Connect october 2014 by Communications Workers' Union

AUTUMN 2014 VOL: 16

NO. 3

CWU wishes “Bon Voyage” to the Convoy, as they head to Calafat in Romania.

Editorial

Dear Colleague,

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

2-3

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

4-10

Friends of the Elderly organise Postman/woman of the Year Award 2014 . . . . . . . . . . . . . . . . . . . . . . .

An Post Employeesâ&#x20AC;&#x2122; Credit Union Christmas Car Draw . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

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

FM Downes & Co. Health Insurance Scheme . . . . . . . .

Greyhound Dispute . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14-15 Power and privilege: how the wealthy, church and global capitalism hold sway . . . . . . . . . . . . . . . . . . . 16-17 Organising Update . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18-23 ESCCU Credit Union . . . . . . . . . . . . . . . . . . . . . . . . . . .

Telecoms Update . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25-28 UNI Global Union . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

Halligan Life Insurance Cover . . . . . . . . . . . . . . . . . . . .

CSTWF Annual Report 2013 . . . . . . . . . . . . . . . . . . . . . 30-33 Lest We Forget ~ 1917 . . . . . . . . . . . . . . . . . . . . . . . . . 34-35 William Norton House Conference Hall . . . . . . . . . . . . .

Hands Across the Border . . . . . . . . . . . . . . . . . . . . . . .

From the River to the Sea: 10,000 march in Dublin for Gaza & Palestine . . . . . . . . . . . . . . . . . . . . 38-39 CWU People . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 40-45 Book Reviews . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

CWU Membership Application Form . . . . . . . . . . . . . . . 47-48

Editor: Steve Fitzpatrick Sub-Editor: Imelda Wall Issued by: Communications Workersâ&#x20AC;&#x2122; 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.

Over the next few weeks, the media will be full of stories and reports in relation to the upcoming Budget. All interest groups from every part of society will be clambering to have their needs prioritised. Of course, the trade union movement is no different and like every other group in society, we also have our priorities. To this end, each year the Irish Congress of Trade Unions prepares its own Budget Submission and over the last couple of years that submission has been supported by research work done by the Nevin Economic Research Institute. For those of you who follow such things in detail, I would advise that you go on to the ICTU website and read through the submission, which I hope you will find very informative. The feeding frenzy surrounding the Budget this year is likely to be greater than ever as ordinary citizens try to take some succour from the much reported beginning of the economic recovery. Already government ministers and backbench TDs have been dropping hints about what people might expect. Of course, many of those hints surround the Universal Social Charge and the Income Tax rates. There now seems little doubt that some relief will be given to at least one of those avenues and as is the norm, it is likely that the main benefit will be for the people who earn most. As I have often said, the toughest debate in any political sphere is taxation. Most people want to pay as little tax as possible while receiving the greatest benefits that they can. Given that the tax pays for those benefits, it is surely obvious to all that we cannot have both. However, trade unions have always viewed taxation as a vehicle to redistribute wealth on the basis that the more people earn, or the more people have, the more they should pay. There is a myth surrounding austerity and

this is that everybody somehow suffered equal pain. Of course, that is nonsense, as many people in the higher echelons of society almost completely escaped the devastation spread throughout our communities through austerity policies. It is worth remarking that while the Labour Party proudly boasts that it protected basic social welfare payments and, while that is true in most circumstances, it is untrue when applied to young people. Young people under the age of twenty-five had their unemployment benefit cut and their future assistance means-tested based on their parents income. This has led to the ludicrous situation whereby children are better off leaving the comfort and security of the family home to live in some decrepit flat in order to ensure that they retain some dignity and unemployment benefit. The same young people, when they ventured into the jobs market, have faced ruthless employers, many of whom force them to work on the minimum wage and in some cases, even lower. Normal benefits such as holidays and holiday pay, pensions etc., are generally non-existent for this cadre of workers. If that is not enough misery to heap on our youth, we also have these quasi job schemes, such as JobBridge, which has the effect of undervaluing work, but more importantly of undervaluing the young adult human being. There is undoubtedly a level of cynicism in political circles which has led to the belief that it is fair to have open season on our young people. The view generally is that hundreds and thousands of them over time will eventually emigrate and will not be able to vote and that those who stay at home, will be so devastated by their treatment that they will feel disenfranchised. Another excellent example of this attitude is the normal timing of elections, which almost always, disenfranchises the student population from voting due to the fact that so many of them live away from home. Against that background, one would wonder why there has not been an uproar from society and indeed, from the youth themselves. Of course, for such an uproar to happen, youth must be given a voice and as the biggest civil society group, I believe the trade union movement has a key responsibility in helping provide that voice. The CWU has a very vibrant and active Youth Committee and indeed, through that Committee, which is chaired by Derek Keenan, it is heartening to see that they are trying to develop their voice both at local and national level. If you are under the age

of thirty-five or, indeed, if you have comrades in that age group, I would ask that you do what you can to support the work of the Youth Committee locally and by creating room within your own Branch or section which encourages youth involvement. It Steve Fitzpatrick, is very easy to say General Secretary, CWU that the young people of Ireland are our future, but given the way they have been targeted and neglected by the “powers that be” in this country, the prospects for the future don’t look too bright. Once again this year, unfortunately, a number of CWU activists, passed away. Of course, they leave us with a fine legacy and in many cases, with many fond memories. For my own part this year, I have seen the passing of two great union friends, Tom McDonagh and John Baldwin. While there are articles concerning those two men further on in this issue of Connect, I could not let the moment go without saying my personal good-bye and thanks to the two committed trade unionists. Their passing also has brought into sharp focus the position of families of bereaved members. The Union over many years has built support services for members and their families, which unfortunately are necessary for those tragic occurrences particularly where the main bread earner has passed away. It is vitally important, that you, as an individual, look at the protection you are able to afford for your loved ones and that you do so immediately, if you have not done so already. It is also important that a conversation be started in offices and canteens to see whether or not people are aware of the benefits that they can avail of in that arena and that where possible, they take advantage of them. Each of us has a responsibility to try and ensure that, in unfortunate circumstances, our families are protected to the highest degree possible and none of us would wish for them to deal with financial woes on top of the loss of a loved one. The assistance available at least provides peace of mind and bring to mind that old saying, “there but for the grace of God go I”. 3

Postal Update

New Business Initiatives at An Post For many years the CWU has been encouraging An Post to be innovative and to compete aggressively in the Postal Market in order to overcome the major challenges it faces. This issue was discussed at the Union’s Seminar in 2013 and our Biennial Conference in 2014. It was agreed at these, that we should play a key role in driving this agenda within An Post, not least because of the requirement to find new revenue streams and in order to protect our pay and conditions of employment. As a result of ongoing discussions with the Company, the following new and key initiatives have been agreed by the National Executive Council.

R&D Rollout Offices 2014 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30

Delivery Box An Post has approved a business plan for the initial introduction of 10,000 Delivery Boxes. This follows a successful pilot conducted at Dublin 15, Galway, Letterkenny and Waterford. Customers can have mail delivered/ collected at a secure box, when not at home, which only they and their Postperson have access to. The roll out will initially target customers that currently rely on the existing rigid DIB service.

Retail & Delivery Project/Extended Opening In order to improve accessibility for customers to do more business with An Post, mails counter services and enhanced facilities at Delivery Service Units will be introduced. Arising from a pilot conducted at 5 DSUs (Dublin 13,15 & 24, Gorey and Sligo) it is agreed to proceed with the next phase and implement the changes at 29 additional offices, which are identified adjunct to this article. Customers will have the facility to post mail, purchase stamps, enjoy better parking facilities, together with extended opening hours. Sales & Marketing will conduct campaign to advise SMEs (small/medium businesses) at each location of the enhanced new services available at the DSU in their area. The Company has also confirmed it will introduce a parcel/packet loyalty card system for SME customers.

East Dublin West East West Dublin Dublin Dublin Dublin West West Dublin East West East East East East West West Dublin Dublin Dublin West West East West East East West

Athy Balbriggan Ballinasloe Carlow Castlebar Dublin 7 Phibsboro Dublin 13 Dublin 18 Dublin 8 Ennis Galway Kells Kilkenny Killarney Maynooth Thurles Wicklow Birr Boyle Castlerea Drogheda Fonthill Dublin 6w Kilmallock Listowel Newbridge Loughrea Tullamore Wexford Westport

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SmartPal SmartPal is an An Post website that generates a UK proxy address to enable Irish customer’s avail of online shopping in the UK. A key benefit is they will have access to free/reduced UK only shipping, combined with pick up at An Post’s Retail Network. This provides access to a completely new market stream for An Post.

PRISM This project enabled a complete review of the DIB service to be undertaken as the high level of, what is termed as a high unsuccessful delivery rate, was identified as being a strategic blocker in retaining/ 4

Postal Update winning parcel & packet contracts. To address this, it has been decided to make available to customers a new service for parcel/packet contracts availing of Express with signature. They will have the facility to choose and agree with their Postperson, one of the following delivery options if they are not at home to accept the item. 1. 2. 3. 4.

Other address on route Post Office on route Postpoint Outlet on route DSU

Utilising the real-time device, the Postperson will be able to phone a customer in advance of delivery and, if necessary, again at the delivery point regarding a bar coded item, that he considers is likely to be away from home and will necessitate a DIB. A standard operating procedure for delivery staff has been developed and the Company will conduct a pilot at a DSU at the end of August and commence training for all staff in September. As part of the roll-out the Company intends to launch a swap out feature which will allow customers to return

items when receiving its replacement and the Postperson will return it to the DSU. While the Executive recognises this will be a change for members, the potential benefits towards retaining/winning new Parcel/Packet contracts far outweigh any concerns members may have. This is a demand of the sending customers, without which there will certainly be contracts lost. Additionally, they will be attractive to customers on delivery routes.

SECURING PERMANENT APPOINTMENTS The Union is endeavouring to secure permanent appointments for staff who are employed by the Company on a mixture of temporary contracts. The Monitoring Group, in July 2011 issued the following determination: •

•

All temporary staff, that at the 1st July 2011 have at least 2 years temporary service, should be appointed to permanent positions, provided that they are not employed against long term absence requirements. The remaining numbers serving should be reviewed on 1st January 2012 and those who at that time have at least 2 years continuous service should be appointed at that time, provided that they are not employed against the temporary transitional allowance or long term absence requirements. This practice should continue on the 1st January in subsequent years until all currently serving temporary staff recruited before 1st January 2011, and still in employment, with at least two years continuous service, have been appointed, provided that they are not employed against the temporary transitional allowance or long term absence requirements. All staff recruited after 1st January 2011 as temporary staff and who continue in the employment of the Company will remain on temporary contracts for a period of three years before becoming entitled to consideration for permanent appointment, subject to a permanent

vacancy being available and having at least three years continuous service. In the context of An Postʼs stated need to reduce staff numbers over the coming years, there should be no further permanent recruitment or appointment of such temporary staff other than provided for above. This should apply for a period of three years, to July 2014, at which time the parties should review this provision in the context of the prevailing circumstances. The Monitoring Group will remain available to the parties to address any unresolved issues arising from this review.

This determination set out what should apply until July 2014 at which stage matters should be reviewed. The Union has fully cooperated with the Monitoring Group Determination and has afforded the Company a reasonable timeframe, notwithstanding it has operated outside the terms of the Change Agreements. Given the above the Union has sought that the review should be completed without any delay and at the time of writing we are awaiting the outcome of the review to address. • • • • • • 5

Employees delayed being appointed because of HR issues Break in service Appointments delayed as a result of changes to the Regional Structure Status of casuals following the consolidation of DSOs Outstanding appointments Surplus staff / Manpower planning

Postal Update

An Post’s Regional Structure Review processing paired with Medical Refund processing for all eligible staff and Clerical Support to HR Manager.

As readers may know from CWU communications over the last year or so, the Union has been engaged with An Post regarding the plans advanced by the Company to review the Regional Structure and separate Regional HR/Finance responsibilities from various other processes that will be handled in National Process Centres for: 1010s/Medical Refunds; Payroll Processing; Attendance Administration; and other former Regional Office functions; in addition to HR Support; Streams Maintenance; and National Payroll Centre & Expense Administration. Interim arrangements that suppressed 12 POC posts and 2 Level 3 posts were successfully agreed and implemented initially to consolidate both Retail and C&D HR/Finance activities. These arrangements generated a number of VER/VS opportunities for staff in the locations concerned. The main discussions have since been completed and agreement reached including phased implementation of the new structures from September 2014 - inter alia the National Process Centres mentioned above for 1010; Payroll; Attendance; and HR; administration designated for Cork; Galway; Naas; & Dublin. A high priority for CWU in concluding the discussions was the impact on affected members and resolution of surplus issues arising. To this end it was important to ensure that in consolidating the work performed at the Regional Offices, employees at the affected locations would be provided with the opportunity to staff the revised HR/Finance and Process Centres structure. This objective was successfully achieved and the issues facing Cork, Galway, Naas, and Dublin were resolved by agreeing staffing for the following responsibilities and locations, in addition to unchanged Support to Regional Heads of Operations: •

•

Galway Staffing 8 plus two Managers New Payroll Administration Centre with responsibility for Payroll Changes for all staff and Clerical support to HR & Finance Managers.

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Naas Staffing 9 plus two Managers New Attendance Administration Centre with responsibility for leave applications excluding Annual Leave for all staff and Clerical Support to HR & Finance Managers.

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Dublin Staffing 3 plus 1.5 Managers HR & Finance Support in addition to planned deployment to the New HR Services Unit when established and work migrates from the Regional Offices.

To maintain efficiency revised attendances have also been agreed for standard and public holiday weeks to ensure time sensitive payroll work for all stakeholders is appropriately catered for. Surplus staff predominantly confined to Cork generates scope to finalise expressions of interest in VER/VS from interested staff with deployment elsewhere against existing vacancies that may exist in some locations. The importance and complexity of this element of the Company’s change programme should not be underestimated and the Union wishes to thank the Branch representatives from the Regional Structure who as part of the Joint Working Group established in mid 2013 provided valuable insight into the viability of the proposals from an operational perspective that greatly helped the Officers & NEC endorse the discussions outcome.

Cork Staffing 7 plus two Managers New 1010 Process Centre with responsibility for all 1010 attendance sheet

Postal Update

New CWU Regional Officer Appointments The CWU is very pleased to report that Johnny Boner and John Tansey have commenced their work as Regional Officers. They report directly to the CWU National Officers dealing with issues at An Post and perform work as directed by CWU Head Office, to include: • Responsible for processing all Grievance & Disciplinary cases at Regional Office level. • Assist Branches with matters in their respective area as set out below. • Visit each Branch once a year to ensure effective organisation/administration of the Union’s Structure. • Ensure all Postal workers are members of the CWU.

Tipperary • Mails Processing CMC & PMC Contact Details: Johnny Boner 087 2201375 johnny@cwu.ie

John Tansey John Tansey joined the Post Office in 1981. He trained as a Post Office Clerk in Galway and subsequently worked in Drogheda, Athlone, Ballymote, Monaghan, GPO Dublin, Roscommon, Ballina, Longford and finally Carrick on Shannon. He has been active in the Union for many years and was Secretary of the Carrick on Shannon Branch from 1995 up to taking up the new role in 2014. He was elected to the CWU National Executive Council in 2002 a position he held until his appointment as a Regional Officer in 2014. He was Chairman of the Postal National Executive Council from 2004 to 2006 and was also Chairman of the Postal Strike Committee in 2004. During his time on the National Executive Council he served on the Finance, Education, Rationalisation an General Purposes Sub Committees. He gained enormous experience as part of the Joint Working Groups in An Post dealing with Collection & Delivery, Clerical Pay & Grade, Work Measurement, Business Initiatives, Accommodation, TV Licences, and Western Partnership Forum. He is a Board Member of the Roscommon Leader Partnership Company.

Johnny Boner Johnny joined the Post Office in 1981 as a Postman. He became active in the Union almost immediately and was elected as the Assistant Branch Secretary of the Tralee Outdoor Branch in 1984. He attended his first Conference the following year in Waterford and became the Branch Secretary of the Tralee Outdoor Branch in 1988. Johnny continued to develop a National Profile which came to the fore in 1991 when he was active in the CWU campaign against the An Post Viability Plan. He was elected to the National Executive Council the same year and represented the Union on many different Sub Committees of the National Executive Council. He became Vice President of the Union in 2000 and was elected to be the President of the Union in his home town of Tralee in 2001. In 2002 he was selected by the Union to take up one of the New Partnership Co-oordinator roles in An Post and he has assisted the Union and Branches in implementing change while addressing the Union concerns up until his appointment as a Regional Officer. During his time in An Post he has been involved in many historic landmarks including Campaign in opposition to the viability plan in 1991, Rail to Road Agreement 1993, Postal Dispute in 94, Transformation Through Partnership in An Post Agreement 2000, Postal Dispute in 2004, Restructuring of Postal Branches and the change to Biennial Conferences.

John’s areas of responsibility are: • • •

C&D/ Retail West Galway, Clare, Mayo, Sligo, Donegal, Roscommon, Leitrim C&D/Retail East Cavan, Offaly, Monaghan, Meath, Westmeath Louth, Kildare, Laois, Longford Mails Processing AMC

Contact Details: John Tansey 0876862028 john@cwu.ie This resource will be of invaluable assistance to the CWU and indeed An Post, which will enable us continue to provide the very best service to our members. Both John and Johnny are loyal members of the Union which they have demonstrated in the various positions held within our organisation. There, is no doubt the skills and talents they have acquired will assist them in successfully fulfilling their new role to which we sincerely welcome them and wish them every success.

Johnny’s areas of responsibility are: • C&D/ Retail South Limerick (Including NRLC), Kerry, Cork, Tipperary, Waterford and New Ross (Co Wexford) • C&D/Retail East Naas, Portlaoise, Carlow, Kilkenny, Wexford, Wicklow and Roscrea Co. 7

Postal Update

ComReg Approves Stamp Price Increase After the usual consultation process, ComReg has approved a new pricing structure that will see the price of the stamp rise gradually over the next five years from 60c to 75c. The so-called ‘price cap’ model allows An Post greater control over the prices it can charge, subject to a cap that ComReg has set. An Post can now increase prices in line with the Consumer Price Index (CPI) without having to go through a lengthy application process each year for the next five years. The first increase in the basic stamp was introduced on July 21st and saw the price of the stamp move to 68c. This will provide much-needed revenue to the company in circumstances where the USO is becoming increasingly difficult to fund. In its decision document, ComReg has clearly stated that the new pricing model should provide adequate funding for the USO if the efficiency targets are met.

expect An Post staff to go a further five years without some reward or compensation, to say nothing of the likely impact of inflation over that period. The union reminded them of a Ministerial policy direction, issued pursuant to section 13 of the Communications (Regulation) Act 2002, which states: “The Commission shall ensure that in making regulatory decisions in relation to the Postal Universal Service obligation, it considers the impact of such decisions on the cost of sustaining the universal service, which cost includes per employee costs arising from National Pay Policy” (21st February 2003). While there is no National Pay Policy at this time, the CWU submits that the shift to local bargaining, away from national/sector level pay bargaining, should not be seen as an opportunity for ComReg to shirk from what the CWU submits is ComReg’s responsibility in this regard.

The Numbers: • •

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ComReg’s position

Over the next five years the price of the basic stamp will increase from 60c to 75c. The first year increase will be front loaded (13% increase) from 60c to 68c and remaining years will be 2.5% per annum bringing the total to 75c. The Price Cap model assumes an efficiency improvement of 10% by An Post over the five years of the decision. The Price Cap model allows for overall annual revenue increases of CPI +1.35% p.a. for the last 4 years of the Price Cap period. An Post estimates the return over the five years for both USO and non USO services to be c. €60 million. It is estimated that the return in the first 12 months following the increase should be approximately €30m.

In response to CWU’s observation that there is no reference to pay rises that might occur in the next five years, ComReg notes that the price cap model is based on cost data provided by An Post and that data includes all relevant staff costs (which accounts for c.80% of all costs to be recovered under the price cap). (Response to Consultation and Decision ComReg 14/59) In relation to the CWU’s reference to the Ministerial policy direction which issued to ComReg in 2003, ComReg gives proper consideration to all Ministerial and Governmental policy directions issued to it, in the context of performing the specific duties, obligations and processes prescribed to it by statute. In this instance, ComReg considers that it has properly considered the impact of its decision on the cost of sustaining the universal service, as stipulated by the direction. ComReg has also had regard to its overarching function, “to ensure the provision of a universal postal service that meets the reasonable needs of postal service users” and to other applicable provisions of the 2011 Act. ComReg is satisfied that in arriving at its decision it has fully discharged its statutory functions, objectives and obligations.

CWU notes that in the decision document from ComReg there is no reference to pay rises for An Post staff that might occur in the next five years. In the consultation process, CWU reminded the regulator that in circumstances where there has been a pay freeze since 2008, it hardly seems likely or fair to

Postal Update

IO Systems – Is it time for An Post to terminate their contract? IO Systems, a company based in Athlone, is engaged by An Post to maintain the automation machinery. Following a so-called tendering process in 2013, IO Systems retained the contract to maintain the machinery at the four mail centres. As a result of the new contract the company spuriously claimed that it was required by An Post to implement certain changes by the 1st April 2014, which include what can only be an assault on Pay and Conditions of its employees, all of whom are members of the CWU. The breathtaking scale of the changes to members pay and attendance patters are summarised as follows •

• • • • • •

duplication of management resources and An Post should retain and manage directly the proven and dedicated professional Technicians Notwithstanding the belligerence of IO Systems managers, the Union attended an LRC conciliation conference on the 15th September discuss a wide range of issues, including shift restructuring. The CWU did advance alternative proposals at the LRC in an effort to find a solution which would deliver real savings but also protect our members earnings and well established shift patterns. The company continued with its “dog in the manger” approach and rejected all efforts by both the CWU and LRC. These proposals were rejected by IO Systems who in response confirmed to the LRC that the only solution acceptable was total acceptance of the company’s plans including a significant reduction in the pay of members. Their stated intent is to inflict as much pain as possible by taking directly from members pockets, while at the same time retaining the status quo for managers. The Company sought referral to the Labour Court the outcome of which would be binding. This was rejected by the CWU for the following reasons:

Termination of the existing shift structure at the DMC, PMC, AMC and CMC and replaced essentially by a rotating 3 cycle ,8 hour shift. Existing weekend working arrangements to cease in all four mail centres Premium pay reductions ranging from 12% to 30% Additional leave associated with the existing 12 hour shift structure to cease Recruitment of two extra Technicians in AMC and CMC Savings required from Shift Restructuring amounted to €166,000. Cessation of overtime associated with the Flats sorting machinery.

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However, following forensic work by the Union it became clear that the actual savings being sought are more than double the amount declared. Furthermore, that An Post had not in fact directed them to introduce an 8 hour shift. Therefore, IO Systems management acted in bad faith by its attempts to mislead the CWU and the LRC. Such unprofessional behaviour, together with that company’s refusal at the eleventh hour to authorise leave for CWU activists to attend conference, demonstrates exactly what we are dealing with. In addition the company had previously attempted to engineer a dispute by issuing notice of statutory redundancy without agreement. Given this reckless behaviour is it not time for An Post to dispense with IO Systems? They are a

•

• •

Attempting to have the Labour Court do a complete further review, on a binding basis, of the terms and conditions of our members is not acceptable to the CWU. It is not appropriate at this stage to refer to the Labour Court as IO Systems has not moved one inch from the position outlined at the outset. Effectively, the Company has not engaged in any meaningful way on this matter and is attempting to frog march our members again into the Labour Court. An Post also has a part to play as IO Systems claim and blame them regarding the required changes An Post and IO Systems were fully aware of the changes agreed previously by a binding decision of the Labour Court which resulted in a 2% basic pay cut and a 4% cut of Shift Premium pay. Therefore,

Postal Update â&#x20AC;˘

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they should not have agreed a new contract and expect our members to take further pay cuts. The Company position regarding the 8 hour shift was dishonest and they have deliberately misled the CWU and the LRC CWU indicated it was prepared to a joint referral to the Labour Court, all of the unresolved issues at the LRC, for investigation and recommendation under the Industrial Relations Act 1969 which is the norm. IO Systems rejected this.

IO Systems advised the LRC of their intention to implement the changes, without agreement, on the 6th October 2014. Obviously, the CWU will not tolerate or accept this and will develop its own reaction. IO Systems decision to proceed in such a fashion demonstrates their desire to engineer a dispute which will have minimal impact on their little business, but may ultimately have a major impact on An Posts operation and staff at a critical time in the lead up to Christmas pressure period. While the union will defend its members the question is will An Post management allow IO Systems damage their business?

The LRC process terminated without agreement and will not reconvene while IO Systems retains its position.

Friends of the Elderly Organise Postman/ woman ofthe Year Award, 2014, and the result will be announced in the next edition of Connect

Does your po stm

an or postwo man deserve the postman of t he year awar d 2014?

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Closing date for no

minations is Mond

Í˛Íł ÍşÍšÍľÍłÍşÍˇÍˇ Č&#x20AC; Í˛Íş Íš ÍšÍšÍšÍłÍśÍśÍş Â?Â&#x192;Â&#x2039;Â&#x17D;ÇŁ Â&#x2020;Â?Â&#x2039;Â&#x201D;Â&#x2122;Â&#x192;Â?Ěˇ Â&#x2C6;Â&#x201D;Â&#x2039;Â&#x2021;Â?Â&#x2020;Â&#x2022;Â&#x2018;Â&#x2C6;Â&#x2013;Â&#x160;Â&#x2021;Â&#x2021;Â&#x17D;Â&#x2020;Â&#x2021;Â&#x201D;Â&#x17D; Â&#x203A;Ç¤Â&#x2039;Â&#x2021; Â&#x2122;Â&#x2122;Â&#x2122;Ç¤Â&#x2C6;Â&#x201D;Â&#x2039;Â&#x2021;Â?Â&#x2020;Â&#x2022;Â&#x2018;Â&#x2C6;Â&#x2013;Â&#x160;Â&#x2021; Â&#x2021;Â&#x17D;Â&#x2020;Â&#x2021;Â&#x201D;Â&#x17D;Â&#x203A;Ç¤Â&#x2039;Â&#x2021;

Friends of the Elderly

is an Irish Charity

ay, 6th October

an post employees’ credit union ltd.

BMW must be won!

Photo of car is for information purpose only, actual model and colour may vary.

YES, you heard right! A BMW 318D is one of the prizes in the Christmas Car Draw this year. Join the Car Draw today Join the Credit Union today The weekly subscription to the car draw is €1.27, taken from your credit union shares. A car and 10 cash prizes must be won every two months, with extra prizes in the Christmas draw. All car draw subscriptions go to the prize fund. You must be a member of the credit union to participate in the draw. Cars supplied by Ashley Motors. Terms & conditions apply.

www.anpostcu.ie Email:11 info@anpostcu.ie

Education Update

Branch Officer Training Course, September 9th & 10th

In attendance were: Anthony Buckley Cork Postal Outdoor Branch, Mary Mooney Cork Mail Centre, Brian Deegan Dublin Postal Clerks, Mary Walsh Portlaoise Postal, Tommy Carton Tuam Postal, Martin Finn Gorey Postal, Seán O’Donnell DPDB, David Sheehy Dublin Postal Clerks, Tom O’Donoghue Kilmallock Postal, Eamonn O’Meara Birr/Roscrea Postal, George Reilly Westport Postal, Martin Gleeson Nenagh Postal, Eamonn Gibbons Eircom Galway, Michael Wall North Kerry Postal, Finian Boyle Eircom Mullingar Section, Margaret Brennan Mullingar Postal, Gareth Smyth Ennis Postal, Pat Hawkins Dublin Mails Managers Branch, Mark Ahern Birr/Roscrea Postal and Gillian Earley Waterford Postal.

Attendees at recent Branch Officer Training Course held at CWU Headquarters 12

GREYHOUND DISPUTE

by Terry Delany

The CWU has supported the Greyhound workers since the commencement of the dispute. Members have participated in protest marches to City Hall and members have also participated in the picket at Greyhound headquarters. At a fundraising event organised on behalf of the Greyhound Workers Strike Fund, Steve Fitzpatrick, General Secretary presented a cheque for €5,000 to the Greyhound Workers and he expressed solidarity with the workers on behalf of the CWU and assured them of our continued support. Many other branches have also made donations to the Greyhound Workers Strike Fund.

GREYHOUND OFFENCES HIGHLIGHT PRIVATE WASTE INDUSTRY WOES Cost-cutting has led to environmental breaches and staff pay dispute Dublin City Council brought the prosecution against Greyhound just a year after it had taken over the council’s domestic waste collection. The company has pleaded not guilty. In 2012 an illegal stockpile of more than 1,000 tonnes of municipal waste was discovered on a Dublin farm by the Environmental Protection Agency. The waste was being stored there by Greyhound. It was the third time that year that the company was found storing waste on farms in the greater Dublin area.

Pay cuts Last month workers at the Greyhound facility at Crag Avenue learned on arrival at the plant that they were being asked to accept pay cuts of up to 35 per cent. According to the workers, who are members of the Siptu trade union, when they refused to accept the pay cuts they were asked to leave the premises, and other people who were waiting nearby arrived to do the work.

Steve Fitzpatrick presents a cheque to SIPTU Greyhound Strike Fund

Greyhound, the recidivist offenders of the waste management industry, are locked in a bitter dispute with their staff that has caused the Minister for Jobs, Enterprise and Protection, Richard Bruton, to launch a review of the sector. In December of last year the two directors of Greyhound Recycling and Recovery, brothers Michael and Brian Buckley, both of Terenure, Dublin, avoided criminal convictions for failing to prevent emissions and odours coming from their main storage facility in Dublin. They and their company were prosecuted by the Environmental Protection Agency for breaking waste regulations after the environmental watchdog detected a serious problem at the storage site at Crag Avenue, Clondalkin, Dublin, site of the current dispute. The company, which took over Dublin City Council’s domestic bin collection service in January 2012, entered a guilty plea, but the brothers contested the charges. They were found guilty by Judge John O’Neill in the Dublin District Court but spared a conviction when the court heard convictions could affect their ability to travel to the United States where they had an office. Also last year Greyhound was in court when it was alleged that five containers of waste of a type prohibited from export for recovery to China, India and Indonesia, were found at Dublin Port on January 13th and April 14th, 2010.

Stands Removed According to one worker, who didn’t want to be named, part of the difficulty with the company has to do with the stands on the back of the refuse trucks, which he says were removed some time ago. The workers stand on the stands when the truck is travelling short distances between pickups. Workers work five shifts a week, from 7am to 4.45pm, with two 15-minute breaks, he said. For safety regulations to be complied with, the trucks have to be emptied when they reach a certain tonnage, which is the equivalent of approximately 450 black bins, he said. If working in an area far from Clondalkin, an empty replacement truck will be sent out so the bin collection continues uninterrupted. The workers, he said, found it exhausting to be on their feet for so long, and productivity suffered. The issue of productivity became a cause of dispute between the staff and management in the lead-up to Labour Relation Commission hearings that resulted in a recommendation that ways be found to improve the company’s profitability. The unilateral wage cut then followed. 14

The staff say drivers were asked to take a cut in net weekly pay to €400, from €580, and helpers to €313, from €450. A feature of the Dublin domestic waste market since its privatisation has been the intense price competition between suppliers of the service. Earlier this month Siptu general president Jack O’Connor wrote to Mr Bruton saying that aside from the terms and conditions issue, and health and safety concerns, a “race to the bottom” has created a “highly unstable situation”, with companies exhausting themselves financially. The inevitable end result, he said, will be an “oligopolous market, to the detriment of citizens and public authorities alike”. The Minister told the union leader he had asked the agencies under his department, which include the National Employment Rights Authority, the Health and Safety Authority, the National Consumer Agency and the Competition Authority, to draft reports for him on the operation of the sector. “I shall be in a position to advise Government following a review of the reports of the agencies under my remit,” he said. The reports are expected to be completed within a fortnight.

CWU Activists, Tony Harmon, Willie Mooney and Barry Corr at Fundraiser for Greyhound Strike Fund

Scabs pass picket

Trashing the concept of a public service ‘Customers’ are being asked to collude in the impoverishment of the men who collect their bins Article by Fintan O’Toole, The Irish Times Online Rubbish, trash, garbage – this column has them all. But heady for hugging. But it wasn’t savage either. The hum also some bigger things: the stripping away of citizenship was the honest stench of trash, not the reek of moral and the brutalisation of everyday life. rottenness. A small but significant part of humdrum urban Until January 16th, 2012, the part rubbish played existence was carried off with a modicum of dignity Will we in my life was largely confined to the comments all round. end up subsidising under the online versions of my columns. No one ever asked me or anyone else I know Greyhound’s I put out my black, green and brown bins on whether, as a citizen or a taxpayer, I wanted to operations the ordained days. Men arrived in a Dublin change this arrangement. It worked fine. But by paying family it was intolerable because no one was making City Council truck and emptied them. I said income supplement hello to them as I was heading out for my a profit out of it. It was ideologically unsound. to some of their morning constitutional and dragged in the empty It was decided from on high that this simply workers? bins on my return. In late December, one of the men wouldn’t do in the 21st century, that it was not would ring on the doorbell with a polite inquiry about properly market-driven, that it needed a good dose of something or other, a signal that it was time for the “choice” and “competition”. “Christmas box”. I handed over a note and we exchanged So, after no consultation of any kind, I got a letter on pleasantries and I waved to the rest of the crew and said headed notepaper – jointly headed, that is, with the logos thanks for the service. of Dublin City Council and of a commercial company This was all quite banal but also quite civilised. It was called Greyhound. It addressed me, not as a citizen or a part of the warp and weft of the fabric of mundane taxpayer or even as a resident of my own city, but as decency. I paid my taxes, and a €100 service charge, and “Dear customer”. It informed me, as a fait accompli, that got something back. I knew the binmen were in a union as of January 16th, 2012 there would be a “seamless and that they were public employees so I took it for transfer” of my bin collections to Greyhound and that I granted that they were paid a living wage. would be paying this company for the service in the It wasn’t a sentimental drama – the waft was a bit too future. 15

Power and privilege: how the wealthy, church and global capitalism hold sway To glean an understanding of poverty, we have an obligation to analyse wealth

Photograph: Getty Images

Article taken from the Irish Times online

There is a strong correlation between wealth and power. Wealth allows individuals and groups to make donations to political parties, payments to lobbyists and grants to “experts” who can support their goals. Fr. Peter McVerry is a lifelong campaigner on behalf of the homeless and underprivileged in Irish society and the article by Peter McVerry is a timely reminder of the growing inequality in Irish society, particularly where housing is concerned. The failure of successive governments to build adequate numbers of social housing and to leave the provision of housing to the market i.e. builders and property speculators, has resulted in record numbers of people sleeping rough on the streets of our main cities and record numbers of families being evicted from their homes. Billionaire Wilbur Ross invested €290 million in Bank of Ireland shares in 2011. He sold his shares this year, making a profit of €500 million. That is just how the system works. In Dublin, entire families have to live in a hotel room and more and more people are forced to sleep on the street because they are too poor to be able to pay for accommodation. That is just how the system works. The same system. The 85 richest people on the planet own as much wealth as the poorest 3,500,000,000. That is what happens when the system works. There is something radically wrong with the system. No doubt some will call me naive. Maybe I am. But I suspect that most of those who call me naive enjoy a very comfortable income. I cannot expect someone to accept that the system is fundamentally unjust when their

income and quality of life depend on maintaining that system. And that includes almost all the decision makers in Ireland and globally, both the economically developed and developing world. To try to understand poverty, the poor have been analysed to death. Volumes have been written on their backgrounds, education and every minute detail of their lives. Concentrated wealth But to understand poverty, we have to analyse wealth. It is difficult to analyse wealth in Ireland, as little information is available. However, there is no reason to believe that Ireland is very different to other developed countries such as the US or Canada, where research findings are much more extensive. Research there shows wealth, over the past few decades, becoming increasingly concentrated among the already wealthy. 16

already recouped about €1 billion from 15,000 individuals, and continues to unearth new offshore accounts. There is a strong correlation between wealth and power. Wealth allows people and groups to make donations to political parties, payments to lobbyists and grants to “experts” who can support their goals. We have seen this with the tobacco and alcohol industries, builders and developers during the Celtic Tiger years, and the oil companies’ expensive lobbying against action on climate change. Those with considerable wealth also have the power to threaten to exit the country, as many in Ireland have already done. Some 10,781 people are now non-resident for tax purposes, up from 3,000 in 2005. The Government’s advisory Tax Strategy Group warned that any attempt to extract more money from them would lead many tax exiles to “sever their connections” with Ireland, with possible consequences for “investment and employment” here. The threat that they could sabotage the economy is always in the background.

For example: ■ In US in the 1980s, 1990s and early 2000s, 94 per cent of the wealth created went to the top 20 per cent, while only 6 per cent went to bottom 80 per cent. ■ In 1976, the top 1 per cent of US income earners took home 9 per cent of all income generated in the US; in 2012, they took home 19.6 per cent. ■ In the years 2009 – 2011, incomes for the bottom 99 per cent of US households increased by 0.4 per cent, while the incomes of the top 1 per cent increased by 31.4 per cent. ■ In 1982, the average chief executive’s pay was 42 times that of the average factory worker; in 2012, it was 354. Most of the wealth being created today is sucked up into bank accounts of the already wealthy. The outrage expressed at the pay, bonuses, golden handshakes and pensions of bankers, corporate executives and senior civil servants suggests that Ireland is little different. A 2010 study by Merill Lynch found that, excluding the value of housing, the top 1 per cent of the Irish population controlled 34 per cent of all wealth. A Sunday Times survey in 2013 found that the top 250 richest people in Ireland were worth €49.83 billion, up from €46.7 billion in 2012. Many of the very wealthy try to hide their wealth by creating an intricate network of corporate structures across multiple jurisdictions, which can be extremely difficult to crack, as the National Asset Management Agency has discovered in its pursuit of debts. Some use illegal methods to try to hide their money. The Ansbacher tax evasion scandal – which yielded €113 million from 141 individuals – lingers in the memory (without a single prosecution), while the Revenue’s 10year investigation into offshore bank accounts has

Failure of socialism Jesus talked a lot about wealth and power. He was crucified. The Catholic Church says little about wealth and power. Perhaps that is because the church has wealth and power. Socialism imploded because it denied the dignity of the individual. Ethically, global capitalism is no different: the individual consumer or employee is simply a means to maximising profit for one sector of the economy. Where such inequality of wealth and power exists, there can be no lasting peace or stability. Peter McVerry is a Jesuit priest working with homeless people.

STOP TTIP! states, a dangerous threat to basic democratic principles. Renationalisation of privatised services will be next to impossible, as multinationals will be able to sue nation states for loss of future profits. The ISDS mechanism is already in place in a number of countries and has been used by companies to stop governments implementing simple reforms designed to protect people and the planet. Tobacco giant Philip Morris, for example, sued the Australian government after it passed a law banning company logos being placed on cigarette packets. TTIP is based on the same principles as the North American Free Trade Agreement (NAFTA), which also promoted deregulation and privatisation. Like TTIP, it was presented by government as something which would bring about more jobs. In actual fact, NAFTA led to an all-out assault on workers’ rights in the countries it affected, resulting in one million US jobs being lost, along with a fall in the value of wages. The Nevin Economic Research Institute (NERI) expressed a number of concerns around TTIP, warning of the negative effects it will have on employment rights, environmental standards and deregulation. Trade unions in Britain and Europe have already started campaigns to highlight the danger that TTIP poses to working people and mobilise them against this latest attack on democracy by the bosses. This is a sign of the positive things to come.

Multinational corporations will enjoy sweeping new powers which can override the wishes of elected governments under the rules of a new agreement expected to be signed later this year. The Transatlantic Trade and Investment Partnership (TTIP) – which threatens to attack the rights of workers, trample on environmental protections and further deregulate the financial sector – is currently being negotiated in secret between the European Union and the United States. The aim of the agreement is to remove “barriers” to multinational corporations amassing huge profits, such as collective bargaining agreements, food safety laws and government regulations. It will also pave the way for further privatisation of public services in areas such as health and education. One of the most worrying outcomes of TTIP will be the creation of ‘Investor-State Dispute Settlements’ (ISDS) – secret courts staffed by corporate lawyers with the ability to overrule domestic courts and parliaments if their rulings are not to the liking of corporations. This clause will elevate transnational corporations to the same legal status as nation

Job losses announced at O2 and Three Around 160 people are to be made redundant by Three Ireland following the company’s recent acquisition of O2, it has been announced. The firm are planning to axe 85 positions in its head office, while 75 retail positions will be cut. It has also been confirmed that a number of fixed-term contracts will not be extended when they expire. The company have not yet clarified if the job losses will affect staff in Three, O2 or both. A redundancy package of six weeks ex-gratia payment plus two weeks statutory per year of service will be offered to laid-off workers. It is worth noting that the package on offer to staff was previously won by the Communication Workers’ Union (CWU) during the outsourcing of O2’s Technology section.

Three, which is owned by Chinese corporation Hutchinson Whampoa, completed its €780 million deal for O2 Ireland in July. In anticipation of this announcement, CWU organisers met with O2 staff working in Plassey Park, Limerick to discuss on-going issue in their workplace. Among the issues raised were general redundancy queries, questions around terms and conditions after the sale and team-specific issues relating to duties and processes. The discussion was very open, with contributions from across various areas of the business. Members have expressed deep concerns about the impact of the sale on their working lives and agreed that it is vitally important for O2 staff to organise themselves and invite their colleagues to join the union.

CWU Launches ‘Retail Rights’ Campaign for O2/Three Members With the recent acquisition of Telefónica O2 by Three Ireland, the CWU has launched ‘Retail Rights’, a campaign specific to O2 and Three retail stores. We want to ensure that retail workers are aware that the CWU is the representative union for mobile retail workers as we have vast experience representing members both individually and collectively while providing advice and guidance. We make sure that all our members are updated regularly with the correct information and to do this the union has launched retailrights.com. The CWU has been contacted by a number of non-

members seeking to join and looking for advice on how to organise their colleagues. Our members have expressed concern over store closures, job losses, transfers and changes to their terms and conditions. Organisers are visiting stores nationwide and inviting workers to join the Union. Visits have already been made to stores in Dublin, Cork, Galway, Athlone and Limerick. The response has been very positive with a good number choosing to join their colleagues by becoming members. We ask that our existing members continue to encourage their co-workers to join. Strong membership means more strength and influence.

For more information visit retailrights.com 19

UNI Global Union

CCWA Organisers visit Telephone House for Contact Centre Week of Action In September, Organisers visited Telephone House as part of activities for the upcoming Contact Centre Week of Action (CCWA) being held on October 20-26 this year. The focus for this year’s action week will be to organise the unorganized. As part of this initiative, UNI the Global Union are developing a leaflet that will contain worker testimonials from around the world about the positive difference a union makes in a contact centre. As part of this project, Organisers and Branch officials visited eircom’s Telephone House to talk to contact centre workers about what they felt were the benefits of being in the CWU.

Mary Ajibode: “We are all a community and being in the Union means we have a voice.”

Asish Bhalla: “As a member, you can expect more from yourself. You have the CWU as a support when you need it, where you need it”

Kira Murphy: “I’m glad to know we have someone there if we need it”

Jay Asolo filling in an application form to join the CWU

Branch Officials Liam Leen and Larry Ojelade

Marukh Zahir: “It is so important to have someone who can stand up with you when you need it” 21

1HSQ Communications Survey Results are in! As reported previously, the Organisers visited eircomâ&#x20AC;&#x2122;s 1HSQ building to conduct a communications survey. The purpose of the survey was to enable workers in 1HSQ to voice their opinions on the subject of Union communications. It is evident from the findings of this survey that members feel there is room for improvement in several key areas of communications. This feedback has been presented to the relevant Branches with membership in 1HSQ and to the National Executive Committee, as well as members who took part in the survey. The findings of the survey will be used to identify areas where our communications strategy can be enhanced. It is planned to strategically address the issues raised and implement the necessary improvements to develop and expand our methods of communication. This will enable us to communicate better with our members and to allow members better communicate with each other and with

Laura McKenna, Organiser, showing the survey results to Paul Boylan their Union. The Organisers visited 1HSQ again in August to distribute the survey results. There was a great response, with members dropping by the stall all day.

WHAT METHOD OF COMMUNICATION DO YOU PREFER?

a union also said that they would be comfortable approaching a Representative, which is perhaps indicative of the accepted culture and atmosphere within the organisation regarding trade unions.

7.9% 11.4% 8.8% 5.3%

23.2%

53.2% 25.6% CWU

Other Union

Non-Union

86.8% Email

Phone

Text

In person

No response

WOULD YOU LIKE MORE INFORMATION ABOUT THE FINANCIAL BENEFITS OF MEMBERSHIP?

By far the most preferred method of communcation is email at 86.8%, with those preferring communication in person at 11.4% and text at 8.8%. Communication by phone was the least preferred method at 5.3%.

Over half of respondents (57.9%) said they would like more information on the financial benefits of CWU membership. Of those, 48.5% are CWU members and 28.8% are not members of any union.

WOULD YOU FEEL COMFORTABLE APPROACHING YOUR REPRESENTATIVE IF YOU HAD A QUESTION? 14.0% 3.5%

82.5% Yes

No response

7.9%

34.2% 57.9%

Yes

82.5% respondents said they would feel comfortable approaching their Representative. A further breakdown shows 53.2% are CWU members and 25.6% are members of another union. 21.2% of respondents who are not in

28.8% 48.5%

22.7% CWU

Other Union

Non-Union

No response

22.7% of other union members were also interested in the financial benefits, although this information would need to be provided by their respective unions.

If you would like a copy of the Survey results, please email Fionnuala at Laura and Frank Cassidy, Dublin No. 1, helping members choose the right cupcake! In a positive development and on foot of early analysis of survey responses, several actions have already been taken. Recognising the importance of the issues raised, a special session was organised at the 2014 Biennial Delegate Conference to further discuss potential improvements in communications.

•

This information, together with feedback from the 1HSQ Communications Survey, has led to the following improvements: •

fnib@cwu.ie

The main CWU Ireland Facebook page has been successfully targeted to increase engagement. Similarly the CWU Youth Committee page has also seen a significant increase in activity; Two twitter feeds, @CWU and @YouthCWU have been created and have attracted over 1,000 followers to date.

We will continue to engage with our members and Branch Representatives to develop new and better ways of communicating with you. Members are invited to email info@cwu.ie with any questions, suggestions or comments. Get involved and have your say!

Both www.cwu.ie and www.callcentreunion.ie have now been optimised for mobile and tablet;

CWU endorses Union Solidarity International

UK trade unions that aims to build grassroots international union solidarity using the latest technology in online and social media. USi’s goals are: •

To promote and support solidarity campaigns with trade unions and others in countries worldwide. • To identify and propose practical solidarity initiatives and to raise additional funding for such projects. • To encourage greater understanding of international issues within trade unions and progressive social and community organisations, and to assist in the development of effective international education. • To campaign on solidarity activities promoting human and trade union rights. • To promote social and cultural links between countries based on the principles of international solidarity. We look forward to working with the USi in the future and wish all involved every success.

As the Union representing workers in the Communications and postal industry, the CWU understands the value of effective messaging in driving successful campaigns. As an organising Union we believe that engagement, both at a local and international level, is crucial to advancing workers’ rights. As a result the Union has decided to endorse the USi project. USi is an organisation supported by major Irish and

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Telecoms Update 1st September 2014. (b) It is agreed in principle by the parties that there is a need for new attendance models which reflect the new customer expectations and that these more flexible cover arrangements, including customer appointments, are delivered in a cost effective manner. (c) It is agreed by the parties to engage in a review of Day Subsistence Rates in line with best practice and Revenue Commissioner guidelines in order to reduce costs.

GSE 03-14 9th July 2014 Re: Pay and Bonus Scheme Dear Colleague, Following extensive negotiations and a number of interventions from the Labour Relations Commission, agreement has finally been reached on a proposed pay increase and a proposed bonus scheme. The details of both of those schemes are outlined below. Following consideration of the proposed agreements by the National Executive Council, it has been decided to recommend them to the members in a ballot. The details and timing of the ballot will be communicated separately.

I will be in further contact to arrange a meeting with your Branch Officers over the coming week. Yours fraternally, Steve Fitzpatrick General Secretary

GSE 04-14

The details of the proposed agreements are as follows. 1.

3. 4.

In consideration of the successful implementation of a number of work practice changes and the delivery of performance management for all graded employees, together with previous commitments by the parties, it is agreed that all JCC graded employees will receive a once-off non-pensionable productivity payment of €875.00 in July 2014. For employees not currently in receipt of a bonus opportunity, a non-pensionable bonus scheme with a discretionary reward ranging from 0-3% will apply, commencing 1st July 2014. This will be implemented in Access Networks, as per the Access Networks Performance Management Scheme. There will be future discussions between the parties to formalise arrangements for all other grades. These discussions will also comprehend the transition of the NMCT Bonus Scheme to a new scheme with a 0-3% bonus range. There will be a 2.5% pay increase with effect from 1st July 2015. There will be a 1.25% pay increase with effect from 1st July 2016. There- will be a 1.25% pay increase with effect from 1st July 2017. The pay agreement will be reviewed with effect from 1st January 2018, although any outcome will not allow for a pay increase prior to the 1st July 2018 or any retrospection. The pay agreement is based on the successful delivery of the measures outlined below, which were previously committed to by the parties in the eircom Rescue Plan. (a)

17th July 2014 Re: Pay Proposals Dear Colleague, I have attached, for your information, a copy of GS Circular 03/14 headed “Pay and Bonus Scheme”. I have also included a ballot paper and an addressed envelope to the Union Auditor. The ballot will close at 5:00 p.m. on Tuesday, 5th August 2014. As outlined in the previous GS Circular, a meeting of all Branch Officers and Section Secretaries was held at Union Headquarters on Monday, 14th July. At that meeting, I outlined in detail the process we have gone through with the Company in our attempt to negotiate a pay agreement. I was also conscious of the fact that there were a number of motions at Biennial Conference, which instructed us to separate basic pay and the bonus scheme. Negotiations with the Company have been ongoing over the last couple of months, but we were unable to finalise agreement and therefore we sought the assistance of the Labour Relations Commission. One key issue was the unwillingness of the Company to provide a percentage pay increase from a current date. It emerged that the reason behind that refusal was quite simply because as you will all know, there is an IPO document circulating to potential investors, with a view to either selling the Company or indeed, bringing in investment capital to lower the huge company debt. That IPO document is considered a legal document, and in outlining the Company finances, it contained the existing pay rates and pay bill for the whole of the Company. The

It is agreed by the parties to engage to reach agreement on the next phase of the GPS Agreement with an implementation target of 25

Telecoms Update upfront payment €875.00 per member and to graded staff was the solution to ensuring a current payment. The overall pay terms will mean, if accepted, that each member will have the cumulative 5% in their basic pay by the 1st July 2017. There is of course also the potential to earn up to another 3% through the bonus agreement. In considering the proposals, the National Executive Council were cognisant of the fact that pay movement, where it exists in the economy, has generally been at a level of approximately 2%. There was also a major concern that in the event of a further sale of eircom, the failure to lock in a pay agreement could see us face no pay in the immediate future, or even proposals from new owners to reduce pay. Therefore if the ballot is carried any future buyer or investor will know up front the future pay costs and given that they have been brokered through the Labour Relations Commission, it will make those payments easier to enforce. There are of course concerns in relation to the proposed work practice changes and proposed bonus scheme. However, it was the view of the National Executive Council that those items have already been accepted by the members by ballot in the eircom Rescue Plan and they are issues we will have to deal with irrespective of the pay proposals. The position with regard to the proposed bonus scheme is that at present almost all of our full time front line managers are in receipt of a similar bonus. That bonus is achieved by those managers on the basis of the performance of their team. In circumstances where those managers have successfully been paid their bonus, it stands to reason that the vast majority of our members will similarly reach most of the bonus target. In the first two years of the scheme, the bonus will be set at 50% team and 50% individual and the Company’s view is that it should eventually become 100% individual. CWU members on personal pay/contracts are not encompassed by the terms of this proposed agreement as is the norm, but I wish to assure those members that the Union will as in the past seek to have the terms applied to their pay bands. I have also made representations to the Company for the extension of the lump sum payment. In order to assist members with queries on this proposed agreement, the Union will set up a dedicated webpage early next week to deal with any questions/queries. It is important to note that your National Executive Council is unanimously recommending this proposed agreement to you. We believe it is the best we can achieve in the present circumstances and we also believe it is a positive step in the right direction, given our recent troubled past.

GSE 05-14 6th August 2014 Re: LRC proposal on Pay in Eircom – Ballot Result Dear Colleague, Please find attached the outcome of the ballot of the Communications Workers’ Union members in relation to the proposed LRC proposal on pay in Eircom. Yours fraternally, Steve Fitzpatrick General Secretary

GSE 05-14 7th August 2014 Re: Potential Corporate Reorganisation of Eircom Dear Colleague, Please find attached copy of a letter received from Marie Lee, HR Director and a press release statement issued today by the Company regarding the potential Corporate Reorganisation of Eircom. The Union is in the process of getting the details checked out with our legal advisors and will be in further contact shortly. Yours fraternally, Steve Fitzpatrick General Secretary

GSE 07-14

eircom Ltd Joint Conciliation Council (JCC) Agreed Report No 617 1.

Yours fraternally, Steve Fitzpatrick General Secretary 26

The Management Side have set out by way of a Management Side memorandum how the eircom group is to be reorganised. The eircom Group

Telecoms Update

pensions. This also covers members on Personal Contracts, but due to the nature of their contracts they can, on an individual basis, opt out and transfer to “new eircom”. I will keep you updated of any further developments.

reorganisation is in essence, as far as employment is concerned, technical only. It is not intended to impact in any way on current employment/union arrangements. As part of the reorganisation, the assets/business of eircom Limited will be transferred under a business transfer agreement to a new entity ("New eircom"). New eircom will thereafter carry on the business previously carried on by eircom Limited. The transaction will however constitute the transfer of a business (or TUPE transfer) for the purpose of the European Communities (Protection of Employees on Transfer of Undertakings) Regulations 2003 (“TUPE”). The Staff Side have opted to object to the transfer of all JCC graded employees into the employment of New eircom, and therefore their employment of graded employees will remain with eircom Limited and they will continue to be employed on their current terms and conditions (including with reference to pensions). On this basis it is agreed by the parties that arrangements will be put in place whereby all JCC employees will provide services to New eircom. A legally binding commitment will be put in place to ensure that eircom Group Limited (so long as it retains employees) will always remain within the eircom corporate Group which will include New eircom (or any subsequent company to which the assets/business or eircom Limited are subsequently transferred). This report was adopted on the 18th August 2014

Yours fraternally, Steve Fitzpatrick General Secretary

GSE 08-14 3rd September 2014 Re: Bonus Scheme for Eircom Graded Staff Dear Colleague, The NEC today agreed to set up a Sub Committee to deal with the Company on the introduction and operation of the bonus scheme for eircom graded members. The Sub Committee comprising of Jim Browne, National Officer and Ivor Reynolds, Gerard Bourke and John Dunleavy (all NEC) will commence meetings with the Company this week. The work of the Sub Committee will be to deal with any issues that arise for members from Branches as a result of the bonus scheme and to negotiate the introduction of bonus schemes for grades that presently do not have access to a bonus. As outlined at the recent briefing for Union activists and in the documentation concerning the recent ballot, it has been agreed that the bonus targets for teams will be in line with the targets agreed for FLMs. The bonus payment will be calculated in year 1 and year 2 on a 50/50 basis i.e. 50% individual /50% team. There is no element of the bonus linked to the Company’s performance. There were many concerns at the briefing for Union Activists and I have attempted to address those concerns as follows:

Signed Steve Fitzpatrick, on behalf of the Staff Side Brian Walsh, on behalf of the Management Side

GSE 07-14 19th August 2014 RE: Joint Conciliation Council Agreed Report No 617 – Reorganisation of eircom Group Limited

(a) Discipline It has been made absolutely clear by the Company to its Managers that the purpose of the bonus scheme is to improve performance. It is not a disciplinary tool and it is not to be used as one. There are already disciplinary sanctions available to Managers through the normal disciplinary code for poor performance and it is not the purpose of the bonus scheme to replace that. (b) Difficult or distant jobs A number of activists were concerned that members will be unable to reach the necessary targets due to

Dear Colleague, Please find enclosed a copy of the Collective Agreement which covers all CWU members employed in the eircom Group. The Union has ensured that the agreement has been legally vetted in its entirety and our advice is that this approach best protects our members’ pay, conditions and 27

Telecoms Update The purpose of the NEC Sub-Committee is to deal with the issues outlined above and indeed any other issues that may arise directly with the Company. Members should ensure that issues that are not resolved with their FLM are immediately forwarded through their Branch to Union Headquarters and all of those issues will be logged and dealt with by the Sub-Committee. The individuals concerned will also be informed of the outcome of those deliberations. In addition, the SubCommittee will report regularly to the NEC.

the fact that they would be stuck with a particular difficult job or would have to travel long distances to a job. Both circumstances are allowed for in the bonus scheme and such instances should be logged with your Front Line Manager. (c) Assistance Activists also raised the issue of the inability of members to reach targets where they are expected to assist another member with heavy lifting, etc. and thus would not be in a position to complete their own individual task. Once again we have been assured that this will be taken into account in calculating bonuses and again should be logged with your Front Line Manager.

Yours fraternally, Steve Fitzpatrick General Secretary

Union leader hospitalized after being beaten - protest now Luis Cardenas, a union leader in Peru, was hospitalized after being beaten in the head with a rock. Help us to demand justice for Luis Cardenas â&#x20AC;&#x201C; a trade union leader at Prosegur who became the victim of a brutal and violent assault near his home in Peru. UNI has launched a campaign in partnership with LabourStart calling on Prosegur to denounce threats and attacks on trade unionists. Cardenas, an off-duty Luis Cardenas worker at the Spanish security firm, was left hospitalised by the attack after a cowardly and anonymous criminal smashed him across the head with a rock. The attacker took none of Luisâ&#x20AC;&#x2122; personal property,

strongly suggesting Luis was targeted simply for being a trade union leader.

Shockingly, just one month earlier sick and dangerous pamphlets were circulated to Prosegur staff identifying Cardenas as a union leader and falsely accusing him of stealing union funds. We have seen similarly damaging pamphlets distributed at Prosegur sites in Colombia but the company denies all responsibility and claims not to know who is behind them. Such libellous and degrading material puts Prosegur workers at risk but the company still allows its distribution on Prosegur premises. Join UNI Global Union in calling on Prosegur to publicly denounce all forms of threats and violence towards trade union members and to prevent the distribution of any material that incites violence.

Spread the word about this campaign in your union: http://www.labourstart.org/go/prosegur 28

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29 T&Câ&#x20AC;&#x2122;s apply. Underwritten by New Ireland Assurance plc. Halligan Life & Pensions Ltd t/a Halligan Insurances is regulated by the Central Bank of Ireland

C COMBINED OMBINED SERVICES SERVICES TH THIRD IRD W WORLD ORLD FU FUND ND ((CIVIL CIVIL S SERVICE, ERVICE, E EIRCOM, IRCOM, AN AN POST, POST, &O OTHER THER S STATE TAT TE A AGENCIES) GENCIES)

How H ow w Many Manyy Liv Lives es did yyou ou ssave ave in 2013? 2013?

The Fund awarded awarded 52 grants grants for for Projects Projects in in 16 16 developing developing countries countries during during the the yyear ear

As As a member member ooff th thee Fu Fund, nd, you you helped helped renovate renovate th thee operating operating theatre theatre iinn a hhospital ospital in in U Uganda ganda bbyy th thee provision provision of of life life saving saving medical medical equipment. equipment. One One thousand will benefit benefit from from the the thousand five five hundred hundred people people will installation each year. year. Training Training iinn installation of of this this equipment equipment each health workshops through w orkshops health care care was was also also supported supported through and train traditional traditional birth birth and support support was was given given to train attendants verleaf) and, and, in in doing doing sso, o, attendants in in Ghana Ghana (see (see ooverleaf) preventing of infant infant mortality. mortality. preventing many many cases cases of

are urgently urrg N New ew members members are genttlly needed needed to to help help finance fiinance the th he work worrk of the Fund

under review. As under review. As can can be be seen seen from from the the pie pie

Agriculture Agriculture Health Health Water Water Community Development Development Community Education Education

chart, 141,400 of of the the total total amount amount granted, granted, chart, 141,400 went projects. The educational projects. The Fund Fund w ent to educational places a high places high value value on on education education as as itit is is central to development, central development, enabling enabling people people to overcome poverty. overcome poverty. It is is the the “fishing “fishing rod” rod” rather th rather than thee hhandout. an th andout. Health Health pprojects rojects were also were also high high on on the the list list of of beneficial beneficial

Our Health, Education, H ealth, Our core core values values of of supporting supporting Education, Water are well well represented represented Agricultural projects projects are Water and and Agricultural in Nursery Kenya was School in in K enya w as ursery School in the the 2013 2013 list. list. A N 8,000. In Cameroon, Cameroon, a new new cconstructed onstructed for for under under 8,000. primary Several sschools chools primary school school was was constructed. constructed. Several benefitted of additional additional benefitted from from the the provision provision of classrooms, classrooms, also also completed completed for for under under 8,000. 8,000. We We funded water thee yyear. elated projects projects during during th ear. funded many many w ater rrelated Sanitation ublic Sanitation in in schools, schools, hhospitals ospitals and and other other ppublic health health facilities facilities is is vital. vital. The The installation installation of of proper proper toilet toilet facilities facilities greatly greatly reduces reduces risks risks of of serious serious infections infections and and diseases. diseases.

projects receiving projects receiving 28,800 28,800 of of awards awards made. made.

17.3

Better health health makes Better makes an an important important

28.8

contribution to human human happiness happiness and and contribution economic progress progress as as healthy healthy people people live live economic longer and and are are more more productive. productive. Other Other longer

141.4

sectors to benefit benefit from from grants grants made made were were sectors A griculture, Community Community Development, Development, and and Agriculture,

80.1

th rovision of of water water and and sanitation. sanitation. All All of of thee pprovision th rants made made were were aimed aimed at at meeting meeting the the thee ggrants

20.1

bbasic asic needs needs of of people people in in developing developing This This year’s has an an altered altered format format year ’s annual annual report report has giving giving a fuller fuller picture picture of of the the Fund’s Fund’s operation operation and and activities. activities. We We now now iinclude nclude a list list of of all all monies monies received received from from our our ddonors onors as as well well as as the the list list of of all all projects projects funded funded by by CSTWF. CSTWF. However, However, income income ccontinues ontinues to drop. drop. It iiss oour ope this this trend trend can can be be ur hhope reversed reversed in in 2014. 2014. Thee Fu Fund moree tthan Th nd mor han eever ver needs needs your your help. help. If yyou ou are nnot ot aalready lready a m ember oorr iiff you are member you know know ooff ssomeone omeone who m ight bbee iinterested nterested in who might in jjoining, oining, pplease lease ccontact ontact uuss our website, website, for for more more information information and and an an oorr ggoo to our application form. Wee pparticularly those appeal to th ose application fo rm. W articularly appeal about make arrangements arrangements with with about to retire retire to ensure ensure to make the Office thee P Paymaster General forr th thee aymaster G the O ffif ce ooff th eneral fo continuation the Fund. Fund. continuation of of your your contribution contribution to the

www.cstwf.ie www.cstwf.ie C Combined ombined S Services ervices Third Third W World orld Fund 76/78 Harcourt Street Dublin 2 Ireland ☎ ++353 (0)1408 2473/75 @ thecstwf@hotmail.com

is a firm firm belief belief of of the the Fund Fund that that ifif ccountries. ountries. It is people can can meet meet these these needs needs they they will will people

013 (( 000’s) 000’s) C CSTWF STWF grants grants made made in 22013

themselves and and their their countries. countries. develop themselves develop

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

E very C ent C ounts! Every Cent Counts! The Fund operates operates on a completely completely voluntary voluntary basis basis through through the the Council Council and and Trustees. Trustees. The Management Management and and Advisory Advisorry C Committees ommittees assess assess applications applications for for funding. funding. H Honorary onorary Officers Officers and and the the other other volunteers volunteers carry carry out the the necessary necessary office offfice administration. administration. Great Great care care is always always taken taken with with contributors’ contributors’ mone moneyy and and grants grants are are only made made directly directly to to beneficiaries. beneficiaries.

IfIf yyou ou aare re nnot ot aalready lready a m member ember ooff tthe he fund or fund or ifif you you know know someone someone who who might might be interested in joining, please contact us immediately or go to our website www.cstwf.ie www .cstwf.ie for more information and application forms.

Photo: Photo: Students Students in Zambia Zambia whose whose school school benefitted benefitted from from CSTWF CSTWF

A Typical Typical C CSTWF STWF P Project roject Project Project No. No. 2825 2825 provided provided funding funding for for a family family health health improvement improvement pprogramme rogramme to 15 15 villages villages in in Hohoe, Hohoe, in in the the Volta Volta Region Region ooff G Ghana, hana, W West est A Africa. frica. Th Thee m main ain aim aim of of this this project project is is to improve improve health health education education and and services services for for women women and and children, children, including including the the provision provision of of better better prepre- and and post post - natal natal health health care. care. It also also brings brings into into special special focus, focus, the the need need to educate educate the the villagers villagers on on malarial malarial and and intestinal intestinal diseases diseases in in children. children. In their their 2014 2014 completion completion report report to CSTWF, CSTWF, the the villagers villagers declared declared this this programme programme to have have already already been been very very ssuccessful uccessful fo forr sseveral everal hundred hundred women women and and children. children.

C Combined ombined Se Services rvices T Third hird W World orld Fund Fund Receipts Receipts a and nd Pa Payments yments Account Account Year Year Ended Ended 31st 31st December December 2012 2012

Receipts Receipts

2013 2013

M Members embers Subs Subscriptions criptions Depo Deposit sit Interest Interest

365,262 365,262 (See (See N Note ote 1) 1) 17 17

T TOTAL OTA AL RECEIPTS RECEIPTS

Payments Payments

P Projects rojects O Ofﬁce fﬁce Expenses Expenses

T TOTAL OTA AL PAYMENTS PAYMEN Y TS

Exces Excesss Recei Receipts pts o over ver P Payments ayyment yments O Opening pening Ba Bank nk Ba Balance lance

Closing Closing Bank Bank Balance Balance

365,279 365,279

2012

373, 373,669 669 11

287,675 287,675 (See (See Note Note 2) 2) 13,934 13,934 301,609 301,609

63,670 63,670 59,015 59,015

122,685 122,685

373,680

358,925 358,925 16,722 16,722 375,647

(1,967) (1,967) 60,982 60,982 59,015

T The he a above bove R Receipts eceipts a and nd Payments Payments Account Account was was prepared prepared fr from om the the b books ooks and and records records of of T The he C Combined ombined Se Services rvices T Third hird W World orld F Fund und a and nd I h hereby ereby rreport eport th that at iitt iis s iin na accordance ccordance th therewith erewith.

((Signed) Signed)) M Maurice aurice D D.. C Counihan ounihan FCPA FCPA 221st 1st Ma March rch 2 2014 014 CDK CDK & Associates, Associates, Accountants & Registered Accountants Registered Auditors, Auditors, Mo unttown H Mounttown House, ouse, Mo Mounttown unttown Road Road Lower, Lower, Dun Laoghaire, Co Dublin. off c contributions and grants made available on the fund’s A llist ist o ontributions a nd g rants m ade iis s also also a vailable o n th e fu nd’s website: website:

w www.cstwf.ie ww.cstwf.ie

NOTE 1: CSTWF Summary of Payments Made by Donors 2013 Donor 1

Total

Dept. of Agriculture, Food & Marine

21,917.77

Dept. of Arts Heritage & Gaeltacht

3,144.41

Dept. of Children & Youths

1,266.83

Dept. of Communications, Energy, & Natural Resources

1,301.82

Dept. of Defence

2,279.30

Dept. of Education & Skills

9,391.54

Dept. of Environment , Community & Local Government

7,654.04

Dept. of Foreign Affairs &Trade

8,703.23

Dept. of Health

3,795.74

Dept. of Jobs Enterprise & Innovation

5,564.16

Dept. of Justice & Equality

8,129.83

Dept. of Social Protection

27,836.10

Dept. of Transport, Tourism & Sport

2,907.46

Dept. of an Taoiseach

1,667.98

Dept. of Public Expenditure & Reform

2,684.22

Dept. of Finance

2,101.10

Attorney General

1,001.29

Comptroller & Auditor General

643.73

Chief State Solicitor

892.01

Director of Public Prosecutions

408.06

Office of the Ombudsman

622.17

Office of the President

279.54

Public Appointments Service

679.24

State Laboratory

411.38

CPSS

155.17

GRP

Miscellaneous Dept. Finance (i)

299.23

Miscellaneous Dept. Finance (ii)

95.38

Pension Dept. Finance

An Bord Pleanala

78.30

46.98 603.95

An Oireachtas /Leinster House

An Post

2122.71

Central Statistics Office

3946.68

Coillte

6,618.61

52,824.76

Courts Service

Eircom

6,181.95

Family Support Ag

Solas (FĂ S)

Garda Civilian

Health and Safety Authority

Injuries Board

Irish Aviation Authority

National Museum

National Library

100.74

National Roads Authority

255.32

Ombudsman for Children

Office of Public Works

35,018.38 182.82 221.91 4,298.26 526.19 14.34 3,177.56 128.98

56.94 5,675.86

Ordinance Survey

Paymaster General

1,073.37

Prison Service

Probation and Welfare Service

600.79

Property Registration Authority

3,234.17

Revenue Commissioners

Road Safety Authority

794.29

Teagasc

291.92

Waterways

203.79

Vodafone

Valuation Office

1,511.40

56,092.17 603.08

53,667.48

795.44

PSEU Table Quiz

1,250.00

Revenue Partnership Committee

7,032.90

Anonymous

196.94

365,261.70

CSTWF ANNUAL REPORT 2013 32

NOTE 2: CSTWF Table of Individual Projects Funded in 2013 Sequence No.

Project No.

Country

Type of Project

2769

Kenya

Construction of a Nursery school

Amount 7,380

2772

Zambia

Provision of water tank

3,000

2773

Uganda

Building of a one classroom block

7,000

2774

India

Potable water structure

2,200

2775

India

Mineral water plant

7,200

2776

Rwanda

Rainwater collection facilities

7,800

2777

India

Renovation of a middle school

7,600

2785

Kenya

Equipping two hostels

5,500

2770

Kenya

Construction of a dormitory

8,000

2778

Pakistan

Construction of two classrooms

8,000

2780

Sierra Leone

Construction of school Water Well

6,000

2782

Nigeria

Classroom block for Library

8,000

2798

South Sudan

Bee Keeping

5,000

2783

Uganda

School Furniture

4,000

2789

Tanzania

Water drilling and sanitation

7,800

2795

Myanmar

Orphanage building fund

3,000

2804

Zambia

Sanitation

5,000

2696

India

Painting of external walls of school

1,000

2797

Malawi

Renovation of Boys’ Hostel

5,000

2802

T N India

Desks and Benches for junior school

3,000

2805

Tanzania

Renovation of water tanks

2,500

2809

Uganda

Completion of Classroom block

5,000

2793

Kenya

Consstruction of two classrooms

6,000

2754

Tanzania

Computers for training centre

1,050

2820

Kenya

Computer installation

4,800

2806

Malawi

Latrines

8,000

2813

Kenya

Services for disabled children/young adults

4,000

2823

Nigeria

Health promotion Workshops

7,000

2803

Kenya

Provision of safe drinking water

6,000

2808

Tanzania

Completion of Girl’s Hostel

7,000

2815

Pakistan

Development for the empowerment of women

4,000

2817

Pakistan

Farm Income support programme for women

5,050

2818

Uganda

Solar Power

5,700

2819

Uganda

Water

1,000

2821

India

Computers for Girls animation centre

3,000

2810

Tanzania

Drilling of Borehole

8,000

2825

Ghana

Training of traditional birth attendants

6,750

2827

India

Provision of toilet block

6,000

2828

India

Construction of toilet block

6,700

2834

Uganda

Renovation of operating theatre

8,000

2835

Kenya

Provision of two water tanks at a primary school

2,045

2839

Ethiopia

Furniture for secondary school

4,500

2831

Sierra Leone

Equipment for sec school lab

6,000 6,000

2832

India

Children’s speech therapy laboratory

2833

Uganda

Renovation of children’s ward

7,000

2840

Uganda

Water harvesting

5,600

2842

Uganda

Water supply for secondary school

7,200

2843

India

Provision of Community training centre

4,700

2846

Uganda

Domestic water supply at Health Centre

8,000

2847

Pakistan

Women skills training programme

4,400

2844

Cameroon

Construction of primary School

8,000

2845

Somalia

Farm Mechanization

7,200 287,675

CSTWF ANNUAL REPORT 2013 33

Lest We Forget ~1917

EXTRACTS FROM THE ASSOCIATION OF IRISH POST OFFICE CLERKS 12th ANNUAL CONFERENCE, AUGUST, 1917 not remove the serious conduct records made against these men. The Executive had written to the Postmaster-General on the subject, and got no satisfaction. They appealed, and he had refused to re-open the subject. They put it to him now again that Alexander King, in his evidence before the Holt Commission, stated that the Department did not take any notice of confidential reports made by outsiders. The worst feature of these reports was that the man who made the charge was not brought face to face with the man whom he accused, and no fair chance was given to the man charged to defend himself. He thought it was the duty of the Conference to send a telegram to the Postmaster-General demanding that these records should be expunged, that the people who had been deported to English offices without trial or a chance of defending themselves be reinstated in their Offices, and that the Officers who had been dismissed the Service without trial, and without any opportunity of defending themselves be also reinstated (applause). Mr Allan (Belfast) said it gave him great pleasure to second the resolution. This was really sapping the foundation of their liberties, and the man who deprived another of his reputation was certainly the most serious enemy that could be encountered. In the particular case that the Hon. Sec. referred to, there was no question whatever of a precise charge being made against the man. In Belfast they had something like eleven or twelve men who were reprimanded for being associated with a movement of a revolutionary character, and he was satisfied that none of these men had anything to do with the matter. These men

Secret Reporting Mr McManus (Executive) proposed:â&#x20AC;&#x153;That this Conference demands that the secret evidence upon which records have been made against Irish Postal Servants for alleged implication in the Rebellion of 1916 shall be produced, and thus give the men who have been victimised an opportunity of defending themselves; failing this, that the records be expunged. Further, that those members of the Irish Postal Service who have been deported or dismissed without any evidence having been produced shall be immediately reinstated at their various officesâ&#x20AC;?. He said that that was in his opinion one of the most serious resolutions of the Conference, in as much as it dealt with one of the very worst phases of Post Office life, namely secret reporting. The resolution was not put down with any political motive, but simply as a demand for justice for a number of men victimised, and not given an opportunity of defending themselves. After the disturbances in 1916 the Postmaster-General thought it well to issue memorials, or some kind of documents, to Officers in various offices in Ireland, informing them that reports had reached the Department on their conduct, and that they expected them to be good boys in the future. He knew that at a number of these offices, the Officers concerned had repudiated any association or connection with organisations alleged to be inimical to the interests of the State. The PostmasterGeneral in his reply said he was glad to hear it, but he did 34

were quite prepared to appear before any Court of Inquiry and prove conclusively that they had not even attended a meeting of the Organisations concerned, and still some of them were picked of a staff of 150 and specially censured. Somebody must have informed, or misinformed, the Heads of the Post Office at Belfast that these men professed a certain religion and held certain political views. It was quite certain that in some respects the information was totally wrong, and sill these men had no opportunity of defending themselves, and saying these statements were grossly untrue. Had they been brought face to face with their accusers it would probably have been demonstrated that the whole thing had its foundation in idle gossip. He was strongly of opinion that was so. They ought to insist on clear justice, and the man ought to know the charge he had to answer (applause).

The Dublin G.P.O. Mr Cleary (Dublin) proposed:“That this Conference desires to impress upon the Government the urgent need of proceeding at once with the rebuilding of the Dublin G.P.O., on account of the grave discomforts inflicted on the staffs by the present makeshift and utterly inadequate accommodation. Further, that we desire to impress upon the authorities that the fullest use should be made of the present opportunity to acquire all the space necessary for the erection and development of a building suitable to modern conditions”. First and foremost, he said, the position of the Central Telegraph Office was wretched, and they had frequently “gas” attack of engine smoke and vapour through the ventilator. The ventilation was very bad, the general accommodation was wretched, and the Cloak Room and other accommodation most inadequate. The Sorting Office, known at the Rink, was roofed with corrugated iron, and portion of the Parcels Office had been put in almost undesirable neighbourhood. The present was a unique opportunity to secure more space for a bigger and more commodious G.P.O. (hear, hear). Mr Gannon (Dublin) seconded, and said that in the C.T.O. the temperature was about eighty degrees in the summer, while the cold was unbearable in the winter. The resolution was unanimously passed.

Mr Byrne (Limerick) proposed an addendum to the resolution as follows:“That the incoming Executive be instructed to publish a precise of the entire circumstances for publication in the Press and for discussion at the public boards of the country”. Mr Dillon (Portadown) seconded. Mr Burke (Kilkenny) said he had in his mind the case of two men in the provinces who were suspended soon after Easter, 1916. They were not told what the charge against them was, nor had they been told yet. After four or five months they were called to Dublin before a Tribunal to answer for themselves, and after hearing what they had to say, the Chairman of that Tribunal informed those men that he saw nothing whatever against them, and he further informed them that he would recommend to the Post Office authorities to forward an apology to those men, as they were evidently wronged. Well, the apology did not come, and although those men were proved innocent, and wronged, their official record show that they were suspended. This may prejudice their future career in the Post Office, though they were declared innocent by a Tribunal.

Equal Pay Demanded Mr Cussen (Cork) proposed:“That this Conference believes that when the conditions of work are the same, the wages of men and women should be the same.” He was glad to see, he said, that Cork, Belfast and Limerick had put forward similar resolutions. The position of women in the industrial and social spheres of life had undergone a very remarkable revolution. The number of women was increasing in the Post Office in Ireland, and especially in the small offices, and was this not purely for cheap labour? That was not fair to the men or the women. Mr McGann (Belfast) in seconding, said there could be no right and justice until women were absolutely treated as their equals. Mr McGrath (Limerick) said it must be obvious to the meanest intelligence that the same work was entitled to the same pay. Mr Clegg (Dublin) said he had a considerable service in the Post Office, and in his time there had been several Conferences and Committees of Inquiry, and at every one of them the case for their wages was based upon the fact that they assumed that a married man had to support a wife and three children at least. If they departed from that they would have to get some very strong arguments in support of their position in the future. If they argued that a young lady was to be paid the same as a man, they would have to be prepared to fight that point. He moved that they proceed with the next business. The amendment was not seconded and the resolution was passed. 35

Communications Workers’ Union f

TECHNICAL TE CH N ICAL A S SPEC PEC & C CAPACITIES AP APACITI E S s Conference Hall capacity T s Conference Theatre heatre Style ss Conference Conference Hall capacity Classroom Style ss National National Executive B Boardroom oardroom ss Leinster Leinster B Boardroom oardroom ss Munster Munster B Boardroom oardroom ss Connacht Connacht B Boardroom oardroom ss Ulster Ulster B Boardroom oardroom ss Breakout Breakout Areas for various no delegates ss Secluded Secluded Private Garden ss Rooftop Rooftop Garden ss Complimentary Complimentary parking for over 25 cars s Complimentary wiﬁ s Complimentary s Video/Tele s Video/T facility Tele e conference con

240 240 180 180 45 22 20 16 10 3

To T o ﬁnd out more about the facilities at William Norton House, or to book your next event, please contact: Imelda elda W Wall, aall, Communicatio Communications W Workers’ orkers’ Union, W William illiam Norton House, 5 575-577 75-577 North Circular Road, Dublin 1

E-mail: imelda@cwu.ie Tel: T el +353 1 8 e el: 866 66 3 3000 000 Fax: +353 1 8 866 66 3 3099 099

Photo: Pat McSorley Omagh Today

Hands Across the Border It was a humbling and moving experience to join in music with fellow musicians and to show solidarity with them on such an occasion. It’s only 120 miles from Dublin, but a different world. Afterwards, in the Library Headquarters, just across the river, we got a chance to meet the players and organisers. There was also a chance to look at the special memorial stained glass window, which recalls also the Claudy bombing in 1972 and the railway station blast in Madrid. The window also shows the clock at Omagh courthouse at ten minutes past three, which is when the blast happened. The full history of the window project is available on the internet. Beside the window is a special listening point where visitors can hear eye-witness accounts of the tragedy and see pictures of the terrible damage. Perhaps nobody ever recovers from such an experience, but Omagh has been successful in dealing with the aftermath, because they have reached out to others both locally and internationally. The cross-community support, as brought into focus by the Victims & Survivors Service, offers hope to all of us. And the CWU members give thanks to St Eugene’s Band and their Musical Director, Mike Reynolds, for the chance to be with them on such a special occasion.

A delegation from the CWU Band played as guest musicians with St. Eugene’s Band, Omagh, for the annual commemoration ceremony to mark the anniversary of the bombing there. It is now 16 years since that terrible afternoon, but the marks it left on the town are indelible, and 10 August proved the point. The invitation to play followed the earlier concert given by the two bands at the Andy Moore Sports and Social Club in Tallaght where Sonny Knowles was guest entertainer. But Omagh in Auguest was a very different occasion. The Peace Garden is sited on the banks of the River Strule. There is a pond in the middle of an enclosure, and on top of white flagpoles are 31 mirrors, set at different angles to catch the sunlight and remember the 31 victims of the atrocity. There are also sets of 31 plants in the herbaceous border around the site. The band was positioned under an awning: it rained before and after the ceremony, but there was a glimmer of sunshine during the scripture readings and hymns. About a hundred people attended the event, which was organised by the Omagh Support and Self-Help Group. There was also a large representation from the various churches: Rev. Ian Gilpin from the First Presbyterian NonSubscribing Church in Moira; Rabbi David Singer from the Belfast Jewish Community; Rev. Canon Quinn from the Church of Ireland, Omagh; Rev William Newell from the Methodist Church, Omagh and Fintona Circuit; Rev. Lorraine Capper from St. Columba’s Church of Ireland, Omagh. Nick Cassidy read the poem I know why the caged bird sings, in Spanish to honour the memory of the two Spanish visitors Fernando Blasco Baselga (12) and Rocio Abad Ramos (23),who died because of the blast. They were on a day trip from Buncrana, Co Donegal along with James Barker (12), Oran Doherty (8) and Sean McLaughlin, And Pax Christi representatives read out the Roll of Honour which included, poignantly, Avril Monaghan who died with her unborn twins. 37

From the River to the Sea… 10,000 march in Dublin for Gaza & Palestine On the 9th July 2014 around 10,000 people took to the streets in Dublin for a national demonstration in support of Gaza and Palestine, organised by the Ireland-Palestine Solidarity Campaign and Gaza Action Ireland. Members from various CWU Branches took part in the demonstration and James Moore from the DPAB was interviewed by Connolly Media Group: “We’re here to protest against the slaughter in Gaza. We’re here in solidarity with all the people who are being murdered. We’re here to show our solidarity in any way that we can.” This demonstration had built on the growing support around the country for the people of Gaza who endured 24-hour bombardment from air, sea and land in Israel’s military offensive ‘Operative Protective Edge’; the third in six years (‘Operation Cast Lead’ in 2008/09 and ‘Operation Pillar of Defense’ in 2012). To compound matters, the Gaza Strip has been under siege since 2007, with severe restrictions placed on the movement of goods and people. With the borders closed on all sides, even those who sought refuge in United Nations facilities were not safe, as the Israeli military bombed several buildings sheltering displaced Palestinians, including schools and hospitals. These attacks are violations of the laws-of-war and amount to war crimes under the Fourth Geneva Convention. A ceasefire was finally agreed between Israel and Hamas after 51 days of fighting on the 26th August 2014. The conflict claimed the lives of 2,148 Palestinians (80% civilians) – including 495 children and 258 women – over 10,000 have been injured, and over 300,000 are sheltering in UN facilities as their homes have either been fully or partially destroyed. There were also 73 casualties on the Israeli side – 66 soldiers and 7 civilians. It is estimated by the United Nations that it will take up to 15 years to repair the devastating damage to infrastructure in Gaza. UNICEF estimates that 373,000 children are in need of psycho-social first aid as a result of the ongoing war in Gaza, with 42% of Palestinians suffering from psychological trauma being under the age of nine. In 2009, the Irish Congress of Trade Unions supported the call by Palestinian civil society to build an international movement to impose boycotts, divestment and sanctions (BDS) on the state of Israel. As such, we are encouraging our members to join this campaign. Enclosed with this issue of Connect is a booklet explaining the main elements of the Israel/Palestine conflict, information on the BDS campaign and actions

that can be taken by members to support the BDS Movement. Most importantly, there is a postcard at the end of the booklet which we would strongly urge all members to send, calling on the Minister for Foreign Affairs to support a full ceasefire agreement, lifting of the Gaza blockade, the UN investigation into war crimes and to uphold Ireland’s commitments under the Fourth Geneva Convention. Image by Carlos Latuff This month Israel has announced a 400 hectare “expropriation” of Palestinian lands to construct illegal settlements near Bethlehem, adding insult to injury. Although the current conflict has ended, the people of Gaza and all Palestinians still face a struggle to live in peace and dignity with the right to selfdetermination. In 1984, a group of courageous Irish trade union members in Dunnes Stores went on strike for over two years after refusing to handle fruit from Apartheid South Africa. It is in this proud trade union tradition and principle of internationalism that we are calling on our members to show the same solidarity to the Palestinian people.

CWU members march in solidarity with the people of Gaza

Cormac Ó’Dálaigh (DPDB) with his sons, Fionn and Seán, and Diarmuid O’Connell (DPDB).

Barry Carr (Monaghan Postal) with his daughter, Ruby, and Paddy Mathews (eircom Drogheda District) 39

CWU People

Retired Postman, Jim McKeown releases his 13th book! For Immediate Release – (County Cork, Ireland. – June 31st, 2014) James McKeon’s, Honour the Holy Ground is the story of Steven Kennedy's struggle to survive the poverty of post-war Ireland. The night is dark and dreary, we can scarcely see the moon But still I live in hope to see, the Holy Ground once more. ~Irish sea shanty Steven Kennedy is one of seven Kennedy children born in a Railway Cottage in Kilbarry, Cork. Hard times arrive for the Kennedys and Steven is sent to live with his butch Aunt Agnes who owns a hotel in Dublin. The stern and eccentric ways of Aunt Agnes make life miserable for Steven, but thankfully Agnes’ partner Peg, as well as Agnes’ adopted daughter Molly makes life worth living. Despite this life of poverty and hardship Steven is determined to reach for the stars and succeed. Steven has taken up acting in the local theatre to great success. His relationship with Molly grows and life suddenly has new meaning. However just when life begins looking up, the death of loved ones brings a darkness of deepest despair. It is often during life’s darkest times that hope will come unbidden. Author James McKeon is an Irish writer. Honour the Holy Ground is his 13th book. His biography, Frank O'Connor - A Life, is his best known work. Jim has also written many plays and appeared in numerous films. He lives in Cork City.

Jim McKeown, a 72-year old retired postman hasn’t let poor health or retirement slow him down. In fact, for Jim, he says that his life has only really begun! He has written 15 plays. For two plays, which he wrote in Cork last year, he also directed and appeared in them. Jim’s credits also include working on films with a lot of top stars. He has appeared on the Late Late Show three times, amongst his many other television appearances, an he has been honoured in the US for his writing contributions. Truly a man who means business! The CWU wishes Jim many more successes in his exciting and busy retirement. Honour the Holy Ground, by James McKeon is a tale only the Irish can tell. One of hardship yet hope, of sadness yet joy - a tale of troubles and the land to the west.

Keywords - IRA, Mafia, Cork, Ireland, NY, Boston, Kidnap, Dublin, Guns The ebook version of Honour the Holy Ground, ISBN 9781622876280, published by First Edition Design Publishing, is available on-line wherever ebooks are sold. The 170 page print book version, ISBN 9781622876273, is published by First Edition Design Publishing and distributed worldwide to online booksellers. 40

CWU People

Iain Pratt Receives Donor Award

Portlaoise Mail Centre Driver Iain Pratt receives an award for 100 donations of platelets

Congratulations to Iain Pratt on being awarded with a sculpture of a Pelican in pure porcelain touched with 22 carat gold, for 100 platelet donations over the past 4 years. Iain received his award from Professor Anthony Staines, chairperson of the Irish Blood Transfusion Service, at a ceremony in the Crown Plaza Hotel, Santry on June 13th. 2014. Once a month, he drives to St. James’ Hospital, Dublin, to give a 2-platelet donation. This takes up to 90 minutes and then he comes home and gets ready to go to work as a driver in Portlaoise Mail Centre. At the ceremony, a young mother spoke very movingly about how blood transfusions saved her life after the birth of her son, Charlie, now 2 years old. This brought home to everyone there the wonderful work

blood/platelet donors do by giving an hour a month to this worthy cause. Professor Staines gave some statistics in his speech: “Over 3,000 donations are needed every week to keep going.” If no donations were given all the blood/platelets needed for transfusions would run out in a week. More blood donations are needed during the summer months. Everyone at some time in their lives might need blood and/or platelets, through an accident, cancer or another illness, so it’s a small price to pay to give something back. The motto of the Blood Transfusion Services is , “to the world you may be one person, but to one person you may be the world”. Think about it! Well done, Iain. We are all very proud of you, keep up the good work. 41

CWU People

Retiring postmen left their stamp by Anna Hayes

Matt O’Connor and John Wall’s Retirement Party in The Bailey. Front row l-r: Margaret O’Connor, Matt O’ Connor, John Wall and Imelda Wall. Back row l-r: Damien Tuohy (Nat. Exc. CWU), Mick Conron, Pauric O’ Connor, George Kehoe, Mary Levingstone, Sean Power, Ann O’ Leary, Fiachra Ryan and Stephen Wall. (Pic: John Walsh)

Although the original plan was to hold two separate celebrations for each men, logistics thwarted the group in terms of dates, as Mr. O’ Connor’s daughter Lorraine, a member of the Defence Forces, was only home for one weekend and so it was decided that both men would be honoured at the one party in The Bailey. With over 55 people working in the Enniscorthy branch of An Post, a large crowd attended to offer their best wishes to the popular duo who were well-liked and respected among their colleagues and their many friends on the post runs. Two presentations were made on the night, including two Cuchulainn statues, a gift from the Head Office of An Post on the occasion of staff retirements.

TWO RETIRING postmen were joined by family and friends in The Bailey as they toasted to their future and reminisced about days gone by. Organised by Sean Power, George Kehoe, Mary Levingstone and Ann O’Leary, the party welcomed John Wall and Matt O’Connor and their families, both of whom retired from An Post after over 40 years of service each. Sean Power said that both men would, no doubt, enjoy some rest and relaxation now that they had hung up the keys to the post van. Mr. Wall served for over 40 years and knew every inch and every resident on The Ballagh postal run, while Mr. O’Connor started off on the Blackwater run and then became a well-known face in Oylegate. Mr. Wall was the Chairperson of the local branch’s social club while Mr. O’ Connor was the Chairperson of the branch’s Union.

The CWU wishes both men a long and happy retirement.

CWU People

Tommy Walton Retires from Kilkenny DSU

Pictured from l to r: Tommy Deegan, CWU Secretary, Kilkenny Branch, presenting the Union Scroll to Tommy Walton, with Liz Walton and PJ Farrell, CWU Chairman, Kilkenny Branch. Tommy retires after 28 yearsâ&#x20AC;&#x2122; service with Kilkenny DSU.

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 Workersâ&#x20AC;&#x2122; Union, 575 North Circular Road, Dublin 1.

Find us under : CWU 43

Ireland

CWU People

In Appreciation John Baldwin, International Officer, Communications Workers’ Union, United Kingdom.

Steve introduces John to President Michael D Higgins

John and Pat Compton at Conference

CWU members and particularly activists from around the country were shocked to hear of the recent passing of John Baldwin, International Officer, Communications Workers’ Union, United Kingdom. John, a former London postman, graduated to work as an employee in the CWU in Wimbledon over twenty years ago. He served for many years as the personal assistant to the former general secretary, Derek Hodgson, and on Derek’s retirement, he was promoted by the new General Secretary, Billy Hayes, to the position of International Officer for his union. Since that time, John has worked closely with this union and indeed, with many unions throughout the world, to try to progress our different agenda. Indeed, during the many years of debate surrounding postal liberalisation in the EU, John effectively argued the Irish case in terms of its demographics when we were not present. John also attended many CWU Conferences and Seminars and built up his own group of friends throughout our union. Indeed, John was only with us a few months ago at our

Conference in Killarney, where he made his usual indepth contribution. In recent years John led the UNI Europa Postal and Logistics group in social dialogue discussions with the Postal employers under EU regulations. He did so against a background of an expanding community and in an industry which was changing at an alarming pace and in circumstances where very few member states have handled the changes both practical and political in a similar fashion. It is difficult to see how or if he will be replaced in that role as it was an additional expense carried by his Union on all our behalves. John’s sudden passing has robbed us of a friend, comrade and committed trade unionist. He will be missed by us all, but in particular, by his wife Penny, his children, grandchildren and indeed by his friends and comrades in our sister union, the CWU UK. On a personal note, I have lost a good friend but every time I hear Bob Dillon on the radio, I will remember the good times and experiences we shared.

CWU People

Tom McDonagh (Front Row 3rd right) with DDOB delegation at ADC 1994 It was with great sadness that the CWU heard about the death of Tom McDonagh recently after a short illness. Pat Compton gave a fine speech at his funeral service in the Crematorium in Glasnevin which brought tears to even the hardest. As the coffin was taken away, the sound of Johnny Cash singing Ring of Fire blasted throughout the church bring much laughter and smiles from all in attendance proving Tom would always have the final laugh.

In Appreciation Tom Mc Donagh ex Branch Secretary, D. D.O. B ex National Executive C.W.U. I first got to know Tom during the federation of district branches, later known as the D.D.O.B. I also had the privilege of serving as an officer of the branch with him for a number of years. Tom was a passionate and committed Union man who inspired those with whom he served. His steely determination was added to by a legendary sense of fun! Breaks during those long and tense negotiations were relieved by his mimicry and jokes, which would leave us resuming with smiles on our faces! In the social sphere when Tom joined any company laughter would inevitably follow. He believed that the unsung heroes of the trade union movement where the girls in the office who kept the operation going which he referred to as "the engine room"! The other unsung heroes he would refer to were the wives and partners who unselfishly put up with absences during sometimes long negotiations! Tom had so many friends throughout the branches nationwide by whom he will always be remembered and sadly missed. To Marie, Sinead, Thomas, and all the grandchildren all of whom he loved so dearly, my deepest sympathy and the sympathy of all those whom he served. Slan leat agus codladh saimh mo chairde Des Kennedy ex officer D.D.O.B.

Books reviewed by Adrienne Power

BEFORE I GO TO SLEEP By S J Watson

Christine Lucas wakes each morning believing she has her whole life ahead of her. Then she looks in the mirror and is shocked to see not a woman in her 20s but in her late 40s. To her horror she realizes she cannot remember her past. Eighteen years ago she survived an attack and suffered head injuries which left her with amnesia. She lives with the constant dread of going to sleep at night knowing she will wake up the next day and have to start all over again piecing together her past through photos. Waking up next to her husband Ben, who is initially a stranger to her. Each and every day she has to get to know him all over again in one day! A whole relationship, a whole life together submerged into one single day! There is never time to achieve anything new except reclaim what she can of her past. Until one day she is contacted by a doctor who tells her where she keeps her written journal. He will phone her each morning and remind her where she keeps it and to write in it what she can remember. This becomes her

lifeline, the key to rebuilding her life. With the help of the tenacious doctor and her journal come flashes of memory short and fleeting which she hopes will eventually lead her to more memories. The author, S J Watson worked for some time in the health service so he has good background knowledge to comprehend the terrible truth of amnesia and its effects on patients and their families. We read on wondering will she ever remember that time lost to her? Is that person still out there that left her for dead? I found it a very unsettling novel. It gets stranger and more harrowing as the story moves on. But do read on, even though living Christine’s life can be very repetitive adding little that is new for quite some time, until there is a very big shock near the end. We get so caught up with Christine’s shattered memories that we keep forgetting about that dangerous stranger who was the cause of her brain damage. However, the true terror of the story is in our human vulnerability and how dependent we are on what we have learned in the past to protect us in the present and future.

A very unsettling novel! TAKEDOWN TWENTY

by Janet Evanovich You are kept turning the pages to see will Stephanie capture the elusive Sunny? What is a giraffe (which Lula names Kevin) doing in Trenton? We find out Bingo can be very hazardous to your health when some of its players turn up dead in dumpsters. What will happen to Stephanie’s latest car as she is infamous in each book for destroying cars? Life is bizarre in the burb of Stephanie Plum’s Trenton. There is great pace and a smart and sassy heroine and a host of wonderful zany characters that you won’t want to put the book down for a second. Everything ties up neatly in the end after some very perilous moments for Stephanie Plum and her irrepressible Grandma Mazur With each book in the series, I wonder what could possibly happen this time and I am always astoundingly surprised. I am a devoted fan of this series.

Stephanie Plum is a Bounty Hunter in Trenton, New Jersey. She has a new felon to hunt down, who is the local formidable gangster/Godfather, Salvatore Sunucchi, otherwise known in the neighbourhood as Uncle Sunny. Sunny also happens to be her boyfriend’s actual Godfather, which complicates things. This is only one of the hilarious hitches that make up this 20th installment in the Stephanie Plum series. It is truly madcap and wacky, but so entertaining! The story begins with Stephanie and her sidekick Lula out looking for Sunny when Lula sees Jimmy Spit selling knock-off handbags from his “prehistoric” Cadillac. Lula remarks, “A girl can never have enough handbags” (and I am fully with her on that one!). Minutes later a giraffe lopes past them. Spit tells them, “He is probably going to the 7-Eleven for a Slurpee”. Following the giraffe is a black car with tinted windows and a satellite dish on the roof. The three of them hear screeches of tyres, then gunfire followed by shrieks from around the corner. Lula tells them, “They better not have hurt that giraffe. I don’t go with that stuff”.

Truly madcap and whacky, but so entertaining! 46

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