquired rights. In order to keep your Driver CPC, you must do 35 hours of periodic training over the next five years. Training is compulsory on a one day per year basis.

If you are a new driver you will have to undertake the Driver CPC theory and practical driving tests before getting a Driver CPC qualification.

– –

Module 5: The professional truck driver (7 hrs - full day) – – – –

If you want to become a professional truck driver after the 10th September 2009 you will have to do a driver CPC examination. The examination includes: • • • •

• •

The training syllabus covers the following modules: •

Module 1: Control of vehicle and ECO-driving techniques (7 hrs - full day) Characteristics of transmission system Effective use of safety controls in LPSV and HGV Optimising fuel consumption

• •

Module 2: Minimising risks and managing emergencies in the transport Industries (7 hrs - full day)

• •

Risks of accidents at work Ability to assess emergency situations

–

vehicles not allowed go more than 45 kilometres per hour; vehicles used or controlled by the Defence Forces, Civil Defence, the Fire Service and forces responsible for maintaining public order; vehicles undergoing road tests for technical development, repair or maintenance, or new or rebuilt vehicles which have not been put into service; vehicles used in states of emergency or for rescue missions; vehicles used for driving lessons for anyone who wants to get a driving licence or a CPC; vehicles used for carrying passengers or goods for personal use and not for business; and vehicles carrying materials or equipment that the driver uses as part of their work, as long as driving the vehicle is not the driver’s main activity.

An Post

Module 3: Health and Safety for the professional driver (7 hrs - full day) –

A two hour multiple choice theory test A two hour case study theory test A 90 minute driving test A 30 minute practical test

What category of driver does not need a CPC?

Existing Drivers will acquire rights by having a valid truck licence on or before the 10th September 2009 and on an ongoing basis complete the periodic training. The periodic training consists of at least 35 hours training every five years and a driver must do at least 7 hours training a year which must be done in one day.

– –

Safely loading vehicles Preventing criminality and trafficking in illegal immigrants for HGV Carriage of goods The economic environment of road haulage and the organisation of the market

New Drivers

Periodic Training for Existing Drivers

– – –

Ability to adapt behaviour to help enhance the image of the profession Understanding the social environment of transport and the regulations governing it

The Union Health and Safety committee has met with the Company to discuss the above and how it impacts on An Post Drivers. The Sub Committee has also discussed a driver safety assessment and training programme with the Company.

The importance of physical and mental ability to the professional driver Preventing physical risks 34

Driver Certificate of Professional Competence (Driver CPC) CPC Training

Eyesight Test

The Company has advised the Union that the compulsory CPC training will cover all drivers who require a C licence or above. This will include all network drivers, including reserves and HGV drivers working in Collection and Delivery. The Company is currently finalising the list of drivers involved which is expected to be in the order of 400 plus. As outlined above the training will be classroom based with approximately 15 drivers in each class. The courses will be held regionally.

This will cover all staff eligible to drive and will take place every three years. It will be conducted in the DSU by an optician.

Driver Safety Assessment

Driver Assessment

As part of an information gathering process, which can assist the Sub Committee in its work the Company undertook a survey of all drivers on the problems and risks they encounter on a daily basis during the course of their duty and we would like to thank all staff who responded to the survey.

The key features of the Driver Assessment and Training Programme are:

This assessment will be carried out while driving by a qualified independent assessor who will measure key competencies including:

• • •

Medical Assessment This will be in the form of a self declaration of your own medical condition and will take place every three years and is designed to highlight any medical conditions that may impair driving.

• • •

Use of controls Attitude Road Positioning

• • •

Concentration Use of signals Manoeuvring

If any difficulties are identified they will be addressed through training.

At the time of writing the details of all of the above training is being worked on and when our discussions are complete we will circulate all Branches.

Eyesight Test Medical self assessment Driver assessment and training where required

LABOUR COURTS HEARS CLAIMS ON DRUGS REFUND SCHEME brought to finality if necessary with the final assistance of the Court early in the new year.

The CWU was required to refer to the Labour Court outstanding claims for increases in payments, including retrospection, of An Post’s Drug Refund Scheme. A Labour Court hearing held in September 2009 was advised that the CWU and An Post, in an effort to advance matters, agreed the following in October 2007 ➢ ➢

➢ ➢

Recommendation The matter before the Court concerns a claim by the Union for payment of increases and retrospection under the Company’s Drug Refund Scheme. The Union sought to have increases applied to the scheme from 1st August 2002. Due to its economic difficulties, the Company rejected the claim and at the hearing put forward a proposal to close both the Drug Refund Scheme and the Company’s Medical Refund Scheme.

The Court notes that an agreement reached between the parties on 31st October 2007 agreed to reform the existing Drug Refund and Medical Schemes. However, all proposals put forward have been rejected by the Union.

The Court is of the view that the October 2007 agreement still applies and therefore it recommends that both sides should enter into meaningful discussions on reforming both Schemes with a view to reaching a resolution of both matters for the future.

The Court recommends that these discussions should be completed as soon as possible but in any event by no later than 31st January 2010. In the event that there are outstanding issues at that stage they may be referred back to the Court for a definitive recommendation.

The Court so recommends.

The Company will increase the monthly level for drugs payments refunds (as set out in the scheme) from €53 to €85 The Company will present to the Union its plans for reform of the existing Drugs Refund and Medical Schemes and the Union agrees to address these matters through the normal industrial relations procedures (if necessary). At these meetings the Union’s claim for retrospection will also be discussed.

The Company will arrange the first meeting in order to present its proposals, before the end of 2007 The Company will recommend this agreement to the Board’s Remuneration Committee and the Union will do likewise to its National Executive Council.

Regrettably, the Company failed to advance proposals until November 2008 which were considered to be short on specifics and did not contain a proposal to pay the retrospection. Consequently, the Union had no option but to again refer the issue to the Labour Relations Commission and subsequently the Labour Court. The Recommendation outlined below should ensure that the Unions claims will be 35

36

ORPHANS’ PENSIONS SCHEME

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

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

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

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

Yours fraternally,

______________________ Steve Fitzpatrick General Secretary.

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

DATE OF BIRTH

FULL NAMES OF CHILD

DATE OF BIRTH

________________________________

FULL NAMES OF CHILD

_____________________

_______________________________

___________________

________________________________

_____________________

_______________________________

___________________

________________________________

_____________________

_______________________________

___________________

________________________________

_____________________

_______________________________

___________________

My full name is: __________________________________________________________________ (BLOCK CAPITALS)

Home Address: ______________________________________________________________________________________________________________________________ (BLOCK CAPITALS)

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

Contact telephone number: _______________________________________ (MOBILE)

___________________________________

__________________________________

(HOME)

(WORK)

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

My current grade is: __________________________________

(OFFICE/LOCATION)

My date of birth is ______/_______/_______

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

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

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

Dated: _______/_______/_______

Kerry Hospice Foundation receive €1,000 cheque from National Executive, CWU

Ger O’Brien, National Executive CWU presenting a cheque of €1,000 to the organising committee of the Spa/Fenit Branch of the Kerry Hospice Foundation. The CWU donation contributed to much of the cost of the Garden Party Fundraiser held in Ballygarry House Hotel in Tralee on July 12th. The fundraising day was a huge success,raising almost €6,000 for the Kerry Hospice Foundation.The organising committee would again like to express their appreciation for the very kind donation made by the CWU. Back Row L to R: Martin Hoban, President Kerry Rotary Club, Deirdre McElligott, Organising Committee, Margaret O’Shea, Organising Committee, Dr.George Philip, Organising Committee.

Front Row L to R: Nuala Finnegan, Organising Committee, Ger O’Brien, CWU, Mairead Moriarty, Organising Committee.

€3,000 (250 per person). The two most common types of accommodation are: staying with a Bean an Tí, or the selfcatering chalets. The chalets are ideally located in the centre of the village and can comfortably accommodate up to three people sharing. The cost per chalet is approximately €350. Staying with a Bean an Tí offers a great opportunity to practice your Irish in a relaxed and friendly environment. The cost for full board is 225-250, per person sharing. So far, the people who have signed up for the course come from a variety of different grades and have different levels of Irish. The course is open to friends and family, as well as employees. If you are interested in attending the course, or require further information, please contact Joe Traynor, Postman, Cardiff Lane, D.0.2. Phone: 01 8318660, Email: caroin@eircom.net

AN POST IRISH LANGUAGE COURSE As you may be aware, An Post has decided to discontinue the Irish language course in the Gaeltacht for employees.

An Post ran these courses very successfully for many years and employees of all grades took the opportunity to improve their Irish language skills in a most enjoyable way.

A group of us who were regular attenders of the courses have come together to organise a week long course to An Chearthrú Rua, in Connemara Gaeltacht. We hope to put on the course on the last week in April. We have opened a special saving account with An Post Credit Union so we can spread the cost of the course over the year. The final cost of the course per person is dependent on the number of people attending. A week (Mon - Fri) for 12 people costs

38

BULGARIAN AID CONVOY 2009 We stayed the first night in Castleford, outside Leeds and discovered next morning that the Eircom truck had been broken into but luckily nothing was taken. We drove to Newcastle and met up with the rest of the convoy, made up of nine trucks from BT, Royal Mail and one from Simson Millar. After we met the other convoy members we sailed to Holland and drove through Holland, Germany, Austria, Hungary, Romania and finally into Bulgaria. Our drop was first on the list and we delivered our goods to the hospital amid great excitement. The local Mayor was there to welcome us. It was the first time the hospital had received aid. The beds (bought before we left Ireland) were already in the wards and the incubator arrived when we were there. The British lads were in awe of the quantity and quality of aid donated by the Irish.

The UK trucks made aid deliveries to Kula Orphanage, Kyustendil Gypsy School & Mother and Baby Home and Montana Hospital.

We arrived back in Dublin September 21st having driven approx 6500 kilometres. It was a journey of highs and lows, one of the lows being the Hungarian goulash that looked like a cross between a coddle and a stew and the best high had to be the smiles on the faces of the children!

Some of the sights we seen were heart breaking and will stay with us forever but the staff in all the hospitals and orphanages were super considering the resources they have to work with.

We would also like to thank the following for their generosity and support.

TAM Ireland, Advance Metre Reading, Kays Kitchen, Fleming Medical, Baby Elegance, James Connolly Hospital, Musgraves and Dublin Tunnel Commercials,

The official start of the journey began on the 15th May when we received our “needs list” from the CWU Humanitarian Aid Charity in the UK. We would be delivering aid to the childrens ward of Vidin Hospital, North Bulgaria. The hospital, one of the oldest in Bulgaria and in one of the poorest districts was lacking the most basic equipment and had appealed for aid through the NGOs. It was the first time any of us had volunteered for a trip like this so we were all in the same boat and found the whole idea quite daunting. Our needs list contained a lot of expensive medical supplies and equipment and it was up to us to get it. Some of the equipment (beds, incubator)was to be bought in Bulgaria as it would be impossible, due to weight and bulk, to transport it across Europe.

The encouragement and support we received from CWU members and work colleagues was tremendous. Monica [cwu] was like a mother hen to us and helped us organise our plan of attack. This involved fundraising through the CWU, work colleagues, family and friends and appealing to medical supply companies for support.

On Thursday the 3rd Sept two trucks laden with medical supplies and goods met at the Norforkline terminal in Dublin port to take the ferry to Liverpool. The An Post drivers were Paul O’Neill and Matthew Long and the Eircom drivers Patrick Broderick and Tony Mc Mahon. As we had a coffee while waiting to board we were excited and anxious about the journey that lay ahead. It was going to be a long drive to Bulgaria!

Report by Matthew, Paul, Pat & Tony, Anyone interested in volunteering for next year’s trip should contact Jimmy O’Connor at Union Headquarters.

39

CWU People

President, Charlie Kelly, on Tour

Charlie with Pat Compton and the incoming Officers & Committee of the Carrick on Shannon Branch for 2009 following the AGM on 13th February last in the Landmark Hotel.

Front row l to r: Pat Compton, John Tansey, Charlie Kelly, Seamus Sweeney, Larry O’Beirne, Back row l to r: Tony Tiernan, Alan O’Brien, Sean Murtagh, Miceal O’Rourke, Niall Daly & Dermot Garvin. (missing from photo: Michael Convey & Mary Guihen.)

Kelly meets Kelly!

Charlie meeting Tommy Kelly after the AGM of the Carrick on Shannon Branch on 13th February last in the Landmark Hotel.

It’s a Boy! Congratulations to Sarah and Trevor Vaughan on the arrival of their first baby, Liam Mathew Vaughan.

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CWU People

Another successful Dublin City Marathon takes place Thumbs up from Race Director Jim Aughney, after another successful staging of the annual Dublin City Marathon. Jim is a member of the Eircom Managers Branch, and has been Race Director since 1996. This year the race celebrated its thirtieth birthday, and attracted a record 12,700 entrants, many from oversea's. Jim says that one of the most encouraging thing about this years event was the great response and, “the increase in Irish entrants”, including Ciara Melinn from Union Head Office, who also completed the Marathon.

Since its inauguration in 1980, (it was the brainchild of the late Noel Carroll) the Dublin Marathon has grown to become a well respected and friendly event on the international marathon calendar. As well a being a major event for the elite athletes, the marathon also provides personal challenge for the majority of participants. This years race also raised many €millions for charitable causes, so congratulations to Jim and his band of volunteers for a hard days work....... I'm exhausted and I was only a spectator.

Presentation to Retiring Mullingar Operators

Retiring Operators from l to r: Doreen Smyth, Kathleen Garry, Marion Grace, Jim Murphy and Rosalie Murphy.

(Bernadette Hennessy was unable to attend).

The Mullingar DQ Branch paid a special tribute to its retiring colleagues with a lunch and presentation in The Greville Arms Hotel. Present and past colleagues gathered to wish our friends every happiness and good health in their retirement. This was a poignant occasion, as it was the end of an era for Operator Services in Mullingar. Our six colleagues were the final operators to work the service. Each one was presented with their C.W.U. scroll and gift for their commitment to the Union. An enjoyable afternoon was had by all and we wish them all the very best.

41

Pictured l to r: Rosalie Murphy being presented with the Union Scroll by Anna Lovely, Branch Secretary.

CWU People

Retirement of Liam O’Reilly

an post employees’ credit Union

Pictured l to r: Seán O’Broin, President An Post Credit Union, with Liam O’Reilly and John Sunderland (Director).

Credit Union Manager Liam O’Reilly retired recently after many years service with the Credit Union as a voluntary Director and later as Manager. A veteran of the old Pearse Street, Preston Street and Sherrif Street sorting offices, he is known throughout the An Post operations in Dublin and further afield.

Liam was a key figure in the development of the Credit Union from the early 1970s and was involved in all the key developments such as the introduction of payroll deduction, computerisation, new insurance benefits at no direct cost to the member, budget accounts and much more.

A special function was held on 3rd July at the Davenport Hotel to mark Liam’s retirement from the Credit Union. Speaking at the function Liam remarked “It has been a pleasure to have worked for the Credit Union in both a voluntary capacity and later as full time Manager. The Credit Union is a member owned co-operative, a self-help organisation – working for it has been very enjoyable”.

Credit Union President Sean O’Broin praised Liam’s hard work and his success. We wish him a long and happy retirement.

Derek Byrne Retires from 2007 until retirement.

Derek Byrne availed of the voluntary early retirement scheme on Derek will be remembered for all the the 19th June 2009 and Eircom lost right reason by his colleagues many a real ambassador for the company on of whom have since retired that day and the CWU lost a lifelong themselves. Having worked with member of the Union.

Derek for the last 27 years I can say After 39 years of dedicated service that his dedication and commitment to both the company and the Union to Eircom was second to none and is Derek decided the time was right for as obliging a person as one could him to exit the company. Derek’s wish to meet and has the respect of all career began in the Dept of P & T in who know him. He was always 1970 as a Junior Postman in the available for all the social events Central Telegraph Office in the GPO. organised during the years and in In 1972 he became a Post Office Clerk in the CTO and served in that role John McGeady presenting Derek with Union particular our many enjoyable Golf outings and hopefully they will with distinction until 1979 when he scroll on his retirement from Eircom. continue for many more years. became a Telephone Officer and Two enjoyable social nights were held in Dublin and worked in the Telex/Date area in Telephone Hse until 1982.

Drogheda to mark Derek’s departure, where his many He moved to Drogheda and served with distinction in colleagues and friends recorded their appreciation to him and various roles as a corporate a/c manager in Government Markets within Eircom retail for his last 15 years. we all wish him and his wife Dolores and family Robert and He also served the Union as a committee member for Laura many years of health, happiness and a very active many years and as Treasurer of the Drogheda C & A branch retirement.

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CWU People

Dundalk Retirements Photo taken in Dundalk of four CWU members who retired recently. The Presentation was made on behalf of the CWU Drogheda District Branch by Barney Foley.

Pictured l to r: Micheal McCann, Tom Reddy, Micheal Reddy and Charlie Finn.

Timmy Caulfield & Anthony Curran Retire

Pictured l to r: Richie Walsh, Anthony Curran and Damian Toughy, Ballinahown, Co. Galway.

Pictured l to r: Damian Tuohy, NEC, presents a gift to Timmy Caulfield, upon his retirement following forty-two years service.

Anthony Curran retires from An Post after 49 years service.

His colleagues, Ritchie Walsh and Damian Tuohy made a presentation on behalf of his colleages.

Presentation made to Cystic Fibrosis Presentation made to Cystic Fibrosis by Emmanuel Cassidy, Naas Postal Branch on behalf of the National Executive Council. A function was held in Time Venue in Naas and the band Kevin On A Bike supplied the entertainment on the night.

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CWU People

Mullingar Rose delivered by Mullingar postman Mullingar Advertiser, August 28, 2009.

By Finian Coghlan Any disappointment felt at the non-qualification of the Westmeath Rose in the Dome in Tralee on Wednesday night (August 26) quickly evaporated when Charmaine Kenny (26), whose parents both come from Mullingar, won the coveted overall title representing London.

In a remarkable twist of fate, Ms Kenny’s escort, 29-year-old postman Gordon Ward is also from Mullingar and delivers the post and the newspapers to a pair of Charmaine’s granduncles in Ballinea.

Mullingar Rose, Charmaine Kenny

The CWU welcomes aboard two new people to the Head Office Administration Team.

The CWU is delighted to welcome on board Caroline Dunne and Ciara Melinn to the Head Office administration team. Caroline is manning the front desk and switchboard and Ciara is helping out in the membership and administration departments.

DPDB present cheque to Coca Cola workers on strike Frank Donohue, Branch Secretary and Paddy Costello, Branch Treasurer present a contribution to the Coca Cola workers on behalf of the Dublin Postal Delivery Branch.

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CWU People

Shane O’Connor, R.I.P. Untimely passing of 27 year-old Shane O’Connor The community in Mullingar was left in mourning again last week, at the untimely passing, after an illness stretching back to April of last year, of popular young local man, Shane O’Connor of Greenpark Meadows, Mullingar.

Just twenty seven years of age, Shane O’Connor, formerly of Clonmore Heights, worked with An Post in the Mullingar, Killucan and Turin areas, and news of Shane’s serious illness last year came as a great blow to his fiancee Tracy and their little boy Luke, as well as to his parents, brothers and all the family circle. The young couple had planned to marry later this year, but because of Shane’s illness, they were wed recently in a private ceremony attended by family members.

During a very difficult illness, Shane showed great bravery, never complaining and concerned only about the welfare of Tracy and Luke, his parents and other close relatives.

The popular young man was a great soccer enthusiast, and a very keen Manchester United supporter, after his uncle Pat Rickard introduced him to the game, and he loved travelling with his uncle and brother Joe to see the team in action. In the funeral cortege, An Post colleagues had a No 7 red and white Man United jersey prominently displayed.

Young Shane O’Connor took on a proud family tradition when he began with the Post Office as a teenager nine years ago, after finishing his schooling. His father Ger is a long-time member of the An Post staff in Mullingar, and the family tradition goes back much further. Ger’s father, the late Shane O’Connor, also worked a lifetime with the postal service, and his wife Maureen, Shane’s grandmother, was a telephonist with the P & T Department, and further back, his greatgrandparent, J. P. O’Connor, was Postmaster in Ennis and Donegal town.

Noel O’Farrell, R.I.P. agreements to determine if they were going to improve things or not. He was articulate and intelligent in his assessments and ensured that his views were taken into account.

A few years ago Noel became Secretary of the Kilkenny Section, CWU, and in his customary fashion he put maximum effort into looking after the interests of his members. He became a dedicated member of our Branch Committee whose opinions were valued.

When the CWU decided to hold its Annual Conference in Kilkenny in 2008, Noel was a very hard working member of the Arrangements Committee and applied himself fully to that job also as indeed he did in his outside activities specifically Toastmasters and Secretary, Parents Council, St. Brigids College, Callan. He will be sorely missed. We would like to extend our sincere sympathy to Noels’ wife Joan, sons David and Gary, daughter Noelle and all his relatives and friends. May he rest in peace.

It is with profound regret that we take this opportunity to pay tribute to our colleague Noel O’Farrell, RIP, who passed away recently. Noel was an Eircom Technician based in Kilkenny with almost 40 years service. Thoughout his career Noel was always a dedicated and very competent worker and his knowledge and expertise were obvious to workmates and customers alike.

Noel maintained high standards in his workmanship and was always ready to give 100% effort in providing services to customers.

As a Safety Rep. in Kilkenny for many years he always worked hard to ensure that Staff and Managers complied with all safety requirements. Noel wanted others to be as committed to health and safety as he was. Noel was a valued member of our District Safety Committee and always made sure that any issues that were raised with him were progressed. Noel was passionate about his job and was never shy about challenging any new work practices or

46

CWU People

Brendan Byrne (Bren) RIP It was with great sadness that the Union heard of the sudden death of Brendan Byrne on the 27th April 2009.

Bren joined the Post Office in 1973 and he spent the vast majority of his time in the Post Office working in the Television Licence Section as a Post Office Clerk. While Bren had some health problems in the last few years he had recovered from these and everyone was shocked to hear of his sudden and untimely death. Bren was the life and soul of the party and always lifted the spirits of anyone who was feeling a bit down with a kind word or more likely a joke. Bren was a loyal and committed member of the Union who could always be relied on when support was needed.

His colleagues in the TV Licence Section and beyond have lost a true friend who will forever stay in the heart of all those who knew him. To his mother, his family and all his colleagues and friends we send our deepest sympathies.

Even now when he’s no longer here We’ll forever hold his memory dear The happy face, the wicked grin The one who rallied when laughs were thin The light he brought to every day The gentleness that was his way Funny, kind and cheerful to the end We were blessed to have him as a friend.

By Geraldine Farrelly

Willie Curran RIP It is with deep regret and sadness that we have to report the death of our friend and colleague, Willie Curran. Willie passed away on the 24th July in the Mater Hospital, Dublin, after a short illness. He was due to retire at the end of August, but unfortunately did not get the chance to enjoy his retirement.

Willie was a very popular postman, who delivered in the Convoy area of Donegal for many years. The people in that area find it hard to believe that Willie, who called at most doors in the area for many years, is no more. He was a thorough gentleman and possessed a courteous and unassuming nature. He will be sadly missed.

Willie was also a keen soccer player, having played professionally for crosschannel clubs, Southend United and Leeds United and then, towards the end of his career, Ballymena United and Coleraine and also his native club, Derry City. He was also involved in promoting soccer locally in the Lifford area for many years.

His funeral took place in St. Patrick’s Church, Murlog, Lifford, on Monday 27th July. There was a large attendance at the funeral mass. A guard of honour from his colleagues in An Post accompanied Willie to his final resting place adjacent to the church.

To his wife, Susie, sons, Willie and Barry, and daughter, Mary, as well as his extended family and friends, we offer our sincer and heartfelt sympathy.

May he rest in peace ~ Ar dheis dé go raibh a anam dilis.

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

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

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

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

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

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

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

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

Get into print!

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

imelda@cwu.ie or post to Imelda Wall

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

48

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

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

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

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

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

(BLOCK LETTERS PLEASE)

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

STAFF NUMBER

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

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

€1

€5

€10

(PLEASE TICK THE AMOUNT OF YOUR CHOICE)

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

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

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

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

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

(BLOCK LETTERS PLEASE)

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

STAFF NUMBER

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

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

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

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

LEAVE BLANK FOR OFFICE USE ONLY

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

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

(BLOCK LETTERS PLEASE)

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

STAFF NUMBER

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

Books reviewed by Adrienne Power

INDIA, INDIA….DIARIES OF A VOLUNTEER

by Patricia Little (Om Productions Unlimited €20 plus €4.35 postage) Available to order from: Patricia Little, Om Productions Unlimited An Tintean Eile, Plattinstown, Arklow, Co Wicklow Email jplittle@eircom.net All proceeds to Sadhana Village, Pune and Udayan, Jaipur

This book is full of interesting photos of people and places. You can feel the author’s love for India and its diversity.

Patricia invites us to glimpse her courageous journey as a volunteer in India by sharing the diaries of her experiences there.

I read with awe and admiration about how she takes everything in her stride whereas younger volunteers got physically sick or homesick. Her encounters with rats and snakes made me shiver. Even having to deal with a country that has 18 official languages did not deter her.

The first place she volunteers at is Sadhara Village which caters for intellectually disabled adults. She spends two months there. Then the second half of the book continues her journey to India when she returns two years later to Jaipur.

The book is full of interesting photos of people and places. You can feel her love of India and its diversity. You get a true picture of how vast a place it is!

In her closing paragraph – I love her last line – “I’ve experienced other Indias, but there are others and still others out there I can only guess at – and dream about until next time.”

I recommend this book. Not all of us have it in us to go off and help out people in a faraway land, so we can help those who do by supporting them.

THE SHADOW OF REICHENBACH FALLS by John R King (350 pages. Hardback Price €12.18 Aphrohead Com, Postage Included)

The Game’s Afoot! If you are a Sherlock Holmes fan like me – you will love this book!

It continues the story of what happens when Holmes and Professor Moriarty fall over the Reichenbach Falls in Switzerland, where Dr Watson and all presume both are dead, but, of course Holmes and Moriarty are very much alive to continue their battle of wits!

We find out how Professor Moriarty turned into such an evil genius in the second part of the book, where the story cuts to the Professor’s Memoirs. I became engrossed in his life of mathematics and using equations to plot the overturn of the criminal masterminds of London together with his quest to catch Jack the Ripper!

The action moves from Switzerland to Whitechapel and on to Paris. There is lots of thrilling encounters and suspense especially at the start of the book.

We have all the great characters from the Sherlock Holmes stories including Lestrade and some new ones, the intriguing Carnacki the Ghost Finder and Anna Schmidt (Moriarty’s daughter). It is such a visual book. John King writes so well you can see the characters in all their disguises and the Victorian settings of Cambridge etc. The action does not get muddled. Everything falls into place like a well played chess game.

This book grabs hold of you from the first page and won’t let you go until the last!

50

51

❏

Female

❏

Mr

❏

Mrs

❏

Ms

❏

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

OFFICE USE ONLY

Weekly

❏

Contractor

Fortnightly

Permanent part time

Permanent full time

❏ ❏ ❏ ❏

❏

Other Monthly

Agency Worker

Temporary

Non-Managerial

❏ ❏ ❏ ❏ ❏

(where applicable)

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

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

Pay Frequency:

Current Status:

Managerial

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

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

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

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

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

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

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

Employment Details

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

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

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

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

Contact Details

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

(PLEASE FILL OUT FORM IN BLOCK CAPITALS)

Direct Debit Instruction

3 0 4 9

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

Originator’s Identification No.

7 9

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

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

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

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

THE DIRECT DEBIT GUARANTEE

I shall also so notify the CWU of such cancellation.

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

dates.

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

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

& Account Number

➁ Name of account holder ③ Sort Code

Branch

Bank/Building Society

Society and Branch:

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

OFFICE USE ONLY

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

Instructions to your Bank/Building Society to pay Direct Debits

PLEASE COMPLETE BOTH FORMS IN BLOCK CAPITALS

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

Male

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

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

Personal Details

(PLEASE FILL OUT FORM IN BLOCK CAPITALS)

Deduction at Source

52

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

•

Advise you on all issues related to Health and Safety

•

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

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

•

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

•

•

Please ensure you fill out all the information required.

•

Give you access to information on all aspects of your employment

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

•

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

•

•

Please complete both forms in BLOCK CAPITALS

•

Negotiate with your employer on your behalf on all matters.

•

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

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

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

• Until further notice and commencing on __________________________, please deduct

INSTRUCTIONS TO PAYROLL

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

Guide for completing Application Form

What can We Do for You?