Connect March 2014

SPRING 2014 VOL: 16

NO. 1

7th Biennial Conference

Killarney Convention Centre 7th to 9th May, 2014

Editorial

Dear Colleague,

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

2-3

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

4-11

Halligan Insurance Scheme . . . . . . . . . . . . . . . . . . . . . .

8

Once again as we come around to the CWU Biennial Conference, it is a time when our members through their Branches debate the performance of the Union over

Violence and Persecution of Columbian Trade Unionists MUST end! . . . . . . . . . . . . . . . . . . . . . . . . 12-13 What the papers DIDN’T say! . . . . . . . . . . . . . . . . . . . . .

14

Busy times for CWU Band . . . . . . . . . . . . . . . . . . . . . . .

15

the past two years and also decide on policy for the next two years. Of course it is also the time when what is the parliament of the Union elects its cabinet,

Postal Update . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16-21

(the National Executive Council) for a two-

eMobile offer . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

18

year period. It is also an occasion where

Equality Update . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22-23

you see real democracy in action, as the

Education Update . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24-25

Officials and the Executive of the Union are asked to account for their stewardship and

Organising Update . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26-29

give an up-to-date report on all of the

Youth Committee Update . . . . . . . . . . . . . . . . . . . . . . . 30-31

decisions

No matter how bad the times, the State always

conference.

has enough to pay consultants . . . . . . . . . . . . . . . . .

32

CWU People . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 33-45

taken

at

the

previous

The main theme and issue of the upcoming Conference is likely to be pay.

For the majority of members there has

Book Reviews . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 46-47

been no pay movement over the last five to

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

six years and that is against a background

48

of increasing taxation.

However, such

attacks on people’s income have not been

Editor: Steve Fitzpatrick Sub-Editor: Imelda Wall Issued by: Communications Workers’ Union, 575 North Circular Road, Dublin 1.

Telephone: 8663000 and Fax: 8663099 E-mail: info@cwu.ie Incorporating the PTWU Journal, THE RELAY and THE COMMUNICATIONS WORKER The opinions expressed by contributors are not necessarily those of the CWU. Photographs: John Chaney Printed by Mahons Printing Works, Dublin.

replicated in the richest levels of Irish society and there has now been sufficient number of studies to prove that the gap between the “haves and the have nots” increased further during the economic collapse. It is now obvious that the socalled upper echelons of our society today have almost become immune from any impact of the financial cycles which they

2

force ordinary people through. Indeed, it has now emerged politically worldwide that multinational corporations carry much more muscle than most national governments.

One only

has to look at how slavishly austerity measures were carried out by our own government through the auspices of the so-called Troika.

There is increasing doubt as to whether or not in all cases the Troika even operated within EU legislation and there is absolutely now no doubt that austerity policies in many cases made the bad situation worse.

Steve Fitzpatrick, General Secretary, CWU

This of course begs the question as to what is the correct political response. If one is to examine national elections and particularly

differences to crush working people and their

presidential elections, it has become obvious

communities in their never ending pursuit of

that there is a growing percentage of people

profit. The failure of all concerned to develop a

who wish to move away from the centre right

movement

so broad-based that it could

policies of Fianna FĂĄil and Fine Gael (usually

actually challenge the establishment, is a

supported by Labour). We now have a myriad

refusal to reform and compromise in the name

of small far left parties along with a number of

of the majority of the Irish people leading to

like-minded Independent’s, in addition to Sinn

ultimately an abject failure to represent their

FĂŠin and the Labour Party who all purport to

constituency properly.

represent the best interests of working people.

Of course there will be many other issues

As they are presently constituted, they offer no

discussed

prospect of taking on the parties who have

Conference and we will have an input from

dominated Irish politics for so long. Indeed, as

comrades in other jurisdictions, from the Irish

a trade union activist dealing on your behalf

Congress of Trade Unions and from other Irish

with the impact of the failed policies of

Trade Unions.

successive governments, it distresses me that

despite the difficulties we are presented with

the forces of the left, the trade union

that we have to be seen to make some

movement and community groups have been

movement on pay. Not only do our members

unable to put together a broad umbrella, under

need to see an increase in their take home

which we could all identify the common enemy.

pay, but I believe it is vitally important that

It seems to me that too many of those people

Ireland as a whole gets a pay rise, in order to

are far more interested in being politically pure,

allow people to spend which inevitably

rather

reverses

than

swallowing

some

of

their

and

debated

at

the

CWU

It is our sincere view that

the

downward

spiral

of

differences in order to fight the real enemy.

unemployment and emigration. We will have

Point scoring and finger pointing will achieve

many

nothing when pitted against an establishment

Conference, but pay will top the agenda and

which has no problem putting aside its

will have to do so for the next two years also.

3

other

topics

to

discuss

at

the

Telecoms Update

PROGRESS MADE IN DISCUSSIONS WITH FIRSTSOURCE The settlement terms issued by the Labour Relations Commission in the dispute at Firstsource provides for the setting up of Working Groups to deal with complaints made by members in Firstsource regarding working conditions. The Union has made progress at the Working Group and below is a Newsletter issued to members in Firstsource.

5.

Item: Staff on Capita, Rigney Dolphin contracts being passed over for promotion Agreement: Firstsource provided the Union with a list of promotions since transfer outlining the number of promotions between TUPE staff and new hire staff.

It shows 70% of promotions have been made within the TUPE population.

6.

Item: Short notice regarding rotas At both meetings held in Dublin and Cork the Union was made aware by its members that this was a major issue for them. We have now secured an agreement with Firstsource that as and from February 17th a five week rota will be provided for all staff in both Cork and Dublin.

7.

Item: Delays in processing leave applications Agreement: Again this was one of the major issues that we were made aware of at our meetings with staff. The Union has now secured an agreement that a 48 hour turnaround will operate for all leave applications.

8.

Item: Quality - The selection of call types is always negative and the feedback process is poor Agreement: It was the view of our members that the selection of calls was in every case relating to negative calls.

However, Firstsource have confirmed with us that all calls are selected randomly. The Union has now secured an agreement with Firstsource that both negative and positive calls will be communicated to staff and the feedback process will be looked at again.

9.

Item: Queue Busting Agreement: The Union has now secured an agreement with Firstsource that the issue of Queue Busting has now ceased and will only occur at the request of the client.

NEWSLETTER Working Groups Report 10th February 2014 1.

Item: Red Alerts The Union is aware that red alerts are being issued to staff on an ad hoc basis. We are continuing discussions with Firstsource on this matter with a view to reaching agreement regarding a defined list of reasons when a red alert is issued.

2.

Item: Targets changing without any consultation with the Union Agreement: The Union has reached agreement with Firstsource that targets may only be changed with the provision of 30 days notice and any proposed changes would be notified to the local union branch.

3.

Item: No Team Briefings Agreement: It has now been agreed with the Union that Firstsource will target two team briefings to take place within a 30 day period. If for whatever reason this does not happen, the local branch will be informed as to why the team briefings are not taking place.

4.

Item: Shortages in staff wages The Union is aware that shortages in staff wages have been an issue in both Cork and Dublin and have raised this issue with Firstsource. Firstsource response was that it is their policy that anything over â‚Ź150 of shortage in pay will be paid between pay dates. This situation is totally unacceptable to the Union and we have requested that Firstsource seek a change in this policy for their operation in Ireland.

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Telecoms Update 10. Item: Training insufficient for Staff Agreement: The Union has now secured agreement with Firstsource that refresher training will take place on an on-going basis and that they will re-evaluate training for all new hires. It has also been agreed to ensure that all product updates with be trained / briefed to staff as soon as it is possible to do so.

13. Item: Lack of facilities and lockers in both Dublin and Cork Agreement: We believe the facilities in Cork and Dublin are not at an acceptable level for our members employed in these areas. We are conscious that it is eircom who provide these facilities and it has been agreed by the Union and Firstsource that we would jointly enter into discussions with eircom to have this situation addressed.

11. Item: Managers refusing to take customer calls Agreement: Firstsource confirmed that Managers are responsible for taking escalated calls unless under exceptional circumstances. They confirmed that this had been communicated to Managers.

Conclusion You will recall that part of the Recommendation from the Labour Relations Commission was to set up a Working Group to deal with the many issues that were raised by our members in the meetings that we had in both Cork and Dublin. By no means is this list exhaustive and if you as a member feel there is any item you wish to have included for discussion at the Working Groups, please ensure that you contact your local union representative.

As you can see from the above, we have made progress and reached agreement on a number of issues.

However, if you feel that these agreements are not being adhered to within your area, please ensure that you alert your union representative and we can then deal with this matter at group level.

12. Item: Stats being provided to staff every hour Agreement: In the meetings that the Union had with its members in Cork and Dublin this issue was probably the most contentious. Following discussion with Firstsource, the Union has now secured an agreement that stats will only be provided to staff who have requested them.

Union Secures Pay Increases at Vodafone

The 2010 Labour Relations Commission recommendation provided for pay increases with different commencement dates for staff represented by the CWU.

from July 2013. Members covered by the collective bargaining agreement received a 1.5% pay increase with effect from January 2013. In the case of our members in Retail, the Company is conducting a review of the Retail area, which includes a review of the roles and responsibilities of the members employed in Vodafone Stores. On completion of this review, the Union will meet the Company to discuss pay increases for these members.

The Union has served pay claims on companies that provide services to Vodafone namely Netshare, Obelisk and Rigney Dolphin.

In 2013, the Union had meetings with the Vodafone CEO and Senior Management in relation to pay increases and following on from which, a pay review for members on personal contracts was carried out taking into account benchmarking and individual performance. Increases were awarded to these members, which averaged 1.5% with effect

5

Telecoms Update

Union conducts ballot for industrial action at PhoneWatch employees are still employed by the same entity.

Therefore, nothing has changed from a contractual perspective for the current employees”. Consequently the terms and conditions of PhoneWatch staff remain unaltered as a result of the sale of the company to Sector Alarm Group”.

To add insult to injury, Management issued a circular on the 5th February 2014 to our members in PhoneWatch stating “There was a 32% increase in sales of new systems on the prior year. Installations had increased by 37% on the prior year. The base figure for customers had increased 48% on the prior year enabling the company to hit the 90,000 customer base target”. The circular went on to state “A very sincere well done and congratulations to each and every member of staff in PhoneWatch for their considerable contribution to a truly excellent company performance”.

The Union organised meetings of members and there is an unprecedented level of anger amongst the members at the way they are being treated by Sector Alarm. The Union conducted a ballot for industrial action, the outcome which is as follows.

In May 2013 Sector Alarm, a Norwegian company, purchased PhoneWatch a wholly owned subsidiary of eircom. Members in PhoneWatch were comprehended by the eircom Rescue Plan which provided for a pay freeze until 2013. The Union engaged in discussions with both the Norwegian and Irish based management of the company with a view to securing pay increases for members in light of the change of ownership. The company finally responded in January stating they had no intention of increasing basic pay and furthermore it is their intention to create a new pay model under which basic pay does not increase and additional earnings only come about as a result of participating in revised bonus and incentive schemes. In the meantime, the company has proceeded to abolish a loyalty bonus under which, members receive a €500 lump sum payment after 5 years service and a €1,000 lump sum payment after 10 years service. The company also abolished the Safe Driving Awards Scheme under which employees were awarded €250 per annum in the event that they were not involved in any road traffic accidents in the preceding twelve months. The company abolished an incentive scheme that operated in the customer service area for the past five years which was worth €63 per month to members on the grounds that it was only a “temporary arrangement”. The company has also announced its intention to change the terms of an agreement known as “Specials” under which Engineers are paid an agreed rate of pay for work carried out outside normal working hours. The changes will result in a significant loss in earning for Engineers and the company has put forward proposals for compensating Engineers which are unrealistic.

Finally, the company have informed the Union they intend to bring forward proposals to “significantly reduce the period of time for which people are paid while on sick leave”.

All of this is happening despite assurances contained in a letter to the Union dated 10th October 2013 concerning the Change of Ownership. The letter states “PhoneWatch was sold by eircom to Sector Alarm Group in May of 2013. The company was sold by way of a share sale, and while the sale resulted in the change of ownership of PhoneWatch, all

Dermot O’Malley & Co. Chartered Accountants & Registered Auditors 07 March, 2013 RE: BALLOT CWU’S CLAIM WITH PHONEWATCH ON PAY AND TERMS & CONDITIONS OF EMPLOYMENT The following is the result of the ballot count which took place at our office today: Total number of valid votes in favour of the proposal Votes against the proposal Spoiled votes Total number of votes

87 2 NIL 89

Yours sincerely, Dermot O’Malley

The Union has served strike notice on the Company.

6

CWU SAYS

NO WAY! Pay Increase Loyalty Bonus Safe Driving Awards Incentives Specials Sick Payments 7

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Telecoms Update

Telecoms Regulation ESB to enter Broadband Market Legislation was brought before the Dáil and Seanad in February that will allow the ESB to enter the broadband wholesale market via a joint venture which is likely to involve Vodafone.

network, this electricity infrastructure will be utilised where and to the extent it is practicable to do so”.

It is clear from these observations that the ESB joint venture will be competing in areas where it is highly likely that there is already existing broadband providers. In other words, the joint venture is very likely to be competing with eircom, SKY, UPC and others to provide high-speed broadband services. Rural Ireland will, it seems, be left behind once again and the digital divide between the haves and the have nots of broadband will continue to grow. It is misleading therefore to hear politicians represent this development as one which will provide broadband to rural Ireland.

If anything, this development underlines the need for a Universal Service Obligation for broadband in Ireland. In a recent interview given by Kevin O’Brien, Commissioner with ComReg, he said that is was not necessary to designate broadband as a Universal Service Obligation at this time. He believed that the “market has actually delivered for most of the country, meaning that you now see broadband penetration [as a percentage] in the high 60s”. Instead, ComReg has decided to leave things as they are at a “safety net level”. The safety net level it appears in this case is that of government intervention. ComReg it seems does not see its role as being one to encourage high-speed broadband development in rural Ireland. Rather that this is the job of government and the industry.

The government has committed to investing €175m to be matched by €175m of private operator money, but in the absence of a clear timetable, it seems that large parts of rural Ireland will have to go without decent broadband services.

ComReg could however promote the idea of a Universal Service Obligation for broadband which might do something to force the government to address this situation in a more meaningful and strategic way, which would bring benefits not just to citizens but to the business communities in rural Ireland who themselves could drive job creation where its most needed.

In announcing the plans for the legislation, the Minister for Communications, Energy and Natural Resources, Mr Pat Rabbitte TD, said “The ESB has been considering proposals to use its electricity distribution network to provide fibre telecommunications services on a wholesale only basis and has sought a joint venture partner in this regard. This is a ground breaking initiative and one which is very much in the spirit of the government’s national broadband plan, which specifically promotes the use of state assets to accelerate the rollout of high-speed broadband infrastructure and services.”

This development has been presented by various politicians as one which will provide high-speed broadband to rural Ireland, others however strongly dispute that this is the case. Serious question marks still stand over whether the ESB’s plans to develop a joint venture to provide broadband services will lead to better broadband provision in rural Ireland.

Given that the joint venture will have to operate on a commercial basis, the same as any other telecoms provider, it is not clear how the new company will make a commercial case for broadband provision in areas where no other telecoms provider has seen fit to provide high-speed broadband.

The fact is that ESB has already stated that its plans are to enter selected urban areas where it is practicable for the company to do so. ESB’s own documentation states that “a core activity will be the deployment of fibre to the building of individual homes or premises in Ireland, in selected urban areas, using the ESB electricity overhead and underground infrastructure”.

“Phase one is expected to …….. focus on urban and semi urban conurbations outside of Dublin City.

It is anticipated that in the deployment of the

9

Telecoms Update

Cantillon: Life is just too short for automated eircom A recent (and ongoing) attempt to take the company up on an offer led to frustration

Among the ironies created by the phenomenon is that it can be very difficult to telephone phone companies these days.

than forced exposure to ads and automated promises that “we value your custom”.)

Offers to take eircom up on its TV deal require a technician calling to the house and when this writer made such an arrangement the best that could be promised was that the technician would call some time between 9am and 1pm. (“We value your custom.”)

When the technician arrived he discovered that information he should have been given by eircom (he was working for a contractor) had not been emailed to him and he could not, therefore, do the job.

In order to reschedule, the customer, this writer, had to go through the unpleasant process of contacting eircom again (“earth to eircom, earth to eircom”). On the day prior to a technician’s visit an automated text message goes out, with a number you can call if you won’t be there for the appointment. Not having received such a text, a phone call to the number (which puts you through to the contractor, not eircom) on the morning of the rescheduled visit, ascertained that no appointment was down for that date as far as it was concerned, though there was one for two weeks’ hence. Consideration was given to calling eircom to try clear up the matter, but the wiser route was taken.

The outsourcing impulse seems to be a constant in business these days as companies and managers and investors look for ways to reduce costs and maximise efficiencies. But the process has its downsides, not least for consumers.

Among the ironies created by the phenomenon is that it can be very difficult to telephone phone companies these days, and even when you do, if your query is not of a very standard nature, it can be difficult to find a person who has a clue as to how to respond. eircom is currently advertising its new foray into the TV signal supply business, going head-to-head with cable and satellite networks who have muscled their way into the phone and internet sectors.

A recent (and ongoing) attempt to take the company up on its offer illustrates how modern business can sometimes become so automated and outsourced that they seem in danger of disappearing altogether.

Phoning eircom involves keying in your phone number and your account number and selecting what service you want, before ever getting to speak with a human.

Often that human starts the conversation by asking for the details you have already keyed into the phone while waiting and listening to looped advertisements for eircom’s latest deals. (Greensleeves was so much better

Life is just too short!

10

Telecoms Update

Thousands of rural telephone users face an uncertain future after eircom revealed it is to challenge a law requiring it to pay for rural telephone lines Adrian Weckler – 12 February 2014

I

RELAND’S BIGGEST OPERATOR will tell the High Court that it is “unfair” for it to be saddled with the cost of funding a service in remote areas.

The move is set to be resisted by the Irish telecoms regulator, which said it would “fully defend” the High Court action.

If successful, eircom could ask rival operators to help pay for rural phone lines. However, the company denied that the High Court action was part of a new effort to abandon uneconomic rural telephone lines.

The operator is currently seeking a declaration from the High Court that its so-called Universal Service Obligation (USO) represents “an unfair burden”.

Under current law, eircom is required to erect telephone equipment to homes and businesses in rural areas, even where that provision is uneconomic. The rule is intended to ensure rural communities remain connected to telephone services and do not fall victim to market dynamics which often exclude rural areas from high-speed broadband availability.

However, eircom is now challenging the rule, arguing that such a universal service obligation is out of date. It is also set to argue that a continuation of such a rule should be supported by a new fund that other operators could contribute to.

“We don’t believe that the current situation is fair,” said a spokesman for eircom. “The full cost to provide what amounts to a social service should be shared among operators because we operate in a competitive market.”

The spokesman said eircom hopes to gain the court’s approval for the establishment of a “USO fund” that would share the capital and operating costs.

At present, rival operators can offer low-cost services on eircom landlines, even if the incumbent operator has had to invest heavily to reach a remote, rural household. However, the spokesman said that the High Court case was not a “trojan horse” for the operator seeking to take more radical action, such as cutting rural communities’ phone services off.

comment on the case as it was before the courts. However, he defended the concept of a universal service obligation.

“If you take a long-term view, as technology changes and broadband becomes ubiquitous, people may move away from the need to have that guarantee. But the story to date has been that it is required,” he said.

Mr O’Brien said that Comreg is seeking industry consultation ahead of a June decision on universal obligation rules.

Separately, a spokesman for the regulatory body said that it intended to “fully defend” the High Court action.

“ComReg determined that for the year 2009 to 2010 there was a net cost of €5.1m in respect of eircom’s provision of the Universal Service Obligation,” said the spokesman. “This cost does not represent an unfair burden on eircom.”

News of the court case comes as the international financial ratings agency Moody’s upgraded its outlook on Eircom, citing better economic conditions and Eircom’s investments in 4G and fibre networks.

DEFENDED The chairman of Comreg, Kevin O’Brien, said that he could not

11

© Irish Independent

Violence and Persecution of Colombian Trade Unionists MUST end!

2014 has started with fear and sadness in Colombia as attacks and criminalization of social protests continue. With yet another trade union leader viciously attacked, IndustriALL Global Union joins Colombian unions in denouncing the violence. of the Colombian state and in particular by the Attorney General’s Office. Deliberately ignoring his role as a trade union and community leader, the Attorney General’s Office has attempted to convict Oscar Orozco claiming that he has staged “self- attacks.”

On January 4, 2014 Luis Marin Rolong Ever, a regional leader of SINALTRACEBA brewery workers union was murdered by unknown gunmen as he was waiting for a bus in the town of Soledad. The next day the President of SINALTRACEBA, Gamboa Rafael Maldonado, received death threats from paramilitaries while the union was holding its General Assembly.

In December 2013 IndustriALL denounced the unfair detention of four leaders of IndustriALL affiliate USO; Dario Cardenas, Hector Sanchez, Campo Elías and José Ortíz Dilio Naranjo. They are also key witnesses in an ongoing investigation against Pacific Rubiales. Edwin Brown, president of the National USO, reaffirmed that these arrests are part of a setup orchestrated by Pacific Rubiales in complicity with the Attorney General. USO leadership has called on the Vice President to urgently move the four unionists to another prison yard as they are currently sharing the yard with members of paramilitary and Bacrim groups who are threatening their safety.

The attacks, displacements, threats, assassinations as well as the criminalization of social protest, continues corroborating the lack of political will to guarantee the exercise of freedom of association, collective bargaining and the right to strike in Colombia.

The latest dramatic incident reported occurred on 10 January when workers of the hydroelectric Caldas - CHEC- of SINTRAELECOL-CUT, an IndustriALL Global Union affiliate, conducted a demonstration demanding the right to implement their Collective Agreement. The demonstrators also denounced the abuses committed by the Empresas Públicas de Medellín (EPM) against the communities in Caldas.

Demonstrators were violently attacked and beaten by the Escuadrón Móvil Antidisturbios, using explosive devices; one of these explosives seriously injured several workers and their families.

Among them, the President of CUT and SINTRAELECOL-Caldas, Arturo Oscar OROZCO, who is still in hospital in a very serious condition, suffering critical injuries to his eyes. Reports say that Arturo Orozco has lost his left eye, doctors are struggling to save his right eye and to reconstruct his face.

This is fourth attack on Oscar Orozco’s life, who has suffered persecution by the security and justice agencies

12

Colombia: End violence and persecution of trade unionists In Partnership with IndustriALL, which represents 50 million workers in 140 countries in the mining, energy and manufacturing sectors and is a new force in global solidarity taking up the fight for better working conditions and trade union rights around the world.

Trade unionists in Colombia are consistently subjected to violence and persecution. The latest victim at a peaceful demonstration is the president of CUT and SINTRAELECOLCaldas, Arturo Oscar Orozco, who was brutally attacked by the anti-riot police and remains in hospital in a very serious condition. Four leaders of another IndustriALL Global Union affiliate, the Union Sindical Obrera de la Industría del Petroleo, unfairly detained since December 4, 2013 are subject to threats by paramilitary and mafia gangs in the prison yards. The attacks, displacements, threats, assassinations as well as the criminalization of all social protest, continues, corroborating the Government’s lack of political will to guarantee the exercise of freedom of association, collective bargaining and the right to strike in Colombia. With again reports of other trade union leaders viciously attacked and murdered since the beginning of 2014, IndustriALL Global Union joins Colombian unions in denouncing the institutional violence and impunity.

You can help!

Industrial Global Union has launched a major global online protest campaign demanding an end to the attacks against trade unionists.

Please take a moment to send your message.

SIMPLY GO TO THE FOLLOWING WEBSITE:

http://www.labourstartcampaigns.net AND CLICK ON THE LINK FOR

Colombia: End violence and persecution of trade unionists

13

What the papers DIDN’T say!

An analysis of opinion columns has shown that Irish titles clearly favoured austerity policies

Cheerleaders for austerity revealed By Julien Mercille THE last few years have been tough for Ireland. The primary reason is the austerity strategy implemented by the Government with the backing of European authorities.

Many Irish people know or feel this is the wrong way to go about addressing our problems, but this contrarian attitude has not been reflected in our national media, as confirmed by a systematic study I conducted at University College Dublin.

The Irish mass media are somewhat unique in Europe in that there are no left-of-centre news outlets in this country – they are all centre-right or right.

Britain has The Guardian, for example, and in France there’s the Monde Diplomatique, but the Irish media landscape lacks diversity.

The result is that since the beginning of the crisis, most of what we read and see supports government policy.

In fact, it started even before the crisis. During the housing bubble the media looked the other way.

In the few times when talk of a “bubble” appeared in the press or on TV, it was often to reassure us that there was indeed no bubble, and that, at worst, there would be

Excluding journalists, 29% of the authors of opinion articles in the press are by mainstream economists, 28% work in the financial or corporate sector, and 20% are affiliated to the main political parties, which have all supported austerity a “soft landing”.

RTÉ’s Prime Time screened more than 700 shows between 2000 and 2007 but only 1% of those dealt with the property bubble (the study is available by email at jmercille@gmail.com).

In fact, it started even before the crisis. During the housing bubble the media looked the other way

When the time came to deal with financial institutions, the infamous 2008 bank guarantee – very generous measures toward bankers when compared with measures taken by other EU countries – was cheered on in the media.

Some even asserted that Irish financial ingenuity would become a model for other countries to emulate. After that, when NAMA was established, a good part of the media thought it was a good strategy, even though establishing such a “bad bank” is in fact one of the most regressive tactics available.

The best policy would have been to establish a “good bank”, as a few lone commentators recommended, but glancing at the media, you would never learn or even know about it in any detail since they remained in a minority.

When the EU-IMF bailout be-

14

came a reality, the media was somewhat apprehensive about the loss of sovereignty this would involve for Irish elites.

But still, when it did come to pass, it was endorsed by many as a lesser evil – or even as a good thing – because the IMF would be able to drive “reforms” that would otherwise face too much popular opposition for our politicians to handle.

On austerity, the same pattern emerges. I looked at nearly 1,000 editorials and opinion pieces in Ireland’s five leading newspapers (Irish Times, Irish Independent, Sunday Independent, Sunday Business Post and Sunday Times) between 2008 and 2013.

I found that only 11% of articles opposed austerity and that 58% supported it (32% didn’t voice a clear opinion).

Another problem is that the

large majority of those who write in the media come from elite institutions that favour the status quo.

For example, based on the above study, excluding journalists, 29% of the authors of opinion articles in the press are by mainstream economists, 28% work in the financial or corporate sector, and 20% are affiliated to the main political parties, which have all supported austerity.

This means that the overwhelming majority of writers (77%) come from elite political or economic institutions.

Conversely, academics (excluding mainstream economists) formed only 9% of writers, members of progressive organisations 7%, and trade union representatives only 3%.

Conservative writers are therefore in a clear majority in the national discussion on the economy.

This explains, in good part, the lack of diversity in the Irish media.

Julien Mercille is the author of the forthcoming book The Political Economy and Media Coverage of the European Economic Crisis: The Case of Ireland (Routledge, 2014).

Follow him on twitter @JulienMercille

Busy times for CWU Band schoolhouse on the edge of the town. Strangely, there is a local place-name of Tamlacht, which is the same as Tallaght, so everyone should feel right at home. Certainly, that’s how our band officers felt when we visited their Musical Director, Mr Mike Reynolds. Currently the band has 35 members listed on their website. Some of these are from families who can boast four generations of membership.

During the showband era, many musicians got their start - and first instrument - in bands like St Eugene’s. In more recent times, Omagh had had to face the challenge of recovering from the disastrous bombing in 1998, and the band has played a full part in this. At Christmas, the band played carols at four different churches in one morning, and it prides itself on having a wide and diverse membership.

For this concert we will be playing a march specially written by Paddy Scarlett; he has also written another one, “52 Parnell Square”, named after the original union HQ. St. Eugene’s will feature the music seen on TV for the Edinburgh Tattoo: it’s called “Highland Cathedral” and features solo bagpipes.

Obviously, the CWU band hopes that this visit will be the first of many, and we hope we will get a chance to inform you of planned events that include both bands.

In meantime, there is the annual “May Day Parade” on an open-top bus in Belfast, which is always a great day out for the band. And the same weekend, there is the annual parade in Crossakiel, near Kells, Co Meath, in memory of Jem Connell, who wrote “The Red Flag”. No bus this time, but it does prove that the band is a special part of the Trade Union Movement.

The CWU Band performing in the grounds of Dublin Castle.

All over Christmas, it was the same thing. The mates were yelling at me: “I seen you on the telly!” Now, apart from the bad grammar, I was worried: did they think they had bought me, or now owned me, or did they think they had found me doing something quite naughty, like robbing an orchard?

So after Christmas, I checked with a few other band members, and found they also had, had similar experiences. This fame game is a hard ould station. For the record, let me explain that the CWU was on the Nationwide RTE1 programme on Christmas Eve, just before 7 p.m. The special show was called “Carols from the Castle” and it featured the CWU Band playing carols arranged specially by our Musical Director, Paddy Scarlett.

Thankfully, it was a dry evening, when we recorded at the start of December. We were outdoors in the cold and dark, in front of the Christmas tree. We only needed a couple of takes and it was surprising that the Upper Yard of the Castle, so full of history, had a great reverberation.

The cameras panned across the band and then held a long shot of our red and blue banner, with the union’s name on it, at the time of peace and good will. Proper order, and everyone said the performance did us all credit.

The next gig, which will probably be over by the time you read this, will be in the Dublin Postal Sports & Social Club in Kiltipper, near Old Bawn. The band is playing host to St. Eugene’s Band from Omagh, Co Tyrone, and the star of the show will be Sonny Knowles. The event is being run to help cancer research in St. James’s Hospital.

St Eugene’s Band is even older than we are: it was founded in 1884, as part of the temperance movement.

Today, it has a lovely, snug band-room in an old

CWU Band on RTE Nationwide!

15

Postal Update

COLLECTION AND DELIVERY OFFICE RE-DESIGN Schedule 2014

Joint Accommodation Update DELIVERY SERVICE UNIT Dublin

All DSUs in Dublin now complete.

Loughrea New DSU

Contractor commenced end of Feb.

Ballyhaunis

DESIGN

OFFICE

GO LIVE

1st

Westport

13/01/2014

Planning permission applied for.

3rd

Galway

10/02/2014

Bray/Greystones

Awaiting IDA approval.

3rd

Limerick

10/03/2014

Caherciveen

3rd

Crumlin

14/04/2014

New building complete.

Rathmines

Previously identified premises now no longer available. Searching for an

2nd

14/04/2014

Ballymote

3rd

Cork SC

28/04/2014

Clonakilty

Feasibility study being prepared to extend existing office.

3rd

Cardiff Lane

28/04/2014

Enfield

Contractor on site.

2nd

Kells

12/05/2014

Commercial terms and fit out agreed. Planning is lodged. Tenders

2nd

Lifford

Fermoy

12/05/2014

1st

Listowel

26/05/2014

Kinsale

Fit out agreed. Planning permission to be applied for. Awaiting

2nd

Navan

26/05/2014

Listowel

Contractor on site. Completion early May.

2nd

Tullamore

09/06/2014

Roscommon

Potential premises identified.

2nd

Claremorris

23/06/2014

Roscrea

2nd/2nd

Clondalkin/Lucan

07/07/2014

Potential premises identified.

2nd

Clonmel

21/07/2014

2nd

Donegal

11/08/2014

REMAINING C&D OFFICES TO BE RESOLVED

1st

Enfield

11/08/2014

2nd

Carrigaline

25/08/2014

Athenry, Bantry, Cashel, Castleblaney, Clifden, Dungarvan, Ballymote, Skibbereen and Youghal.

2nd

Enniscorthy

25/08/2014

2nd

Ballina

08/09/2014

1st/1st

Athenry/Loughrea

22/09/2014

Westport

Complete and occupied.

RETAIL OFFICES REFURBISHMENT Athy

Draft lease agreed.

2nd

Harmonstown

22/09/2014

New Ross

Developer has received Planning Permission. Heads of terms

2nd

Ballincollig

06/10/2014

Loughrea

New Counter position provided.

2nd

Ck-on-Shannon

20/10/2014

Developing scheme for planning application.

2nd

Letterkenny

03/11/2014

Galway

2nd/1st

Bray/Greystones

17/11/2014

Mallow

Tender for the refurbishment being prepared.

1st

Roscommon

17/11/2014

16

Postal Update

Attendance Support & Management Process (ASMP) dignified manner.

Please find below the most up to date status report on the ASMP. If any member is unhappy with how their case was handled would they please contact their Branch Secretary. We are also asking Branch Secretaries to let the ASMP Sub Group know if their members are encountering any difficulties accessing Official Company Doctors.

The Attendance Support & Management Process (ASMP) was introduced by agreement with the CWU and An Post in February 2013. Since then the Joint Working Group established to oversee its operation have met on a regular basis. Its focus is to address the significant cost to the Company which equates to up to â‚Ź4m for each 1% level of absence, while at the same time ensuring employees are dealt with in a fair and

CURRENT STATUS AT 19.02.14 ASMP

Total Employees in ASMP

Attendance Reviewed through Process

Yet to be reviewed through Process

Mails Collection & Delivery

1570

1454

116

Mails Processing

452

428

24

Retail Operations

177

162

15

Other areas

67

59

8

2266

2103

163

EMPLOYEES CURRENTLY IN ASMP AT Status 05

Status 04

Status 03

Status 02

1088

294

61

11

305

95

21

7

139

22

1

0

50

7

2

0

1582

418

85

18

AS AT 19.02.14 EXITED ASMP AT Status 05 Status 04

Employees who exited ASMP and re-entered

293

1

21

49

0

1

31

0

0

6

1

0

379

2

22

Escalation of Status Appealed

Appeal Decision Awaited

Appeal Decision Allowed

Appeal Decision Not Allowed

52

2

4

46

20

0

4

16

4

0

0

4

0

0

0

0

76

2

8

66

17

18

Postal Update

Postal Regulation Report

Does An Post have a Future?

We can no longer take it for granted that An Post and the Universal Service Obligation (USO) that it provides will be here in the medium term unless steps are taken to address the question of how the USO is funded.

It was expected that ComReg would have a new pricing model in place by the end of 2013, which could allow for some further increases in the price of the stamp, but to-date this has not happened.

Notwithstanding any additional revenues that might be generated by increased postage costs, it is clear that the full cost of the USO will not be covered by these increases and the question must be asked where the additional revenue will come from.

As things stand, the Company and indeed our members have not shied away from the challenge of reducing costs and increasing revenues in An Post in effort to deal with the fallout of the economic crash and the drop in mail volumes.

There has been investment in cost saving sorting technology, which has reduced the labour costs for An Post the implementation of which has represented a very difficult change agenda for the CWU. In addition to this, the subsidiary companies have increased their profits which are now also being used to cover the cost of the USO. In effect, the cost of the USO is preventing fair and reasonable pay increases being awarded to our members working in An Post.

As mail volumes continue to decline and in the absence of an adequate pricing mechanism to support the USO, it is clear that it is not sustainable for An Post to continue to self-fund the Universal Service Obligation. The government will have to take action on this matter if the postal network is to be protected into the future. The European legislation that led to the opening of the postal market in Ireland, the Third Postal Directive, allows for state support to be made available to the national postal operator to ensure that the USO is protected. Despite the fact that An Post has never received any form of state support, it seems now that the time has come for this to be reviewed in the interest of protecting this vital public service.

Over the last two years, the USO has cost An Post an average of approximately €65m per annum. The price of the basic stamp was increased in 2013 by 5 cent but the additional revenue that this was expected to yield (€11m) falls far short of covering the cost of the USO. It is worth noting that postal tariffs in Ireland are among the lowest in Europe despite the size of our rural population and the significant costs involved in delivering post every working day to these dispersed communities.

Such is the concern of the CWU in relation to this matter, that the General Secretary has written to the Minister for Communications, Mr Pat Rabbitte TD, to express our very grave concerns at the fact that the USO is being self-funded at this time by An Post. As a result the Company has gone from being a profitable and secure employer to one which is loss making and which is forced, as a result, to cut staff numbers and deny staff a modest pay increase.

The continued expectation that An Post must carry the full cost of the Universal Service Obligation has a number of significant and dangerous implications for the continued viability of the Company. Not only has An Post become a loss making Company, but it is now using its cash reserves to cover the shortfall in its revenues. The cash reserves currently stand at €112m down from €350m in 2008. At this rate, the Company will run out of cash in the next two years if an appropriate funding model for the USO is not developed.

19

Postal Update

Uniforms/Workwear

by the Union in respect of the difficulties delivery staff are having with only one jacket every three years and they undertook to give further consideration to this matter.

Postpersons’ Uniform The distribution of the 2014 uniform pack is scheduled to commence in May 2014.

The Union side of the Joint Working Group had previously identified issues regarding the Rain Jacket not providing the level of protection which had been expected. A number of changes to the design of the Rain Jacket were made to address the Union’s concerns and these changes required a number of tests before receiving the approval of the Rainwear brand owner. Although these tests added some time to the ordering process the Union is still very dissatisfied that the uniform distribution date has got later every year since it was first introduced.

As a consequence of the Union’s representations, the Company agreed to place an advance order for the 2015 allocation of uniform, based on what was requested by staff for 2014. This early ordering should facilitate distribution of the 2015 kit in March/April of that year.

Between the 2014 and 2015 distribution of uniforms the Company will issue staff with the uniform request forms for selection of items to be included in the 2016 issue.

This process will enable the 2016 distribution schedule to commence in January/ February of that year.

Separately to this the Union sought the reduction in the time frame for issuing of the rainwear. The Company’s initial response was that this was a major expense in respect of the overall cost of the postpersons’ uniform. However, they acknowledged the points made

Retail Workwear An Post agreed to the provision of new Retail workwear for staff at Post Office counters. Following a survey of staff, the Company presented a number of garments for consideration by the Union side. However, these did not prove favourable to the group and as a consequence, it was decided to give the matter further consideration.

Subsequently agreement was concluded with the Company to establish a ‘workwear focus group’ consisting of a small number of Retail clerical staff which will be consulted regarding the views of the staff as to the design and composition of the new workwear .

Consultations with this group commenced in early March with the recommendations of the group expected to be presented to the April meeting of the Joint Uniform Committee. Further consideration will then be given as to how the new workwear should be progressed to achieve distribution early in 2015.

In the interim the Company issued the existing style of Retail workwear for 2014. Distribution of workwear for male staff, commenced in mid March and the distribution of workwear for female staff scheduled to take place shortly afterwards.

20

Postal Update

PAY in An Post

Consolidation of the Change Allowance The CWU sought the consolidation of the existing 12.5% Change Allowance into basic pay. We believe the claim is justified in that all of the various change programmes have been implemented. However, a considerable number of our members who in the main have joined An Post since 2006 receive less pay for doing the same work which is simply unfair.

It is unsustainable the company would expect open and ongoing cooperation with changes and redesigns without addressing what is increasingly creating dissension among staff. This has the potential to derail and undo the progress achieved in recent years.

An Post management rejected this claim on basis that the agreements stipulate the Allowance is unconsolidated and does not apply to new entrant employees. The claim was the subject of a recent Labour Court Hearing who issued its findings on the 14th February 2014 as follows.

The CWU submitted a claim at the Joint Conciliation Council for a 6% pay increase for all members at An Post with effect from the 1st January 2014. The claim was lodged at this time, on the grounds that Postal workers have not had a pay increase since August 2008. Since that time, the company change progamme has achieved significant savings. The Union has cooperated with these changes which have been implemented in a successful and timely manner.

It is recognised that, in the process of doing so, the impact on staff has generally been dealt with in a fair manner. Equally, our members have ensured the changes introduced maintained and improved the Quality of Service to a record high of 93% next day delivery. However, take home pay has, in very real terms, been reduced by the hike in taxes together with a loss of Allowances and overtime.

An Post management rejected the CWU claim for a pay increase and their reasons for doing so are summarised as follows.

•

On the 16th March 2010 the LRC agreed with the Company’s contention that it was not in a position to award a pay increase at that time.

•

The Company does not have the resources to pay an increase in wages because it has operated at a loss for 2012, 2013 and is forecasting a 9.2 million loss for 2014, which includes an assumption of no increase in pay.

•

The full year cost of a 6% increase in basic pay rates would equate to €33 million.

•

There has been an ongoing pay freeze in the commercial semi state sector and in the wider public service. Under Croke Park and Haddington Road agreements, there has been pay reductions.

•

Decision: In all circumstances of this case the Court has no alternative but to uphold the “Work Practice Change Agreement” as is its normal practice.

However, it is of the view that issues have been identified by both parties which merit further consideration and discussion. Therefore, the Court recommends that the Monitoring Group set up under the Agreement should examine the issues which have arisen in this case in consultation with both parties.

This process should take place with immediate effect and any outstanding issues maybe referred back to the Court in which event the Court would require a report from the Monitoring Group on progress made.

As requested by the Labour Court the Union has engaged with the Monitoring Group and they are currently examine the issues.

The Company is seeking a pay freeze for a further two years and would be prepared to review this during 2016.

Next Step We are at a critical juncture in respect of industrial relations in An Post. The upcoming Conference will have to give very serious consideration to what should be the next steps to take, to secure justreward for our members.

The CWU has rejected outright the Company’s position and as there was no prospect of progressing the claim, it was decided to seek the assistance of the Labour Relations Commission.

21

Equality Update

Providing Quality Customer Service to People with a Disability An Post JCC Diversity Sub-Committee attends the launch Pictured l-r: Carol Scheffer, Elaine Bermingham, Breda Trimble, Pat Kenny, Donal Mullane and Sinead McKenna

The CWU was pleased to attend the launch of the An Post guide on ‘Providing Quality Customer Service to People with a Disability’. The guide was launched in the GPO on December 3rd, International Day of Persons with Disabilities which is an internationally observed day the purpose of which is to raise awareness of disability issues and the experiences of those with a disability.

According to An Post Equality Officer Breda Trimble ‘Providing Quality Customer Service to People with a Disability’ is a comprehensive guide to help staff provide the best service possible to both colleagues and customers who have a disability”.

This publication is due to the combined effort of the An Post Disability Steering group – through Breda Trimble, and Tomás Ó Maonaile the An Post outgoing Access Officer, along with the support and guidance of the An Post Group of Unions through the Joint Conciliation Council’s Diversity Sub Committee; and the expert advice from Shane Hogan, Senior Standards Officer and Senior Policy Advisor with the National Disability Authority who attended the launch.

The guide is available on the Company intranet site and hard copies can be requested by contacting the An Post Equality Officer, Breda Trimble.

DACT Training Options Launch - January 2014, EDI Centre Longford The following article has been produced by the ICTU on the DACT Training Options launch. Training Options Initiative is the largest of 13 Disability Activation Programmes funded by Department of Social Protection and the European Social Investment Fund. The programme is being delivered in the Border Midlands and Western Region and the list of Congress Centre locations can be found on the ICTU website.

How did we get to this point? ICTU has been working with and for people experiencing a disability for over twenty years. The Congress Centres through their many Community Employment Schemes would have trained and provided work placements for many people. Training Options was our opportunity to

enhance and fine tune our programmes. After taking part in a Leonardo da Vinci Lifelong programme to Iceland in 2011 we researched a peer mentoring programme that was very successful with the Red Cross in Iceland and decided to add mentoring and peer support to our pre-employment courses. Mentors are trained in Career Guidance, supporting a learner and assisting with goal setting and pathways to work or employment. This person centred approach is key to alleviating fears and barriers people experience having been disconnected from the work place.

Building confidence can only happen when people have resources such as access to transportation and childcare to participate in programmes, this is a built in support on Training Options Programme.

22

Equality Update

Joan Burton, Minister for Social Protection, addresses the DACT Training Options Launch

Each learner has the opportunity to achieve 3 FETAC component Certificates, 10 days work placement, one to one mentoring and apply to be an mentor/Disability Champion working part-time in the Congress Centres Network. Everyone will work with their mentor to complete their Individual learner progression plan and have a clear pathway to either further education and training or return to work options. Workshops are provided by statutory agencies to explain all aspects of training and education available in the local area. The outputs of Training Options are as follows;

available to our learners should they return to work. We also strive to train and retain Disability Champions in our organisation that will be a sustainable asset for the community and provide supports going forward. We ask for the continued support of the Department of Social Protection in mainstreaming this programme and rolling it out nationwide.

Today (day of launch) is our opportunity to see the idea for the programme reach fruition. To date we have 77 learners complete the process and 20 have trained as mentors. In fact we will be hearing from two of the participants shortly to share with us what the programme meant to them.

With Thanks to Minister for Social Protection, Joan Burton, T.D., who officially launched the programme, colleagues from ICTU, employers that have facilitated work placements and the learners who have travelled a long distance to share their experience with us, the official launch of our Training Options Initiative was a huge success.

The launch was attended by Carol Scheffer, National Officer and John Tansey, NEC.

390 learners 1,170 FETAC Component Certificates 3,900 work placement days 23,400 Training days This is an ambitious programme in the current economic climate and we are working with employers, trade union officials and healthcare workers locally to recruit participants and secure work placements that lead to employment for the learners. We take the opportunity to explain grants available to the employer and incentives

FOR MORE INFORMATION ON THE PROJECT PLEASE GO TO: http://www.ictu.ie/projects/training-options-disability-activation-project-dact/ or Contact Fiona Elward on 01-8897704

23

Education Update Those who have been previously trained as a Branch Secretary, Chairperson or Branch Officer are not required to attend.

G.S. Circular No. 02/14

Information

Equality Representatives September 16th & 17th (2 days) Venue: Union Head Office, Dublin The Equality Representative is a support role to the Branch Secretary who can assist with equality related matters such as work life balance, statutory and nonstatutory leave, disability in the workplace etc. This course is open to all Branches.

17 February 2014 Re: Union Training 2014 Dear Colleague, The Union is pleased to announce our training calendar for 2014 and we are currently seeking nominations for the forthcoming education courses.

Treasurer Training for all CWU Treasurers (Other than newly elected) October 10th - Dublin October 17th - Regional It has been decided by the National Executive that all Treasurers are to attend this training course. The course will be a half-day in duration and where possible will take place on a regional basis. It is obligatory for all Treasurers to attend (unless you were a new Branch Treasurer and you attended last year).

The regional venues will be agreed by the Education Committee and communicated on receipt of the completed nomination forms. Therefore please complete the Treasurer Nomination form to indicate your intention to attend and return to Union Head Office.

Newly elected Treasurers do not attend this course as they will receive their training during the Branch Officer course as detailed on the previous page.

Branch Secretary Stage 1 Course – Trade Union Representative Skills Certificate May 13th, 14th, 15th, 20th & 21st (5 days) Venue: Union Head Office, Dublin All newly elected Branch Secretaries are required to attend the Stage 1 course, as well as any currently elected Branch Secretary who may not have had the opportunity to attend in the past. While all newly elected Branch Secretaries are required to attend the course, it will be at their own discretion as to whether they would like to avail of the certification. For further information on this course and the certification offered, please contact the Education Officer, Carol Scheffer directly.

Chairpersons’ Course May 27th, 28th & 29th (3 days) Venue: Union Head Office, Dublin.

All newly elected Chairpersons are required to attend this course, as well as any currently elected Chairperson who may not have had the opportunity to attend in the past.

Branch Secretary Stage 2 October 14th, 15th & 16th (3 days) Venue: Union Head Office, Dublin This course should be attended by Branch Secretaries who have completed Stage 1 and are in their second or consecutive term as Branch Secretary. This course is offered subject to numbers requiring the training.

Branch Officers’ Course September 9th & 10th (2 days) Venue: Union Head Office, Dublin The course is open to Assistant Secretaries, Vice Chairpersons and newly elected Treasurers. The aim of this course is to provide Branch Officers with the necessary skills to carry out the role of a Branch Officer given that they will be required, from time to time, to stand in for either the Branch Secretary or Branch Chairperson. Newly elected Branch Treasurers are also requested to attend the training as Treasurers in addition to their own role, are also Branch Officers and will be required to represent members on occasion and will need the skills to do this.

Committee Courses This course is normally 2 half-days in duration, the dates of which will be set with Branches as required.

Venue: To be agreed with the local committees The Education committee will make courses available at regional venues so as to facilitate Branches who have their own individual requirements for committee training.

Courses offered will be subject to numbers requiring the training and workplace release. The Branch Secretary will be responsible for attendance.

All newly elected Committee members are required to attend training as well as any Committee members who may not have had the opportunity to attend in the past.

Please contact Carol Scheffer directly to discuss your Branch training requirements.

Please complete the Branch Officer Nomination form to attend.

24

Education Update Forms must also be signed by the Branch Secretary as relevant. Please return the completed forms to Union Head Office

Please note that it is mandatory for all those who are newly elected onto their Branch roles to be trained by the Education Committee. I would ask that participants fill in the relevant nomination form for the courses they wish to attend so that we have the details recorded. Please also note that all of the forms can be downloaded from our website www.cwu.ie (under Union Training & Education). It is essential that members who applied for training in previous years and did not have the opportunity to attend send in a new nomination form, as participants for all the above courses will be placed only on receipt of the current nomination forms.

The return date for the forms is Friday 14th March 2014.

Yours sincerely

Steve Fitzpatrick General Secretary

CWU Education Grant Scheme 2014 The CWU Education Grant Scheme has been operating now for 4 years and we thought it was timely to give our members an update on how the scheme is progressing.

2. Second Level Awards Up to 30 awards will be made each year to second level students. Each award will be worth €400 to help with the purchase of schoolbooks and class materials. Members studying for the Junior and/or Leaving Certificate as mature students can also apply for this award.

Initially launched as a pilot, the CWU Education Grant Scheme seeks to support further education on behalf of our members and their dependents in approved courses through recognised third level institutions, second level education and Gaeltacht grants.

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

To date the scheme has proven to be very popular and year on year we receive numerous applications for each category. Grants are awarded by means of a draw which takes place at a date decided by the National Executive Council. The following is a summary of the scheme and how it operates in each of the three areas:

Application criteria apply for the scheme and these will be highlighted via general circular in April of this year. The circular will also include the application forms and the closing date for receipt of same. In April forms will also be available for download on the union website.

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

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

25

CWU Launches Survey relating to Customer Abuse

In the last 12 months, how often have you been threatened by a customer?

With regard to actual threats being made, 67.5% of respondents said that they had been threatened by a customer on at least one occasion during the previous 12 months. Just think about what this actually shows, this means two out of every three people working in a retail outlet in the communications industry have been threatened with violence. Furthermore a third of workers have been threatened on at least three occasions. Respondents were invited to provide more detail of the threats. Some of the responses are “He shouted and called me names; suddenly he grabbed me and pulled me over the counter and drew back as if to punch me. He seemed to realise what he was about to do then let go of me and left the shop” Some of the more menacing issues include a worker in a mobile phone store who said: “I was told by a customer ‘I will bite off your nose’”. More than one person observed that customers had threatened to follow staff home, or told staff to “watch your back” or made comments such as “I know where you live”. In one instance a customer threatened to follow a worker home and burn their house down. A colleague who works at An Post reported that a “Customer spat in my face when social welfare money was not available”.

In 2013, Union Organisers undertook an in depth survey amongst retail staff in the communications industry. The purpose of the survey was to enable retail workers to communicate issues to their Union on the subject of abusive customers. The responses will assist your Union in developing a policy in relation to abusive customers in our Retail Branches. The survey was distributed to the three companies where the Union has Retail members covered by a Collective Agreement: Vodafone, eircom (including Meteor and emobile) and An Post.

The origins of the survey can be traced back to a retail forum meeting of Vodafone and eircom members. As the meeting was about to close a member posed the question “How much abuse should you take from a customer?”

Following this question, each of the attendees recalled recent incidents of abusive customers. These incidents included lewd comments, racist comments, threats and acts of violence. The meeting agreed to conduct a survey to explore the issue. The survey asked respondents a number of multiple choice questions in addition to a few open ended questions, designed to enable respondents to expand on their experiences of abusive customers.

A booklet has been distributed to each member who works in retail and the findings make shocking reading.

It is not practical to include the full findings in this publication; however we will outline some of the findings.

The findings identify a number of precursors prior to abuse occurring. Frequently, abuse occurs as a result of factors that are outside the control of the person on the receiving end of the abuse. For example one respondent observed: “When I cannot resolve an issue for a customer because it is out of my control, it ends up with racial abuse”.

Worryingly, our survey discovered that when workers are abused it often goes unreported. If you experienced any abuse/ threat/ violence by a customer, who did

26

the hassle of reporting abuse. Others inform us that they are unaware of any company policies that may exist to report any incidents from abusive customers. Finally some workers actually ‘accept’ that being abused by a customer is part of the job. “Workers don’t report abuse, as it is accepted that abuse is part of the job” Your Union believes that abuse from customers is never acceptable. We are determined to tackle this issue.

It is our intention to create a culture where no member accepts that customer abuse is part of the job. We have contacted management at all three companies with a copy of the findings and recommendations. It is our aim to develop industry wide policies and procedures designed to tackle the issue of abusive customers.

Branch secretaries are in the process of distributing the findings of the survey to each of our members who are based in the retail communications sector. If you are working in the retail sector and have not received a copy of the findings please contact your branch secretary or email gerard@cwu.ie. The findings are also available on our website www.cwu.ie.

you report the incident to?

Over a third of respondents do not report abusive customers to anyone. Further investigation into the reasons that customer abuse goes unreported is threefold. Firstly some respondents say that they don’t see the point as nothing will be done or that it isn’t worth

When is a worker NOT an employee?

This is a question that may arise when determining whether a worker is an employee (working under a contract of service), as distinct from an independent contractor (working as a contract for service). Today, some employers are using methods such as insourcing, outsourcing and off-shoring that are designed to erode or eradicate the employment relationship altogether.

Another tool used by employers is the increased use of the self employed contractor.

It is true that some workers prefer the independence of self employment, enjoying the freedom of deciding which work to accept or decline and agreeing a price for their labour. Others are deemed by their employer to be ‘self employed’ whether or not that is the worker’s preference or whether the worker is a contractor in the true sense.

enjoy the statutory protection that employees do. For example, the right to paid holidays or the right not to be unfairly dismissed. Employers owe a duty of care to employees but not to independent contractors. Therefore, there are many benefits to being deemed an employee.

Distinguishing an independent contractor from an employee is not always easy. It has been dubbed the ‘elephant test’: instantly recognisable when one sees it but difficult to describe. It is important to note that whatever labels parties seek to put on the relationship, the courts will examine the factual situation and decide as a matter of law what type of contractual relationship exists.

There is no definition of ‘employed’ or ‘self employed’ in employment law. The Revenue Commissioners or the Department of Social Protection, or perhaps a court or tribunal, will make that decision, applying standard tests and based on the real nature of the working relationship.

It is possible that, in law, a worker is considered an

What difference does it make?

An independent contractor provides services under a contract for services. Independent contractors do not

Continued overleaf

27

employee, even though they have agreed with another person that they will work for him or her as a selfemployed person.

Many workers find themselves in precarious working environments because their “employer” defines them as contractors rather than employees. Workers that are deemed as contractors are often reluctant to investigate the issue, as they fear that their contract will be terminated (without the protection of unfair dismissal

legislation). Therefore, many workers feel unable to challenge the situation, until their contract is terminated by one means or another.

The tables below outlines the criteria that the Department of Social welfare uses when determining the criteria for the insurability of employment. The Employment Appeals Tribunal uses the same criteria when it investigates claims regarding employment status.

Each case is considered on its own merit as, quite often, the case may involve elements of both criteria.

CRITERIA ON WHETHER AN INDIVIDUAL IS AN EMPLOYEE

CRITERIA ON WHETHER AN INDIVIDUAL IS SELF-EMPLOYED

While all of the following factors may not apply, an individual would normally be an employee if he or she:

While all of the following factors may not apply to the job, an individual would normally be selfemployed if he or she:



 

Continued

  

 

      

Is under the control of another person who directs as to how, when and where the work is to be carried out.

Supplies labour only.

Receives a fixed hourly/weekly/monthly wage.

Cannot subcontract the work. If the work can be subcontracted and paid on by the person subcontracting the work, the employer/employee relationship may simply be transferred on.

Does not supply materials for the job.

Does not provide equipment other than the small tools of the trade. The provision of tools or equipment might not have a significant bearing on coming to a conclusion that employment status may be appropriate having regard to all the circumstances of a particular case.

Is not exposed to personal financial risk in carrying out the work.

Does not assume any responsibility for investment and management in the business.

Does not have the opportunity to profit from sound management in the scheduling of engagements or in the performance of tasks arising from the engagements.

Works set hours or a given number of hours per week or month.

Works for one person or for one business.

Receives expense payments to cover subsistence and/or travel expenses.

Is entitled to extra pay or time off for overtime.

      

   

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Owns his or her own business.

Is exposed to financial risk by having to bear the cost of making good faulty or substandard work carried out under the contract.

Assumes responsibility for investment and management in the enterprise.

Has the opportunity to profit from sound management in the scheduling and performance of engagements and tasks. has control over what is done, how it is done, when and where it is done and whether he or she does it personally.

Is free to hire other people, on his or her terms, to do the work which has been agreed to be undertaken.

Can provide the same services to more than one person or business at the same time.

Provides the materials for the job.

Provides equipment and machinery necessary for the job, other than the small tools of the trade or equipment which in an overall context would not be an indicator of a person in business on their own account.

Has a fixed place of business where materials, equipment etc. can be stored.

Costs and agrees a price for the job. provides his or her own insurance cover e.g.

Public liability cover, etc.

Controls the hours of work in fulfilling the job obligations.

1HSQ Communications Survey The Organisers carried out a very successful visit to eircom’s 1HSQ before Christmas, with great assistance from activists working in the building and their various Branches.

During the visit both members and nonmembers were invited to participate in the 1HSQ Communications Survey. The survey was run in conjunction with a competition to win a Samsung Galaxy tablet. There was a huge take up to the survey with many more being returned than expected.

The surveys have all been collated and the results are being put together at time of going to print. The Organisers are currently planning another visit to 1HSQ and are looking forward to the release of the survey results.

Congratulations to Mick Harris, Group Technology, for being the lucky winner of the Samsung Galaxy tablet!

Rigney Dolphin Waterford

Get into print!

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

imelda@cwu.ie or post to Imelda Wall,

email to

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

Lavern Faleye, Bobby Marshall, Kelly McGrath Rigney Waterford with Gerard O’Rourke, CWU. The CWU passes its best wishes to Bobby Marshall formerly of Rigney Dolphin Waterford.

Bobby has moved onto greener pastures and has left Rigney for a new role in another company.

Bobby attended workplace leader training organised by the CWU. Bobby represented and advised many of his colleagues at Rigney Dolphin who hold him in high regard.

We send him our kindest regards in his future endeavours.

Find us under:

CWU Ireland 29

Youth Committee Update

CWU President, Cormac Ó Dálaigh,with members of the Youth Committee (AGM 2014)

We have also been extremely active within the broader trade union movement. Our chair, Derek Keenan, was elected Chairperson of the ICTU Youth Committee.

Through this committee, we have had the opportunities to engage with other youth committees and activists, both at home and abroad. To this end we have supported campaigns like Mandate’s Fair Shop campaign and the Australian “Rights at Work: Down Under” document, which promotes the advantages of joining a trade union for any person thinking of emigrating to Australia - a problem which is happening all too often due to the Government’s lack of interest in creating sustainable, long-term employment. We also held an action outside the Dáil in November in conjunction with the TEEU and Mandate Youth, which protested the Department of Social Welfare’s sending of letters promoting employment abroad instead of at home. Yet again showing the Government trying to get rid of the problem of youth employment, rather than actively engaging and trying to solve it.

We have also become an integral part of the We’re Not Leaving youth group, and, along with providing input at their monthly meetings, helped organise and run the Young People’s Assembly in November. Derek and Barry Gorman, Vice Chair, have also given public talks to

It has been a busy and productive year for the CWU Youth Committee. As a group, we have led the charge with the voracity of our protests and actions. This is even more impressive considering the relatively small size of our committee. The successes so far are due to the commitment and dedication of our young members both to the committee itself and to youth activism in general.

Throughout the year, the Committee has fought against the continuing government rhetoric of austerity and cuts on many fronts, but in particular the JobBridge national internship scheme. We were the first trade union to publicly oppose the scheme, and our continued protests led to our youth committee motion against the scheme not only being adopted by the CWU National Executive, but put forward as their only motion at last year’s ICTU Conference, where it passed and is now ICTU policy.

Once again, this is quite an achievement for such a small committee. It is important to remember though, that that doesn’t mean we’re finished, and as long as the JobBridge scheme continues to exploit the unemployed of this country we will be there to oppose it, whether it be through the publication of reports like last year’s ‘JobBridge To Nowhere’ report, protests, press conferences, or our continued affiliation with the Scambridge.ie campaign.

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Youth Committee Update Abroad, the CWU Youth Committee has been equally active with James Moore attending a UNI Europa event as our Committee representative and Barry promoting the CWU Youth Committee as a representative of ICTU at two recent ETUC events in Paris and Germany. It is important for the CWU to continue to build upon these relationships abroad, as it helps us as a committee to become better educated on what is happening in other countries, and also creates lasting links across the European trade union movement.

From our continued publications in Connect magazine, our presence and fantastic speakers at rallies and public protests, our attendance at conferences and seminars like the inaugural ICTU Youth Conference, down to the simple sharing of news articles and pieces of interest through our social media pages, the CWU Youth Committee has been prevalent not only within youth activism circles, but within the trade union and activist movement as a whole. And once again, it is a credit to each and every one of us that we have achieved such a well-known and trusted public profile, and we cannot wait to see what the Committee can achieve in the coming year.

Dr Conor McCabe at CWU Youth Committee AGM 2014 regional WNL groups on behalf of the CWU Youth Committee. The We’re Not Leaving activist group is very significant in Ireland, as they are not affiliated to any particular group or political party and are simply a group of politically active people who have had enough of the way the Government has continued to treat Ireland’s youth. We encourage all members to get involved with WNL and to encourage others to get involved too.

JobBridge Campaign Update Youth, organised a press conference calling on the government to phase out the scheme and invest in real education and training opportunities for young people.

In recent weeks our campaign has been given an added impetus by the decision of the government to cut the Dole of young people who refused to engage with JobBridge. This is something that must be opposed vigorously we will be collectively organising toward a protest march in the coming months.

Our Committee has led the campaign against the government’s national internship scheme, JobBridge. We have fought the campaign on many fronts, by organising protests, writing critical reports, addressing public meetings, engaging with the media and developing a network of activists both within and without the trade union movement who oppose the scheme. In January Our Committee, in conjunction with the Union of Students of Ireland, Were Not Leaving, ScamBridge and Mandate 31

No matter how bad the times, the State always has enough to pay consultants Opinion: Having survived the Great Crash, those who charge by the hour know that nothing will ever disturb their tranquillity again

Finance Minister Michael Noonan gave figures last week for Nama’s current spending on lawyers. Photograph: PA

of Anglo’s 2008 Financial Statements or in their audit report thereon”.

In 1965, having returned from the second Vatican council, the ultra-conservative archbishop of Dublin, John Charles McQuaid, reassured his flock that “nothing in this council will disturb the tranquillity of your Christian lives”. In a similar crisis of faith faced by the Irish State as it came close to collapse in 2008 and 2009, the same reassurance went out quietly to the professional classes: nothing in this crisis will disturb the tranquillity of your privileged lives.

While Government and Fianna Fáil politicians have set their hair on fire over lavish salaries at the Central Remedial Clinic, the underlying truth is that this reassurance came from both the last government and the present one.

Let’s take one small example. Ernst and Young (now known as EY) acted as auditors to Anglo Irish Bank. In 2011, the former comptroller and auditor general John Purcell presented a report on their behaviour in that job to the Chartered Accountants Regulatory Board (CARB).

He found that there was a prima facie case against Ernst and Young on three separate counts: “their failure to detect the scale of Mr Seán FitzPatrick’s loans and their systematic refinancing over year ends”; “their failure to refer to the transactions in September 2008 between Irish Life & Permanent and Anglo in their audit report on the first set of Anglo’s 2008 financial statements” and “their failure to ensure appropriate disclosure of a loan made to Mr William McAteer, a Director of Anglo, in the first set

By Fintan O’Toole © Irish Times Online

Serious case Certain criminal proceedings are pending and there has not yet been any action against Ernst and Young, but the fact remains that a very serious prima facie case stands for now on the public record. Ernst and Young refused to appear before an Oireachtas joint committee hearing on the banking crisis, so we have not heard its side of the story.

Yet Ernst and Young has continued to receive large contracts from the State. Needless to say, it was in on the Irish Water bonanza – to the tune of €4.6 million. In 2011 and 2012, Nama awarded the firm contracts worth €7.1 million. To do what? Believe it or not, as Michael Noonan has explained, the contracts relate “in the main to loan valuation and due diligence”. The company that failed to detect very large loans on Anglo’s books is being paid by us to exercise due diligence in relation to loans bought by Nama.

Meanwhile, Ernst and Young’s Luke Charleton was appointed “special manager” of Newbridge Credit Union by the High Court in January 2012. The court approved hourly payments for Mr Charleton and his team as follows: “€375 for the Special Manager; €375 for partners; €300 for directors; €247 for senior managers; €191 for managers; €133 for senior assistants”. To put these rates in context, the blind pension is €188 a week.

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CWU People

Joe Moore retires from the CWU Committee from 1993 to 2002 and was Chairman in 1999. In 2002, he was elected to the National Executive Council and served until 2008. He was then re-elected to the NEC in 2012.

Joe was active within the Cork Council of Trade Unions, representing Cork No.1 Branch/Section on Cork Council of Trade Unions from 1982-2010. Finally, he was President of the CCTU from 2000-2002.

Ever true to his commitments to the CWU, Joe remains an active member of the CWU Retired Members Branch.

We all wish him every success in his retirement.

Joe Moore retired from the Communications Workers’ Union in March 2013, after many years of service to eircom and the CWU. He served at every level in the CWU, since he joined POEB in 1973.

Joe was first elected Treasurer of the Cork No 1 Branch 1983 and then went on to be elected Chairperson in 1989. He served on the Committee from 1983 and in 1990, the Branch officially became the Cork District Branch. Joe served as a Committee member from 1990 and was Branch Secretary from 1999, until his retirement in 2013.

He served on the Conference Standing Orders

Joe Moore, Cork Delegate, at 1986 IPOEU ADC Donegal.

Joe Moore (Cork) speaking at CWU ADC 1993

Joe Moore with members of the Cork Districts Branch at Conference 2010.

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Joe Moore (Cork) 2011

Joe Moore receives his Union Presentation from CWU President, Cormac O Dalaigh, at the Spring Seminar 2013.

CWU People

Michael Nolan Graduates!

Michael Nolan, a postal operative in Kilkenny DSU, recently graduated from Carlow Institute of Technology with a Bachelors Degree in Applied Social Studies in Professional Social Care.

We send Michael our heartiest congratulations on his excellent achievement!

Seรกn Malone and Enda Halloran retire from Sligo District Branch

Sligo District Branch retirement function for Seรกn Malone and Enda Halloran, which was attended by fifteen ex-members and three existing members of eircom staff. Seรกn and Enda are 3rd and 4th from right at back.

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CWU People

CWU donates €2,500 towards a Cuddle Cot

Pictured l to r: Ken Good (NEC CWU), Debbie Walsh Murphy (Jake’s Gift), Rebecca Walsh Murphy, Evelyn Smith (asst Dir. Women and children’s services LK Gen.), Marian Doogan (CMM LK Gen.), Joan Tuthill (Féileacain), Marie Creaghton (Féileacain) and Liam O’Grady (Chairman LK CWU).

cot in the county thanks to the generosity of local postal staff who are members of the CWU and who donated €2,500 towards the purchase.

Féileacain – the Stillbirth and Neonatal Death Association of Ireland - is a charity founded by bereaved parents, and is a not-for-profit organisation that provides support to anyone affected by the death of a baby during or after pregnancy.

Jake’s Gift run events to raise funds to purchase cuddle cots for hospitals and it was Ken Good, a Postman and NEC representative for Letterkenny, who presented the cheque on behalf of the CWU. He said the branch requested the donation after the tragic experience of a friend who lost a baby at birth.

Normally, following the death of an infant, the remains are taken away each evening to the morgue. By providing a cuddle cot, it allows the parents of a child who dies at birth, to spend special time after the death with the infant in the hospital or at home.

Letterkenny General Hospital now has the first cuddle 35

CWU People

John Moran Retires

John Moran John commenced employment with An Post on 9th of September 1975 as a Telegram Boy in the GPO. After transferring to the Central Sorting Office in Sheriff Street in 1977, Pictured l to r: Standing Orders Committee: Dave Tannam, Jim McCarron, John became an active Tony Grogan, Robbie O’Connor, John Moran, Noel Adamson and John Curtin member of the old Dublin Dublin Postal Amalgamated Branch for 6 years and Postal Outdoor Branch. He actively campaigned on he was a member on the Standing Orders Committee behalf of the Union during the 1979 strike, where he of the CWU for 12 years . He was very proud to serve honed his skills as a Trade Union Representative. as Chairman of the CWU Standing Orders John attended his first Conference in Limerick in Committee.

1981, which was a particularly lucky conference for John is now also a member of the Retired Members him, as he won a holiday to Spain! Over the course of Section and The Dublin Postal Amalgamated Branch his 38-year involvement in the Union, John went on to and the CWU wish John every success with his attend many more Conferences. retirement. He will be sorely missed.

He served as Assistant Branch Secretary of the

Frank McCabe Retires Frank has just completed 27 years with UPS and 15 years services with the branch.

Pictured from l to r: Willie Day, NEC, who presented the Union Scroll to Frank McCabe on his retirement from UPS, and Dave Cassin, Chairperson.

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CWU People

Breda McGuinness Retires from Athlone Tels Branch

Pictured l to r: Ray Lawlor (NEC), Carmel Casey, Breda McGuinness, the outgoing Branch Secretary, who retired on 31st December 2013 and Terry Delany, Deputy General Secretary, CWU.

Breda McGuinness, pictured with Anne Doyle of Athlone Tels Branch.

Mullingar Post Office Retirements

Barry Carr, Branch Secretary Mullingar pictured presenting Johnny Irwin with his Union Scroll.

Noel Daly (on the left) receiving his Union Scroll from Barry Carr, Branch Secretary Mullingar.

Christened by RTÉ’s Mike Murphy as “the Singing Postman”, Johnny Irwin retired from An Post after 44 years of service. Johnny delivered post all over Mullingar during his time, but was based around Irishtown, Walshestown and Slanemore for the last 15 years.

Johnny friends and colleagues gave him a great sendoff. We all had a fantastic night in Butlers Pub. A night to remember! All in Mullingar DSU will miss you Johnny. THE LEGEND HAS LEFT THE BUILDING.

Noel Daly retired from Mullingar Post Office in December 2013 after 19½ years’ service.

Noel spent the last four years of his service as a night sorter and his fellow workers will miss him. There was only one way with Noel: the right way!

Best wishes Noel on your retirement, from all your colleagues in Mullingar.

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CWU People

Fachtna O’Callaghan Retires Cork District Branch wishes Fachtna O’Callaghan from Bantry Section the very best on his recent retirement after 33 years’ service with eircom and the Communications Workers’ Union.

Cork C&A Branch Retirements Pictured (back row) l to r: Goretti Murnane, Ida Healy, Mary O’Mahony, Regina Abernethy, Branch Secretary, Mary Randles and Ann O’Brien. (front row): Eillen O’Donovan, Ann Deane, Kathleen O’Riordan and Mary Forde.

Matt Doyle Retires Pictured from l to r: Tony Hensey, Naas/Portlaoise Managers’ Branch Chairman, who made a presentation to Matt Doyle, recently retired from DSM in Tullamore, and Vincent Kilroy, NEC.

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CWU People

Gerry Rogers’ Retirement Party

Gerry Rogers (Postal Operative) worked in Dundalk DSU for 40 years and retired on Friday 31st of January, 2014.

Pictured from l to r: Mark Gilmore (Chairman), Anthony Bellew (Treasurer), Gerry Rogers (Retired Member), John Tansey (NEC), Anthony McCrave (Secretary/NEC) and Terry McCann (Assist Treasurer).

Dublin No 1 & Central Managers Branch Retirement Function

A function was held in January in the Teachers Club for eircom members from the Dublin No 1 Central Managers’ Branch who left at the end on December 2013 on the Voluntary leaving scheme.

Pictured l to r: Liam Bell, Donal Smyth, Mick Murphy, Pat Martyn, Dave Clancy, Willie Meegan Kevin Maher, Frank Wall, Gerry Banks, Dave Ebbs, Pat Cunningham and Finbar Lynch 39

CWU People

Limerick District Branch Retirement Function

Pictured from l to r: Donal Flannery (MC), Dymphna Mollane, Marie Griffin and Marie Hanly.

Pictured from l to r: Pat Delaney (Section Secretary, Nenagh Section, eircom), Willie O’Reilly, Dennis Griffin and Andy Hanly, each of whom availed of the early exit scheme in eircom. Also included is Donal Flannery (MC at the Social Club and a CWU Member at the Nenagh Section).

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CWU People

Dublin No. 1 AGM The Dublin No.1 AGM took place on Thursday 23-01-2014, in Liberty Hall. The meeting was attended and addressed by CWU National Officer, Jim Browne. The Three outgoing Branch Officers were all re-elected. Will Meegan (Chairman), John Egan (Secretary), Rory Duggan (Treasurer).

In his Annual Report, the Branch Secretary, John Egan, dealt in detail with all aspects of the branch over the past 12 months.

Recent Exit Scheme in eircom The Branch Secretary wished all members who exited eircom in 2013 all the best for the future and stated that the result of these exits will cause problems for the remaining staff but the CWU has commenced engagement with the company to find solutions. The Branch Secretary stated that, ‘These solutions will undoubtedly mean that more work will be done by “contractors” than has traditionally been the case. It will mean that assurance work will take precedence over delivery/build work, with efforts concentrated to keep the more sustainable long-term assurance work in-house.’

DN1 John Egan delivers Secretary’s Report at Dublin No.1 AGM 2014

Re Eircom Apprentice Scheme In his Annual Report, John Egan stated: ‘I would like to take this opportunity to congratulate the 62 Apprentices who completed their two-year training at the end of 2013. Following significant and, at times, very difficult negotiations, 57 of the final 62 apprentices were awarded indefinite duration contracts with a significant immediate increase in salary with future performance related pay progression. Unfortunately the Company, at the end of the apprenticeship term, unilaterally introduced a scoring scheme with a cut off point which resulted in them deeming that 5 apprentices would not be offered new contracts.

Following representations from Branch level, and indeed every level of head office, it was agreed to extend the apprenticeship term for the 5 individuals concerned, with a view to them achieving the company targets to earn indefinite term contracts. It must be noted that the overall outcome is very positive, bearing in mind the actual numbers who were offered new contracts.

This success rate compares more than favourably with apprentice schemes in similar sized private companies and indeed semi-state sector companies. I would like to formally thank National Officers Jimmy O’Connor and Jim Browne for their extensive assistance to the branch in dealing with apprentice matters during the 2-year term. The SEC should Mick Pyne listens as Ian Murray push on now and seek the commencement of a new apprentice scheme in gets his point across eircom.’

DN1 Jim Browne (National Officer) addresses Dublin No.1

Greg Lawless, Tony Dodrill and Francis Creedon listen to the speakers 41

Rory Duggan (Treasurer) addresses members

CWU People

Dublin No. 2 AGM

Laurence Heuston CWU Northern Ireland addresses the Dublin No 2 AGM

Fintan King makes a presentation to Dave Tannam, on his retirement from the Branch.

Members of the Dublin No 2 Branch attended CWU headquarters on Tuesday 12th February, 2014, for the Branch Annual General Meeting.

The meeting was well-attended and included an address from Laurence Heuston of CWU Northern Ireland.

During the course of the evening, Fintan King and John Dunleavy were on hand to make presentations.

A special presentation was made to Yvonne Heffernan, who has moved from Dame Court to 1 HSQ,

by Fintan King and John Dunleavy.

Members of the Dublin No 2 Branch attending CWU

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CWU People

Dublin Clerical & Admin Branch Retirements

Eircom retirees on the night.

Presentations were made by Terry Delany (Deputy General Secretary) and Liam O’Laighin (Branch Secretary).

Terry Delany and Liam O’Laighin making a presentation to Dave O’Connell (centre).

Terry Delany and Liam O’Laighin making a presentation to David Scully (centre).

Terry Delany and Liam O’Laighin making a presentation to Mick Smith, NEC (on the right).

Terry Delany and Liam O’Laighin making a presentation to Richard Altendorf (on the right).

43

CWU People

Terry Delany and Liam O’Laighin, making a presentation to Veronica McMenamin (centre).

Terry Delany and Liam O’Laighin, making a presentation to Celia Mulchrone (centre).

Terry Delany and Liam O’Laighin making a presentation to Mick Bolger (on the right).

Limerick AGM 2014 Retirements

Photo of Jimmy who made the presentations to four retirees, Pat Tobin, Jim O’Flynn, Danny Long and Ger Falvey, to mark their long and dedicated service to the CWU in Limerick District Branch and at National level.

44

CWU People

Congratulations to Ciara Melinn (CWU Headquarters) and Ian Munroe, on the birth of their son, Aaron.

Jerry Condon Retires Jerry was elected to the National Executive Council and was further elected president in 1995. He was also a member of the Education Committee of our union and has tutored and mentored many of our Branch Officers and Committee members over the years. Jerry was elected as a Worker Director in 1996 and spent 16 years in that position.

As a Union volunteer, Jerry has always given freely of his time, he was always on hand to advise assist and represent our Members. His enthusiasm inspired and encouraged people to get involved in the CWU both at local and National level.

Those of us who were fortunate enough to have worked or volunteered with Jerry are all the richer for the experience.

We would like to extend our gratitude to Jerry for all the time, effort and commitment that he has given the CWU and wish him every success for the future.

Our Colleague Jerry Condon retired from An Post on December 31st last year.

Jerry worked as a clerk in the GPO in Cork and had 42 years’ of service.

Along with volunteering on his local Branch Committee as a Committee member and Officer, Jerry was also involved at National Level. He was on the strike committee in Cork during the 1979 strike and helped organise and motivate our colleagues through a very difficult time.

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Books reviewed by Adrienne Power AN INCREDIBLE CHAIN OF EVENTS

by Fran O’Reilly A self-published book by Postman and Sorter, Fran O’Reilly, from Crumlin Delivery Office The Storyline:

My name is Fran O’Reilly and I have been a postman and sorter at Crumlin Delivery Office for almost 37 years. I have been writing fiction, on and off, for some time.

However, just recently, I have attempted to have a novel published. Having tried all the usual publishing houses, I more or less gave up. Then someone suggested self-publishing. I found this rather expensive and then there was the hassle of having to distribute and sell books myself. I shelved this idea, until someone suggested publishing online with Amazon.

Now, at my age, I’m not really that computer-friendly but I decided to have a go. Following several hiccups, I managed to get through the process. You must design your own front cover, print a short breakdown of the story on the back page, etc. Anyway, I got through all of this and my manuscript was finally accepted by Amazon Books.

My story is set mostly in Dublin but culminates in Manhattan, hence the book cover. It is a hefty read, with 422 pages, and is only available on Amazon Books and also in Kindle form.

I just want to let other would-be writers know that there is an alternative way of becoming published out there. If I can do it, anybody can. Never give up!

Joe Sweeney is a very ordinary 47-year-old workingclass man. He is terrified of flying but to please his dear wife, Sarah, Joe agrees to have their first foreign holiday.

They jet off to Gran Canaria and soon Joe settles into the swing of things.

However, on a fun night out, Joe bumps into an old acquaintance, or so he thinks. This persons denies knowing Joe and, in fact, claims to come from a different country! This greatly amuses Sarah, who has a wicked sense of humour. Joe, however, is positive that he has not made a mistake and broods over the chance encounter.

When they return home, Joe Sweeney cannot let the matter rest. He is certain that he is correct and speculates that this man must have something sinister to hide.

Despite pleas from Sarah and his friends, Joe simply will not forget the encounter. The one outstanding thing about Joe is his doggedness.

Later, as Joe’s family life disintegrates around him, he sets off in pursuit of this person. What Joe fails to realise is that this man’s past and his own are somehow intertwined. He is about to open a can of worms which will change his life forever.

What ensures leads Joe on a rollercoaster of twists and turns and unearths a shocking revelation from his younger days.

Available only from Amazon Books and on Kindle!

Whichever way you decide to go -

njoy eading!!

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Books reviewed by Adrienne Power

DARK MIRRORS

by Siobháin Bunni Published by Poolbeg Press move on with things, the Gardaí reappear, this time to inform her that her husband’s car has been found abandoned at Cliff Walk. They hand her a note left from Phillip saying he loves her and his children and is sorry for what he did. He is now missing and presumed dead.

We read on quickly turning the pages to find out what is the shadowy truth behind Esmee’s life with Phillip.

This is a story with plenty of twists and turns that keep you wondering what will happen next. It also makes you remember that you can never take things on face value and that there can be plenty hidden behind closed doors.

It is the debut novel of Siobháin Bunni who lives in Malahide but was born in Baghdad to an Irish Mother and Iraqi father. She went to school in Kylemore Abbey, Connemara. I look forward to her next book.

Esmee Myers decides to leave her husband. Her marriage has become a dark place. She has no proof but is sure her husband Phillip has been having affairs. So with the help of her friend, Fin, she packs up and leaves with her two children while her husband is away on a business trip. Her mother and sisters question her leaving Phillip, until she returns to their home to inform him of her decision. His response is to beat her up. She manages to get back to her children and family who summon the guards. Until that night, her husband had never hit her. As she begins to evaluate and

A story with plenty of twists and turns!

TRANSATLANTIC

by Colum McCann segment concentrates on the black American slave, Frederick Douglas, when he comes to Ireland to champion freedom, only to be met by a land in the grip of famine. The third section of the story is set in the north of Ireland, as seen through the eyes of Senator George Mitchell, as he strives to find peace in our time.

This book makes you ponder what connects us with our past.

Colum McCann’s poetic writing is so vivid and beautiful you will find his words hard to leave behind.

This is an extraordinary novel about a lost letter and its journey, that spans the generations of one family. I have never read a book that brings history to life like this one!

The story begins with the first transatlantic flight of Alcock and Brown in 1919 from Newfoundland to Ireland. The next

This book makes you ponder what connects us with our past!

47 47

 Female

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