Connect May 2013

SPRING 2013 VOL: 15

NO. 1

Officially OpensWilliam Norton House

Editorial

Dear Colleague,

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

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

Get your FREE CWU Jacket & Hat . . . . . . . . . . . .

GS Circular & eircom emobile offer – Emobile Affinity Offer to CWU Workers . . . . . . .

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

Youth Committee Update . . . . . . . . . . . . . . . . . . .

Spring Seminar Wexford, 2013 . . . . . . . . . . . . . . .

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

Austerity March, February 2013 . . . . . . . . . . . . . .

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

President of Ireland, Michael D. Higgins, officially opens William Norton House . . . . . . . esccu Credit Union . . . . . . . . . . . . . . . . . . . . . . . .

Congress (ICTU) Update . . . . . . . . . . . . . . . . . . . .

CWU Insurance Update . . . . . . . . . . . . . . . . . . . . .

Colleen Cleary Solicitors . . . . . . . . . . . . . . . . . . . .

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

The Irish Hospice Foundation Challenge . . . . . . . .

UNI Global Union Update . . . . . . . . . . . . . . . . . . .

The Rowland Hill Memorial Fund of Ireland . . . . .

Israel to return €90 owed to Palestinians . . . . . .

Call for ban on imports from Israeli settlements .

FM Downes Health Insurance . . . . . . . . . . . . . . . .

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

Book Review . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

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

2-3 4-8 9 10-11 12-18 19-23 24-29 30-31 32-33 34-44 35-38 45 46-47 48 49 50-52 53 54 55 56 57 58-59 60-69 70 71-72

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

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

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It has been difficult in the recent past to turn on the radio or television, or read any publication, without seeing some reference to the negotiations called “Croke Park II discussions”. The basic tenet has been, given that the State is paying out more through wages, pensions and social welfare provisions than it is taking in through tax, there is a need to reduce the bill to the State in order to balance the books. Of course, the books could be balanced by increased taxation, reductions in benefits or a reduction in pay & conditions, as has been proposed through those negotiations. Indeed, any combination of the above three or any one of them on its own could serve to make the adjustment. However, as a result of the Programme for Government, the commitment given by the senior partner in the Coalition, Fine Gael, to maintain basic tax rates and the commitment by the junior partner in Government, the Labour Party, to maintain basic social welfare rates, it would seem that the only game left in town is to further attack public servants’ pay & conditions.

It is worth stressing that these public servants have already had two attacks made on their pay through a pay cut and a pension contribution, which were agreed in the Croke Park I discussions. There have also been reductions in overtime premiums and shift payments. Along with those changes, public servants have agreed massive work change practices and have had to take on significantly more work to deal with the cutback in the numbers working in the public service. These people and their families have also had to deal with increased taxation – through the Universal Social Charge – increased prices for everyday goods and diminution of public services often leading to the necessity to buy those services privately. It should therefore come as no great surprise to anybody that the proposals under Croke Park II have been resoundingly rejected by a majority of 2:1 by public servants despite Government threats to legislate to further reduce their pay.

At the time of writing this editorial it is impossible to know what actions the Government will now take, though the threats of mandatory pay cuts through legislation have been made and it seems that our “friends” in the Troika are demanding a reduction in the payroll for the public service of circa €300 million.

In those circumstances, the unions have had no option but to issue threats of industrial action in order to protect the pay & conditions of their members on the basis of the very solid mandate they have received in the ballot.

So for the first time, Ireland as a country faces the real prospect of crippling public sector strikes which

will impact on each and every citizen in the State. Such an outcome will also put at risk any semblance of recovery the Irish economy is making and will put further pressure on hard-pressed families who need to access public services on a regular basis. Although, as a union, the CWU has been outside of the Croke Park discussions, like other unions in that position, we are already faced with employers using the Croke Park I and II decisions to justify reducing pay & conditions within our industries. This is an example of how important it is for us to realise that as trade unionist we do not live on an island and that decisions taken in relation to other workers – both here and abroad – almost always become the norms for all workers. There is therefore an undeniable lesson to be learned by all trade unions and trade unionists, and that lesson is that we need to take serious stock of where we are and what we have become in order to ensure we make the right decisions as to where we go next.

For the last number of years, following motions to the ICTU Biennial Delegates Conference, the ICTU Executive has been discussing proposals from the Trade Union Commission. The job of that Commission is to get trade unions to work much more closely together and to build structures where the trade unions and their members benefit from economies of scale. As things stand, we have approximately 43 unions on the Island of Ireland, when you include Northern Ireland including a number of British unions that either operates on both sides of the border or in the North only. All of those unions carry out many similar activities and there is no doubt that activities such as legal services, education, etc and the purchasing of the day-to-day services such as telephony, insurance, banking and investment services, etc can all be carried out far more efficiently and at a significantly lower cost if the trade union movement was capable of using its collective muscle to negotiate the best price. Such actions would free up money for other purposes, such as the key organising activity. The other view of the Commission is that we should develop a sectoral model for the Irish Congress of Trade Unions which would allow unions that operate in the same sector to work together and negotiate together, hopefully leading to stronger bonds between those unions into the future.

Unfortunately, the current crisis with Croke Park II is likely to put that process on the back-burner, as unions behave like they normally do in a crisis and concentrate on the battle, rather than the overall war. The reality is that trade unions in this country need to deal with their day-to-day issues – including the current crisis – but also need to plan proactively for the future in order to deal with the myriad of threats that face us.

Over the past number of years unions in the private sector have been subject to continuous attacks, which have resulted in reduced hours for many workers, reduced pay, reduced weekend premiums, and extremely serious attacks on vulnerable workers in areas such as restaurants, hotels , security and contract cleaning . Throughout that process some unions in the public sector have taken comfort in their security of tenure and their long relationships with Government through Social Partnership. In doing so they have lost sight of the fact that unions in the public sector will only survive as there is a strong union movement in the private sector as well. Our failure to stand together on

behalf of the low-paid, private sector workers has led to a loss of membership in the private sector, with the direct result of weakening the trade union movement across the board. There are stark lessons to be learned in trade union history from examining what has gone on elsewhere in the world. One need only Steve Fitzpatrick, look at the United States of America, where once General Secretary, CWU the density of trade union membership diminished sufficiently, a number of States used weakness as an excuse to unilaterally withdraw collective bargaining rights from trade unions in the public sector in those States. Similar actions are now being taken against workers, even in the most unionised countries in Europe and these ongoing attacks underline the oldest trade union principle: that an injury to one is an injury to all.

The challenge for the trade union movement in Ireland and indeed, internationally, is to come to terms with the fact that the movement is under threat in a way that we have never experienced in modern times. It is a coordinated national and international attack on trade union rights and on the pay & conditions that trade unions have negotiated for their members, and which as a result have been generally mirrored in non-union employments. In many cases the financial crisis is being used as cover for those attacks, but it is ironic that those attacks are orchestrated, by the people most directly responsible for the crisis. Therefore, it is necessary for trade unions to work closer together and to show and build solidarity amongst members for workers who are under attack. No trade union member or no trade union is strong enough to fight this battle on its own, and members and unions who believe that they are, are indirectly assisting the enemies of organised labour.

Each trade union member who values their pay & conditions and values the gains won for them by unions during the last century needs to consider their role within their union and in the broader trade union movement. It is not sufficient to pay a union sub and then point the finger at union officials or a building when things go wrong, using the excuse that the union is somehow an edifice populated by a small number of people. The union can only be successful if the members understand that they in fact are the union. And unions can only defend their members if those members understand that their active involvement is what makes unions strong and what gives unions the power to fight to improve and change the world we live in.

In your Union – the CWU – there are many ways through which you can become involved and at this stage we are lucky that we have involvement in Branches and Sections in every corner of the country. I would ask each and every one of you to support the people in those locations and to join with them where you can in ensuring we maintain a strong voice within our industries and within the trade union movement, both nationally and internationally.

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Telecoms Update As a result of that meeting, the following has been decided.

Apprentices

1.

On the 1st November 2011, approximately 70 Apprentices began their 2-year apprenticeship in eircom. This apprenticeship arrangement was greeted as a positive news story for the Company, the Union, and indeed, the Apprentices themselves.

From the very beginning, the CWU was actively involved in trying to improve the terms & conditions of the Apprentices in relation to pay cycles, location of work, home parking/private use of vans, subsistence/vouched expenses, and not least, the terms & conditions of Apprentices of their post 2year apprenticeship.

To dat,e and after many representations to the Company on behalf of these Apprentices, particularly

by John Egan (Branch Secretary, Dublin No.1), we were able to resolve most of these issues. At the time of writing, there are issues of FETAC time for completing the work-training modules and the terms & conditions of their post 2-year apprenticeship still in negotiation.

From the Union’s point of view, we are of the opinion that the Company is hell-bent on making a good news story a complete and utter disaster.

We will continue to actively represent these new young members until we reach agreement on all outstanding issues.

2.

3.

4.

We should double-check through our sources all of the figures given by the CEO to justify the content of his letter.

We should have an in-depth check on all staffing levels including contractors and consultants with a view to ensuring the maximum levels of employment for our members’.

We should seek immediate legal advice in relation to the threat to our members’ who are over 60 years.

That the Union take whatever action necessary should the Company attempt to implement any measures contained within Mr Hribar’s letter without explicit agreement with the Union.

It is believed that the information, which we need to gather, will strengthen the demands of the Union in whatever discussions take place in the future.

Yours fraternally, Steve Fitzpatrick General Secretary

7th February 2013

INFORMATION

GSE 12-12 Recent Communication from new CEO

7th February 2013 Re: Recent Communiqué from CEO re; Members who are over 60 years of age

Dear Colleague, 8th November 2012

As previously outlined, the NEC sought legal advice in relation to the threat in the CEO’s letter to compulsorily retire people over 60 years of age.

I am happy to inform you that our legal team believe that such a decision could be challenged through the Courts under a number of headings. The NEC has also taken the decision not to circulate that legal advice, as it would be akin to handing the opposition their tactics. It is suffice to say that if the Company moves unilaterally on this issue, the Union will immediately move from a legal viewpoint. The NEC is also of the view that the Union should also conduct a ballot for industrial action immediately, if the Company makes any such unilateral move.

INFORMATION 8th November 2012 Re: Recent Communication from new CEO Dear Colleague, The recent letter sent to staff in eircom by the new CEO, Mr Herb Hribar, was discussed in great detail at a meeting of the National Executive Council on November 7th.

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Telecoms Update I have also, as General Secretary, been asked to explore further voluntary options with the Company in order to provide members with different voluntary options.

IBM Bulgaria union vindicated

Yours fraternally, Steve Fitzpatrick General Secretary

7th February 2013

INFORMATION

7th February 2013

Justice was served in Sofia, Bulgaria on 30 October 2012, when the Supreme Administrative Court of Sofia ruled in favour of the Union, Podkrepa IBM.

Re: eircom correspondence re; Displaced Employees

The court upheld a decision by the Admininstative Court of Sofia from 1 January 2012, whereby the court ruled that the Podkrepa IBM Union was legal and set up according to democratic and lawful procedures. IBM Bulgaria must now recognize the Union and its elected leadership.

In 2010, the Union was created in face of the many workplace problems at IBM Bulgaria. Upon learning about the existence of the Union, IBM contested the registration of the Union and began a fierce anti-Union campaign. Union members were harassed and intimidated, and Union leaders – including the President – were fired.

The recent decision by the Supreme Administrative Court was an important victory for the Union, which has now filed a request with the court for reinstatement of the Union President. The Union also has a case pending regarding illegal discrimination at IBM Bulgaria.

Dear Colleague, The Telecom Sectoral Executive discussed the attached correspondence, which was circulated to the District Branch Secretaries and Co-ordinators last week.

Following the debate, it was decided that Jim Browne, National Officer, assisted by various activists and members as required, would further explore and examine the Company’s proposal with a view to making a report to the next National Executive Council meeting.

The NEC has no objection in principle to members being retrained and redeployed and that has always been our preferred option to the RB/TU solution for displaced employees. However, there are obviously difficulties in relation to the detail as to how such a programme might be introduced and they will all have to be explored and worked out before the Union could become involved with such a proposal.

Further information will be provided to the Branch as the matter progresses.

I have also attached for your information a copy of a recent finding from the Labour Relations Commission, which will have some bearing on the outcome of our discussions.

Yours fraternally, Steve Fitzpatrick General Secretary

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Telecoms Update

UNI backs striking Greek workers Crete, where thousands more took to the streets.

The action came just before international lenders were due to arrive in country to discuss the next installment of the bailout.

The government has imposed waves of unfair spending cuts and tax rises, damaging pay and pensions and creating a record 26% unemployment level.

Prime Minister, Antonis Samaras, has used an emergency law twice in recent months to order sailors and metro staff back to work during strike action but the Greek people continue to use their legal right to protest.

There have been more than 20 general strikes in Greece since the crisis began.

The protestors marched on parliament in Athens, beating drums and blowing whistles as part of the first 24-hour strike of the year.

Minor clashes broke out at one stage when police fired tear-gas at hooded youths throwing stones.

Greece’s two biggest trade unions, representing half the four million-strong workforce called the strike.

The demonstrators cited pensions, emergency taxes, and the high cost of living as some of their concerns, as Greece remains under the grip of the Troika bailout deal which is destroying workers’ lives.

Demonstrations were also held in Thessaloniki and

working conditions. It also establishes mutual understandings about the process of unionization among Telenor employees. The two parties will meet at least once a year, and have committed themselves to maintaining an ongoing dialogue.

“We look forward to building this relationship with Telenor. Together, I believe that we can continually improve the work environment. UNI looks forward to sharing our experience with employees and their representatives when it comes to unionization,” said Philip Jennings, UNI General Secretary. “We currently work with 47 multi-national companies to help raise standards and ensure respect for people in the workplace.”

Telenor and UNI respect the rights of all employees to exercise freedom of association, no matter where they work around the world. The management, employees and their representatives are jointly responsible for developing good industrial relations based on mutual respect.

Telenor signs Global Agreement with UNI Oslo, Norway – On January 18, 2013, Telenor ASA signed an agreement with UNI Global Union, the voice of 20 million service sector workers around the world, in order to establish a platform and framework for dialogue between UNI and Telenor on fundamental labor rights. Telenor recognizes the importance unions can play in representing employee interests, and the role UNI can take in this regard, based on their knowledge and competence concerning labor relations.

“This agreement gives us the opportunity to actively cooperate with UNI, to address employee interests and dialogue across the Group,” said Jon Fredrik Baksaas, President and CEO, Telenor Group. “In accordance with the governing principles of Telenor, all our employees have the freedom to organize and to take part in the development of their companies.”

Asian and European employees can seek guidance from UNI “If our local employees in Asia, seek to form a union, it is Telenor’s policy to offer support. They will now have an opportunity to seek guidance and knowledge from UNI. We see this as empowerment of employees,” said Sigve Brekke, Head of Telenor in Asia.

“The agreement with UNI will serve to strengthen our open and constructive dialogue between employees, union representatives and management.

With UNI on board, our employees and their unions will now have more resources at their disposal,” said Kjell Morten Johnsen, Head of Telenor in Europe.

Mutual cooperation, satisfying working conditions The agreement between Telenor and UNI promotes trusting relationships between employees, their representatives and the companies within Telenor Group, through mutual cooperation and satisfying

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Telecoms Update Workers spoke about the culture of fear and pressure every day to keep responses to customer calls to under 360 seconds, despite it being a callcentre to speak to customers. Felicia Smalls a call-centre worker in Charleston told the panel, “I want to keep my job, and make it better.”

Management of the multinational prevents workers from acting together to improve working conditions and keep jobs in the US.

US Deutsche Telekom T-Mobile workers expose litany of abuses

Call-centre workers from T-Mobile, owned by Deutsche Telekom, gave evidence on Saturday 16th February, exposing the stark difference in workplace conditions between the US and Germany to an international hearing in Charleston, South Carolina.

The hearing came after a week-long visit to South Carolina workplaces from Berlin-based call centre workers from the ver.di union in Germany.

The multinational communications company negotiates with the German union for workplace conditions, with union representation a key part of the company culture, but the management does not allow the same practices in the USA. Sharan Burrow, General Secretary, International Trade Union Confederation said, “Deutsche Telekom CEO Rene Oberman and the German Government must listen to the voice of workers, and they have a responsibility to fix the abuses in their company.

There are companies respected in Europe, behaving badly right here in the US. German people need to know what is happening to workers in the USA. They would be appalled to think the company they are so proud of, that bears the German name, could be treating workers to fear and intimidation. We’re saying to T-Mobile, we expect better of you. Workers rights don’t stop at the German border, they’re for all people.”

“Workers doing the same job for the same company deserve to be treated the same. Why do one set of workers in the US face threats and intimidation for wanting to be represented by union, while others in Germany get a seat at the management table?,” said Larry Cohen, President, Communications Workers of America Brutal local management methods in the US have included having workers being forced to wear a dunce cap when performance measures slipped, in order to humiliate them.

Tomas Lenki from ver.di working at Deutsche Telekom in Berlin said, “We have gathered numerous stories of attacks on workers’ rights and passed them on to our board of Human Resources.

We’ve been told they are isolated cases and the behaviour has stopped. What we have seen in firsthand conversations in Charleston this week is in stark contrast to what Deutsche Telekom has told us.

We feel betrayed and lied to by the board of Deutsche Telekom. They may tell you we are not unionised but we tell you two million ver.di members have your back.”

UNI Global Union General Secretary Philip Jennings said “T-Mobile workers have spoken in Charleston. They are not prepared to be treated as second-class citizens in the Deutsche Telekom global network. Deutsche Telekom must take responsibility and change its behaviour. UNI and the global trade union movement demand Deutsche Telekom act now.”

The global panel of political, religious and labour leaders included, James Clyburne, Member of US Congress, Larry Cohen President Communications Workers of America, Sharan Burrow, General Secretary ITUC and Reverend John Paul Brown.

The global campaign ‘We expect better’ in 2013 will include more worker exchanges between Germany and the US and political pressure on Deustche Telekom’s largest shareholder the Germany Government in an important election year.

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Telecoms Update has been eradicated as part of an attempt by the member states to reduce the long-term budget for the running of Europe. Neelie Kroes, the EU’s Commissioner for the Digital Agenda, said “It is clear that there can be no support for broadband with a pot of only €1 billion, so this funding will be exclusively for digital services”. She described the cut as a “missed opportunity”.

The Commission estimates that up to €200 billion is required to meet the 2020 digital broadband targets in full. It was understood that this money would be used as seed money for loans which will now not happen, with the result that the cost of borrowing for the private sector will go up in the absence of cheaper European Investment Bank backed AAA rated finance instruments.

Telecoms Regulation Report European Commission Slashes Budget for Fibre On the 30th August 2012, the Minister for Communications, Pat Rabbitte TD, launched the National Broadband Plan which aims to improve the access to high speed broadband across the country. The Plan sets out the following targets: • •

•

70mbps to 100mbps to more than half of the population by 2015 At least 40mbps and in many cases much faster speeds to at least a further 20% of the population, and potentially as much as 35% around smaller towns and villages A minimum of 30mbps for every remaining home and business in the country, no matter how rural or remote.

ComReg Delays eircom’s Launch of NGA ComReg has rejected an application from eircom to launch its wholesale NGA products on the 8th April and has insisted that the Company stick to the original target date of 20th May. On the 8th March ComReg published a decision whereby it confirmed that Next Generation Wholesale Services cannot be launched until May 20th on foot of concerns expressed by other operators around the compatibility and testing of the service itself. eircom had written to ComReg to apply for approval to launch the Wholesale Next Generation Access Service on the 8th April and said that a number of operators were supportive of this launch date. ComReg then sought the views of other operators in the industry and, following their expressions of concern, ComReg’s application was denied.

The Company has expressed its dismay at this decision and a spokesman said that “eircom is bitterly disappointed with today’s decision. eircom has fulfilled all of our regulatory obligations concerned with the launch of Wholesale NGA Services.”

It is envisaged that this will be completed before 2020, to ensure that Ireland meets its targets as set out in the Digital Agenda for Europe, which the European Commission has put in place to ensure that Europe catches up with its economic partners around the world who continue to heavily invest in broadband. The Plan included the investment of around €175 million by the government, some of which would come from the European Commission. However, this Plan was dealt a serious blow when it emerged in midFebruary that the European Heads of State slashed the budget for the rollout of high speed broadband across Europe.

The European Commission had proposed a €50 billion budget to help member states achieve their targets for the Digital Agenda strategy. The budget which was called Connecting Europe Facility (CEF) provided for €9.2 billion which was earmarked to expand broadband and digital networks. However, €8.2 billion of this budget

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The National Executive Council agreed recently to supply each member with a free CWU jacket and hat. In order to avail of this offer, you MUST complete in full the form below and return to CWU Head Office.

Claim your

FREE CWU Jacket & Hat

Simply fill out the form below and return to: Ciara Melinn Communications Workers’ Union William Norton House, 575 North Circular Road, Dublin 1

ORDER DETAILS: (Please complete form in BLOCK CAPITALS)

Full Name: Home Address:

Mobile: Email: Branch: Membership No: Staff No: Jacket Size:

S Hat: (tick box)

(Tick box for your size)

M

L Yes

XL No

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XXL

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Then simply visit emobile.ie/cwu to find out more and sign up today.

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Offer available to new eMobile bill pay customers only. Offer available online only and to members of the Communications Workers’ Union in possession of a valid voucher code. €37 refers to monthly commitment for Select Unlimited 18 month plan. Phone pricing on this plan may differ from phone pricing on the standard priced plan. Phones are subject to availability and prices subject to change. Fair usage policy of 45,000 minutes, 10,000 texts and 15GB data applies to Select Unlimited plan. €22.37 refers to monthly commitment for Select300 SIM Only plan. Excludes roaming, premium rate and non-geographic usage. Standard credit vetting procedures apply. Offer subject to availability and closes 31st May 2013. For full terms see emobile.ie/cwu.

Brendan Ogle article on the latest developments in collective bargaining Brendan Ogle was the Irish Locomotive Drivers’ Association’s executive secretary and is a lifelong trade union activist. This piece was written in a personal capacity.

Judges’ embrace of collective bargaining could keep the red flag flying BRENDAN OGLE Thu, Jan 17, 2013 Opinion: On November 18th, 2011, something fairly ordinary happened. State employees formed an association “to promote the interests of members in their professional capacity” and “to represent members in any forum where that is necessary”.

That this happened at a time when it was proposed by their employer to reduce the pay and conditions of these workers was nothing new. Many workers since independence have felt the urge to form similar associations.

Some colleagues and I made similar moves in 1998 when, as State employees (train drivers), we formed an association for the promotion of our interests. The Irish Locomotive Drivers’ Association (Ilda) failed to procure representation rights with our employer and was subsequently denied them by the courts.

Many other employees and unions have also found the Irish courts to be cold places. A right of association provided for in the Constitution, which in effect supported trade union membership, was interpreted by the courts to contain a corresponding right to “disassociate”, thus providing a bulwark to anti-trade union interests. Cases such as Ryanair v the Labour Court have seen the Supreme Court rule against the State’s industrial relations organs by denying effective union representation to employees.

What made the events of November 18th, 2011, extraordinary is that the new representative body was an association of judges, effectively a judges’ union.

Comradeship It would be churlish to link the timing of the judges’ new-found pluralism, solidarity and even comradeship with the Government’s attack on their pay, an attack supported by us mere citizens in a referendum.

Or to ask where is the negotiating licence for the Association of Judges of Ireland (AJI), a provision necessitated for trade unions by the Trade Union Act, 1941, and subsequent amendments.

Or to ask if the AJI lodged in the courts the deposit required of trade unions as a surety against any contemplated or actual unlawful action by it.

Presumably such a sum is to be

taken from the judges only to be lodged with them again in the courts as a surety against any act of theirs that they would have to deem unlawful in line with their independent constitutional function.

Fanciful? Okay, the AJI is not a formal trade union, but it has forced the responsible Minister to the table by effectively threatening him with legal action and a consequent constitutional crisis. It’s called “industrial muscle”, m’lud!

So for us comrades all is not lost.

The trade union movement has been under attack for years, and not just from judges. The anti-union consensus in Ireland is so strongly media-driven that even many beneficiaries of trade union activities are blinded by it. For a trade unionist and former Ilda “maverick” it can be very depressing.

But hope has sprung from the most unlikely source. The revolution is truly under way: silks will soon sport union badges; wigs will be supplanted by beards; and red flags, kept in chambers at first, will be unfurled only at the AJI’ s agm. But, as numbers grow and strength accumulates, the red flags will fly proudly from courts throughout the land.

Yes, judges have embraced the logic of collective bargaining and gone “maverick”.

Welcome aboard, comrades. Ictu will be in touch regarding affiliation arrangements.

This article can be found at: http://www.irishtimes.com/newspaper/opinion/2013/0117/1224328949730_pf.html 12

Telecoms quango paid staff €3m bonuses as prices soar

By NICK WEBB Sunday January 20 2013 TELECOMS quango Comreg has paid its staff more than €3m in bonuses since 2009, in a period which saw Irish consumers pay far more than their European counterparts for mobile phones.

Last year , ComReg's 125 staff shared €786,000 — an average of

about €6,300 each.

The telecom regulator's staff bill works out at about €80,000 per person. In 2011, staff got €786,000 in bonuses, with a further €748,000 in 2010 and €690,000 in 2009. "The commission operates a performancerelated remuneration scheme (originally established by the Office of the Director of Telecommunications).

Of the total wages and salaries costs, €786,000 (8 per cent) represents payments to staff in accordance with the provisions of the performance related remuneration scheme and the terms of their contracts of employment," according to ComReg. ComReg is funded by a levy on the

telecoms and communications industry, which passes costs on to consumers. Irish customers pay some of the highest mobile-phone bills in Europe.

"Staff in ComReg are employed on individual contracts. An element of remuneration of those contracts includes a variable element of pay based on performance. This does not apply to commissioners. Staff in ComReg have been subject to a number of pay reductions. This included the pension levy, the public sector pay cut (income levy) and the universal social charge," say Comreg.

Energy regulator CER has also paid massive bonuses to its staff recently.

21st January 2013 To: All NEC Members Re: Information on Bo nus Payments in ComR eg Dear Colleague, For your information ple ase find attached some int eresting information on the performance paymen ts made to the 125 staff in ComReg. Whilst the headline refers to the ‘Telecoms Quango ’ it is safe to assume that these payments were made to all staff, includ ing those on the postal side, as the number of sta ff who claimed them, ac co rding to the article, is 125 which is the full sta ff number for ComReg. Total Bonuses Paid sin ce 2009 (as per attache d): €3.01m Average Per Employee (based on 125 staff): €24,000 (approx.)

It should be noted that the total staff costs for Co mReg as per the most recent annual report is €1 0 million (approx) which is an average salary per employee of €80,000 (including the bonuses ou tlined above).

Yours sincerely, Ian McArdle Head of Organising & Regulatory Affair

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Workplace leader training continues through December

December witnessed the final workplace leader training of 2012. We welcomed a number of members from the Vodafone call centre in Leopardstown, Firstsource in Dublin and the eircom TU.

issues were similar at their colleagues’ workplaces. Issues such as ever-increasing targets, performance related issues, and micromanagement were all raised and discussed. The group agreed that all workers are better off in a union and that the only way to be effective is ensuring that every worker is given the opportunity to join their union. Stephen Flynn, Gareth Kane, Michael Lennon, Adam O’Rourke and Shay Russell were in attendance. The next step for the group is to improve trade union awareness in their respective workplaces.

Are you working in a contact centre? Would you like to take a more active role in your union? If so contact gerard@cwu.ie or fnib@cwu.ie who will be delighted to provide you with details of upcoming workplace leader training.

The strategic organising plan is built upon worker participation in their union. Workplace Leader training focuses on practical day to day aspects that workers face such as grievance and disciplinary matters. However, the training is also designed to create awareness of potential worker power that can be achieved by organising and standing together. It was a successful and enjoyable day with participants being given the opportunity to outline their own personal experiences at their workplaces.

Attendees expressed surprise to learn that the same

Union surveys members in relation to customer abuse Organisers have recently commenced a survey to ascertain the level of customer abuse endured by members working in the retail sector of the communications industry. This follows concerns expressed by a number of CWU members working in the retail sector that verbal and physical abuse is a serious problem in the workplace.

The survey asks respondents a number of questions about the frequency and type of abuse they may have experienced. It also asks how management responded to any reported incidents. The survey is being distributed

amongst workers in An Post counter areas, Eircom retail outlets and Vodafone stores and can be completed confidentially. Your Union is aware that our members who work in retail always strive to deliver high quality consistent service in both an ever increasing stressful working environment and a demanding consumer society.

We believe that all workers should be treated with dignity and respect in the workplace by employers, fellow workers and customers. It is our intention to report the outcomes of the survey to each of the companies and Continued on next page 14

Continued from previous page

please return it as soon as possible. If you are a member working in the retail sector and have not received a copy of the survey or would like to know more about the customer abuse survey please contact gerard@cwu.ie. We will endeavour to ensure that every member in retail has the opportunity to express their views. This is an opportunity for you to tell your union about your experience regarding abusive customers.

discuss any identifiable potential actions that may improve matters for retail workers in the communications sector.

Organisers hope to have visited each location by the time this edition of Connect is distributed. To ensure that your survey is an accurate reflection of members in retail it is vital that as many responses as possible are returned.

Therefore if you have received a copy of the survey

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Organisers meet retail workers Union as a result of the visits. Additionally, potential Workplace Leaders were identified at a number of locations.

The visits also provide members with the opportunity to discuss issues that impact on their daily working lives.

Targets, commissions and career progression were all highlighted along with the topic of abusive customers.

Ian McArdle and Fionnuala Ní Bhrógáin visited the retail stores in Limerick and Galway where once again the retail survey was well received and the organisers were warmly welcomed by the members It is the intention that every Vodafone and eircom retail store will be visited by Organisers before the end of April 2013.

If you are working in a Vodafone or eircom retail store and you would like to take a more active role in your union please contact gerard@cwu.ie

Organisers, accompanied by various branch secretaries, commenced visits to a number of retail outlets in February. Catherine Slattery, Dublin No 3 Branch Secretary joined Organisers in the eircom Dublin city stores. Organisers enjoyed the company of Willie Mooney NEC, when we visited the retail stores in the greater Dublin area. Organisers also visited workers in Dundalk, Navan and Drogheda.

Mick Farrell, Vodafone Branch Secretary travelled throughout Leinster and Munster as Organisers visited Cork, Waterford, Wexford, Kilkenny, Carlow, Newbridge and parts of Dublin.

The main focus of the store visits is to distribute the Customer Abuse Survey mentioned elsewhere in this edition. There are other positive outcomes of the visits, for example a number of new members also joined the

KN Networks (KNNS) signs collective agreement with CWU have with the CWU provides staff with the option of Union representation. We would encourage staff to meet the CWU representatives during their road shows over the next few weeks.”

CWU General Secretary, Steve Fitzpatrick, welcoming this development said “The CWU welcomes this progressive approach by KNNS and looks forward to meeting all staff with a view to inviting them to join the union. I hope that we can quickly establish a local committee in KNNS to give staff a framework in which they can represent their issues locally with our assistance. This agreement gives KNNS staff, as stakeholders in the business, a genuine platform for engaging with management”.

Employees have been invited to attend a series of meetings which have been arranged to allow staff to find out more about the agreement and to ask any questions they may have.

The CWU are very pleased to announce that KN Networks (KNNS) has recently signed a collective bargaining agreement with the Union which means that all KNNS Staff that are members of the CWU can now be represented by the Union for collective bargaining. In addition to this, KNNS recognises the CWU as the official representative body for staff in relation to disciplinary and grievance issues as they might arise.

The CWU welcomes this agreement and looks forward to developing a positive and productive working relationship in KNNS in order to ensure that staff concerns and issues are represented in a professional manner. In respecting their right to union representation, KNNS are acknowledging the valuable role that everyone has to play in guaranteeing the continued profitability and growth of KNNS into the future.

CEO, Donagh Kelly, stated “The agreement we

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ONE DIRECT MANAGEMENT REJECT PAY CLAIM where they hoped there would be a fair and reasonable acknowledgement of their continued efforts to the longterm success of the business. They congratulated the Committee on securing a performance-related payment for all staff, as they have done for the last two years.

However, it was clearly articulated that the lack of any consideration on the very modest rates of pay afforded to One Direct staff was not acceptable.

The Committee reminded the members that the Company’s rejection of the pay claim is not the end of the process and that there are still further steps to be taken, whereby the Company will have an opportunity to reconsider its position. If agreement cannot be reached on an acceptable resolution to this claim, the matter will be referred to the Labour Relations Commission (LRC) in line with the Collective Agreement that exists between both parties.

The members present at the AGM also insisted that they should be given the opportunity to engage in some form of collective action around this issue to ensure that management fully understand just how strongly held their views are. It was agreed that the Committee should organise a petition for all staff to sign and that the Company should be asked again to provide the business presentation, which was originally requested before the pay claim was lodged.

Towards the end of last year the CWU Branch Committee in One Direct made a decision to lodge a pay claim on behalf of their members in One Direct, Athlone. Since One Direct was transferred back to An Post following the collapse of PostBank, there have been no changes to the basic pay for the staff. The Committee had taken the view that the Company needed some time to return to stability following the tumultuous period it endured when it was acquired by PostBank and soon after, transferred back to An Post.

During this time the staff in One Direct have remained focused on ensuring that the Company remained competitive and profitable, despite having to endure this unsettling uncertainty.

Following the lodgement of the pay claim at the end of last year, the Company met with the Committee on the 21st February to give its response, which in effect was a complete rejection of all aspects of the pay claim. The Company has not pleaded inability to pay and despite the Union seeking a presentation from management on the performance of the business, this was not provided.

Quite understandably, the Company’s reaction to the pay claim was the main topic for discussion at the One Direct AGM, which took place on the 14th March, where members very clearly signalled their frustration and disappointment with the Company in circumstances

Former Aviva Staff are welcomed to the CWU Following the acquisition of the Aviva retail branch business, the One Direct CWU Branch Committee is happy to report that they have been meeting with the former Aviva staff with a view to recruiting them into the Union. So far they have enjoyed a very positive response and the Committee has agreed that they will create a reserved position on the Committee for a representative from the branch business, to ensure that the particular issues facing these staff members are given an opportunity to be properly heard and discussed with a view to a fair resolution.

We would like to welcome everyone from Aviva into the CWU and look forward to representing them into the future.

O2 Limerick – Members’ meeting held On foot of continuing change in the Plassey Park operation of O2, members asked the CWU to arrange a meeting to address employees’ concerns.

To facilitate members in the area, the meeting was held at a local hotel at a time that would allow a majority to attend. Employees were invited to come along with any questions or queries they have. A range of topics were covered at the meeting including shift working and allocation of hours, training and individual representation.

The local representative for O2, Marie Dante, advised participants that members continue to enjoy the support of individual guidance and representation on grievance and disciplinary cases.

Members were encouraged to get more involved in the union at a local level and were advised that extensive training and assistance is available for any member interested in becoming more active. The union would like to build and develop on the existing on-site presence and is inviting people who may be curious about getting involved to contact Marie Dante at Marie.Dante@O2.ie or Fionnuala at fnib@cwu.ie for further information.

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A Farewell to Adam

Competition Winners

Winners alright!

Congratulations to HELEN DOOCEY OF PORTLAOISE who is the winner of a fantastic iPad courtesy of our partners at Groupschemes. Entering this competition could not have been easier.

Pictured from l to r: Adam O’Maolagáin with Ian McArdle, Organising Officer, CWU. The Organisers would like to extend their best wishes to our former colleague Adam O’Maolagáin who recently left us to take up a new position as an Organiser with IBOA – The Finance Union.

Although Adam spent just over a year with us, he made a valuable contribution to the organising team.

I am sure you will all join us in congratulating Adam on his success and wish him all the very best for the future.

All Helen had to do to win an iPad was to register at www.cwu.ie. Helen then followed the link to our dedicated members’ benefits website www.cwugroupschemes.com. And Hey presto Helen won a fantastic prize. All members who registered at our members’ benefits website were included in the draw.

If you have not already registered, why not? Not only can you avail of many discounts from a range of services and companies but you might even win a prize, just like Helen did!

Retail members’ meeting held in Cork

✿✿✿✿✿✿✿✿✿✿✿✿✿✿✿✿✿✿✿✿✿✿✿

Congratulations to LORRAINE NEWMAN OF DUBLIN the winner of a €500 one4all gift voucher from our partners at Halligan insurance. This was another easy to enter competition accessible though our members website www.cwu.ie .

A number of members working in Cork city attended a members’ meeting which was held on 12th February at the Imperial Hotel in Cork. The evening was a great success and members debated several issues.

A recurring theme throughout the evening was the low level of basic pay of some members. The meeting made it clear to Organisers and Branch Secretaries that some members have not received an increase in their basic pay for a number of years.

Furthermore ever increasing targets make it harder for members to achieve commissions thus negatively impacting on their take home pay.

Organisers undertook to discuss the concerns at the next retail forum meeting.

Lorraine just logged on then followed the competition link. Here she answered a simple question and ‘Bob’s your uncle’. The easiest way to get your hands on €500 vouchers ever.

We hope to have further competitions throughout the year so keep an eye on the website and who knows what you might win. We thank group schemes and Halligan insurance for sponsoring the prizes

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Youth Committee Update

Youth Committee AGM 2013

Members of the Youth Committee at the Spring Seminar 2013 in Wexford.

After a fantastic year’s work in 2012, the CWU Youth Committee held its AGM and training event on the 30th and 31st of January 2013. Held in the recently refurbished CWU head offices, Wednesday began with an overview of Grievance and Disciplinary Procedures.

There was a great back and forth discussion among the 27 young CWU members present and a lot of opinions heard.

After dinner, it was time for the AGM. Outgoing Chair and Vice-Chair, Eric Partridge and Caroline Corcoran, thanked everyone for coming and then proceeded to introduce our two guest speakers, Loraine Mulligan from SIPTU and Michael Taft from UNITE. They were two great speakers and prompted a lot of debate and questions from the young members present. The Youth Committee would like to sincerely thank them for coming along and speaking to us. We’d also like to thank our General Secretary, Steve Fitzpatrick, for surprising us by popping in to say a few words. Always a pleasure, Steve!

It was then time for the elections. There were 3 nominations for Chairperson of the Youth Committee: Derek Keenan, James Moore and Barry Gorman, and 1 nomination for Vice Chairperson, which was Derek Keenan. After introductions and a few quick words from the nominees, the elections were held and Derek Keenan was elected as the Youth Committee’s Chair for 2013. As there were then no nominees for Vice-Chair, nominations were taken from the floor, and Barry Gorman was proposed and nominated Vice-Chair. When the AGM

drew to a close, celebrations began and the Youth Committee celebrated at its social event in the nearby Porterhouse!

On Thursday, it was time for our campaign training. As our Youth Committee has decided to focus on the problem of youth unemployment, the training centred on the problems and possible solutions around the crisis facing unemployed youth in Ireland. There were a lot of hugely positive ideas and discussion from the members present and it was a fantastic day of training, which left the Youth Committee with an extremely purposeful, strategic plan for handling this campaign in the coming year.

All in all, it was a great two days training and AGM, which instilled a sense of renewed vigour among the already active members of the Youth Committee, as well as welcoming a lot of new young activists to our steadily growing committee. I would like to take this opportunity on behalf of the Youth Committee to thank our outgoing Chair and Vice Chair, Eric and Caroline, for all their hard work in 2012, and to thank Fionnuala and Ciara from Head Office for their invaluable assistance throughout the year. With young activists like the ones in the CWU Youth Committee, it’s easy to see why we are the most active and progressive youth labour movement in Ireland.

2013 is going to be an exciting year!

Submitted by Barry Gorman, Vice-Chair, CWU Youth Committee Portlaoise Postal 19

Youth Committee Update

Steve Fitzpatrick, General Secretary, CWU, addresses the CWU Youth Committee AGM 2013, under the watchful eye of Michael Taft, UNITE, Lorraine Mulligan, SIPTU and Eric Partridge.

Loraine Mulligan SIPTU

Barry Gorman

Fionnuala Ní Bhrógáin

Derek Keenan

Michael Taft UNITE addresses the Youth Committee AGM 2013

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James Moore

Youth Committee Update the placing of advertisements for internships was an attempt to avoid the established recruitment process within that organisation. It seems that the company were attempting to use the JobBridge scheme as a mechanism to have the Government subsidise their labour costs.

The CWU entered into correspondence with JobBridge and Minister Joan Burton to discover what criteria were being used to ensure that unscrupulous employers were not abusing the scheme. A response was eventually received from the Department of Social Protection. However, the response only served to highlight the lack of clear information regarding the vetting of internships. The CWU subsequently joined colleagues from other unions at a meeting with the Department to raise these questions and concerns. A further meeting is planned to continue this process.

The CWU has so far succeeded in nipping the Firstsource plan in the bud, but this incident has served as a timely reminder and highlighted the potential abuses that are inherent in the JobBridge scheme.

Members are asked to look out for potential misuse of the JobBridge programme and to bring any such incidents to the attention of Fionnuala Ní Bhrógáin at fnib@cwu.ie

concerns prompt CWU action The CWU Youth Committee recently produced a report on the JobBridge strategy, the Government’s National Internship Scheme promoted as a mechanism to provide work experience for the 430,000 people currently unemployed in Ireland. The Youth Committee’s report - ‘JobBridge to Nowhere’ highlights the flaws in the Government’s scheme and its potential impact on genuine job creation.

The relevance of this report was brought into stark relief recently when Firstsource, an in-source provider of services within eircom, advertised 10 internship positions in their call centre on the JobBridge website.

This was despite the fact that Firstsource workers enjoy the benefits of a collective agreement between the CWU and their employer. Firstsource have, up until recently, recruited freely on the jobs market at pay rates previously agreed with this Union. It would appear that

employers who were blatantly exploiting the JobBridge scheme and young workers desperate to gain employment.

I highlighted the strong correlation between JobBridge and the UK Workfare programme. There was agreement that JobBridge, if unchallenged, would eventually become compulsory for those in long-term unemployment.

Recent comments by Minister Joan Burton would indicate that this might well be the case. Speaking on RTE Radio the Minister suggested that consideration should be given to introducing punitive measures for those who refuse to take up an ‘appropriate training’ place. However what passes for ‘appropriate training’ for the current administration falls drastically short of what the youth of this country deserve and expect.

In effect what this means is that those who have a principled objection to being farmed out to private business in order to create private profit may in the future face reductions in their social welfare payments.

There was consensus at the meeting that the Trade Union Movement, as the largest civil society group in Ireland, has an obligation to resist the introduction of any compulsory internship scheme and instead must argue for real investment in jobs and structured educational/training opportunities for the unemployed.

CWU Youth Committee Jobbridge Update The Youth Committee recently accepted an invitation to provide a speaker for the EU Counter Summit, which was held in Liberty Hall on the weekend of the 15th-17th of February. The event was organised by the Socialist Party MEP for Dublin, Paul Murphy, with a view to creating a space for those on the left to discuss Austerity, Resistance, and the left alternative to the government’s current programme.

Given the Youth Committee’s opposition to the current JobBridge internship scheme, it was decided that I would take part in a discussion panel, along with representatives of three other groups, on the issue of youth unemployment and unpaid work.

The panel discussed the devastating effect that youth unemployment was having across the eurozone and indeed the world. A representative of the Spanish Indignados Movement presented an account of the particularly high levels of youth unemployment in Spain and a representative of Youth Fight For Jobs gave details of their campaign against the UK government’s Workfare scheme. Paul Murphy gave an account of the activities of the Scambridge.ie campaign and encouraged more people to attend the protests organised against unscrupulous

Article by Derek Keenan Chair, CWU Youth Committee and member of Dublin Postal Drivers Branch 21

Youth Committee Update

CWU Youth Committee lead the charge at “Jobs, not Debt” Demo

Pictured from l to r: Dave Morris and son Jake, Derek Keenan, James Moore and Caroline Corcoran This time last year I was just a fee paying member of the CWU with no great knowledge of trade unionism or its history and if I’m being honest no real interest! The actions or lack thereof by this and previous governments gave me great concern for not only my future, but that of my young family and other young Irish people. I saw the union as a place where it was possible to have a voice and a say towards a brighter future. In just over a year I have become the youngest chairperson of any branch in the CWU when I was elected to the North Wexford/South Wicklow branch, I attended my first national conference in Galway, I have become an active member of the CWU Youth Committee attending the recent AGM and committee meetings and on the 9th of February 2013 I attended my first ever public march! Did the events of that day make a difference to Government and those in power elsewhere in Europe? Who knows, but I can gladly say it made a huge difference to me and has given me hope and encouragement as a young trade unionist that there are others who are also willing to try and make a difference!

I recently attended the “Lift the Burden” march in Dublin on February 9th. The march was organised by the Irish Congress of Trade Unions (ICTU) and held in protest at the huge burden of debt felt by the majority of Irish citizens and the burden which has been placed on generations to come. It was my first ever march as a young trade unionist so I didn’t really know what to expect! I travelled up from Wexford where I am a postman working out of Gorey DSU. I attended the march with my two year old son Jake and my fiancée Vicky. As a member of the CWU Youth Committee I had the great privilege of being among the front group of demonstrators along with fellow youth committee members and other youth interest groups. The march began at Christchurch Cathedral and proceeded along Dame Street towards Trinity College and then on to Merrion Square where all the marchers converged at the specially erected stage! A selection of guest speakers, singer song writers and comedians both young and old greeted the tens of thousands of trade unionists and interest groups that had come from all over. The Dublin march was the biggest in the country but great attendances were reported in all the other cities in the country where ICTU had also organised events.

Article by Dave Morris, Chair, North Wexford/South Wicklow, member CWU Youth Committee 22

Youth Committee Update

The Rise of a Youth Officer in Dublin Clerical & Admin On March 5th 2012, I first met the Chairperson of my Branch. She was telling my training group the benefits of joining the Union. What I didn’t know then was that in less than 12 months, I would be on the Branch Committee and I would be giving the exact same talk to some of my colleagues.

I was brought up in a household that had strong Union ties, especially as both my father and grandfather worked for An Post.

But it was never a path that I thought I would take, though my mother loves informing people that from the age of 4, I could pronounce “Taoiseach” and that one day I was going to be one. Maybe one day.

I had some involvement in the Union from the start. I was only nine weeks in the door and I was raising issues to the Branch Secretary about pay and payslips. I then became aware of the fact that new starters were being hired on temporary contacts. I fed that information back to my Branch Secretary, who then got me to sign the new hires up to the Union. He was then able to secure permanent contracts for those members.

I then attended training days on disciplinary processes, the Union in the work place, and most importantly, the Youth Committee AGM, where I was introduced to everybody else. It was nice to be in a room of like-minded people, all with a streak of youthful rebelliousness in them. It was during these training days and the AGM when I became more active on a Branch level, as well as

a Youth Committee level. It was after this that my Branch Secretary and Organisers saw my eagerness to become actively involved and they convinced me to run for the Branch Committee. So I did! I am pleased to say that I was successfully elected on my first attempt and am now a committee member of the Dublin C&A Branch.

A few days after the Dublin C&A AGM, a communication was sent out by my Branch Secretary about the new Youth Officer role for the next term. After the way the last few months had gone I instantly put my self forward for this position, for which I was successfully elected.

12 months have barely passed since the day I was first introduced to the Union. They have been difficult but successful months. While it has gone past in the blink of an eye, I feel I have achieved and gained so much. I look forward to the next 12 months and beyond, as my focus has switched from personal achievements to collective achievements, through the Youth Committee and my Branch. I would like to thank my dad, Gerard, and Fionnuala Ní Bhrógáin, Mick Smith, Susan Casey, Derek Keenan and the whole of the Youth Committee for helping me achieve all this. I would also like to encourage any member, young or old, to get involved, as all this can be possible for you too.

Adam O’Rourke, Dublin C&A Branch Committee, Youth Officer and member CWU Youth Committee

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Spring Seminar Wexford, 2013 Steve

Jim Browne

John Quinn

Jerome Barrett

Mike O Connor

Mallow Postal Branch

Aidan Manicle

Denise Kearney

Portlaoise Postal

Cormac O Dalaigh

Mick Cagney, Tom Sheehan & Noel Murphy

Padraig Yeates

Paddy Costello

Portlaoise District

Sean Coultry

24

Pat Coyle

Mick Farrell

Terry Delany

Joe Guinan

Mick Severs

Declan Flanagan

DPDB

Damien Tuohy & Charlie Kelly

John Quinn, Marie Mc Govern & Ger Falvey

Pascal Connolly

Bill Bell

Mono

Frank Joyce

Gerry Kelly

Susan Murtagh

Ray Neville & Ger Hanrahan

Kieran Nichols, Cyril Packenham and James Quail

Waterford Postal

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Terry & Steve

Adam O’Rourke

Jock

Micheal Collins

Central Regional Managers

John Baldwin & Pat Compton

Harmo

Veronica Mc Loughlin

Dublin No. 1

Jeff Rockett

Miriam & Leonard Ennis Postal

Pat Sheridan

Private Sector Session

Ivor & Willie Dublin no 1

Jim Ryan & Pat Lombard

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Colin Moore

Shay Devine & Paul Torsney

Paddy Mathews & John Mc Geady

Angela Neary & Catherine Neeham

Pat Kenny

Willie and Mark UPS

Limerick District.

Amalgamated Branch

Standing Orders

Youth Committee

27

Presentations at the Special Rules Conference At the Special Rules Conference this year the Union made a two presentations to members who availed of the Voluntary Leaving Scheme in eircom. It was with great sadness that we learned of the decisions of Catherine Slattery and Joe Moore to avail of the scheme and retire. Catherine and Joe both have been staunch union activists in the CWU for many years.

Catherine served on the Union’s Equality Committee, the National Executive Council and was also Branch Secretary for the Dublin No 3 Branch for many years. Joe Moore has been the long-serving Branch Secretary for the Cork District Branch and also served on the National Executive Council. Cormac presented both Catherine and Joe with a small presentation from the CWU to thank them both for their dedication and service to the Union and wish them every successs in the future. We will

miss you both very much but want them to remember they will always be part of the CWU family.

Presentations of thanks were also made to John Keane, Cork Drivers Branch and to Matt O’Connor Enniscorthy Postal Branch who stepped down as Branch Secretary and has been succeeded by his son Padraic. A presentation was also made to Myles Carroll Branch Secretary for Gorey Postal Branch who retired earlier this year. A fantastic trio of Branch Secretaries have now moved on and will be sorely missed by all their members.

Last, but by no means least, Charlie O’Neill was also presented with a gift by Cormac on his retirement from CWU Headquarters, although we all still expect Charlie to be a regular visitor to Head Office.

Cormac, Catherine Slattery and Steve

Cormac and Charlie

Cormac and John Keane Branch Secretary Cork Drivers Branch

Cormac and Joe Moore Branch Secretary Cork District

Cormac, Matt O Connor Enniscorthy Branch Sec, Myles Carroll Gorey Branch Sec and Sean Mc Donagh National Officer.

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Micheál Collins addresses the Spring Seminar in Wexford aims to comment on the economy and economic policy and offer credible alternatives to current policies. It does so via a regular economic review, the Quarterly Economic Observer, and a series of other research documents on various economic issues such as investment, the unemployment crisis, earnings and incomes among others. All these document are available at the NERI website: www.NERInstitute.net The presentation also highlighted how the current set of policies being followed by Government and the Troika were not working. The initial aim had been to make various internal ‘adjustments’, secure Ireland’s borrowing abilities and let the economy benefit from a general pickup in world economic activity. However, as the period of international economic depression has continued, the focus has shifted to more and more domestic austerity measures. In transferring the burden onto a fragile domestic economy, policy has continued to run down domestic demand, prologue the unemployment crisis and make life more and more difficult for workers, families and communities throughout the country.

In his presentation, Dr Collins highlighted three alternative strategies needed to address the prolonged period of austerity and the pessimistic economic outlook predicted by most economic commentators. First, Government should adopt a large scale Investment programme drawing on funds from the European Investment Bank, the borrowing abilities of commercial semi-state companies, pension funds and the saving from various debt restructuring deals. There is major potential to use these funds to invest in areas such as broadband, green energy and water infrastructure among others; areas which will deliver long-term benefits to the economy while creating employment and ‘getting things moving’ around the country in the short-run.

Second, government should ensure that the next Budget takes a fairer approach to the distribution of the adjustment planned. There remains potential for a greater orientation of policy towards collecting more taxes rather than cutting spending and services. Finally, Government and policy needs to address the unemployment crisis in a more focused way. The scale of unemployment and the composition of those without jobs highlights a need to invest in additional retraining and upskilling opportunities.

Shortly, the institute will launch a newsletter for union members through the country and details will be available on the NERI website from May 2013. The work of the NERI is available at www.NERInstitute.net

The following is an article by Micheál Collins who is a Senior Research Officer at NERI and Micheál also made a presentation to Delegates at the CWU Special Conference in Wexford. His research interests are in the areas of income distribution, taxation, economic evaluation and public policy.

Prior to joining NERI he was Assistant Professor of Economics at Trinity College Dublin. He is vicechairman of the Irish Social Policy Association (ISPA) and a former chairman of the Regional Studies Association (RSA) of Ireland. He was a member of the Commission on Taxation (2008-2009) and served as chairman of the Commission subgroup on Tax Expenditures/Tax Breaks. In 2011 he was appointed a member of the Government Advisory Group on Tax and Social Welfare (AGTSW).

Micheál is a native of Ennis in Co. Clare and a graduate of NUI Galway (BA), UCC (MA Econ) and the University of Dublin, Trinity College (PhD). He is a fellow of the Regional Studies Association (FRSA).

Time for Alternatives Ireland’s current economic outlook, and the challenges that continue to face the economy, were highlighted in an input into the recent CWU conference in Wexford. Dr Micheál Collins, senior researcher at the Nevin Economic Research Institute (NERI), updated the conference on the NERI and spoke on the need for alternative policies which would help the domestic economy grow while we await a broader international economic recovery.

Speaking first on the NERI, he spoke about the work of the institute since its establishment by various trade unions, including the CWU. Named after the former ICTU General Secretary Donal Nevin, the institute has been formally up and running for just over one year. It

Dr Micheál Collins is Senior Research Officer at the NERI. 29

Equality Update

International Women’s Day, March 8th 2013 International Women’s day is particularly poignant this year, as we also celebrate 100 years of women workers and we mark their struggles down through the years.

For that reason, the Union produced its own poster to mark this important date. The poster was sent to all Branches and provided a link to the Irish Women Workers Union (IWWU) Commemoration Committee website which has a considerable amount of information on the work and achievements of the IWWU. It is indeed timely that the IWWU is remembered and celebrated. The website is worth a visit to put into context the struggles that women workers faced during the years and in many ways to inspire today’s Trade Unionists in the area of equal rights.

International Women’s Day has been acknowledged since the early 1900s with the United Nations formally proclaimed March 8th as International Women's Day in 1975. The day is celebrated globally and marked in various forms. The following is a report on the ICTU seminar held on March 8th in Liberty Hall as part of the commemoration.

This year, Congress hosted its Women's Seminar followed by a social event that evening and a range of SIPTU events to commemorate the Irish Women Workers Union. The theme of the conference was ‘Building on the legacy of 1913 – Facing up to Modern Challenges’ and it was well attended by Trade Unionists from various sectors.

The seminar was introduced by Maire Mulcahy and Theresa Devenney, Joint Chairs of the Women’s Committee followed by a welcome by Betty Tyrrell Collard on behalf of the Dublin Trades Council. Eugene McGlone, Congress President reflected on the role of women in Trade Unions today. His address was followed by the keynote speaker Micheál Collins from the Nevin Economic Research Institute who outlined comprehensively the topic of ‘Women in the Economy and the Labour Market’ which provided delegates with information on the challenges facing women in Ireland in the context of the current difficult economic climate.

The presentation was followed by a panel discussion chaired by Congress Assistant General Secretary, Sally Anne Kinahan. The members of the panel were Ethel Buckley, SIPTU, Orla O’Connor, Director of the National Women’s Council, Carol Baxter, the Equality Authority, Mary McSorley, Equality Commission for Northern Ireland, Patricia McKeown, UNISON, Ann Louise Gilligan, Vice Chair, Congress Women’s Committee and the chairs of the Women’s Committee, Maire Mulcahy and Theresa Devenney. Questions from the floor were wide ranging and a good debate took place.

Various guest speakers filled the afternoon including Gloria Ampara Suarez, Colombian Human Rights

Defender and Activist and Esther Lynch, Congress Legislation and Legal Affairs Officer who gave a presentation on 100 years of Collective Bargaining and the role of Women. A brief session also took place with some of the Magdalene Women and campaigners. A special tribute was also made to Trade Unionist, Inez McCormack who was the first woman President of Congress and who recently passed away. Finally there was a ceremony to launch the Irish Women Workers Union Commemorative Plaque on Liberty Hall followed by the International Women’s Day 2013 Celebration with an evening of refreshments and music. The celebrations featured a Lockout Commemorative Soup Kitchen in the basement of Liberty Hall. Accordingly to ICTU, “The Soup Kitchen commemorated the 100 years after Countess Markievicz fed the 1913 Lockout strikers and their families in the same spot”.

The seminar was attended on behalf of the CWU by Carol Scheffer, National Officer and Martina O’Connell, NEC. For more information on the seminar please visit www.ictu/equality 30

Equality Update

CHANGES TO PARENTAL LEAVE more accessible to those wishing to avail of same.

Members and Representatives should refer to their Company policy documents to see what is in place.

ICTU along with the National Women’s Council of Ireland and Start Strong have welcomed the Government’s introduction of the EU Parental Leave Directive into Irish law. They are now also calling on the Government to proceed quickly to introduce the Family Leave Bill.

It is anticipated that this Bill will provide the Irish Government with an opportunity to enhance family leave arrangements. To put this in context, ICTU are seeking certain enhancements to be put in place as part of the bill.

According to a joint statement issued by ICTU, the National Women’s Council of Ireland and Start Strong, the three organisations are proposing that the Government include the following provisions in the Family Leave Bill:

The Minister for Justice, Equality and Defence, Mr. Alan Shatter, T.D., signed regulations on March 8th extending Parental Leave from 14 weeks to 18 weeks. The extra month will be non-transferable between parents and it is hoped that this measure would encourage more men to avail of Parental Leave and thus work towards a more equal sharing of family responsibilities.

The Regulations also allow parents returning back to work from parental leave the right to request a change in their working hours or work pattern for a set period of time. However, it is worthy of note that this does not oblige employers to grant the request, only to consider it. The changes give effect to an EU Council Directive of 2010 which implements a revised Framework Agreement on Parental Leave. It does not however address the issue of paternity leave as there is still no statutory right to this leave in Ireland. Paternity leave is an issue that the union feels very strongly about and we have negotiated with a number of employers on the introduction of paternity leave where we are organised.

With regard to the transposition of the EU Directive, the Irish Congress of Trade Unions stated that it “represents a “missed opportunity” to tackle parental inequality in a more ambitious, comprehensive manner”. Congress Assistant General Secretary Sally Anne Kinahan said: “The minimalist approach adopted in transposition will copper fasten inequalities in the workplace and the home in relation to parental leave and childcare”.

She further said, “We know the gender pay gap widens significantly when women have children.

Ireland falls below the EU 15 in relation to leave and childcare support, which in turn ensures women remain over-represented in lower paid work. Fathers in Ireland have no right to paternity leave, which means the burden falls primarily on women,” Parental leave remains as unpaid leave with both parents having an equal entitlement to avail of the leave. While the above is just an outline of the new regulations, the Union will keep itself informed on the matter and in that regard should members have specific queries on their parental leave rights, they are encouraged to contact their local Branch representative or Union Head Office directly. In many cases the union has negotiated on various enhancements to parental leave so that the leave is

• •

•

Introduce two weeks’ paid Paternity Leave for fathers; Extend the right to request flexible work practices to all parents, regardless of whether they are returning from Parental Leave or not; Extend the length of time after birth when mothers can take breaks at work to breastfeed beyond the current provision of six months to at least one year.

David Joyce, ICTU’s Equality Officer, said: “We hope that the examination of family leave that takes place in the context of the promised Bill will involve a much more fundamental look at rebalancing care duties so that men and women share in a much more equal fashion. A statutory right to Paternity Leave would be a start in this direction.”

For further information please see the following websites:

www.ictu.ie/equality www.startstrong.ie www.nwci.ie

31

A U S T E R I T Y

AUSTERITY MARCH Pictured from l to r: Gerry Sexton, Anto McMahon, Christy Keenan, Frank Donohoe and Diarmuid O'Connell showing the Dublin Postal Delivery Branch banner.

}

Dave Morris, Jake Morris, and Carolin

The timing of the demonstration was to coincide with Ireland’s Presidency of the EU. The Dublin demonstration passed by Dublin Castle, the venue of the Presidency meetings for the next six months. At the centre of almost all our woes as a country is the unsustainable debt, which in fact is the private gambling debt of financial institutions socialised into public debt as a result of the bank guarantee signed by the previous government. Such a small country as Ireland, with a relatively small population, will never be in a position to repay the level of that debt. Some months ago, there seemed to be some light at the end of the tunnel with the possibility of the debt being seen as part of a wider European problem. The consequences of that debt is the austerity programmes that have led to so much pain in this country, the huge increase in youth unemployment, the constant rising figure of overall unemployment and the collapse of public services. It was now time to call a halt and by marching on Saturday 9th February we marched for the future of Ireland and in particular, for the future of our children and grandchildren.

32

AR

SATURDAY 9th February 2013

Derek Keenan, James Moore ne Corcoran.

Maurice Smith, Jim Mc Quillan, Alan Smith, John Woods, Ciaran Reilly, Pascal Condra, Nicky Murray and John McHugh from the Dundalk Postal Branch.

} AUSTE RITY 33

A U S T E R I T Y

Postal Update

Clerical Administration in An Post Retail Security

Retail Work Measurement

A number of meetings have taken place with the Company in relation to security at Retail Offices. The Company introduced new arrangements and procedures in order to enhance security for staff and it was agreed that the arrangements should be put in place in all Company Retail Offices.

The Clerical and Administrative Area Work Practice Change Agreement provided for the introduction work measurement and standards. Notwithstanding this it had not been possible to conclude Agreement on this. A Joint Working Group has commenced work, has agreed terms of reference and are now in the process of agreeing the methodology to be used in measuring the work. The Union will ensure that all work undertaken in Retail Offices is taken into account including any time required to conform with new security arrangements.

TV Licence- Review Following a review of TV Licence work agreed changes have now been completed. The agreement provides for revised attendance times, efficiencies in administration work, revision of inspection areas, management of resources and performance incentives. The objective of the agreement is to enhance the ability to retain this work in the event of a tendering process or change to the business model.

New Retail Services Introduction of Foreign Exchange PostFX Cards

Transport The Union is in receipt of a proposal from the Company to centralise Transport work in Mullingar together with the introduction of Tranman computer system. At the time of writing the Union is awaiting proposals by the Company to address staffing issues at Sligo in advance of transferring work to Mullingar.

Regional Offices Structure

Additions to Western Union Service

Over the last two years the Company has carried out a review of the Retail Office Structure. A proposal in relation to the outcome of the review was presented to the Union before Easter. The Union approach will insist that any changes are not confined to CWU members in addition to dealing with the our own staff impact.

New BillPay Customers o o o

International Student Identification Card Fitzgerald Waste (Limerick) St James Hospital (Dublin)

Retail Accommodation – Good News for Athy and New Ross

Social Welfare Contract

A considerable number of Branch Offices are in very poor repair and are not appropriate for any serious financial institution. The Union has attempted for some time to have these progressed at the Joint Accommodation Working Group. It is pleasing to report some progress as alternative accommodation, with a view to early occupation, has been identified for Athy and New Ross Retail units.

The Company is currently engaged in the tendering process for the Social Welfare Contract. The requirements in terms of reach to customers for those tendering has been revised in a way which increased the ability of competitors to compete for the contract.

The retention of this contract is obviously vitally important to the retail business.

34

Officially Opens William Norton House The Communications Workers’ Union Headquarters has been located at 575 North Circular Road since 1982 and the Biennial Conference ratified the National Executive Council decision to completely re-furbish the building in 2010. The refurbishment was done to the highest standards to create an exciting and dynamic office and conference venue.

The building was formally opened by President of Ireland Michael D. Higgins on Thursday, 28th March 2013 and was renamed “William Norton House”.

Described as a venue like no other, the beautifully appointed building still incorporates a real sense of history.

The original building, which once housed St. Canice’s School, had the staircase lovingly restored, honouring the school’s position as the essence of the local community. The new facility includes a Conference Hall, five Boardrooms, break-out areas, complimentary wifi, and state-of-the-art teleconferencing facilities.

Every CWU member can be enormously proud of William Norton House and take the opportunity to avail of its superb facilities.

The CWU Band do a Guard of Honour for the President of Ireland, Michael D. Higgins, 35 who was escorted through William Norton House by CWU General Secretary, Steve Fitzpatrick.

Imelda, Terry, Steve, President Higgins and Cormac

Steve shows President Higgins around HQ

President Higgins addresses CWU activists and guests

Sharing fond memories

The passion and conviction is still there!

Dave Begg chats with the President

Steve introduces Angela Rowntree to President Higgins

Kevin and Brendan Norton meet with President Higgins 36

Eamonn Walsh Uileann Piper and CWU member

John Baldwin and. Montserrat Mir with CWU staff and NEC

BIlly Hayes, Andy Kerr CWU UK chat with Steve and President Higgins

Ray Lawlor and Steve share a joke with President Higgins

Cormac, Colm Scully, Eamonn and Gerry Cuirc entertain guests 37

Sarah meets President Higgins

Fintan King and Jack O'Connor, SIPTU

Coleen Cleary gets an introduction

Donal Connell CEO An Post & President Higgins

Galway delegation pose with the President

President Higgins meets (from l to r): Geraldine Counihan, Breda McGuinness and Cliona Ardiff 38

Postal Update

Heads Up – UPS Proven Wrong TWICE wrong doings on two occasions. They also added to the stress caused to our member by their wanton waste of resources and time.

UPS had the proverbial football team of senior managers in attendance at the Tribunal, captained by Mr Dave Farrell of IBEC in an attempt to defend their serious misjudgements . In circumstances where the Company threw its own handbook at its driver to dismiss him for a reported error by allegedly failing to lock the passenger door (contents were secured in lockup) it would not be inappropriate that consideration be given to having the UPS managers concerned dealt with for their failures in accordance with the company handbook. CWU’s preference is that UPS engage meaningfully in a review of the handbook and procedures in conjunction with addressing the over stressful working of UPS Drivers

The Communications Workers’ Union attended the Employment Appeals Tribunal representing a member who was dismissed by UPS Management because they had contended he had failed to secure his van which, according to their handbook, was gross misconduct.

The Tribunal’s finding in the case stated: the Tribunal is not satisfied the respondent had not discharged its onus. The appeal’s process was fundamentally flawed and the penalty fair outweighed any wrong doing committed. The Tribunal makes a finding that the respondent was unfairly dismissed and varied the recommendation of the Rights Commissioner and awarded the respondent the sum of €15,000 under the Fair Dismissals Act 1977-2007.

The Union was entirely satisfied with the decision by the Tribunal as this is the second occasion in this case in which UPS management were found to be acting in an unfair manner. UPS management had previously been found to be wrong by a Rights Commissioner who decided in May 2011 UPS had unfairly dismissed the employee and awarded 8 weeks’ pay in compensation. It is most disappointing that UPS management compounded their error of judgement, by their decision to appeal the Rights Commissioner’s finding to the Employment Appeals Tribunal. In doing so, the management of UPS brought the Company unnecessarily under notice in the public arena thereby displaying their

☛ The appeal process was fundamentally ☛ ☛ ☛

flawed The penalty far outweighed any wrongdoing committed The respondent was unfairly dismissed Awards the respondent the sum of €15,000 under the Unfair Dismissals Acts 1977 to 2007

William Norton House Dublin’s Newest Conference & Event Venue visit www.cwu.ie for more information

39

Postal Update

Update on JCC Issues Sabbatical Leave

all grades to take account of the following:

The Union has lodged a claim with the Company for the introduction of Sabbatical Leave. Sabbatical Leave is unpaid leave whereby staff can apply for 1,2,3,6 to a maximum of 9 months off. While schemes like Term Time allow for periods of up to three months off in certain circumstances and Career Breaks allow for unpaid leave of over 12 months there are no schemes that allow for the other periods of unpaid leave. Discussions in relation to this are ongoing

•

Lead in Qualification period for payment of Acting Allowance

•

Rotation of actors to cover the following: • Fillable vacancies • Annual / Short Term Leave • Temporary Extra Duties

•

Calculation of Acting Allowance • Based on 14 day fortnight for higher grades • Grades now paid fortnightly based on 37½ hour week

•

Overtime • Actors do not get benefit of extra payments for non-overtime • Actors do not get higher overtime rate • Actors do not have facility to take hour for hour in lieu.

Career Breaks Following a review, agreement was reached to amend the terms governing career breaks and a new Company Circular was issued in May 2007.

Employees on Career Break are permitted to return to their previous grade and location after the first year. If the career break is extended beyond one year then the vacancy will be filled on a permanent basis and the employee returning from career break will have to wait for the next fillable vacancy.

However, the Union is concerned at the Company not allowing staff back for a number of years.

A Sub Committee of the JCC is examining this matter.

Claim for a review of the Mileage Rates Mileage rates are governed by Revenue guidelines.

Previously these guidelines were considered fair as they were linked to a variety of different criteria which included the cost of petrol/diesel, insurance, price of cars etc. However, this changed when the Government reduced the rates by 25% as a cost cutting exercise.

The Group of Union’s again met the Company on the 17th February 2012 to discuss our concerns in this area.

Staff who use their own vehicles for work and receive mileage for it are not adequately compensated. As a result they are out of pocket considerably when travelling as part of the daily work. The Union is seeking a review upwards of the number of kms travelled before the reduced rate of mileage kicks in.

The issue was referred to the LRC at which the Company proposed a number of changes to the scheme as follows: • •

•

•

•

Reduce the length of time an employee can go on Career Break from 5 years to 2 years Vacancies as a result of career breaks will only be filled by temporary recruitment, acting up or temporary transfer.

Temporary employees recruited against a career break will be let go after 2 years when the employee on career break returns Under the terms of the existing scheme employees on career break are only permitted to return after the first year. If they extend it beyond a year then any return to work is subject to a fillable vacancy.

Under the revised terms the employee will be allowed to return to their previous grade and location where possible and if it is not possible then they maybe be offered employment in another location.

Flu Vaccination An Post provide staff in the larger locations with the flu vaccinations. However, there are many other areas where staff would like to avail of the flu vaccination but unfortunately it is not available. The Union is seeking the extension of the vaccination to all areas. This matter was discussed at the Health and Safety Committee without any progress.

The Company have advised the Union that the flu vaccinations were scaled down over the last number of years due to limited interest from the staff. The Company has agreed to discus this further with the Union

These proposals are currently being considered by the Staff Side.

Claim for a review of acting up arrangements We have sought a review of acting up arrangements for 40

Postal Update Sun Cream

•

This item has been under discussion at the Health and Safety Committee for some time. The Company position is that it was not appropriate for the Company to provide sun cream for staff. The Company will write to the Union outlining the reasons for the decision and are happy to meet the Union to discuss further.

•

Service Leave and Term Time

•

The Union is aware that the Company reduced the annual leave entitlement of staff who avail of term time working.

They have done so on the basis that the annual leave entitlement has increased as a result of the reintroduction of service leave and as such they are entitled to reduce this when someone avails of unpaid leave. The Union continues to be unhappy with the Company approach and we have in particular raised the following issues with them:

•

In circumstances where staff were not advised in advance of taking term time that they would lose annual leave then they should have this leave returned to them We should agree a consistent approach to this issue going forward and agreed the level of leave to be taken off individuals depending on the length of term time and their service The Company should carry out an audit of all staff who had leave deducted with a view to returning leave to them where an excessive amount of leave was taken off them We should agree the content of a Company Circular to issue to all staff advising them of our discussions.

The Company has agreed to meet the Union to discuss this issue and at the time of writing we are awaiting a date for a meeting.

Uniform and Workwear

Retail Workwear Arising from difficulties associated with the POCs’ blouse, an evaluation process in respect of a replacement blouse was conducted and retail staff will be issued with the new garment in mid-March.

The Joint Uniform Committee has been updated on the selection process for new retail workwear and a number of garments have been considered by the Company regarding image and cost. The Group expects to receive a presentation shortly for staff side input before field testing of different items of workwear takes place.

2013 Distribution Programme The distribution of the 2013 issue of Postpersons’ Uniform was delayed to ensure the inclusion of the new safety footwear. The Company confirmed distribution of the kit in April.

Rainwear The Union had received a small number of complaints regarding the rainwear jacket not being fully waterproof. The Union has concerns that the problem could be more widespread and that staff may not wish to complain or return faulty items because of possible delays in receiving replacement rainwear.

In that regard staff should be aware that the rainwear is an item of Personal Protective Equipment and there is a legal obligation on the Company to provide it. In addition the employer must ensure that any PPE provided by the employer is maintained at all times in good working order. There is also a responsibility on employees to report defects in Personal Protective Equipment.

We have requested that Branches ensure that members report any defects to their Manager as well as ensure that Union Headquarters are made aware of any difficulties. This matter is under discussion at both the Uniform and Health and Safety Sub Committees.

Safety Footwear As a result of the level of complaints submitted by the Union with regard to the Safety Footwear the Company tendered for an alternative supplier.

Extensive trials of alternative types of safety footwear commenced during the summer. The trial examined both the durability and suitability of boots. All safety boots trialed were waterproof. The tendering process following the trial is complete and the new boots will be distributed with the new issue of Uniform in April.

Uniform Exchange/Return Process Arising from a number of difficulties with staff returning garments procedures setting out the process to be followed will be included with each Uniform Pack.

41

Postal Update

Attendance Management Seminar

mechanism in place for third party referral, in the event that there is a dispute of decisions taken or medical opinion of the Chief Medical Officer.

The Union is also conscious of the fact that there is a rise in the level of absenteeism at An Post which is an increasing cost on the Company finances and, in some cases, on the Union’s medical funds.

The absence thresholds are three or more incidents in any six-month period and/or eight or more days in any six-month period. Review meetings are to take place within two weeks of an employee being identified as over the limits.

A second meeting will take place if there are two incidents and reviews at three-monthly intervals. An employee will be entitled to a copy of a record of all of the meetings.

As part of the Seminar, Senior Management from An Post made a presentation of the training given to Managers and in attendance were Mark Graham, Head of Employee Relations, John Keegan, Head of HR Programme and Concepta Dalton, HR Executive.

Pat Kenny addresses the Seminar

A seminar for CWU Branch Secretaries at An Post was held in William Norton House on the 29th January 2013. The purpose of the Seminar was to explain the background to the new “Occupational Health and Support Policy” which replaced LAMP and AMP.

Occupational Health & Support Policy In order to deal with concerns in respect of difficulties experienced by members, agreement was concluded in respect of the role and general responsibilities of Occupational Health and Support staff, which are as follows:

The Union’s agenda in respect of arriving at this Agreement was to ensure that there were fair procedures and that members would be entitled to Union representations if necessary throughout the process.

Initially the Union wanted to ensure that adequate supports were in place for people who had, or were experiencing, difficulties giving regular attendance. In addition, the Union insisted that there must be a

• • • 42

Provide support regarding medical / welfare issues Provide professional opinion to Management Advise possible alternative work arrangements

Postal Update •

Advise of incapacitation on medical grounds (CMO only)

•

Where, following a consultation with Occupational Health and Support, an employee is dissatisfied with the conduct of the consultation itself, the following options are open to the employee: • •

•

Headquarters.

Members can representation.

assistance

for

Union

Independent Review of Medical Assessment In circumstances where Management intend taking action on foot of a dispute of Occupational Health Support Medical Assessment, which has significant consequences for members, e.g. redeployment or termination of employment, they have the facility to seek independent medical assessment. This applies in circumstances where Occupational Health and Support and medical assessments are disputed on medical grounds.

The Union will seek to have independent medical review take place from an agreed lists of specialists in Occupational Health.

The employee may raise any such concerns directly with Occupational Health and Support.

If the employee is not satisfied with the response received, they may set out any such concerns in writing to HR. Where members are not satisfied with the outcome when raising their concerns under 1 and 2 above, they may refer the matter to Company

Frank Burke and Peter Connolly

Bill Bell

seek

John Keegan and Mark Graham

Frank Donohoe

43

Damian Tuohy

Postal Update users in the state.”

One could be forgiven for thinking that ComReg has effectively washed its hands of its statutory obligation to ensure the provision of a universal postal service for every user in the state by simply shifting this responsibility onto the shoulders of An Post and all of its employees. As our members know all to well, An Post is already taking serious steps to address the matters referred to by ComReg, i.e. cost containment and growth in other commercial activities.

The CWU has had to accept the fact that mail volumes are in serious decline and that as a result of this, the revenues to the Company have been hard hit.

We have had to engage with the Company on a range of change agendas, which have not been easy for our members to accept, but it has always been the case that this union has never shirked from its responsibility to make the best of a difficult situation and to seek to protect as many jobs as possible, in what are very difficult circumstances. In addition to this, the Company itself has engaged in other commercial activities with the result that the subsidiaries of An Post now make an increased contribution to the Group turnover every year.

Therefore, it is not acceptable for ComReg to suggest that other measures are necessary to ensure the provision of the USO and the long-term viability of An Post, when these measures are already underway and very much part of the day-to-day reality of the Irish postal market. It is the view of the CWU that, if mail volumes continue to decline, more needs to be done to ensure that an adequate pricing mechanism is put in place to allow the Company to properly finance the USO. It is clearly the case that cost containment and other commercial activities will not yield the necessary revenues to continue funding the USO. The General Secretary has written to the Minister for Communications to express these concerns and has called on him to ensure that proper consideration is given to pricing regulation in future and that adequate flexibility is given to An Post to take account of the falling mail volumes. This kind of flexibility reflects the attitude of the European Commission and it is the case across Europe that other regulators are giving greater pricing freedom to the postal operators in other countries. The General Secretary also reminded the Minister that the continued threat of the €12 million fine against An Post and the lack of an agreed and transparent Quality of Service measurement system continue to be two serious issues that need to be addressed in the interest of the postal market and the customers who depend on it.

Postal Regulation Report ComReg Approves increase in the Price of a Stamp In February of last year An Post applied for permission from ComReg to increase the price of the basic stamp, along with a range of other universal services, which requires the Regulator’s approval before any changes can be made to the prices. Just over a year later, on the 1st March 2013, the Regulator wrote to the Company and advised that its price application under the Communications Regulation (Postal Services) Act 2011 had been granted. This means that the price of the basic stamp will increase from 55 cent to 60 cent and there will be changes to the rates applicable to bulk and metered mail also. It should be noted that An Post’s original price application sought to increase the price of a stamp from 55 cent to 65 cent, and whilst this application was not formally rejected by ComReg, it was clear following communications issued by ComReg that it felt that an increase in the range of 5860 cent would be more applicable. It further suggested that, if An Post submitted a revised price application, it would be more inclined to grant it.

It is expected that the increased postage rates will yield an additional €11 million to the Company in the first year of its implementation. When added to the additional revenues it expects to generate from the prices that were increased outside of the universal service area last year, the total additional revenue should reach approximately €19 million. However, this falls well short of the cost of providing the universal service obligation, which it is anticipated will have cost the Company €65 million in 2012.

In its letter to the Chief Executive of An Post, ComReg stated that “The price increases hereby consented to can only be one of a series of measures necessary to ensure the continued financial viability of An Post and maintain the provision of a universal postal service. These various measures must include cost containment and growth in other commercial activities. It is for An Post to address its financial challenges by identifying and taking these other necessary measures as a matter of urgency, in order to ensure the continued provision of a universal postal service at an affordable price for all postal service

44

There are four age calculation points that come into effect when calculating the death benefit insurance.

• Age 55 • Age 60 • Age 65 • Age 70 The Insurance benefit payable will be in proportion to the amount of savings that a member has made during the term of membership.

The benefit is also dependent on the member’s age at the date lodgements are made to the account.

Amounts saved after the 70th birthday is not insured. However, cover built up before the 70th birthday remains in force after the 70th birthday.

Death Benefit, Life Savings & Loan Protection Insurance

Withdrawals of savings can affect Life Savings cover.

The maximum the credit union pays out is `8000.

Example: At age 55 if a member has `8000 in his shares and leaves a balance of `8000 until death, then the nominated person would get whatever is in the shares plus the maximum `8000.

esccu provides all qualifying members with

At age 60 it would be 75% of the maximum.

At age 65 it would be 50% of the maximum.

At age 70 it would be 25% of the maximum

• Death Benefit Insurance

The insurance is calculated on a low balance also – so to qualify for the full benefit the shares should not dip below `8000. If there is a withdrawal that brings the balance below `8000 after the age of 55 then this would affect the final total of the insurance pay out.

• Loan Protection Insurance • Life Saving Insurances

Remember the maximum we pay out is `8000 plus `1500 death benefit grant.

esccu automatically insure all members who have joined before the age of 70.

Loan Protection Insurance In relation to the loans if a loan is taken out in good health before the age of 70 the loan is cleared up to a maximum of `40,000.

Death Benefit Grant A death benefit grant of `1500 payable to the nominated person of the deceased member providing a balance of `250 remains in the account at time of death.

From age 70-79 the loan is cleared up to a maximum of `30,000.

Life Savings Life Savings Insurance is payable on the death of the eligible member subject to policy terms and conditions.

After the age of 80 the loan is not covered.

55 Dawson Street, Dublin 2. Phone: 01-6792344 Fax: 01-6790802 Email: info@esccu.ie Web: www.esccu.ie e-services & communications credit union ltd. is regulated by the Central Bank of Ireland.

45

Forced Labour:

Modern Day Slavery in Ireland

by Ciara Melinn, CWU Researcher

Delegates attend the Seminar on Forced Labour in CWU Headquarters, 24th February, 2013.

law. The seminar was then addressed by a number of speakers from the trade union movement and MRCI. John Douglas (General Secretary, Mandate) discussed the need for a system of support for victims of forced labour to allow them to come forward without fear of prosecution if they are undocumented workers and he welcomed the government decision to criminalise forced labour in the state. John also discussed the possibility of extending the powers of NERA to allow the organisation to carry out robust inspections and any incidents of forced labour which are identified should then be liable to criminal prosecution, with sanctions being real and enforceable. Furthermore, the system for work permits needs to be overhauled to allow the individual to ‘sell their labour’ to an employer, rather than be tied to one particular employer as a requirement of their work permit. John noted that the trade union response needs to set this issue in the broader context of social justice; it must appeal to people’s sense of fairness and should be

“Forced labour is modern-day slavery; a severe form of exploitation involving deception and coercion of workers by unscrupulous employers. It is a growing problem in Ireland and globally. Over the last 6 years MRCI has dealt with some 180 cases – which is only the tip of the iceberg. Forced labour occurs mainly in unregulated low-paid employment such as catering, domestic work, care, construction, agricultural and entertainment sectors.”

A seminar was held recently in CWU Head Office, organised by the Irish Congress of Trade Unions and the Migrant Rights Centre Ireland, on the issue of Decent Work: Global to Local Action on Forced Labour: A Trade Union Response and was attended by Ciara Melinn and Carol Scheffer (CWU Head Office) and Paddy Mathews (eircom Drogheda Branch). The seminar was opened by the Chair, Moira Leyden (ASTI), who noted that there are two key areas when confronting the serious problem of forced labour: to address demand and to change the 46

Gráinne discussed the current situation in Ireland, stating that the Irish authorities don’t classify many cases as forced labour, but these are wrongly classified as breaches of labour rights which creates difficulties in tackling this issue. A major concern is that undocumented workers are often treated not as the victim, but a criminal, because of their immigration status and they are denied access to justice in the Labour Court if their rights have been breached. The Irish government is set to pass legislation that will criminalise forced labour in the state and the new clear definition will bring Ireland into line with its commitments under ILO Convention 29 on Forced or Compulsory Labour. The new legislation will provide greater protection and support for victims of forced labour and will provide for criminal prosecution of employers who are found guilty of offences.

The seminar closed with a discussion on what steps the trade union movement could take to help tackle this issue and many agreed that trade union representatives would need to be educated on recognising and handling any instances of forced labour that they may encounter in a workplace. Furthermore, it was agreed that the victim needs to be allowed access to the Labour Court, irrespective of immigration status, if their rights have been violated.

framed in the debate on decent work and the type of Ireland we want for the future.

Dr Philipp Schwertmann (Trade Union Federation of Berlin-Brandenburg) discussed the trade union response to trafficking and forced labour in Germany which is at a more advanced stage, and in particular the work of Berlin Alliance Against Labour Trafficking. Dr Schwertmann noted how trade unions are in a strong position to fight forced labour as a result of a number of factors intrinsic to the labour movement: • • • • •

Unions have established networks (local to national and beyond) It falls into the decent work agenda already being pursued by unions It is part of the core labour standards of the ILO which are upheld by unions Unions have links to government Unions have links to other social/ community organisations

Dr Schwertmann went on to discuss the issues that were encountered when trying to organise undocumented workers to provide union representation, all of which can be overcome through education and dialogue. The problems included a lack of knowledge of the issue of forced labour, limited solidarity between union members, language barriers and limited resources. The most important lesson taken from the experience in Germany was the need to organise workers locally, as there is no transnational collaboration or recognition between trade unions (i.e. a pan-European union for undocumented workers cannot make representations in individual countries as it is not recognised in those jurisdictions).

Finally, Gráinne O’Toole (MRCI) gave a presentation on forced labour in Ireland and the current status of legislation which will criminalise forced labour in the state. Gráinne noted that there were approximately 12.3 million people in forced labour in the world – 360,000 of those are in industrialised countries. There are six methods generally used to keep an individual in forced labour: 1.

2.

3.

4.

5.

6.

Threats Restriction of movement Debt bondage Withholding passports Withholding wages Threat of denunciation to authorities

47

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48

PERSONAL INJURY CLAIMS AND WILLS: CC SOLICITORS WHO ARE WE? Colleen Cleary Solicitors (“CC Solicitors”) currently provide strategic employment law advice to the CWU. Our specialist knowledge means that we are best placed to ensure the CWU and its members achieve optimum results within the parameters of employment law.

PERSONAL INJURY CLAIMS CC Solicitors is extending its range of legal services to include personal injury claims for CWU members in the private sector. Personal injuries can include injuries sustained as a result of an accident or medical condition that has occurred in or out of work and can include the following: • • • • •

Workplace injuries and diseases Medical negligence Road traffic accidents Holiday claims Claims for personal injuries arising out of psychiatric illness developed at work

IF YOU THINK YOU HAVE A CLAIM, WHAT SHOULD YOU DO? •

ACT IMMEDIATELY: If you think you may have a claim you should act immediately as legal time limits apply that may prevent you from pursuing a case if it is out of time.

•

FREE INITIAL CONSULTATION WITH CC SOLICITORS: You can arrange a FREE initial consultation with CC Solicitors to ascertain whether there is a stateable claim that should be pursued. The majority of claims are processed through the Personal Injuries Assessment Board (“PIAB”) in the first instance. If, however, (a) the PIAIB does not make an award or (b) the member or the defendant chooses not to accept the award, the claim will proceed to the civil courts and a Conditional Fee Arrangement (“CFA”) will be agreed with the member.

OTHER SERVICES – WILLS Do you have a will? A will is the only way of safeguarding the future of those whom you care for as problems can arise if you die intestate, that is, without a will. Do you need a will drafted? If so, CC Solicitors will draft a FREE will for you.

HOW TO AVAIL OF SERVICE For members in the private sector and Vodafone who think that you may have a claim that you would like to discuss with a solicitor you may contact your Branch Secretary to request a ‘Letter of Introduction’ from Union Head Office. This initial consultation is FREE. We look forward to hearing from you.

49

Education Update

Education Grant Scheme is continued for 2013 grant will help cover course materials, tuition fees and accommodation for up to 22 days to a maximum value of €350. This payment will be made retrospectively.

The Union is pleased to announce that we are continuing the Education Grant Scheme for 2013, which is open to members and their dependents.

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

Application Criteria for the three Grant Schemes 1.

The CWU Education Grant Scheme is made up of the following three categories: 1.

2.

Members/Members’ Dependents in Third Level Education 3.

The Scheme will offer four awards every year.

Each award will be worth €2,000 for each year of study up to a maximum of four years. These awards will be made to Union members or members’ dependents involved in study or research at Diploma, Degree, Post-Graduate Diploma or Post-Graduate Degree level.

Members who have already commenced approved courses will likewise be considered.

This year and on a trial basis only, we have opened up the scheme to all courses at the aforementioned levels. The application of the third level grant scheme will be reviewed again in the autumn.

Awards will not be given for a repeat year and will be made on an annual basis for each year of study.

2.

4.

5.

6.

7.

Second Level Awards for Members and for Members’ Dependents

Review of Scheme The Union is committed to monitoring this scheme and it will be reviewed on an annual basis by the Education Committee in light of the applications received, budgeting and requirements of members.

Up to 30 awards will be made each year to second level students. Each award will be worth €400 to help with the purchase of schoolbooks and class materials.

Members studying for the Junior and/or Leaving Certificate as mature students will also be considered for this award.

3.

An applicant must have at least one year’s membership of the Union and be in benefit when both the application and the payments are made and for the duration of the course.

For transparency purposes, applications must be made on the official form and no other version of the form will be processed. Photocopies of the forms and faxed copies are acceptable.

Electronic signatures on forms will not be accepted.

Only one application per member, per dependent, per category will be accepted. Multiple applications (per member) for the same dependent in the same category will nullify that application. However, members may enter each of the three categories if they or their dependents are attending the Gaeltacht, second level or third level institutions.

Grants will be awarded by means of a draw which will take place at a date and time to be decided by the National Executive Council.

The decision of the National Executive Council on all matters relating to this scheme shall be final.

Grants will be non-transferable.

Applications A circular issued in April seeking applications for the grant scheme. The application forms will be included in that circular and will be made available through your Branch, from Union Head Office and from the Union website www.cwu.ie.

In the interim members are asked to contact Union Head Office with any queries or feedback on the Education Grant Scheme.

Gaeltacht Awards for Members’ Dependents Up to 20 awards will be made each year for the dependents of members to help cover the cost of their participation in a Gaeltacht course. The

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Education Update

2013 Training Calendar is announced numbers, however in the interim Treasurers are requested to return the appropriate nomination form to union head office. Further details on the Treasurer Training are contained in this article. Newly elected Treasurers will receive this training during the Branch Officer Course.

As per our February circular, the Union is pleased to announce our training calendar for 2013.

As always we update our training courses in line with the role that our Representatives carry out. In that regard this year, we are asking all Treasurers other than those who have been newly elected to attend a half-day training course that will be scheduled later in the year. It is our intention to hold the course on a regional basis subject to

The following are the proposed arrangements for our upcoming courses:

CHAIRPERSONS’ COURSE DATES: April 16th, 17th & 18th (3 days)

VENUE: Union Head Office, Dublin

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

BRANCH SECRETARY STAGE 1 COURSE – TRADE UNION REPRESENTATIVE SKILLS CERTIFICATE DATES: April 23rd, 24th, 25th, 30th & May 1st

VENUE: Union Head Office, Dublin

All newly elected Branch Secretaries are required to attend the Stage 1 course, as well as any currently elected Branch Secretary who may not have had the opportunity to attend in the past. While all newly elected Branch Secretaries are required to attend the course, it will be at their own discretion as to whether they would like to avail of the certification. Those who wish to get a certificate will have assessments to complete. For further information on this course and the certification offered, please contact the Education Officer, Carol Scheffer directly.

BRANCH OFFICERS’ COURSE DATES: May 14th & 15th (2 days)

VENUE: Union Head Office, Dublin

The course is open to Assistant Secretaries, Vice Chairpersons and newly elected Treasurers. The aim of this course is to provide Branch Officers with the necessary skills to carry out the role of a Branch Officer given that they will be required, from time to time, to stand in for either the Branch Secretary or Branch Chairperson. Newly elected Branch Treasurers are also requested to attend the training as Treasurers, in addition to their own role, are also Branch Officers and will be required to represent members on occasion and will need the skills to do this.

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

Treasurer Training for all CWU Treasurers (Other than newly elected)

Nomination form to indicate your intention to attend and return it to Union Head Office. Newly elected Treasurers do not attend this course as they will receive their training during the Branch Officer course as detailed above.

It has been decided by the National Executive that all Treasurers are to attend a new training course that has been developed by the Education Committee and piloted last year. The course will be a half-day in duration and where possible will take place on a regional basis. It is obligatory for all Treasurers to attend (unless the Branch Treasurer attended the pilot course last year). The dates and venues will be agreed by the Education Committee and circulated on receipt of the completed nomination forms. Therefore please complete the Treasurer

BRANCH SECRETARY STAGE 2 DATES: Sept. 10th, 11th & 12th (3 days) VENUE: Union Head Office, Dublin This course should be attended by Branch Secretaries who have completed Stage 1 and are in their second or consecutive term as Branch Secretary. This course is offered subject to numbers requiring the training.

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Education Update EQUALITY REPRESENTATIVES DATES: Sept. 25th & 26th (2 days)

VENUE: Union Head Office, Dublin

The Equality Representative is a support role to the Branch Secretary who can assist with equality related matters such as work life balance, statutory and non-statutory leave, disability in the workplace etc. This course is open to all Branches.

COMMITTEE COURSES DATES: This course is normally 2 half-days in duration, the dates of which will be set with Branches, as required. VENUE: To be agreed with the local committees The Education committee will make courses available at regional venues so as to facilitate Branches who have their own individual requirements for committee training. Availability will be subject to numbers requiring the training and release. The Branch Secretary will be responsible for attendance.

All newly elected Committee members are required to attend training as well as any Committee members who may not have had the opportunity to attend in the past. Please contact Carol Scheffer directly to discuss your Branch training requirements.

Please note that it is mandatory for all those who are newly elected into their Branch roles to be trained by the Education Committee. Participants must fill in the relevant nomination form for the courses they wish to attend so that we may contact them regarding course arrangements.

Please also note that all of the forms can be downloaded from our website www.cwu.ie (under Union Education).

It is essential that members who applied for training in previous years and did not have the opportunity to attend send in a new nomination form, as participants for all the above courses will be selected only on receipt of the current nomination forms.

Forms must also be signed by the Branch Secretary as relevant and be sent to Union Head Office at the earliest.

Get into print!

Wear your Union Badge

Anyone wishing to submit articles or photos to appear in the Connect journal, please, either: email to imelda@cwu.ie or post to Imelda Wall,

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

Find us under:

CWU Ireland 52

CyohurasellfltoeanCgycele that

matters!

join us on a kingspan ihf

ATLANTI C

to MED

ATLANTIC to MED 21st-27th July 2013

in aid of the Irish Hospice Foundation To ďŹ nd out more or get an information pack please contact our fundraising team on 1890 71 7000 email: fundraising@hospicefoundation.ie or log on to www.hospicefoundation.ie

53

Proudly sponsored by

SWISS REFERENDUM: Blow against culture of greed

by Richard Elliott, Director of Communications

Swiss strike a blow against fat cat culture UNI Global Union welcomes the results of referendum in which the Swiss have voted to put the brakes on Switzerland’s big pay out executive culture. redundant at Novartis, the culture of massive salaries for top management coupled with obscene bonuses continued unabated. $78 million for Vassella, just weeks before the referendum, was the tipping point. CEOs take note: at least in Switzerland the golden Nearly 70% of voters agreed to parachute has turned to stone.” plans to give shareholders a veto on Jennings continued, “The Swiss compensation and ban golden have taken the lead – this is a world hellos and parachutes for CEOs. first.

We expect other countries to The appeals for good behaviour follow suit. Investors and worker and voluntary codes failed to pension funds have a new tool to convince as the people voted for a bring sanity back to CEO pay. The new law. global labour movement will take The referendum initiative was this message to the G20. We have led by Thomas Minder who UNI Global Union General to close the wealth gap and lift the collected the 100,000 signatures Secretary Philip Jennings bottom rather than feed the greed at necessary. The vote took place in the top.

There are positive signs, not only in Switzerland the wake of the scandal around the $78 million golden but across Europe. The EU has also finally woken up and parachute which was to go to retiring Novartis CEO approved measures to cap bankers’ bonuses. The seeds Daniel Vassella. Public pressure resulted in the golden of a new banking culture are finally being sown although parachute being withdrawn. much remains to be done.”

The referendum result came just days after the EU The "fat cat initiative" will be written into the Swiss approved measures to cap bankers’ bonuses. constitution and applied to all Swiss companies listed on UNI Global Union General Secretary Philip Jennings country's stock exchange. said, “The Swiss people have spoken and shown their The EU deal has agreed that bonuses will be capped at concern for the growing wealth divide in their country. a year's salary and only rise to two year's pay if there is They find it unacceptable that while UBS makes approval from shareholders. multibillion dollar losses and thousands are made

UNI Global Union says the Swiss people have sent a positive message to the rest of the world by overwhelmingly backing proposals to impose strict controls on executive pay.

54

The Rowland Hill Memorial Fund of Ireland Rowland Hill, a great administrator and reformer of Post Office affairs, was born in 1792. He is best known as the initiator of the Penny Post. In tribute to his work The Rowland Hill Memorial Fund was established in Britain in 1882. The Rowland Hill Memorial Fund of Ireland is a benevolent fund that has been in existence since its inauguration in 1928.

It has as its object, the relief of distress among members of staff of the former Department of Posts & Telegraphs, An Post, Telecom Éireann and eircom, throughout the State, whether still in service, or retired, who have fallen into necessitous circumstances. It also affords assistance to Widows, Orphans and other dependants of staff, when in need.

The Fund is managed by a body of trustees who are assisted by a committee of recommendation, composed

of officers of An Post and eircom, and officers who are officials of staff associations. Neither the trustees nor members of the Recommendation Committee receive any remuneration for their services.

To apply for assistance, please write to: The Honoray Secretary, The Rowland Hill Memorial Fund of Ireland, G.P.O., Dublin 1 or alternatively, contact one of the eircom or An Post Welfare Officers.

Rowland Hill, a great administrator and reformer of Post office affairs was born in 1792. He is best known as the initiator of the Penny Post. In tribute to his work the Rowland Hill Memorial Fund of Ireland was established in Britain in 1882. An independent organisation was founded in Ireland in 1928, under a Deed of Trust approved by the High Court of Justice.

Today, the Rowland Hill Memorial Fund of Ireland provides financial assistance for serving or retired staff, of An Post and eircom, and their dependants. It also provides financial assistance for retired staff, of the former Department of Posts and Telegraphs and Telecom Éireann, and their dependants. Assistance may be given to those who find themselves in need due to age, poverty or infirmity. The Rowland Hill Memorial Fund of Ireland

✃

is managed by a voluntary committee of Trustees.

The Fund is worthy of your support because: 1.

2.

3.

4.

It is administered by an independent and voluntary body of Trustees.

Thousands of staff and their dependants have been helped over the years when they were in urgent need of help.

Subscriptions may be deducted from your pay. A few cents deducted regularly will mean a lot to someone in need.

The suggested subscription is 50 cent per week.

Please fill out the form below and send it to Honorary Secretary, Rowland Hill Memorial Fund of Ireland, G.P.O., Dublin 1.

The Rowland Hill Memorial Fund of Ireland

I hereby authorise the deduction of __________ per week / fortnight / month from my wages / salary for payment to the R.H.M.F., commencing ______________20___.

Name (Block Letters) ___________________________________________________________________________ Staff / Pension No. __________________ ( An Post / eircom) (Please delete as appropriate)

(Please delete as appropriate)

Signature _____________________________________________ 55

Date_______________________________

Israel to retain €90m owed to Palestinians ISRAEL TO RETAIN €90M OWED TO PALESTINIANS the West Bank, including in the controversial area known as E-1, between Jerusalem and the settlement of Ma’ale Adumim. That decision has been widely condemned by the international community, including the European Union.

Prime minister Binyamin Netanyahu was in belligerent mood as he addressed ministers at yesterday’s cabinet meeting. “We are building, and will continue to build, in any location that serves Israel’s strategic interests.”

‘Historic achievement’ He made it clear that Israel rejected Thursday’s UN decision. “No Palestinian state will be established unless it recognises Israel as the state of the Jewish people and declares an end to the conflict.”

Palestinian president Mahmoud Abbas received a hero’s welcome when he returned to Ramallah yesterday from the UN general assembly. “Now we have a state,” he told thousands of cheering supporters. “Palestine has accomplished a historic achievement.”

He said the overwhelming majority at the UN General Assembly showed the international community stood behind the Palestinian people.

“The march was a long one, and the pressures were enormous, but we stood fast and we prevailed, because we are the voice of these people.”

In response to last week’s United Nations vote granting Palestine the status of a non-member observer, Israel will withhold €90 million in tax revenues that were to be transferred to the Palestinian Authority this month.

Finance minister Yuval Steinitz said the money, which is collected from Palestinians working in Israel on behalf of the authority, would offset a debt owed by it to the Israel electric corporation.

He said Israel had warned that there would be repercussions if the Palestinians pushed ahead with their unilateral UN attempt for statehood.

“The provocation is by the Palestinians,” he said.

“They are trying to promote a state without recognising Israel, demilitarisation or security arrangements.”

Yasser Abed Rabbo, a senior Palestinian official, said Israel was guilty of “piracy and theft” by refusing to hand over the funds.

The cash-strapped Palestinian economy still relies heavily on foreign aid and tax revenues collected by Israel. The move will make it difficult for Ramallah to pay civil service salaries and provide public services. But Arab states had pledged to make up any cash penalties imposed by Israel.

The decision marks the second punitive measure carried out by Israel in response to the UN vote.

On Friday it was announced that an extra 3,000 homes for Jewish settlers would be built in east Jerusalem and

© 2013 irishtimes.com 56

Call for ban on imports from Israeli settlements

by Kitty Holland

Ireland must move to ban goods imported from illegal Israeli settlements in Palestine, the Irish Congress of Trade Unions has said.

‘Meaningful pressure’ The Palestinian farming groups say a ban on settlement imports “would apply meaningful pressure on Israel to comply with international law and end its gross infringements of the human rights of the Palestinian people.

“We urge the Irish Government to implement a ban on settlement trade as a first step towards advocating an EUwide ban during the Irish presidency of the EU.” A ban has been backed by Trócaire, Christian Aid, EAPPI and, in September, by the Oireachtas Committee on Foreign Affairs and Trade.

In May, the EU Foreign Affairs Council condemned the settlements “which threaten to make the two-state solution impossible”, while in October the UN Special Rapporteur on Human Rights in the Occupied Palestinian Territories, Richard Falk, submitted a report to the General Assembly in which he said: “All companies that operate or otherwise have dealings with Israeli settlements should be boycotted until such time as they bring their operations fully into line with international human rights standards and practice.”

Mr Gilmore said he agreed a ban on settlement goods “could have a symbolic impact” but said a ban would “not, of itself make settlements unviable”.

David Begg, General Secretary of ICTU, is calling for an “urgent meeting” with Tánaiste and Minister for Foreign Affairs, Eamon Gilmore, “to seek an immediate and effective intervention by the Irish Government in light of the recent conflict in the Gaza Strip.”

In a letter to Mr Gilmore, sent over the weekend, Mr Begg calls on the Tánaiste to demand revocation of the favoured trading status Israel enjoys with the EU and an Irish push for an EU ban on trade with Israeli settlements.

In another letter, also sent to Mr Gilmore over the weekend, a coalition of Palestinian agricultural and farming groups calls for “a ban on trade with illegal Israeli settlements”.

The appropriation of Palestinian land on the West Bank has continued since 1967. According to the Israeli human rights organisation B’Tselem, Israel has established more than 200 settlements in the Gaza Strip and West Bank. Some 42 per cent of the West Bank has been occupied by over 500,000 Israeli settlers.

Justin Kilcullen, executive director of Trócaire, says while Palestinians endure check-points, water and medicine shortages, house demolitions and land confiscations, Israeli settlers “enjoy tax-breaks [and] access to swimming pools”.

Among the settlement goods on sale here are agricultural crops, plastic garden furniture made by Keter, and Soda Stream products.

They are labelled as coming from Israel. Their value is small – between €7 and €8 million a year. However Joe O’Brien, advocacy co-ordinator with the Ecumenical Accompaniment Programme in Palestine and Israel (EAPPI) says an Irish ban would be internationally and symbolically “very important”.

‘No prospect’ of EU ban “I remain convinced that there is no prospect, at this point, of reaching agreement on a ban at EU level,” Mr Gilmore said last month.

On Friday, Israeli prime minister Binyamin Netanyahu approved the construction of thousands on new homes in the occupied territory of east Jerusalem, a move widely seen as retaliation for the United Nations vote on Thursday to recognise a Palestinian state.

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CWU People

Gerry Kennedy Retires

50th Birthday Wishes for Cormac O Dálaigh

Mr Gerry Kennedy Postman, Ballyshannon, Co Donegal who retired on 28th February 2013 with 41 years service.

Gerry is presented with his Union scroll and badge by Mr Paul Crawford, Chairman Donegal South West Branch on his last day of service. We wish Gerry a very healthy and happy retirement from all his friends in Donegal SW.

Cormac O Dálaigh, President CWU, celebrates his 50th Birthday with a cake presented by Sarah Vaughan, on behalf of all the staff at CWU.

Halligan Insurance i-Pad Draw

Included in the photograph with the General Secretary, Steve Fitzpatrick are: Ciara Melinn, Union Head Office, Steve Crilly, Halligan CWU Insurance Schemes, and winner of the i-Pad Draw, John Clarke (inset).

60

The draw for the iPad was held in Union Head office on Tuesday 11th December. The winner was, John Clarke from the ‘Central Region Managers Branch’.

John is based in Dublin. The winning ticket was drawn out by Ciara Melinn, a member of staff in Union Head Office.

Halligan Insurance would like to take this opportunity to thank all for the terrific response.

CWU People

Dublin No. 1 Branch AGM

Dublin No. 1 Branch Officers at AGM He commented that, “Regrettably, it appears that management in this area are doing everything possible to hinder our efforts, but we will persist.”

John spoke about the Company attempting to introduce performance management into certain areas of the Branch without agreement with the Union. He stated in his report that, “COTs and Apprentices do not have agreed targets and are paid to do a day’s work. At this stage most of you will be aware of these facts. But still, SOMS and FLMs persist in raising the matter either at team briefings or at one-to-one meetings with team members.”

He also reported on recent discussions regarding the review of the 24-hour rota in SMC Citywest and stated that he is hopeful that the 6-team rota should be changed to a 7-team rota in the near future, which will allow for less time worked on critical shifts.

Finally, John congratulated the Branch Treasurer, Rory Duggan, on his recent achievement in completing his third Humanitarian aid convoy

CWU Dublin No. 1 Branch AGM took place on 19 Feb 2013 in Liberty Hall and the National Officer Jim Browne attended..

All Three Branch Officers, Chairman, Will Meegan, Secretary, John Egan and Treasurer, Rory Duggan were re-elected unopposed.

In his Annual Secretary’s Report, John Egan dealt with most aspects of the Branch, focussing on the past 12 months, and he called on National Executive to seek the reintroduction of a Company-wide Bonus Scheme, stating that that all Staff must share in any potential bonus pot. He Commented that, “It would be totally unfair, unjust and unacceptable for those at the top table to take most if not all of any ‘bonus’ pie, whilst graded staff, who have borne the brunt of the hardship over recent years, miss out”.

John outlined the work done by the Branch on behalf of the Apprentices and stated that the Branch will continue to work to better the life of the Apprentice.

Jim Browne

Willie Meegan

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John Egan

CWU People

Charlie O’Neill retires from the CWU conference and indeed Charlie only missed out by one year attending together with his father. It was Timmy who instilled in Charlie his belief and love for the Union. Charlie served on the Branch Committee of the Dublin Postal Clerks Branch and was the Chairperson of the Branch from 1985 until his appointment as the Personal Assistant to the General Secretary.

Charlie was also a member of the first National Executive Council of the CWU and served for many years on the NEC. He was a member of the Postal Sectoral and was Chairperson in 2003. In his role as Personal Assistant to the General Secretary he was instrumental in developing the new structures within the Union. Charlie was always prepared to have his say and would make his point forcibly when necessary.

Charlie’s retirement function took place in Andy Moore Park home of the Dublin Sports and Social Club which Charlie also serves as Chairman of. The function was attended by his all family including the staff and colleagues in Union Head Office, members of his own Branch, representatives of Branches around the country and the attendance was testament to the esteem in which Charlie is held by all. The service Charlie has given to the Union is appreciated by everyone and we would like to wish Charlie and his wife Margaret many happy years of retirement.

Steve bids farewell to Cha

The Union recently celebrated the retirement of Charlie Neill from Union Headquarters. Charlie has been the Personal Assistant to the General Secretary since Steve took up the post of General Secretary back in 2004.

Charlie has been involved in the Union since he commenced working in An Post and prior to taking up his role in Union Head Office he was a regular attendee at Annual Conference. His father Timmy represented the Newport Branch in Tipperary at 62

CWU People

Charlie and Margaret

Charlie and his nephews

Charlie’s brother, Frank O’Neill

Charlie celebrates his 60th Birthday also!

Johnny Bonar

Charlie and his two sisters

Cha, Seán and Dolores McDonagh

Joe and Marie Maher

Fintan and Antoinette King

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CWU People

Chris Egan Sails Against Cancer Chris Egan pictured outside the Foynes Yacht Club and pictured below, Chris’ yacht (image source: “Sail Against Cancer Ireland” Facebook page)

Chris Egan, Postman in Newcastle West, Co Limerick, was diagnosed with cancer in late 2010 and had 6 months chemotherapy. His treatment was due to complete this February.

It is Chris’s intention to sail around Ireland calling to over 30 locations, starting in May, to raise funds for The Cancer Society and RNLI. Chris has a Facebook page “Sail Against Cancer Ireland” and web site is to follow.

For more details contact Chris on mobile 086-8531311

Shave or Dye 2013 in the DSU, Kilkenny

Pictured l to r: John MacClean, Enda Cunniffe, Dave Carr, Arno Kourtout, Damien Grimes, Jack Fitzpatrick, Noel Shortall, Tommy Larkin, Greg Stanley. Insert Mark Andrews.

The DSU, Kilkenny crew got a “Shave or Dye” done recently with help from Peter Mark Hairdressers in Kilkenny, who got up early to be in to do the trim at 7.15 a.m. Thanks to Majella Buggy, Cathy Cunniffe and Lyn Knox.

So far they have raised over €1,000.00 and still counting!

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CWU People

Thomas Kealy Retires

Pictured from l to r: Paddy Barry, Chairman Kilkenny Branch, Thomas Kealy (who retired after 19 years’ ‘service) and Thomas Deegan, Secretary Kilkenny Branch.

Michael Flynn Retires

Paddy McKinley Retires

Pictured from l to r: Ray Crowley, Michael Flynn, Anthony Horan, Francie Power, Jason Caulfield It is with fond memories, that the staff of the Waterford D.S.U. bid farwell to Micky Flynn on his retirement.

Michael was an integral part of the staff throughout his career. He is a former Branch Secretary and the founding member of the Waterford Postal Social Club.

Always willing to give up his time for others, this led him to become a senior instructor in the fire service (civil defence).

Micky is an avid Formula 1 fan and an extremely talented carpenter. We wish himself and his wonderful wife Vanessa the very best of health and happiness for the future.

Pictured from l to r: Paddy Mc Kinley (Centre) being presented with his Union Scroll by Seamus McLaughlin (Chairman Lifford/Inishowen Branch) and Michael Gallagher (Branch Secretary) Paddy Mc Kinley retired from Carndonagh DSO on 30th November 2012 after 26 years’ service. Paddy delivered mail in the Inishowen area of Donegal and will be missed by his colleagues and friends. Best wishes Paddy on your retirement from all your past and present colleagues in Carndonagh DSO. 65

CWU People

Dublin Postal Drivers Branch Retirements

Catherine Slattery Retires

A.J. “Flan� Brien with Terry Delany.

Ray Lawlor pictured with Catherine Slattery on the occasion of her recent retirement.

Catherine Slattery, Branch Secretary Dublin No 3 Branch, and former National Executive Council Member, decided, having worked for the last 38 years, it was time for her to move on to new things.

Catherine has been an activist within the Union for the last 20 years. During that time, she has served on the Branch Committee, in all officer positions and on the N.E.C. She was also very involved in Equality issues and was a member of the Equality Committee, representing the Union at many international conferences.

Her dedication to the Branch and the Union was unquestionable. She worked tirelessly on behalf of all members and no request was ever too much for her.

The high esteem in which she is held was reflected by the number of people who turned up for her leaving function, which took place in the Academy Hotel.

The Union can ill-afford to lose a person of Catherine's dedication, commitment and willingness to do whatever it takes to achieve the best result for her members.

The Branch would like to wish Catherine all the very best for the future in whatever she decides to do and we know that all the people who met her down through the years would wish her the very same.

Kevin Mulligan, A.J. Brien, Terry Delany and Tony Grennan

A.J. Brien on his retirement.

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CWU People

Davy Lamb Retires

Pictured l to r: Mary Browne, Tony Pyne, Davy Lamb, Margaret Lamb and Ned Pyne Davy Lamb, who recently retired from Balbriggan D.S.U in Co Dublin, is one of the most popular people you could meet. Always smiling and always willing to help anyone out he is a great ambassador for An Post and a staunch Union supporter.

His friends and colleagues wish him the very best for a long and happy retirement.

Pictured l to r: John Keenan, Phil Hand DSM, Davy Lamb and Ned Pyne, C.W.U Branch Rep

John Keane Retires John Keane, Cork Drivers Branch, retired recently from An Post. A function was held in Cork by the Branch to celebrate his retirement, which was attended by Martina O’Connell, Ray Lawlor, Cormac O Dalaigh, from the NEC, and Terry Delany, Deputy General Secretary.

We wish John every success with his retirement and best wishes for the future.

Pictured l to r: is Terry, John and Pat Hurley enjoying the celebrations.

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CWU People

Eamon Scanlon RIP Eamon also distinguished himself as a sportsman, playing League of Ireland soccer with Cork Hibernians and insisting that match programmes and reports used the Irish language version of his name.

In 1971, he and his wife, Noreen, became the first Irish mixed-double champions in pitch and putt, also playing golf with much success. He ran the Post Office Golf Society in Cork for years with his characteristic organisational skill.

In later years he acted as MC at the annual pensioners’ function. It would be true to say that only Eamon could carry off some of the corny jokes that he punctuated that particular exercise with!

The funeral services were conducted by Eamon’s brother, Fr. Liam, and were attended on both occasions by a large crowd.

We extend our sympathies to his wife, Noreen, children and brothers.

Just a few days after Christmas, the death occurred of Eamon Scanlon of Ballinlough, Cork. Eamon was a member of the National Executive Council of the Post Office Workers’ Union in the late sixties, having also served as Branch Secretary of the Cork Clerks’ Branch of the Union.

“Sca”, as he was affectionately known, was active in Union affairs all of his working life, not just as a rep. but also as a kind of elder statesman, always willing to impart sound advice and support when sought.

At meetings, when Sca spoke, everybody listened and took note. He was the supreme pragmatist which, combined with a well-earned respect from all who dealt with him, saw many a miracle solution emerging in respect of issues that would, to others, have seemed impossible to resolve. In that regard, he displayed traits similar to those held by his late brother, Seán Óg, a fulltime official with the Union in the 70s and 80s.

Ciaran “Ginto” Smith RIP

He was heavily involved with soccer and played for many years with Clapton.

His most admirable asset was his ability to fill a room with laughter by cracking jokes and his general banter.

The thoughts of his colleagues are forever with his wife, Jackie, and his two sons, Cian and Darragh.

Ciaran “Ginto” Smith began his career with the Post Office in 1975 as a Junior Postperson in the GPO. After spells in Sheriff Street and Phibsboro he finally was “promoted” to Finglas where he served the public for over 30 years.

Ginto was a staunch Union man and was everpresent on the picket-line during the strike in 1979.

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CWU People

Peter Fitzgerald RIP

in 1987 (a position he held until his retirement in 1991). True to form, Peter continued with his involvement in the Union after his retirement and became Secretary of the An Post Pensioners’ Association. He was also a life-long member of the Labour Party.

Renowned for his memory of dates and detail, Peter had an encyclopaedic knowledge of the Post Office Rules and Regulation which he used to great effect in as many battles on behalf of members with the Post Office.

His passing is made even sadder by the fact that his beloved son, Peter Junior, pre-deceased him recently.

To his wife, Dolores, and his brothers and sisters, CWU extends our deepest sympathies. The thoughts of all members are with you during this difficult time.

It is with great sadness that we report the death of Peter Fitzgerald, former Deputy General Secretary of the Union.

Peter (affectionately known as PLF) joined the Post Office in 1944 as a Boy Messenger and immediately became active in the Union, serving on the Committee of the Boy Messengers’ Branch.

Upon his appointment as a Postman, he continued with his involvement with the Union and served as a member of the Dublin Districts Branch. He later transferred to the Dublin Postal Drivers Branch, where he served on the Committee and was elected as Branch Secretary.

During this time he was also elected to the National Executive Council and served as President of the Union in 1969.

Peter was appointed as Assistant General Secretary in 1973 and Deputy General Secretary

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Books reviewed by Adrienne Power SNOW SHOES

by Eileen Casey

‘Snow Shoes’ is available for purchase from Arlen House, one of Ireland's leading literary presses publishing works of literary and cultural importance @ €13, cover image by Emma Barone, Visual Artist.

Or also available from the Book Depository price €12.36 (postage included) http://www.bookdepository.com/Snow-Shoes-Eileen-Casey/9781851320424 This is a wonderful debut short story collection. A treasure throve of 14 stories showing amazing insight into the human condition. Eileen has won many awards for her short fiction including the Hennessy Literary Award in Emerging Fiction and the Cecil Day Lewis Award. Her work is widely published.

I found each story compelling, spun like threads woven together to embroider each piece into a work of art! There was so much wit and wisdom in each of them and sometimes even a bit of intrigue or some disturbing element.

Rather impressive that someone can fit so much into a couple of pages.

The title story “Snow Shoes” tells us about Rob, a Security Man, having to contend with the pettiness of his co-workers and the boredom of security work.

The intriguing title alludes to a newspaper article that comes up in conversation at a tea break that for a short time helps alleviate the weariness of his life.

My favourite story entitled “Fuchsia” deals with a couple called Una and Cian trying to reconnect while taking time away together in a lonely cottage in the country. The Fuchsia outside the kitchen window seems to mirror Una’s

emotions where one morning the colour of the plant looks full of rage and another time its ripe berries splay across the glass of the kitchen window reminding Una of a colour lipstick she wore when she was younger and happier. I loved the particular line “Perhaps it’s true what people say about not realising how exhausted you are until you get the chance to rest” It is one of those truths that just struck a chord with me.

There is another lovely story entitled “Angels” about Sarah and her relationship with Gabriel the home-help who cares for her husband James after a severe stroke which has left him totally incapacitated.

A lot of the stories recount the characters trying to rekindle better times to enforce them for the struggles of the future.

The deep and insightful story “Macaw” won the Hennessy Literary Award in Emerging Fiction in 2010. It tells the story of Louise coming to terms with her cancer diagnosis and trying to find the right words and time to impart the news to her husband…”Words form in her mouth, fragile, distorted, not the ones nine out of ten women prefer. Words that wobble and awkwardly teeter around the edges before breaking apart.”

An outstanding debut!

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