Connect december 2016

WINTER 2016 VOL: 18

NO. 4

mete r retail says

YES ✓ Maternity Pay

Sick Leave

Editorial

Dear Colleague, Contents Editorial . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

2-3

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

4-8

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

8-11

Top 10 Tips for Winter Driving . . . . . . . . . . . . . . . . . . . . . . . .

11

GS Circular: CWU Humanitarian Aid Convoy 2017 . . . . . . . . .

12

FM Downes Insurance and Mortgage brokers . . . . . . . . . . . . .

13

Housing Crisis - A National Scandal . . . . . . . . . . . . . . . . . . . .

14

The Private Rental Crisis: Towards a Solution . . . . . . . . . . . . .

15-16

Support the ‘Secure Rents’ Campaign . . . . . . . . . . . . . . . . . .

16-17

How Unequal is Ireland? . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

18-19

CWU Partnership with the PPSWU . . . . . . . . . . . . . . . . . . . . .

20-20

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

22-23

Fintan O’Toole: Social injustice grew during austerity . . . . . . .

24-25

Updates on CWU activities on behalf of members . . . . . . . . .

25

CSTWF Annual Report 2015 . . . . . . . . . . . . . . . . . . . . . . . . . .

26-27

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

28-29

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

30-42

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

43-45

An Post Employees’ Credit Union . . . . . . . . . . . . . . . . . . . . . .

46

Letter to the Editor . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

47

Halligan Insurances - CWU Home Insurance . . . . . . . . . . . . .

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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.

2

As you get older it never ceases to amaze me how much more quickly time seems to pass, once again we find ourselves on the eve of the Festive Season.

The Holiday period at the end of each year gives one a time for reflection on the year gone past and allows one to look forward to the opportunities and the challenges of the year ahead.

Traditionally people have celebrated the holiday with friends and family and it is quite usual for families to gather together in many cases for the only time each year. Of course, that traditional view now only applies to those of us lucky enough to have a roof over our heads and to have family to share the occasion with.

This year in Dublin alone more than 2,500 children will be homeless and those numbers are reflected generally across the Country. Many families will be forced to spend their holiday in a hotel room or a B&B with young children confined with nowhere to play. Those families will be forced out on to the street during the day time by those same hotels and though it is difficult to believe, they will be the lucky ones as at least they will have a dry place to sleep at night.

Already as the cold weather settles in we see reports of homeless people who have been living rough on our streets, dying from the cold. The homeless crisis, as it is called, is in my view more a homelessness policy. Every Government is aware of the future needs of their people including accommodation, health and education, as they get all the information they require through a census every five years. The idea of a census is to allow a Government to prepare for population changes and to invest in the necessary infrastructure for the future needs of society. It is interesting to see during the economic crash that successive Governments sacrificed the necessary investment in infrastructure and the future needs of our people to repay Banks and Bond holders and to ensure their fellow travellers were not over burdened by taxation. The result of their inaction and decisions over that period are now unfortunately clear for everybody to see.

Indeed, as recent as the 1930s, 40s and 50s tens of thousands of council houses were built by a Government in a Country that had far less resources than we have today. The reality is both the main political parties and some elements of some of the other parties are against interference in the housing and property rental market by Government on behalf of its people. It interferes with the huge prices that land owners and developers can demand and interferes with the ever-growing profits being made in the private rental market. It is difficult to be

confident that situation will change any time soon if we keep electing the same major parties into power. The CWU continues to assist in tackling these dreadful problems through our own charitable efforts as is evident inside this issue of the Connect magazine. Once again, I would like to thank all of you who have made those interventions possible through your generosity.

Many other families will be able to celebrate Christmas in their own homes but will do so without some family members who have been forced, for many reasons that I have outlined previously, to emigrate and leave their Country to see if they can make a living in some other far flung part of the world. You often hear mealy-mouthed promises about bringing those children back to their homes but unless those people are willing to go and live back in their old family home, it is difficult to see (a) where they can be accommodated and (b) if they can be, how they could possibly afford the rental prices that now are the norm in this Country and particularly in the Dublin area. Indeed, the existing housing policy puts at risk inward development by multi nationals into this Country as workers for those Companies find it more and more difficult and expensive to find accommodation.

Internally as has been the case for many years, your Union will face many challenges both new and old in the coming year. In An Post traditional mail volumes have now fallen almost 40% since the economic crash and though there is ongoing growth in the packets and parcels area, that growth occurs in a hugely competitive market and the associated work is not as labour intensive as the work lost in letter mail. Business continues to decline at Post Office counters as the Government continues its push to move customers from the counters to electronic fund transfers. In addition, we also have a situation where we will be dealing with a new Chief Executive, a new Minister and a new Chairman of the Board. It will be interesting to discover their views and their “modus operandi” but we do expect that they will deal with the CWU and honour existing agreements. The Union’s role in dealing in that industry is to continue to try and manage the change and decline in business while protecting insofar, as possible, the pay and conditions of our members and pensioners in An Post.

Since the CWU began recruiting outside of the main Companies, it has allowed us to monitor and see how those other Companies operate and to compare pay and conditions across the industry and it has been hugely educational dealing with our activists in UPS and DPD in that respect. Our members in these multinationals deal with Companies that have vast international reach and who will dictate future delivery standards in the industry into the future. Indeed, it is interesting to note that the mega mail order companies such as Amazon have started to dictate even to the multinational courier companies in relation to delivery times and charges with demands in Europe now that deliveries be done in the evening and at weekends for the same price.

In the telecommunications side of the house many of the problems being faced on the Postal Courier side have already been dealt with and the problems we face there today are of a different nature. The constant and increasing pace of change in technology has long been the challenge but the pace of change never seems to

slow down. Obviously, it is an incredibly highly competitive industry where multinational telecoms companies are willing to cut prices to the bone in the short term to drive out competition. I believe it is fair to say that, at this stage, Eir is in a better shape financially and structurally than it has been for many years. I think it is also fair to say Steve Fitzpatrick, that the workforce has General Secretary, CWU been an integral part of that transformation for a business that was in examinership a few years ago.

Similarly, our members in Vodafone have seen big reductions in staffing levels with outsourcing and off shoring and we have had to come to terms with the reality that the decisions in relation to that business are generally taken in foreign Countries and dictated to the Irish Management.

In the telecoms sector, we have seen significant growth in members in the mobile phone shops and in the Call Centres but those jobs are paid considerably less than our engineering staff and the constant churn in employment and poor pay and conditions are a considerable challenge for the Union. It is worth noting that we have made progress in terms of pay and conditions in those shops to the extent that we have been able to prove that Union membership pays when one is willing to take a stand and fight.

The issue of pay in Ireland has become a burning one following the Bus and Luas disputes and the recent incidents with An Garda Síochána. It is not surprising that many of our members in viewing those disputes have come to the view very quickly that we should take similar forms of action. As a Union, we have never been short of taking the necessary action but a key consideration for your National Executive Council in any proposed action whether it is in pursuit of pay increases or other conditions of service is our ability to gain more from a dispute than we would lose.

The reality for all workers is that change and challenge is constant and you either deal with that through being organised in a Trade Union or accept the diktats of the Management who wish to introduce those changes.

I therefore look forward to the New Year on the basis that your Union and the broader Trade Union movement will continue its traditional work in organising, protecting and hopefully improving our members’ pay and conditions. That work will only be successful if we have the support and effort of all our members and if those same members realise that trade unionism is not a spectators’ sport but one within which you will only be successful if you participate.

As is traditional, I would like to take this opportunity to wish you and yours and very Happy Christmas and a healthy and prosperous New Year and I look forward to working with you all over the coming months.

3

Huge victory as CWU retail members secure pay increase and job security CWU members working in eir retail have won a major victory in their campaign to end agency exploitation – including a 2% pay rise!

Pay increase for all retail staff

As a result of a petition by hundreds of union members and a threat of potential strike action over the Christmas period, eir has agreed that Brompton staff will have the same terms and conditions as their Meteor colleagues.

This means that everyone in retail will now receive sick pay, maternity pay, pensions and job security, benefits which were previously denied to Brompton staff.

It has been agreed that Brompton staff will be eligible for permanent Meteor contracts subject to satisfactory completion of twelve months’ service for full time staff and eighteen months’ service for part time staff. All new Brompton staff will be offered a fixed term contract when they start as follows: 18-month contract for part time and 12-month contract full time.

In addition, it has been agreed to set up a joint Company/Union Retail Stores Group to work through the details of how the agreement will be implemented and to deal with any future issues that might arise. This is also very important – it means that union members in retail will have a seat at the negotiating table to make sure your voice is heard.

This is a huge win for everyone on a Brompton contract. In reaching this agreement eir has shown it recognises the major contribution these staff make to the success of the Meteor/eMobile and eir brands and that is a positive and welcome development.

Glen Croly, eir Swords “The CWU’s campaign to win permanent contracts has made me feel like I am more appreciated in the company. It’s fantastic that I no longer have to worry about the security of my job. It’s also great to see that some of my colleagues can now apply for mortgages, whereas before they were denied this because their jobs weren’t secure. People in my store are a lot happier than they were just a few weeks ago.”

As mentioned before the CWU has been in pay talks with eir and we are pleased to announce that a 2% pay increase has been agreed for all staff; Meteor and Brompton. This will be backdated to 1 July 2016.

Next Steps We will be talking to our activists about the Company/Union Retail Stores Group to help us implement this historic agreement. We expect the changes agreed with the company to begin taking place early in the New Year. The exact timeline will be confirmed once the Retail Stores Group meets and the CWU will be keeping our members updated on all developments.

Both of these wins are thanks to the efforts of all CWU members in the retail network standing together and, with the support of the rest of your colleagues in eir, we have been able to bring a fair and reasonable conclusion to this campaign and the pay talks.

Well done to everyone and if we ever needed proof that we are all better off in a union this is surely it!

Danielle Condon, eir Patrick Street, Cork “The campaign was important to me because at the end of the day we all do the same job.

Everyone should have the same job security and benefits. The job is taxing enough without bad feelings amongst staff.”

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Chelsea Roberts, Meteor Henry Street, Dublin “As a representative who was hired with Brompton who also works for Meteor, there are many positive changes that the union has brought.

By standing together, we have achieved permanent contracts with meteor, wage increases, sick pay and maternity pay.

These positive changes have made me feel like a valued employee and has increased morale in my store.”

-----New Resourcing Model for Retail Stores Industrial Relations Agreement

referred cannot be resolved the parties will refer the unresolved issues to the Labour Court.

Company/Union Group The joint Company/Union group immediate remit will be as follows: • Confirm the elements for implementation post legal/procurement processes; • Agree communications with respect to CWU members and the Service Provider management: and • Agree protocols for CWU access to Meteor/Service Providers employees for the purpose of voluntary recruitment to the Union

The parties have agreed that on the basis of industrial peace in the Retail Stores going forward a new Retail Store resourcing model will be implemented as soon as practicable.

Resourcing Model 1. From a date going forward the terms and conditions of Service Provider (currently Brompton Limited) employees will mirror the Meteor terms and conditions i.e. pensions, sick pay etc.

2. New employees for the Retail Stores will continue to be hired and managed by a Service Provider (currently Brompton Limited) and provided with fixed-term contracts as follows: a. New Full-time employees will receive a fixedterm 12 month contract; and b. New Part-time employees will receive a fixedterm 18 month contract.

3. Service Provider employees will be eligible to be offered permanent Meteor Contracts subject to satisfactory completion of: a. 12 months of continuous service for temporary full-time Service Provider employees; or b. 18 months of continuous service for temporary part-time Service Provider employees.

4. The current Service Provider/CWU engagement framework will be refreshed.

Pay Following engagement between CWU and the Company in relation to the pay rate of a full time Retail Sales consultant (RSC) it has been agreed to increase the annual rate from €19,082 to €19,463. This engagement has been conducted in line with the Meteor/CWU engagement framework agreement. This new pay rate will apply for pay purposes from 1 July 2016 and the base rate for calculating commission remains unchanged.

These arrangements are exceptional, represent full and final settlement of the specific issues discussed and may not be used as a precedent in the pursuit of claims on behalf of other employees.

Brian Walsh

Implementation

Director of Industrial Relations and Employee Relations

In addition a joint Company/Union Retail Stores group will be established to oversee the implementation of these arrangements on the basis that any matters that cannot be resolved will be referred jointly to the Workplace Relations Commission (WRC) for resolution and thereafter in the unlikely event that the issues

Terry Delany Deputy General Secretary, CWU

Aisling O’Leary, Wilton Shopping Centre, Cork

“Laura Keeney, Letterkenny

“This campaign meant a great deal to me, as I am currently expecting. Maternity pay is extremely important to me, as is sick pay. It allows me to work with dignity and I feel much more secure in my job.

Without the support of CWU, I feel this win would not have been possible and I am very grateful for their assistance throughout the campaign.”

“I was proud to be a part of this campaign because I wanted to be treated with dignity and respect. I think it is only fair that we get the same treatment as our Meteor colleagues who supported us in this campaign. The mark of a decent employer is one who pays maternity pay and this issue was important for me. I am delighted that we won!”

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Adis Sikiric, Alison Ní Scolaí, Ruth Anokwute, and Javaid Arshad.

Bryan Murphy, David Castanho and Conor Murphy (Churchfield)

Philip Stewart (Branch Secretary), Sorcha Griffith and Seán Flynn.

As part of UNI ICTS Contact Centre Week of Action, organisers paid a visit to Telephone House, Dublin and Churchfield, Cork.

Every year the CWU takes part in UNI ICTS Contact Centre Week of Action. The focus for this years’ action week was to encourage young workers starting their career in call centres to join their union.

Call centres attract many young highly skilled professionals; in many cases these jobs are their first experiences in the workforce. Call centres can be stressful at times and often young workers struggle with the challenges. Being a member of a union provides workers with advice and guidance to deal with the competitive environment of call centre work.

Stalls were set up, giving all workers an opportunity to ask about the union and to talk about any issues that might be affecting their working lives. Branch Secretaries, reps and activists talked to hundreds of people and had great success in gaining new reps. Branches in both Cork and Dublin continue to grow from strength to strength, mentoring younger members to an active part of their branch.

Through being in a union, call centre workers are improving their working conditions. Only by being organised and united can workers have a voice in their workplace and achieve change.

Henryk Malczewski and Kevin Cody 6

JP Watters (Chairperson) and Megan Sheridan

Global Telesales hold their first AGM In November, members in Global Telesales (Lufthansa In Touch) held their first Annual General Meeting in union Head Office.

We would like to offer our congratulations to the newly elected Branch Committee.

At the AGM, members discussed the many different issues that face them in their workplace and what steps to take going forward. It was agreed that the main topics were pay; transparency; a real input into decision making (collective bargaining); communication and the general future of the centre in Dublin.

Having attempted several times to get the company to sit down and discuss members’ issues, it was agreed that further steps should be taken.

It was widely agreed that going through another lengthy grievance process would achieve nothing and would involve further delays in reaching a resolution.

After a thorough conversation a vote was held on whether to hold a ballot for industrial action. The AGM again voted unanimously to go ahead with a ballot.

Members in Global Telesales can now send a very powerful message to the company. They are standing together and telling them that it is time they were treated with the respect they deserve.

It was agreed that the Union (through the Committee) would write to both Global Telesales and Lufthansa to notify them that members have voted to hold a Ballot and invite them to sit down with the newly elected Committee to have meaningful talks on the relevant issues.

CWU Secures Agreement with Intrum Justitia

union for Intrum Justitia staff in Sweden and have a seat on the company’s Board of Directors.

During the meeting with the UNIONEN representative, CWU activists outlined the issues affecting them at work, including management’s attempts to force staff to work an extra 2.5 hours per week for no extra pay and their refusal to engage with CWU. UNIONEN will now be using their influence with Intrum Justitia’s board of directors to pressure the company’s Irish management to respect their workers’ basic right to collective bargaining.

The CWU has secured an agreement with Intrum Justitia management that allows union representation at disciplinary and grievance hearings. The agreement was reached after the CWU engaged with the company through conciliation at the Workplace Relations Commission (WRC). This agreement will ensure that Intrum Justitia staff will be entitled to proper support and representation during what can be very stressful meetings.

Unfortunately, the company’s management in Ireland continues to refuse to meet with the CWU for the purposes of collective bargaining, something our activists are campaigning to change. Intrum Justitia, a Swedish credit management company with offices across much of Europe, have a policy of respecting the right to collective bargaining but the local Irish management choose to ignore this. As part of our campaign for collective bargaining, CWU organisers and activists met with Swedish union UNIONEN to secure their support. UNIONEN are the recognised

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#999 RESPECT determinations on pay and working conditions.

Although Conduit Global deny their staff the right to be represented by a union, they have been represented by employers’ union IBEC throughout this process. Corporate law firm A&L Goodbody are also representing the company. They money Conduit are spending on ensuring that 999 operators, who deliver a vital public service, are denied the living wage displays the total lack of respect the company has for these hard-working people.

The CWU’s Labour Court case on behalf of members working in the 999 Emergency Call Answering Service (ECAS) will be heard on 3rd January 2017.

Union members employed by anti-union firm Conduit Global are seeking a Living Wage of €11.50 per hour, pay increments, improved night shift allowances and a pension. The case has been referred Court under the Industrial Relations (Amendment) Act 2015, which allows the Labour Court to issue binding

Postal Update

Appointments in An Post on the 1st July 2016 will be appointed. Staff with intermittent broken service during the 2 year period may be considered for appointment where the break in service does not generally exceed four weeks in any year.

This has resulted in the Union securing permanent appointments for over 250 staff members either appointed to permanent full time positions or uprated from part time to full time status. The Union and the Company will continue to review appointments and keep members and Branches informed of developments as they arise.

Following acceptance of the Labour Court Pay proposal in An Post a joint review of the employment circumstances of all temporary staff in An Post was undertaken. This review followed extensive discussions between the Company and the Union with the assistance of the Monitoring Group.

The agreement facilitated by the Monitoring Group allows the company to continue to employ temporary staff as required and in line with existing agreements. It also provides that staff with 2 years continuous service 8

Postal Update

An Post JCC Update Outlined below are the details of agreements the CWU has concluded with An Post at the Joint Conciliation Council GSP 24-16 Paternity Leave

GSP 23-16 Accrual of Annual Leave while on Sick Leave

The Paternity Leave and Benefit Act 2016 was introduced on the 1st September 2016. This provides for two weeks’ Paternity Leave for new fathers, for births and adoptions, on or after the 1st September 2016.The Union has agreed the arrangements to apply in An Post to give effect to this as follows.

• Paternity Leave is available to employees who are deemed to be the relevant parent of a child. A relevant parent is defined as o In the case of a child who is, or is to be, adopted • where the child is, or is to be, adopted jointly by a married couple of the same sex, the spouse chosen by that couple to be the relevant parent for the purposes of this Act, or • in any other case, the spouse, civil partner or cohabitant, as the case may be, of the adopting mother or sole male adopter of the child, o In any other case: • the father of the child • the spouse, civil partner or cohabitant, as the case may be, of the mother of the child, or • a parent of the child under Section 5 of the Children and Family Relationships Act 2015 where the child is a donor-conceived child within the meaning of Part 2 of that Act. • An employee who is a relevant parent may avail of a continuous period of two weeks paternity leave. It cannot be broken up into smaller periods of leave.

• Paternity Leave can begin at the time of the birth / adoption or within 26 weeks of the birth or placement of the child • Employees should apply to their line manager in writing at least 4 weeks before the employee intends to take the leave • A medical certificate confirming the expected date of birth or the expected date of placement must be provided not later than 4 weeks after the date of birth or placement.

• Relevant parents who have the necessary PRSI contributions are entitled to Paternity Benefit from the Department of Social Protection.

• Staff availing of Paternity Leave will receive their full pay from An Post less any Paternity Benefit they may be entitled to.

The Union concluded agreement with An Post in respect of the arrangements to apply regarding the accrual of annual leave when employees are on long term sick leave. The agreement results from a lengthy campaign by the Trade Union movement to have the Organisation of Working Time Act amended to reflect the European Court of Justice Decision in January 2009. This established that Article 7(1) of the Working Time Directive requires member states to ensure that every worker is entitled to be paid annual leave of at least four weeks. Previous application of the Organisation of Working Time Act only allowed employees to accrue annual leave in respect of the hours worked and did not include time spent on sick leave.

The Irish Government subsequently announced amendments to the Organisation of Working Time Act in 2015. These provisions are contained within the Workplace Relations Acts, becoming effective on the 1st August 2015. The changes provides for the following: •

Employees will continue to accrue annual leave whilst on sick leave (once they provide the Company with a medical certificate).

• The leave should be granted within the leave year to which it relates or, with the consent of the employee, within the period of six months after the end of that leave year.

• If it has not been possible, due to illness, for the employee to take all or part of his / her statutory entitlement within the leave year, or within 6 months of the end of the leave year then the leave must be granted within 15 months of the end of the leave year.

The governing of the carry-over of annual leave is set out in the various Change agreements are summarised as follows: • Employees must take their full annual leave entitlement during the leave year to which it applies • It is Management’s responsibility to ensure that this happens • Any request to carry over or bring forward annual leave must be exceptionally approved by Management • Any request to carry over annual leave for personal reasons will be exceptionally considered 9

Postal Update GSP 25-16 Return to Work following Job/ Work sharing

GSP 26-16 CCTV Policy Closed Circuit TV devices (CCTV) are in place for some considerable time across all areas of An Post operating in accordance with Joint Conciliation Council Agreed Report No 343. They are in place as a security measure and to assist with the prevention of crime, but not used to supervise staff. Notwithstanding this, there was no actual written policy in place governing its use.

Separately, because recognisable images captured by CCTV systems are personal data and are subject to the provisions of the Data Protection Acts, the Data Protection Commissioner issued extensive guidance in relation to the use of CCTV. They advised that a written CCTV Policy should be in place where CCTV is used for the monitoring of employees.

Following discussions with An Post, a policy has been agreed which provides clarity as to the circumstances in which CCTV images are retained, accessed and used.

Section 2(1)(c)(iii) of the Data Protection Acts require that data is “adequate, relevant and not excessive” and is used for the purpose for which it is collected. This means that an organisation must be able to demonstrate that the serious step involved in installing a system that collects personal data on a continuous basis is justified.

Before proceeding with such a system, it should also be certain that it can meet its obligations to provide data subjects, on request, with copies of images captured by the system.

The policy also sets out the following CCTV is installed for the security and prevention of crime, including the detection and investigation of crime, the apprehension and prosecution of offenders, the protection of property and for the promotion of safety and customer service. This includes monitoring and resolving traffic management issues, ensuring public and staff safety, investigating accidents and near misses and dealing with customer complaints.

CCTV will not be used for the day to day supervision of employees and any material which has been viewed, may only be referred to in the context of the objectives as detailed above.

Information obtained through CCTV recording may only be released when authorised by the Head of Security, Regional Operations Manager, HR Manager or Level One or Two Manager as appropriate to the circumstances under enquiry. Information recorded on CCTV will be retained( no longer than 31 days) in secure designated locations and access will be restricted to authorised personnel. Internal Audit will carry out audits from time to time to ensure that procedures are being complied with.

Where matters of a serious nature arise, which are being dealt with under the Company’s Grievance or Disciplinary Procedures, the Company may seek to

Some employees intending to return to full time working following a period of job/work sharing have experienced difficulties with Management allowing them resume duty. Agreement to address this was concluded with An Post as follows: • An Post will endeavour to accommodate employees on Work Sharing arrangements who are seeking a return to full-time work or have additional hours made available to them.

• Employees wishing to either return to full time working or have additional hours made available to them, must provide 2 months’ notice • An employee may revert to full time working: o When a similarly graded, fillable vacancy becomes available in their current work location, or in another location o May be assigned to a fillable vacancy in another grade at the same level or lower, within their current work location or in another location; (Where they are assigned to a lower level they will retain pay and conditions on a personal to holder basis) o May be assigned to cover a similarly graded temporary full-time contract in their current work location, or in another location.

• An employee may avail of additional hours (when available): o within their current grade and work location; o in another grade at the same level or lower within their current work location; o in another grade at the same level or lower outside their current work location. o If a number of employees on Work Sharing arrangements in the same location seek additional hours, they may be placed on a panel of available employees to whom additional hours will be allocated on a rota basis • Additional hours may become available due to: o Seasonal work, Maternity leave cover, Parental leave cover, Term-time cover, Career Break cover, Sick leave cover or Attendance at training course(s) cover • Employees may opt to wait until a fillable vacancy arises in the future.

• All applications will be considered on a case by case basis.

• This agreement is now an addendum to the Work Sharing Policy Members availing of the Company Job/Work Sharing Schemes and encounter a difficulty in returning to work should contact their Branch Secretary.

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Postal Update policy sets out how recordings are made available to Gardaí and other Investigatory Bodies. Staff using the CCTV system will be briefed to ensure they comply with this policy.

establish if any relevant information is held on CCTV systems. Covert Surveillance is only permitted on a case by case basis for preventing, detecting or investigating offences or apprehending or prosecuting offenders. The

biggest hazards as it is difficult to see. Watch out for sheltered/ shaded areas on roads, under trees and near high walls.

7. Be prepared. During these winter months it is advised that motorists carry a number of essentials in the boot of their car.

Top 10 Tips for Winter Driving

1) High visibility vest 2) Spare fuel 3) Appropriate footwear in case you need to leave your vehicle e.g. boots 4) A hazard warning triangle 5) Spare wheel (Check that your spare wheel is in good condition and is fully inflated. Some cars may have an inflation repair kit instead of a spare wheel. Make sure that you know how to use it.)

6) Tow Rope 7) A shovel 8) De-icing equipment (for glass and door locks) 9) Spare bulbs 10) First aid kit 11) A fire extinguisher 12) A working torch 13) A car blanket, additional clothing & some food and water 8. In the event of a breakdown. Drivers need to ensure their vehicle is well in off the road so as not to obstruct other vehicles. The driver should also put on their hazard warning lights. If the vehicle breaks down on the motorway pull in as far as you can, alerting traffic behind you with hazard lights. The driver should leave their vehicle, get behind the barrier (on the embankment) and call the Gardaí, on their mobile phone or roadside telephone.

9. Keep up to date. Listen to local weather and traffic reports. Pay heed to the weather warnings alerting drivers of unsafe and dangerous driving conditions.

10. Check out the RSA’s publication ‘Severe Weather Advice for Road Users’ for more detailed advice on what to do if severe weather strikes!

Taking a number of simple precautions can ensure safety on Irish roads during winter. Don’t get caught out if severe weather hits, make the necessary checks on your vehicle now.

There are a number of simple precautions the RSA advises for driving over the winter months: 1. Check your tyres…they are your only contact with the road. Tyres should be at least the minimum legal thread depth of 1.6mm but need to be changed before they get this worn. Tyres need to be to the correct tyre pressure to give the motorist the best chance in extreme conditions.

2. Use your lights. As we come into the winter months, motorists are advised to use dipped head lights during the day so you are easily seen. Headlights and taillights should be in working order.

3. Understand your brakes. Check your car manual and find out if your vehicle has safety assist technology such as Electronic Stability Control (ESC) or AntiLock Braking System (ABS). Learn how these technologies can assist your driving in harsh weather conditions.

4. Safe Distance. It takes longer to stop a car during the winter weather so slow down and allow extra distance between you and the car in front.

5. Make sure you can clearly see. All too often motorists do not de-fog or de-ice windows and mirrors which can compromise visibility. This winter ensure windows and mirrors are clear, and carry a de-icer and screen scraper. Do not use boiling water as this can crack the windscreen.

6. Beware of “Black Ice”. Black Ice is one of winter’s 11

12

13

Housing Crisis – A National Scandal

A rough sleeper count is expected to show a rise in the number of people sleeping on the streets. by property speculators and they will only begin developing the land for housing when they decide the price is right. The government have it within their power to deal with these speculators by imposing a tax on land which is not being developed and if the situation continues, they are at liberty to put a compulsory purchase order on the land.

In the case of the private rental market, the CWU has joined with other Unions in a campaign for “Secure Rents”, details of which are contained in the article by our colleague, David Gibney from Mandate Trade Union.

The private landlords are opposed to this campaign as highlighted in the article by PJ Drudy, Professor of Economics at Trinity College. Given the cap in hand attitude of most Irish politicians towards the multinational sector, there is a strong likelihood that unless we are vigorous in our campaigning, the interests of the multinational sector will win out at the expense of Irish people.

The latest figures compiled by the Dublin Region Homeless Executive as an update for Dublin City Councillors, show that the number of homeless people in Dublin has risen by 35% within a year, despite over 1,200 secure housing units being made available this year.

•

•

• •

The figures show that there were a total of 5,146 adults and children in emergency accommodation in October, a 35% increase in the year.

There were 1,026 homeless families in homeless accommodation including hotels – a 45% increase on last year.

The number of children has more than doubled from 916 to 2,110.

The total number of adults and children in homeless families is now five times what it was two years ago.

The homeless crisis is not confined to Dublin. It is a national crisis affecting families throughout the country.

There is also a crisis in the private rental sector, where people who are “fortunate” to have a home are facing massive increases in rents. The current situation did not come about by accident. Local authorities in Ireland have a long and proud tradition of building good quality houses. Local authorities reduced house building to the absolute minimum during the Celtic Tiger years and this came about as a result of decisions taken by Fianna Fáil led governments under which, the traditional mix of local authority and private sector house building was abandoned in favour of policies that relied on the private sector to provide housing, and we are living with the disastrous consequences of those policies today.

The strategy adopted by the current government to deal with the crisis falls short of what is required. There is enough rezoned land in the country to build enough houses to tackle the crisis. This land is currently owned

“The private rented sector does not qualify as secure housing. We need to return to the previous decades of large-scale housing built by and for the local authorities, if we are to give everyone the right to a home” Fr Peter McVerry.

“The legislation currently before the Dáil needs to be changed so that it outlaws the practice where banks when they repossess buy-to-let properties evict the tenants” Mike Allen, Director, Focus Ireland.

“It should be a source of national shame that as the country celebrates the centenary of the Easter Rising, the right to a home ‘has become a debased currency’ ” Sr Stanislaus Kennedy.

14

Wednesday, 5 October 2016

The Private Rental Crisis: Towards a Solution

by P.J. Drudy Emeritus Professor of Economics at Trinity College, Dublin and member of the TASC Economists Network.

government to introduce a system of “rent regulation” in association with actions to increase housing supply and security of tenure. More recently in June 2016, the Report of the All-Party Oireachtas Committee on Housing and Homelessness again recommended that rent reviews should be linked to an index such as the Consumer Price Index and reviewed annually.

To date no action along these lines has been taken although the recent Action Plan for Housing published in July 2016 states that a strategy for the private rental sector will be published in Q4 2016. At present we have the result of an entirely ineffective compromise reached by the government at the end of 2015 where rents are to be reviewed every two years.

A recent survey of rising rents by Daft.ie is a further wake-up call for all of us and for the government. During the last three months alone private sector rents nationwide rose by almost 4% and have risen 39% since 2011.

In Dublin rents rose by 11% last year and are now above their unsustainable peak in 2008. If these sorts of increases occurred in any other necessity (and housing is surely a necessity) people would take to the streets.

A recent advertisement in The Irish Times by one multi-national landlord, Kennedy Wilson, sought rents in the Dublin area as follows: one bedroom - €1,700€1,900; two bedrooms - €2,250-€2,400; 3 bedrooms €3,000-€3,400.

Why has no serious action been taken to date to contain such rents? It is largely to do with philosophy or ideology held by those who believe and argue that the market forces of supply and demand will eventually solve the problem. One must not interfere with the market!

When there is excess demand which drives up rents and house prices they argue that supply will come on stream in response and drive down prices to a so-called “equilibrium” or balance between supply and demand.

All will be well in due course. Supply, supply, supply is the mantra which will solve the problem.

Undue influence of multinational property interests Apart from the philosophical orientation mentioned above, one key reason for no significant action to regulate rents has been the undue influence of both multinational and Irish property interests.

Freedom of Information requests reveal that these have carried out intensive lobbying of the government in recent years. As an example, the US firm Kennedy Wilson mentioned above, which rents about 1,500 units in Dublin wrote to the Department of Finance in late 2015 strongly advising against rent regulation.

This firm argued that such measures would act as a “huge disincentive” and would result in “adverse unintended consequences” for investors. The intervention by this international landlord and Irish property interests played a key role in the compromise reached by the government in late 2015. Surely the needs of almost 700,000 struggling tenants should receive more attention that these property interests?

Problems with supply-focused solutions Unfortunately, real life is not as simple as that. For a whole range of reasons supply does not come on stream as quickly as predicted and rents and house prices continue to escalate. Even with a massive increase in supply far in excess of requirements up to 2007, prices had continued to rise inexorably until they were finally halted by the crash. This was yet another example of “market failure”.

How can we prevent a continuation of escalating rents? As we were reminded in a recent editorial in the Irish Times, “other European countries link rent increases to the cost of living to protect competitiveness and dampen wage demands. Why not here”?

In 2015 the Government’s own advisory body, the National Economic and Social Council, advised the

Seven economic reasons why rent regulation should be introduced There are a number of economic reasons as to why “rent regulation” should be introduced in Ireland: 15

5. Recent rent increases have been seriously out of line with indicators such as the Consumer Price Index and the cost of building. This divergence cannot be justified for an economic necessity such as housing.

6. “Affordable housing” is a key objective of government policy. Yet, most private sector rent increases are now unaffordable. They resulting in many evictions and are in conflict with government policy.

7. High house prices and rents act as a deterrent to skilled workers wishing to return to Ireland and to the executives of foreign companies considering Ireland as a location.

1. The private rented sector is an “imperfect” or “monopolistic-type” market where there are large numbers of tenants seeking accommodation and a much smaller number of landlords offering accommodation. In reality, tenants have virtually no influence over rents and landlords can dictate what the rents will be. Government regulation is now widely accepted as essential in such monopolistictype markets.

2. While failing to regulate rents the government has provided €5.6 billion over the last sixteen years in rent supplement for landlords. This has, in effect, maintained a “floor” on the rental market and a significant bonus to landlords.

3. High rents (as well as high house prices) are bad for the economy. Large sums of money have to be expended on renting or purchase which could otherwise contribute to employment-generating activities.

4. High rents (as well as high house prices) result in pressure for wage increases, thus leading to a loss of competitiveness.

There are also a range of social, equity and ethical reasons why house prices and rents should not be allowed to escalate unreasonably. Housing must surely return to being a “home” rather than another “commodity”. In forging its new rental strategy the government has a golden opportunity to provide rent certainty to both tenants and landlords. Rent regulation is one key component in resolving our present housing crisis.

Support the ‘Secure Rents’ Campaign boon for landlords so you can expect even higher rents if the government’s plan goes ahead.

The ‘Secure Rents’ campaign by a number of Trade Unions is calling for measures already implemented in other countries which would protect people from continued rent increases and stop evictions. Here are the basic demands: 1. Regulate the rental market by limiting rent increases to the Consumer Price Index.

2. Revoke the right of landlords to evict tenants for the purpose of sale.

4. Move from current 4 year leases to indefinite lease terms.

If you think this doesn’t affect you because you have a mortgage, think again! For every penny that’s lost to a landlord rent hike, it’s money taken out of the local economy. It’s money that would be spent in shops, bars and restaurants, which would support jobs, which in turn provides a reduction in social welfare payments and a corresponding increase in revenue for government allowing us to invest in housing, education, healthcare, transport, etc.

The government’s priority clearly favours developers and landlords. We have to fight back and make sure this changes or we will experience an even bigger housing and homelessness crisis.

In the Budget the government gave a boost to property developers by putting in place a ‘first-time buyers’ grant’. This led to overnight increased prices of new houses - which is then pocketed by the developers.

Now the government is giving a boost to landlords - and a growing number of them are vulture funds.

For three weeks the government had a ‘consultation’ phase with stakeholders in the rental sector. This included trade unions, renters, legal experts, landlords, etc.

That phase only closed to submissions last Monday evening, but by Thursday the Minister had announced he wasn’t going to implement ‘Secure Rents’ - which was what the vast majority of people wanted, and within two days of that announcement, he said that he was going to give rent subsidies to people earning up to €55,000. So much for a consultation phase when your priorities and policy plan had already been determined!

Now, if you’re a landlord, and you know your tenant now gets a rent subsidy, what are you going to do? Up the price is what!

Rents have gone up by 40% in Dublin over the last 5 years and 30% nationally, while at the same time the Consumer Price Index has only gone up by 2%.

Rents are expected to go up by another 25% over the next two years according to a recent Savills report.

Although that was before the Minister announced his

By David Gibney, Mandate Trade Union

16

17

How Unequal is Ireland?

It’s Enough to Make You SICK lesser amounts, the media used words such as “fraud” and “stealing”. Tax evasion and welfare fraud amounts to the same thing; it is a theft from the State, but the media will never ask why it is that the wealthy consultant is not brought before the Courts and charged in the same way as the person engaged in Social Welfare fraud.

When reporting on the appointment of twenty Gardaí to investigate Social Welfare fraud, the media referred to “dole cheats” along with an image of a back-pocket stuffed with €50 notes. The media will never question as to why it is that, other than the Criminal Assets Bureau, Gardaí are not appointed to investigate and bring charges against those involved in tax avoidance schemes.

The reason people engaged in fraud are treated differently in Ireland is quite simple; reports issued by the Revenue Commissioners in relation to tax evasion in Ireland shows that those engaged in this activity primarily come from the better-off in society. Different laws apply to these people and their behaviour is not regarded as criminal, whereas if you are less well-off a different set of rules apply and you will be brought before the Court, charged and if convicted, go to prison.

Inequality in Irish Society and the favourable treatment given to the better-off is once again highlighted in recent cases involving Income Tax and Welfare fraud.

The Income Tax fraud relates to a number of wealthy medical consultants who devised a scheme, the purpose of which, was to avoid paying their fair share of tax. If they had succeeded in their efforts, the State would have been deprived of millions of euro in lost taxes, which are badly needed to run our public services. It is ironic that the scheme was uncovered by the Revenue Commissioners, at a time when consultants are leading a campaign to put pressure on the government to put more taxpayers’ money into the health services.

The Social Welfare fraud involves cases where in one instance, a person was sentenced to three years’ imprisonment for stealing €85,000 from the State and in another case, a woman faced trial charged with stealing €3,300.

The manner in which these events are reported by the media reinforces inequality. The total amount collected by the Revenue Commissioners from the wealthy consultants was €48.7m, this amounts to an average settlement per consultant of €173,000.

When reporting on this massive level of tax evasion, the media referred to it as “non-compliance”. However, when reporting on Social Welfare fraud involving much

INEQUALITY IS ALIVE AND WELL IN IRELAND

Eoin Burke-Kennedy, Irish Times, September 2016 Medical consultants: Revenue trawl reveals high non-compliance

Some 30% of consultants found to have underestimated tax liability, finds C&AG A Revenue trawl of the tax affairs of medical consultants has yielded €48.7 million in unpaid tax, penalties and interest since 2010, according to the Comptroller and Auditor General’s (C&AG) report.

Revenue found a high-level of non-compliance and since 2010 has initiated 763 medical consultant cases, the report said.

The yield related to 235 consultants, which 18

Additional liability

corresponds to more than 30 per cent of the consultants examined by the investigation.

The report notes that 29 cases resulted in significant payments to Revenue and were published in the Revenue’s quarterly list of tax defaulters.

In 2010, the Revenue became aware of a tax planning strategy used by medical consultants primarily in the Dublin region, the report said. The strategy involved the incorporation of a new company by the consultant and the transfer of his or her business to the company.

Revenue was concerned at the nature of the transactions between the consultant and the companies involved, and whether they reflected the commercial reality of the consultant’s work.

The C&AG’s report showed that 403 cases conducted as part of the review were closed while 360 remain ongoing. Some 249 of the 403 closed cases involved Dublin-based consultants, while the East and South East region accounted for only 25 cases.

Of the cases closed, 70 per cent resulted in the identification of additional liabilities, while the average settlement was approximately €173,000.

The report published details of two cases in which the consultants had wrongly accounted for fee income on their companies’ balance sheets, both of which resulted in “large cash payments” to Revenue.

In one instance, the consultant had recorded fee income of €2 million in the related company financial statements over a period of six years, albeit without setting up a bank account for the company and recording it as income in the profit and loss account with a corresponding debtor on the balance sheet.

As part of the negotiated settlement, it was agreed the consultant would be paid a significantly increased salary from the reported fee income which would be taxed at the relevant income tax rates.

Three years’ jail for social welfare fraud

Gardaí on hunt to find dole cheats

MAN who stole at least €85,000 from the State by claiming social welfare under a false name has been jailed for three years.

A

Source: The Journal.ie

WENTY GARDAÍ will begin investigating social welfare fraud across the country.

TWENTY GUARDS HAVE joined the Department of Social Protection’s Fraud Investigation Unit.

The Gardaí will be based in Dublin (eight), Dundalk (two), Letterkenny (one), Monaghan (one), Longford (two), Galway (one), Cork (two), Limerick (one), Navan (one) and Sligo (one).

The primary function of the Gardaí assigned to the Special Investigation Unit will be to investigate allegations and initiate investigations into social welfare fraud.

T

Source: The Journal.ie

19

Woman accused of 21 social welfare fraud offences faces trial WOMAN is facing trial charged with stealing more than €3,300 in social welfare money over a four-year period.

Source: The Journal.ie

A

CWU Partnership with the PPSWU In February of this year, the National Executive Council agreed to the establishment of a partnership between the Communications Workers’ Union and the Palestinian Postal Services Workers’ Union, details of which were contained in the spring issue of Connect. negotiations, partial strike and sit-ins. Thus, it succeeded in obtaining a wage rise for these workers from 1,500 to 2,000 shekels (about 500 USD) through an agreement with the government. It also managed in obtaining the permanent recruitment in the civil service of 70 postal service workers through an agreement with the line Ministry which stipulates that a number of temporary workers will be integrated into the public function every year. This gives them job security and access to a pension system. The union has also enabled many of its members to take part in labour education courses, awareness sessions, seminars and other activities that have allowed them to raise their knowledge of their rights and ways to achieve them.

PPSWU is a member of the trade union coalition for the boycott-divestment-sanctions against Israel (BDS) and is represented in its general assembly. It launched a call for an international boycott of Israel in the postal sector in 2012, asking all trade unions to stand with Palestinian rights, boycott the Israeli Occupier and support Palestine as a State that has a right to direct postal exchanges. It also regularly denounces Israeli violations of Palestinian human rights, particularly those that concern postal workers; thus, during the murderous Israeli offensive on Gaza, the Union issued a call for international solidarity and exposed Israeli crimes and violations of the laws of war.”

In addition, Imad also gave a graphic account of the difficulties experienced by the Palestinian people on a daily basis as a result of the illegal Israeli Occupation and in particular, the difficulties caused as a result of the building of what the Palestinians call the ‘Apartheid Wall’ by the Israeli government. In an act of solidarity with the people of Ramallah, the Executive of the PPSWU held a meeting in Ramallah following which, they held a protest at the wall.

The building of the wall has been condemned by the International Court of Justice and the ICJ issued a ruling declaring it illegal. The building of the wall has been condemned by the United Nations and in a speech to the UN Committee on the Exercise of the Inalienable Rights of the Palestinian People, Secretary General, Ban KiMoon stated; “The implications of the wall go far beyond its legality,” pointing out that 10 years ago today, the ICJ in its Advisory Opinion on the “Legal Consequences of a wall in the Occupied Territory” found that Israel’s construction of the wall within the Occupied Palestinian Territory, including in and around East Jerusalem,

We had the pleasure of meeting Imad Temiza, Leader of the PPSWU, when he attended the UNI Post & Logistics World Conference in Dublin, which took place in October.

Terry Delany, Deputy General Secretary, CWU with Imad Temiza, PPSWU Imad provided a report on the PPSWU as follows; “PPSWU is the only trade union representing workers in the Postal Services and Logistics sector in Palestine. It has succeeded in organising about 500 members out of the 1,000 workers employed in the Postal and Logistics sector in the West Bank – Palestine, most of them in the governmental sector (PAL POST). PPSWU is also a public service trade union in Palestine.

The Union has an administrative committee of 11 elected members including women, each of them represent a committee in their area. The Organising, Safety & Health and Women’s Committees are the most active and important.

Since its establishment, the Union has been fighting for improving the status of postal workers employed by the government on temporary contracts, resorting to 20

violated Israel’s obligation under international law.

On 09 July 2004, the Advisory Opinion called on Israel to cease the construction of the wall, bring down the parts that had already been built, and halt the severe restrictions on the freedom of movement of Palestinians living in the West Bank. In addition, the Advisory Opinion pointed out that all States were not only under an obligation not to recognise the illegal situation resulting from the construction of the wall, but that States Parties to the Fourth Geneva Convention had the additional obligation to ensure compliance by Israel with international humanitarian law.

“The wall severely restricts Palestinian movement and access throughout the West Bank, cuts off land and access to resources needed for Palestinian development, and continues to undermine agricultural and rural livelihoods throughout the West Bank,” Mr. Ban said.

The wall and increased settlement expansion have worsened the fragmentation of the Palestinian Territory, compounding the increasing isolation of East Jerusalem from the rest of the Territory, Mr. Ban continued. Israel’s Government, however, claims that the wall is a temporary security measure.”

Imad informed us the PPSWU appreciates the partnership with CWU and asked that we pass on his thanks on behalf of PPSWU to all members of the CWU, which we are happy to do.

BDS Campaign Victories •

Aug 2015 – French multinational Veolia pulls out of operations in Israel. Veolia had been operating the Jerusalem Light Rail service to illegal Israeli settlements

•

Sept 2015 – Carbonated drinks manufacturer SodaStream closes its factory in the illegal Israeli settlement of Mishor Adumim

•

Jan 2016 – French mobile phone operator Orange pulls out of all Israeli operations

•

Jan 2016 – Irish cement multinational Cement Roadstone Holdings divests from its Israeli subsidiary, Nesher Cement.

Cement from Nesher was used in the building of the illegal separation wall, settlements and checkpoints in occupied Palestine

•

Jan 2016 – United Methodist Church excludes main five Israeli banks from pension fund investment due to their involvement in financing illegal settlements

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Mar 2016 – Dead Sea beauty product manufacturer Ahava announces it is to close its factory in the illegal Israeli settlement of Mitzpe Shalem

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Mar 2016 – Anglo-Danish security multinational G4S announces it will leave the Israeli market within two years.

G4S helps Israel operate the prison system in which thousands of Palestinian political prisoners are incarcerated, and often tortured

•

Mar 2016 – The UN Human Rights Council votes “to produce a database of all business enterprises” that operate in illegal Israeli settlements

Palestinian women walk beside Israel’s wall near Ramallah in the West Bank

Imad Temiza with the PPSWU Executive Committee

The PPSWU is greatly encouraged by the success of the boycottdivestment- sanctions against Israel (BDS) and they have asked trade unions to continue to support the campaign.

Get involved:

www.bdsmovement.net, www.ipsc.ie 21

Education Update

Committee Training Course November 15th Gaffney Dublin Postal Drivers, Robert Pennie Dublin Postal Drivers, Brian Tracy Dublin Postal Drivers, Pat Daly Dublin Postal Drivers, Ray Nolan North Wexford/South Wicklow Postal, Ken Doyle North Wexford/South Wicklow Postal and Alan O’Keefe PhoneWatch.

Our thanks to all the attendees.

The committee training course held on November 15th was offered to Dublin based branch committees and surrounding areas.

In attendance were: Sean O’Connor eir Dublin No 2, Yvonne Heffernan eir Dublin No 2, Niall Bolger Dublin Postal Drivers, Niall

Committee Training Course November 16th In attendance were:

Kevin Lynch Portlaoise Postal, Ann Cullen Clonmel Postal, Deirdre Jones Cork Mails Centre, John M Ahern Cork Mails Centre, Tom O’Brien Longford Postal, John Nixon Westport Postal, Liam Chambers Westport Postal and Carmel Fitzgerald Westport Postal.

C J Haughney, Carlow Postal, Donnachadh White Portlaoise Postal, Maresa Walsh Portlaoise Postal,

Our thanks to all for their participation.

A second day of committee training was held in union head office on November 16th for a combination of regional Branches.

22

Education Update

Branch Secretary Stage 2 The Union held the Branch Secretary Stage 2 course during the month of October which was attended by Branch Secretaries who completed stage 1 in 2015. The

course was an opportunity for the Branch Secretaries to build on their union skills and experiences of representing members. Thanks to all for their active participation.

Pictured back row l to r: John McEvoy PhoneWatch, Eileen Jenkins Skibbereen Postal, Imelda Devaney eir Dublin No 3 and Pascal Connolly NEC. Front row l to r: Finian Boyle eir Drogheda District, Mark Moloney Clonmel Postal, Sean Murtagh Carrick-on-Shannon Postal and Mikey Wall North Kerry Postal.

Online Training Initiative It has three modules:

Members will be aware from our previous Connect magazine of our new eLearning initiative Unionlink which was established by the Communications Workers’ Union, Financial Services Union and Mandate Trade Union. Unionlink is an innovative way for our members to engage in trade union learning and provides flexibility so that members take control of their own learning in their own time.

As previously reported the first course that has been developed is called “Your Union and You” and covers the relevance of trade unions in the workplace and in society.

1.

2.

3.

Understanding Trade Unions My Union – The CWU and Call to Action.

We would like to invite our members to participate in this new training initiative as it is an opportunity for members to get to know more about their own union, the important role of the trade union movement in general as well as guidance on how to participate more in Union activities.

Now Unionlink eLearning is available to CWU members.

If you are interested in registering for this training, please send us an email to unionlink@cwu.ie You will receive plenty of support on the way and you can also find further information on www.unionlink.org 23

Fintan O’Toole:

social injustice grew during austerity Ireland was one of the worst EU countries at preserving fairness in face of recession

Finance Minister Michael Noonan (left) with Spanish finance minister Luis de Guindos Jurado: of the 28 EU countries, the three that did worst on social justice are Ireland, Spain and Greece Photograph: Emmanuel Dunand/AFP/Getty

very rigorous annual index of social injustice in the EU, using a broad set of objective measures. The most recent report was published last week and Ireland comes out of it, in general, very badly.

“Austerity Ireland’s biggest victim: self-employed middle-class.” This one was from the Irish edition of the Sunday Times, over an accurate and interesting report on work by Christopher Whelan. That work finds, perhaps not surprisingly, that the social group that suffered most in the recession is the non-farming self-employed. It usefully confirms what most of us would have guessed anyway. When a construction boom collapses, the white van people – carpenters, plasterers, plumbers, painters and so on – are going to be devastated. So are people with small niche businesses.

The problem is that this reality is easily distorted into a wildly inaccurate version of recent history: the implication that those who were already at the bottom have nothing to complain about because they didn’t fall as far. The very real plight of the self-employed should not distract us from a stark truth: austerity as it was implemented made Ireland a much more unjust society.

And it didn’t have to be like this. The great recession was managed here in such a way as to make the country more socially unjust than it was even in 2008 when the bubble economy was producing such extremes of wealth at the top of Irish society.

The great recession and the euro crisis hit every European Union country. How did those countries manage in terms of social justice and how does Ireland compare? We can actually answer this question because the German-based Bertelsmann Foundation publishes a

Bad decisions The Bertelsmann index comes up with an overall number for social injustice in each EU country. And if you compare this year’s index with that for 2008, it’s quite striking that most countries in the EU managed to get through the last eight years without making social injustice very much worse than it already was. The countries that were doing well in 2008 ( Sweden, Finland, Denmark) became slightly more unjust but not much.

Some countries – the Czech Republic, Germany, Poland, even the UK – became slightly more just. But of the 28 EU countries, the three that did worst are Ireland, Greece and Spain. If we were to rank the EU countries in how well they managed to stop the great recession from making social injustice worse, Ireland is 26th of 28.

The troika bears much of the blame: social justice was simply not on its agenda. Yet Portugal was also in a troika programme and its level of social justice is the same in 2016 as it was in 2008. Bad decisions were also made in Ireland: five regressive budgets in a row, for example.

The “hard choices” that ministers loved to boast of were much harder on those on the receiving end. And it was 24

measure EU countries: poverty prevention, health, labour market access, social cohesion, intergenerational justice and equitable education. On how many of these is Ireland even in the EU top 10? Not one. On three of them, Ireland is in the bottom third: 20th of 28 on both education equity and intergenerational justice, for example. If the social justice index were the Premier League table, we’d be Hull City. We rank 18th overall, between Slovakia and Croatia.

And this is a choice. We choose to tell ourselves, not least in this centenary year, that we are republicans, egalitarians, members of an intimate society in which we look after our own. And maybe we even believe it.

Perhaps, indeed, the problem is that we believe it so strongly that we have absolutely no need to act on it. It is a truth impermeable to statistical evidence such as a near-doubling of consistent child poverty or to shockingly tangible realities like 2,000 children waking up every morning in temporary accommodation, sharing a single hotel room with their parents.

One thing we do seem to be among the best in the world at is sustaining comfortable illusions about our collective values

perfectly possible to have made other choices.

Readers may remember the repeated insistence, especially by Michael Noonan, that Ireland must be thought of as a “northern European country” – not, in other words, like those chaotic southerners. But social injustice is a form of chaos that we’re very good at and our record is distinctly Mediterranean. If we really must trade in stereotypes of fecklessness, Ireland is, on this measure, somewhere around Sicily – half way between Spain and Greece in the feckless tolerance for poverty, for the exclusion of large numbers of children from the opportunity to grow as equal citizens, for the sustaining of intergenerational injustice.

Plague of ‘bestism’ At the moment we seem to be afflicted with a plague of what we might call “bestism” – the blithe proclamation that we are going to be the best in Europe, if not the world, and whatever you’re having yourself.

But when it comes to social justice, we are consistently in the range of mediocre to rank bad. The Bertelsmann index uses six different dimensions of social justice to

A meeting has taken place between the Managing Director of DPD Ireland and the General Secretary of the CWU to discuss the ongoing relationship between both parties.

There were also two general meetings held in Athlone to discuss ongoing issues affecting our members in DPD.

The UPS AGM will take place in CWU HQ at noon on Saturday the 28th January 2017.

Discussions are ongoing with UPS on a new Collective Agreement.

Discussions have commenced at the WRC on two issues in Printpost, a pay rise and pay equalisation. We will keep our members updated on any progress we make.

The CWU have lodged a pay claim on behalf of our members who work in the Credit Union, an initial meeting has taken place and we are hopeful progress can be made in the near future.

A meeting will take place in December between both sides to review the Company’s plans for 2017. Our members in Billpost are currently working on reduced hours and there is an urgent need to come up with an alternative arrangement.

The CWU and Postpoint have reached agreement on a pay rise for our members which will be implemented over the next three years.

25

Combined Services Third World Fund - Civil Service, An Post, eir, and other State Agencies

URGENT Ne ew co ontribu buto tors rs are ne ed to help needed fi ance the fin h work of the Fund

In 2015 CSTWF funded emergency earthquake repairs to this school in Rapcha Nepal

O WORLD unknowable, we know thee Inapprehensible, we clutch thee Francis

ompso

As the last fireworks of 2015 disappeared into the cold December sky and the sounds of the midnight bells faded away, many of us could not help casting our minds back over the passing year with its unforgettable moments. Constant reminders of men, women, and children drowning in the Mediterranean sea, streams of people fleeing their homelands, the many refugee camps in the middle East and Africa where so many continue to live and die in deplorable conditions, or the terrible earthquakes in Nepal. In the face of such adversity, perhaps like the poet Francis Thompson, we are confused that in a world so plentiful so few have so much while so many have so little. Should we not ask ourselves if we can do more to help those less fortunate?

The Irish have a big reputation for generosity and we can take solace from the fact that through these difficult times, your Fund continues to play its part with developmental work, on a very limited budget, through many micro projects each year.

From the audited account summary for 2015 overleaf, it can be seen that 52 projects were

There are two optional rates of contribution to the Fund of only 1 centt or 2 cents from every 10 of pay or pension

Every Cent Counts!

CSTWF operates on a completely voluntary basis. Through the work of

completed at a cost of. 302,900. These were mostly centred on the UN’s eight Millennium goals for the year 2000 which are:(i) Eradicate Extreme Hunger; (ii) Achieve Universal Primary Education; (iii) Promote Gender Equality and Empower Women; (iv) Reduce Child Mortality; (v) Improve Maternal Health; (vi) Combat HIV/AIDS Malaria & Other Diseases; (vii) Ensure Environmental Sustainability; (viii) Global Partnership for Development; It is difficult to see how far any of these have been achieved as there is still such a long way to go. Given all the cutbacks of the past few years, the Fund’s income continues to fall.

Your help in continuing to support and promote CSTWF, whether while working or in retirement, is needed more than ever. Can you also try to interest colleagues to join and support the Fund? Less than 20% of Public Servants contribute. That leaves a large percentage who may not even be aware of the work of the Fund but might wish to join. Increased contributions enables the Fund to engage in many more needy projects.

a Council, Trustees, Management and Advisory Committees in the assessment and financing of projects and general office administration, generous contributions received are utilisedin a most cost effective manner. If you are not already a

26

The cost of donating is very small compared to the benefits achieved by CSTWF in developing countries where a very little can go such a very long way! CSTWF wholeheartedly thanks all its supporters for their continued support.

Here is what some of those who received help in 2015 have to say: KENYA: School Water Tanks for Harvesting Rain Water - A grandmother and widow who cares for six orphaned children; “since the project, the children have access to clean water and do not suffer from waterborne infection, their school attendance and performance has improved greatly.”

INDIA: Construction of Three Village Wells “We can keep our heads erect and no need to bend before anybody. We now have sufficient water for our needs and wants.”

PERU: Centre for Disabled Children and Adults - A young boy, wheelchair bound since age

of six, has now completed secondary education. He can now walk with a walking aid and has just started third level education, thanks to assistance from the Fund

contributor to the fund or if you know someone who might be interested in contributing, please do contact us immediately or go to our website www.cstwf.ie for more information and application forms.

A Typical CSTWF Project “Renovation of the Wheelchair Workshop in Bo” Mobility Sierra Leone is a wheelchair and other assistive devices service provider for people with disabilities. CSTWF funded these wheelchairs which are called TATCOT wheelchairs and are made locally in Bo City. After receiving this funding, Mobility Sierra Leone says it “removed the disabled people from the floor” by sponsoring the wheelchair production.

Today Mobility Sierra Leone has three trained and qualified wheelchair technologists from TATCOT, four technicians in training at a Mobility Sierra Leone workshop and one female administration and finance officer, All the staff of Mobility Sierra Leone are volunteers

Combined Services Third World Fund

Agriculture Health Water Community Development Education

Receipts and Payments Account Year Ended 31st December 2015 Receipts

2015

2014

Members Subscriptions Deposit Interest

311,461 (Note 1) 9

326,073 112

TOTAL RECEIPTS

311,470

326,185

23.0 95.4 67.3

Payments Projects Office Expenses

302,900 (Note 2 11,987

374,708 11,281

TOTAL PAYMENTS

314,887

385,989

Excess Receipts over Payments Opening Bank Balance

(3,417) 62,881

(59,804) 122,685

Closing Bank Balance

59,464

62,881

31.5 85.7

CSTWF grants made in 2015

The above Receipts and Payments Account was prepared from the books and records of The Combined Services Third World Fund and I hereby report that it is in accordance therewith.

(Signed) Maurice D. Counihan FCPA

26th April 2016

CDK & Associates, Accountants & Registered Auditors, Mounttown House, Mounttown Road Lower, Dun Laoghaire, Co Dublin.

www.cstwf.ie Combined Services Third World Fund 76/78 Harcourt Street Dublin 2 Ireland Telephone: (+353) 01 408 2473/75 Email: thecstwf@hotmail.com

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( 000’s)

The Fund awarded 52 grants for Projects in 15 developing countries during the year under review. As can be seen from the pie chart, 95,400 of the total amount granted, went to educational projects. The Fund places a high value on education as it is central to development, enabling people to overcome poverty. It is the “helping hand” rather than the handout. Health projects were also high on the list of grant aid projects receiving 67,300 of awards made. Better health makes an important contribution as health facilities in many developing countries are, at best, very basic.

Other sectors to benefit from grants made were Agriculture, Community Development, and the provision of water and sanitation. All of the grants made were aimed at meeting the basic needs of people. It is a firm belief of the Fund that if people can meet these needs they will develop themselves and their countries.

Telecoms Update

Differences between eir and ComReg continue

disproportionate and without any legal or factual justification. eir argues that ComReg also used a designation process that was “fundamentally flawed,” has “unlawfully interfered with eir’s property rights”, and has failed to properly explain its decision.

Delivering the USO over the years has brought significant social value to the country but this has come at a high price for eir and the company has sought compensation for these costs from ComReg who has the power to share this burden among all the operators who use the eir network. The company has made five requests for around €45m to ComReg to help cover the unfair financial burden the USO represents.

In October, eir decided to challenge a decision by ComReg which it says “significantly constrains its ability to freely conduct its business affairs” and to compete with other electronic communication services providers. Just over a month later in November, ComReg accused the company of discriminating against other operators regarding fault repair times and presiding over unjustifiable delays in providing access to its wholesale network. If found to be acting in an anti-competitive manner the company could be hit with multi-million euro fines.

eir Challenges ComReg on USO Last July, ComReg designated eir responsible for delivery of the USO for five years from July 2016 to July 2021, which means the company is obliged to provide access to services at a fixed location for the entire State. This also obliges the company to meet targets regarding quality of service, fault repair times and connections times. eir argues that in some circumstances it is not commercially viable to provide these services and meet these obligations and given the extensive mobile phone coverage and usage that it is not necessary.

The ‘burdensome and expensive’ quality of service obligations means that the company must continue to invest large amounts in the legacy copper network which is becoming increasingly obsolete. The company is making significant investments in developing its fibre networks and the State itself will, under the auspices of the national broadband plan, also be investing in fibre networks. eir is challenging the decision by ComReg in the Commercial Court. The company claims ComReg erred in law in its decision to reimpose the USO and has imposed obligations on it that are unreasonable,

Possible Fines for eir ComReg has accused eir of discriminating against other operators regarding fault repair times and presiding over unjustifiable delays in providing access to its wholesale network. As a result, the company could be facing multi-million euro fines.

ComReg has told the company that it has four weeks to respond to the five findings which claimed that eir was not being transparent in how its services operate. The regulator can, after this period, take the matter to the High Court which could result in the fines being applied. Media reports state that eir will “vigorously defend” its position in relation to equal access and non-discrimination. Competitors to eir have consistently claimed that the company favours its own retail arm over them. At the same time eir has accused ESB of preventing its requests for access to its infrastructure. Under EU rules infrastructural companies like the ESB are obliged to permit access to their networks to other operators for strategic telecommunications projects.

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Telecoms Update

Dublin Clerical & Admin Branch make progress on issues affecting members at HCL

by Philip Stewart, Branch Secretary, Dublin Clerical & Admin Branch One of the biggest challenges faced by the Union in recent years is the increasing practice by eir of outsourcing work, whether it is HCL, KNN, Brompton or any of the other companies eir have chosen to provide services, they all operate on the basis of keeping costs at the absolute minimum. This in turn affects the conditions of our members employed in these companies. HCL employs in excess of 1,000 staff, most of whom are based at Telephone House in Dublin. Below is a report on the progress made by the Dublin Clerical & Admin Branch in resolving issues affecting members.

Wages/Bonus Payments

Permanent Contracts

Secondment/Mentors

A permanent contract would seem to be a basic entitlement of any worker employed for a significant period of time by a company. However, that has not been the case for HCL staff employed at Telephone House.

The practice operated by HCL was that newly employed staff were on fixed-term contracts for a period of 6 months which has led to a great deal of uncertainty where job security is concerned.

Following negotiations between the Dublin Clerical & Admin Branch and HCL, it has been agreed that serving staff will be issued with permanent contracts, and significantly going forward, newly recruited staff will be employed on a permanent contract.

The Dublin C&A Branch has raised the issue with HCL of members who are in seconded roles for considerable periods of time without getting rewards for carrying out the role and also the issue of members employed as Mentors who are not receiving the salary they are entitled to. In both these cases, HCL have agreed to deal with the issues affecting the members concerned.

As wages and bonus payments are calculated off-shore, when problems arise it can be extremely difficult to have these resolved speedily and this in turn has a negative impact on members who are already on low pay.

Following discussions between the Dublin C&A Branch and HCL, the Company has agreed to appoint a new “Payroll Lead” and this person will have responsibility for dealing with any issues concerning shortages in wages/bonus payments.

Training The lack of training provided by HCL has been raised by the Dublin C&A Branch and it has been agreed that a new Head of Training & Development will be appointed with a view to addressing training issues.

Staff Turnover The Dublin C&A Branch have identified a number of issues that management need to address in order to deal with the issue of high staff turnover. The Company have agreed to put in place measures including people management to deal with this issue.

Bicycle to Work Scheme Following representations, HCL have agreed to meet with vendors with a view to finalising the introduction of a Bicycle to Work scheme.

PAY CLAIM WRC Issues Recommendation Following a hearing at the Workplace Relations Commission attended by CWU and Manpower on the Union’s claim for a pay increase for our members, the WRC issued the following finding.

A 5% pay increase to be paid on the basis of: • 2% with effect from 1 November 2016 • 1.75% with effect from 1 May 2017 • 1.25% with effect from 1 January 2018

29

CWU People

CWU members identify photograph

Lower Abbey Street, Dublin and the buildings in the background are Wynn’s Hotel and Brown Brothers, which operated as a bicycle shop at the time.

John Doran informs us his grandfather worked as a postman and he would hitch up horses to the delivery wagon in Huttons yard in Summerhill and collect mail from Railway Stations for transfer to Fowler Hall, Rutland Place, which was commonly known as “Postman’s Lane”.

In relation to the photograph issued in the last issue of Connect, the Union wishes to express its thanks for information provided by: • • •

John Doran, Retired Postperson/Driver Rory Delany, An Post, GPO and; Dónal Mac Ionnraic, Postperson, Cardiff Lane, BÁC 2

It appears the photograph was taken in the early 1960s in

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, William Norton House, 575 North Circular Road, Dublin 1.

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CWU People

CWU Donates to COPE Galway

Christiane Blodau (COPE Galway), Tom Geraghty (CWU), Ger Thompson (CWU), Paul Kennedy (CWU), Damien Tuohy (CWU), and Marianne Michel (COPE Galway).

Communications Workers Union Donation to Galway Simon

Pictured l to r: Damien Tuohy (CWU), Mick Walsh (CWU), Ger Thompson (CWU), Paul Kennedy (CWU), Tom Geraghty (CWU), Tony Doyle (CWU), Bill Griffin (CEO Galway Simon), and Deirdre Treacy (Fundraising Manager Galway Simon) 31 31

CWU People

DPDB Retirements Frank Donohue, presented recent DPDB retirees with their Union Scrolls.

The Dublin Postal Delivery Branch would like to wish all their recent retirees the very best of luck for the future.

Peter Neary (Foxrock DSU)

Tommy Ennis (Swords DSU)

Joe Casey (Blanchardstown DSU)

Paddy Yaverbaum (Rutland Place DSU)

Gerry Clements (Glenageary DSU)

Fran Brennan (Bannow Road DSU)

Tony Mooney (Fortfield DSU) 32

CWU People

Waterford Postal Branch Cheque Presentation

Pictured l to r: Anthony Horan, Aidan Grant, Jason Caulfield, Colette O’Brien (Helping Hands, Waterford) and Willie Tyrell Obviously, they couldn`t thank us enough. We were taken aback by the sheer devotion and determination these girls have, to help the poor destitute people in our area. Their dedication went above and beyond what normal charity would be and they most certainly are an inspiration to us all. Well deserved money donated to them. They asked me to pass on their gratitude to everyone in the Union that made this happen.

Waterford Postal Branch and Sean Connolly Waterford District Branch met up with Colette and handed over a Cheque for €5000 for the Marina Mullaly Helping Hand Fund. The charity where absolutely astounded. Colette told me that they need €150 min to keep operating each week and they were on their last few euro. They didn`t know what they were going to do and were praying for something to happen, when along CWU came.

Congratulations to Ciara Melinn and Ian Munroe on the birth of their daughter, Ella. Aaron is delighted to have a new baby sister 33

CWU People

CWU CHARITABLE FUND Donations amounting to €60,000.00 was distributed to the following Homeless centres on behalf of the CWU members who are contributing into the CWU Charitable Fund The Morning Star €10,000.00 Inner City Helping Hand Amien Street €10,000.00 Cork Penny Dinners €10,000.00 We Care Letterkenny € 5,000.00 Bethany House, Longford € 5,000.00 Simon Community, Galway € 5,000.00 Helping Hand, Waterford € 5,000.00 Novas, Limerick € 5,000.00 Social Ground Force Sligo € 5,000.00 Grateful appreciation is expressed to all the CWU Members who have financially supported these worthwhile causes this Christmas.

Limerick

Sligo

Una Burns, Ray Neville, Tom Hayes & Helen Fleming

Billy Black, Pascal Connolly, Melvin Aubrey, Kevinn Finn, Joe Elliott & Derek Byrne.

Dublin

Longford

NEC members present cheque to Pauline Lydon & Christy Burke from Inner City Helping Homeless.

Monica Hempenstall, Joe Finnegan, Valerie O’Hagan, Gerry Burke, Christine Treacy & Brendan King.

Dublin

Cork Catriona Twomey, John Rooney, Martina O’Connell, Noel Murphy, Colm Monaghan, Geralding Isherwood & Pat Cotter.

Ray Lawlor, David Maroney, John Bradley, Monica Hempenstall & Mike O’Connor.

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CWU People

Letterkenny

Back Row: Sean Mulreannan, Damien Touhy, Gerry Fox, Ken Good, Monica Hempenstall, Liam O’Grady and John Quinn Front Row: Anne O’Kane, Mary Kenny (Aunty May) Mags Gallagher and Bally Banda

Wedding Celebration Congratulations to Post Office Clerk, Lesley Dunbar and Postal Operative Shane White who recently tied the knot. Both Lesley and Shane are members of the North Wexford/South Wicklow Branch of the CWU. Best wishes from all your colleagues.

Handball 2016

Follow us on facebook : telecomhandball EIR HANDBALL RESULTS 2016

The eir Handball finals on the 12th November 2016 were hosted by the Moycullen Club in Galway. There was a great turnout from players from all over the Country. We had 2 Divisions and some great exciting games. The Division 1 final was a cracker with it going down to the wire to end 31-30. Many thanks to our main sponsors CWU and esccu Credit Union. Thanks to eir for sponsor of jerseys. A function followed in the Menlo Park Hotel in Galway with the presentation of trophies. A great night followed where old friendships were renewed and all look forward to next year’s event in Clare.

2016 Group

Div 1 Winners Pat Donnellan & Denis Phelan Div 1 R/Up Eamon Conneely & Jimmy Sheridan Div 1 Plate Winners Fergal Ryan & Seamus Hughes Div 1 Plate R/Up Aiden Bell & Johnny Coyne Div 2 Winners Seamus O Fatharta & Geoff Diskan Div 2 R/Up John Sheridan & Mel Kenny Div 2 Plate Winners Billy McElroy & Dave McHugh Div 2 Plate R/Up Tom Prendergast & Pat Lacey

Div 1 Final l to r: Denis Phelan, Pat Donnellan, P. Collins (Ref), Eamon Conneely and Jim Sheridan 35

Div 2 Final l to r: John Sheridan, Mel Kenny, M. Coyne (Ref), Seamus O’Fatharta and Geoff Diskan

CWU People

Austin Lyons Retires Austin Lyons recently retired after 37 years in Claremorris. His friends and family were with him to help him celebrate as he received his Union Scroll and other presentations.

Back Row L to R: Francis Lyons, Damien Tuohy (NEC), Breda Delaney, Peter Connolly (DSM), Pat Butler (Branch Secretary) and Niamh Lyons Front Row L to R: Austin Lyons and his wife, Kitty.

Denis McElhill Retires

Letterkenny Postal Branch wish Denis all he best for his retirement

Ken Good (Branch Secretary) presents Union Scroll to Denis McElhill

Denis Mc Elhill retired after 45 years’ service recently. He started in Sheriff Street before returning to Letterkenny where he was the Coolbouy postman for 35 years.

Denis had been Branch Treasurer for the last six years and a committee member for considerably longer. He was a great believer in the Union and went to every meeting and AGM while in Letterkenny. He will be greatly missed by the branch and his work colleagues. The Letterkenny Postal Branch wish him the very best for his retirement.

Greg McKenna Retires Cork District Branch recently held a retirement function for Greg McKenna of the Bandon section to celebrate his 26 years of loyal service. Due to the huge popularity of Greg a large crowd attended and a great night was had by all.

The Union Scroll is presented to Greg by Dermot Hayes, Chairman, Bandon Branch.

Greg and Betty with their family.

36

CWU People

Pat Togher Retires

Anne Marie Hoare Retires

Recently retired from An Post after 16 years’ service, Anne Marie Hoare is pictured with John Morris (Kilkenny CWU Chairman) and Sean Morrissey (Kilkenny CWU Branch Secretary) for her Union Scroll presentation.

Jim Dune Retires

Jim Dune (Retired) Postal Operative, Arklow DSU being presented with his Union scroll from Celestine Swords, Treasurer of the North Wexford/South Wicklow Branch in the absence of Branch Secretary.

Pascal Connolly presents the Union Scroll to Pat Togher (Sligo Section) on the occasion of his retirement after 40 years and 17 days’ service to the company in all its guises.

The Sligo District Branch wish Pat the very best for the future.

Robert Brogan Retires

Peter Ivory Retires

Peter Ivory, Arklow DSU, recently retired, being presented with the Union Scroll from Kevin Molloy, NEC and Secretary of the North Wexford/South Wicklow Branch of CWU.

37

Robert F Brogan (Clerical TV) who retired from Donegal P.O. Donegal Town after 40 years’ service. Robert was presented with the union scroll and gold badge by Paul Crawford Branch Chairperson, Donegal South West Postal Branch.

We wish him the best in his retirement.

CWU People

Sean Hyland ~ A Legend ~ Retires!

Sean is pictured receiving his Union Scroll from Deirdre Medlar (NEC) organised by the Westport Postal Branch in the Ashleigh Suite in the Castlecourt Hotel, Westport, a large number of Sean’s family, work colleagues, former work colleagues and friends came together to honour a true gentleman.

We were delighted that Deirdre Medlar and Damien Tuohy, from N.E.C. accepted our invitation and attended on the night. A number of presentations were made to Sean on the night and Sean was wished good health and a long retirement. A great night was had by all.

Sean Hyland retired after over fifty years’ service.

Sean started his service on the 9th of November 1965 as a temporary junior postman and on the 26th of January 1966 he was appointed junior postman. In 1968 he was appointed as postman. In 1972 Sean was appointed postman driver.

Sean worked fifty one Christmas's in the postal service. Sean was very involved in the local branch, having served as secretary 1977 to 1989, and as assistant secretary for several years prior to that. At a function,

Wiggy Earley Retires

Donal Shanahan Retires Donal Shanahan Postman retires after 25 years’ service. A presentation was made

by John Delaney, Thurles Postal Branch Secretary CWU. A function was held for Donal in Younges, the Ragg, Thurles, which was attended by his colleague’s, friends, family and former customers who all wished him well for the future.

38

Michael “Wiggy” Early (centre) who was presented the Union Scroll by Anthony Horan (Chairman) (left) and Jason Caulfield (Branch Secretary) (right).

CWU People

John Connolly Retires John Connolly retired recently from An Post Killeshandra Sub Office in Cavan branch. The Branch wish him well for his retirement.

Picturd l to r: Matt Finnegan (Branch Secretary), Frances Maguire, Brendan McDermot, Lil Fleming (Postmistress), Danny Kiernan and John Connolly (seated)

Joe Geraghty Retires Joe Geraghty, FLM (Managers Branch) has retired after 44 years’ service.

Joe joined the old department of P&T and worked in many different areas of the company, including Planning, before taking up a post as an FLM. He was an active union member and served on local Branch Committees over the years.

To mark his retirement, friends and colleagues gathered in the “Ferryman” on the Dublin Quays and gave him a great send off.

To Joe and his family, we wish a long and healthy retirement.

John Clarke (Chair) presented Joe with the CWU Scroll, to mark his long and loyal service to the Union.

Cork No2 Section Celebrate 40 years’ service

Cork No 2 section made a presentation for 40 years’ service to Frank Deasy.

Back row l to r: Pat Griffin, Sean Fitzgibbon, Alec Rose (FLM), Kieran Murphy, Liam Condon, Dave Quinlan (SOM), Gerry O’Donoghue, Joe Coleman.

Seated l to r: John O’Rourke and Frank Deasy 40 years’ service 39

CWU People

Sean Greaney Retires A retirement Function for Sean Geaney recent retiree of eir and CWU Nenagh Section was held in Dapp Inn Lounge, Nenagh on Friday 28th October 2016.

A great night was had by all with music and singing. Sean was presented by the Branch with a CWU Scroll and badge, a Munster Jersey and a copy of Paul O’Connells book.

Pictured l to r: Donal Flannery, eir, CWU Section Committee member, Sean Geaney retiree, John Curtin, CWU Section Chairman, Nenagh (eir), Pat Delaney, Section Secretary, CWU, Nenagh.

Eamonn Kennedy Retires Eamonn started in the P&T in October 1976 as a TT and worked as a Jointer, he also was on the BT contract in England before entering the Planning Office in Dundalk.

Des Malone (FLM Plan Design) making a presentation to Eamonn Kennedy (PDTM Dundalk), in recognition of 40 years’ service to P&T, Telecom Eireann, Eircom, and eir.

John Bligh Marathon Man Pictured is John Bligh, Chairman, An Post Castlerea DSU, with his commemorative medal which he received upon completion of the Dublin City Marathon in October, 2016. Well done John. keep on Running . . .

40

CWU People

Castlebar Retirements Over the past year there have been four retirements in An Post Castlerea DSU. We would like to thank these retirees for their hard work, along with their Union involvement and dedication and wish them all a long happy and healthy retirement.

Padraic Beirne with his retirement cake presented by Paddy K Sharke.

Patrick Tansey being presented his Union Scroll and Pin by Secretary, John Sharkey.

Joseph McCormack presented with his Union Scroll and Pin by Secretary, John Sharkey.

GĂŠrard Garvey being presented with his Union Scroll and Pin by Secretary, John Sharkey.

41

CWU People

Robert Coyne at the National Ploughing Championships

Retired CWU activist Robert Coyne (Castlebar) recently represented his county at the National Ploughing Championships in Tullamore .

Driving a 1957 Ferguson tractor,which he restored himself, the proud Mayo man competed in the Vintage Tractor category.

Although he was out of the prizes this time, Robbie says that he really enjoyed competing on his 1957 tractor, adding “restoring the tractor was a labour of love”.

John Reilly R.I.P. John Reilly recently retired from An Post after 33 years service. His passing is deeply regretted by his loving wife, Evelyn, daughter Susan. He was a great Union man and very rarely missed any of the AGMs over those 33 years.

John spent most of his career between Delvin and Collinstown Post Offices.

He will be greatly missed by his colleagues in Delvin, Collinstown and Mullingar DSU. Rest in Peace John.

Briege Kiely R.I.P. There was much shock and sadness in Billpost recently at the death of Briege Kiely.

Briege was one of the longest serving workers in Billpost in Kilrush and had served on the local committee. She had also recently become a grandmother.

There was a great turnout of Briege’s friends and colleagues at her funeral mass in Limerick City, a true sign of the affection she was held in by all.

On behalf of the CWU we would like to send our condolences to Briege’s family and her colleagues. Ar dheis lámh Dé go raibh a hanam.

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Book Reviews by Adrienne Power INFINITE HOME

by KATHLEEN ALCOTT an Agoraphobe, a man suffering from Williams Syndrome (a rare developmental disorder) and a standup comic in a state of depression. They make a strange bunch. But it is a lovely story of what a family is.

Everything is turned on its head when Edith starts showing signs of dementia and the group must leave their troubles behind and look out for her, especially when her nasty son tries to take their home from them.

A group of tenants living in a brownstone in New York are looked after by Edith, the motherly owner of the house.

Each have problems ranging from an artist coming to terms with life after a stroke, a woman who hoards and is also

Beautiful writing and a nice read!

BENEATH THE SURFACE

by JO SPAIN before you know it the mystery is solved.

I look forward to the next Tom Reynolds thriller.

Kudos to Jo Spain and her political expertise and wonderful writing.

Inspector Tom Reynolds is called to the scene of a gruesome murder in Leinster House.

So, begins an interesting detective story as the GardaĂ­ investigate to uncover the truth. The opening is brilliant!

The setting of Leinster House is so fascinating and especially a peak into the corridors of power.

The only downside is it is such a fast read. You want to keep turning the pages to see what happens next. Then

The title alone made me pick up this book and once I did I was hooked!

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Book Reviews THE READER ON THE 6.27

by JEAN-PAUL DIDIERLAURENT Translated by ROS SHWARTZ A fairy tale-ish love story of the grey man shuffling about in a grey world trying to search out a bit of colour in his life.

It is great to find a book that highlights the treasure that is the printed word.

There is a lot written between the lines in this little volume. I feel it is all about things lost but not forgotten.

That we should not so easily give up on things that are old and relegate them to the back of the cupboard. Nowadays we live in a world of bright new shiny things and even though our gadget is not the latest or greatest, it still works but most of us will chuck it aside for a new one.

Look out for the beautiful Christmas edition with the snowy cover.

It is the very unusual story of a man who works in a pulp factory destroying unwanted books. The pages he manages to save from the monstrous machine he reads aloud to people on the train in the mornings. However, one day he finds fallen down the side of a seat a woman’s diary.

He reads excerpts of this to the bemused passengers and with his eccentric group of colleagues he tries to locate the diary owner.

A book for bibliophiles!

THE CELLIST OF SARAJEVO

by STEVEN GALLOWAY days in honour of the 22 people who died in a bomb blast outside his apartment while queuing for bread.

It is one of those books you will never forget. The writing is sublime.

I still picture the people in the streets afraid to cross. Watching have others made it and then choosing to cross and hoping a sniper won’t pick them off.

In war, torn Sarajevo four people try to live their lives the best they can under extraordinary circumstances.

Arrow is a sniper who in college was on the Sharpshooter team and is drafted when war breaks out.

She insists on her own rules and only shoots military personnel not civilians.

Dragan is the bread maker who still goes to work every day. He was lucky enough to get his son and wife across to Italy.

There is the family man called Kenan who must leave his apartment to get water for his family and neighbour and collapses with fright outside his door at the thoughts of going into the war zone outside. But he clambers to his feet and heads out.

Then there is the Cellist who plays on the spot for 22

Tense, sad but a truly marvellous book to read!

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Book Reviews MURDER OF A POST OFFICE MANAGER

by PAUL FELTON Published by Hardball Press deskilled by the introduction of increasingly sophisticated automatic sorting machines and how these sorting machines have increased the severity of discipline of Postal Workers.

In this novel the author shows in detail how complaints and grievances are dealt with and resolved, not always in the favour of the Union.

This is a fascinating novel, both educational and entertaining and I highly recommend it to all, but in particular to anyone interested in how the Postal Service works and how it deals with its staff.

‘Hardball Press’ was created by Timothy Sheard, an ex Intensive Care Nurse who has written the Lenny Moss mystery novels. He has also published sociallyprogressive books for children. All the books are available directly from the publisher (www.hardballpress.com) and can be paid for using PayPal. Timothy Sheard is providing a valuable service and deserves the support of anyone with an interest in Labour/Trade Unions.

Paul Felton, the author of this novel, has worked for three decades for the United States Postal Service, mostly in suburban Detroit as a sorter. He was a shop steward and editor for his union’s local newsletter.

In this, his first novel, Manager James Newton has been murdered on his way to an early morning rendezvous. The novel shows how James Newton has used his power as Plant Manager to frustrate shop steward Paul Farley and how a deep personal enmity has developed between the two men.

Newton is politically astute and uses both bullying tactics and bribes to get other managers/supervisors to enforce his wishes. He has many enemies, not only on the union side, but also amongst his fellow managers. Ironically, Newton is the representative for the management grades in the Plant.

The novel details how the work of sorters have been

A fascinating novel, both educational and entertaining.

‘Let’s be reasonable and add an eighth day to the week that is devoted exclusively to reading.’

Lena Dunham

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CREDIT UNION MEMBERSHIP EXTENDED!

an post employees’ credit union ltd.

Spouses, children, grandchildren, parents, brothers & sisters

Includes: An Post employees Former employees Pensioners Postmasters and their post office assistants Companies where An Post has a shareholding

www.anpostcu.ie 46

Dear Editor, On the 3rd of March this year, I came home to find my husband on the floor of our bedroom. He’d had a stroke and had been on the floor 9 hours. Since then, our lives have completely changed; If it hadn’t been for my union, we would have been unable to manage. Kevin Cullen in HR was good enough to let me have a few weeks off on special pay and then let me take all my leave together to enable me to stay by my husband’s bedside, but eventually I had to take carers’ leave.

8 years previously my husband had to retire from work with lung cancer. As a firefighter for thirty-one years, he’d paid class D PRSI. He is not entitled to any social or invalidity payments and his private pension was 20 cents over the limit for me to receive any social payments, so I could only avail of Carers’ Benefit, which is not means-tested. This is only €205 per week.

As you can imagine things got very difficult and I was put under tremendous pressure to look after my husband and keep the house and bills sorted. The Union and Frank Burke in particular, were a God-send. They helped towards bills and when. after 16 weeks in hospital, my husband was sent home needing a stair-lift and a walk-in shower, they not only helped with these items, but they have kept in contact with us, just to see if they could help in any way further.

Without this help, we would have had major problems trying to keep our house, let alone being able to look after my husband properly. Things are still very tight but we are trying to manage as well as we can.

I would like to say a BIG THANK YOU to the Union. Without your help, we would have sunk under all the bills and pressure.

Regards Marion Mooney Work Leader Balbriggan DSU

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