WINTER 2017 VOL: 19 NO. 4
Editorial
Dear Colleague, Last year, as I sat down to write the Editorial for the Christmas edition of Connect, I ended up feeling quite depressed when I looked at the state of our country following the best part of ten years of austerity policies. I was appalled at the homeless emergency that has arisen in our country and at the pace of the growing inequality in Irish society. I had hoped things were improving when we were being told that there were real signs that the economy was recovering. I now find myself in a similar situation except that incredibly all of the ills of society that I wrote about twelve months ago have if anything, become much worse. The Fine Gael / Fianna Fáil coalition has done nothing to ease the plight of its most disadvantaged citizens but have ensured that their fellow cohorts have been more than well rewarded. I will not bore people by going into the details of the disastrous situation that faces many of our citizens and I believe by now, people should be well aware of those facts. People also need to understand that every day the situation worsens. We are reaching a stage in this country where conditions that would never have been acceptable in the past are now accepted as the norm. One example is the horrendous problem of lengthy hospital waiting lists. Also, many of our children have been denied access to third level education as it becomes almost too expensive for ordinary workingclass families and furthermore, many more of our children will find themselves having to leave this country. Then there is the exploitation by the landlord class and the vulture funds, as our young people desperately attempt to get themselves a home. We have seen the compliant media change terminology to try and normalise what are the homelessness figures. When some poor unfortunate homeless person dies, the headline talks about another rough-sleeper. It seems now even on the news they talk about rough-sleepers rather than talking about
Contents Editorial . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Postal Update . . . . . . . . . . . . . . . . . . . . . . . . . . . UNI Global Union Graphic Design Logo Success . An Post Employees’ Credit Union . . . . . . . . . . . . Parcels and Logistics . . . . . . . . . . . . . . . . . . . . . Telecoms Update . . . . . . . . . . . . . . . . . . . . . . . . Halligan Home Insurance . . . . . . . . . . . . . . . . . . Workplace Health and Safety Inspections . . . . . . Pension Accords . . . . . . . . . . . . . . . . . . . . . . . . . Top 10 Tips for Winter Driving . . . . . . . . . . . . . . Organising Update . . . . . . . . . . . . . . . . . . . . . . . FM Downes Insurance & Mortgage Brokers . . . . National Safety Representatives Conference . . . . UNI Global Union . . . . . . . . . . . . . . . . . . . . . . . . How Unequal is Ireland . . . . . . . . . . . . . . . . . . . . Another Ireland is Possible . . . . . . . . . . . . . . . . . Equality Update . . . . . . . . . . . . . . . . . . . . . . . . . . Moldova 2017 . . . . . . . . . . . . . . . . . . . . . . . . . . . Education Update . . . . . . . . . . . . . . . . . . . . . . . . CWU Humanitarian Aid Convoy 2018 . . . . . . . . . Structure of the CWU . . . . . . . . . . . . . . . . . . . . . CWU People . . . . . . . . . . . . . . . . . . . . . . . . . . . . Book Reviews . . . . . . . . . . . . . . . . . . . . . . . . . . .
2-3 4-11 5 12 13 14-17 16 18-20 20 21 22-24 25 26-27 28-29 30-31 32-35 36-37 38-38 40-43 44-45 46 47-54 55-56
Editor: Steve Fitzpatrick Sub-Editor: Imelda Wall Issued by: Communications Workers’ Union, 575 North Circular Road, Dublin 1. Telephone: 8663000 Fax: 8663099 E-mail: info@cwu.ie Web: www.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
to give and what we wish for in the New Year, we could maybe devote some thought to those that are much less fortunate than ourselves. Maybe our resolutions could be that in some small way we can try and make a positive difference to those people’s Steve Fitzpatrick, lives in an attempt General Secretary, CWU to highlight the injustices that have been visited on them through our own political system. There used to be an old saying which I haven’t heard used recently and I quote “There but for the grace of God go I”. There is every possibility that some of our members could fall off the same financial cliff and find themselves in desperate circumstances. There is absolutely no doubt that members of our families and our communities will find themselves in those situations if things don’t change and ultimately, as has always been the way, if you don’t try and be part of the solution, you are invariably part of the problem. As is traditional, I would like to wish each and every one of our members, a Happy Christmas and a Healthy and Prosperous New Year. I would also like to personally thank all of you who are involved in Branch Committees etc., around the country and who are the lifeblood of the Union and look forward to working with you again in the coming year. Finally I wish to take this opportunity on behalf of all CWU members, to wish Terry Delany Deputy General Secretary, a very happy retirement. Terry’s retirement at the end of the year is the end of an era and brings a huge loss to the Union. We will give Terry a fitting tribute in the next issue of Connect but in the meantime I wish him and Noeleen all the best for the future.
homelessness, as if the homelessness crisis is the fault of the people who are homeless. This week we have seen the eight death in fourteen weeks of a homeless person which has perversley coincided with a boost in the opinion polls for Fine Gael. Therefore, as I write these few words, I cannot say with any certainty that the current figures will be improved upon by this time next year. That of course leads to the question about what are we willing to do about this dreadful situation. One of the consequences of the austerity policies and the economic crash was that for the first time in plain view, the politicians put the needs of the financial services industry above its own citizens. The manner in which the Fianna Fáil/ Green and Fianna Gael/ Labour coalitions collapsed in front of the slightest pressure from Europe, was to say the very least embarrassing. It has got to the stage that we see a parliament made up of almost 40% landlords and somehow expect them to do the right thing, while at the same time impacting on their profit taking. Despite all of the above and a lot more, the two main political parties who are de facto coalition partners, are still riding high in the polls and between both of them supposedly have in excess of 60% of the vote. The myriad of small left-wing parties snd various independents who spend more time bickering with each other than taking on the government make it seem impossible that there will be a change in our lifetime in that form of government. People vote for parties for all kinds of strange reasons ranging from family to tradition to local issues. Therefore, it begs the question if that is the future shape of our government, how do we rescue the marginalised people in our society who are suffering so much. The reality is that will only ever be addressed when the politicians know that their future is at risk if they don’t address it, and that future can only be put at risk for them through your vote and through your activism in dealing with these horrendous issues. Thus, as Christmas Day approaches and those of us lucky enough to have a home and a family surrounding us think about what gifts we would like to receive, what gifts we would like 3
Postal Update
Revised Medical and Drugs Refund Schemes in An Post Family Benefits
The CWU and An Post have agreed to apply revised terms to the existing Medical and Drug Refund Schemes with effect from 1st January 2018. All staff in An Post, will now be comprehended by the company’s schemes. This is a most welcome development for employees whom were excluded up to now, or for staff on achieving promotion, were required to cease membership. It is also bringing certainty to the long-term viability of the schemes, which not so long ago An Post, as a cost cutting measure, sought to shut down. The membership contribution is €2 per week, but employees can choose to opt out of the Scheme at any time. However, the Union would express caution to anyone considering this as they will not be permitted by the company to re-join.Members will be included on the Capitation List for the Company Doctor in their area. Where a Company Doctor is not in place, the Company will refund GP costs as heretofore. Prescriptions will be provided by Healthwave , a nationwide delivery pharmacy based in Dundrum Town Centre, a customer of An Post and for whom they have delivered prescriptions on behalf of for some years. All members will be enrolled in the Healthwave online pharmacy service and must use them as the pharmacy provider. Medicines will be delivered to the employee through An Post’s normal delivery service. If the order is with Healthwave before 12 noon, the medicines will be despatched the same day and delivered the next day. The employee will not be charged and will not need to claim a refund on the drugs.
Family members of An Post employees will be enrolled free as members of Healthwave (normal cost of Healthwave membership is €25), which will enable them to obtain medicines on line at substantial discounts of up to 50% on normal pharmacy prices. This is an additional benefit of the new scheme. For full details of Healthwave services see www. healthwave.ie
New threshold The limit currently applied by the Company to drugs refunds of €104.50 per month will be removed and will be replaced by the old ‘cap’ linked to the Government’s Drugs Payment Scheme (currently €144.50 per month). A full review of the scheme will take place after the first year, i.e. in Quarter 1 of 2019. The NEC has agreed the changes as it firmly believes it will be beneficial to members and their families
Extracts from An Post Submission to the Labour Court in 2009 “The Medical Refund and Drug Refund Schemes evolved from the Poor Relief (Ireland) Act 1851. Under this Act, medical services of a general practitioner nature were provided free of charge for the non-institutionalised poor by the provision of dispensaries and the appointment of medical officers who also dispensed free medicines through the dispensary service. Eligibility was determined on a means test basis by a Reliving Officer each time the patient wished to avail of the free services of the Dispensary Doctor. The Post Office Medical Scheme was set up the following year (1852) to provide a similar service to certain employees only.”
Once Off/Emergency prescriptions Where an employee has a ‘once-off’ prescription, where the supply of medicine is needed on the day it is prescribed, they may continue to purchase it at their local pharmacy and claim for a refund of the cost in normal way as at present. The Company is working on a system to allow for all medicines to be provided through Healthwave in the longer term.
Pharmacists Employees who are members of the Scheme, who will be availing of prescriptions from Healthwave will be asked to attend an initial one-to-one meeting with a pharmacist representing Healthwave. These meetings will be held in Company premises. If members of the scheme have concerns about drugs or possible side effects they will be able to contact an on line pharmacist who can give them advice.
“While there may have been a requirement for a Primary Health Care system to be provided by the Company’s predecessor in the 19th Century, that requirement no longer exists. This requirement is met through the State’s provision of such services.”
4
Postal Update
Healthwave is Ireland’s first nationwide pharmacy delivery service. Operating from Dundrum in Dublin, they also offer medications at prices on par with those seen in Northern Ireland. Healthwave’s store in Dundrum Town Centre looks just like a regular pharmacy but that’s where the similarities end! Healthwave operate a membership system, the first of its kind in Ireland. Once you sign up as a Healthwave member, you have access to member prescription prices, 50% cheaper on average. Healthwave will then deliver your medication using An Post’s next-day delivery service, Express with Signature (which is a secure and reliable way to receive your medication). Can’t get to Healthwave? No problem! They
will come to you. Once you register online or by phone, you can book a house call with one of their mobile pharmacists. The pharmacist will come and collect your prescription and take it to the pharmacy headquarters in Dublin for dispensing. Your medication is then delivered each month. Anybody, anywhere in Ireland can sign up with Healthwave through their mobile pharmacist service, great for those housebound or caring for an elderly relative. Healthwave has also recently rolled out group schemes for trade unions and corporate employers where employees can access all the benefits of being a Healthwave member through their employment. An Post are the latest company in the process of moving their staff medical scheme to Healthwave.
Graphic Design Logo Success conference in Riga, Latvia. Only back from maternity leave, Ciara set to work on a new design. Again, the UNI Europa organisers were very pleased with the logo (pictured above) and it featured prominently at the Post & Logistics Conference. The theme of this year’s conference was “our stamp on the future”.
At the request of UNI Europa, Ciara Melinn in CWU HQ designed a logo for the 2013 Post & Logistics conference in Évora, Portugal. Ciara had been doing some design work for the Union in recent years and agreed to undertake the project. The theme of the conference was “the original social network”, and her logo was featured on all the documentation and promotional material at that conference. The conference was attended by more than 200 postal trade unionists from 21 European countries, with discussions focussing on the consequences of the European economic crisis, its impact on postal workers and the future of the postal and logistic industries in Europe. Given that the 2013 logo (pictured right) had been so well received, once again UNI Europa contacted CWU HQ to see if Ciara would design a logo for the 2017 5
Postal Update
An Post JCC Update Set out below is an update regarding several issues either under discussion or agreed at the An Post Joint Conciliation Council. 1. Subsistence Rates We have agreed new subsistence rates for An Post effective from 1st April 2017. In 2011 agreement was reached at the JCC that future adjustments to mileage and subsistence rates would be linked to changes The new arrangements increased the night subsistence rate in addition to introducing a vouched accommodation rate for Dublin. The new overnight rate is €133.73. The vouched accommodation rate is €133.73 plus €33.61. This is a recognition of the difficulties in sourcing accommodation in Dublin within the standard rate. The new rates will be paid on Friday 19th January 2018 and any arrears due from the 1st April 2017 will be paid in the first quarter of 2018
DISTANCE BANDS
Engine Capacity up to 1200cc
Engine Capacity 1201cc to 1500cc
Engine Capacity 1501cc and over
Band 1 0 – 1,500 km
37.95 cent
39.86 cent
44.79 cent
Band 2 1,501 – 5,500 km
70.00 cent
73.21 cent
83.53 cent
Band 3 5,501 – 25,000 km
27.55 cent
29.03 cent
32.21 cent
Band 4 25,001 km and over
21.36 cent
22.23 cent
25.85 cent
Reduced Motor Travel Rates per kilometre
2. Mileage Rates
Engine Capacity up to 1200cc
Engine Capacity 1201cc to 1500cc
Engine Capacity 1501cc and over
16.59 cent
17.63 cent
18.97 cent
3. Term time and Annual Leave
We have also agreed new mileage rates effective form 1st April 2017. The new mileage rates reflect a revision of the previous system of rates and mileage bands carried out by the Department of Public Expenditure and Reform and are based on a methodology that reflects changes in technology, road conditions, commuter behaviour and car ownership patterns.
The Company has always reduced the annual leave entitlement of staff who avail of term time working. They have done so on the basis that their annual leave entitlement has increased as a result of the reintroduction of service leave. The Organisation of Working Time Act provides for a minimum of 4 working weeks in a leave year in which the employee works at least 1,365 hours. As a result, the Company cannot reduce the annual leave entitlement to less than 4 working weeks. We had a number of concerns with the approach adopted by the Company particularly where staff were not advised in advance that they could lose annual leave. In addition, there was a lack of consistency across the Company as to how this was applied. Agreement has now being reached with the Company on the following basis:
Some of the key changes include: •
An increase in the number of distance bands from two to four; • A lower recoupment rate for the first 1,500km; • An increased recoupment rate from 1,501km to 5,500; • More beneficial compensation rates for cars with lower engine sizes and emissions; • The formula applied by DPER for calculating mileage now assumes that an employee replaces their car every four years rather than every three years. The new rates are set out below and are effective from 1st April 2017. The amount of Motor Travel expenses accumulated by employees between 1st January and 1st April 2017 will not be altered by the introduction of these new bands and rates. Mileage to date will, however, count towards aggregated mileage for the year.
Employees with 20 days leave
No deduction
Employees with 4 – 12 weeks Term Time – 1 day 21 days leave deduction. 4 weeks Term Employees with Time: 1.5 day 22 days leave deduction 6
8 – 12 weeks Term Time: 2 day deduction.
Postal Update Annual Leave will also be adjusted pro-rata for employees with Annual Leave allowances greater than those outlined above. However in the case of employees who were recruited prior to the implementation dates of the relevant Change Agreement, 3 days leave will be “red circled” on a personal to holder basis and will not be counted in the pro-rata reduction of Annual Leave. If, as a result of the above, an employee has a half day’s leave which he or she is unable to take within the leave year, this will be carried forward into the following
leave year. The employee’s local manager will arrange for the half day to be taken during the second year. We have also agreed that in the event that an employee believes that his or her Annual Leave has been incorrectly reduced in the past he or she may raise the issue with the Attendance Administration Team (AAT), or the local HR Manager in the case of staff in Mails Centres, and the matter will be reviewed. Where individuals wish to do this, they should raise their concerns with their Branch Secretary who can make representations on their behalf.
Parcels & Packets An Post Mails & Parcel Business
Going for Growth
Major restructuring of the dispersed mails operations is underway and at an advanced stage at An Post. Mr Garret Bridgeman has recently been appointed Managing Director of the Mails and Parcels Business. This welcome appointment emanates from the Strategy the CEO Mr David McRedmond outlined to the CWU seminar in Portlaoise earlier this year. He outlined that the digital revolution is decimating physical mail, resulting in reduced letter mail volumes, which has a serious impact on staff. In a separate article in this Journal we have outlined how this is being jointly addressed, in tandem with securing a much needed pay increase.
While this digital revolution closes one door it opens another. On line Retail is one of the worlds largest economic activities This presents opportunities for An Post to go for growth by aggressively competing for this growing market. It also enables the Union to find alternative work for Postal staff which otherwise would be made redundant. It is for this reason we accepted the reintroduction of the Evening/Saturday Deliveries and later time of posting at the main processing centres. Major new contracts have been secured such as IKEA,HERMES, ZARA and H&M
New Sorting Facility at Oak Road To ensure there is sufficient capacity to cater for the growth An Post has secured a new premises at Oak Road which is adjacent to the Dublin Mail Centre. This signals the end of operations at Merrywell and Holly Road, as the work will consolidate to the new facility in February 2018. In fact the premises is being used as part of the plan for this years Christmas operations. In order to advance matters 23 Owner Drivers were relocated to nine DSUs across Dublin. A number of the Owner Driver routes have remained at their current Holly Road base, but it is intended they will also relocate to the Oak road campus. These changes are linked to revised distribution of small packets in the Dublin District.
CWU Support The CWU welcomes the new focus in the parcels and packets area as we have strongly advocated the need for An Post to do so. The new premises at Oak Road is also a positive development as it has the potential to bring about a truly integrated approach across all of the mails business at one site. Of course there are staff impact issues to be dealt with arising from the introduction of these changes. The company has confirmed it will address the necessary changes such as Relocation /Revised Attendances/ Revised Network and processing, with the Union. We have no doubt we will do this in a fair and reasonable manner as the consequences of not progressing these initiatives would be tantamount to assisting the demise of the Post Office.
7
Postal Update
Implementation of Labour Court Recommendation on Pay in An Post The CWU and An Post, with assistance from the Monitoring Group, finalised agreed arrangements to enable implementation of the agreed reductions of 316 post/FTE (Full Time Equivalent) on the 2nd January 2018. This major undertaking is the main component of the Labour Court Recommendation on Pay in An Post. It is Phase 2 of a three phase pay agreement which will deliver a 6% pay increase for members. Employees are obliged to make savings over and above those provided for in the various Change Agreements, to secure payment.
apply fromthe 1st August 2017. The Union is pleased with this decision as it provided certainty for staff and customers in the lead up to the Christmas pressure period. It also provided a further fourweek period to finalise all of the outstanding issues. In this regard the Union acknowledges the trojan work of Branches in their endeavours to have local agreements concluded. The agreed changes at 110 DSUs will go live on the 2nd January 2018, Immediately afterwards the company will commence a scheduled program of updating the auto sort and relabelling of benches.
C&D - Rapid Implementation Process (RIP)
Monitoring Group - An Post Agreements 14th November 2017
In the Collection and Delivery area efficiency measures were agreed to provide for a more rapid implementation process as opposed to the lengthy ,costly and cumbersome Redesign process, which had outserved its usefulness. The accelerated process is the single most significant change to be introduced in An Post for years. The approach has enabled local Branches and management jointly agree how necessary reductions in hours could be achieved. The reductions are necessary because of the significany reduction in mail volume and to generate savings to secure a pay increase. It is testimony to the Unions organisation that the overwhelming majority of the changes were agreed at local level. Inevitably there is a major impact on staff arising from the introduction of the changes, which arise from the indisputable fact, there is insufficient work because of the mail volume decline. In agreeing to this rationalisation, the Union has ensured the best possible protection and compensation has been achieved for staff. A buy out for losses in NDA/Shift for Night Duty staff is to apply. The Union and to be fair the company focus has been to retain as many people in employment as possible. A number of staff have availed of Voluntary Severance.In the case of surplus staff to be released the company severance scheme will be available to staff with more than two year’sservice with exgracia payments made to released staff with less than two years as follows: 12-18 months, 2 weeks pay, more than 18 months an additional 4 weeks pay. Redeployment options up to 45k are also provideed for.
Issue: Implementation of LCR 21563 – Communications Workers’ Union The Monitoring Group has held discussions with the Company and the Communications Workers’ Union regarding progress on implementing cost saving measures to fund 50% of a 2nd phase pay increase of 2% in accordance with the Recommendation of the Court in LCR 21563. The Monitoring Group is satisfied that additional efficiency measures to fund the 2% element of the pay increase have been identified. However, it is clear that additional time will be necessary to enable the parties reach final agreement on these measures, to include a full implementation plan to deliver the savings by the target date, and verification by the Monitoring Group of savings achieved, prior to payment of the pay increase. It is also clear, that while it may be possible to reach final agreement on the cost saving measures by 30th November 2017, in line with the target date in the Court’s Recommendation, it is most unlikely that full implementation and verification of savings will be possible by that date. In these circumstances, the Monitoring Group has decided to allow the parties a further period of one month in order to ensure the implementation and verification of the changes and associated cost savings. This is in line with the direction given by the Court on our role in overseeing the implementation of LCR 21563. The Monitoring Group therefore determines that the agreed changes should be implemented by the parties with effect from Tuesday, 2nd January 2018 and, in consequence of the delay in full implementation of the measures, the effective date for payment of the 2% pay increase will also be deferred by one month to 1st August, 2017. This will allow the parties to finalise their implementation plans, and for verification by the Monitoring Group of the savings.
Date Deferral A copy of a Determination issued by the Monitoring Group deferring the implementation of the agreed FTE reductions in Collection & Delivery is attached to this article. Essentially implementation was deferred for one month so that all outstanding issues could be finalised to enable ‘go live’ of the agreed changes on the 2nd January 2018. The applicable pay date of the 2% pay increase is also deferred, for one month, with retrospective payment to
Eamonn Ryan (on behalf of Group)
8
Postal Update C&D FTE REDUCTIONS – GO LIVE 2ND JANUARY 2018 DSU
REDUCTION
DSU
REDUCTION
DSU
REDUCTION
LITTLE ISLAND DO
3
BANDON
1
BANTRY
1
CAHIR
1
CAHIRCIVEEN
1
CARRICK-ON-SUIR
2
CASHEL
1
CLONAKILTY
1
CLONMEL
3
COBH
1
DUNGARVAN
2
KILGARVAN DSU
1
FERMOY
1
KILLARNEY
4
KILMALLOCK
3
KINSALE
1
LIMERICK
11
LIMERICK NRLC
4
LISTOWEL
2
MACROOM
2
MALLOW
5
NENAGH
3
NEWCASTLE WEST
2
NEW ROSS
2
PORTLAOISE
1
RATHLUIRC
1
ROSCOMMON RLB ( REG)
1
SKIBBEREEN
1
THURLES
3
TIPPERARY
2
TRALEE
4
TULLOW
1
WATERFORD
6
YOUGHAL
2
BALLINCOLLIG
2
CARRAGLINE DO
2
FAIRVIEW DO 3
3
BALLSBRIDGE DO 4
3
HARMONSTOWN DO 5
3
RATHMINES DO 6
3
BANNOW ROAD DO 7
5
WHITE HEATHER DO 8
3
WHITEHALL DO 9
4
BALLYFERMOT DO 10
1
CRUMLIN DO 12
4
CLONSHAUGH DO 17
1
DUNSHAUGHLIN DO
3
BLANCHARDSTOWN DO 15
4
FONTHILL DSU
6
SWORDS-MALAHIDE DO
5
TALLAGHT DO 24
7
FORTFIELD DO 6W
2
BALBRIGGAN
3
BLACKROCK DO
4
GLENAGEARY DO
6
RUTLAND PLACE DO 1
4
CARDIFF LANE DO 2
BALLINA
2
BALLINASLOE
3
BALLINROBE
1
BALLYHAUNIS
1
BALLYMOTE
1
BOYLE
2
CARRICK-ON-SHANNON
2
CASTLEBAR
3
CASTLEREA
3
CLAREMORRIS
2
DONEGAL
2
ENNIS
5
GALWAY
10
KILRUSH
2
LETTERKENNY
5
LIFFORD
3
LOUGHREA
3
ROSCOMMON
1
SLIGO
4
SHANNON
2
TUAM
3
WESTPORT
2
ARKLOW
2
ATHLONE
3
ATHY
2
BELTURBET
1
BIRR
2
BRAY
3
CARLOW
4
CARRICKMACROSS
1
CASTLEBLAYNEY
1
CAVAN
3
KELLS
4
COOTEHILL
1
DROGHEDA
5
NEWBRIDGE
4
DUNDALK
5
ENFIELD DSU
3
ENNISCORTHY
4
GOREY
3
GREYSTONES
3
KILKENNY
6
LONGFORD
3
MONAGHAN
3
MULLINGAR
3
NAVAN
4
ROSCREA
1
TULLAMORE
3
WEXFORD
4
WICKLOW
2
TOTAL: 316 9
13
Postal Update
Postman’s dismissal ‘regrettable’ but found to be fair in all circumstances by Kyran Fitzgerald
A
proceedings to submit whatever information was relevant.” The AO considered events in the run up to the dismissal concluding that the respondent gave the claimant an extended period in which to submit documentation. The claimant’s failure to respond when offered “one more meeting at local level” meant that the respondent was “corralled into the decision-making process that led to dismissal.” The AO found it “unusual” that the respondent did not hold a formal hearing to coincide with the decision to dismiss. However, from the time when the claimant went on sick leave, in July 2012, it “engaged in a supportive management of attendance.”
Workplace Relations Commission adjudicator has dismissed an action brought by a postman who was let go almost 3.5 years after he went out on sick leave.
The claimant suggested that he was bullied during his employment. The respondent employer submitted that it provided occupational health support to the claimant and that it sought unsuccessfully to engage with him during his absence from work on 18 occasions. The WRC adjudication officer (AO) accepted the respondent’s contention that it had waited long enough for the claimant to engage with it and could not reasonably be expected to wait any longer. The AO was also satisfied that the claimant was on sufficient and clear notice that his job was at risk due to his incapacity and apparent lack of engagement with the employer. The claimant’s lawyer submitted that his client suffered an acute breakdown in his health as a result of his treatment in the workplace. He brought a personal injuries claim along with the claim for unfair dismissal. The claimant fully engaged with the respondent in a meaningful way, according to his lawyer. The claimant stated, however, that his “ongoing organic, physical and deep rooted psychological problems hindered his capacity to engage” with the employer.
Offered Opportunity Considerable time and space was allowed “in which to grow a return to work for the complainant.” In June 2015, the disciplinary procedural schedule was relaxed so as to permit an exploration of the potential for a return to work. The AO reviewed case law advanced by the respondent. In particular, in Spencer v Paragon Paper (1977), the Court stated that where an employee has been absent from work for some time owing to illness, the question arises as to whether the employer can be expected to wait longer. Much will depend on whether the employee states that he is anxious to return to work or not. The employer should take steps to discover the employee’s medical condition and likely prognosis. A detailed medical examination will not be required. The AO concluded: “I am satisfied that the complainant was offered an opportunity to be heard and chose not to accept the multiple invitations.” The respondent “presented a number of creative options to explore a return to work.” The claimant was “not sufficiently participant in his own case.” The dismissal, finalised in November 2015, while regrettable and unfortunate, was fair in all the circumstances. (ADJ-00004485, AO: Patsy Doyle)
‘Sub Plot’ The AO formed a view in the early stages that this case “was overshadowed by the claimant’s personal injuries case.” This was “primarily due to the approach adopted by the complainant’s side.” The AO considered that the personal injuries case “became a sub plot” and “may well have served as a point of confusion for the complainant.” In her view, insufficient information regarding his mental distress were supplied by the claimant. She noted there was “an obligation on the complainant to navigate through the parallel
10
Postal Update
An Post New Reorganisation Development “Too many Chiefs” On the 29th November, CWU received a presentation from An Post on its New Organisation Structure. Central to the company’s strategy is the establishment of two separate business, units Retail and Mails & Parcels. It is envisaged a small corporate centre will oversee and lead the transformation, (believe that when you see it) negotiate funding, manage An Post’s brand and reputation, and plan for the longterm. The hope is that by 2021, €181m loss will be turned into a 7% sustainable profit with a targeted combined workforce of 7000 employees. This would mean a reduction of approximately 2000 employees (FTEs). The company outlined its progress to date, citing it has transformed a 2017 forecast loss of €61m to a break even situation. It has secured the necessary commercial and regulatory freedom which allowed it to increase prices by 38%. Implementation of the agreed 316 FTE reductions on the 2nd January 2018 to address the letter mail volume decrease, will assist the company pay a 2% pay increase, while at the same time positively address its cost base. The relaunch of the parcels business has generated an additional 8m profit. The company has already announced its revised structure and management personnel for Level 1 and 2 positions and now wishes to commence the consultation process to the next levels. It has confirmed it will deal with the specific changes and staff impact issues in the context of the IR agreements, with a targeted implementation commencing in the first quarter of 2018.
CWU Summary Overview
Business Structure
Nonetheless, it is a matter for An Post management to decide how it wishes to organise itself. The CWU has decided to engage with An Post to progress the changes and impact on members. It has agreed to do so in tandem with finalising Phase 3 Pay discussions and the Clerical Managers Salary Review. This engagement will only proceed to successful conclusion if the CWU is satisfied that its members are not expected to carry an undue burden in respect of the changes necessary to ensure the sustainability of An Post.
Mails & Parcels Business Unit Chief Operating Officer/Managing Director – GARRETT BRIDGEMAN Retail Business: Chief Operating Officer/ Managing Director – DAVID McREDMOND (acting down without the allowance) Watch this space Chief Finance Officer – PETER QUINN Chief HR Officer – PAT KNIGHT Chief Commercial & Corporate Affairs – DEBBIE BYRNE Company Secretary – BRIAN FAY Chief of Staff – AOIFE BYRNE Chief Executive Officer – DAVID McREDMOND
1.
It is fair to say, that in a number of key areas, positive progress has been achieved to date.
2.
However the jury is out on business separation which failed before.
3.
The revised structure is at this stage somewhat unclear, although it will bring a required focus in each business. This should address the internal competition and lack of joined up thinking in the mails operations experienced over the past few years.
4.
Finance Directorate/ Structure remains the same, which is a concern given the complete lack of oversight or reining in of the squandering of scarce resources in Mails Operations in recent time. There are no shortage of bean counters.
5.
HR Structure is confused and potentially creates unnecessary duplication, operating both on the pitch and the side line, at the same time.
6.
This will potentially impact on the operation of the agreed procedures.
7.
The proposed changes will create uncertainty, primarily for Managers.
8.
The top heavy management numbers that remained in place while the foot soldiers were reduced.
The Company must address its top heavy management numbers and non-pay costs, and meet its obligations to CWU members in the context of the Phase 3 pay discussions, if it is to have CWU support for its plans.
11
Parcels and Logistics
UPS AGM @ Noon in CWU HQ 3rd Feb 2018. Seminar of Trade Union Reps from Ireland and the UK. A seminar took place in CWU HQ on the 21st October attended by Union Reps from UPS, DPD, Fedex and TNT. This was the latest in a series of meetings to discuss the ever changing Parcels/Logistics markets. It is always very interesting and informative to hear how similar the issues are across all these Companies and how pressurised workers feel in all these Companies. From our own members point of view it is important that we strengthen our links with our colleagues in the UK as changes that occur over there with them will eventually arrive here. The CWU committee in Nightline Ireland attended the meeting briefly to get an understanding of the experiences the Representatives present had in mergers and takeovers of Companies they work in.
DPD Update
UPS Update:
The Union and DPD held our first HQ meeting since the appointment of Mr Des Travers as the new Managing Director of DPD Ireland. At this meeting the Company agreed to extend the current sick pay pilot for another six months. The Company also committed to offering longer hours to their current sorting staff as the business continues to expand and have also committed to providing a hot meal for hub staff on their breaks. The Company also agreed to investigate the Union’s complaints that Linehaul drivers were performing work at the expense of direct employees. The Union once again raised the issue of access to day staff for the CWU and this was turned down by the Company but it is the Union’s position that we will continue to fight for this.
The Union and the Company met in early October and the Company gave presentations on various statistics within the Company, they also updated the Union on their sustainability plans and the public reaction to their new delivery methods in Dublin City Centre. The Company are confident that the growth in business will continue. The Union raised members concerns that the acquisition of Nightline could lead to a worsening of the terms and conditions of our members in UPS. The Company assured us that this was not their intention and their plan was that within three years they hope to have full integration/ harmonisation of Nightline staff into UPS.
13
Telecoms Update
New PPE Items in eir Arising out of Motions 60 and 61 passed at Biennial Conference 2016, a sub-group of the eir National Health & Safety Committee was set up to look at all aspects of Personal Protective Equipment (PPE) and report back to the National Health & Safety Committee with recommendations. This sub group met and decided in the first instance to prioritise rain gear and boots. The Safety Representative groups around the country were asked to nominate two people each to take part in the trials, and as a result 16 field staff were nominated from around the country.
the PPE Sub Group met with the participants to get their feedback.
Conclusion: Following completion and feedback on the trial, the PPE Sub Group made the following recommendations which were accepted by the ENH&SC and the company. 1. 2.
Rain gear:
3. 4. 5.
Eight staff were issued with two long jackets each and the other eight issued with two short jackets each.
Boots:
6. 7.
It was also decided to trial two new type boots and to compare them to the existing boot in use in the company, with a view to having two boot types introduced giving staff a choice of which type they prefer, 8 of the 16 people chosen to take part in the trials of the jackets were also asked to trial the boot types. As a result 8 people were issued with both boot types. The trial took place over a number of months, and on the 27th June 2017
That a choice of a long or short Jacket be made available to staff. That the long “Skollfield” Jacket be introduced as a replacement for the current jacket. That a Short “Hobson” Jacket is also introduced. That staff would have a choice of two type of boots That a “Ambler Brown” boot be introduced to replace the current issue That a “Ambler Black” boot also be made available That the current rain Pants be replaced with a category 3 type which is waterproof and breathable similar to one previously used in the company.
The PPE sub group will now be reviewing all the rest of PPE issued by eir and reporting back to the ENH&SC with its recommendations to improve and replace items if and where necessary.
HOBSON
SKOLFIELD
AMBLERS BLACK
AMBLERS BROWN
14
Telecoms Update
CWU Members Vote in FAVOUR of Pay Agreement in HCL CWU/HCL AGREEMENT 1.
Subject to the implementation of changes set out below, it is agreed a 3% basic pay increase will apply from 1st August 2017.
2.
Sick Absence
the business would require the offshoring of some voice work as a temporary measure, discussions will take place between CWU and HCL as to how this might be managed.
6.
Failure to adhere to the Absence Management Policy, as provided for in Appendix 2 of the Disciplinary Process available on HCL’s Policy Hub, or otherwise as per your contract of employment, may result in the commencement of disciplinary action being taken by the company.
3.
A voluntary leaving scheme will be introduced for TUPE’d staff. Confirmation of actual commencement date to this scheme is to be jointly confirmed. The scheme will operate on a phased basis. The release of staff who wish to avail of the scheme will be conditional on the maintenance of customer service standards, business requirements and in consultation with CWU.
Flexibility There will be a requirement for TUPE’d staff to be flexible and undertake alternative work when the work they are currently performing is no longer required/available.
4.
7.
KPI Going forward, a key KPI for Managers and Team Leaders will be a requirement to engage with staff where incidental sick absence is a recurring problem and to ensure proper records are kept of incidental sick absence.
Location The current reliance on the Dublin call centre as the main provider of services is no longer feasible due to recruitment/retention difficulties. Therefore, it is agreed that staffing at centres in Cork and Limerick will be increased and discussions will take place between the parties on the opening of a third provincial centre. Staff at provincial centres will receive the same bonus arrangements as those that currently operate in the Dublin call centre, at Line of Business Level, and will be related to performance improvements.
5.
Voluntary Leaving Scheme
8.
Probation For newly recruited staff the pay increase provided for in this agreement will only apply after the completion of 6 months’ probation and will not be backdated.
9.
Union Membership A comprehensive HCL/CWU recognition agreement to be put in place as part of this agreement. HCL commit that we will add a Mandatory Membership of the CWU clause into our contracts of employment. Of course this clause cannot interfere with an individual’s constitutional right of association or disassociation from a Trade Union.
Buffer HCL acknowledge that the agreement between HCL and CWU in 2016 provides for the retention of voice work in Ireland. This position was ratified by the terms of the agreement brokered at the WRC and both sides acknowledge that this continues to be the case and will into the future.
10. Duration This agreement is for a duration of 12 months to the 31st July 2018 and further discussion on pay to take place thereafter.
lt is agreed, should an emergency arise at some stage in the future, which in the interests of
15
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Telecoms Update
PhoneWatch Pay Agreement Members in PhoneWatch voted in favour of a pay agreement, which provides for: • A 4% increase in basic pay over 24 months and this will apply as follows: • 2% basic pay increase to apply from January 1st 2018 • A further 2% basic pay increase to apply from January 1st 2019
WATCH Your safety. Our passion
Agreement reached on
eir Business restructuring •
Following intensive negotiations over the last six months agreement was finally reached with the company on their proposals to restructure the Avaya Service and Delivery section of eir Business.
• •
The company plans to outsource this part of the business to a service provider who specialises in this kind of work. There were a number of reasons informing the rationale for this decision, the key one being the fact that maintaining Avaya accreditation has become onerous and requires a level of investment that is no longer supportable. In addition to this the Avaya product set is in decline and sales revenue has fallen off significantly in recent years. In order to maintain Avaya accreditation, the business would have had to invest a very significant amount in training and in light of the declining sales it was felt that this did not make business sense. As a result, the affected branches entered discussions to assess what the staff impact might be with a view to minimising any negative implications whilst ensuring, as best we could, that staff were given as many options as possible to deal with the impact of the outsourcing. In the end staff were given three options:
Transfer to the service provider pursuant to the European Communities (Protection of Employees on Transfer of Undertakings) Regulations 2003 (the “TUPE Regulations”). Redeployment to other roles within eir. Voluntary Incentivised Exit.
In addition to this the company has committed to finding meaningful work for all affected staff who are not successful in filling one of the initial group of twelves roles that have been identified. The branches met with the affected staff after the company formally announced its plans and have been in constant communication with members since then to provide support, guidance and advice on how to assess their options as well as making representations to the company on individuals’ concerns. Being caught up in an outsourcing situation like this is never pleasant for those affected by it and it is a sad reality of working in a modern telecoms company that this kind of change is continuous fact of life. That said, the branches have done well to secure a fair and reasonable set of options for members to consider in circumstances where this kind of outcome cannot be taken for granted.
17
WORKPLACE HEALTH AND SAFETY INSPECTIONS In the June edition of Connect the Union highlighted the role of the Safety Representative. A question regularly asked by Safety Reps is how they should carry out an inspection and in this issue we are going to outline how a safety inspection should be undertaken. Introduction
■
Safety representatives, after giving reasonable notice to the employer, have the right to inspect the whole or part of a workplace that they represent at a frequency or on a schedule agreed between them and the employer, based on the nature and extent of the hazards. A safety representative also has the right to inspect immediately where an accident or dangerous occurrence has taken place, or where there is an imminent danger or risk to the safety, health and welfare of any person.
■ ■ ■ ■
Why should a Safety Representative carry out workplace inspections?
It is a way of promoting good or best practice rather than minimum compliance It is a check that management have carried out agreed improvements It will put pressure on employers to resolve problems It is a way of achieving the most up-to-date standards and best practice It is a way of getting buy-in from the general workforce for the function, activities, support, etc. of the Safety Representative(s)
A general inspection A regular, say quarterly, general inspection, should be systematic. Safety Representatives should design an inspection sheet to reflect the number of different departments or work situations in the employment. For example, your work-place may be an office with a reception area, private offices and general office but also have a machine room, store(s), boiler or heating system room, canteen, inward and outward transport, and reception. A factory might have offices, production lines, stock and materials rooms, boiler house, gas or chemical storage, etc.
One of the main functions of a Safety Repre¬sentative is to carry out Occupation Safety and Health (OSH) inspections in the workplace. Among the many reasons why Safety Representatives should carry out workplace inspections are: ■ It is a systematic way to approach the role of a Safety Representative. ■ It is a way of becoming familiar with the entire workplace, particularly those areas where the Safety Representative may never have previously had access to ■ It is a structured and detailed way of identifying workplace hazards ■ It is a message to employer and employees that the Safety Representative function is a serious one ■ It is an opportunity for all employees to discuss their health and safety concerns or to point out things they consider could put them at risk ■ It is a means to identify the more obscure or hidden hazards ■ It is a method of checking that relevant legal or technical standards and/or the company’s own agreed safety procedures are being complied with
For each area, your checklist needs to include the following: ■ plant and machinery, guarding and control ■ the system of work and how it is managed ■ use of articles, substances and material ■ storage of articles, substances and materials ■ transport and handling of articles, substances and materials ■ information, instruction training and supervision 18
physical condition of buildings, offices, work rooms etc. ■ movement of people and machinery around the workplace ■ fire precautions and systems physical environment – heat, lighting, dust, fumes, air quality stress or pressure arising from staff short- ages, heavy work demands or physical factors like noise supply and use of personal protective equipment (PPE) welfare facilities – toilets, washroom, rest rooms, canteen ■
■ ■ ■ ■
■ ■
2. Get Hold of the Relevant Information Prior to the inspection seek the following: ■ the last inspection report and, in particular, any outstanding items ■ If a Safety Committee is in place seek the minutes of the previous meetings ■ floor plans and workplace layout which can be used to map risks and potential hazards ■ fire precautions plan and the fire risk assessment ■ all relevant general and specific risk assessment information from the Health and Safety Authority if required ■ information provided by the trade union ■ hazard data sheets for substances ■ safe working practices and rules ■ list of required personal protective equipment (PPE) ■ training records
Specific Inspections The same principles apply to specific inspections, although the depth of the inspection will be in greater depth. Subjects for inspection can include: ■
what route will you take around the workplace? how much time will you need to carry out the inspection and then write up the report?
fire, electrical, chemical, manual handling, health and safety training, stress or bullying / violence
3. Organise Checklists
Planning & Organising Inspections
Checklists are important as an aide to any inspection. You can review and amend these as necessary and develop new checklists for factors not previously recorded.
As with any aspect of Trade Union work it is important that Safety Representatives prepare in advance for and Workplace inspections. Safety Representatives should discuss with other workers and the Union Representatives what is the best time to carry out an inspection when it would be best to carry out a workplace inspection. For example, there may be specific health and safety problems that only occur at certain times, under certain conditions and at a certain time of the year. When undertaking an inspection always seek the views of the workers employed in the area being inspected.
4. Involve Your Members
Preparation
During the inspection be positive and business like in your approach. If required go back and check things again. You should also ■ tick-off your checklists – never rely on memory after the event ■ keep additional notes if needs be – date and time these notes ■ ask questions ■ talk to people generally about issues as they arise or
It is important to involve members in the inspections. You should advise them in advance of your intention to carry our an inspection, advise them of the importance of the inspection and the positives that could emanate from it. They could advise of any matter of concern or anything they want you to specifically look at. In addition to advising them of the inspection and seeking their input you should also report back on your findings.
5.
1. Drawing Up An Inspection Plan When drawing up an inspection plan give consideration to the following: ■ the time and day of the inspection ■ notifying the employer and organising time off ■ letting members/staff know when it is going to happen (although some inspections may be best when no notice is given) ■ what will you look out for? ■ who will you speak to? 19
During the Inspection
seek explanation of things with which you may be unfamiliar ■
Safety Representatives who are seen to carry out regular workplace inspections will:
discuss problems as you go
6. After the Inspection
■
Following the inspection you should review your notes and try and write up your report as soon as possible after the inspection. In particular you should note any items or issues that need to be brought to the attention of management or the Safety Committee where one is in operation.
■ ■ ■
In addition you should: ■
Provide a copy of your report to your Manager and the local Union Representative
■
Report back to the members even if everything was ok
■
Keep a record of all the relevant dates and times i.e. date of inspection, date of report to management, any issues that need following up and any issues where you require further information e.g. from the HSA
■
Generate a higher level of safety consciousness among workers Contribute to the earliest identifications of hazards Contribute to improved levels of safety and health compliance and practice Save the company the costs of accidents, ill health, absence, insurance etc. Generate belief in the safety representative as a mechanism for improving health and safety standards
Pension Accords the last eight years. I believe that is an untenable position and disappointedly shows scant regard for the workforce who built up the companies over many years. Therefore, the National Executive Council of the Union, has instructed me to write to the companies seeking a renegotiation of the pension accords in order to provide for some increases in pensionable pay for our members and retired workers. I expect the discussions on this issue to commence early in the New Year. It is our view that, if necessary, this is an issue that we will take to a third party and ballot. Union Head Office is being contacted on a regular basis by concerned pensioners who are finding it more difficult to live as prices increase while their pension remains stagnant. I would urge anyone who has an interest in this issue, or who has had contact from any of our pensioners, to ask them to convey their annoyance and concerns to the CEO’s of the companies for whom they worked. There is little doubt that the pension issue is now one of the most important issues facing the Communications Workers’ Union and I will keep the members updated as the issue progresses.
As many of you will be aware, the CWU agreed Pension Accords with An Post and Eir following the financial crash in 2009. Both of those accords involved sacrifices for the members, but it was the broad view that agreement needed to be reached in order to ensure the pension funds did not suffer the same fate of dozens of defined pension schemes and face windup. In each case there was a provision for future pensionable increases, which was capped at the lower rate of inflation or the actual pay increase. Unfortunately, since then inflation has been historically low and, we have only recently managed to negotiate pay increases. Under the terms of the accord, the pay increases have not been applied to the pensions of our former members and will not be applied, as things stand now, to current serving members pensionable pay either. The pension accords have also been a major success for the companies concerned. Pension fund balances appear on the companies profit and loss accounts and therefore any deficit in the pension fund would adversely affect the profitability and ultimately the viability of those enterprises. The outcome for the members and retirees is that they have seen no rise in their pensionable pay over
20
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.
2.
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.
4) 5)
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 Anti-Lock 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 deicer 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 biggest hazards as it is difficult to see. Watch out for sheltered/ shaded areas on roads, under trees and near high walls.
7.
1) 2) 3)
6) 7) 8) 9) 10) 11) 12) 13)
High visibility vest Spare fuel Appropriate footwear in case you need to leave your vehicle e.g. boots A hazard warning triangle 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.) Tow Rope A shovel De-icing equipment (for glass and door locks) Spare bulbs First aid kit A fire extinguisher A working torch 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!
Be prepared. During these winter months it is advised that motorists carry a number of essentials in the boot of their car.
21
First Lufthansa InTouch Open Day The Organisers were delighted to host the first Open Day in Lufthansa InTouch (LIT). Last year, workers in LIT Dublin made the decision to build a union to improve their conditions in the workplace. By working hard with the CWU, these members secured a collective agreement with their employer recognising the CWU as the Union for workers in LIT. As part of this agreement, the elected LIT Branch
Committee secured agreement to host a CWU Open Day to take place once a year in their building. The purpose of this day is to not only engage with existing members on any issues or concerns but to encourage new staff to join their colleagues in becoming members of the CWU. The open day was extremely successful and a proud event for these CWU members.
LIT members with Saju George (right), LIT Branch Committee
Organiser Laura McKenna with Branch Committee members Marcello Margagliotti and Diego Pugliese (left) and LIT members
CWU EXTENDS A WARM WELCOME
pay agreement between the CWU and HCL. This agreement will provide not only a 3% pay increase after 6 months of service but will also introduce a performance bonus scheme currently benefiting their colleagues in Dublin. We look forward to working with our new members to aid them in becoming active members of the CWU like their fellow members in Dublin and Cork
The CWU would like to extend a warm welcome to our new members in HCL Limerick. HCL recently opened a centre in Limerick adding to their existing operations in Dublin and Cork. Within the first few weeks, Organisers met with these workers and the vast majority made the decision to become members of the union. These members had the opportunity to cast their democratic vote by balloting on the proposed
22
CWU Youth Committee renewed by Open Day
Those who attended the event agreed on the need to reestablish the CWU Youth Committee. The new activists have met several times since, discussing housing, precarious working conditions for young people and the repeal of the 8th Amendment, with an AGM planned for early next year. If you are interested in getting involved in the CWU Youth Committee, you can contact Ruairí Creaney on 01 866 3029 or by email at ruairi@cwu.ie.
The CWU held a successful open day on 30th September to encourage younger members to become involved with their Union. The event, ‘Why You’re Skint’, was hosted by the CWU organising department and Trademark Belfast. During the event, young members discussed the housing crisis, global wealth inequality and the importance of young workers playing an active role in their union.
Ruairí Creaney, CWU Organiser
Barry Gorman, outgoing Chair of the CWU Youth Committee with Fionnuala Ní Bhrógáin, Head of Organising.
Stevie Nolan, Trademark Belfast 23
Visits to 1HSQ and CityWest
Laura McKenna and Diarmuid O’Connell CWU Organisers and Branch Officials paid visits to both 1HSQ & CityWest. A union stall was set up in the lobby with union pens, stress balls and, most importantly, delicious CWU branded cupcakes. The purpose of these visits was to promote the union, speak with existing members and encourage new staff to join the union.
Diarmud with Members
Throughout the course of the visits our existing members took the opportunity to engage with their branches on issues affecting them. Both visits were very successful, with many new members joining and a number of existing members deciding to become more involved in their Union
Progress for Nightline Workers Since starting a campaign in courier Company Nightline earlier this year, the Organising team have seen a rapid growth of CWU membership in the company. At the beginning of 2017, with no union membership in the company, there was little awareness amongst workers about joining and becoming active in a trade union. With this in mind, Organisers began meeting with workers out of the Finglas depot with a view to building contacts and establishing relationships. Following a number of one to one and group meetings it became clear that Nightline workers were extremely unhappy with how they were being treated in their workplace. Workers identified issues such as low pay, unpaid sick leave, a 48-hour working week (that effectively means overtime is unattainable) and a lack of dignity and respect in their workplace. In addition to that, the announcement in May 2017 that UPS was to take over Nightline created a lot of uncertainty amongst workers. From the outset of the campaign, it was clear to CWU organisers that there were exceptional activists amongst the workers who were committed to improving the terms and conditions of their colleagues in Nightline. As a result, Organisers have held four separate training courses which equipped members with the skills to run an Organising campaign in a non-union workplace. In a remarkably short space of time, the newly trained activists have organised their workplace to such an extent that they have already held their first well-attended AGM and now have a
democratically elected Branch Committee in place. This is a testament to the courage and determination of the CWU activists to improve their working lives. Organisers have also visited Nightline depots throughout the country and will be continuing to grow the membership in the coming months. The newly-elected Nightline Branch Committee are currently conducting a survey of staff to pinpoint the issues that are most affecting workers in Nightline, the results of which will be shared with management with a view to progressing matters for our members.
The newly-elected Niteline Committee Francis Gormley, Richie Doyle, Barry Finlay, Mike Quinn and Ger Kellett. 24
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National Safety Representatives Conference
Pictured from l to r: Pat Kenny, ger Nolan, Helen Fleming, Pascal Connolly, Saoirse Kennedy, John Dunleavy and Imelda Wall.
Members of the CWU Health and Safety Committee recently attended a National Safety Representative Conference in Croke Park. Martin O’Halloran, Chief Executive of the Health and Safety Authority said: “Safe and healthy workplaces don’t just happen, they’re created through the commitment and dedication of workers and employers. Our inspectors see firsthand the difference an effective safety representative can make in any organisation. The best way to get workers to follow safe work procedures is to get them involved in the development and review of those procedures. If workers feel that their opinions are valued and considered, they are much more likely to follow the processes when they are being implemented.” Speaking about the importance of occupational health Martin O’Halloran said: “In many workplaces, the focus has traditionally been on physical safety but with the growth in occupational illnesses there is a need to broaden that mind set and include the area of work-related illnesses. The Health and Safety Authority has lots of information and guidance to help.”
The event was hosted by the Health and Safety Authority and was attended by over 250 delegates. This Conference highlighted the great work undertaken by Safety Reps and heard that worker participation is the key to safe and healthy workplaces and those organisations with active safety representatives tend to be safer and healthier for everyone. This conference not only highlighted the physical safety of employees but also highlighted the increased prevalence of occupational illnesses in Ireland and across the EU. According to figures provided to the conference in 2015, an estimated 41,247 workers in Ireland suffered from a work-related illness and over 912,595 days of work were lost. Over the period 2002-2013 the two largest categories of work-related illnesses (musculoskeletal disorders and stress, anxiety and depression) accounted for 68% of work-related illnesses in Ireland. 26
Frank Vaughan of the Irish Congress of Trade Unions said the conference was welcomed by Congress. “The evidence is clear that workplaces with active safety representatives, selected by the workers, are safer and healthier. Congress wants to encourage more people to take on the role in all sectors and to work constructively with employers to ensure that everyone gets home safe and well after their day’s work.”
chemical safety, asbestos, ergonomics, musculoskeletal disorders and psychosocial hazards, such as work-related stress. In addition, a representative from the Health and Safety Executive Northern Ireland (HSE NI) shared their valuable experience with the attendees. The Conference also saw the launch of a valuable new on line resource for Safety Reps i.e. BeSMART. ie – a resource for Safety Representatives, the details of which are set out below.
The topics covered at the conference included
types on BeSMART.ie. The ‘Browse Hazards’ function becomes available to registered users at the end of the four step process of working through a business type. By the way, you can speed up this process by selecting ‘No’ to hazards that you are not interested in. Registration is easy; all you need is a name, email address and a password that you make up. Then you can sign in and out at any time. There is a range of information available to help you. The free BeSMART.ie website is a great place to start your search! The CWU would recommend that Safety Reps or, for that matter, anyone who is interested in health and safety register as a user. This will then allow them to access the above information when and where required. The CWU believes that this online resource in addition to the Safety Representatives Resource Book is evidence of the ongoing commitment from the Health and Safety Authority to developing and supporting the role of the Safety Representative. We should remember that Safety and health is a trade union issue and it is important that we are resourced to make sure we can deliver in this area for our members.
BeSMART.ie - the free, easy to use, online risk assessment and safety statement tool from the Health & Safety Authority - now has a section about and for Safety Representatives, signposting them to useful information and resources. The ‘Learn More’ tab already has a range of information including videos, guidance sheets and tool box talks, but within the new Safety Representatives section there are now also links to a collated range of checklists, templates and forms, including two new checklists for Safety Representatives and a poster for the workplace. The new section also explains how Safety Representatives can use the BeSMART.ie tool itself as a resource. By choosing the type of business where you work or the type of business you are looking for information on, you can view a range of related hazards. Select any hazard and you can see the recommended control measures. You can print any hazard to use it as a hardcopy checklist in the workplace. Registering to use BeSMART.ie benefits Safety Representatives by allowing them to directly browse through all of the hazards in all of the 292 business
For anyone interested in receiving a copy of the Safety Representatives Resource Book they can send a request to Pat Kenny at Union Head Office with their contact details or else e-mail him at Pat@cwu.ie 27
U.S. Santander workers warn European counterparts: Don’t let Santander drag down industry standards with unfair practices A recent report, “Wheeling and Dealing in Misfortune”, exposes a culture in Santander’s automotive lending operation that pushes high-interest loan modifications and hidden fees on millions of Americans. Workers say they must aggressively collect on overdue bills—at all costs—or risk losing their jobs.
Santander workers from the United States have a message for their European counterparts: Unions are a critical part of an ethical and sustainable financial system. Three employees from the Santander’s Texas call centre met with unionised workers from Santander and other financial institutions in London and Brussels this month to describe how the lack of labour protections can lead to unscrupulous practices. “We’re here to warn our European colleagues to not let Santander drag down global industry standards, and to ask for their support,” said Quarlondra Coleman, a long-time Santander employee in Texas fired after participating in a union organising campaign with the Communications Workers of America (CWA) and the Committee for Better Banks. “Santander’s pressure and unrealistic goals pushed us to offer services that were not always in customers’ best interests without explaining the consequences.” Santander has had to pay millions in the United States for auto-loan practices one regulator called “outrageous”, and is currently facing additional investigations. The U.S. workers are trying to reform the bank through organising a union. Having a union, they say, would give them a voice in the banks’ operations and would give them a credible vehicle to report abuses. In London, the U.S. workers met with union leaders from UNITE and the Communications Workers Union (CWU) who represent Santander workers and unionised Santander employees. Andy Kerr, deputy general secretary of the CWU
said “We have a good working relationship with Santander UK and are totally supportive of the CWA’s campaign to achieve similar recognition and representation in the US. The first step must be for Santander in the United States to adopt a clear neutral position in allowing their workers to freely join a trade union without fear of losing their jobs.” After London, workers went to Brussels and won the support of the UNI Europa Finance Committee, comprised of the largest finance unions in Europe. Santander is based in Spain. The committee passed a resolution calling for Santander to not interfere with workers’ efforts to form a union. “UNI Finance is standing with U.S. Santander workers and the CWA to demand a fair process to form a union,” said Head of UNI Finance Angelo Di Cristo. “Santander’s code of conduct says that it respects workers’ fundamental rights, but in the United States, Santander has perpetuated an environment of mistrust that intimidates employees.” Di Cristo continued, “In spite of recognising, union rights and collective bargaining in every other country where Santander operates, it puts roadblocks in U.S. workers’ efforts to engage discussion about ending obstacles to unionisation. UNI Finance is demanding that Santander end this conduct in the US and start a path with the union for a genuine social dialogue.” On November 6, hundreds of workers made a demand for neutrality from Santander management in the United States, saying they currently face an anti-union climate.
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UNI Global Union and World Players Association welcomes moves to abolish Kafala system and end modern slavery in Qatar The circumstances under which FIFA decided to award the 2022 World Cup tournament has been the subject of much comment and speculation. One thing that can be said with certainty, the decision was not taken in the interests of football or football supporters. In recent times, stories have emerged of the horrendous working conditions for those involved in building the stadiums to host the tournament with dozens of workers being killed in accidents and many employed in slave labour conditions. Following an intensive campaign by the trade union movement at International level, an agreement has been reached with the Qatar government, which will improve the situation for workers. The Qatari government announced that it will abolish the Kafala system—an oppressive labour sponsorship program for workers primarily in construction and domestic work. Many of the workers building stadiums for Qatar’s hosting of the 2022 World Cup were employed through this system. Global labour leaders and rights advocates have the following response: “UNI Global Union and the World Players Association welcome moves by the Qatari government to dismantle the Kafala system and end modern slavery,” UNI Global Union General Secretary Philip Jennings said. “The reforms announced by Qatar will not only end the manifest injustice of Kafala, but include a minimum wage, the establishment of freely elected workers’ committees and support for workers seeking remediation. The decision to normalize industrial relations in the country should significantly improve the working conditions of the two million migrant workers involved in building and servicing the infrastructure being put in place for the 2022 FIFA World Cup,” Jennings said. In 2014, the International Trade Union Confederation (ITUC) had filed a complaint with the International Labour Organization (ILO) regarding the exploitation of these workers. After the new commitments made by Qatar, the ILO has been able to close the complaint. In the view of Sharan Burrow, General Secretary of the ITUC, “Qatar has set a new standard for the Gulf States” which must be followed by Saudi Arabia and the UAE where
the exploitation of migrant workers is ongoing. “Any human and labour rights violations in connection to major sporting events cannot be tolerated. World Players is committed to ensuring that the rights of everyone involved in the delivery of sport are respected, protected and fulfilled”, said World Players Executive Director Brendan Schwab. UNI Global Union, World Players and the ITUC have been working in partnership with the Sport and Rights Alliance (SRA) to ensure that international sporting organisations (ISOs) embed human rights commitments into all of their activities and throughout the entire life-cycle of their major events. “The last year has seen substantial progress with ISOs such as FIFA, UEFA, the International Olympic Committee and the Commonwealth Games Federation all make commitments aimed at protecting, respecting and fulfilling human rights. The reforms in Qatar show that governments – and not just ISOs and business – must also play a leading role,” Schwab said. SRA partner, the Building and Wood Workers’ International (BWI), will sign a union agreement with the French based multinational construction company VINCI and its joint venture partner at the end of the months, covering all workers in Qatar. BWI General Secretary Ambet Yuson called the agreement “a major step towards the full respect of workers’ rights in Qatar.” World Players is also a member of the Steering Committee of the Mega Sporting Events Platform for Human Rights, a multi-stakeholder coalition of ISOs, major brands, broadcasters, governments, trade unions, and civil society groups. “Players worldwide agree that sport must always act as force for positive change and development. The reforms in Qatar are an encouraging step forward. We will continue to advocate for governments and sporting bodies to conduct their affairs in compliance with internationally recognised human and labour rights,” Schwab added.
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How unequal is Ireland From Bono to Mrs Brown’s Boys, a number of Ireland’s most recognisable celebrities are among those named in the
Paradise Papers What are the Paradise Papers?
fortune in tax; and we’re happy to pay a fortune in tax, people should. “But that doesn’t mean because you’re good at philanthropy and because I’m an activist, people think you should be stupid in business, and I don’t run with that”. According to the papers, three actors from the popular TV comedy show Mrs Brown’s Boys transferred their fees into companies in Mauritius which was sent back as loans. One of those involved, actor Paddy Houlihan, told the Irish Times that: “He doesn’t understand the tax scheme that he used for part of his income from the show”. He said: “He got into difficulties as the money streamed in as the show became more successful”. The type of tax evasion highlighted by the Paradise Papers is legal, and it is so because governments are complicit in facilitating wealthy individuals and powerful corporations to avoid paying tax. The opposite is the case where the PAYE sector is concerned, where income is taxed at source. The attitude of the individuals and corporations whose tax evasion activities are highlighted in the Paradise Papers, can be best summed up in a quote from the late New York Billionaire Real Estate Heiress and Hotelier, Leona Helmsley, in 2003 when she said:
When the Panama Papers were released in 2016, they thrust a spotlight on the tax affairs of the rich and powerful. Now 18 months later, the so-called Paradise Papers have yet again brought the matter under global scrutiny.
What information has been released? The Paradise Papers is a database comprising around 13.4 million documents detailing the tax affairs of some of the wealthiest people and companies in the world. The majority of the data comes from papers leaked by Appleby, a Bermuda-based law firm specialising in offshore accounts. Nearly 100 media organisations were involved in sifting through the tranche of files, which were obtained by German newspaper Suddeutsche Zeitung and shared with the International Consortium of Investigative Journalists (ICIJ). Their importance is underlined by the sheer profile of those included within them.
Where has this data come from? Much of the new trove of files includes bank statements, emails and loan agreements from Appleby, a firm that helps clients set up in overseas jurisdictions with low or zero-tax rates. Responding to the leak, Appleby said there is “no evidence” that it has done anything wrong. Other records came from Asiaciti Trust, a familyrun offshore specialist based in Singapore, and from 19 corporate registries maintained by governments in jurisdictions that draw the wealthy seeking privacy.
“Only little people pay taxes”
Two years ago, when U2’s tax arrangements came under scrutiny Bono said: “Just so people know, we pay a 30
How unequal is Ireland Irish tax deals ‘part of corrupt system’ Ireland’s controversial tax deals with companies such as Apple and Google are part of a corrupt global system, which is fuelling inequality and political extremism, including the rise of Donald Trump in the US, according to Nobel Prize-winning economist Joseph Stiglitz. The Columbia University professor described Ireland – along with Singapore Panama, the Cayman Islands and Luxembourg – as a “fiscal paradise” where individuals and corporations can “park money” and avoid paying taxes. “The point is people are seeing globalisation as a venue by which rich corporations like Apple and Google can effectively escape taxation while hard-working citizens in France or Germany continue to pay high taxes,” he said. “It’s a very ugly picture of a set of rules designed to benefit corporations at the expense of ordinary citizens. Unambiguously, these rules feed into Trumpism,” he told The Irish Times. In his new book, Globalisation and Its Discontents Revisited, the former chief economist of the World Bank revisits his original 2002 thesis that globalisation has been stage-managed in favour of advanced countries at the expense of developing ones.
everybody would have jumped on the bandwagon – of an almost zero tax rate – and that would have totally eviscerated the tax base. Europe can no longer tolerate these kind of deals,” Prof Stiglitz said.
Everyone loses “The consequences of this kind of tax competition is a race to the bottom and, in the end, everybody is a loser.” He said most Americans believed that the European Commission’s decision on Apple’s tax arrangements was the correct one. Although the commission says Apple’s tax deal with the Irish authorities broke EU state-aid rules, it does not claim that the tech giant sought to unlawfully evade paying its fair share of tax. Prof Stiglitz, who also served as chairman of former US president Bill Clinton’s council of economic advisers in the 1990s, described Ireland’s austerity programme as “a badly managed episode” that forced many talented workers to leave and which resulted in a major underinvestment in the State’s university system. He suggested Ireland needed to return to the fundamentals of investing in people, creating intellectual hubs and not relying so much on foreign multinationals – effectively following the Nordic model. “Everybody respects competition that’s based on fundamentals, rather than trying to take advantage of badly designed tax rules,” he said.
Growing injustice In his updated thesis, he argues that the process continues to play a central role in driving inequality and injustice – not only in the developing world, but for the majority of workers in advanced countries. “Trump took advantage of this discontent, crystallised and amplified it,” Prof Stiglitz said. He said Ireland’s decision to appeal the European Commission’s €13 billion tax ruling against Apple and the Government’s apparent slowness in retrieving the money have damaged the country’s reputation internationally. While Ireland did not design the rules around corporate tax, it has applied them to suit its own ends without considering “the global consequences of everybody playing by those rules”, he said. It’s a very ugly picture of a set of rules designed to benefit corporations at the expense of ordinary citizens. “The special deal done with Apple – in secret – is a kind of state aid. If you had made that offer to everybody,
Dishonesty of right Asked why he thought much of the current economic populism was being driven by right-wing parties, Prof Stiglitz said: “They [the right] have a particular proclivity for dishonesty. They are untethered by reality. Trump has almost trumpeted the notion of alternative reality, alternative facts.” He also thinks the right has been particularly successful in blaming others: “that’s a very attractive story and it’s particularly attractive in Europe where you face the problem of immigration,” he said. While the process that brought about Brexit is similar to the rise of Trump in the US, he said the UK’s dynamic differed in its emphasis on immigration. He also said the tech revolution and the rise of robots would further promote inequality unless the rules governing trade and © 2017 irishtimes.com tax were changed. 31
By Ciara Melinn words, “a secular Republic of equals”. The first speakers at the Conference were three activists: Muireann Dalton from Decency for Dunnes Workers; Karen Doyle from Right2Water Cobh; and Erica Flemming, a housing activist. All three women spoke passionately about different – but ultimately interwoven – struggles. Muireann discussed the ongoing campaign by Dunnes Stores workers for banded hours and how her employer is exploiting loopholes in legislation which facilitate precarious work practices. Karen spoke of her experience with the local Right2Water campaign group and how communication and rapid mobilisation of local people were successful in preventing the installation of water meters in her community. Finally, Erica gave a moving account of her experience of becoming homeless with her daughter and the complete lack of support or safety net for her family throughout that time. The housing & homelessness crises were top of the agenda for most of the speakers and attendees at the Conference, and it is worth noting that two weeks later when Fine Gael held its own national conference, neither featured on the agenda. This is a clear indication of how removed
The Right2Change movement held a conference in the Mansion House on Saturday 4th November, themed ‘Another Ireland is Possible’. The one-day conference, which was very well attended, hosted a broad range of speakers; from trade unionists, to academics, to grassroots activists. The Conference was opened by the Lord Mayor of Dublin, Mícheál MacDonnacha, and Brendan Ogle of Unite the Union/Right2Change. In his opening address, Brendan noted how, in the two years since the Right2Change Policy Principles had been agreed, life for most of us in Ireland has become more difficult, considerably so for some. This is manifestly emphasised by the homelessness crisis, the crumbling two-tier health service, the increase of precarious work, among other things. While we have seen some successes in recent years, such as the resistance to water charges, the YesEquality vote, and the continuing fight to Repeal the 8th Amendment, these victories in isolation are not improving life on the whole. There has been no ideological shift that places the welfare of the people above the greed of investors and corporations. And this is precisely what is needed for us to achieve, in Brendan’s
“A day in Dáil Éireann is a year on the shop floor”, Muireann Dalton
“The fight for our water is the fight for democracy itself”, Karen Doyle 32
“This is a man-made housing crisis”, Erica Fleming
ANOTHER
IRELAND
IS POSSIBLE
from reality Varadkar and his party colleagues are! The second segment of the Conference was kicked off by Dr Stevie Nolan from Trademark Belfast. His political economy discussion focused on how the system is set-up to maintain the power and increase the wealth of the few. The media plays a role in diverting attention from this by directing our outrage towards single mothers claiming welfare and refugees coming to take our jobs, instead of the fact that five men now hold the same amount of wealth as 3.6 billion people combined! Stevie’s presentation was followed by a discussion on the media by Dr Steve Baker from Ulster University and how the public has the
divested from advertisers and various other factions. As a starting point, an ethos (see below) was drafted outlining the mission of any such media cooperative. The final part of the morning session took the form of a panel discussion on housing, chaired by Kitty Holland of the Irish Times, with panel members Billy Wall (General Secretary, OPATSI), Tom Healy (NERI), and Dr Rory Hearne (NUI Maynooth). There was a general consensus that the inability – or rather disinclination – of the government to tackle the housing crisis stemmed from the government’s adherence to the failed neoliberal ideology that the State must not intervene in the market.
“You can have wealth concentrated in the hands of a few or you can have democracy, but you can’t have both”, Stevie Nolan
“A plurality of rich people’s voices is not a plurality of voices at all”, Steve Baker
‘right to know’. Again much of the discussion focused on housing and why the coverage in the media does not report honestly the magnitude of the homelessness crisis. One reason being the requirement to generate revenue from advertising linked to the property market, interior decorating, etc. Steve noted that a vibrant media is the lifeblood of a democracy, but is something Ireland is sorely lacking, with almost 50% of media outlets owned by one company! This presentation led on to a discussion about the need for an alternative, non-establishment media outlet, with Jo Bird and Brendan Ogle broaching the possibility of establishing a media cooperative in Ireland. Jo discussed some of the structures which workers’ cooperatives take and Brendan asked the Conference to examine the non-binding pledge that was given to all attendees, which would be used to gauge the appetite for such a venture. It is intriguing to consider how the news might be reported, or the type of stories that might feature, if control was
Hence, the incentivisation of private developers instead of a programme of public expenditure on social affordable housing. However, Rory Hearne made an excellent point that was not lost on anyone in attendance when he said “The government is really worried about another water movement around housing and we need to make that nightmare come true”. We demanded our Right2Water and now it is long past time that we demanded our Right2Housing!
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Pictured l to r: Kitty Holland, Rory Hearne, Tom Healy and Billy Wall But we must not stop there. We have to demand our full Right2Equality and accept nothing less. And not because we are your daughters, or sisters, or wives, but because we are people who deserve to be treated no less favourably than anyone else. The next section of the afternoon session saw contributions from three women involved in international grassroots campaigns: Professor Cecile Wright from Momentum; Emma Aviles from 15M; and Winnie Wong from People4Bernie. Cecile discussed the growth of Momentum, which evolved from the Jeremy Corbyn leadership campaign in 2015. It is a movement which seeks to bring the UK Labour Party into government. Through grassroots organising and volunteer work, the movement has grown to over 150 groups and around 200,000 supporters. Emma followed and discussed some of the ways activists with 15M have been utilising technology to propel the campaign and to take direct action. One such action was a day where activists shut down every branch of one bank in Spain.
After a brief break, the afternoon session of the Conference was opened by CWU General Secretary, Steve Fitzpatrick, who responded to the criticism that the unions have ‘taken control’ of the movement. As noted by Brendan in his opening address, the Right2Change movement has operated without any formalised structure to date and, as such, to ensure that the movement did not fade away, the group of unions took the decision to organise the conference. Steve stated that the point of the conference “was to build something that gives us [the unions] the opportunity to step back”. Ultimately, the movement belongs to everyone who believes that another Ireland is possible, but it also requires people to step up and take action to make that change happen. Much of the speakers for the afternoon session were considering this, more practical part of building a strong social movement. First to speak was Dr Conor McCabe, whose presentation on the reality of business operations in Ireland left no one in any doubt as to Ireland’s status as a tax haven, which puts corporate greed above all else, particularly the interests of its own people. Conor’s contribution added a gender-based element to the discussion which is often, like the work itself, overlooked. There is an abundance of unrecognised, unpaid and completely undervalued work done within the home, responsibility for which disproportionately falls on women, and which fuels inequality in relation to pensions, wages, career progression, etc. The 10th November 2017 was the date on which women in Ireland are considered to be ‘working for free’ as we have a gender pay gap of 14%. While the capitalist system depends on the free domestic labour that is undertaken within the home, it adds insult to injury when we consider that women are then paid 14% less than their male counterparts in comparable jobs! The women of Ireland, through the Repeal movement, have come together to assert their right to bodily autonomy.
Dr Conor McCabe addresses the Conference 34
ANOTHER
IRELAND
that the Right2Change Policy Principles are what we want in Irish society, where do we go from here? It’s not possible to draft a plan that can replicate the zeitgeist of the Right2Water movement, but that shouldn’t paralyse us into inaction. We don’t need one individual to lead the way; we need all of us, working-class heroes, doing our bit, standing together and changing Ireland. As Noam Chomsky said “we shouldn’t be looking for heroes, we should be looking for good ideas”. Well, we have a good idea of what another Ireland could look like, so it’s up to us to be the agents of change, however we choose to do that, so long as we choose to do something. As Dave said in his closing remarks “the whole is greater than the sum of its parts”; every action contributes to building the movement and bringing us closer to another Ireland. Jimmy Kelly of Unite the Union closed the Conference, calling on the people of Ireland to carve out a new future for ourselves and the generations to come. The
Emma expressed the need to become a unified bloc and how cooperation was the key to success. Relying too much on one or a small group of individuals to be ‘saviours’ is doomed to failure, but utilising the diverse skills of a wide-range of people at different stages can build a dynamic movement. Next up was Winnie Wong from People4Bernie who spoke of her own experience, starting out with Occupy Wall Street and then directing her efforts to “tackle the political class head on” through the People4Bernie campaign. Like Emma’s sentiment about cooperation, Winnie said that there is no one formula for running a successful campaign, particularly on social media. But one thing that is vital is that you have to trust people to get involved in political discourse. This is a lesson for every movement; no one owns the right to be an activist or speak on an issue. We don’t need to be put off by technocratic language or professional qualifications. If we believe in changing
“For the first time, through Momentum, we could use the word socialist to describe our values”, Cecile Wright
IS POSSIBLE
“We showed that we are many and that we are organised”, Emma Aviles
something for the better, we can just get out there and say it, in whatever way is true to ourselves. Language is used by the powerful to control the space in which people engage with governments, institutions, etc, but their jargon is no match for a unified battle cry. Next to speak was Michael Kerrigan, President of USI, who discussed the perpetually increasing fees and other difficulties facing students in Ireland trying to access third-level education. According to Michael, Ireland will soon have the highest fees in the EU. Students are living in poverty as a result of the increasing cost of thirdlevel education, coupled with the housing/rent crisis, which prices students out of the market. Finishing off his address, Michael spoke of the importance of voter registration and the current #GetRegd campaign. We have a Right2Education and we have to work together to achieve this goal. The final presentation was by Dave Gibney of Mandate Trade Union/Right2Change, in which he asked attendees to consider what has been done so far and what more can be done in the future. If we are in agreement
“Be in struggle with each other, learn from each other and build international solidarity”, Winnie Wong
Michael Kerrigan, President of USI Right2Water movement was the biggest civil society movement since independence; we’ve done it before and we can do it again. Another Ireland is possible! 35
Equality Update
Equality Representative Training
Pictured front row l-r: Catriona Dewane (An Post Admin Managers’ Branch), Chris Dempsey (UPS), Sinead Griffin (Waterford Postal), Sinead Power (Post Insurance), Barry Shankland (eir Dublin No 2) and Ann Cullen (Clonmel Postal). Pictured front row l-r: Declan Curley (DPAB), Claire Earley (Athlone Mails Centre), Anne O’Brien (Waterford Postal), Sandra Brewer (Post Insurance), Kevin Molloy (North Wexford/South Wicklow Postal) and Dermot Walsh (DPAB).
Insurance and UPS. The training consisted of a variety of topics from leave arrangements, equality fundamentals, women in trade unions to disability awareness at work. Our thanks to all the attendees for their participation.
Once again, we ran our Equality Representative training in Union Head Office on September 27th & 28th. This year as in other years the course was well attended with representatives from eir, An Post, Post
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Equality Update
CWU Supports Mental Health Awareness through See Change See Change – the national mental health stigma reduction programme
See Change, established in 2010, is a national partnership working to change minds
you don’t need to know. It is more important to respond sensitively to someone who seems troubled that to find out whether or not they have a specific diagnosis.
about mental health problems in Ireland. The partnership is made up of over 100 organisations and 60 ambassadors who work to create a community social driven movement to reduce the stigma and discrimination associated with mental health problems.
•
Let them know that you are there if they want to talk Let them share as much or as little as they want to Don’t try to diagnose someone or second guess their feelings Keep your questions open ended Reassure them that what they tell you is private Talk about wellbeing and ways of destressing
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See Change has identified the workplace as a key setting for social change around attitudes to mental health problems to take place. Through our Workplace Pledge Programme we hope to facilitate a cultural shift in workplaces so that employers and employees feel supported and secure in starting a discussion about how mental health can affect each one of us. For more information on this programme please visit: http://www.seechange.ie/see-changeworkplace-pledge/
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SUPPORT SERVICES:
Tips on supporting a family member, colleague or friend who might be experiencing a mental health problem. There is no simple way of knowing if someone has a mental health problem and sometimes
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Samaratins: 116123
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www.yourmentalhealth.ie
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Your Employee Assistance Programme at work
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Your GP Article kindly produced by See Change
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Moldova 2017 A Resident enjoying a packet of crisps in the sunshine
As the saying goes …… “Bringing a smile to needy children “
It was a long few months preparing for the journey but the pride both Brian and Rita felt sitting at the port on the 6th September preparing for this journey that would take over 12 days of travelling either side of arriving in Moldova was unbelievable. Being the first Convoy we have both done, it was a challenge to get out and understand what was involved with travelling through different countries and getting to know all your colleagues from Eir, BT, Royal Mail and N Power along the way. But it was great to have our colleagues from Eir to guide us down through England once we got off the ferry in which we would then meet the rest of the team at the Royal Mail Centre to start our journey out to Moldova. Times we were nervous, times we all laughed and times we cried at the conditions of what we all would see driving through different countries and visiting families with children with disabilities. You really rely on your colleagues along the way, it’s a team effort!! These children had no chance in this world until the phoenix centre was built 4 years ago. Arriving in Moldova at the phoenix centre was an image both Brian and Rita will never forget. The children were full of smiles and very grateful for all the supplies that were brought over. The children have a lot of physical disabilities and before the phoenix centre, they had no hope for the future. The Phoenix centre changed all this for the children. To see new faces and have fun with the volunteers, laugh with the children, play football, basketball maybe just sit and play a game of domino’s which unfortunately they lost miserably on….. The children were too clever!! Over the next number of days we unloaded our An Post and Eir van as all these supplies were for the phoenix centre itself with some of the clothing being used also for families in need. Our colleagues from the UK brought supplies for families and crucial equipment for children with disabilities. Some families came to the centre to collect the food and supplies and clothing we had for them, some travelled in a car or van of some type,
... and that’s exactly what Brian Ryan (Edmondstown D16) and Rita Gaffney (Training and Development), feel they achieved on this year’s convoy to Moldova. We took to the road on the 6th September 2017 with our An Post van packed to the roof full of supplies and goodies for the children in the Phoenix Centre, Riscani, Moldova. This convoy has been running for over 22 years and this was the first year Brian and Rita took part in this convoy with CWUHA. We began our fundraising in February and pushed ourselves as far as we could with the fundraising events which included Brian’s 50K Cycle and Rita’s Mini Marathon with the support of An Post Colleagues and Friends. We approached businesses who deal with An Post together with family and friends to raise as much funds as we possibly could. People often asked us how much we needed to raise or were we near our target. We always told people it doesn’t stop with fundraising that we need as much as we can get to fill our van for this journey. It all depended on what was on our wish list and how much we would need to purchase these items. We were privileged to have been given the chance to meet our counter parts in Eir – Jim Ryan and Pat Broderick. The excitement grew when we started loading the vans and completing the manifest with the two lads from Eir. This was all becoming very real in the journey we were about to undertake. We laughed along the way and had to do a bit of sweet talking to get our van’s weighed without having to pay as every little bit of money was needed for this trip. But we got there in the end!! You done what you needed to do in order for the Irish volunteers to be ready and prepared for this journey. Days are long, a lot of collecting and running around was needed and co-ordinating what needed to be done, but the hard grafting is part of why you choose to go on this convoy. 38
Pictured l to r: Brian, Rita, Monica, Jim and Pat
Rita Gaffney (Training and Development) and Brian Ryan (Edmonstown D16), organisers of the Moldova 2017 run. some travelled by horse and cart. Images of the children amazed at the sweets they received definitely would stay with you forever. Teddies were such a novelty but it was there’s and they were content that it was something they would own and have for themselves. At the week progressed we went to meet families in need with disabled children, we delivered wheelchairs, food, and other items that were necessary to give them some quality of life. Their homes were basic, they appreciated every single item we gave to the families, they hugged us all and took pictures with us, and some were very emotional as it was like a light was switched on with them now that the children would have some freedom in being taken outside in their wheelchairs,
something they could not do before. These were tough days and emotions run high when you see what these families have and how appreciative they are. It just makes you think of why you came and what you can do to keep improving the lives of children and families who once were forgotten about. We may have returned to work as normal but the memories will live forever and both myself and Brian both hope someday again, we will get a chance to experience all of what it feels to make a difference to these children’s lives. Thank you to both the CWUHA and An Post for allowing Brian and Rita the privilege to have travelled on this year’s CWUHA convoy to Moldova.
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Education Update
Branch Secretary Stage 2 Training 2017 The Branch Secretary Stage 2 training course was held in October of this year. The training built on the previous experience of Branch Secretaries who have been re-elected to their role. The course covered subjects such as health and safety, disability awareness, negotiation skills and many other topics relevant to the role.
Margaret Hegarty
PHOTO ABOVE: Pictured back row l-r: William Donnelly (Enniscorthy Postal), John Sharkey (Castlerea and District Postal) and Barney Foley (eir Dundalk). Pictured front row l-r: Mike O’Connor (Vodafone), Margaret Hegarty (Cork Mails Centre) and Sean Morrissey (Kilkenny Postal).
William Donnelly
Barney Foley and Sean Morrissey
Mike O’Connor, Vice-President
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John Sharkey
Education Update
Mallow Postal Committee Training 2017 In attendance were:
The Education Committee headed south to deliver committee training to the Mallow Postal Branch during the summer. With a high turnout the course focused on the role and function of the Committee and other IR related matters. Our thanks to the Branch for all the local level arrangements made.
Ray O’Brien, Tom Daly, Jerry O’Brien Snr, Eddie Corcoran, Tadhg O’Connell, Siobhan Creed, Jerry O’Brien, Edward Griffin, Maurice Hartnett, Donie Lyons, David Nolan and Tim Noonan.
Dublin Postal Clerks Committee Training 2017 In attendance were:
The Dublin Postal Clerks Committee Training took place on Friday August 18th. The course covered topics such as ASMP, Grievance and Disciplinary procedures, employment law etc. We wish to thank the Committee for their attendance and active participation.
Willie Mooney, Joe Daly, Dave Sheehy, Danny Hoare and Gary Langan.
Dublin Postal Drivers Committee Training In attendance were:
The Dublin Postal Drivers Committee had a training course held in Union Head Office on Saturday, June 17th of this year. Our thanks to the committee for ensuring a high attendance at the training.
Paul O’Neill, Stephen Branigan, Derek Keenan, Niall Gaffney, Niall Bolger, Kevin Mulligan, Mick Wade, Brian Launders and Danny Keenan.
Administrative Managers Branch Committee Training In attendance were:
The Education Committee was delighted to be in the position to deliver a course to the newly formed Admin Managers Branch. We wish the Branch every success in their endeavours for the coming year and our thanks for their attendance on the day.
Donal Mullane, Sean Carey, Joe Bowden, Caroline Fox, Ger O’Byrne, Niall Phelan, Catriona Dewane, Michael Kirwan, Saoirse Kennedy and Alan Lynam.
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Education Update
Committee Training Union Head Office and 15th. We were pleased to have members attending from Branches across the country and from various employments. Again, we thank all those participants who made the extra special effort to attend the training in HQ and we wish each of you every success in your role as Representatives.
Each year we offer training to Branches who have nominated Committee members and whereby it is more feasible to deliver the training in Union Head Office. This ensures that all those who have put themselves forward have an opportunity to participate. This year, we offered two training courses on November 14th
Pictured above, November 14th Group, in attendance were: Sean McKeon (Carrick-on-Shannon Postal), Deven Beale (Birr/Roscrea Postal), Elaine O’Connor (Tralee Tels), Paul Farren (Westport Postal), Michelle O’Halloran (Tralee Tels), Chris Dempsey (UPS), William Ireland (Cork Mails Centre), Flan Enright (Ennis Postal), Bernard Doyle (Carlow Postal), Mary Lynch (Birr/Roscrea Postal) and Derek Horan (Ennis Postal).
Pictured right, November 15th Group, in attendance were:
Coleman Culleton (Kilkenny Postal), Arno Korthout (Kilkenny Postal), Arthur Hannon (eir Dublin No 2), Emily Griffin (Cavan Postal), Sinead Griffin (Waterford Postal), Ann O’Brien (Waterford Postal), Sandra Brewer (Post Insurance), Fiona O’Neill (Post Insurance) and Sinead Power (Post Insurance).
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Education Update
Dublin Postal Delivery Branch Committee Training In attendance were:
We once again had a large group from the Delivery Branch for training which took place on Saturday, May 6th and we wish the Branch Committee members every success for the coming year.
Colin Armstrong, Michael Chmielewski, Anthony McMahon, David Newman, Sean Berry, Gary Conroy, Richard Edgeworth, Gerard Tighe, Garret Banks, Paul Kenny, Anthony Farrell, Patrick Kerrigan, Sean Boylan, Alan Macken, David Thornton and Gearoid Corcoran.
Dublin Postal Amalgamated Branch Committee Training In attendance were:
The DPAB Committee had a training course in Union Head Office on Friday August 11th and once again a high number from the Committee attended. Our thanks to all for their participation on the day.
George Ellis, Anthony Larkin, Declan Curley, James Moore, Lesley Sheridan, Marian Concannon, Tony McGrath, Paula Martin, Dermot Walsh, Stephen Boyne, Deirdre Kearney and Adrian Scanlon.
Branch Secretary Stage 3 Training Finnegan Cavan Postal, Sean Murtagh Carrick-onShannon Postal, William A O’Callaghan Cork Postal Clerks, Tom Prendergast Portlaoise Postal, Michael Wall North Kerry Postal, William Bell Galway Area Postal Managers, Noel Murphy eir Cork District, Jer Harnett Tipperary Postal, John McEvoy PhoneWatch, Gareth Daly Athlone Mails Centre, John Delaney Thurles Postal, Sean Morrissey Kilkenny Postal, Kevin Molloy North Wexford/ South Wicklow Postal and Barry Carr Mullingar Postal
The Branch Secretary Stage Three course has been reinvigorated to offer longstanding Branch Secretaries the opportunity to attend training on new subject matter and to further develop their thinking on trade union issues. Our thanks to Stevie Nolan and Mel Corry as the course was well received by all.
In attendance were: Declan Fitzgerald West Cork Postal, Mark Moloney Clonmel Postal, Tony Harnett Kilmallock Postal, Matt
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CWU HUMANITARIAN AID CONVOY VOLUNTEERS Personal Details FIRST NAME S : (as it appears on Passport) SURNAME: (as it appears on Passport) Passport No.:
Issuing Authority:
Date of issue:
Date of expiry:
Date of Birth:
Place of Birth:
Address : Postcode:
Home Tel:
Mobile
Work Tel:
Can Mobile be used abroad?
YES NO
Na onality:
Email: Emergency Contact:
Contact No.:
Employer: Do you have a valid licence B?
YES NO
Work Loca on:
Driving Qualifica ons: Driving Licence No .
Date Test Passed:
Have you received First Aid training?
YES NO
Language Skills :
Other Skills: Signed: Date:
PLEASE RETURN TO :
Pascal Connolly, NaƟonal ExecuƟve Council, Communica ons Workers’ Union, William Norton House, 575-577 North Circular Road, Dublin 1, Email: pascal.connolly@openeir.ie
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STRUCTURE OF THE CWU Changes to Headquarters:
Terry Delany, Deputy General Secretary, is to retire at the end of December and on Terry’s retirement, Séan Mc Donagh is appointed Deputy General Secretary. Fionnuala Ní Bhrógain is National Officer for Organising and Call Centres. Diarmuid O’Connell has replaced Gerry O’Rourke (who retired) as an Organiser.
Seán McDonagh – Deputy General Secretary ■
■
■ ■
● ●
Overall responsibility for An Post to encompass: ● Pay & Allowances ● Collec on & Delivery ● Mails Processing ● Clerical Administra on ● Ancillary Services ● Managers (PMG Group) ● Partnership Organise and progress all claims at the JCC, WRC/Labour Court, and Monitoring Group Manage CWU Regional Officers role & responsibili es An Post Pension Trustee
Cormac Ó Dálaigh – Na onal Officer (Postal) ■
■
■
■
● ●
Jimmy O’Connor – Na onal Officer (Telecoms) ■
■ ■ ■ ■
eir IR: ● Access Networks Centres ● FAST ● Build ● Plan Desigh ● AEH Facili es External comms companies (contractors), KNN, Secto Medisan CWU Humanitarian Aid ESCCU, JCC
Ian McArdle – Na onal Officer (Telecoms) ■
Postal/Courier private sector companies: ● UPS ● DPD ● IO Systems ● Sodexho An Post subsidiary companies: ● One Direct ● Billpost ● Printpost ● Data Ireland ● PCI Processing/overseeing all grievance & disciplinary cases across An Post (in Dublin) General responsibility for all issues associated with the following An Post Joint Working Groups: ● ASMP Accommoda on Joint Quality Group
Uniform & Workwear Business Ini a ves
eir IR: ● Service Opera ons ● eir Business ● Core Opera ons ● Retail ● IT ● Regula on ● Facili es ● JCC ● Vodafone ● Phonewatch
Fionnuala Ní Bhrógáin – Na onal Officer (Organising) ■
■ ■ ■ ■
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Responsible for dra ing & implemen ng the Union’s Organising Strategy Oversees the Organising Department NEC Sub-Commi ee: Organising Member of the ICTU Execu ve Officer in charge of Telecoms Call Centres
CWU People
The CWU Band played their Annual Christmas Concert in CWU headquarters on Saturday 2nd December and raised funds for the homeless.
Pictured at the Concert were 6-year-old Dara NTE (above) who really enjoyed the Christmas songs and Anita O’Connor (left) who is pictured with her daughter, Hanah, while Dad, Pat, played the trumpet in the band.
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CWU People
Joe Byrne Retires
Jarlath Heneghan presents Joe with his Union Scroll and Badge.
Joe was an active member of Ballyhaunis Branch having served on the committee and as chairperson for many years. We wish Joe every success on his retirement.
Joe Byrne Ballyhaunis D S U recently retired. At a function held to mark his retirement he was presented with the Union Scroll by Jarlath Heneghan who thanked him for 41 years of service.
Joe is pictured with his family and colleagues at a function to mark his retirement.
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CWU People
Mallow Postal Branch says goodbye to two former Branch Secretaries on by taking over a Treasurer. Jerry leaves the Branch in a healthy position and has past on the activist bug to he’s two sons who are both on the Branch committee. Tom Walsh also retired in September. Tom was a very active member of the Branch. We’d like to wish them all a happy and healthy retirement and thank them for all their support and service to our Branch.
Francis Egan a former Secretary of the Branch retired in August following 40 years with An Post. Francis was involved in the Union and committee for years and we wish him all the best with his retirement. In September Jerry O’Brien retired following 44 years of service with An Post. Jerry has been a member of the Union since joining and held various positions in the Branch, He was secretary for 7 years and followed
Mallow Postal Branch members
Steve, Jerry and Martina
Ray presents Francis with his Union Scroll
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CWU People
Graduation Celebrations for David Kane and Barry Carr On the 23rd November 2017, David Kane and Barry Carr graduated from The National College of Ireland following a two-year course there. They received a Special Purpose Award: a Certificate in Trade Union Studies. The modules covered in this course were - Irish Employment Law, Collective Bargaining, Economics, Equality and Diversity, Human Resource Management and Safety, Health and Welfare at work. David and Barry would like to thank Union Headquarters for their support and encouragement over the past two years.
David Kane (Chairman Mullingar Postal) and Barry Carr (Secretary Mullingar Postal) pictured on their Graduation Day.
PJ Durcan Retires PJ Durcan recently retired from the Ballina Postal Branch. He is pictured here receiving his Union Scroll from Malachy McCarron, Chairman, and Deirdre Medlar, NEC.
Tom Keane Retires Tom Keane being presented with his Union Scroll by John Sexton, Galway Postal Branch on the occasion of his retirement from Clifton DSO.
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CWU People
Remembering Shane
Members of the Mullingar Delivery Services Unit of An Post, together with friends of Shane O’Connor, gathered to take part in their annual Karting event in his memory. As always, this special event was run by Shane’s close friends and former workmates, Trevor “Trev” Thompson and Mark “Ernie” Murray. This is a great occasion to get together for a sporting and social event to remember and honour Shane’s memory This year saw a brand new winner with Trevor Thompson pipped at the post by Shane’s brother, Martin, for the coveted first place! Shane’s son, Luke O’Connor, presented his Uncle Martin with the Cup. At last, Martin’s ambition to win this Karting event was realised.
2017 Champion Martin O’Connor is presented with the Cup by Shane O’Connor’s son, Luke.
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CWU People
The hilarious new game from Irish company FICKLE GAMES Rampunctious is the hilarious new game from Irish company Fickle Games. It’s a party game about making puns. The aim is to make the worst pun possible and, maybe, make everyone cringe and hate you a little... in a good way. Fickle Games was founded by game designer Jen Carey in 2016. Jen studied computer game development in Carlow Institute of Technology and worked in the industry for a number of years before branching out to board games. She is currently a lecturer in game narrative in Pulse College, Dublin and a board member of Imirt: The Irish Game Makers’ Association. Jen is a firm advocate of equality within the game industry and within life in general - and regularly speaks at games events highlighting the obstacles facing women in the industry. She also helps organise a number of events from social gatherings to showcases and talks with Imirt. Jen has a long association with An Post through her father Seán. Her brother, also Seán, currently works there as well, while her grandfather, Eddie Carey, is retired from SDS.
Rampunctious game designer, Jen Carey
For more information on Rampunctious check out
rampunctious.com 52
CWU People
Anthony Gilboy Retires Anthony Gilboy retired from Ballina Postal Branch recently. He was attached to the Belmullet PO Delivery Office. He is pictured here with his work colleagues and the Post Mistress, Una Faherty. We wish Anthony every success on his retirement.
Anthony McGarvey Retires Antony McGarvey (pictured centre) has retired after 40 years service. He was presented with his Union Scroll by Chairman Liam O’Grady and Ken Goode (NEC) at his recent retirement party
Tom Collins Retires
Pictured l to r: Danny Millea,Ollie Power, Tom Collins (who served as a postman in Callan and in the DSU in Kilkenny over the last 10 years), Joe Fitzpatrick, Greg Stanley and Seamus Doheny.
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CWU People
Joseph Doherty RIP the then Letterkenny Branch and in later years the Sligo District Branch. He was on his retirement – a CTL in the Internal Build Organisation. He will be sadly missed by all in the Branch.
It is with great sadness that we have to report the passing of Mr Joseph “Roaring Joe” Doherty, from Glenkeem, Milford, Co Donegal, who died on the 11th September 2017. Joe was a former stalwart of the IPOEU in the Eighties & Nineties within
May he Rest In Peace
Desmond O’Connor RIP members and worked closely with the Branch Officers in formulating motions to Biennial Conference. A testament to his level of dedication to the CWU was evidenced by his attendance at this year’s branch AGM while he was still quite poorly, and the standing ovation he received from his branch colleagues after yet another one of his notable speeches. Outside of work, Des was a proud family man and is survived by his wife Mary, his son John, sonin-law Stephen, extended family, and many friends and work colleagues. On behalf of the CWU Dublin No.2 Branch, CWU Executive and National Officers, we extend our deepest condolences.
It is with great sadness we have to report the death of our friend and esteemed colleague Desmond “Doc” O’Connor on the 25th of October 2017. Des joined the Department of Post and Telegraphs as a trainee installer in 1982 in North Dublin and continued his working life as a COT1 serving the people of north county Dublin until his untimely death this year. Des was a member of the CWU Dublin No.2 Branch and served on the committee as a representative and trade union activist. He was a very committed trade unionist and a strong believer in natural justice for working people. He was never afraid to articulate the views of the members he represented nor the wider views of the Communications Workers’ Union. Des gave freely of his time when representing his
May he rest in Peace.
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Book Review by Adrienne Power
ANYTHING IS POSSIBLE Author: Elizabeth Strout
written they really wrench at the heart strings, some never to be forgotten. Rich in emotion. Like a microcosm of life. Her writing is astounding. It is like she sees into the true soul of the living. This is a book that is jam packed with hope. The final story “Gift” is my favourite. It is the perfect ending to a perfect book.
The superb Pulitzer Prize winning Elizabeth Strout w has another fabulous book centred around small town American life. Her cast of characters are heart warming and are so well
“This is a book that is jam-packed with hope!” GIRL UNKNOWN Author: Karen Perry A
I liked the way this was written. It was interesting to see the two impressions of Zoe through their differing eyes. David would see Zoe as waif-like and innocent and Caroline would see her as devious and false. This book is chock full of intense drama. I ended up reading this from cover to cover in one sitting. Loved this quote from the book: “I thought of these strands of DNA and imagined them to be threads escaping their spools. She was a thread that ran through the fabric of our family.....woven into a complex tapestry. Love, trust, fidelity: these were the strands that bound us together.”
A psychological thriller that came out in 2016. Written c by the Irish duo Karen Gillece and Paul Perry, known as Karen Perry. ‘I think you might be my father . . First year student, Zoe Barry, tells David Connolly, Professor of History, in his University office. The story is told in alternating chapters by the husband and wife characters, David and Caroline. Zoe imposes herself into their family, as the unknown daughter of David from a previous relationship in college, with devastating effect on them and their two children.
“Families don’t come apart because a thread has loosened. The break, when it comes, is sharp, brutal. It takes ripping and hacking to tear the tapestry apart.”
“A tense thriller that uses dysfunction in the family to great effect?” 55
Book Review by Adrienne Power
MURDER ON THE ORIENT EXPRESS Author: Agatha Christie A
So be ready to step back in time to a bygone age when wealthy people travelled in stupendous luxury. This is a wonderful old-fashioned mystery to read this time of year. In this story there is a very thin line between good and evil and how good people can be pushed over the edge to do evil things. Agatha Christie, the best-selling author of all time for good reason! Her Mysteries are brilliant!
Following a snowstorm, leaving the train stranded, a le wealthy passenger is found w dead in his cabin. Luckily d the t famed Belgian detective “Hercule Poirot” is aboard and ready to put his little grey cells into action and solve the case.
“The murderer is with us- on the train now…!”
JOURNEY TO MUNICH A Author: Jacqueline Winspear (a Maisie Dobbs Novel)
created a fascinating and strong female character. In the first book we meet Maisie as a very young lady’s maid in a grand house. Now she is a Lady herself after marrying in to the British peerage. After leaving Spain where she was a nurse in the civil war she is now working for the secret service in London. She is witness to the Nazi evil about to take form. This is a thoroughly exciting spy mystery to escape the cold winter weather with.
This is the twelfth in the Maisie Dobbs series and one M of the best. This time Maisie Dobbs is a spy in Germany. She has been sent to extract a rich industrialist who is important to Britain by posing as his daughter. Jacqueline Winspear has
This is a thoroughly exciting spy mystery with which to escape the cold winter weather! 56