Connect October 2010

AUTUMN 2010 VOL: 12

NO. 3

Protect Your Post!

Vodafone

Coming soon CWU campaign on Postal Liberalisation

CWU secures pay increase for members in Vodafone

Editorial

Dear Colleague,

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

CWU Spouse Life Cover . . . . . . . . . . . . . . . . . . . .

Vodafone Update . . . . . . . . . . . . . . . . . . . . . . . . . .

ICTU Update . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

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

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

Uni Global Union Post & Logistics . . . . . . . . . . . . eircom Update . . . . . . . . . . . . . . . . . . . . . . . . . . . .

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

Uni Global Union ICTS . . . . . . . . . . . . . . . . . . . . .

CWU Charitable Fund . . . . . . . . . . . . . . . . . . . . . .

AVIVA Health Insurance . . . . . . . . . . . . . . . . . . . .

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

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

CWU Band . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

CWU Medical Fund . . . . . . . . . . . . . . . . . . . . . . . .

FM Downes & Co Mortgages . . . . . . . . . . . . . . . .

Vision Express Eyecare Benefits . . . . . . . . . . . . . .

William Norton - An Unsung Trade Union and Labour Leader . . . . . . . . . . . . . . . . . . . . . .

Origins of our Union . . . . . . . . . . . . . . . . . . . . . . .

Fianna Fáil Press Office Release . . . . . . . . . . . . . .

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

John Flynn & the bombing of Campile Co-op . . . .

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

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

2-3 4 5 6-9 10-14 15 16-19 20-24 25 26-33 34 35 36-37 38-43 44 44 45 46-47

Coming back to work after the summer holiday break is never easy, but there is no doubt that very few have faced their return to work with such trepidation. The signs and the impact of the economic crisis are all around us and there is hardly a family in the State that has not been impacted by redundancy, reduction in hours, or loss of earnings. It is also a particularly worrying time for parents who face the expense of the return to the various stages of education for their children, which seems to become more and more expensive with each passing year. It is an additional worry for parents with older students as they face the prospect of losing those children to emigration. It is therefore even more important than ever that we as a union do all within our power to hold on to as many permanent jobs as possible.

Our members in An Post will, over the next year, face extremely serious obstacles in circumstances where they have turned the fortunes of the company around and have delivered the highest quality of service in the postal industry in the history of the State and, quite possibly, in all of Europe. Nonetheless, on the 1st January next the legislation surrounding the introduction of postal liberalisation is due to take effect. It now seems likely that the draft legislation will be before the Dáil in the autumn and the manner in which we, as union members, impact on the key areas of that legislation will help dictate our pay and conditions for the years to come.

There has also been the recent worrying development as the anti-union mobile telephone company, O2, has decided to deprive its customers of a posted bill, unless the individual customer applies for such a bill. As many of you will know, the largest proportion of letter post is now bills, invoices, and returns. To date, all the utility companies have provided a postal bill to their customers, while at the same time encouraging them to switch to online billing. The reality is that the majority of customers have elected to hold onto their postal bill, but the move from O2 switches the onus onto those customers to seek a

48-52 53-55 56 56-68 69 70 71-72

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

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

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

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postal bill and therefore this is extremely worrying. This move by O2 comes against a background where, in the past, it has had its problems in relation to overcharging customers and it is a serious concern that, in the future, customers who do not have access to a PC and printer facilities in their normal daily lives could be exposed to such overcharging again in the future. It is my hope that none of our members are foolish enough to have purchased an O2 phone, given its anti-union behaviour and, in particular, its hostile behaviour towards this Union and its members in O2. However, if by chance any of our members do have such a phone and if, indeed, by chance any of their friends or families have O2 phones, I would personally urge you that you ask those individuals to get in touch with O2 to declare their opposition to this proposed move. It is further interesting to note that O2 will pocket any savings from this exercise for themselves and none will be shared with the customer.

Of course the real issue here is that, if O2 get away with this initiative, before long all of the other utilities are likely to follow suit.

The above issues take place against the background of the Steve Fitzpatrick, current economic crisis, which has hit postal volumes extremely General Secretary, CWU hard. All of our members in An Post, and working particularly in the Processing, Collection & Delivery area, are acutely aware of this fact. The reductions in the volumes, which have always been linked to economic activity in the country, has left your representatives with an extremely difficult situation, as we try to balance the retention of jobs with the retention of earnings. Indeed, it is the first time in over 30 years of involvement with this Union where I have seen ordinary members seriously worried about their future employment in An Post.

Similar volume losses are also being experienced within the courier/ express industry and in UPS and DPD we face many of the same problems as a result. Once again our priority has been to maintain the maximum level of employment within these companies, with the assistance of those Branches we will continue to work towards the optimum result.

Further on in the Connect magazine you will see copies of recent circulars issued in relation to the present situation in Eircom, along with a synopsis of a Strategic Business Plan presented by the Chief Executive, Paul Donovan, to the National Executive Council and, indeed, to all of the Branch Secretaries, Chairpersons, and Coordinators. All of that documentation is self-explanatory and we now enter a critical phase of discussions with the company, while at the same time the company enters critical discussions with its shareholders and debtholders. The National Executive Council has already decided to hold a delegates meeting to debate the outcome of those discussions and it is expected that the meeting will take place in the autumn. The decisions taken between now and then will undoubtedly determine what type of future, if any, the company now has. It is critical to remember that the future of our members in Meteor mobile is now inextricably linked with the Eircom story. There now seems little doubt that those members will be working very closely with our members in Eircom and it will be critical of the Union to ensure protection of both groups of members as areas within both businesses merge.

You will also see reported in the Connect magazine that the Union has successfully negotiated a pay rise for our members in Vodafone and I believe this amply demonstrates our capabilities in achieving pay rises from companies in circumstances where they are profitable. It is our sincere hope that we will be able to have further successes in the pay arena as the economic situation of older companies within our sphere improves.

Times of economic recession are difficult times for working people in particular, as unscrupulous employers use the economic circumstances and high unemployment in an attempt to erode pay and conditions which have been hard fought and won by trade unions over many years. It is also a time to be wary of attempts by the powers that be to place the blame for their disastrous mistakes on others, which has been particularly evident in this country over the last couple of years. It is also a time to be wary of the rise of right wing politics and attempts to create scapegoats for all the problems of society. This type of politics always arises in these circumstances as the powers that be point the finger everywhere else but at themselves in an attempt to retain their hold on power. In the coming months we will need to act as one, more than ever, both within this Union and within the trade union movement. With the prospect of a General Election next year we need to seriously consider our options as we attempt to rebuild our country in the hope that we can create prospects for ourselves and our children into the future.

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Vodafone Update 2.

LRC Finding Re. Vodafone/CWU

– – –

3.

30th June 2010 The Commission has met with the CWU and Vodafone in relation to a pay claim by the Union and change / cost reductions sought by the Company. The Commission has considered these matters carefully and has formulated certain proposals (set out below) to deal with these issues.

The commission understands that both parties will give constructive consideration to these proposals. The Commission is of the clear view that these proposals represent the best possible terms that are available or are likely to be available by agreement between the parties.

These proposals are made on the clear understanding that if they are not accepted by one or both parties they will be deemed to be withdrawn and have no status whatsoever.

The implementation of the above pay arrangements is subject to: i. the commercial economic and employment circumstances of the business; ii. there being no deterioration in the company’s projected financial and trading position over the relevant periods. In the event that such a situation were to arise the parties agree to meet to discuss the circumstances which have arisen prior to any decision being taken that could adversely affect to pay provisions of this agreement; iii. the parties are committed to full organisational change and the need for flexibility and adaptability to maintain and improve competitiveness, to increase productivity and to maximise sustainable employment.

The Company has confirmed to the Commission that it will develop immediately a set of change and cost reduction proposals which it believes are necessary to secure the viable future of the business. The Commission recommends that both sides commit to engaging fully with this agenda at the earliest possible point and should commit to utilising all available Industrial Relations procedures as necessary in an effort to achieve agreement on these matters. In making this commitment the Company commits that there will be no precipitative action by it while engagement and the utilisation of procedures is taking place. The CWU commits that there will be industrial peace during the same process.

The Commission understands that both parties recognise the current uncertainty in domestic and international economic conditions and the potential implications arising for Vodafone’s Irish business. The current circumstances emphasised by the Company include reductions in consumer spending, deterioration in business and consumer market performance, a corresponding need to reduce costs and a requirement to drive efficiencies, all supported by an investment strategy addressing the competitive challenges facing the business.

Pay

Pension

The Commission proposes the following arrangements in full and final settlement of the Union pay claim:

The Company has confirmed to the Commission that it believes if the funding issues with the Company’s DB pension plan are not addressed the future of the plan cannot be assured. The Union recognises the Company’s concern.

The Commission proposes that both sides commit to meaningful negotiations on this matter with a view to concluding an agreement by 31st August 2010 to consider, evaluate and agree implementation measures to address the funding issue.

Basic pay increases as follows should be applied to graded employees in the company (who have traditionally had increases in line with national pay agreements): – – –

2% from 1 April 2011.

2% from 1April 2012.

No further pay increases to be made prior to 1 July 2013.

Change/cost reduction

Proposals

1.

Basis pay increases as follows should be applied to employees in the company’s retail subsidiary:

2% from 1 January 2011.

2% from 1 January 2012.

No other cost increasing claims on pay or conditions of employment to be made or processed prior to 31 December 2012.

Kevin Foley Director of Conciliation Services 5

ICTU Update

Address to the Conference on Information & Consultation in Irish Workplaces

I am afraid worker participation has become a somewhat old-fashioned concept in recent times in Ireland. It has suffered from the closure and privatisation of state utilities which removed Worker Directors, combined with a distinct lack of support, if not opposition, from Government.

Nevertheless, I believe worker participation has played an important role in the management and governance of organisations where it has been in place, and given what has been visited on the nation by persons at the highest level in our most respected institutions, perhaps it is appropriate now to revisit the concept.

The concept of industrial democracy and legislating for workers to sit on boards of companies was first discussed in Ireland in the late 1960s. At its annual Conference in 1967, the ICTU agreed to examine the issue in the context of the European experience. Employers’ organisations also gave the matter some consideration but not surprisingly they were opposed. The Minister at the time seemed to favour the German model of dual boards, as set down in the EU draft directive of 1972. In 1977, the government passed “The Worker Participation State Enterprises Act”, providing for a third of the board to comprise of directors elected from and by the workforce. It would be a single tier or main board system, and as the name implies, it was to cover only commercial, state-owned entities, known then as the semistates, of which seven were covered. This act was amended in 1988 to extend the legislation to cover a further seven companies and to provide for sub-board structures. Since then, additional more limited legislation has been passed to provide for Worker Directors in state bodies, such as the Ports, Legal Aid Board, The Courts Service and The National Disability Authority. However, the numbers vary and in some cases there is only one Worker Director on the board.

As background, could I set out the general legal framework under which Irish boards operate? All directors, and this includes Worker Directors, have obligations under common law to carry out their functions in good faith, in the interests of the company to which they owe duties of care, skill and diligence. They can be liable and held accountable for negligent behaviour. Well, that’s the theory anyway, and recent activities in high places, as referred to earlier, will certainly test those legal good intentions. However, in general, common-law responsibilities can be summarised as follows:-

Croke Park - 22nd June 2010

–

Chairperson, may I thank you and the organisers for the opportunity to speak today on the role of Worker Directors.

By way of introduction, I joined the postal service at the age of sixteen and I have been there for thirty-seven years. I have served for the past eighteen years on the board of An Post, having been elected five times.

–

Pat Compton, Worker Director

David Begg, General Secretary, Congress

Information and Consultation in Irish Workplaces Croke Park Conference Centre 21-22 June 2010.

Involving workers in company decisions not only represents an important element of the European Social Model but also makes good economic sense in modern economies. There is a strong link between information, consultation and proper respect for the right to collective bargaining.

Collective bargaining is a formal process that involves negotiation, consultation and the exchange of information between employers and workers, the end goal being an agreement that is mutually acceptable to all parties. Proper respect for the right to collective bargaining needs proper respect for information and consultation rights.

The conference explored a number of dimensions of the information and consultation process, infrastructure and legal framework in the context of elaborating on trade union rights from a national and EU perspective.

WORKER DIRECTOR AN POST

Pat Compton

–

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Fiduciary duty: To act with loyalty, good stewardship & self denial.

Duty to avoid a conflict of interest: The personal interests of the director must never be in conflict with the interests of those of the company Duty to use their power for a proper purpose: All actions of a director must be for the good of the company

ICTU Update majority of workers who are very aware of what's going on.

A good guide to me at least, is the turnout of voters' in An Post elections which in the last poll was 74%.

I have mentioned earlier the actions of persons at senior level in some of our high profile institutions. Would their decisions be tempered by somewhat less excess if worker directors were sitting on their boards? I would argue yes.

Against the background of the recent turmoil in Irish commercial life it is interesting to note that the organisations that have worker directors appear largely to have managed their affairs pretty well. I am not arguing that the presence of worker directors solely protected these institutions from the greed and madness we've seen elsewhere, but rather that the makeup of their boards reflects a more stakeholder model which makes for more balanced debate and decisionmaking.

I strongly believe the time for a new corporate governance ethos has come. Public policy insofar as it refers to corporate governance should be influenced by the common good and this is better served by a more democratic and more accountable system of governance. Including representatives of all stakeholders including employees on boards of organisations which are of strategic importance to the state would be a good start.

In short I believe that the case for extending worker participation is a sound one and I commend it to you.

In conclusion I would like to quote Jack Welch the former chief executive of General Electric & doyen of the business world. Quoted-by the Financial Times in March 2009 he said,

In addition, most state sector organisations, including An Post, have a code of conduct for directors as well as a staff code.

I would like to deal with the actual role of Worker Directors against the background of my own experience over the past 18 years. Worker Directors play a very important role in bringing to the board their experience and knowledge of the company they work in. But those traits don’t always make them welcome. Central to Worker Directors being able to play a full part in the deliberations of the board is the attitude of the Chairperson, the Chief Executive and other board members. In the main, my experience has been positive. Open and honest debate has not been curtailed and I believe that I, and my fellow Worker Directors, have made a contribution to the welfare of my company and the people who work in it. On occasions in the past, however, I have encountered different attitudes ranging from indifference to downright hostility to my very presence. This hostility often manifested itself under a corporate governance guise, dressed up as a conflict of interest issue or an independence issue. I believe that when such hostility arises, it is to a large extent based on an ideological opposition to having Worker Directors there at all. While the dynamic is different in each organisation, I know such opposition occurs in other entities that have Worker Directors.

Notwithstanding the occasional difficulties described here, I reiterate that my experience has been positive. At the board table, you earn the respect you get, and you do that by working hard at what you do. A Worker Director must learn the ropes fast – there is no place on any board for someone elected from the workforce who is just a fellow traveler. He or she must play their part by developing an understanding of the workings of the board. Most importantly, if you do not know, ask and continue to ask until you get an answer!

The Board determines the shape of the organisation and their decisions may have the most profound consequences for customers, workers and, in some cases, the wider economy. This is an onerous responsibility and a Worker Director has a greater reason for getting it right than any other director, if only because his or her livelihood and that of work colleagues depends on it. There are, of course, challenges dictated by the very nature of the business of a board. The issues of confidentiality and collective responsibility are difficult for an employee at the board table but they are a fact of life and in my experience, it is generally understood by everyone that these are the rules of the game and must be abided by. But this should not be used as a cloak to protect the board in their ivory tower from the prying eyes of those whose destiny their decisions affect: Information & consultation with the workforce is a key ingredient in a successful enterprise.

So what is the perception among staff about Worker Directors? There is a general view being put about that worker participation or Worker Directors themselves do not figure highly in the daily discourse of the workplace. That indeed may be true, but it does a disservice to the vast

“On the face of it, shareholder value is the dumbest idea in the world. Shareholder value is a result, not a strategy… your main constituencies are your employees, your customers and your products.”

There is a lesson there for all of us. Thank you

Ian McArdle, National Officer, Gerry O’Rourke, Organiser, Jerry Condon, Tommy Devlin, Pat Compton and Paddy Costello, Worker Directors in An Post.

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ICTU Update

ICTU Response to Financial Regulator

owing the bank if their home is repossessed or if they voluntarily surrender their home. There is no way of knowing how the value of their repossessed house will be determined, if the value of their home is at the time of repossession or is the actual price at the time of sale? Do they have to meet the legal and other costs and charges of the sale? Is the bank under an obligation to maintain the property in a good condition until its sale? Can the bank take any price or are they required to get the best price? How are interest and other charges treated on the outstanding amount?

Paragraphs 39 and 40 of the Code require lenders to inform borrowers of the ‘implications’ of possible scenarios.

However this is insufficient. It would be preferable to bring as much transparency and certainty to the treatment of repossessed homes and homes that are voluntarily surrendered and the associated outstanding mortgage.

The ICTU has responded to the Central Bank and the Financial Regulator’s public consultation on the proposed new Code of Conduct on Mortgage Arrears. We make a number of recommendations to improve the situation of working families, including calling for a cap on mortgage interest rate increases and some form of debt forgiveness for familes with negative equity and who are seriousy over-indebted. Here is our submission below:

JUSTICE OF THE SITUATION REQUIRES SOME FORM OF DEBT FORGIVENESS While it may be difficult to establish ‘reckless lending’ in strictly legal terms there can be no doubt that mortgages were provided without due care and in a manner that can ordinarily be described as reckless. Any objective assessment will conclude that the banks behaved recklessly by encouraging customers to take out 100% loans. There was insufficient attention to potential risks such as loss of home or being liable for the outstanding mortgage debt even when their home is repossessed. Worse still, there was no mention that the homeless borrower would remain liable for any penalty charges and interest that accrues on the outstanding borrowings, for the legal costs of any proceedings, and the for costs involved in selling the property.

Therefore it is imperative that some form of home protection, loan modification and debt forgiveness is worked out for these families who are the casualties of the debt crisis. There is a particularly strong basis for providing for debt forgiveness for families who have lost their family home but are left owing a sizeable mortgage. The amount for debt forgiveness can be set at certain levels: for example, a minimum of €50,000 and maximum €200,000. Not to provide some aspect of loan modification or debt forgiveness is unfair as for many thousands of working families, their inability to make their mortgage payments is a direct consequence of government’s deliberate policy to drive down wages and pour money into the banks.

One area that government could address is the cost of insurance on mortgages, there are circumstances where families have adjusted their loan repayments downwards but the cost of their mortgage insurance has increased correspondingly. This is an area that the government could quickly step in to address.

INTRODUCTION The Irish Congress Trade Unions welcomes the opportunity to respond to the proposed amendments to the Code of Conduct on Mortgage Arrears. Congress is the representative voice for workers in Ireland and with over 830,000 members we represent the largest civil society group on the island.

FINANCIAL DISTRESS IS INCREASING Congress’ overall analysis is that there is a serious under estimation of the size and nature of the mortgage debt problems being experienced by working families in Ireland.

There is an inaccurate impression that the banks are handling the problem. The reality is that the situation is worsening and this is clearly shown by the month on month increase in the number of households in arrears. There are now over 36,000 households that are three months behind with payments. Last year almost one home a day was repossessed, applications for judgment mortgages in the Circuit Court increased by 53% in 2009 compared to 2008 (2,396 applications in 2009, compared to 1,571 in 2008); and in the High Court increased by 65% in 2009 compared to 2008 (1,058 applications in 2009, compared to 643 in 2008). With 455,923 people now unemployed and with interest rate increases forecast for next year the debt and mortgage problem is only going to deepen.

CODE MUST OFFER A SOLUTION FOR NEGATIVE EQUITY AND THOSE SERIOUSLY OVER INDEBTED The Code of Conduct on Mortgage Arrears does not address many of the debt problems faced by working families.

Importantly it does not deal with circumstances where families cannot afford mortgage repayments due to total loss of employment and savings and other assets having been exhausted. It completely ignores the consequences of negative equity where the amount owed by families may exceed the value of their homes by as much as 50%.

Families with negative equity have the double worry of homelessness and that they will still owe the outstanding mortgage. They do not know how much they will end up

FAMILIES WITH NEGATIVE EQUITY ARE CHARGED MORE FOR THEIR LOANS Families who are trapped in negative equity are being squeezed by their lenders who know that people cannot switch to another bank. Non-tracker mortgage holders are now captive customers who have no chance of switching or shopping around and are paying an average of €150 more a 8

ICTU Update month for their mortgage. This means that households who are in negative equity are paying the highest interest rates on the market, as highlighted in editorial columns of the Irish Independent on 3rd September.

Para 34 of the Code provides that the lender cannot require the borrower to change from an existing tracker mortgage to another mortgage type. This is welcome but more is needed otherwise there is danger that banks will increase interest rates on those unfortunate enough to have variable loans. There is a strong argument for the Code to introduce a cap on the amount by which variable mortgage interest rates can be increased in any one year and a limit on how much above the ECB rate they can be raised.

While recognising that the Code is not a complete response it is an important part of the response and as such is very much welcomed by Congress. Congress has a number of recommendations to make in relation to the Code.

rapidly over time. People who are indebted often agree to arrangements that are not sustainable and in these situations they do not keep to the arrangement. The result is often that the money problems get worse and their creditors become less willing to negotiate new repayment terms.

Step 2 (paras 25-28) establishes the use of the Standard Financial Statement and this is a very welcome feature.

There is a value in the Code protecting a ‘minimum adequate’ family income that will ensure a realistic living standard that affords dignity to the debtor and their family.

The amount to be protected will vary with each individual and family according to their circumstances but a useful bench mark for the amount is the Minimum Essential Budget as outlined in the Vincentian Partnership for Social Justice publication, Minimum Essential Budgets for Households.

PROTECTION FROM DEBT RELATED HARASSMENT AT WORK The Code (Para 19) restricts the use of unsolicited communications and this is welcome. However Congress remains concerned about the practices of some debt collection agencies that don’t need to threaten violence or use obscene language to be threatening. In particular contacting the debtor on their mobile phone while they at work; or leaving phone messages with only the name of the employee of the debt collection agency and requesting a return call. It must be made clear this type of practice is not allowed under the Code. Contacting people at work about their debts, even on their mobile phone or by e-mail can seriously threaten and undermine a person’s position at work, particularly as some employers have obscure clauses in their contracts requiring employees to be of ‘good standing’ with creditors and others have outdated attitudes and believe that indebtedness is a sign of undesirability in an employee.

A matter of great concern has been the failure to regulate the debt collection services. Unfortunately financial organisations are paying too little attention to the standards of the debt collecting agencies they are employing, and seem only interested in receiving the money owed to their organisation, even though they have responsibilities and regulations to comply with under the Consumer Protection Act 2007, the Data Protection Act, the Consumer Protection Code and the non Fatal Offences against the Person Act.

INDEPENDENT OFFICE FOR DEBT RESOLUTION NEEDED The principle nemo debet esse iudex in propria causa, that no one should be judge in their own cause is an essential requirement of fair proceedings and natural justice.

Essentially it requires that no person can judge a case in which they have an interest. The rule must be applied to ensure against the appearance of a possible bias, even if there is actually none.

Banks cannot be exempt from this principle. The principles of natural justice must be built into the operation of the Code generally and to its appeal process in particular.

This can be achieved by the establishment of an independent non-judical office of Debt Resolution proposed by Congress.

Congress is also concerned about the imbalance of power between the lender and borrower with borrowers in danger of the bank deciding their fate for them. It is particularly needed to deal with circumstances where the mortgage problem has not been resolved to the borrowers’ satisfaction and in the context of hearing other appeals.

It is essential to deal with mortgages and their arrears in the context of the totality of a families debt and it is unrealistic to expect banks to make fair decisions on the scheduling of repayments in respect of other lenders; The office could be paid for by a levy on the banks but it must be independent of them.

TREATMENT OF SECOND HOMES IN CONTEXT OF BREAK UP The definition of the primary residence should be in accordance with the definition under the capital gains tax system. In relation to the issue of whether in the circumstances of a family break up the Code can apply to holiday homes, it will be necessary to look at the reality of the circumstances but at a minimum, a legal declaration of the fact of the breakup must be required.

Finally, Congress is requesting that employees involved in redundancy discussions or others who anticipate a change in their circumstances, will be permitted to initiate the procedures under Code. It makes no sense for these families to have to wait until they have incurred late payment penalties before that can address their situation.

COMPLIANCE WITH THE CODE NEEDS TO BE GIVEN LEGAL UNDERPINNING This is necessary to give certainty to the process and the resulting agreements concluded. The Agreements concluded under the Code must be admissible in legal proceedings (para 45) and banks must be legally required to comply with the Code. At the moment circumstances are such that banks are practicing forbearance, however as recent experience demonstrates circumstances can dramatically change and with them bank behaviour.

THE CODE MUST PROTECT A MINIMUM ADEQUATE STANDARD OF LIVING By their very nature, debts are multiple, they compound 9

Postal Update

The EU is not ready for Postal Liberalisation!

10

Postal Update

The End of the Road for Postal Liberalisation?

The CWU, along with every other postal union across Europe, has been fighting against postal liberalisation for almost fifteen years and now it seems we may be nearing the end of the road. As CWU members will know the European Parliament has passed the Third Postal Directive and now it remains for the Irish Government to ensure that this is implemented to allow for the market to be fully liberalised by January 1st 2011.

The passage of the Third Directive into Irish law represents the final chance for anyone who has an interest in protecting the Irish postal service to influence the legislation that will dictate the kind of market and service we will have in Ireland for generations to come.

This is, in effect, the last throw of the dice on postal liberalisation in Ireland and we can leave nothing to chance. That is why the CWU is planning a nationwide campaign on the issue to ensure that every member, and their family and friends, is informed, engaged and happy to play their part to ensure that the public know what changes are happening to Irish post.

The legislation itself, at the time of writing, is not available for review and it is unclear when it will be put to the Oireachtas for debate, though the feeling is that this will happen sometime in October. The issues, nonetheless, are familiar to us and remain the same as when the European Parliament first discussed the Third Directive and these are: • •

•

•

country with this campaign the Union is preparing an ‘Easy Guide to Liberalisation’. This straightforward booklet is designed to describe in plain terms what is meant by liberalisation and more importantly to explain the potential results of pursuing this approach to the postal market. The booklet will examine the effects of liberalisation on different jobs within the postal service and also look at how citizens as well as businesses will be affected.

In addition to this the CWU is building a website www.protectyourpost.ie which will reflect the contents of the booklet but will also include a useful tool which will allow people to send a message to their political representatives about their concerns on liberalisation.

It is vital that this campaign focuses on bringing our message to the political representatives in your local area and impress upon them the vital public service that is provided by An Post as well as the fact that there are potentially a huge number of jobs at stake if these changes are not carefully considered. A sub-group of the National Executive Council (Postal) has been formed to co-ordinate these efforts across the country and it is planned that the Union will submit a motion to the various county councils.

The CWU continues to work with Union Network International (UNI) who are co-ordinating efforts across Europe to get a moratorium on the liberalisation process. UNI are calling for the deadline of January 1st 2011 to be extended in order that proper research can be conducted on the social implications of opening the postal markets. In addition, UNI are calling for guidelines on how the Universal Service should be financed, social regulation, which ensures good working conditions, and recommendations on how to compete on quality and innovations rather than simply on cost.

This is likely to be the final major campaign that the CWU will conduct on this issue and represents the culmination of many campaigns that the Union has conducted over the last fifteen years, since postal liberalisation was first suggested before the First Postal Directive was introduced in 1997. It is essential that everyone plays their part for this last important battle to ensure the long term viability of the Irish postal service for this and future generations.

How will the Universal Service be financed after the monopoly has been taken away?

How will Down Stream Access (which allows competitors to use the An Post network) be managed?

How will the legislation deal with cherry-picking (where competitors only compete for profitable postal routes and leave the loss making routes to An Post)?

How can the market be protected from social dumping (where competitors drive down employment standards in the market and force the national operator to do likewise) which has happened in other liberalised EU postal markets already?

To assist our branches and members across the

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Postal Update

O2 Imposes E-billing on Customers Gets Negative Reaction A recent development in the telecommunications market that may ultimately have a significant and adverse effect on the people in the postal sector has emerged in recent weeks.

O2 Ireland has decided that it will no longer post its telephone bills to its customers, but instead it will expect customers to log on to the O2 website, create an online account, and then print off their own bill. The Company has said that customers can still receive a paper copy of their bill, but will only do so if they “opt in” to get their bill in the normal way.

This can be done via the website or by contacting a customer care phone number.

The net effect of this decision is that, for a large number of customers: the aged, the disabled, those without internet access or a PC, for example, this represents an unfair burden on them accessing information which they should be provided with free of charge as paying customers.

The importance of receiving a printed copy of an itemised bill should not be underestimated, particularly in circumstances where overcharging has occurred in the past as evidenced by actions ComReg have had to take.

In the interest of clarity and transparency, and to protect the consumer, the billing model should not be changed in this way, where the Company has made a cost saving decision to discontinue providing a hardcopy bill. The decision

Wear your Union Badge

should be left to the customer. The previous billing model already allowed the customer to receive his/her billing information online, but this was at their request which, in the circumstances, should be how the decision is made given that each individual customer’s circumstances will vary considerably.

Given that online services are simply not available or not an option for a considerable number of Irish consumers, it is particularly unfair for a large, profitable multinational such as O2 to impose this burden on its customers. In the interest of equality and fairness, the decision to opt for an online bill should be one that the customer makes and is not one that should be foisted on them. In the circumstances, this is not an unreasonable expectation.

It would appear that public opinion does not support the move and the Regulator has observed that it has ‘serious

Ian McArdle Head of Organising and Regulatory Affairs, CWU. reservations about the move’ and on that basis one would hope that O2 would revise its decision however in the meantime customers are being reminded

by ComReg that they can continue to receive their paper bill by instructing O2 accordingly.

02 online billing ComReg has been in touch with O2 regarding its recent online billing trial. During these discussions, ComReg advised O2 that it has serious reservations about the proposal to arbitrarily switch consumers to this new on-line billing services without customers prior express permission. ComReg is aware that many consumers already see the benefits that can derive from electronic bills and that many others may elect to join them. However, in the interests of transparency and overall consumer welfare the decision to move to electronic billing should only be made with the prior explicit agreement of that consumer.

ComReg is continuing to constructively engage with O2 on these issues and in the meantime, ComReg advises any O2 customers that have received a communication from O2 on this matter, that they are entitled to receive a paper bill and if they have concerns about this issue to contact O2 on 1909 and to request paper billing.

Additionally, the general issue of online billing has been raised with ComReg via the Telecommunications and Internet Federation (TIF) industry group. During these discussions, ComReg has stated that while there are benefits associated with online billing, the introduction of online billing solutions must also safeguard the interests of consumers and, in that regard, ComReg is looking forward to working with TIF towards finding suitable online billing solutions. This process is ongoing.

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Postal Update

Sunday Business Post, 29th August, 2010

Irish Daily Mail, 26th August, 2010

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Postal Update

An Post Museum opens at the GPO an insight into the often quiet but always vital role played

by Post Office people in the development of Irish life and society over the generations.

Put together by Stephen Ferguson, An Post’s Assistant Secretary and historian, the museum offers something for everyone. From stamps and letters to An Post’s copy of the 1916 Proclamation and the little-known story of the staff who were actually on duty in the GPO on Easter Monday, the exhibition offers visitors a unique way to learn about important aspects of Irish life and history.

Within a small space, the museum makes effective use of traditional cabinet displays, clever interactive technology and a Pepper’s Ghost drama of the GPO on Easter Monday 1916. The €2 entrance charge is modest and visitors of all ages should enjoy the experience and leave with a greater appreciation of the contribution of the Post Office to daily life in Ireland over the years.

Dublin has a new boutique museum in the GPO. Situated in O’Connell Street’s GPO, the new museum hosts an exhibition entitled Letters, Lives and Liberty. The exhibition explores the influence of the Post Office in Ireland and offers

The Museum is open from 10am until 5pm on weekdays and from 10am until 4pm on Saturday.

Postal Sectoral Executive 2010-2012

Back Row l to r: Ray Neville, Ger O’Brien, Damien Touhy, John Tansey, Cormac O’Dalaigh (Vice President), Vinny Kilroy & Charlie Kelly.

Front Row l to r: Emmanuel Cassidy, Ellen Moore, Tim O’Donovan, Syl Curran, John Halton & Frank Donohoe.

The Postal Sectoral Executive elected at Biennial Conference, 2010, in Wexford who will hold office until May 2012.

Willie Mooney (left) and Martina O’Connell (right) 14

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eircom Update

Proposed Eircom Group Business Strategy The following G.S. Circulars give an update on eircom and the position the Union and Company are at: Executive Council members met with the Chief Executive of Eircom Mr Paul Donovan along with his senior management team last week. At that meeting the Chief Executive presented in detail the company’s proposed three year strategy and plan. In presenting that plan your Executive were given an overview of the Communications market, the competition and the existing financial circumstances facing the company. We were then taken through the developments in the Communications industry and how those developments were impacting on other Telco’s throughout Europe and the world. We had an overview of the challenging environment including numbers of customers, changes in customer demands, proposed new services and the continuing migration from fixed line to mobile. We were also given an overview of the Meteor operation and the plans to fully merge Meteor with eircom to create one company with two brands. Finally we had a presentation on the massive company debt and how it was proposed to manage that debt over the coming years.

The proposed new three year plan attempts to deal with all of the critical issues but in doing so will impact on almost every worker in eircom. The NEC, as clearly outlined at Conference in Wexford this year has been extremely concerned about the future of eircom and views the preparation of a well thought out strategic plan as an absolute necessity if we are to build a long term future for eircom and our members working there. I am therefore encouraged that at last we have a proposal which we can get our teeth into.

We are all somewhat shell shocked by the breadth and impact of the proposed plan but before we enter any detailed discussions the Executive have decided on the following course of action:

G.S Circular Eircom No. 10/10 INFORMATION 575-577 NORTH CIRCULAR ROAD, DUBLIN 1 TELEPHONE 866 3000 - FAX 866 3099 E-MAIL: info@cwu.ie 6th July 2010

Proposed Eircom Group Business Strategy Dear Colleague, As you will be aware there has been intense media speculation in relation to eircom over the past couple of days. Most of that speculation has arisen as a result of recent briefings given by the Chief Executive in relation to the proposed eircom group business strategy which in effect is the proposed plan to deal with the serious situations facing eircom over the next three years. When considering this issue it is worth remembering the journey we have undertaken since the collapse of Babcock and Browne. At that stage we set ourselves a task of securing a majority shareholder for eircom with an industry background and who in the right circumstances would be willing to invest in the future of eircom both financially and from a technological point of view. With the arrival of STT, we achieved that aim and we then set our sights on dealing with the future of the eircom pension scheme and the massive deficit that posed a danger for all potential pensioners and existing pensioners while at the same time the deficit had the potential of bringing the company to its knees. Once again that goal has been achieved and I believe it is fair to say that it could not have been achieved without the assistance of all CWU activists and its members.

What we now need is a comprehensive plan which will deal with the challenges that face all our members in eircom and attempt to build the prospect of a brighter future with what has become a beleaguered Company. The task of formulating that plan is one for eircom senior managers and its shareholders. It has been made crystal clear to us that unless we have a clear pathway for dealing with the existing difficulties that neither STT nor the ESOT will be in a position to invest in the future of the business. There are also the ongoing concerns that arise as a result of the hostile regulatory regime and the complete disinterest of the Department of Communications and our beloved Green Minister. It was against that background that your National

• The Union will recruit an Industry and Financial expert to examine the company’s plans in depth • All branch secretaries and partnership co-ordinators will be invited to Union Headquarters next week for a presentation on the plan • We will engage with eircom at the most senior level to see if we can agree a process for dealing with the proposed plan and with the impact on our members • We will invite all eircom conference delegates to a special seminar in Dublin in September at which we will share all the information we have in relation to the proposed plan, outline any progress we have made in creating a framework agreement around that plan and of course have a presentation on the investigation into the plan carried out by the Union experts.

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eircom Update Connect, who will examine the plan from the point of view of industry developments and crucially look at the impact on employment numbers, pay and conditions. Adrian is a long term friend of the CWU and we have worked closely together over many years on the UNI Europa Telecoms Committee.

He has also been involved from the Trade Union side with restructurings in a number of Telcos including BT and O2. It is expected that Adrian will begin his work in mid August on behalf of the Union and itâ&#x20AC;&#x2122;s his view that he will complete that work by the end of September at the latest. We are also in the process of engaging some financial expertise, which will allow us to examine the outcome of financial investigations being carried out on behalf of the Eircom ESOT and indeed on behalf of the banks and bondholders, who are critically examining the financial details of the proposed plan in minute detail.

In addition, we have met with the shareholders, STT and the Eircom ESOT. We have made it absolutely clear to both that it is unlikely that the Union membership could support any plan which did not deal with the thorny issue of long term investment. The information from both shareholders was that the type of investment needed to build a national fibre network and indeed to invest in new technology such as LTE (Long Term Enhancement), will most likely happen as a result of collaboration between a number of Telcos with some form of government and regulatory support. Both shareholders have had discussions with the other major Telcos in Ireland and are having ongoing discussions with the Department of Communications and ComReg in an attempt to develop such a scenario. It is hoped that we will have some indications of progress in relation to this issue by the Autumn.

As outlined in the previous GS Circular, the briefing on the proposed Eircom Group Business Strategy, previously given to your National Executive Council, was shared with all the Branch Secretaries, Chairpersons and Partnership Coordinators at a meeting held in Union Headquarters on Thursday, 15th July.

At that meeting, it was suggested that a synopsis of the thirty eight page slide presentation be prepared and sent out

by GS Circular in order that the main elements of that strategy could be shared with the members. Therefore, attached for your information is a synopsis of that plan which has been prepared for Union Headquarters by Mick Scully, National Co-ordinator, and I believe that synopsis accurately captures the content of what was a very detailed presentation.

Arrangements are now being made for a full delegate meeting, which I expect to take place in late September/early October, when we have had the result of the investigations by our experts into the proposed Eircom three year plan.

I trust the above process will put us in a position where all members will be fully informed in relation to the proposed plan and we will have verified or otherwise the financial information and background behind that plan. We will then hopefully be in a position to have a framework agreement that will help us deal with the implementation issues surrounding that plan. A key element to the plan will be the integration of Meteor and eircom and that in itself is likely to create excess staff. There is also the necessity to finalise the conditions surrounding any proposed RB / Transition unit.

Most of the media headlines over the past few days have centred on the possibility of 2000 people losing their jobs in eircom. In our view that figure is purely based on speculation and it is impossible at this stage to have any real view on what number of jobs may become excess as a result of any proposed agreement in the future but as a Union we have become accustomed to dealing with major changes through reorganisation and new technologies and we have a tried and trusted formula for dealing with such changes. It is the view of the NEC that we will handle any proposed change in a similar fashion once we have been convinced that the changes are absolutely necessary and in the best long term interest of our members. We continue to work closely with the eircom ESOT on this key issue and we are aware that they have got serious financial advice from international bankers on this proposed plan. We will continue to liaise closely with the Trust to share critical information on these key issues.

Yours fraternally, Steve Fitzpatrick, General Secretary.

G.S Circular Eircom No. 11/10 INFORMATION 575-577 NORTH CIRCULAR ROAD, DUBLIN 1 TELEPHONE 866 3000 - FAX 866 3099 E-MAIL: info@cwu.ie August 2010

Re: Proposed Eircom Group Business Strategy Dear Colleague, I would be obliged if you would read this circular as a follow up to the recent GS Circular 10-10 under the same heading.

Since issuing that circular, discussions have commenced with Eircom Senior Management on its proposed 3-Year Company Plan. To date, those discussions have concentrated on how negotiations will be structured in the event that the plan is given full approval by the shareholders. We have also appointed Mr Adrian Askew, the recently retired General Secretary of the UK Telecommunications Trade Union,

Yours fraternally, Steve Fitzpatrick, General Secretary.

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eircom Update •

• Summary of 3-Year Strategy & Plan – – –

Market Background Our Challenges Summary of 3-Year Plan

• Operating Strategy – Transform to compete – – – – – –

–

•

Protect our core revenues and customer base Grow new revenues using existing assets Dramatically reduce our costs Modernise the organisation Create conditions for a more favorable external environment.

Implement business synergies with Meteor to achieve economies of scale. (Two brands, One Company) Develop Eircom as an “Investable Story”.

•

In summary: We are Running Out Of Time to Tackle this Crisis as we have:

Under the Strategy and Plan section a number of “key” messages were given: •

•

•

•

Eircom‘s efficiency and costs compare very unfavourably with peer companies. Based on number of fixed lines per employee, eircom’s productivity is lower than peer companies notwithstanding the way work is organised (in some Telcos the “Build function is outsourced) e.g. Swisscom, who are best in class, have 905 lines per employee compared to eircom’s 362 lines per employee. Also eircom’s annual operating costs per line are twice that of UPC. The company’s €3.9 Billion Debt presents short and longer-term challenges which must be addressed. This must include convincing the debt holders that we will not breach the Covenants and that we can dramatically reduce our costs.

It may need to be restated that in a “doomsday” situation the debt holders (banks and investors) are the “owners” of the company and they could and would take all necessary action to recover their investments through dismantling the company on the basis that the component parts are more valuable than the whole entity.

• •

The total market revenue for both fixed and mobile in Ireland is shrinking fast. Over the next three years revenues are expected to fall by €451M. Eircom is therefore facing a declining share of a contracting market.

Both fixed and mobile competition is rapidly evolving.

In the fixed line area companies such as UPC and B.T. continue to eat into market share with UPC starting to offer “triple play” at 100 Mbps to half a million households. In the mobile area companies such as Vodafone, O2 and 3 are targeting the total communications profit pool. All of these companies are part of much larger international players with “deep pockets” e.g. O2 are part of the Telefónica Group with headquarters in Spain.

The relevance of the “fixed line” is falling rapidly. The retail line base is decreasing at about 5% per year due to absence of house building and increased success of cable (UPC). Customers continue to move their voice traffic from fixed to mobile and consequently eircom Retail Voice traffic is falling at about 10% per year.

Our Copper Plant is national but expensive to maintain and slow, with limited high-speed availability. e.g. over 50% of the customer base is limited to 8 MB or lower and less than 4% can avail of 20MB. The growth in fixed line broadband has slowed greatly and both Cable and Mobile are securing the majority of Broadband growth. Eircom is offering uncongested Next Generation Broadband with up to 8 MB and a 24 MB offering for some customers.

• •

•

•

Competitors who are raising their game An inflated and inflexible cost structure, change averse culture Financial Performance weakening - revenues falling faster than we can reduce costs Investment imperatives in a shrinking market – Expectation and business need to invest in the Smart Economy – Public Policy forcing continued investment in legacy Regulatory Constraints – Now at almost the extreme on every dimension – Unlikely to relax until market share is <50% – Forced investment into a loss making rural network Our Debt.

What have we done/ what can we do?

1.

2.

3.

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We have achieved Shareholder Stability and STT and ESOT committed to the long term, in the right circumstances.

We have a new management team with the right mix of international and operational experience. This team are committed to a radical transformation of eircom over the next 3 years.

We have remediated, following agreement and with the full co-operation of the Staff Side, the D.B. Pension Fund deficit. This was a major piece of work, which has de-risked the Scheme for the future and bought time for the company.

eircom Update 4.

5.

•

We have developed an Operational Plan and a proposal for Investment – assuming we can convince stakeholders, shareholders and staff of our ability to implement.

Company Balance Sheet has to be remediated and this is still outstanding.

•

The 3 Year Plan.

Plan Objectives

•

Theme 2. Grow revenue using existing fixes assets by:

Revenue It is expected that revenue decline can be reversed provided that Mobile revenues can increase to compensate for decline in fixed line revenues.

• •

Pay Costs We need to significantly reduce our pay costs while supporting growth in offerings such as “eircom Mobile”. V.L will deliver some reductions in FTE numbers however further pay cost reductions will be required. Increased productivity delivers pay cost reductions.

• •

Non Pay Costs

•

We must aggressively control non pay costs and keep them flat. This will be very challenging as we increase the proportion of lower margin business.

Extending range of bundled services e.g. bundle fixed and mobile Rollout Next generation Broadband to 70% of customer base by end of 2011 i.e. available to 1.15 M lines.

Extend value-added services by providing entertainment/music services.

Enhance managed Services & Cloud Computing e.g. eircom providing Amazon with data hosting Cloud based service.

Rollout out Fibre Pilot in Sandyford and Wexford to test commercial proposition for fibre based services.

Theme 3. Dramatically Reduce our Costs

Capital Investment

This will require a re engineering of all core business processes i.e. the way things are done will be different. This theme also requires a reduction in Annual pay costs, including the costs of capitalised labour and further reductions in non-pay costs across the board. Finally three further objectives are set out namely:

We want to invest up to €220 M to maintain competitiveness and drive growth. However we are constrained as V.L costs place extreme burdens on the business and our ability to invest is further limited.

EBITDA (Earnings before interest, tax, depreciation and amortisation)

• • •

Our current earnings under the above stands at approx. €680 M. This EBITDA target must continue to be met as it is a key metric as to how the business is performing and a measure closely watched by the Debt Holders.

Manage further large-scale exits from the business Increase the numbers for incentivised V.L Extend performance management to all staff

The above items under Theme 3 to be achieved in the context of a revised Partnership process.

Operating Strategy to Secure the Future

Theme 4. Modernise the Organisation To meet the objectives under this Theme the following is required:

Transform to become fit to compete has 5 Themes:

• •

Theme 1. Protect Core Revenues and Customers by: •

Redefine the customer experience at all touch points by integrated CRM strategies by segment to reduce churn and Introduce of Net Promoter Score to enhance service Fast track development of on-line capabilities to increase reach and reduce costs by significantly increasing on-line Sales, Billing and Activations Increase penetration of Value Added Services for Businesses e.g. Managed Service, Cloud Computing

•

Driving converged services by a loose coupling of fixed/broadband and mobile and have common content across platforms.

•

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Combine Business Units, Fixed and Mobile and reduce management layers Revitalise Leadership, import proven experience and promote on potential Modernise work practices and embed performance management across the organisation Develop exit programmes to support staff in Transition Unit to replace current V.L. process.

eircom Update Theme 5. Create conditions for a more favourable external environment

uneasy. Urgent action is required with the 3-Year Plan as the minimum need for survival with the primary focus on Cost Reduction and Revenue Generation. This work is ongoing.

Among other things this entails the reinstating of trust and respect with the Regulator and the Government. It also requires eircom to be viewed as a champion of Government Policy through Fibre Pilot investment and a strengthening of our external and media relations.

Next Steps -- Union Engagement Suggested Process.

We have a necessity to revisit the current Partnership model in order to develop an engagement framework that meets current business and staff side needs. We have a further need to develop a “Blueprint for Change” that clearly spells out the rationale for change and the future for the Company – assuming we achieve our plan. In this context multiple change programmes are more likely rather than one large programme. These change programmes will need to move in parallel and at pace, while respecting people impacts

Overall Summary: “We must move fast to execute.”

The Company is in a crisis situation. It has been compared to a melting ice cube - looks the same but reducing in size by the day. Business performance continues to weaken with large losses in fixed line and unsustainable costs and prices.

The mobile market is maturing with Average Revenue Per User falling but there is some scope to increase market share.

The media continues to speculate that eircom will not be able to meet its debt obligations and the Debt Holders are very

The above summary presentation formed part of the proactive engagement with the CWU.

Telecoms Sectoral Executive 2010/2012

Back Row l to r: Gerry Bourke, John Carney, Fintan King, Jim O’Flynn, Ivor Reynolds, Ger Nolan and Kevin Donnelly.

Front Row l to r: Mike O Connor, Pascal Connolly, Michael O Toole, Gerry Cuirc (President) Catherine Slattery, Mick Smith (Missing from photo Susan Casey, Ray Lawlor and Brian Harney) 24

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CWU CHARITABLE FUND regular sum of money directly into the CWU Charitable Fund. Members currently paying into their various charities will have their contributions allocated to their sponsored charities. In the future all new members will have the facility to pay a variable contribution of their choice ranging from 50 cent up to â&#x201A;Ź10.00 directly into the CWU Charitable Fund. The money will then be allocated on a percentage basis annually to the various charities. At present the ratio is 75% to the CWU Development Fund and 25% to other Projects including The Hospice Foundation and The Intellectual Housing Fund.

As stated at Biennial Conference in Wexford the NEC is extremely proud of the charitable work carried out on behalf of our members through the various funds they so generously contribute to. It allows those members to make a direct difference through the many projects outlined above.

However for historical reasons we have ended up with too many funds with a corresponding number of forms to be filled in leading to administrative problems. Many Branch secretaries have pointed out that the plethora of forms it is making their task difficult in recruiting members to join these worthwhile funds. Therefore in an attempt to simplify matters the NEC has decided to create one CWU Charitable fund through which all the existing charities will be funded.

This fund shall be open to all members of the CWU. Each member of the CWU will have the facility to donate a

The allocation of funds shall be overseen by the Financial Officer subject to debate by the NEC Finance Sub Committee and the final approval by the National Executive Committee.

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Equality Update

CWU Equality Representative Training Goes from Strength to Strength Members may recall that last year and as part of our equality framework, the Union piloted a new initiative by having trained local Equality Representatives. The purpose of this training is to ensure that where necessary and particularly in larger branches, there is a person assigned and trained to deal with queries relating to equality. It is also hoped that the Equality Representatives will bring an increased awareness among the membership of what the Union can do to combat discrimination and how we can promote equality and diversity in our members’ workplaces. The Equality Representative will be an additional contact person for equality related matters for the Branch and will play a supporting role to the Branch Secretary.

We held two training courses last September as part of the pilot, which were very well received. Since the training, the Equality Representatives have been active in their own branches. They have played their part by addressing equality issues at their Branch committee meetings and many did reports or spoke at their AGM’s about their role and equality issues in general.

Equality Representatives within the Union Following on from the success of the pilot training, we decided that the Equality Representative would be a recognised role within Branch Structures and that we would offer the course as part of our training and development courses on an ongoing basis. By doing so we believe that we are continuing to mainstream equality and diversity into general union activities.

We advertised the course earlier in the year and intended to hold one course again this month but due to large demand we are now going to run two courses instead in October with an estimated 12 participants on each course.

This will ensure that everybody has an opportunity to participate in the training.

The following items will be covered on the agenda: • Equality in the CWU • Equality legislation and the nine grounds • Disability Issues • Diversity & Cultural Awareness • The Role of the Equality Representative • Leave Arrangements – Statutory & Non-Statutory As per the 2009 courses, once again we have a good cross section of members from the telecoms and postal and courier sections, due to attend in October.

Disability Champions Once again we look forward to working with Jane Clare who delivers the Disability Champions training course on behalf of Congress. Jane has given presentations on our courses in the past and also held a specific training course for CWU Equality Representatives to be trained as Disability Champions. The role of the Disability Champion will continue to be an integral part of our Equality Training.

How to get involved The two courses to be held in October are now full, however we will be running the courses again. In the first quarter of next year it will be our intention to write to Branches asking them if they wish to nominate an Equality Representative. This will be done by general circular. Members with any queries are free to contact Union Head Office for further information.

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Equality Update

Civil Partnership Legislation put in Place On July 19th, President Mary McAleese signed the Civil Partnership and Certain Rights and Obligations of Cohabitants Act 2010. This legislation introduces civil partnerships for same sex couples and is seen as an important step towards promoting equality. ICTU has welcomed the passing of the legislation as it extends benefits to gay and lesbian couples across a range of areas such as social welfare, succession, property, maintenance, pensions and tax. The civil partnership legislation does not represent full marriage equality however - a key omission is the fact that it does not provide any right for same-sex couples with children to be legally recognised as joint parents.

Angela Kerins, Chairperson of the Equality Authority, commented: "On behalf of the Equality Authority, I warmly welcome the signing into law of the new legislation to introduce civil partnerships for same-sex couples. This is a historic step for Ireland and represents a key milestone in the progressive realisation of the right to marriage of gay and lesbian couples in this country.

She continued stating "The process of the Civil Partnership Bill, including its passage through the Dáil without a vote, is a great indication of the support that exists in Irish society for the rights of all to equality.

"We look forward to the celebration very soon of the first civil partnerships, as our friends, family members and members of our communities all over Ireland exercise their right to have their commitment to each other recognised by the laws of our state. It is a cause for celebration and Ireland should be proud of this new and important development" said Kerins.

It is estimated that the ICTU will be producing information guidelines for LGBT workers and trade unions in the autumn.

Trade Unions March against Disability Cuts On July 7th, intellectual disabilities support group, Inclusion Ireland co-ordinated a protest march under the banner “People with Disabilities Say no More Cuts”. The march commenced at the Garden of Remembrance, continued down O’Connell Street and went from there to Leinster House.

According to Inclusion Ireland many people with disabilities and their families have seen a cut to the services they receive and the march was organised as a protest to such cuts. It was estimated that approximately 3,000 attended the march which included people with disabilities and their families from a variety of areas in the country. Many Trade Unions also attended the march and the CWU was well represented. The march itself received considerable media attention and was raised as an issue during Leaders Questions in the Dáil that morning. Taoiseach Brian Cowen said no decisions in relation to disability cuts had been made, but Inclusion Ireland is aware of areas where respite has been reduced.

For more information please see www.inclusionireland.ie

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Submitted by Ian McA rdle nonperforming or “under surveillance”; that’s an astonishing 100 percent of gross national product, in terms of potentially bad debts.

The government responded to this with what are currently regarded as “standard” policies in Europe and America. It guaranteed all the liabilities of banks and began injecting government funds to keep these financial institutions afloat. It bought the most worthless assets from banks, paying them government bonds in return. Ministers have promised to recapitalize banks that need more capital. Despite or perhaps because of this therapy, financial markets are beginning to see Ireland as Europe’s next Greece. In the last few weeks the perceived probability of default by Ireland (as traded in creditdefault swap markets) has shot up, so that markets now price a 25 percent risk that Ireland will default within five years.

Until very recently, Ireland was seen as Europe’s poster child of prudent reforms. Mr. Trichet himself highlighted Ireland as an example that Greece and other financially stricken nations should follow. His message was simple: If only Greece, or Portugal or Spain would cut public wages, reduce the budget deficit and make structural reforms as Ireland has done, then growth could occur and default prevented.

However, it is now apparent that Ireland has not done enough to stem its march toward further crisis. The ultimate result of Ireland’s bank bailout exercise is obvious: one way or another, the government will have converted the liabilities of private banks into debts of the sovereign (that is, Irish taxpayers), yet the nation probably cannot afford these debts.

According to the Royal Bank of Scotland, Irish banks have debt worth 26 billion euros, or one-fifth of Ireland’s national income, coming due in the month of September alone.

Ireland’s third largest bank just announced it will likely need 25bn euros in total capital injections from the government (19% of Gross National Product, GNP), while Standard and Poor’s argue this figure is too low. In total, the debts of Irish banks could easily result in a charge to government debt equal to one-third of G.N.P. These debts need to be added to the fiscal deficit, which also remains dangerously out of control. This year the government will run a deficit of 15 percent of G.N.P., and with nominal G.N.P. falling, it could well remain that high next year, even if the government cuts spending by the 2 to 3 percent of G.N.P. currently envisaged.

The government is gambling that growth will recover to more than 4 percent a year starting in 2012, in order to make all this spending and debt affordable, and officials insist that growth is already under way. Ireland’s gross domestic product did grow in the first quarter of 2010, but that was not the good news that many press and officials claimed.

This misunderstanding stems from Ireland’s success as a tax haven. Many years ago Ireland cut corporate taxes to attract business. This created one of Europe’s most

Irish Worries For The Global Economy

by Peter Boone and Simon Johnson

Is the global economic recovery still on track?

The mainstream view is: yes, without a doubt. But increasingly, there are increasingly reasons to fear another financial disruption – particularly given the latest developments in Ireland.

The consensus among officials and most of the international banking community is that the global economy has stabilized and is now well down the road to recovery.

The speed of this recovery is proving disappointing – as seen in the revised second-quarter growth estimate for gross domestic product in the United States, with annualized growth down to 1.6 percent. But, according to this view, easy monetary policy and still-loose fiscal policy around the world will keep sufficient momentum going.

Never mind that Japan, the United States and most of Europe are running unsustainable fiscal policies, while the Federal Reserve chairman Ben Bernanke is fretting over how to prevent deflation with a limited toolbox, and Jean-Claude Trichet, president of the European Central Bank, is calling for more fiscal tightening. To enjoy this rosy global picture, we are also told to ignore the plight of heavily indebted peripheral euro-zone nations still suffering from uncompetitive wages and prices, and concerns over default, that strangle their credit markets and growth.

An essential part of this relatively positive view is that the euro-zone economies have stopped the series of “financial runs” that, earlier this year, took intense market pressure from Greece to Portugal and Ireland and threatened to move on to Spain and potentially almost everywhere else (except, presumably, Germany). A collapse was averted in large part by the euro-zone countries agreeing to rescue each other – meaning that the Germans agreed to support Greece and other weaker countries – with some additional cash resources provided by the International Monetary Fund.

However, let’s be clear: Europe’s headache remains large, and this should concern all of us – just look at Ireland to see how misunderstood and immediate the remaining dangers are. Ireland’s difficulties arose because of a massive property boom financed by cheap credit from Irish banks. Ireland’s three main banks built up loans and investments by 2008 that were three times the size of the national economy; these big banks (relative to the economy) pushed the frontier in terms of reckless lending. The banks got the upside, and then came the global crash in fall 2008: property prices fell more than 50 percent, construction and development stopped, and people stopped repaying loans. Today roughly one-third of the loans on the balance sheets of major banks are 38

budget deficit while also acknowledging insolvency and requiring creditors to share some of the burdens. But a strong lobby of real estate developers, the investors who bought banks’ bonds and politicians with links to the failed developments (and their bankers) prefer that taxpayers rather than creditors pay. The European Central Bank, the European Union and the International Monetary Fund share some responsibility; they advocate these unlikely programs in order that European and global banks, which provided the funds to the Irish banks, do not suffer losses from such bad lending decisions.

The Irish government plan is – with good reason – highly unpopular, but the coalition of interests in its favor seems strong enough to ensure that it will proceed, at least until it either succeeds and growth recovers, or ends in complete failure with default of banks or the nation itself.

Under the current program, we estimate each Irish family of four will be liable for 200,000 euros in public debt by 2015.

There are only 73,000 children born into the country each year, and these children will be paying off debts for decades to come – as well as needing to accept much greater austerity than has already been implemented. There is no doubt that social welfare systems, health care and education spending will decline sharply.

Watch for renewed emigration from a famously footloose population. If current policies continue, the calamity of the Irish banking system will lead to a much deeper recession and the consequences will be felt for decades. Watch also for further global financial disruption as this kind of deal starts to unravel.

impressive tax havens – it is possible to set up a corporation in Ireland, channel sales through that head office (with some highly complicated links to offshore tax havens in order not to pay Irish tax) and then pay a minuscule corporate profits tax. Ireland boasts a large industry of foreign “tax minimizers” that do this, but these tax minimizers hardly employ any people. Nearly one-quarter of Irish G.D.P. comes from the profits of these ghost corporations.

The likes of Google, Yahoo, Forest Labs and many others helped Ireland’s exports grow in the first quarter, but the domestic economy when excluding their profits, as measured by G.N.P., actually contracted, and so did Ireland’s tax revenues and employment. Today Irish unemployment is estimated at 13.8 percent, up from 13.1 percent at the start of the year.

Ireland, simply put, appears insolvent under plausible scenarios with current policies. The idea that Ireland, Greece or Portugal can cut spending and grow out of overvalued exchange rates with still large budget deficits, while servicing all their debts and building more debt, is proving – not surprisingly – wrong. Such policies leave nations burdened with large debt overhangs that effectively tax businesses and borrowers – because interest rates must stay high to reflect risk.

Investors must wonder whether businesses and homeowners can afford these higher interest rates, so banks and investors cut credit lines and reduce lending. This strangles economies, even when the fiscal authorities take tough steps needed to cut deficits.

Ireland had more prudent choices. It could have cut the

CWU Added Members Benefits The Union has recently entered a number of affinity schemes with various companies to provide our members with discounts on a range of products and services including hotels, insurance and leisure activities. It is the intention of the Union to continually seek additional discounts from suitable partners.

As the fastest growing operator in Ireland, Aura continues to deliver on its promise of value and great service for all of its users – a simple formula with a proven track record of success.

Aura offers people of all ages and abilities the opportunity to become healthier and happier and to feel better about themselves. Aura provides new and comfortable surroundings, state-of-the-art equipment and a range of courses, classes, fitness programs and activities for both adults and children.

To avail of this offer simply present your Union membership card at any of the 8 Aura leisure centres and you will receive a 10 % discount on the cost of annual membership.

The cost of annual membership and facilities vary from centre to centre. Family membership is available at all Aura leisure centres and CWU members can avail of discounts averaging €100 per family. Aura also provides the option of paying by direct debit.

For more information on rates and facilities contact your nearest Aura leisure centre or email gerard@cwu.ie

Aura Sport & Leisure Management Ltd Aura and the Communications Workers’ Union have teamed up to provide members of the CWU with a 10% discount on the cost of an annual membership. This offer is available to all members of the CWU and is valid at all 8 Aura leisure centres throughout Ireland (Carrick-onShannon, Letterkenny, Tullamore, Youghal, Dundalk, Drogheda, Trim and Navan).

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McInerney Sports

Hibernian Aviva Health (FM Downes & Co. Brokers) Hibernian Aviva Health gives you the confidence to know you’re making the best choices for you and your family’s health with a plan that delivers quality healthcare along with excellent value for money. FM Downes & Co. Brokers are authorised intermediaries for Hibernian Aviva Health and we are delighted to advise you of one of the most popular plans on the market. CWU members receive a 10% discount with FM Downes & Co. approved schemes.

To find out more about ‘Business Plan Extra’ call (01) 855 6666 or email info@fmdownes.com

Good News for sports fans. The Communications Workers’ Union has negotiated a 10% discount on all purchases of football packages for CWU members. This offer is available on all packages to England, Scotland and Spain. To avail of this offer please quote your CWU membership number at time of booking.

For booking call 1850 206 080 or visit www.mcinerneysports.com

Why Fair Hotels in Ireland?

HALLIgAN INSURANCE

Fair Hotels is an initiative of hotel workers employed in Fair Hotels throughout Ireland and their trade union representatives.

Hotels listed on their website were invited to participate in the Fair Hotels campaign by their own staff and their staffs’ representatives. Each of the hotels listed has agreed to participate. The objective is to support and promote quality employment in the hotel industry in Ireland.

Fair Hotels accept that in order for a hotel to run efficiently and safely, workers need to have a voice in minimising potential risks to their health from accidents and injuries. Fair Hotels know that client satisfaction depends on excellent customer service. They know that workers who are treated right will go the extra mile to ensure that customers are treated right. It is more important than ever to support fellow trade unionists and the use of workers’ purchasing power is one way of achieving that end. Fair Hotels has 43 hotels classified as fair, to view the hotels visit www.fairhotels.ie The services of Hotel Solutions are also available free to members who wish to book hotels and want a price comparison for different hotels on (01) 628 0111 or info@hotelsolutions.ie.

Halligan Insurance offers a range of discounted schemes for CWU members as follows: CWU Motor Scheme Offering a competitive rate and designed for CWU members and their spouses. Full bonus protection and windscreen cover automatically included CWU House Scheme Comprehensive cover for both buildings and contents.

Includes accidental damage cover and miscellaneous cover for valuables/ money lost or stolen outside the home, at no extra charge.

CWU Group Life Scheme Group life insurance AVC scheme cover of €100,000 per member, plus €100,000 per spouse, plus €10,000 per child.

CWU Specified Illness Scheme CWU specified illness scheme cover of €50,000 per member, plus €50,000 per spouse, plus €20,000 per child.

CWU (Voluntary) Personal Accident Scheme Death by accidental means cover of €70,000 per member, plus €70,000 per spouse, plus €3,175 per child.

If you would like further information on these schemes call (01) 879 7100 or visit the website www.halligan.ie

Vision Express The CWU has teamed up with Vision Express to enable our members to avail of special offers on spectacles and contact lenses. To avail of the offer just print the voucher from the CWU website www.cwu.ie .

Vouchers are also available from Union Headquarters just call 01 8663000 to arrange to have one sent bypost. Vision Express has stores in Athlone, Cork, Galway and Dublin.

Contact your nearest store to arrange an appointment and remember to bring your voucher!

Find a store near you on the website www.visionexpress.ie

NATIONAL SEA LIFE CENTRE Great family-day-out - special discounts for CWU members and their families.

Individuals: Save €3 off full admission price Special family offer: Supersaver deal of €20 for family of 4 (normal price €35). Offer cannot be used in conjunction with any other offer or promotion.

To avail of this offer simply contact National Sea Life Centre, Bray Seafront, Bray, Co. Wicklow.

Tel: (01) 286 6939 or visit www.sealife.ie 40

PINNACLE Driving School

Frequent departures throughout the year. Please Call in advance to make your booking (01) 707 6000. Pricing is as follows: Adult (full-price) €20 / Children (12 and under) / €10 Students/Seniors €18 Members of the Communications Workers’ Union will receive a 10% discount on these prices. To avail of this offer mention that you are a Communications Workers' Union member at time of booking.

The Communications Workers’ Union has teamed up with Pinnacle Driving School, a national driving school with instructors in Dublin, Cork, Galway, Limerick and Bray to provide discounted driving lessons to all CWU members. All instructors are ADI qualified and pass rates are at least 15% above the average in all test centres. This offer is also extended to CWU members buying gift vouchers for a third-party. Unlike other vouchers Pinnacles do not have an expiry. So they can be redeemed at any time in the future.

CWU Members can avail of the special offer of only €30 per lesson (normally €35), this includes pre-test lessons and is extended to the family of CWU members.

To book a lesson please call (01) 455 9231 and quote CWU offer or visit their websites: Dublin: www.drivinglessonsdublin.ie Cork: www.drivinglessonscork.com Limerick: www.drivinglessonslimerick.ie Galway: www.drivinglessonsgalwaycity.ie Bray: www.drivinglessonsbray.ie

Remember that the union also has its own added members’ benefit schemes including the Orphan’s Pension Scheme. In the event of the member's death, a sum of €20.00 per week (paid monthly), will be made in respect of each child registered with the fund until that child reaches the age of 18 years. Members must register the names of each of their children with the Fund in order to have cover provided by the scheme. This scheme is a free benefit to all members and application forms may be obtained from www.cwu.ie or from your Branch Secretary or Union Headquarters. Please ensure your children are covered.

Eircom PhoneWatch

The CWU Medical Benefit Fund provides members and their family’s grants towards the cost of optical, dental and surgical appliances. Each member may make one claim in each category in each year. Subject to the limits outlined.

A very special offer for all CWU members from eircom PhoneWatch: Get 25% off a customised alarm system for your home. Simply call 1850 500 900 and quote CWU. Eircom PhoneWatch offers you the best in home and business security: • Home security advice from the largest provider of alarms systems and monitoring solutions in Ireland • Alarms designed to suit your home, budget and your security needs • We will monitor your home 24/7, 365 days a year • As soon as your alarm activates, one of our trained 24 hour monitoring staff will personally contact you, your keyholders and/or the emergency services and take the relevant action Terms & Conditions apply.

Closing date 31st March 2011. www.phonewatch.ie

Dental Grant Up to €305.00 Optical Grant Up to €152.00 Surgical & Medical Appliances Up to €152.00 The cost of membership is €2.50 per week, €5.00 per fortnight or €10.84 per month by standing order deducted from your bank account. Full rules regarding the scheme are available from your branch secretary or union headquarters.

CWU Personal Accident Scheme (no additional charge) All in benefit members are covered under the CWU Personal Accident scheme this fund covers members who suffer certain injuries or Death by accidental means. You are automatically covered for the following benefits when you join the CWU In the event of the following occurring Death by accidental means, Permanent total disablement Loss of one or both eyes, loss of one or both limbs, permanent and total loss of speech, permanent and total loss of hearing in both ears members are automatically covered for €30,000. In the event of a member fracturing an arm (including wrist, humerus, radius, and ulna) you are automatically covered for €750. In the event of fracturing a leg members are covered for €1500. There is also provision for burns up to €6,000. The scheme also covers members who are hospitalised as a result of an accident (payable after 24 hours limited to 52 weeks) for €300 per week.

VIKING SPLASH TOURS Planning a trip to Dublin, organising a superb start to a corporate night out just trying to arrange something special for a child’s birthday treat? Then why not book a trip on Viking Splash Tours for a unique Dublin experience by Land and Water. Our Viking tour guides are the most engaging and amusing that you are likely to find in Dublin City. With our fantastic Amphibious World War II vehicles (DUKWs) the tour will show you around the sights of Dublin city by land and by water! (Tour lasts approx 1 hr 15mins).

You are automatically covered for the above benefits when you become an in benefit member of the union.

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However many Meteor workers commenced employment prior to this agreement being in place and were not afforded the opportunity to avail of union membership. Organisers will shortly be visiting all Meteor retail stores to recruit new members. It is also hoped to commence the creation of a formal Meteor retail branch structure, if you are a member who is employed at a Meteor retail store and would like to get involved in this exciting venture please contact Gerard@cwu.ie or call the organising section at Union headquarters 01 8663000.

CWU welcomes new members in Cork Contact centre!

As part of the ongoing strategic organising plan the Union is currently targeting customer service centres in Cork. Following detailed research organisers pinpointed companies which are most suitable to commence a membership campaign.

Global Telesales Workers at Global Telesales are still awaiting a date at the Labour Court that arose from a Labour Relation Commissioners (LRC) report regarding the changing of salary bands at the company. The pressure that the industrial relations mechanism of the state is under was recently highlighted by the LRC chief executive Kieran Mulvey.

Speaking at a conference marking 20 years of the Industrial Relations Act 1990 organised by the UCD School of Law he stated that the economic downturn had caused a surge in referrals with employees seeking to secure protection of pay or prevention of pay cuts. There were 47,500 referrals to its Rights Commissioner service over the past five years but almost 8,500 of those were in the first six months of this year alone in addition Employment Appeals Tribunal cases are facing an average waiting time of nearly 60 weeks. Speaking at the conference ICTU president Jack O’Connor said the labour relations crisis was a result of policies which had favoured individual rather than collective bargaining with employers, which meant people, had to separately take measures to achieve their rights.

“Over the last decade unions have effectively been persecuted in this country, with people in effect being denied the right to organise in the workplace and to collective bargaining," he said. "It should be recognised that collective bargaining is the most effective approach for both worker and employer for ensuring that a large number of people’s interests can be catered for, rather than trying to pursue issues on an individual basis.”

The CWU acknowledges the frustration that our members are experiencing as a result of the log jam at the Labour Court and thanks you for your patience.

Zevas Communications The Communications Workers' Union has recruited several new members at Zevas Communications, a customer service centre in Cork which employs approximately 60 people. CWU organisers spoke with workers at Zevas who identified several concerns with their terms and conditions of employment. Organisers arranged an “employment rights information” event which took place at the end of August at the Metropole hotel in Cork. This event informed workers of their rights and entitlements at the workplace. This was a great success and the organisers plan to arrange more “employment rights information days” at other locations throughout the country.

This campaign is in its infancy and our aim is to encourage other workers at Zevas to continue to join the CWU. The staff are aware that the more of them that join CWU strengthens their position during discussions with management or any third party.

Former MLB Worker awarded €10,000 by Rights Commissioner At a recent Rights Commissioner hearing the CWU represented a member who was a previously employed at MLB. He was awarded €10,000 and was found to be unfairly dismissed by his former employer. The worker had been denied the right to union representation at disciplinary meetings at which unsubstantiated allegations were put to him. The company subsequently has amended its procedures following representation by CWU. The organisers continue to campaign at MLB to create an awareness of what a union can do for its members in the workplace following this successful outcome.

UPS Ballymount Following requests from our members at UPS Ballymount organisers visited the premises and distributed information including a stress ball, ‘Know Your Rights’ cards, application forms and a newsletter. The newsletter was also sent to all our members at UPS Ballymount via e mail. The information was well received by the workers in Ballymount. If you are a CWU member who works at Ballymount and have not received a copy of the newsletter

CWU intensifies campaign at Meteor Retail Organisers recently held discussions with Meteor retail management to agree a process to recruit Meteor retail workers into the CWU. Meteor is 100% owned by eircom and an agreement is already in place for the union to visit new workers at induction and invite them into the union.

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The Committee raised over €1100 for the fund and would like to thank all of you who took the time to come and support such a worthy cause.

please e mail Gerard@cwu.ie and a copy will be sent straight to you.

Data Ireland If you or someone you know would like to get involved in the Youth Committee, or would simply like to know more, please contact Fionnuala on fnib@cwu.ie or 01 8663037.

Data Ireland is a wholly owned subsidiary of An Post. Some of our members at Data Ireland are unfortunate victims of the current recession and have recently faced the prospect of redundancy. They immediately contacted the union to discuss the issue. The union forwarded the case on to the Labour Relations Commission with a view to securing increased terms for those facing redundancy and are currently awaiting a date for the case to be heard at the Labour Court. Discussions have also taken place between the union senior An Post Management in an attempt to resolve this issue.

Dell Ireland As reported in a previous issue of Connect, Dell Ireland has maintained its position of refusing to engage with workers to resolve their issues regarding shift changes and shift allowance reduction.

Our members have since filed individual grievances with the company in an effort to settle these questions but have been unsuccessful in their attempts.

Following a communication from the company’s legal representatives in response to the Union’s original referral to the Labour Relations Commission, the CWU has sought its own legal advice and has referred the case to the LRC for a second time.

It is hoped that Dell will engage with their employees and the CWU to resolve these issues in a productive and mutually satisfactory manner.

From l to r: Eric Partridge, Caroline Corcoran, Fionnuala Ní Bhrogain, Dave Gibney & Natalie McDonnell from Youth Group.

Youth Committee Fundraising Event To support the efforts of CWU Humanitarian Aid the Youth Committee of the CWU organised a fundraising night to raise much needed funds for the Convoy to Moldova.

The event took place on the 29th July in the Living Room bar in Cathal Brugha Street, Dublin. Proceedings kicked off with a lively table quiz and after a tight race the quiz was won by a team from Mandate Trade Union. Second place went to a team from Telephone House. In a very generous gesture both teams offered to return their prizes to be used to raise more money for the fund. After the Quiz there was a raffle with many prizes to be won thanks to the generosity of all of you who contributed a prize.

The most coveted item on the night was an Ireland jersey, signed by members of the senior team and manager Giovanni Trappatoni which was auctioned off to the highest bidder and eventually sold for €550. Finally, everyone enjoyed a Karaoke session and DJ into the night. A great night was had by all and many people are asking when the Youth Committee are holding their next event!

Lorraine, Pat Kenny & Tony Harmon from CWU HQ.

John Carthy & John Douglas from Mandate Trade Union.

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COMMUNICATIONS WORKERS’ UNION BAND The CWU Band is seeking new members!!!

Are you interested in joining a band and making new friends?

Are you a brass, woodwind, or percussion player?

All musicians are very welcome!

We rehearse every Sunday morning at CWU premises on the North Circular Road, Dublin 1 To find out more, please contact: Jimmy O’Keeffe at 087-7970880; Ciaran Scarlett at 087-2266640; or Email: cwuband@gmail.com

Beginners and New Members Welcome!

14th May 2010 – G.S Circular General No. 16/10

CWU MEDICAL FUND Dear Colleague, Following a review of the CWU Medical Fund it was agreed that the contribution rates would be increased from €2.00 per week to €2.50 per week to come into effect from 1st June 2010.

As you are aware an actuarial was carried out in 2007 which increased benefit payment by 20% and contributions by 10 cent. As per our audited accounts for 2009 the Medical Fund has shown a deficit of around €5,000.00. The Finance Committee and the National Executive Council have agreed the increase in contribution rates which was endorsed at our Biennial Conference 2010.

Thanking you for your co-operation in this matter.

Yours sincerely, STEPHEN FITZPATRICK General Secretary, CWU.

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01 855 6666

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William Norton (1900 – 1963) An Unsung Trade Union and Labour Leader

by Barry Desmond and Charles Callan and in 1957 he was unanimously elected as its President.

From its inception the POWU was an Irish Labour Party and Trade Union Congress (ILPTUC) affiliate and from 1926 to 1929 Norton served on its executive.

William Norton was elected, along with Marie Johnson and Henry Barry, as Labour member of Rathmines Town Council in 1925. He was elected as a Labour Deputy to Dáil Éireann at the County Dublin by-election in February 1926 caused by the death of the Independent Deputy Darrell Figgis. He was the first Labour candidate ever to win a byelection.

The Labour Leader Thomas Johnson already held one of the constituency’s eight seats. At the June 1927 election Norton failed to hold the second Labour seat, and in the election three months later, in order not to imperil the Labour seat, Norton did not stand for leaving Johnson the sole Labour candidate.

Following the unexpected death of Labour Deputy Hugh Colohan in April 1931, at the ensuing by-election in July Norton was the unsuccessful Labour candidate. However, six months later Norton was elected Labour Deputy for Kildare in the 1932.

Norton was re-elected, sometimes heading the poll, at the ten general elections up to and including 1961.

Norton was a leading advocated of the organisational division, effected in 1930, of the ITUC from the Labour Party. The Party went into the February 1932 General Election with thirteen seats and lost six, including that of the Leader, Thomas J. O’Connell of the INTO. Although the youngest Labour Deputy, Norton was elected Party Leader in February 1932, a position he held for twenty-eight years.

In 1932 Norton and Labour ensured the election of Fianna Fáil to office for the first time. However, Labour in its support was insistent on the provision of a major housing programme, work for and proper maintenance for the unemployed, industrial development, widows’ and orphans’ pensions and progress on other issues. An immediate plan for the provision of 40,000 local authority was announced, Unemployment Assistance was introduced in 1934 and Widows and Orphans Pensions in 1935. A three-man Housing Authority was also appointed with Thomas Johnson as a member that was to oversee the building of 80,000 local authority dwellings between 1932 and 1942. The Fianna Fáil manifesto in the 1932 election also promised ‘to establish an arbitration board to deal with the grievances of the civil service’.

In the following four elections the number of Labour seats increased to eight (1933), to thirteen (1937), declined to nine (1938) and almost doubled to seventeen (1943).

William Joseph (‘Bill’ or ‘Billy’) Norton was born at 21 Bath Avenue, Dublin, on 2 November 1900. His parents were Patrick (1875- ) a tram conductor and Bridget (née Malone) (1881- ) Norton. A Roman Catholic family, his parents were from Dublin and County Laois respectively.

William Norton, circa 1924

In 1911 Patrick, by then working as an auxiliary postman, and Bridget Norton and their two youngest children lived in one room at 17 Mount Pleasant Buildings, Rathmines. In their recently built block of mainly single room municipal apartments, thirty rooms housed eighty-one people. Such was an example of the mind-set of the policy makers of the times. William and his younger brother were then living with their grandparents at 41 Bath Avenue.

The eldest of eight children, William attended the local National School. On leaving school aged thirteen he commenced work in November 1913 as a Post Office boy messenger at 3s.6d. per week. By 1917 was a ‘Learner’ and achieved first place in Ireland in the Post Office Clerkships examinations of that year.

He became involved in trade union branch affairs and by 1921 was on the National Executive of the Association of Irish Post Office Clerks. In September 1922 there was a major postal strike in a vain effort to stave off wage reductions. There were four unions involved and on two occasions, at Amiens Street and at Crown Alley, those picketing were fired on by soldiers and two people were injured. In 1923 the Post Office Workers’ Union (POWU) was established when two of the existing postal unions merged.

In 1923 Norton became POWU honorary Organising Secretary and in 1924 was appointed full-time General Secretary and editor of The Postal Worker. Over his years as General Secretary, POWU membership grew from 3,500 to nearly 7,000. Norton was an undoubted success as a trade union leader. From 1926 he was a member of the Postal Telegraph and Telephone International representing Ireland 48

One of Norton’ many roles was as the Secretary, and driving force, of the Transferred Officers’ Protection Association, a group of civil services unions established to ensure that the provisions of the Anglo-Irish Treaty of 1922 and of the Saorstát Éireann Constitution were adhered in regard to civil servants.

In March 1937 Norton’s Dáil motion demanding the provision of an agreed conciliation and arbitration scheme for the civil service was defeated. In April 1938 John A. Costello moved a similar Dáil motion, and significantly Costello, who also frequently acted as Senior Counsel for the ITUC, based his reasons, and acknowledged that he was doing so, almost entirely on those set out by Norton’s in his speech of March 1937. When the motion was carried by one vote, rather than implement its wishes de Valera dissolved the Dáil. Seán MacEntee was the Minister for Finance and he became a bitter opponent of Norton over the next twenty years. Norton was re-elected for the Carlow-Kildare Constituency, his growing political stronghold, with great POWU support.

Norton and Senator Tom Johnson had worked hard to build the Labour Party in the 1930’s and to create a semblance of unity as the trade union warfare between the Larkins and William O’Brien intensified. They had also to contend with the bitter residues of the Civil War. The campaign against both the Trade Union Act and the Wages Standstill Order of 1941 by the ‘Council of Action’, organised by the Dublin Council of Trade Unions and Labour Party branches, galvanised trade union and labour opposition that revived the fortunes of the party. The Labour Party became the biggest group on Dublin City Council in 1942 and, as already noted, almost doubled its number of Dáil Deputies in 1943.

Election leaflet, County Dublin February 1926 Norton was the first Labour candidate elected at a by-election

Throughout the 1920’s and 1930’s, in the complex situation created by the incorporation of pre-1922 civil servants, Dáil Éireann civil servants (1919-1922) Provisional Government civil servants (1922) and new recruits after 1922, Norton was the leading and most effective trade union official in the public service, ably aided from 1928 to 1940 by Archie Heron, General Secretary of the Civil Service Clerical Association (CSCA). Such was in the context of hostile government opposition from both Cumann na nGaedheal and Fianna Fáil. The ‘Whitley Councils’, joint ‘staff’ and ‘official’ bodies under an independent chairman that dealt with industrial relations issues, that existed prior to independence, were abandoned by the Irish government.

The government was adamant in its refusal to institute an agreed civil service conciliation and arbitration system. As ‘non civil servants’ neither Norton nor Heron, although representing the bulk of civil servants, were afforded official recognition by the Department of Finance.

Deputies William Norton, William Davin and Senator Thomas Johnson leaving Fianna Fáil offices on 8 March 1932 having agreed a ‘programme for government’ with Deputies Éamon de Valera, Seán T. O’Kelly and Gerald Boland in return for their support to de Valera as President of the Executive Council. A year later Fianna Fáil reneged on a key assurance, the introduction of a Conciliation and Arbitration scheme for the civil servants

Norton addressing striking tram and bus workers April 1935

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However, in January 1944 the ITGWU disaffiliated from the party and five of its eight associated Labour Deputies formed a breakaway National Labour Party (NLP). A ‘redscare’, based on the fact that a score (at most) of ex-members of the Communist Party of Ireland had joined the party in 1942, was manufactured to justify the breakaway. A more potent cause was the decision of the Party, agreed by Norton, to nominate the two Larkin’s, James Junior and James Senior, in two Dublin constituencies in 1943. Both were elected to the Dáil much to the fury of the ITGWU. In 1945 the INTO also disaffiliated from the Party under pressure from the Catholic Church which had stridently opposed the term ‘Workers’ Republic’ in the Party’s Constitution. Both the ITGWU and INTO had been the major affiliates and contributors of personnel and funds since 1922 and their disaffiliation seriously weakened the Labour Party. At the 1944 General Election the Labour Party held eight seats and the NLP four, their combined twelve being a loss of five compared to the 1943 total.

The ITUC itself was split in April 1945 when ten Irish unions disaffiliated and formed the Congress of Irish Unions (CIU). Norton and the POWU remained loyal to the ITUC, as did many other Irish unions, including all the civil and public service and teachers unions, an action that helped bring about eventual unity and the formation of the ICTU in 1959.

In 1948 the Labour Party won an extra six seats bring its total to fourteen, whilst the NLP won one bringing its total to five. Although efforts were made by the CIU leadership, led by the ITGWU officers, to ensure that the NLP supported the return of Fianna Fáil to office, the first Inter-Party government was formed in February 1948. Norton was credited with being the architect of that government. In a government of thirteen members from five political parties, Norton was Tánaiste and Minister for Social Welfare. The other Labour Cabinet member was Timothy J. Murphy, Minister for Local Government, and Brendan Corish was Parliamentary Secretary to the Ministers for Local Government and Defence. Notably, the Labour Cabinet Ministers were elected by the parliamentary party rather than being nominated by Norton as Party Leader. James Everett, NLP Leader, became Minister for Posts & Telegraphs.

Norton, besides being the first Labour Tánaiste and cabinet minister, was also the first Minister for Social Welfare. Before 1948 health and welfare were within the remit of the Department of Local Government and Public Health. One of the first acts of the new government (within two months of taking office) was to introduce an independent public service conciliation and arbitration scheme. It is said that at the first conciliation and arbitration meeting, that Norton (Tánaiste, Minister for Social Welfare and acting Minister for Posts and Telegraphs) mischievously appeared as POWU General Secretary and negotiated with officials of his own department.

Norton seems to have devoted his efforts to keeping the disparate Government together and acted as its ‘problem solver’ to the extent of divesting himself of the leadership of his party in the Dáil for the term of that government.

One of Norton’s first acts was to implement a substantial increase the basic old age pension. The so called system of social welfare was in poor law tatters. During the Fianna Fáil - de Valera government from 1932 to 1948 the total increases in weekly old age pensions were two shillings and six pence in rural Ireland and five shillings in urban areas!

Norton immediately increased pensions by five shillings per week. He then published a White Paper on Social Security in 1949 which proposed to unify the three schemes of sickness, unemployment and widows’ and orphans’ pensions. He also proposed to introduce for the first time, maternity allowances, retirement pensions and death grants.

The last ensured that the poor were relieved of the inordinate fear of ‘being buried as a pauper’. He also negotiated reciprocal social welfare benefits with the British and Northern Ireland governments.

In these historic endeavours he met a barrage of criticism from chagrin elements in Fianna Fáil, from some reactionary Catholic sociologists, and the major farming organisations.

Norton received little credit for his endeavours from a divided trade union movement and was overshadowed by the TB hospitals programme of Noel Browne and the debacle over the Mother and Child scheme. However, Norton did receive the full support of Taoiseach John A. Costello, who was familiar with the sparse system of Workmen’s Compensation. Thus the foundations for the social insurance system were laid in Ireland and mirrored those of Britain and Northern Ireland.

One of Norton’s proudest achievements was the establishment of the Industrial Development Authority (IDA) in 1949. There was sparse enthusiasm for the proposal in with the Department of Industry and Commerce which saw its role diffused. The Secretary of Finance J.J. Mc Elligott feared the IDA would be ‘a crackpot socialist planners’ forum. But Norton convinced the minister concerned, Dan Morrissey, to set up the IDA. The seeds were sown towards the decline of state tariff protectionism and the introduction of foreign industrial investment in the Irish economy. Irish historians have down played Norton’s role in this area of economic policy.

A further major achievement was the housing programme.

In 1947 the number of local authority dwellings built was

Returning from trade negotiations in London in 1948 Daniel Morrissey (Industry & Commerce), John A. Costello (Taoiseach), James Dillon (Agriculture), William Norton (Tánaiste, Social Welfare), Seán Mac Bride (External Affairs) and Patrick Mc Gilligan (Finance)

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Arbitration Board in session 1952 (from left) J.J. Mc Elligott (Secretary, Department of Finance), General Daniel McKenna (Chairman), Liam Morrissey, William Bell (POWU), unidentified, William Norton TD (POWU) Staff Side Panel

attitude towards Ireland’s aspiration to join the EEC, a stance that put him very much in the minority in the political and industrial labour movement.

Norton was a ‘labourist’ rather than a socialist. He was a staunch Roman Catholic and in 1959 had a private audience with Pope John XXIII. Norton has often been accused of being a conservative trade union and labour leader. He did, however, trenchantly oppose the Blueshirts in the 1930’s and the strident republican rhetoric of de Valera and the IRA, and dictatorship in any form. He was unwavering in his defence and advancement of trade union and worker recognition and public service employment rights. His social conservatism was reflective of the dominant social mores of those decades.

During the Mother and Child crisis he made valiant efforts, with the officers of the ITUC, to resolve the dispute.

Norton resigned as Labour Leader on 24 February 1960 and was replaced by Brendan Corish. It was only after his resignation as Labour Leader that he applied for and was awarded a War of Independence Medal, for covert activities within the postal services on behalf of the military intelligence operation of Joe McGrath and Michael Collins.

He remained a close confidant of Joe McGrath.

744. By 1950 the number being built annually was over 8,000. Moreover, much of the work was undertaken by the local authorities using direct labour, much to the fury of the building trade employers. The achievement was delivered against opposition from the Department of Finance. T.J. Murphy had served for a mere year as Minister for Local Government before his untimely death in April 1949. He had laid out a major capital programme for local authority housing which was completed by his replacement, Labour Deputy Michael Keyes. These houses also curbed the spread of tuberculosis.

When the Labour Party and NLP re-united in June 1950, Norton retained the party leadership. In 1951 Norton also acted as Minister for Posts and Telegraphs when James Everett was absent through illness.

The Labour Party entered the 1951 General Election with nineteen seats and returned with sixteen. In 1954 the Party secured nineteen seats and between then and 1957 Norton was again Tánaiste and Minister for Industry and Commerce in the second Inter-Party Government of three parties. His Labour cabinet colleagues were Brendan Corish (Social Welfare), James Everett (Justice) and Michael Keyes (Posts and Telegraphs), with William Davin as a Parliamentary Secretary (Local Government).

Some of his latter achievements included the Factories Act, 1955. Norton and the IDA engaged in protracted negotiations with the major oil companies to erect a major oil refinery at Whitegate, County Cork. This major development was completed by April 1959, was fully unionised, but the work of Norton was completely ignored at the opening. Regarding the late conversion of his opponents for the need for external investment, on 5 December 1957 in the Dáil he could only remark that ‘Barely had I said that when a howl of criticism was released from all the shallow minds of the Fianna Fáil party saying that this was absolutely anti-national. … I notice there has been a rapid conversion … ’.

From 1940 until he died Norton was a member of the Council of state and from 1940 to 1945 was a member of the all-party Defence Council. He was a member of the Dáil Public Accounts Committee. His experience as a member of the Council of Europe probably influenced his positive

The Postal Worker Vol. 41 No. 12, December 1963

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than it did about Norton.

William Norton died aged sixty-three, at his home, 6 Merlyn Park, Ballsbridge, Dublin 4, on 4 December 1963.

Following a funeral service at the Star of the Sea Church, Sandymont, he was buried at Dean’s Grange Cemetery. His funeral was attended by President Éamon de Valera, the Lord Mayor of Dublin, many Deputies and Senators and members of the judiciary. Brendan Corish paid tribute to his life and work at the graveside.

Predeceased by a daughter, he was survived by his wife Helena, daughter Eileen and sons Patrick, Kevin, Brendan and William.

Some of William Norton’s papers (as part of the POWU records) are held at the Irish Labour History Society Archives.

May we suggest a plaque to his memory at Bath Avenue! ____________________

Viewed over his thirty six years of leadership, of the POWU General Secretary from 1924 to 1957 and as Labour Leader from 1932, Norton’s workload and performance was phenomenal. The Dáil Debates reveal him as having been a significant national figure and diligent constituency representative. Assiduous in pursuing the minutiae of constituency affairs, and nationally important issues under almost every heading, his frequent and often lengthy contributions displayed a wide ranging knowledge, a cogent fluency.

On his death The Irish Times was of the view that ‘with Mr Lemass he probably was the ablest and shrewdest deputy in the Dáil’. Mr J.C. Horgan of the Higher Officers Associations recorded: ‘In 1952-53, when the civil service displayed unprecedented fury and solidarity in resisting the government’s attitude to the McKenna Award, it found its inspiration in Bill Norton. He was at the centre of the fight, addressing words of encouragement, making decisions, giving directions’.

Norton never received the recognition or credit that is his due. His contribution to the development of national politics and the stability of the state, in providing the vital element in the successful transition of power less than a decade after the Civil War, and again in 1948, has been downplayed by historians. So too has his contribution to the wellbeing of workers in the communications sector, in the civil and public service, and of the people as a whole, especially in respect of workers, their families, widows and orphans, the poor and the elderly. An indication of Norton’s stature in the labour movement, was shown when he was chosen to deliver the oration at the grave of Big Jim Larkin in 1947.

The animosity and venom voiced and written against him, particularly during the vicious splits in the trade union and labour movement in the 1940s was regularly featured in the editorials of the Irish Press and among the CIU leadership who not forgive him as a key figure in the formation of the first Inter-Party Government, revealed more about his critics

Barry Desmond is a member of the ITGWU-SIPTU since 1957; Labour Deputy, Dun Laoghaire 1969-1989, MEP 1989-1994, Minister for Health and Social Welfare 19821987, European Court of Auditors 1994-2000, and former Deputy Leader of the Labour Party. His latest book, No Workers’ Republic! – Reflections of Labour and Ireland, 1913-1967 appeared in 2009.

Charles Callan is a member of the INPDTU-FWUI-SIPTU since 1961, a retired public servant, and former President and Secretary of the Irish Labour History Society. His book Painters in Union – the Irish National Painters’ & Decorators’ Trade Union and its forerunners appeared in 2008.

Both of the above books are available at €20 paperback or €30 hardback (post & packing included) directly from Watchword Ltd at email: watchwordinfo@gmail.com – or – telephone: 087-2991487

Get into print!

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

imelda@cwu.ie or post to Imelda Wall

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

52

Origins of Our Union Our Union – the Communications Workers’ Union (CWU) – is the product of various amalgamations and mergers over the years. The CWU can identify a strong lineage dating back from 1900.

first Irish-based postal union was formed in November 1900 among Dublin Sorting Clerks & Telegraphists (SC&Ts) – the Dual Workers’ Association (DWA) It started with 100 members but had an ambitions to become the ‘sole Home Association’. By their first Conference, in Dublin in 1903, they had absorbed the Irish membership of the Fawcett Association and had a Cork Branch. Their motive was not particularly nationalistic – they simply believed that conditions for Irish postal workers were worse than those in Britain and were best dealt with by an Irish-based organisation. From 1903, they produced a fine monthly journal, the Dual Workers’ Guardian. ‘Printed on Irish Paper’, the Guardian claimed it ‘guaranteed to have the largest circulation in Ireland of any Service Organ published in the United Kingdom’. It certainly impacted on other Civil Service unions and established a long-standing achievement of Irish postal trade unionism, its ability to lead and influence industrial and political opinion for all public servants.

Emergence of British Postal Trade Unionism Agitation among postal staffs first began in the midnineteenth century. Attempts at organisation were repressed by mass dismissals and tough disciplinary measures against any suspected of being involved. Secret reporting added to the difficulties of those courageous enough to advance the workers’ cause. Nevertheless, five Unions were established: the Fawcett Association, founded in 1890; United Kingdom Postal Clerks’ Association (1886); and Post Office Clerks’ Association (1881), catering for clerical grades; and Postmen’s Federation (1891) and Amalgamated Engineering & Stores Association (1886) catering for manipulative and manual grades. All were active in Ireland, particularly the Postmen’s Federation.

The question of improving the onerous conditions and the Service’s military-style command structure, together with the fundamental task of improving the ‘sweated’ wages were dealt with by a series of Parliamentary Committees of Inquiry: Tweedmouth, 1897; Bradford, 1904; Hobhouse, 1907; and Holt, 1913. Postal Unions presented direct evidence to these inquiries, displaying invention and wellresearched argument, but also a certain deference to their employers. None of the Unions had rules enabling strike action so, although the Post Office heard the increasingly loud barks of the workers’ dogs, they were secure in the knowledge that they would never bite! From 1905, the Postmaster General granted formal recognition to Post Office Unions but the Department still maintained a distant, delaying and, sometimes, openly contemptuous attitude to the workers’ representations.

Dual Workers’ Association & the Association of Irish Post Office Clerks After the Tweedmouth Commission, the position of Dual Worker was created. They were trained, simultaneously, as Sorting Clerks and Telegraphists and were introduced to overcome staff shortages. They quickly became an exploited group with promised transfer to permanent status never fulfilled. In Ireland, where exploitation seemed worse, the

Dual Workers’ Guardian, October 1903 53

The DWA assiduously gathered information regarding pay and conditions and fearlessly put forward claims for improvements. They published their submissions, as in 1904, when a special Guardian, outlined the DWA’s demand for improvement in the scandalously low wages. This activity attracted new members and, in 1904, with sixteen branches in all major centres, the union changed its title to the Association of Irish Post Office Clerks (AIPOC). Their paper, the Irish Postal & Telegraph Guardian, now being printed not just on Irish paper but also with Irish ink!

The AIPOC developed close fraternal links with British unions, both within Ireland and across channel, particularly the Postmen’s Federation. They gave direct evidence to Parliamentary Committees but relied on their British colleagues to represent their claims at the National Joint Committee. The AIPOC lobbied MPs, being served well by J.P. Nannetti, William Field and Alexander Sloan. At public rallies, it was commonplace for MPs, Dublin’s Lord Mayor and other well-known figures to address the crowds, such was the AIPOC’s success in persuading public opinion of its cause.

AIPOC pioneer figures were B.C. Bergin, George Hurley and John Normile, courageous men who risked their employment. All Officers and Executive members were unpaid and made huge personal sacrifices in running what was now a significant national body. Women were well represented – particularly in Dublin Telephones. Lucy Lawrenson addressed mass rallies in the Mansion House, pioneering public activity for women. The Union sought ‘equal pay for equal work’ from 1910, a demand decades in advance of the battle for equal pay in the 1960s and 1970s.

AIPOC activity until 1914 was a slow round of memoranda to the Department, lobbying and organising,

mundane but essential activity that built the Union and developed Trade Union consciousness. The Executive became more and more aware of the wastefulness of sectionalism, openly campaigning for an ‘All Grades’ Irish Union. The dislocation of War and the continuous rise in the cost of living, focussed attention elsewhere. Energy was put into securing War Bonuses and preventing discriminatory application these bonuses in Ireland.

The Irish Postal Union

April 1920, the first strike of Irish postal workers took place when the AIPOC supported the General Strike to demand the release of Republican Hunger Strikers in Mountjoy. The union also changed its title to the Irish Postal Union (IPU) and, with expectations of independence, openly invited those in British postal unions to join with them.

Irish Postal & Telegraph Guardian, August 1904

The Easter Rising divided AIPOC members. Loyalty to the ‘Service’ and the fact that many Post Office employees had Army backgrounds generated ambiguous attitudes. After 1916, however, a more National perspective emerged and, in

Second Annual Conference, AIPOC, Mansion House, Dublin, July 1905. Note the five women delegates.

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Telephones Branch and IPOEU both backed out of the merger. The Telephone members quickly rejoined but the IPOEU remained an independent body, albeit a small and ineffective one, as, from 1925, most engineering grades joined the POWU. The POWU journal An Díon maintained the tradition for high-quality journalism. In 1924, William Norton, a young man born in 1900, was appointed POWU General Secretary. A giant had stepped onto the Irish Labour Movement stage. The POWU grew into a significant union, nationally and internationally.

Irish Postal Workers’ Union & Irish Post Office Engineering Union After 1922, the Union of Post Office Workers and Post Office Engineering Union withdrew but generously supported the creation of the Irish Postal Office Workers’ Union (IPWU) and Irish Post Office Engineering Union (IPOEU). In Belfast, IPU members declined to join a British Union and created the Post Office Clerks’ Association (Northern Ireland) which continued in existence until the 1960s. When the Saorstát Éireann Government cut Post Office workers wages, the IPU led a threatened strike. The Government appointed the Douglas Commission to investigate matters but when they declined to implement its interim findings, a postal strike took place from 10-19 September, 1922, with the IPU in a lead role.

st Office Workers’ Union Thus, less than twenty-five years after a handful of Dublin SC&Ts established the DWA, Irish Post Office workers created a united, purposeful union. It affiliated to the Irish Trade Union Congress and had a clear socialist perspective in its opposition to the reactionary policies of Cumann na nGaedheal Governments.

The lessons of organisation, member involvement and clarity of purpose and action serve as reminders to CWU members that in unity there is strength. Public sector cuts, threats to employment security and worsening of conditions face today’s members. Just as those in the past consciously stood together to change and make history, history calls on today’s members to demonstrate the same commitment to change the future and make their own history. Hopefully, our contribution will, eventually, be written about with the same pride and respect as that recorded here.

Francis Devine In researching this piece, I am grateful to Stephen Fitzpatrick, Joe Guinan, Monica Hempenstall, Pat Kenny, Charlie O’Neill, Imelda Wall & all CWU Head Office Staff for their support and assistance.

Francis Divine

An appeal for unity in An Post Gaedhealach, journal of the Irish Post Office Workers’ Union, April 1923 In December, the Douglas Commission recommended increases in pay, improved conditions and various other benefits. The three Irish postal unions – the IPU, IPOWU and IPOEU – had collaborated in drafting a joint submission, discovering that they had much in common and were stronger speaking with one voice.

Post Office Workers’ Union At conferences held on the 7-8 June, 1923, the IPU, IPOWU and IPOEU amalgamated to form the Post Office Workers’ Union (POWU), a single union for Irish Post Office employees. It was not all plain sailing. The IPU Dublin 55

Fianna Fáil Press Office Release “One example is of a local hotel where employees might sleep on the premises overnight to do an early shift following a late evening shift.

This can suit employees because their working days are closer together, allowing them better time off. It also reduces some of the travel from their home to their work. However, NERA regulations stipulate that there must be a minimum of an 11 hours break between shifts, and they are insisting on the strict enforcement of this, regardless of the wishes of the people on the ground.”

“When people are happy with a certain work arrangement, and their rights are not exploited, NERA should not be causing them this extra hassle at a time at a time when doing business is already very difficult.”

“It appears that NERA is engaged in the nonsensical enforcement of regulations.”

“I have asked Minister O’Keeffe to consider looking at this issue. In light of the financial constraints facing the Government Departments right now, I believe that NERA’s Budget should be cut and it should possible be amalgamated with one of the other regulatory organisations in the near future.”

“We in Government have worked hard to improve employment rights and a lot has been achieved, but we also need to have some common sense on this issue,” concluded Frank Fahey TD.

Dear Colleagues You will not believe this - today the Government press office has issued a statement calling on the labour inspectorate to look the other way while employers break working time rules - We are responding - Esther Lynch Galway West Fianna Fáil TD Frank Fahey has called for the approach by the National Employment Rights Agency, NERA, to be relaxed amid reports from some businesses that they are being hassled by the overly strict enforcement of regulations.

He has met with the Minister for Enterprise, Trade and Innovation Batt O’Keeffe TD, to highlight the issue with him.

“I have been contacted by local business people in the hospitality and manufacturing industries in Galway who are very concerned about what they say is an unnecessarily zealous approach being taken by some NERA officers in the enforcement of regulations.”

“While it is very important that we maintain the high standards that have been achieved in employment rights, I do not think that it is fair that outside officers are interfering in work arrangements which both employers and employees are very happy with.”

“Zealous” approach by NERA must be relaxed, says Fahey

CWU People

Retirements in Donegal SW

Hugh Quinn presenting scroll to Margaret Harley, Packie Ellison, Killybegs PO, retirement presentation after 22 years’ of service.

who has retired from counter staff to

(in the photo l to r): Hugh Quinn branch Secretary, Paul Crawford, assistant

take over management

Chairperson, Packie Ellison retired and Martin O'Brien, assistant Secretary.

of the Donegal PO.

56

CWU People

Tom Lally Retires from Galway Postal Branch prowess, especially his ‘catlike’ agility in goal for Glasgow Celtic, Galway Rovers, Galway United and other League of Ireland clubs. In later years Tom turned his attention to training teams in various sporting codes with a fair degree of success – the undoubted highlight being when he trained Kiltormer to the All Ireland Club Hurling title in 1992.

Tom will be missed by his colleagues in the Galway Mail Centre and we would like to wish him, his wife Anne and family all the best in his retirement.

The Galway Postal Branch Members gathered in Crowe’s Bar, Bohermore, Galway, on June 25th last, to mark the occasion of the retirement of Tom Lally after 39 years loyal service to the Union.

As Tom says himself, he was a Member of the Union “when it was dangerous, to be one” and has been a stalwart of the Galway Branch since the day he joined the Dept of Posts & Telegraphs and latterly An Post.

Tom was well known outside of the job for his sporting

Pictured on the left: Tom Lally with his wife, Ann and his daughters, Gillian and Joanna

Retirements at Galway Postal Branch Brian O'Connor (CWU - Branch Secretary) making a presentation to Tom

(Pictured Back Row l to r:) Richie Walsh Cluster D.S.M., John Wade, Kathleed Dixon & Damien Tuohy.

(Front Row l to r:) Micheal Carey (Operations Manager) & Michael Shaughnessy & Noel Tierney

Mary Conroy (CWU - Galway Postal Branch) presenting flowers to Mrs Ann Lally 57

Common Signs & Symptoms of Meningitis & Septicaemia

www.meningitis-trust.ie

A Galway postperson, Noel Carroll and his wife Siobhan, tragically lost their daughter, Aoibhe, to Meningitis two years ago. Since that fateful day, they have set out to raise awareness of this terrible disease and with the help of the Meningitis Trust, educate people, especially parents, to the signs and symptoms of meningitis.

Trust your instincts â&#x20AC;&#x201C; Get medical help immediately!

58

CWU People

Cúrsa Gaeilge in Acadamh na hOllscolaíochta Gaeilge

Sa griangraph; Ar cúl: Áine Uí Dalaigh agus Críostóir Barún.

Bairbre UíMhullaoidh, Seamus Ó Maracáin, Ben Ó Leathlobhair, John Darby, Pascal O Meara, Catríona NíChonola, Val ÓBrolacháin, Eibhlín Nic an Bháird, Seosamh Mac Tréinfhir, Maitiú Ó Longain, Seán ÓhÁitartaig, Michael Dwyer agus Tomás ÓDuinn (as láthair Póilín Nic Anna) An Irish course took place in Acadamh na hOllsolaíochta Gaeilge in Carraroe, Co Galway recently. It was organised by a group of an Post workers. According to spokesman for the group, Seosamh Mac Tréinfhir, a great time was had by all. “It was a fantastic week. The classes and social activities were most enjoyable. We had great craic and the trip to Inis Meáin was without doubt the highlight of the week. We were disappointed to hear An Post was not willing to give us any sponsorship. In spite of this we are looking forward to next year already.”

A wage deduction scheme has been set up with An Post Credit Union. For as little as €10 a week, employees will be able to pay for the course and the accommodation by the time the course comes around next year.

For more information contact Seosamh mac Tréinfhir, Postman, Cardiff Lane, Dublin 2, 01 8318660, 085 2098815, joetraynor@dublin.ie

Bhí cúrsa Gaeilge ar siúl in Acadamh na hOllscolaíochta Gaeilge sa Cheathrú Rua, Co na Gaillimhe le déanaí. Bhí an cúrsa eagraithe ag oibrithe de chuid An Post. De réir urlabharí dá gcuid, Seosamh mac Tréinfhir, bhí seachtain den scoth acu. “Bhí an tseachtain ar fheabhas ar fad.

Bhaineamar sult as na ranganna agus na heachtraí sóisialta a bhí ar siúl. Bhí an chraic again agus gan amhras ba é an turas chuig Inis Meáin buaic na tseachtaine. Bhí díomá orainn nuair a chualamar nach raibh An Post in ann aon uarraíocht a thabhairt duinn. In ainneoin sin táimid go léir ag tnúth go mór leis an bhlain seo chugainn cheanna féin”.

Táthar i ndiaidh scéim asbhaint tuarastail a chur i bhfeidhm i gcomhar le Comhar Creidmheasa an Phoist. Ar chomh beag le €10 sa tseachtain beith fostaithe ábalta íoc as an gcúrsa agus an lóistín faoin am a bheidh an cheád chúrsa eile ann.

Chun tuilleadh eolais a fháil téigh i dteagmháil le Seosamh mac Tréinfhir, fear an phoist, Lána Cardiff, B.Á.C.2 01 8318660, 085 2098815, joetraynor@dublin.ie 59

CWU People

John King, Tuam Postal Branch, Retires

Pictured l to r: Damien Touhy (NEC), Peter Connolly (Tuam Branch Secretary) and Mary and John King the Union Scroll being presented to John by Seán McDonagh (National Officer)

Joe Crowley Retires On The 16th of July last friends, family and colleagues of Patrick Joseph Crowley Chairman of the Dublin Postal Managers Branch congregated to celebrate his retirement. “Joe” as he is known to all his friends, one of whom I am personally proud to be, Has been a staunch and loyal member of the CWU and also of the CMU (Communications Managers Union) prior the amalgamation of the two unions. Joe served as a branch committee member and officer of the Postal management branch CMU and for many years as Chairman of the current managers branch fighting hard on behalf of the members to protect our conditions of employment. He also served the Union at National level on the Standing Orders Committee ensuring that the Union Conferences etc

operated smoothly and without a hitch. A great night of craic ceol agus caint was had by all in attendance not to mention gallons of the black stuff consumed (and that was just Joe!). Joe has retired to the bosom of Dunmanway where here entered this mortal coil to happily live out many years of contented retirement (Several local publicans have applied for loans to renovate their premises based on the tumultuous news of his return!) Joe will be greatly missed by all who knew him in Dublin in particular all of us who have worked with him at branch and National level, suffice to say that Joe will always have a lot of friends in Dublin and will be always welcomed back on what we hope will be the many occasions he returns to his adopted home.

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Noel off to a flyer as Ireland crush Estonia

HITMAN STOKES THE KING-MAKER

By Mark McCadden in Nyon FORMER DUBLIN No2 BRANCH COMMITTEE MEMBER, NOEL KING, ACHIEVES GREAT RESULTS IN ESTONIA! Ireland U-21s 5 Estonia U-21s 0 ANTHONY Stokes celebrated a call-up to the senior squad by inspiring Ireland’s Under-21’s to a rout of Estonia last night.

Hours after being called into Giovanni Trapattoni’s squad for tonight’s clash, along with Cillian Sheridan, the Hibernian striker put in a stellar performance as the Noel King era got off to a sensational start.

Trap’s assistant Marco Tardelli took his seat among 3,010 fans at Tallaght Stadium as Stokes scored twice and set up James McCarthy for the third in a convincing Irish display.

Part He even played a part in Seamus Coleman’s late fourth – although the Everton defender knew little about it – and Owen Garvan rounded off the scoring in injury-time.

It was Stoke’s first appearance at this level since the March 2008 clash with Montenegro in Galway – and he was clearly eager to make up for lost time.

The 22-year-old scored twice inside the opening half-hour including an exact replica of Zinedine Zidane’s penalty in the 2006 World Cup Final – right down to the ball clipping the

underside of the crossbar on its way into the net.

He had chances to grab his hattrick, but settled for two plus a brilliant assist.

It was a hugely promising debut at Under-21 level for new boss Noel King, who recently led the Under-17 women’s side to within a penalty shoot-out of European Championship glory.

Last night’s win was the first in eight Group 2 games and it came after a strong start by the visitors.

Twice goalkeeper Stephen Henderson was called into action in the opening five minutes to deny Artjom Dmitrijev with flying saves.

But the Irish were ahead after 15 minutes.

Stokes pulled a deep McCarthy cross out of the air with a killer touch; he cut inside Marek Kaljumae and blasted an unstoppable shot into the back of the net from 15 yards.

The Hibs man’s continued tormenting of Kaljumae resulted on 30 minutes in the full-

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back chopping him down inside the area.

Dutch referee Paulus Van Boekel pointed to the spot and Stokes, just like Zidane’s effort four years ago, pulled off a cheeky dink that went in off the underside of the bar.

The third goal came on 62 minutes when Stokes stubbornly held off the challenge of Kaljumae, got to the goal-line and pulled his pass back into the path of McCarthy.

The Wigan midfielder, apparently dropped from the senior squad for missing the May friendlies, sidefooted the ball inside the right-hand post.

It was 4-0 on 87 minutes – Stokes back-heeled the ball through Taijo Teniste’s legs and raced around the defender, he fed Conor Clifford who spotted Garvan unmarked 25 yards out.

Deflection Garvan’s low shot looked to be heading straight for keeper Marko Meerits until it took a wicked deflection off Coleman and ricocheted into the roof of the net.

New Crystal Palace signing Garvan did grab a goal of his own on the stroke of full-time when he curled the ball inside the left-hand upright from 12 yards.

However, the night belonged to Stokes with new boss King also taking an enormous amount of satisfaction from a job very well done by his troops.

Pictured (left) James McCarthy

GREAT START: King on the line IRELAND: Renderson; Coleman (Oyebanjo 87), Kiernan, Nolan, Gunning; Clifford, McCarthy (Hourihane 82), Garvan; Gleeson, Sheridan (Judge 77), Stokes.

ESTONIA: Meerits; Kaljumae (Jevdokimov 63), Jahhimovits, Artjunin, Teniste; Frolov (Pebre 38), Puri, Tenno, Kallaste; Dmitrijec, Alliku (Anier 68).

CWU People

Dublin No. 1 Retirements

Dublin No 1 Branch loses many friends from Citywest to retirement.

John Egan and Tony Caffrey

John Egan and John Keane

John Egan and Liam Caldwell

Patrick Murray and Willie Meegan

John Mc Carthy and Jim Browne

Denis Oâ&#x20AC;&#x2122;Brien and Jim Browne

Willie Meegan and Jim Shorthouse

Michael Martin

Larry Feely and Willie Meegan

John Egan and Ciaran Feeney

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Willie Meegan and Francis Summerville

John Egan and Thomas Hughes

Edward Dillion and Jim Browne

Trapattoni Praises Dublin Number One Branch Secretary Dublin Number One Branch Secretary, John Egan, like many CWU activists, is also involved in sports and social activities within the wider community. Recently in his role as Chairman of St Paul’s Artane FC, he invited Irish International soccer manager Giovanni Trapattoni to the club to perform the official opening of the clubs new gymnasium and games room. The new facilities completed the final phase of an ambitious plan, which included a floodlit all weather training pitch and eight new dressing rooms.

Funding for the development was provided through Lotto sports grants, and local fund raising. As Chairman of St Paul’s since June 2010, and previously Secretary for eight years, John was heavily involved in securing the successful Lotto funding for the club’s development plan.

It was with great pride therefore that he welcomed Giovanni Trapattoni, his assistant manager, Marco Tardelli, John Delaney (CEO) Football Association of Ireland, and representatives from the soccer fraternity and the local community to club for the official opening.

The occasion was also an opportunity to showcase the excellent facilities at the club, which was founded from humble beginnings in 1975. The club now has ten underage teams and two senior sides, and were voted Aviva Club of the Month winners for March 2010.

In his speech “Trap” praised John, and all involved at the club, for their tireless effort in providing such “fantastic facilities” for young players, and giving them the possibility to be “stars of the future” said the Irish manager. With the club motto “Be the best you can be”, the players have a head start on the facilities front. So well done and good luck to John and his team at St Paul’s Artane FC.

*If you have a story involving CWU members /activists, you would like to feature in Connect CWU People, contact; imelda@cwu.ie

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CWU People

Joe Maher Resignation Former Deputy General Secretary, Joe Maher will resign as Trustee of the eircom Main Superannuation Fund on 30th September 2010, having served as a Trustee to the fund since 1988.

During that period there were some challenging times in which Joe and the Trustees did an excellent job in managing the Fund. This is evident more in recent times when the fund was in deficit as a result of the stock markets.

The Fund suffered far less than many other funds because of its strategic positioning and the fact that it was in surplus prior to the collapse of the stock markets.

I am sure you will all join me in recognising the contribution that Joe has made to the fund over many years and he will be a hard act to follow. We wish him every success and thanks for a job well done.

Former Deputy General Secretary, Joe Maher

Eircom Social Club makes presentation to North Tipperary Hospice

Sean Carroll (chairman, Nenagh section) is shown presenting the cheque to Geri Cantwell and Kay Oâ&#x20AC;&#x2122;Donoghue (North Tipperary Hospice). Included in the photo also are (l-r) Brian Byrne, Sean Geaney, Pat Delaney, Paddy Brereton, Matt Ryan, Dinny Ryan, John Tucker, John Curtin, Denis Griffin, Ray Byrne, Donal Flannery.

Eircom social club, Nenagh, recently made a presentation to North Tipperary Hospice to assist them with the fantastic work that they do for cancer patients and their families in North Tipperary. The money presented came from the proceeds of a DVD which has a collection of over 300 photographs depicting P&T, Telecom Eireann and eircom staff and families spanning the last 40 years.

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CWU People

Gerry Maher Retires from Eircom retirement on the 25th June, 2010.

Gerry dealt with all members in his usual quiet and unassuming way and he treated management in the same dignified manner. He has a large circle of friends in both the Union and Company and has been an ever-present figure at conferences for the last 21 years .

His other great love is the GAA and, in particular, his local hurling club “Gortnahoe Glengool”, where he has served at committee level for many years.

Gerry now intends to spend some time, as he says himself, on his small farm of land in Tipperary and perhaps invest in some machinery.

He is as obliging a person as one could wish to meet and a true gentleman who has the respect of all who know him.

The CWU takes this opportunity to sincerely thank him for his efforts on behalf of our members and wishes him a long and happy retirement.

Gerry Maher retired from Eircom recently after 37 years’ service. Hailing from Tipperary, Gerry joined the Department of Post & Telegraphs on the 3rd Dec 1973 as an exchange operator in Exchequer St Dublin and remained there until 1979, when he was promoted to the grade of Telephone Officer. He then moved to Findlater House and his boss there was Paddy Fahey, who was a scriptwriter for the radio programme “The Kennedys of Castleross”. Gerry subsequently moved to Cumberland House and he remained there until he moved to Portlaoise in 1988. His last move was in 2004, when he finally moved back to his native county and to Thurles. where he worked in Business Markets.

It was 1988 when Gerry became a Union activist, when he was elected chairperson of the TOU branch in Portlaosie, before taking over the role of Branch Secretary in 1989 – a role he served with distinction for 21 years, until his

Willy Kavanagh Retires from Gorey Postal Branch

Willy Kavanagh, a Postman in Gorey, who retired in May is pictured here with his wife, Dynah, and Branch Secretary of Gorey, Kevin Molloy.

Willy had 27 years’ service with An Post and the CWU wishes him a long and happy retirement.

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CWU People

Sligo Retirements

Mr Paddy O'Donnell Ballina A.E.H.,Plan/Design pictured with team managers and team members on his departure from the company recently.paddy had served with the company on close to 40 Years.

Sean Mc Loughlin pictured with his wife & family at a function in Cryans Hotel, Carrick On Shannon with work colleagues, following the departure from the company.

Mr Denis Carr, who left the co mpany in June 2010, pictured with Brid Mulro Secretary, Lette e, Section rkenny and Mr O lli e Henry, CTM, Service Assura nce Cabling te am.

Mr Johnny Mc Cafferty pictured receiving calls from well-wishers on the departure from the company in June this Year.

Johnny had served almost 40 years, and was CTM project on proactive Repair Field Force.

Mr Gerry Mc Glinchey,pictured on his last day of service with team members of the Internal Build team 956T in Letterrkenny.Gerry had almost 40 years of service,and was attached to the Donegal A.E.H.

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CWU People

Dundalk Retirements

Pictured at the Presentation Party in Dundalk recently are, l to r: Matt Pepper (Chairman, Dundalk Section), Philip Kenley, Austin McGeough, John Hennessey (all retired from Eircom on July, 2010) and Barney Foley (Section Secretary, Dundalk)

A Retirement Presentation was held in Johnny Masonâ&#x20AC;&#x2122;s Function Room, Dundalk recently to honour James Quigley, pictured here receiving his Union Scroll from SeĂĄn McGeough (National Co-ordinator in Dundalk)

Photos supplied by Barney Foley, Section Secretary, Dundalk 67

CWU People

Declan Colman & Dave Corrigan Retire from Dublin No. 2 Branch A function was held recently in Mulligan's Pub, Poolbeg Street, on the retirement of two long serving members of the Dublin No. 2 Branch – Declan Colman and Dave Corrigan, who between them have giving 80 years service to the Company.

Declan was involved in Pressurisation Monitoring and Machine maintence in Dublin for many years, while Dave was a member of the Major Projects Office for a number of years. He was also a member of the Dublin No. 2 branch committee dating back to the 1980s and was a regular delegate to the Unions Conference. Dave’s last Conference was in Wexford this year.

The Branch Secretary, Steve Crilly, presented Declan and Dave with Union gold badges and scrolls. The Dublin No. 2 branch would like to thank Declan and Dave for their support for the union over the years and wish them very best wishes in their retirement.

Pictured l to r: Declan Coleman, Steve Crilly (Branch Secretary) and Dave Corrigan

Marilynn Healy RIP The Union was saddened recently to hear of the sudden and untimely death of Marilynn Healy who at the time of her death was the Branch Chairperson of An Post Branch of the PSEU. Marilynn commenced her working life in the Central Sorting Office in Sheriff Street and from there moved to GPO Headquarters where she was a Branch officer with both the CPSU and the PSEU. Marilynn was a committed Trade Unionist and worked closely with this Union on various sub committees of the Joint Conciliation Council most notably the Diversity and Equality Committee.

Marilynn always made a contribution and assisted both the Union and the Company in implementing policies that improved the working life of all staff in An Post. We extend our deepest sympathy to Marilynn’s family.

TV Licence Section, GPO, Retirement

Declan Small, Willie Mooney (Branch Secretary), Jean Fowler & Mary Harrihill.

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John Flynn’s book delivers new insights into German bombing of Campile Co-op

that the bombing was in retaliation for supplying foodstuffs to the Allied armies.

However, John Flynn, argues that the bombing was a message from Hitler to Taoiseach Eamon de Valera warning him to keep his promise on Ireland's neutrality. We know now, from military inquiries, that the co-op “was not supplying the army," Instead says John, the co-op was supplying foodstuffs to civilians on mainland Britain, and “that is why it was targeted” . He argues that the bombing was really a warning shot to the Irish government: “If you say you're neutral, don't supply goods to wartime Britain”.

After consulting military reports, John maintains, that it was clear that Campile was a “definite target on that fateful day”.

Survivors of the co-op bombing, along with the German ambassador to Ireland, Brusso von Alvensleben, and Minister of State Sean Connick, recently officially opened a new monument and memorial garden on the site of the disaster. In his speech the ambassador emphasised that the memorial sculptures should uphold the memory of the victims and recall the “atrocities of war”. The sculpture garden was a joint project between the German sculptor Anika Untermann and Ciarán O'Brien, an Irish sculptor from Wexford.

On August 26 1940, the German Luftwaffe, dropped four bombs on the Shelburne Co-op and Creamery, in the village of Campile Co Wexford. In a matter of seconds the building was demolished, and three local women were killed. Many more miraculously escaped death, as around 85 people were working in the co-op at the time, but fortunately most had left the restaurant following lunch. However, restaurant manager Mary Ellen Kent (30) and assistant Kathleen Hurley,(27) and Mary Ellen’s sister Kitty (26), a drapery worker, were not so lucky. Tragically they were found buried under the rubble of the destroyed building.

To mark the 70th anniversary of the bombing, Campile postman John Flynn, (New Ross Postal Branch) who is Chairman of the Horeswood Historical Society has co authored a new book which offers new insights as to the reasons behind the bombing. The book was compiled over six months by the society and was officially launched by the renowned Wexford author and historian, Nicholas Furlong, who described the book as “controversial, challenging and magnificent”.

The Campile bombing was Ireland’s first experience of the terror of the World War Two conflict. ( Nine months later, a similar fate was visited upon the residents of the North Strand in Dublin). In the aftermath of the bombing, various theories were suggested as to the reasons for the attack.

These included the notion that the German pilots were lost and had mistaken the south-east coast of Wexford for Wales.

Another theory suggested that butter boxes emblazoned with the Shelburne Co-op name were discovered by the Nazis a few months earlier following the evacuation of Dunkirk and

John Flynn's book, 'Campile Bombing, August 26, 1940', (€20) is currently available in bookshops in the Wexford area and can also be ordered from the Horsewood Historical Society (087-2996561) or from johnflynn007@eircom.net 69

Books reviewed by Adrienne Power DOG ON IT! A Chet & Bernie Novel by Spencer Quinn (Published by Simon & Schuster Ltd) For a while I was put off reading this book, as the title omakes it seem silly or trite, possibly comical, but it is far from that! It is a detective story told through the eyes of a dog – Chet, who is owned by a private eye called Bernie – and it is clever and well-written, with wonderful prose. There are scenes of nail-biting suspense when we wonder if Chet and Bernie will manage to escape the situations they have gotten into.

The pair end up working on the case of 15 year old Madison Chambliss, who goes missing on her way home from school. There is the odd cute moment but not too much.

Chet and Bernie make a good team. Chet equates everything through his super sense of smell as a dog would do – the people he likes through nice smells and the bad people through horrible smells, together with his keen observational abilities. Bernie’s skills come from his Westpoint Military training and persistent determination.

The two’s combined talents become crucial in solving the case.

Enjoyable from start to finish…didn’t want to put it down! I look forward to the next in the series.

No wonder Stephen King recommended this book!

A STUDY IN SCARLET A Sherlock Holmes Novel by Arthur Conan Doyle (Published by Headline) This is the very first Sherlock Holmes novel, where Dr Watson and Sherlock Holmes meet up. “Dr Watson, Mr Sherlock Holmes”, said Stamford, introducing us. This was first published in 1887 and is one of four Sherlock Holmes novels, with 56 Short Stories in total.

In A Study in Scarlet, Holmes and Watson are requested by Mr Gregson and Mr Lestrade of Scotland Yard to look into the puzzling case of a body found in a derelict house on the Brixton Road. The detectives are stumped when there is no sign of a struggle and no wounds on the body. Scrawled on the wall in blood is the word RACHE, the German for Revenge. We travel through atmospheric Victorian London in Holmes and Watson’s quest for a murderer.

I have often wondered what the unending appeal of Sherlock Holmes is. He is not a particularly likable character.

But he is a hero, a super-human. He finds answers to problems. He is a self-assured genius. In an uncertain world we can pick up a Sherlock Holmes story and depend on him to find the answers to the problems using his amazing deductive reasoning.

In 1893 when Conan Doyle tried to kill off Holmes in the story “The Final Problem” there was a public uproar. Women wept and men donned black armbands plus subscriptions to the Strand Magazine which published the Holmes stories fell by 20,000. Finally, Holmes reappeared in the novel “The Hound of the Baskervilles” in 1901.

Before the Sherlock Holmes Museum took over the supposed site of 221b Baker Street (as the site, if it ever existed, has been much disputed by scholars), it was the residence of the Abbey National Building Society. The bank actually had someone employed to answer letters addressed to the Great Detective.

Long live Sherlock Holmes for future generations to enjoy!

NON FICTION Amazon, Bruce Parry

(Published by Penguin)

The book is based on the BAFTA award winning television series. Told in diary form, the explorer Bruce Parry takes on the world’s biggest river system, travelling 6,800 kilometres into the rainforest that covers seven million square kilometres and helps regulate the balance of atmospheric carbon dioxide and oxygen for our planet. It is sad to think that with the current rate of deforestation half of the Amazon forest could be lost by 2050.

Throughout his TV series and book, he is trying to impress upon us the effect our culture of greed and consumption is having on the peoples that live in the region of the Amazon. He also tells us of its elemental beauty, its mystery and excitement!

Taking over 50 bags of luggage through customs and a small crane, cameras and medical equipment, you get a feel for just how monstrous an operation is involved in a trip like that! The group suffers from Altitude Sickness as they start off at an altitude of 3,500 metres, higher than even Everest Base Camp, so they have to acclimatise their bodies to lack of oxygen, which causes nausea, headaches and an inability to sleep! They use the local remedy of chewing coca leaves wrapped in charcoal to try and alleviate this. They stop to take part in Day of the Dead, an ancestral celebration observed across Latin America.

By living and working among the local communities of farmers, fishermen and miners Bruce gets to meet the families dependent on the river. He is saddened and shocked by the devastation and contamination he sees in Peru.

In Peru he also meets Pepe Parodi, a real person behind the dreadful statistics of violence The Shining Path, a Maoist insurgent group have caused for over 30 years in the region. They pick up Pepe on the road. He is returning to his farm for the first time in 18 years.

When he arrives his wife has just escaped a raid by hiding in the sugar cane until he rescued her.

His Amazon trip becomes an 8 month long journey! It is a moving account to read.

An eye-opener of a book!

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