SEPTEMBER 2008 VOL: 10
Worker Director Elections in An Post
The CWU Team
SIGN UP TO CWU
AMERICAN AIRLINES ACCEPTS NEW PAY DEAL
RMS LEINSTER TRAGEDY
BT BRANCH MEETS CEO
Contents Editorial . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Postal Update . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
RMS Leinster Tragedy commemorated 90 years on . . .
We come to the end of the summer holidays
Organising Update . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10-11 CWU establishes IBM Branch . . . . . . . . . . . . . . . . . . . .
Postbank in talks on transfer of one direct staff . . . . . .
facing the prospect of no centralised Pay Agreement between the Social Partners for the first time in 21 years. This has occurred at a time when
Regulation Update . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12-13 Telecoms Update . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
we are also facing into a recession in the Irish
Eircom JCC Report . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
economy and, indeed, in the worldwide economy, a
Bitter Harvest . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15-17
recession, which we all now know has been
CWU Website . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
caused, to a large extent by the sheer naked greed
Equality Update . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18-19
of worldwide financial institutions.
Health & Safety Update . . . . . . . . . . . . . . . . . . . . . . . . . 20-22
While all the
forecasts are not good, as Trade Unionists, I
Uni Post and Logistics Global Bulletin . . . . . . . . . . . . . . 24-25
believe it is now an opportune time to take stock of
Uni’s 30 minute guide to Private Equity . . . . . . . . . . . . .
Donnelly settles unfair labour practice charges . . . . . . .
CWU Insurance Schemes . . . . . . . . . . . . . . . . . . . . . . . .
What has been most illuminating for ordinary
City Bridges . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28-29
working people over the past few months, has been
Presentation of €3,500 . . . . . . . . . . . . . . . . . . . . . . . . .
Franciscan Missionaries of Mary . . . . . . . . . . . . . . . . . .
organisations and their friends in the media to
Book Reviews . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
attack the pay and conditions of ordinary working
where we are in Ireland after the Celtic Tiger.
The Times are Changin . . . . . . . . . . . . . . . . . . . . . . . . . 32-33
people. These attacks have ranged from the lunatic
CWU People . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 34-43 An Post - Launch of Review of Dignity at Work . . . . . . .
rants of the Small Firms Association calling for a
Ground Breaking Free Services for Members . . . . . . . . 44-45
reduction in the minimum wage to the attempts of
Forms . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
the Major Employers Organisation to insist on long
pay pauses in the Pay Negotiations. It seems that
Editor: Steve Fitzpatrick Sub-Editor: Imelda Wall
these people believe they have some divine right to
Issued by: Communications Workers’ Union, 575 North Circular Road, Dublin 1. Telephone: 8663000 and Fax: 8663099 E-mail: email@example.com
generated during the Celtic Tiger and while they
Incorporating the PTWU Journal, THE RELAY and THE COMMUNICATIONS WORKER The opinions expressed by contributors are not necessarily those of the CWU.
indeed, on their behalf. To justify this position they
continue to earn the level of profit that was demand that ordinary working people tighten their belts and take the hit on behalf of the country and, wheel out their pet economist to moan and whinge about the impending doom of their economy. It is worth remembering that these are the same economists who never predicted the Celtic Tiger in
Photographs: John Chaney
the first instance and spent the next 15 years
Printed by Mahons Printing Works, Dublin.
predicting its demise. It may well be that they have 2
got it right at last, but given their previous track record, I would not put any money on it. There is an old saying, that unlike these economists, a stopped clock is right at least twice a day. What is interesting during these so called dark days is that it has emerged very strongly through all studies that there is now an accepted premium for workers who are members of trade unions. There is a truism that it is only when times get hard that people begin to appreciate what they have in their life and, I believe, that includes their Trade Union Membership. It is amazing to note that even after over 20 years of National Partnership, neither the government nor the employers would agree during the recent discussions to any process that would assist in recognising the rights of workers as members of a Trade Union to have representation rights with their employers. It is further illuminating that the other key issue, which exercised the employers mind, was the idea that ordinary workers would have some type of mandatory pension. So in a nutshell, our
Steve Fitzpatrick, General Secretary, CWU
so-called partners want to implement wage cuts and wage freezes, and deny you the right to be a member of a Union and ensure that on retirement you will live in poverty. That they are finding a sympathetic ear with government must surely call into question the voting patterns of ordinary working people when the government they elect turns on them in support of the employers, the rich and big business. The media have been filled with stories following the collapse of the pay talks that the talks will resume at the end of August or in early September. I wish to make it absolutely clear that having been present on the day the talks collapsed, that there was no effort made, whatsoever, by any side to have the talks reconvened and one must assume that the reports in the media are a political spin by the new Taoseach in order to try and rescue a situation, which he should never have let develop. While there is no doubt that social partnership has served the citizens of this country very well, it was obvious from early on that there were forces on both sides which preferred a return to the old days and the old ways. As a result of the collapse of the talks, many Unions have already lodged claims with their individual employers as they have concluded their pay elements of the Towards 2016 Agreement. The vast majority of members of the CWU will finish the pay element of that agreement on 31st January and already we are in the process of formulating claims with particular reference to previous motions to Conference governing issues other than pay, which through previous National Agreements, have been deemed to be cost increasing and have, therefore, been debarred. It now seems likely that the industrial relations machinery of the State will be put to the pin of his collar as disputes arise between Unions and Employers about the fulfilment of those claims. It will also be interesting to see how those non-Union employers treat their staff in the absence of any centralised agreement and given their view that there is no need for Trade Unions, perhaps they might decide to award their staff in somewhat the same manner in which they have rewarded themselves so generously over the years, then again pigs may fly! Whatever the outcome, we are facing into interesting and difficult times. Whatever your individual views may be about your Union, you will, at the very least, be able to articulate those views through your Branch Structures and, ultimately, you will be in a position to take decisions on whether or not what is on offer either centrally or locally, is sufficient to meet your needs. At the same time you will have the support of your brothers and sisters in your workplace and in your Union against any of the excesses Management wish to visit upon you. Together, at least, we are in a position to fight back and to support each other. It is at times like this you should spare a thought for those workers who are deprived of that same right. 3
Holiday Time for an Post Staff and Clerical and Administrative Work Change Agreements and the Work Change. This will take effect from 29th April 2008.
Service Leave Agreement finalised As a result of an arbitrary decision by An Post Management in 2001 in tandem with the introduction of the Organisation of Working Time Act, the Company abolished service leave. At that time Service Leave was earned by the accrual of service and was over and above normal annual leave entitlement. Since that time, the Union has pursued this issue relentlessly with the Company, which at all times refused to concede any wrong doing or restore member’s entitlements. Initially the CWU lodged a claim at the Joint Conciliation Council which the Company rejected. In 2004, the CWU listed the issue to be dealt with as an outstanding issue as provided under the LRC Settlement Terms issued to resolve a dispute in 2004.Like the proverbial Fiddlers Elbow the Union went over and back from the LRC to the Labour Court in order to protect our members rights. Our relentless campaign eventually led to the Labour Court issuing a finding that both parties should enter into direct negotiations. As a result of these discussions the CWU has secured the restoration of Service Leave for the grades that previously had this leave, as well as for their colleagues whom were recruited by An Post as new entrants, as follows One additional days leave after five years service and a further additional day’s leave after 10 years service will apply in the next leave year. The Union has also secured arrears to apply from April 2006 which will be paid at the basic rate of pay on the 26th September 2008.
Half day’s leave for job sharers Following discussions with the Company it has been agreed that the facility of taking half days leave for Job Sharers, which had not been available heretofore, will be extended to these operational staff subject to the normal conditions governing the granting of incidental leave.
DSM 1 The Company has confirmed that the leave entitlement of all existing DSM1s will be as set out for Superintendent 1 (on a personal to holder basis) in the Collection & Delivery Work Practice Change Agreement. Future entrants to all DSM 1 posts will have the leave entitlement as set out for Superintendent 1 Future Entrants as outlined in the Clerical & Administrative Work Practice Change Agreement. i.e. 23 (24/26 after 3/6 years).
Pay – An Post The CWU secured the final phase payment of a 2.5 increase in pay for
New Leave Year
its members at An Post who received
Changes to the leave year period to allow the introduction of the Cyborg Computer Payroll system in 1999/2000 and the recent Change Agreements, resulted in some staff losing out on 2 days leave from their annual leave allocation. Eagle eyed CWU representatives were not however on vacation and spotted the Administrative error on the Company’s part. Following discussions between the Company and the CWU it was agreed that the two additional days leave will be added to the next leave allocation, to the people concerned, on a once off basis. If you are in doubt about your allocation for the next leave allocation, talk to your Branch Representative.
it in their pay in early September. The duration for the final phase payment under Towards 2016 expires on 31st January 2009. At the time of writing it was uncertain as to whether a New National Partnership Pay
However it will certainly be clear as
The Company has agreed to increase the Annual Leave entitlement by one day for Delivery Services Managers and Branch Managers at DPM Level for those who were “On personal to holder basis” prior to the Collection & Delivery
to the options open to the CWU Negotiating team early in 2009.
An Post Employee Director Election 2008 In early October an election of Employee Directors for Appointment to the Board of An Post will take place. The purpose is to elect five employee representatives for appointment by the Minister for Communications, Energy and National Resources. The CWU has nominated five candidates to contest the elections for th five Worker Director positions on the Board of An Post. The Unions members in An Post will be well served by: Pat Compton, Roscommon Jerry Condon, Cork Paddy Costello, Dublin Paddy Davoren, Dublin Tommy Devlin, Dublin The CWU Candidates have developed a wealth of experience together with enormous trust and respect over many years during their trojan and tireless work on behalf of the CWU. Seperably in this publication, each of the CWU candidates are profiled. While individually they have a long track record in putting our members interests first at all times, collectively they will represent our common interest in a highly professional and influential manner at the highest decision forum of the Company.
CWU – Ambitious Vote Management Strategy
Election Process – What you need to know
Making your VOTE count
Staff receive Ballot Papers 26th – 29th September 2008. ✔ Staff on sick leave etc and in Sub Offices will receive Ballot papers by Registered Post
A careful strategy of vote management has been devised to achieve the CWU’s ambition to ensure that its five candidates are all elected to the five positions on the Board of An Post. Each candidate has been allocated a number of Branches so as to ensure they get the maximum number of first preference votes. The strategy is vitally important if we are to maximise the number of seats for our Union. The allocation of Branches is outlined separately and has been accepted unanimously by the Unions Worker Director candidates. All members are earnestly requested to co-operate whole heartedly with this approach by voting No 1 for their allocated candidate and to vote 2, 3, 4 and 5 for the remaining CWU candidates, in order of their choice
Polling Period is Tues 30th September – Wed 8th October 2008 ✔ Ballot Papers must be returned during this period ✔ Last date for receipt of Ballot Papers is 5.30pm on Wed 8th October 2008.
Make your vote count! 5
Count Day is 10th October 2008 The Election will be by Postal Vote
An Post Worker Director Pat Compton
Pat joined the postal service as a Junior Postman in 1973. He has worked in Boyle, Galway and Roscommon. Active in union affairs from 1977 to 2003 he has represented staff as a Committee Member, Branch Officer, National Executive member and President of the union. He served for twenty two years on the National Executive of the CWU and was elected President in 1985. He is active in his local community and is a member of Roscommon County Development Board. He served for seven years on the projects committee of the development agency Trocaire. He was elected to the board of An Post in 1992 and has been a member since. He is currently Chairman of the Worker Directors Group of ICTU. Practically all of his working life he has been assisting and supporting staff at all levels. He has a wealth of experience gained from his many years involved at every level and has put that experience to good use at board level where decisions taken affect the future of the company and the welfare of its staff.
Jerry joined the Post Office in Waterford in 1971 and worked in Middleton, Mullingar, Clonakilty and Waterford again before returning to Cork in 1973. He has held various posts in the Cork Clerks and Cork Indoor Branches and was a member of the Union’s National Executive Council 1988 to 2001. He was elected President of the CWU in 1995 and has been active in Union affairs since joining the Post Office in 1971. He has been a Branch Committee member, Assistant Secretary, Branch Secretary and Branch Chairman and he was Vice-Chairman and PRO of the Cork Strike Committee during the 19 week dispute in 1979. Jerry was an Executive member of the Cork Council of Trade Unions from 1980 to 1985, being particularly involved in a sub-committee dealing with the establishment of Arbour House Addiction Centre. He was prominent in the Union's campaign against the Postal Viability Plan in 1991, addressing public meetings throughout Munster and featured regularly in newspaper and radio coverage. He has represented the Union in lobbying MEPs on EU Postal policies. Jerry is currently serving as a member of the Board of An Post and is a member of the Board’s Personnel Committee. He is also a member of the Union’s Training and Education Committee. A well established record of commitment and credibility.
A native of Dublin, Paddy joined the Post Office as a Junior Postperson in 1964. He subsequently became a Postperson in 1966 and has been employed in Finglas Delivery Office for the last 42 years. During this time Paddy has represented members of the CWU at Delivery Offices right across Dublin. He became the Office Rep for Finglas during the 1980’s and later went on to represent the Branch in various positions, including Branch Liaison Officer, Vice Chairperson, Assistant Secretary and is currently serving as the Treasurer of the Dublin Postal Delivery Branch. He has campaigned tirelessly for the rights of postal workers over the years and his down to earth, approachable nature has brought many new members to the Union. He is well known and respected throughout the Country and has been attending Annual and Biennial Conferences for well over 20 years. Paddy is married to Margaret and they have four children, two sons who work in An Post and two daughters.
Election - The CWU team Paddy Davoren
Paddy Davoren joined the Post Office as a Clerk in 1965. Paddy is 59 years of age and is from Dublin. He is married to Mary and they have three children. His son Jason is a Postman Driver in Dublin. Paddy has 43 years experience as a Post Office Clerk and is presently based in the Cash Remittance Office in the GPO Dublin. He was first elected to the Dublin Clerks Branch Committee in 1970. Paddy is a former National Executive member of the union and was Treasurer of the Dublin Clerks Branch for over twenty years. Paddy plays an active part on his Branch Committee and is currently serving as a member of the Board of An Post. Paddy holds diplomas and certificates in Industrial Relations, Company Finance, Company Law, Strategic Planning and has completed courses on Health & Safety, Pensions, Corporate Governance and also on Audit Procedures and Regulations. Paddy has served on the Board since 1992 and has served on the Boards Personnel Sub committee, Strategy Sub Committee, Finance Sub Committee and is currently on the Audit and Security committee of the Board.
A native of Dublin, Tommy entered the Post Office as a Junior Postperson in 1976. On his promotion to Postperson, he applied to go on the driving. He became one of the youngest ever Postperson Drivers at the age of eighteen. He spent the next twenty five years as a Postperson Driver. He was a Working Leader in Kilbarrack Parcel Depot before being promoted this year to DSM in Malahide. He has served on the committee of the Dublin Postal Driver’s Branch and was Branch Chairperson for eight years. He has attended Conference as a delegate/ National Executive member continuously since 1996. Tommy was elected to the National Executive Council in 2002 and has served on the Finance Committee and Organising Committee. He has played a major role in recruiting members into the CWU including setting up the first UPS branch. Tommy was selected to represent ICTU as part of a Group (Employment Status Group) set up under the Program for Prosperity and Fairness. A Code Of Practice was agreed which lists “criteria and additional factors” to provide guidance in determining whether an individual is an employee or self-employed. He was elected to the Board of An Post in 2004 and is currently a member of the Personnel Committee. Tommy is married to Pauline and they have four daughters and two sons.
Paddy will always work tirelessly to right any injustice. Since becoming a Branch Officer in 1977 he has also acted as an unofficial Welfare Officer for many of his colleagues. He is an honest and diligent worker and is dedicated to the Post Office and its workforce. He has a logical mind and is frank in his approach
Vote 1,2,3,4 and 5 for the CWU candidates Vote No 1 for your designated CWU candidate 2,3,4 and 5 in order of your choice for the remaining CWU candidates 7
RMS LEINSTER TRAGEDY COMMEMORATED 90 YEARS ON
RMS LEINSTER TRAGEDY COMMEMORATED 90 YEARS ON
At noon on Friday 10th October an inter-church commemorative service will be held in St. Michael's (RC) Church, Marine Road, Dun Laoghaire in memory of the postal sorters who died on the Leinster. Members are invited to attend.
Campaign” that was launched by the CWU on April 26th with a Public Protest outside the corporate Head Offices of British Telecom, the Branch Committee has now met with the CEO, Mr Chris Clarke. The meeting was arranged on foot of a chance meeting between CWU Official, Ian McArdle and Mr Clarke in a hotel where a member’s meeting was taking place. In coversation with him Mr Clarke expressed his reluctance to meet with Mr McArdle, however, he did agree to meet with CWU representatives on behalf of the staff and members in British Telecom. Since then two meetings between the BT Committee and the CEO have taken place. Frank and open discussions have taken place on the issues that have been raised by the members first and foremost of these being the call for collective bargaining rights to be granted to BT Workers in the Republic of Ireland in line with their colleagues in Northern Ireland. At the first meeting, the CEO questioned the need for staff to be members of a Union and it was agreed at the following meeting that the Committee would present its reasons why they and their colleagues want the CWU to be recognised as their representative body. This document set out in detail a number of very valid and legitimate reasons on why staff wanted to be treated equally in line with their colleagues in the north, as well as their preference for genuinely independent collective voice via their Union and not via the internal Management led Employee Forum (known as BT Voices). In the course of these discussions, Mr Clarke reiterated his preference for a direct dealing relationship with his employees and stated that he would not be giving his Republic of Ireland staff the right to collective Union Representation. It is unclear at the time of writing as to whether discussions between the Committee and Mr Clarke will take place, but the campaign for Equal Treatment in British Telecom continued nonetheless.
American Airlines votes to accept new Pay Deal CWU Members in American Airlines recently voted to accept 2008 Pay Plan Proposals which were developed following detailed and intensive negotiations between American Airlines (AA) Management and the Communications Workers Union (CWU) Committee. Of the numerous companies that CWU represent, AA is somewhat unique in that it does not subscribe to Social Partnership or the National Wage Agreements. It does, sit down with the Union to negotiate increases in pay and improvements in other terms and conditions. What made this years negotiations particularly challenging is the fact that as a sizeable multinational airline, AA is not immune to the very challenging market conditions that exist in the travel industry that are been created by soaring oil prices. As the negotiations began on the AA Plan 2008, the Company announced that they lost $284m in its second quarter and that record fuel prices had driven costs $838m higher than expected. Nonetheless, a deal was agreed between Management and CWU Committee, which was accepted by the Members, the details of the deal are as follows: ➣ ➣ ➣ ➣ ➣
Cost of Living adjustment of 4.3% of base salary Maternity Leave – this was increased from 18 weeks to 22 weeks Annual Leave – Staff with 7 years seniority would receive an additional Annual Leave day, bringing their maximum allowance to 27 days Acting Up Allowance – This allowance for non management staff will increase by 24% and for Management staff would increase by 20% Starting Salaries – Duel language, salaries will increase from 18,170 to 19,000. And English only, annual salaries will increase from 16,977 to 17,754.
Communications Workers of America (CWA) Supports Disconnect Discrimination Campaign in BT
The deal was accepted by an overwhelming majority of the members and the Union and the Committee is now engaging with Management on discussions around a restructuring of a number of work categories on foot of the introduction of a new IT System.
At a recent global Uni Telecoms Meeting, Deputy General Secretary, Mr Terry Delany, made a presentation on the Disconnect Discrimination Campaign that has been initiated by the CWU on behalf of its members in British Telecom. Mr Delany described the multi-pronged approach that the Union has adopted in relation to this campaign, including billboard advertising, mobile advertising hoardings, public protests, printed flyers and an international email campaign.
Equal Treatment Campaign for Members in British Telecom continues BT Branch Committee Meets CEO Following the success of the “Disconnect Discrimination 10
Since the beginning of discussions between CWU and O2 Telefonica, the Union has always insisted that the Telefonica/UNI Global Agreement should be applied to all staff in Ireland. This is not a Ian McA rdle view that was shared by Head of Organising and Management in O2 Regulatory A ffairs, CW U. Telefonica and was the reason that staff came close to balloting for industrial action before it was agreed to establish the Joint Consultative Committee in order to deal with the issues arising from the outsourcing of the technology department. It was understood by all parties concerned that this would be an opportunity for the Union and O2 Telefonica Management to demonstrate if they could work together in a positive way that would add value to the Company. Having successfully concluded a Transfer Agreement for staff moving to IBM, which was accepted by members in a ballot, it was felt by the JCC that it was appropriate to begin discussions on the collective relationship between CWU and O2 Telefonica as per the original intent of establishing the JCC. It was agreed at this meeting that further discussions would take place between Senior Management in O2 Telefonica and CWU in order to assess how the collective relationship might be implemented in the future.
Following this presentation, those in attendance expressed their support for the CWU and its campaign. Further to this, Mr Larry Cohen, President of the Communications Workers of America (CWUA) offered the support of his Union and agreed to communicate the details of the email campaign among CWU Activists across the USA. On foot of this, CWU is happy to report over 1,000 messages of support have been sent by CWA Members directly to British Telecom CEO, Mr Chris Clarke, calling on him to end BT’s discrimination against its Irish staff. To date, over 3,500 messages of support have been sent to British Telecom Management from countries as far a field as Australia, South Africa and Japan. It what can only be described as a very strong declaration of international support for our members in British Telecom.
O2 Telefonica HR Director meets with CWU Committee On 23rd June a meeting took place between the full CWU Joint Consultative Committee (JCC) and Ms Teresa Murray, HR Director, O2 Telefonica. The meeting was called in order to review and assess the progress made by the JCC to date on discussions relating to the transfer of O2 staff to IBM and BT. In conjunction with this, the meeting had also been arranged to consider the ongoing development of the relationship between CWU and O2 Telefonica.
CWU ESTABLISHES IBM Branch The CWU will now form an IBM Branch and the union is happy to report that the hardworking members of the JCC who put together the Employee Transfer Terms have agreed to continue in their role as CWU representatives in the post-transfer group. This is important for a number of reasons; most all the experience they can bring to the role having been involved in the JCC for many months. This group is made up of: Bridget Power, Brian O’Neil, Mark Fox and Paul O’Neil. They have already impressed upon the CWU the need for the Union to do everything in its power to support our new IBM members and the Union has confirmed that it is committed to providing any required resources to this new branch to ensure the members are properly looked after and that the Agreement signed by IBM is adhered to and respected. In conjunction with this the Union will continue to advise, guide and where required – represent our members to ensure their rights are protected. In addition the CWU is committed to growing its membership base in IBM over the coming months and will dedicate significant resources to this effect.
POSTBANK IN TALKS ON TRANSFER OF ONE DIRECT STAFF Postbank Ireland Ltd has written to the Communications Workers Union (CWU) to announce that it intends to transfer the business of One Direct to Postbank Ireland Ltd. On foot of this announcement the CWU is organising a members meeting to take place on the 27th August in Athlone with the staff based there to discuss any issues or concerns they have arising from this announcement. As required under the transfer of undertakings regulations Postbank Ireland Ltd has agreed to engage in a process of consultation with the CWU as the representative body for One Direct staff and has confirmed that in accordance with the legal requirements staff at the company will continue to be employed on all of the same terms and conditions as they were prior to the transfer. In conjunction with this the CWU is in discussions with Postbank on an overarching recognition agreement that will encompass both Postbank and One Direct staff. 11
Postal Liberalisation: CWU meets with the Department
ICTU calls for a more Comprehensive Consultation Process ICTU General Secretary, Mr David Begg, wrote to the Department of Communications following the release of the Department’s Consultation document to outline ICTU’s concerns on the appropriateness of the consultation process itself. The consultation document it was suggested on its own would not be adequate to properly deal with the implications arising from the liberalisation of the Postal Market in Ireland. Mr Begg insisted that a more detailed consultation process would be more suitable and better reflect the significance of the decisions being taken. On receiving this letter, Minister for Communications, Mr Eamon Ryan, TD, invited Mr Begg to attend a meeting with his officials to discuss his concerns in more detail. Mr Steve Fitzpatrick, General Secretary and Mr Ian McArdle, Head of Regulation, along with Mr David Begg met with officials from the Department for Communications to discuss their concerns on the consultation process itself.
The Department of Communications’ Public Consultation Process on the decision to fully liberalise the Postal Sector in Ireland closed on July 9th. The CWU along with a very large number of other interested parties, made a comprehensive submission in response to the Department’s Consultation Paper which outlined a series of questions dealing with various aspects of the Liberalisation process. Questions included: ➢ Calculation of USO costs – how these costs, if any, might be met? ➢ Role of Regulator re price changes? ➢ Role of Regulator re quality of service? ➢ Role of Regulator in respect of Postal Operators? ➢ Downstream Access
At the meeting, it was confirmed by the Department that the Consultation Paper was not going to be the only stage in the consultation process and that it was their firm intention to broaden the process to include the production of a detailed position paper in the new year, that would give all interested stakeholders a clearer sense of how the third directive might be transposed into Irish Legislation. At the same meeting, the Department Officials were also happy to confirm that they were determined to avoid the worst accesses of the Liberalisation experience in the UK based on the independent report that was produced there recently.
➢ Barriers to competition The full submission is available for all to read on the CWU Website (www.cwu.ie). As part of its preparation for the consultation, the Union also produced an information booklet, which brings together useful information on postal liberalisation and its effect to date on the UK postal market. This booklet includes a summary of an independent review that was conducted by the British Government into the effect full market opening has had on the universal service obligation and the general financial well being of Royal Mail. The report itself raises some very serious questions about the appropriateness about the liberalisation agenda as it is being pursued by the UK Regulator Postcomm and there are important lessons for the Irish Government to learn from this experience and indeed the findings of this independent review, which clearly states that Royal Mail’s future viability and financial stability is under serious threat as things stand, as well as the continued provision of the USO.
Department produces Consultation Paper on Next Generation Broadband
Also included in the information booklet are useful excerpts taken from UK Media Sources which detail and analyse the findings of the report as well as an FAQ on the Third Directive itself. The information booklet and the full independent report can also be found on the CWU Website.
In July, Communications Minister, Mr Eamon Ryan TD, launched the Government’s Policy on next generation Broadband for Public Consultation. Speaking at the launch, Minister Ryan said that “Technology is advancing rapidly and will enable far greater convergence between
Regulation Update ➢ By the end of this year new built premises will require open access fibre connections.
traditional forms of mobile and fixed communications at higher speed. The purpose of this paper is to place Ireland in pole position to avail of the opportunities of the new internet economy.” He noted that the Government is pledging to have universal access to Broadband in Ireland by 2010 and that by 2012 that our Broadband speeds would equal or exceed those in comparative EU Regions. In order to make this a reality, an investment of €435m has been earmarked under the National Development Plan 2007 – 2013.
➢ The States purchasing power would be used to develop greater access to Government service online. ➢ Government intends to position Ireland as a testing ground for the trialling and development of new digital services telecommunications technologies.
➢ Schools will be at the centre of the New Digital Age. The Government will deliver High Speed Broadband (100mega bits) to every second level school in the country.
The Department’s Consultation Process will conclude on 30th September 2008 and the full consultation process document can be found on the CWU Website (www.cwu.ie). All Telecom’s Members are encouraged to view this document, in particular, Chapter 6, which sets out possible Government Policy approaches to facilitate the roll out of next generation Broadband. These provide an interesting insight into the policy mindset of the Department and it is clear from this consultation document that their preference is that the Private Sector would drive the development of next generation Broadband with minimal intervention from the State, having all but ruled out direct Government support to build a National Next Generation Broadband Network.
➢ All new major infrastructures will install back hall ducting at the construction phase. Government will establish a one-stop shop to give Service Providers flexible and open access to exiting and future ducting infrastructure.
The Union will be making a Submission as part of this consultation process and all members are invited to contact the Head of Regulatory Affairs, Mr Ian McArdle (firstname.lastname@example.org), with their comments and concerns, in order that they can form part of the Unions Submission.
Minister Ryan set out a number of Policy Actions that the Government would undertake, including: ➢ National Broadband Scheme would ensure that “all requests” for Broadband would be met in areas currently without access to a Broadband Service. Roll out of this will commence shortly to be completed by New Year 2010.
Get into print! Anyone wishing to submit articles or photos to appear in the Connect journal, please, either email to:
email@example.com or post to Imelda Wall:
Communications Workers Union 575 North Circular Road, Dublin 1.
Telecoms Update Officials at Union Headquarters and that the resulting documentation bore little or no resemblance to the original company proposals. There was also a concern that if we went to third party based on the original company proposals that while some financial compensation may have been available that the cost in terms of the impact on our members would not have been acceptable. The meeting was also informed of the Executive’s view that as a result of the negotiations by the Head Office team there would be minimal impact on COTs. The success in maintaining all but two of the Centres was also a key factor as were the guarantees given in relation to the staff presently working in the Centres in Waterford and Dundalk. The National Executive Council is aware that there were expectations for a ballot on the outcome of the discussions on what was once Project Clear or Celerant but we are of the view that the new agreement contains little that caused so much concern in the original proposals. We have also had to take this decision against the background where ComReg has once again put the squeeze on eircom in relation to its investment returns allied to the decision by the Department of Communications to refuse the company’s application in relation to Broadband rollout. When one takes those factors into account along with the international trading position of Babcock & Brown which has been widely reported in the media, I hope you will understand that taking a gamble at third party where all circumstances are taken into account was far too risky a strategy for the members concerned.
Agreed changes in the Service Assurance and Service Delivery Areas At its meeting on 27th May the National Executive Council reached agreement on the outcome of discussions between eircom and the CWU on changes in the Service Assurance and Service Delivery areas. Those changes along with supporting documentation were issued to the Branches on Friday, 30th May 2008. The purpose of this circular is to explain the rationale behind the National Executive Council’s decision. As you will be aware over the past number of months there has been intensive discussions on the company proposals commonly known as Project Clear or Celerant. Those proposals sought wide ranging changes including the closure of all Centres with the exception of Cork and Dublin. It was the Executive’s view that in order to agree to such a change, there would have to be financial compensation for the members concerned and a ballot on the outcome of the discussions. It became apparent early on that the company would argue that these changes were encompassed by the change clause in the Towards 2016 national agreement. For our part we saw these changes as major structural change and therefore it was our view that we would argue that at third party if necessary. Following the AGM’s it became apparent that many Branches were of the view that we needed to water down the company’s proposals to the greatest extent as the changes proposed were just not palatable to the majority of the members. As a result I convened a meeting of all Branch Secretaries, National Executive Council members and Co-ordinators in Union Headquarters prior to our Conference in Kilkenny to outline the options available to the Union. The consensus from that meeting was that we should negotiate on the company’s proposals with a view to watering them down to the greatest extent possible before deciding whether or not it was in our interest to refer the matter to a third party. On that basis, intensive discussions took place with the company with both sides agreeing that nothing would be agreed until everything was agreed. That position was also clearly explained at our Conference. The outcome of those discussions therefore was debated at the National Executive Council meeting on Tuesday, 27th May and was subsequently agreed on Wednesday, 28th May. A further meeting of the eircom Branch Secretaries, Coordinators and NEC members took place at Headquarters on Friday, 6th June at which the National Executive Council’s decision was discussed and explained. While it is fair to say that there was some disappointment expressed at the Executive’s decision not to conduct a ballot, there was an understanding that considerable progress had been made through the discussions by the
Eircom JCC Report Final payment of the fourth and final phase base pay increase of 2.5 % under Towards 2016 with affect from the 1st August 2008. The claim was discussed at a meeting of the Council on 31st July 2008. There have been discussions on the matter between the Principal Management Representative and the Principal Staff Side Representative. Agreement reached is as follows: A) In consideration of B & C hereof, the company should pay the 2.5% with affect from 1st August 2008. B) The parties reaffirm their commitment to the terms of JCC report 604 of 23rd July 2007, which incorporates the terms of their settlement reached in accordance with the Labour Relations Commission proposal of the 18th July 2007. C) The parties have failed to meet their previously agreed target completion dates, agreed to continue though contrary to their view of partnership to use their genuine best endeavours to complete the review as soon as practical this calendar year. This report was adopted on the 31st July 2008. Revised payscales will be produced as soon as possible. 14
workplace fatalities are in agriculture alone. Sadly, children figure among these fatalities – they die because they work in agriculture. The problems facing workers in agriculture need to be highlighted because they also affect children who are working in agriculture. Thus, to alleviate the need and pressure for children to work in agriculture, other areas have to be addressed – social exclusion, poverty alleviation, fundamental rights, sustainable agriculture and sustainable development, food security and decent work in agriculture. Trade Unions have conducted campaigns, programmes and activities to promote decent work in agriculture and to use their collective action, either through collective bargaining or grass-roots action. This commitment is to ensure that children have a chance in life: to live in a safe environment, particularly one free from hazardous work, and to have access to school so they can achieve their full potential.
Hazardous Work & Forced Labour In Zimbabwe, tea estates employ a large number of children, often 10-12 years old. They are paid according to the amount of tea picked. Child workers begin their day at 5:30 a.m., walk 5-8 kilometers to the tea fields, and work until 11:30 a.m. When they finish picking the tea leaves, they carry the sacks of leaves to the weighing station. If they fail to pick the minimum daily load they are forced to work a half day on Saturday as punishment. Some children suffer exhaustion, lacerations and calluses on their plucking fingers (tea ulcers). In Egypt, children are regularly employed picking jasmine. Between July and October, recruiters take children from villages in the Nile delta to gather the flowers in the middle of the night, when th essence is purest. Recruiters prefer small children, because their small hands better enable them to pick delicate single flowers. The children work barefoot in the mud and must rely on their sense of touch as there is no light. The children work 9hour shifts without eating or stopping until the morning sun grows too strong. The children are paid 3 Egyptian pounds per day. If the children stop work for any reason (to avoid swarms of mosquitos) they may be caned by the recruiter. In Malaysia, children on rubber plantations mark rubber trees, tap rubber trees, collect latex, clean latex cups, spray pesticides, and work in factories on the plantations. They also perform many supporting tasks related to rubber production. They work with their parents 7 days per week, 8 hours per day. Rubber tapping begins in the morning usually at 5:30 a.m. and continues until 3:00 p.m. Many children who clean the latex cups may be 14 years of age. Five percent of the children suffer injuries, mostly from tappin gknives, fallen branches, bee stings, falling machinery, and cuts from broken glass. They are regularly exposed to hazardous pesticides and thorny plants. They rarely wear footwear and are suscpetible to insect and
The world relies on the production of food, but those who produce our food are faced with many economic and social problems. Those who grow our food often cannot afford to feed their families or send their children to school. Half the world’s workers are found in agriculture, and 40% (some 440 million workers) are found in waged employment. Many women are working in agriculture throughout the world, often in the more precarious situations. Women now account for 20-30 percent of total agricultural waged employment. The work children perform in agriculture is often invisible, because they assist their parents in task work or other forms of work organisation. Because this work is not recognised, nor easily recorded in statistics, it goes largely unnoticed. This creates a cycle of poverty and affects the future of children since their access to education and training is greatly reduced. The ILO is concerned to make the world or work a place where all can benefit from “Decent Work” – work which respects the basic rights embodied in ILO standards, (especially those on forced work, freedom of association, collective bargaining, non-discrimination and child labour), and those which affect the quality of life – social protection and employment opportunities. in addition, agriculture is amongst the three most dangerous industries (along with mining and construction). Half of all the
leech-bites, as well as to mosquitos that carry the deadly â€œDengueâ€? disease. Children are also bitten by poisonous snakes and stung by hornets, scorpions and centipedes. Childrenâ€™s eyes are not protected from chips of wood and flying dirt caused by drilling holes in the trees. In Kenya, children pick coffee berries during the harvest season. Younger children work alongside their parents, usually their mothers, while older children often work independently. By one estimate, children comprise 58 percent of the coffee plantation work force during peak seasons and 18 percent of the work force during the rest of the year. While som ehild workers live on the plantations, others either walk or are picked up by trucks between 5:30 and 6:30 a.m. and return at %:00 to 7:00 p.m. Protective clothing and safety devices are not regularly issues; children who climb taller trees to collect beans sometimes fall. In Madagascar, children are employed in small-scale private farms that produce vanilla. Children aged 10 and opder nip the flowers of the vanilla orchid, usually from 4:00 a.m. to 7:00 a.m. in the morning. They earn 12 cents per day. In Thailand, children are involve din all stages of the fishing industry. Nearly 90 percent wor fulltime and 62 percenet earn their own income. Many children as young as 5-6 years old accompany their parents or other relatives for the purpose of working. Most of the children clean, bone and skin fish; shell squid, mussels, shrimp and crab; and wash squid to remove their ink. Other chidlren sort, weight, check and load the fish; process seafood; wok on fishing boards; build boats; and work on the docks. The children who shell seafood generally squat on the floor or sit on a small bench for the duration of the working day, which can last 15 hours or longer. Children of all ages use sharp knives or shelling tools, and suffer frequent cuts and scrapes. Becausse they work with salt water and fish all day, many children suffer from skin diseases on their hands. Protective gloves are not used because they slow the pace of the work. Children begin to work at 1:00 a.m., and work until after 6:00 p.m. Children also work in deep-sea fishing operations. They dive into the sea to close the mouth of the net and stasy with the net until it is hauled in. Hazards include drowning, getting caught under the nets, injuries caused by hauling rope, and injuries from malfunctioning equipment. In Bangladesh, boys under 14 help spray chemical fertilisers on the fields. Girls help theri mothers dry, cut and pack the tobacco leaves. In the Philippines, children work 10 hours per day from Monday through Saturday with only short breaks and half a day on Sunday. The children earl less than one USD dailyi. They weed, cultivate, turn soil, fix canals, harvest and apply pesticides. Children weed, cut cane and apply fertilisers on sugar plantations. Sometimes, they are as youngas 7-8 years p;d and begin to cut the cane at age 12. Children are injured from using sharp knives, and are poisoned from the use of dangerous fertilisers. Also, some children as young
as 7 dry, clean, and sort fish. Muro-ami (which is a labourintensive form of fishing) is generally considered a good source of income, and fathers often take two or three songs (sometimes as young as 7-9 years old) with them during the 10-month period. The majority of the swimmers are divers (the most physically dangerous tasks) are children between the ages of 12 and 14. They have no divins quipment other than wooden goggles, and injuries such as ruptured eardrums are common. The boys are also in danger from shasrk attacks. The boats from which they dive and on which they live are overcrowded and insantitary. In Tanzania, many children aged 12-14 are employed in the sisal industry, where they cultivate the immature sisal, transplant it once the plants have reached the required height, and weed it throughout the year. The weeding is done almost exclusively by children. They also carry wet sisal fibres from the machines that strip the leaves to the drying lines and collect the short fibres that are ejected from the brushing machines. They work up to 11 hours per day, 6 days per week, with no regular or specified rest periods. Children regularly work under the sun and during rain without protective clothing. Continuous inhalation of sisal fibres and airborne dust from the brushing machines causes byssinosis, a lung disease. When carrying wet sisal fibres, children are exposed to the sisal liquid, which irritates the skin and causes severe itching. In Guatamala, children as young as 6 or 8 assist their parents during the harvest season. They pick and sort beans, carry sacks of coffee, and sometimes handle fertilisers, herbicides, and insecticides without proper health and safety equipment. They work from 8 to 12 hours per day and recieve about USD 0,50 per day, half the wage of adult men. Children begin to pick beans when they are old enough to
into boxes, for which they receive less than one cent per box. They usually fill 100200 boxes per day. Children also perform the same work as adults in the resin industry. Because they do not wear gloves, children’s hands often become sticky with glue from the resin. The glue is usually removed by washing their hands withi diesel oil. By fighting for their basic objectives Trade Unions contribute to the elimination of child labour.
reach the lower branches of trees and are able to determine which beans to pick. They carry sacks of beans weighing 75-150 pounds for several miles to weighing stations. In Brazil, 15 percent of the 70,000 fruit pickers are estimated to be under 14. Some employers hire children because they are lighter and more able to climb trees without breaking branches. Children usually pick oranges from trees of off the ground and box them for shipment. They are paid 3 US dollars for working a 14-hour day. Children earn approximately 2 US dollars per day picking grapes from the vines. They also load the grapes
Sign up to CWU Website Union Website — www.cwu.ie Have You Signed-up Yet? The World Wide Web is now the main source for up-to-date information in our society. With the ever increasing availability of broadband in Ireland, access to the web, and the ability to interact electronically with friends, family and business is now part of our daily lives and the demand for online information has never been greater. The CWU, as "The Communications Union" in Ireland is committed to ensuring that its members can have safe and trouble free access to all of its services and information whenever and wherever they choose. We have a number of websites dedicated to serving the needs of our members in all sectors of the communications industry. On our main web site www.cwu.ie members can access: • Latest News and Information • GS Circulars • Services • Forms and Brochures • Workers Rights Legislation • Agreements • Back issues of Connect Magazine
From the CWU website you can also access our Equality and Diversity website, which has a whole host of information with regard to: • • • •
Employment Equality Maternity, Adoptive, Parental Leave Bullying and Harassment Discrimination
You will also find a wide range of Explanatory Booklets and Frequently Asked Questions which can be downloaded in PDF format. Much of the information is now available in the public section of the site. However, due to the sensitivity of some of the information as it relates to specific companies in which we are organised, it is necessary to restrict access exclusively to members. Therefore all members are encouraged to register with the site to ensure they have full access to all of the information available. To do this just go to www.cwu.ie and click on the "register" button at the bottom of the main menu on the left hand side of the page. You will be asked to provide the following information: Your name, Union Branch, staff/personnel number and a valid email address. You will also be asked to provide a username and password of your choice, which you can then use to access the members' area. 17
Press Release Skillnet Women at Work Skillnet Host Successful Networking Event in IBOA House.
Aileen Morrisey, Mandate, Mary Oâ€™Rourke, TD, Alacoque McMenamin, Network Manager, Marian Geoghegan, IBOA and Carol Scheffer, CWU at the launch of Women at Work Skillnet. Aileen, Marian and Carol are on the Management Group of the Skillnet.
The Women at Work Skillnet held a Network meeting on the 3rd July in IBOA house. The event was attended by a cross section of employers, union officials, training companies and other relevant bodies with Mary Oâ€™Rorke, TD and Sallyanne Kinihan, Assistant General Secretary, ICTU as keynote speakers. The CWU was represented at the event by Terry Delany, Deputy GS, Pat Kenny and Carol Scheffer. The purpose of the event was to allow the key stakeholders to network and discuss their role on this ambitious programme. Overall the Skillnet will undertake a comprehensive training programme to up-skill women in the work place. The Skillnet is being led by five trade unions, Mandate, IBOA, CWU, INO and Impact. The aim is to up-skill women so as to enable them to realise their potential in their working lives and fully participant in workplace initiatives such as partnership, union activism and the management of change. This aim will be met by giving participants an ideal opportunity to enhance their skills through professional training and development courses. Larry Broderick, General Secretary, IBOA opened the event and welcomed the work of the five unions in bringing the project to the fore. Sally Anne Kinahan of Congress chaired the event and spoke about the increase in the number of women in the workplace. It was clear from Sallyanneâ€™s presentation that despite 30 years of equality legislation, women are still not on an equal footing with their male counterparts. In the last 15 years the number of women in the workplace has doubled, yet women remain over-represented in low paid, part-time and atypical employment. She believes that this has serious implications on their skills development into the future and welcomed this programme as a significant step towards addressing the matter. 18
Equality Update Mary O’Rourke, TD, was warmly welcomed to the event and with great humour recounted her experience as a young County Councillor in Athlone, and the challenges of being a woman at county board meetings. She emphasised the need for women to build their confidence in the area of public speaking and not to be afraid to voice their opinions. She welcomed the programme and congratulated the Management Team on bringing this impressive programme together and wished all those involved every success. A presentation was made to the keynote speakers and the attendees retired to the “Bankers Club” for refreshments. The DVD “Skills and the City” that was produced by the Management group was also shown at the event. It is intended that the DVD will be used for training purposes and to encourage women’s participation in training initiatives. Overall it was deemed to be a very successful event with other networking events planned for future. "The Women at Work Skillnet is funded by member companies and the Training Networks Programme (TNP), an initiative of Skillnets Ltd. funded from the National Training Fund through the Department of Enterprise, Trade and Employment.
For more information please contact: firstname.lastname@example.org or ph 01 6640632.
Pictured at the event, Carol Scheffer, National Officer, Marie Watters, Organisation Development and Performance Manager Human Resources An Post & Pat Kenny, An Post Staff Side Secretary.
Health & Safety Update Application
FIRST AID IN THE WORKPLACE
The requirements for first-aid facilities and equipment and, where appropriate, occupational first-aiders apply to all places of work to which the Safety, Health and Welfare at Work Act 2005 applies and to employers and self-employed alike.
Introduction Chapter 2 of Part 7 of the Safety, Health and Welfare at Work (General Application) Regulations 2007relates to first-aid and the prevention of occupational accidents or ill health. We have summarized below the main points of this section, which are not intended to be a legal interpretation of the legislation. Employers have a duty to provide first-aid equipment at all places of work where working conditions require it. Depending on the size or specific hazards (or both) of the place of work, trained occupational first-aiders must also be provided. Apart from some exceptions first-aid rooms must be provided where appropriate. Information must be provided to employees or safety representatives (or both) as regards the first-aid facilities and arrangements in place.
Duties of Employer An employer shall— (a) provide and maintain suitably marked and easily accessible first-aid equipment, as is adequate and appropriate in the circumstances for enabling first-aid to be given to persons at every place where working conditions require it, at a place of work under the employer’s control,
First-aid means either the treatment in a life-threatening situation (e.g. heart stoppage or severe bleeding) pending medical help, or the treatment for minor injury (e.g. cuts or bruises). First-aid does not include the administration of drugs or medication.
Different work activities involve different hazards and, therefore, different first-aid equipment is necessary. Some places of work (e.g., offices) have relatively low hazards whereas others (e.g., factories, construction sites) often have a greater degree of hazard. First aid Rrequirements will, therefore, depend on several factors including the size of the undertaking, the numbers employed, the hazards arising, access to medical services, dispersal of employees, employees working away from their employer’s premises, workers in isolated locations etc.
The regulations provide a new definition of an Occupational first-aider as someone trained and qualified in occupational first aid.
Outlined below is the type of first aid equipment which should be reasonably provided:
RECOMMENDED CONTENTS OF FIRST-AID BOXES AND KITS First Aid Travel Kit Contents
First Aid Box Contents
1 – 10 persons 20
Sterile Eye Pads (No. 16) (Bandage attached)
Individually Wrapped Triangular Bandages
Individually Wrapped Disinfectant Wipes
Individually Wrapped Sterile Unmedicated Wound Dressings Medium (No. 8) (10 x 8cms) Individually Wrapped Sterile Unmedicated Wound Dressings Large (No. 9) (13 x 9cms) Individually Wrapped Sterile Unmedicated Wound Dressings Extra Large (No. 3) (28 x 17.5 cms)
11 – 25 persons 20
26 – 50 persons 40
continued on next page/... 20
Health & Safety Update Recommended Contents of First-Aid Boxes and Kits / continued First Aid Travel Kit Contents
First Aid Box Contents 1 – 10 persons
11 – 25 persons
26 – 50 persons
Pairs of Examination Gloves
Sterile water where there is no clear running water
2 x 20 mls 1 x 500mls 2 x 500 mls 2 x 500 mls
Pocket Face Mask
Water Based Burns Dressing Small (10 x 10 cms)
Water Based Burns Dressing Large
Crepe Bandage (7cm)
etc., where relatively large numbers of employees or other persons are likely to be habitually present, might find it feasible to co-operate in the provision of shared AED equipment, training and assistance.
Notes Where more than 50 persons are employed, pro rata provision should be made. Where mains tap water is not readily available for eye irrigation, sterile water or sterile normal saline (0.9%) in sealed disposable containers should be provided. Each container should hold at least 20ml and should be discarded once the seal is broken. Eye bath/eye cups/refillable containers should not be used for eye irrigation due to the risk of cross infection. The container should be CE marked.
Employees Working Employer’s Premises
Where employees regularly work away from the employer’s premises and there are no special hazards or problems of isolation, no first-aid equipment need be provided by the employer. Where the work involves the use of dangerous tools or substances (e.g. agricultural and forestry work, electricity, gas, water and telecommunications services, transport of hazardous articles and substances, etc.) the first-aid kit in column 2 in the above table should be provided along with any special equipment or antidotes.
The provision of automated external defibrillators (AEDs) in workplaces to prevent sudden cardiac death should be considered. In relation to preserving life, the “Chain of Survival Concept” is recognized under the regulations. This is based on four vital links to save a life which are (i) (ii) (iii) (iv)
Supervision of First-Aid Equipment and Supplies
early access, early cardiopulmonary resuscitation (CPR), early defibrillation, and early advanced care.
In workplaces where there are occupational first-aiders, first-aid boxes and kits should be under their control. Otherwise they should be under the control of a responsible person named in the Safety Statement.
Ideally, wherever there is an occupational first-aider(s) in a workplace, provision of an AED should be considered. The training of other employees who are not occupational firstaiders in the use of AEDs is also encouraged. Whereas it may be practicable and desirable to have an AED in every workplace, due to cost considerations it would be unreasonable to expect all employers (especially small and medium size enterprises (SMEs) to have one on their premises, even if there is an occupational first-aider present. These costs not only include the purchase price but also the cost of maintenance of the equipment and refresher training for those trained in how to use AEDs. However, different employers at the same location, such as in shopping centres, small business enterprise centres
Recommended Numbers of Occupational First-Aiders The Table below gives a broad indication of the numbers of occupational first-aiders which should be provided in different circumstances where the risk assessment carried out as part of the Safety Statement indicates the need for them. These numbers should be doubled if the workplace is more than one hour away from medical assistance. These requirements do not preclude other employees who are trained to a lower level of skill in first-aid. Employers must ensure that details of arrangements made 21
Health & Safety Update Type of Workplace Factories, Construction Sites, Surface Mines and Quarries
Maximum number of employees present at any one time Up to 49
1 if Safety Statement Risk Assessment shows it necessary.
50 to 149
150 to 299
More than 300
1 extra for every 150 employees or part thereof
Underground Mines Other Workplaces
Number of Occupational First-Aiders
1 for every 10 employees or part thereof Up to 99
1 if Safety Statement Risk Assessment shows it necessary.
100 to 399
400 to 699
More than 700
1 extra for every 300 employees or part thereof.
for the provision of first aid including the names of occupational first aiders and the location of first aid rooms equipment and facilities for or at the place of work are included in the safety statement, and the names, addresses and telephone numbers of the local emergency services are clearly displayed at each place of work. In addition to the above arrangements, details of all cases treated by occupational first-aiders should be entered in a first-aid treatment record book, which must be kept in a suitable secure place, respecting their confidential nature. These records should be readily available and shown to a Health and Safety Authority inspector if requested.
1. 2. 3. 4. 5. 6. 7. 8.
The following minimum facilities and equipment should be provided in first-aid rooms –
All places of work must have one or more first-aid rooms if the risk assessment undertaken for the Safety Statement shows it necessary, based on the following criteria – a) b) c) d) e)
Size of the premises, Type of activity being carried out, Frequency of accidents arising, Existence of special hazards, Distance from nearest appropriate medical facility.
9. 10. 11. 12.
As a general rule, any workplace, which presents a relatively high risk from hazards should have a suitably equipped and staffed first-aid room. Where Occupational Health Services exist on premises, the surgery or accommodation housing that service may be considered to be a first-aid room, provided that the conditions set out below are met.
Sink with running hot and cold water always available Drinking water and disposable drinking vessels A suitable store for first-aid equipment and materials First-aid equipment Smooth topped working surfaces Soap Paper towels Suitable refuse containers lined with a disposable plastic bag A couch (with a waterproof surface) and frequently cleaned pillow and blanket. A chair A bowl or basin Clean protective garments for use by occupational first-aiders A first-aid treatment record book
Training From the 1st September this year the Health & Safety Authority has determined that the standard for Occupational First Aid in the workplace will be set at Fetac Level 5 Standard. Those who achieve the appropriate result in the assessments will be awarded a Fetac Certificate. Any occupational first aider who is due to renew their qualifications will have to achieve this new standard.
Where first-aid rooms are required, the following minimum conditions should be meta.
The room should be large enough to hold a couch, with space for people to work around it, and a chair. The room’s entrance should be wide enough to accommodate an ambulance trolley, stretcher, wheel chair or carrying chair. The room should be clearly identified as a first-aid room by means of a sign. A telephone or other suitable means of communication should be provided.
An occupational first-aider should be responsible for the upkeep of the first-aid room so as to ensure that it is kept stocked to the required standard and that it is at all times clean and ready for immediate use. 22
UNI’s 30-minute guide to private equity UNI Global Union is concerned about what the deteriorating financial environment means to the debt laden companies. The protection of workers interests during this credit crisis is a serious concern and not one likely to be born by the companies or their investors. None of these funds have made a commitment to a labour code
which embraces the workers of a portfolio company they have invested in. UNI has developed this simple “Thirty minute guide to private equity” to assist to make sense of complexities of this capital strategy and its impact on workers. This guide should take no more than
thirty minutes to read. By the end, you will know why private equity companies represent a major risk to workers' jobs and employment conditions around the world - and why trade union organisations like UNI are campaigning for proper controls over this multi-billion dollar industry.
UNI has dedicated part of its website to issues about private equity:
http://www.uniglobalunion.orq/uniindep.nsf/privateequity?openpage UNI affiliate SEIU has produced an excellent guide, Behind the Buyouts. This, and more news about private equity, can be found at:
http://www.behindthebuvouts.org/ The ITUC report Where the House always Wins: Private equity, hedge funds and the new casino capitalism can be found via UNI's website or direct at:
http://www.ituc-csi.orq/IMG/pdf/ITUC_casino.EN.pdf The IUF Global Union report A Workers' Guide to Private Equity Buyouts (available in several languages) can be found via a link on UNI's website or direct at:
Donnelly settles unfair labour practice charges Teamsters at RR Donnelly Pontiac, Illinois have been vindicated with the company's settlement of charges of spying on its employees and threatening them in retaliation for organising into the Teamsters. The settlement includes the posting of a notice to employees spelling out that the company will not threaten workers for joining a union. "Our victory should give aid and comfort to the thousands of other Donnelly employees who are planning to become members," said George Tedeschi, GCC President and Teamsters International Vice President. The CWU has congratulated the Teamsters Union on their victory at Pontiac, Illinois. RR Donnelly have adopted an anti union approach towards the CWU since taking over a printing plant previously operated by Astron at Sandyford in Dublin. The Company has refused to engage in dialogue on issues affecting CWU members and Union notices have mysteriously “disappeared” from notice boards.
conditions of diversity. However, it is important to note that there have already been a wide range of practical outcomes from the project. The following is a list of some of the more significant. • •
Message from the Chair There are reports elsewhere in this newsletter on the Moving On Conference and on the future of City Bridges. We are delighted with the progress made over the life of the Moving On Project and the outcomes that have been achieved. We are determined to secure a future for City Bridges. We have submitted an application for a two month extension of the project and will keep everyone informed of progress on this. I would like to thank the staff and Advisory Committee for their hard work and the participating unions, CWU Ireland, CWU UK, SIPTU and Unite. Thanks also to the participants on the course who have made such a massive contribution to the aims of City Bridges which are to tackle prejudice and discrimination in society and the workplace. Networks have been established and coordinators agreed to ensure that the work of Moving On continues into the future.
• • •
Eddie Glackin Chair, City Bridges CEO, Irish Trade Union Trust (May 2008)
Motion to SIPTU Conference on Further Education provision in Cavan/Monaghan region Letterkenny-Derry/Londonderry trades councils have met to investigate possible initiatives of cross border co-operation. One of these is to support the cross border rail lobby to restore the Sligo/Letterkenny/Derry rail link. A Trades Council Motion was submitted to the 2007 ICTU Biennial Delegate Conference on this issue. L/Derry & Sligo cross border special needs swimming event organised in 2007 with Civic reception in Sligo. Return event took place in L/Derry on Saturday 1st March 2008 with a Civic reception. CWU north and south participated in the Belfast May Day March and Rally with a specially commissioned North/South banner. Commitment to bring outcomes of Moving On back to branch, workplace, colleagues and communities “Wise men from the East” (East Belfast) arranged exchange visit with Dundalk Resource Centre. “Wise men from the East” (East Belfast) and SIPTU Sligo Representative to arrange cross-border event including visit to famine village in Donegal. Special cross-border workshop organised for CWU North and CWU South on Dealing with Disability in the workplace.
The Moving On Training Programme
The Moving On Conference
The fundamental purpose of the Moving On Project was to encourage trade union activists to practise solidarity in conditions of increasing diversity as a unique contribution to peace and reconciliation across this island. The project accepted that the current reality of employment patterns, labour migration and increasing social diversity mean that trade unionism, to survive, must adopt an open, inclusive approach to the practice of solidarity. There is, however, an extra dimension on this island – the experience of 30-odd years of violent political conflict and sectarian divisions that both pre-date that conflict and were exacerbated by it. It is in that context that the Moving On programme was approached. It was designed to explore the implications of solidarity in diversity in a range of different circumstances and engaging with a variety of issues. The common thread was how to express and build solidarity in the modern world facing trade unionism. This is, of course, vital for the survival of trade unions but the foundation argument of the Moving On Programme was that modern solidarity is also essential to build a new society in a region emerging from
The final conference for the Moving On Project took place in the Carrickdale Hotel on 2 & 3 April 2008. Speakers included Brian Gormally, Justice Associates; Billy Hayes, General Secretary, Communications Workers Union; Taryn Trainor, Unite; Billy Young and Emmanuel Millar, SIPTU; Martin O’Rourke, SIPTU; Jimmy O’Connor, CWU, Ireland. There was a full attendance and the Moving On Project Report was launched by Peter Bunting, Assistant General Secretary, Irish Congress of Trade Unions. The keynote address was given by Monica McWilliams, Chief Commissioner, Northern Ireland Human Rights Commission.
Moving On Project Outcomes The participating trade unions are committed to maintaining networks devoted to exploring the practical and policy implications of practising solidarity in 28
decades of violent political conflict. The proposition is that the trade union movement – one of the biggest institutions in civil society – is based on the values that need to be at the core of a peaceful and reconciled community. This was a practical process. The Moving On programme was just a series of training sessions. It included the building of permanent cross-border networks of trade union activists committed to peacebuilding and the equality agenda. The cross- border aspect was important – the experience of studying common issues with colleagues with different histories and circumstances was part of the learning process. The cross-union aspect also allowed participants to look at problems and issues in principle, rather than simply how they were reflected in their own union’s experience or structures. City Bridges has come to a few simple conclusions from the experience of this project. First, there is a strong appetite amongst trade union activists for open and honest dialogue about equality issues including sectarian division. Second, while the debate on equality is by no means won, in the movement, in the workplace or in society generally, trade union activists are ready and willing to be champions of the concept of solidarity in diversity. Third, there is a particular strength in the cross-community, cross-border and cross-union process developed in this project. It is especially important that this learning is not lost and this experience is built on in the future.
Networks The coordinators for the networks are: • Ciaran Maguire, Unite - +353 (0) 871268433 • Adrian Boyle, Unite - +44 (0) 2871374589 • Martin O’Rourke, SIPTU - +353 (0) 876776823 • Jimmy O’Connor, CWU Ireland - +353 (0) 1 8663023 • Kevin McCafferty, CWU N Ireland - +44 (0) 7921614344
Project Report The report of the Moving On project is now available and we would recommend it as an excellent record of the project and also as a source of information in relation to Peace and Reconciliation and associated issues. The Amicus section of Unite provided funding to enable this report to be published. City Bridges is administered by the Irish Trade Union Trust (ITUT) – SIPTU’s Social Solidarity Service. City Bridges wishes to acknowledge the kind support of ATGWU section of Unite who have provided the project with office accommodation.
Launch of Building Solidarity & Practical Peace Building Leaflets City Bridges Moving On project has launched two new leaflets on: • Building Solidarity • Practical Peace Building for Trade Unionists Copies are available from the City Bridges office. Both leaflets relate to the work of the project and are also very good trade union publications for general use in the workplace. If individual trade unions wish to reprint the leaflets using their own names and logos we can make arrangements for this.
The Future of City Bridges The Moving On project is due to finish its work at the end of June 2008. We have applied for an extension of 2 months funding to run some additional activities. We are also investigating a number of other sources for funding including: 1. Peace III Measure 1.1 involving border counties and Northern Ireland clusters of district councils. 2. Peace III Measure 1.2 – Dealing with the past which is being organised by the Community Relations Council and Border Action. 3. Community Bridges and International Fund for Ireland which is managed by the Community Relations Council (CRC). We will endeavour to keep everyone informed of progress on this.
Contact Us For further information on this project please contact Eamonn Oakes, Project Manager or Sharon McLaughlin, Assistant Project Manager, Transport House, 102 High Street, Belfast, BT1 2DL Tel: within Northern Ireland 07733 361939 Tel: from Republic of Ireland +44 (0) 7733 361939 Email: email@example.com Web: www.citybridges.org This project is part financed by the European Union through the EU Programme for Peace and Reconciliation managed for the Special EU Programmes Body by the Cross-Border Consortium. 29
Presentation of €3500.00 to Maintain Hope, Kilambala, by Naas Postal Branch submitted by Monica Hempenstall
L to R: Emmanuel Cassidy, NEC, Monica Hempenstall, Financial Officer, Gerry O’Donoghue, Maintain Hope, Aidan Duggan, Naas Postal, Rose Duggan, Maintain Hope. 3.
Volunteers from the Naas Postal Branch travelled to Kilambala near Mombasa In July supporting three aspects to their project. 1.
Supporting an Orphanage in Nairobi which will take 50 children on a holiday to the seaside and us the opportunity to carry out basic medical screening. Establishing a Learning Support programme.
To achieve completion of 3 new classrooms in Kilambala School. Finally their aim is to achieve a building project in Kenya.
As expressed by all concerned acknowledgement for your generous support in helping to sponsor this project.
L to R: Monica Hempenstall, Financial Officer, Emmanuel Cassidy, NEC Gerry O’Donoghue, Maintain Hope, Pat Power, Naas Postal, Aidan Duggan, Naas Postal.
Franciscan Missionaries of Mary Presentation of €10,000.00 made to the Franciscan Missionaries of Mary. A presentation was made to the Franciscan Missionaries of Mary towards providing aid to help victims overcome devastating suffering. The money will be used to start an orphanage for some of the orphaned children they have found. Appreciation was expressed to all the CWU members contributing into the Fund for your generous support. BACK ROW L-R Sister Una, Sister Monica, Monica Hempenstall, Sister Delea, Sister Karuna, Sister Mona, Sister Helen, Sister Tess. FRONT ROW L-R Sister Noreen, Sister Carmel, Sister Anna, Sister Maria, Sister Rosaleen, Sister Helen, Sister Sarah.
Books reviewed by Adrienne Power TOLD IN TOBERONA A Memoir by John Swift (1896 – 1990) Available from Watchword, 146 Sundrive Road, Dublin 12 Tel 087 – 2705761, Email: firstname.lastname@example.org or at www.watchwordpublications.com Price €15 (Paperback) Autobiographical account of John Swift’s life, who was a lifelong Socialist and trade unionist. John Swift was General Secretary of the Irish Bakers’ Confectioners’ and Allied Workers’ Amalgamated Union from 1943 to 1967. In the mid-1940s he was President of both the Dublin Trade Union Council and the Irish Trade Union Congress (ITUC). He was also the principal originator of the People’s College and Founding President of the Irish Labour History Society. This memoir holds a wealth of knowledge of the trade union movement and a finely written account of his experience during the First World War (one of the very few written accounts by an Irishman during the 1st World War). He was imprisoned as a conscientious objector to the war and was later forcibly drafted into that war. ‘Told in Toberona’ tells the story of his life in Dundalk and Dublin and especially portrays the nomadic life of a Trade Union Official. There is a lovely account of when on a couple of days leave from his union duties he decided to work on a rockery for the garden and headed to Howth to collect some stones. In a café near the sea-front he met his future wife Harriet. John wrote a poem about it, one line being – “I went to Howth to look for stones, and I found there a jewel as well.” A well-written, interesting and informative Memoir. 31
THE TIMES ARE CHANGIN A SORTERS VIEW ON C&D LIMERICK Company. The most important thing we must remember is change does not necessarily have to be bad. Change can be embraced and accepted and in some cases should really be welcomed.
The Classic Bob Dylan song title certainly sums up the changes in our work place since the introduction of Collection and Delivery (C&D) arrangement. Here in Limerick it has been up and running since April and all in all it has worked out pretty well for our members. Our new arrangements are no different than any other facets of life, hence the adage “you can’t please all the people”, but by and large it has been pretty well received.
At the other side of the table, there are changes at middle management, which must be welcomed if only in name. Gone is the grade of Inspector and replaced by the title Working Leader wherein some cases particularly in rural areas this involves actual delivery of mail. On the higher scale of management there is also major change which is definitely most welcome to all union members. Gone are those awful most intimidating titles like Sup 1, Sup 2 etc (pronounced soup) and also gone is that really awful title “overseer”. That very word resonates immediately with the deep south of the USA in the nineteenth century and also it is a term that was used during the Famine in our own Country 1824-47.However we’re not so sure about the title DSM of the DSU. Imagine trying to explain that to the Bank Manager. Maybe it’s a case of call me what you like so long as you pay me enough.
The change over to C&D should not be under estimated. Not since the break up of the P&T in the 80s has such change occurred. While those of us in C&D land well know, we are all now known as Postal Operatives as opposed to the former titles of Post/person, POC and Postal Sorters, but how many of us would have envisaged the actual change of work practices on the ground. Who would ever have thought that we would see former Post Persons doing Sorters work(What would Gerry Leddin say about this I wonder), Sorters doing vice versa and even Auxiliary Post Persons doing POC’s work. Our retired and deceased brethren would be astounded, particularly those in the higher echelons of standing within the
An Post Day Staff Limerick
So while C&D has thrown up major change (and many a missort) for us, in the main it has been very beneficial to most of us. While this scribe is the first to admit that the former Postal Sorter grade in Limerick did not come out of these changes in a very favourable light regarding lost duties, one must remember that this is the consequence of Automation and Limerick being overlooked as one of the main Regional Mail Centres. Because of this the people in the auld Sorter Grade have had to adopt Dracula like lifestyles, they only come out at night! By and large though; our Branch here in the Treaty City has secured a satisfactory agreement generally for our members on rather limited rations. On the delivery side of things only three of the new routes applied for tests out of a total of one hundred and sixty. The displaced POCs have the expectation of the arrival of the main RLB centre in October…..ish.
not too heavy. (A view not shared in Newcastle West!)
If there is one bitter after taste it has to be the plight of the aforementioned Sorter Grade. There is no doubt that it is rather deflating that most of their work will be for the nocturnal nature. Particularly, as most of these lads have given half and more of their working lives to An Post, that they are forced to work these hours. So all in all we are now all under the same umbrella and honestly the rain is
“You could boil an egg on the stones here, if you had an egg ……..” Well the same applies here ……. We could all go out on bikes now if we had a ………………!
In closing none of our members should under estimate the amount of work done by the Branch in getting the best deal possible for our members. The protracted negotiations and lengthy meetings bore fruit for nearly all of us. (We couldn’t sort the sorters) Special mention has to go to our excellent Secretary Ray Neville. He worked tirelessly in this project and more than once went way beyond the call of duty to get the best possible deal for each and ever one of our branch members. His negotiating tactics were admirable to say the least. (Even if he was a Sorter)
In that famous Harp Lager ad of the 80s when the guy in the desert said :
Ger Hanrahan Happy Postal Operative/Disgruntled Postal Sorter
An Post Night Staff Limerick
CWU People Postal Sorter, Eamonn Walsh, in private audience with An Taoiseach, Brian Cowan. Submitted by Eamonn Walsh
CWU member and Postal Sorter Eamonn Walsh was recently congratulated by An Taoiseach Brian Cowan in a private audience at Government Buildings after winning the World Championships on the Uilleann Pipes. Eamonn also received a letter of congratulations from British Prime Minister Gordon Browne who has placed Eamonn on Downings Street entertainments list. He has also been placed on the list of entertainers at the White House in Washington. Eamonn founded the Irish Cross-Border Music,Sports and Arts Peace project in 1990 which aims to promote Peace and reconciliation in Northern Ireland through the medium of Music,Sports and the Arts.
NOEL McGOWAN, SLIGO DISTRICT BRANCH, RETIRES
Presentation of Union scroll by Pascal Connolly NEC to Ex NEC member Noel Mc Gowan on his retirement from the company and Sligo District Branch after 40 yearsâ€™ service. 34
redmond 50th Wedding Anniversary “And Remember you could be next”
Congratulations to Paddy (Porry) and Totsie Redmond, who just celebrated their 50th Wedding Anniversary!
Charlie Kelly Letterkenny President
Pictured recently in Letterkenny at a function held by the Letterkenny Postal Branch to celebrate Charlie Kelly becoming President are Liam Conroy (ex NEC) Charlie Kelly and his wife Sally and Damien Touhy (NEC). The function was attended by Charlie’s many friends and family including members of the NEC and representatives from the Union across the Donegal region. A great night was enjoyed by all. 35
Maurice Foley Retires Submitted by Michael Gallagher
A presentation was made to Maurice Foley on his retirement after 27 years service to An Post. Maurice was a Postman in Lifford DSU. Pictured L-R. Martin Patton (Delivery Services Manager), Helen Foley (Wife of Maurice), Maurice Foley and Michael Gallagher (Secretary Lifford / Inishowen Branch).
Pat Cunningham Retires Submitted by A nthony McCrave
Anthony Mc Crave (Branch Secretary Dundalk Postal) pictured with Pat Cunningham at his retirement party held in the Clan Na Gael GFC clubrooms in Dundalk. Pat had 28 years service in An Post. And will now be concentrating in his retirement on his position as club vice chairman of the Clan Na Gael GFC club where he will be following in his fathers (P.J. Cunningham) footsteps who was the club secretary for over 40 years. Pat is also a member of the local golf club and will be hoping to get out on the course more often now that he has the extra time on his hands. Pats banter about football and golf will be missed in the office in the mornings but he will never be far away as a lot of the staff move with pat in the football and golf circles. We all wish him well in his retirement.
Galway Postal Branch â€“ Athenry Retirements Submitted by Brian Oâ€™Connor Recently, two Members of the Galway Postal Branch based in Athenry Post Office, retired. Tina Kilkelly and Sean Cannon had long service to the Union and Company. Retirement parties were held for both in The Raheen Woods Hotel, Athenry. The Galway Postal Branch wishes Tina & her husband Sean and Sean & his wife Anne all the best for their future years in retirement. The photos show Tina with her Union scroll and Sean together with colleagues from Athenry Post Office and friends.
Tina Kilkelly Retirement
Sean Cannon Retirement 37
Willie Ormond Waterford Branch Treasurer Retires Submitted by Bill Colfer After long and loyal service to the Union since the days of the POWU Willie Ormond has recently retired from the Post Office. Willie is a familiar face to all conference delegates having attended consecutively since the mid eighties. He was Waterford Indoor Branch Secretary at the inaugural CWU Conference in Cork more than a decade ago. Somewhat unique amongst lay activists Willie holds the distinction of serving in all Branch Officer positions – Secretary Waterford Indoor; Chairperson Waterford Area Clerks; and latterly Treasurer Waterford Postal Branch. His role in the Waterford Branch brought consistency and no little resilience in dealing with the various change agendas tabled by An Post. He proved a great asset to Officers and Executive Members hailing from the South East constituency since the time of ex General Secretary Terry Quinlan; NE members John Colfer; Bill Colfer; and Billy Ronan, ensuring that events back at the ranch were not forgotten in the broader Union agenda. With great fondness and no little sadness all involved with the CWU wish Willie a long, healthy and happy retirement. No doubt Willie will not be far from CWU endeavour, his wife Eileen a previous committee member remains in the Waterford Postal Branch working in the Area Office. In the Lyrath Hotel Kilkenny at this years Conference a parting glass was raised to toast Willie’s Union Service and after his last day at work friends from all sectors of the Branch assembled in tremendous numbers to salute him and wish him well in all he undertakes. We second those good wishes and applaud your commitment and resolve through tough and successful times. Willie, Sláinte a chara, comrade, colleague and confidant.
Signing Off - Retired Activist and Labour Councillor Pat Hayes welcomes Willie to the retired ranks, with Willie's wife Eileen, and Waterford staff Tim Phelan, Conor Coughlan, Declan Freiberg and Bill Colfer Coordinator
Retired Activist and Labour Councillor Pat Hayes welcomes Willie to the retired ranks with Tim Phelan and Coordinator Bill Colfer
Tommy Kelly – Galway Postal Branch – Retirement On July 4th last, members of the Galway Postal Branch and others gathered in The Western Bar, Galway to bid fond ‘au revoir’ to a great colleague & friend, Tommy Kelly. Tommy served the Union & the Company well for 36 years up to his retirement on Jume 20th last. The depth of gratitude to Tommy was measured by the glowing tributes paid to him by various speakers on the night. Among those paying tribute to Tommy were Charlie Kelly, President CWU and Sean McDonagh, National Officer CWU and protigé of Tommy’s !! Tommy Kelly was a cornerstone of the Galway Postal Branch for many years. He was actively involved in the Branch at all levels and was in some cases a man ahead of his time especially in the way that he made new Members, especially female ones, feel welcome in what could be at times an overly male dominated environment. He was at odds with Branch decisions on occasions but always abided by the wishes of the Branch and when push came to shove, there was no better man that Tommy, to do the shoving. His son, Tommy Junior is now a Member of the Branch and will carry on his Dad’s legacy.
Sean McDonagh and Tommy Kelly
The Galway Postal Branch would like to wish Tommy & his wife Kathleen, many happy years of retirement. We’ll miss you !
Dublin No 1 Retirements
Pictured L-R. Jerome Barrett National Officer, John Chaney and John Egan Branch Secretary
John Chaney Sorry to see you go! John has filled the roles of Branch Delegate and/or Official Photographer to the Union at many, many events over the years including, what may be, a record number of Annual Conferences. (At Conference John was bon viveur of renown.) His unfailing patience courtesy and wit was much admired by all. On behalf of all in the CWU we wish to thank John for all his service and loyalty to the Union over so many years. We also want to wish John with his family, a long healthy and happy retirement
John Chaney has recently left eircom, having availed of VL. John has given over 40 years service to the Company and indeed to the Union. He is extremely well known, much liked and respected by all within the CWU community and this was recognised recently at a “going away “ party organised by the Dublin No1 Branch and attended by many of John’s colleagues and friends, including many from Union Head Office. We believe a great night was had by all, the highlight being a presentation to John by the General Secretary.
Pictured L-R. Mick Scully National Partnership Coordinator, John Chaney 40
Secretary) and National Officer Jerome Barrett, presented the Union scrolls on behalf of the CWU. Willie John and Charlie, had well in excess of one hundred and ten years service between them....................
Willie Martin, Charlie Hurse, and John Chaney, have recently left eircom, having availed VL .The trio held their Leaving party in the Gresham Hotel Dublin and were given a great send off on the night by their many friends and colleagues in eircom and the CWU. John Egan (Branch
Pictured L-R. Jerome Barrett, Charlie Hurse and John Egan
Pictured L-R. Jerome Barrett, John Chaney, Willie Martin, Charlie Hurse and John Egan. 41
Personnel Changes Happy Retirement It was a sad day in June when Betty Halligan retired from the Union after 18 years service. Betty joined the Union in 1990 and was a valued member of the clerical admin team. Betty worked closely with the General Secretary and the Deputy General Secretary. She also had responsibility for overseeing the smooth running of the Education courses. Betty was a Volunteer Helper at the Special Olympics held in Ireland in 2003. She went to Moldova to assist with the care of children in the orphanages in 2004 and has plans to return again soon. In her spare time Betty is a keen walker, gardener and above all else she loves to travel. She spends most of her weekends walking the countryside and has done many walking tours abroad. We wish her every success, health and happiness for the future in all her endeavours.
Tony Harmon Mr Tony Harmon has taken up the position of Executive Support Officer at CWU Headquarters, following the recent retirement of John Lennon (which we advised in our last publication). The Union has agreed arrangements with An Post for Tony’s release from his GPO post in the Philatelic Bureau. As a former National Executive Council member and Branch Secretary of the Dublin Managers Branch, Tony’s vast experience and knowledge will be of enormous assistance to the Union. While he will be predominantly working in the Postal/Courier Sector, a major part of his brief is to prepare for issues and challenges facing the Union’s Management Grades and Members.
At CWU Head Office
Keith Pollard The Union has appointed Mr Keith Pollard to the position of Clerical Administrator/Ancillary Services Operator. As a member of the Dublin Postal Clerks Branch Committee, Keith has also gained invaluable experience by his Trojan work with the Union’s Organising Committee. He is the CWU Representative to the ICTU Youth Committee and is currently its Vice Chairperson. He is also a member of the UNI Youth Steering Committee.
An Post – Launch of Review of Dignity at Work As advised in the last issue of Connect the review of the existing “Dignity at Work’ policy was completed in May 2008. The policy was launched at a meeting in the GPO on Tuesday 12th August 2008 which was chaired by the Director of HR in An Post, Mr. Pat Knight, and was attended by the General Secretary as well as representatives from the other three Union’s in An Post The General Secretary speaking at the launch congratulated the Diversity Sub Committee for the work they had undertaken in completing the review, welcomed the fact that the role of Trade Unions in combating bullying and harassment in the workplace was recognised within the policy and that Union activists would be released by the Company to attend training courses which are being developed by the CWU Education Committee. He also welcomed the Company’s commitment to tackle this issue at source. The Company has advised the Union that a copy of the revised policy will be circulated to all employees. A letter outlining the commitment of the company and the staff side to dealing with Bullying and Harassment in the workplace will be included and will be signed by the General Secretary and the Director of HR. 43
INTELLECTUAL DISABILITY HOUSING FUND Form of Authorisation for Deduction of Subscriptions from Pay TO: The ……………………………………................................................…………. (insert Company name) Payroll Section Until further notice and commencing on ………....................……....……… , please deduct €0.13 from my weekly or €0.26 from my fortnightly basic pay (delete whichever is inappropriate) in respect of my contribution under the Scheme of deductions of Subscriptions to Staff Associations and pay that amount to the Communications Workers’ Union, 575 North Circular Road, Dublin 1. (Please note that eircom Scale A members are already paying 13 cent per week into this fund). I recognise that these deductions, being made solely as a measure of convenience to me, may be terminated at any time. I also recognise that the ultimate responsibility for ensuring that the deductions have, in fact, been made from my pay rests with myself, and that beyond making remittances on foot of sums deducted for credit to the account of my Union, the Company accepts no responsibility of any kind in this matter. Signature: ........................................................... OFFICE ................................................................ LEAVE BLANK FOR OFFICE USE ONLY NAME: ................................................................ DATE: .................................................................. (BLOCK LETTERS PLEASE)
Note: When completed, this form should be returned to the General Secretary, Communications Workers’ Union, 575 North Circular Road, Dublin 1.
✃ HOSPICE FUND Form of Authorisation for Deduction of Subscriptions from Pay TO: The ……………………………………................................................…………. (insert Company name) Payroll Section €0.50c Until further notice and commencing on ………....................…….……, please deduct €0.13c
(PLEASE TICK THE AMOUNT OF YOUR CHOICE)
from my weekly basic pay in respect of my contribution under the Scheme of deductions of Subscriptions to Staff Associations and pay that amount to the Communications Workers’ Union, 575 North Circular Road, Dublin 1. I recognise that these deductions, being made solely as a measure of convenience to me, may be terminated at any time. I also recognise that the ultimate responsibility for ensuring that the deductions have, in fact, been made from my pay rests with myself, and that beyond making remittances on foot of sums deducted for credit to the account of my Union, the Company accepts no responsibility of any kind in this matter. Signature: ........................................................... OFFICE ................................................................ LEAVE BLANK FOR OFFICE USE ONLY NAME: ................................................................ DATE: .................................................................. (BLOCK LETTERS PLEASE)
Note: When completed, this form should be returned to the General Secretary, Communications Workers’ Union, 575 North Circular Road, Dublin 1.
✃ CWU DEVELOPMENT (AFRICAN) FUND PROJECTS Form of Authorisation for Deduction of Subscriptions from Pay TO: The ……………………………………................................................…………. (insert Company name) Payroll Section For a period of one year and commencing on ………....................……....……… , please deduct €1.27 from my weekly or €2.54 from my fortnightly basic pay (delete whichever is inappropriate) in respect of my contribution contribution to the African Fund of The Communications Workers’ Union, 575 North Circular Road, Dublin 1. I recognise that these deductions, being made solely as a measure of convenience to me, may be terminated at any time. I also recognise that the ultimate responsibility for ensuring that the deductions have, in fact, been made from my pay rests with myself, and that beyond making remittances on foot of sums deducted for credit to the account of my Union, the Company accepts no responsibility of any kind in this matter. LEAVE BLANK FOR OFFICE USE ONLY
Signature: ........................................................... OFFICE ................................................................ NAME: ................................................................ DATE: .................................................................. (BLOCK LETTERS PLEASE)
Note: When completed, this form should be returned to the General Secretary, Communications Workers’ Union, 575 North Circular Road, Dublin 1.
CWU NO. .............................
OFFICE USE ONLY
Permanent part time
Permanent full time
❏ ❏ ❏ ❏
❏ ❏ ❏ ❏ ❏
Branch Branch Secretary ........................................... Name ..........................................
Signature ...................................... Date ........................................
Current Grade/Job Title ...........................................................................
Date of Commencement with current employer ......../.........../........
Branch Name .............................................................................................
Your work/office location (if different) ...................................................
Employer’s Address ..................................................................................
And Agency (if applicable) .........................................................................
Name of Company ...................................................................................
Mobile. No. ................................... Email .................................................
Home Tel. No. ............................... Work Tel. No. .................................
Home Address ...........................................................................................
Staff No. (where applicable).........................................................................
(PLEASE FILL OUT FORM IN BLOCK CAPITALS)
Direct Debit Instruction
3 0 4 9
Originator’s Reference ..................................................
Originator’s Identification No.
Signature ..................................................... Date .......................................
• This is a guarantee provided by your Bank/Building Society as a member of the Direct Debit Scheme, in which Banks/Building Societies and the CWU participate. • If you authorise payment by Direct Debit, then – The CWU will notify you in advance of the amounts to be debited to your account – Your Bank/Building Society will accept and pay such debits, provided that your account has sufficient available funds • If it is established that an unauthorised Direct Debit was charged to your account, you are guaranteed a prompt refund by your Bank/Building Society of the amount so charged. • You can cancel the Direct Debit Instruction in good time by writing to your Bank/Building Society.
THE DIRECT DEBIT GUARANTEE
I shall also so notify the CWU of such cancellation.
• I shall duly notify the Bank/Building Society in writing if I wish to cancel this instruction.
• I instruct you to pay Direct Debits from my account at the request of the CWU. • I confirm that the amounts to be debited are variable and may be debited on various
➃ Your instructions to the Bank/Building Society, and your Signature
& Account Number
➁ Name of account holder ③ Sort Code
Society and Branch:
➀ Please write the name and full address of your Bank/Building
OFFICE USE ONLY
Please complete parts 1 to 4 to instruct your Bank/Building Society to make payments directly from your account. Then return the form to: The CWU, 575 North Circular Road, Dublin 1.
Instructions to your Bank/Building Society to pay Direct Debits
PLEASE COMPLETE BOTH FORMS IN BLOCK CAPITALS
Marital Status ................................. Date of Birth ........../........./..........
(PLEASE FILL OUT FORM IN BLOCK CAPITALS)
Deduction at Source
Include you in the bigger picture, as the CWU works on a national level with the Irish Congress of Trade Unions
Advise you on all issues related to Health and Safety
Keep you up-to-date and informed on developments in your sector via Union magazines, bulletins, your own section on the CWU website and a local presence in your workplace
Send completed Application Form, together with completed Direct Debit Instruction, to:
Assist you in your training and development needs and offer you a number of training courses free-of-charge
Please ensure you fill out all the information required.
Give you access to information on all aspects of your employment
Please ensure you complete both the Application Form and the Direct Debit Instruction
Provide you with a personal service ranging from confidential, work-related information advice, to legal advice
Please complete both forms in BLOCK CAPITALS
Negotiate with your employer on your behalf on all matters.
__________________________ from my basic pay in respect of my contribution under the Scheme of deductions of Subscriptions to Staff Associations and pay that amount to the Communications Worker’ Union, 575 North Circular Road, Dublin, 1. • I recognise that these deductions, being made solely as a measure of convenience to me, may be terminated at any time. • I also recognise that the ultimate responsibility for ensuring that the deductions have, in fact, been made from my pay rest with myself, and that beyond making remittances on foot of sums deducted for credit to the account of my Union, the Company accepts no responsibility of any kind in this matter.
• Until further notice and commencing on __________________________, please deduct
INSTRUCTIONS TO PAYROLL
The Membership Department, Communications Workers’ Union, 575 North Circular Road, Dublin 1.
Guide for completing Application Form
What can We Do for You?
Published on Oct 18, 2010