November/December 2014

03
In Brief
Members will be aware that the Union’s
Income Continuance Scheme is due for
renewal in March 2015 and that the
providers had indicated that the cost was
likely to increase. Members pay 0.85% of
salary currently but the real cost is 0.99%,
the difference being made up by a ‘once-off’
contribution in 2014 from Union funds of
€250,000. As it is not possible for the
Union to pay out money into the scheme
indefinitely, there is every likelihood of an
increase in March 2015 for scheme
members. The scale of increase will be
determined by claims experience.
Discussions with the providers are
ongoing as we write.
a Conciliation and Arbitration Scheme.
Indeed, the establishment of arbitration was
a major election issue in that period as the
then leader of Fianna Fáil, Eamonn de Valera,
was personally opposed to the idea of a
third party telling Government what they
ought to do. The solution arrived at allowed
Government to reject arbitration awards but
only with the consent of the Dáil. This has
acted as a great enforcer of third-party
outcomes and only twice since has a
Government exercised this provision. For
this reason, this Union has sought to protect
the scheme. However, it is accurate to say
that it is a system that is slow, cumbersome
and that not all issues are arbitrable. For
these reasons a majority of Civil Service
unions favour a move to the use of the State
machinery i.e. the Labour Court Relations
Commission and the Labour Court.
The first step in this direction has been
taken with the Government decision to
provide in legislation for the Minister to
have the power to remove the restriction
on Civil Servants having access to the State
machinery. Much discussion on what is to
replace the current scheme can be
anticipated.
Union education and training
executive Committee
The Union is in talks with IMPACT regarding
the sharing of training resources. Details
will issue in due course.
Ms. Rhona McEleney (Revenue Group),
has been elected to the vacancy on the
Executive Committee that arose due to the
resignation of Mr. Ed. O’Connor (Revenue
Group). Congratulations are due to Rhona
on her return to the Executive Committee.
Thanks are due to her opponents in the
by-election for their candidature and thanks
are due to Ed. O’Connor for his contribution
to the Union.
Membership
Up to 18 November 2014, a total of 191
new members were recruited to the Union
this year. With the beginning of some
recruitment to the grades that we represent,
recruitment to the Union assumes even
greater importance. A tool to assist in the
form of a podcast is available on the Union
web-site (see www.pseu.ie >Info for
Branches> Training).
Income Continuance
Future of Civil Service Conciliation
and arbitration Scheme
This may not seem to many members to be
an issue of great consequence. However,
since the 1950s, industrial relations in the
Civil Service have been conducted through
Editor: Seán Carabini ([email protected])
Editorial Assistant: alice McHugh ([email protected])
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InternatIonal
South Korea
The IUF, representing food, farm and hotel
workers internationally, has started a
campaign to have McDonald’s in South
Korea recognise the rights of employees
to organise. The campaign follows the
dismissal of McDonald’s employee and
trade union activist Gahyun Lee, who
had been vocal on both local and
international issues. Workers around the
world are asked to sign a petition for
Gahyun – see www.iuf.org for more details.
Belgium and Greece
As the failed policies of austerity continue
throughout Europe, protests in a number
of European countries begin to intensify.
In Belgium, trades union are undertaking a
month-long series of intermittent
industrial action to protest at the policies
of Charles Michel’s government – policies
that include an additional 10% public
sector pay cut and introduce the concept
of having to work for social security
payments.
In Greece, talks between the Troika and
the government have stalled. Proposed
austerity measures have caused a public
backlash that has seen much of the public
infrastructure grind to a halt. At the time
of writing, the Greek unemployment rate
stands at 26%.
Tom Geraghty
E: [email protected]
Public Service Executive Union
30 Merrion Square, Dublin 2
Tel: 01 – 6767271
E-mail: [email protected]
Web-site: www.pseu.ie
04
PSEU REVIEW
November/December 2014
Snapshots
Number of women
who suffer domestic
abuse in Ireland.
1 in 8
suffer domestic abuse
while pregnant.
Budget 2015
at a glance:
Impact of Budget
on take-home
pay by income:
• €70k - +1.7%
• €45k - +1.5%
• €25k - +0.5%
QUOTE:
“WORTH
MAYBE TWO,
FAINT, CHEERS
WOULD BE MY
VERDICT.”
toM GeraGHty on tHe
PSeU BloG, reFleCtInG
on tHe reCent BUdGet.
“
QUOTE
1 in 5
My
friend,
your
heroism is
going to
be its own reward.
We will not insult
you by talking about
such a dirty thing as
money.
”
George Bernard Shaw speaking 100 years
ago about the pay of soldiers and calling,
generally, for the equalization of pay
across society.
0.05%
Amount of proposed
Financial Transactions Tax
proposed by
europeansforfinancialrefor
m.org and endorsed by the
European Trade union
Confederation (EUTC)
61.4%
Percentage of unemployed in
Ireland who have been seeking
work for at least 12 months
90,000
Number of people on Social
Housing waiting list in Ireland
F I V E R I G H T S C A M PA I G N
What is it?
Launched by the ICTU Youth Committee in October, the Five Rights campaign seeks to
highlight the five rights required by Ireland’s youth to ensure they can become fully
active participants in Irish society.
Why does it matter?
Ireland has extremely high levels of both youth unemployment (c. 25%) and youth
emigration – all of which is leading to a sense of youth disenfranchisement in Ireland.
What are the Five Rights?
The five rights demanded are:
n A Right to a Future in Ireland
n A Right to a Job
n A right to decent and secure employment
n A right to equal pay for equal work
n A right to collectively bargain with their employers
5
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06
PSEU REVIEW
November/December 2014
Seasons greetings
and here’s to 2015
I
t is the time of year when
people reflect and then look
forward to the coming year.
In the case of Public Servants any
reflection has to encompass the period
since 2009 when two, (and in some cases
three), pay cuts were imposed, there
were staff cuts and additional working
time etc. However, thankfully, the signs
for our economy are good, if still a little
tentative, and it appears that we are
moving out of the era of austerity and
into a period of growth.
We have managed in the difficult times
to protect Public Servants from
compulsory redundancy, to protect the
system of increments, to protect the
structure of pensions and we have
protected our members’ annual leave
levels. All of these faced real threats in
that period.
Now our task for 2015 and beyond is
to begin the restoration of the losses
imposed on Public Servants. The first
step in that direction was taken in the
Government decision to repeal Section
1B of the Financial Emergency Measures
in the Public Interest, (FEMPI), legislation.
This draconian provision gave the
Minister the authority to impose
unilateral dis-improvements in Public
Servants’ pay and conditions.
The next step will be a claim to be
presented by the Public Services
Committee of the ICTU in the first half
of 2015 for the ‘unwinding’ of the losses
suffered by Public Servants. In this
regard, the discussions with our
members around the country have
identified the difficulties caused by the
financial losses imposed and these will
be our priority in any discussions. It is
not wise in such a public forum as this
Members’
Prize
Draw
magazine to go into any details beyond
noting this priority, as identified by our
members.
Further major challenges are posed by
the Civil Service Renewal Plan, which will
require significant ‘teasing out’, (this is
dealt with in more detail elsewhere in
this magazine).
Whatever difficulties await us in 2015,
our improving economic and fiscal
position should give us hope that after
a substantial period of darkness, there
may be light at last. As an end of year
reflection, that is a good note on which
to wish members the greetings of the
Season and to raise a glass, or two, to a
Happy and Prosperous New Year.
E: [email protected]
the lucky CaSH prize-winner of our Members’ draw
november / december 2014 is Paul Griffin and he receives
€2000. Paul works in an Post. this month’s other winners
are as follows:
€1,000
Brenda Kelleher
Social Protection
€1,000
James Jack
Justice
€750
Damien Byrne
Eircom
€750
Margaret Cahill
Revenue
George Maybury
E: [email protected]
Tom Geraghty
Congratulations to all concerned.
07
CHOICES:
As Ireland begins to
emerge from austerity,
what are the choices
that lie ahead?
tom Healy (nerI Institute) and
Fergal o'Brien (IBeC) outline their views.
08
PSEU REVIEW
November/December 2014
A vision and a strategy for the 21st Century
Trade union movement in Ireland
ecent political and economic debates have focussed on the
short-term and how we can get out of the economic slump.
now we need a conversation in the trade union movement
about how the policies and goals of the immediate months ahead
relate to our long-term objectives.
R
tom Healy
To avoid the terrible mistakes of the past,
we need to learn how to do things
differently. This impacts on economic
policy in areas such as inequality,
incomes, financial regulation, industrial
democracy and the growth of Irish
owned enterprises in exports markets.
Some of these fundamental goals will
take many decades to fully realise. But
the work begins here.
In 1984, no-one would have guessed
how far Ireland and Europe would have
come by now – a peace process in
Northern Ireland, the fall of the wall in
Central Europe, the spread of IT, the
Celtic Tiger and the crash of 2008.
We need to imagine an Ireland in 2044
which is more prosperous, fairer and
more sustainable. But, what would this
mean and how exactly would we
achieve it? Already, there is pressure to
reduce taxes on the highest income
earners, to continue a policy of
outsourcing in the public service and to
allow the market to determine house
prices (with the risk of astronomical price
rises).
A social vision for the next thirty years
needs to be linked to a strategy for the
short-term (the next 12 to 24 months),
the medium-term (the next 5 to 10
years) and the long-term (the next 30
years). The focus of public policy must be
on raising human well-being through
more and better jobs, a growing,
sustainable economy, stronger dynamic
and exporting Irish firms including small
and medium-sized businesses, more
democracy in enterprises where workers
and other stakeholders have a say and a
stronger public service with education,
health and accommodation seen as
human rights and not as commodities to
be restricted on the basis of ability to
pay.
To make this possible we need a
different model of development in
which the state plays a key supportive
role. A separate retail and investment
banking structure is needed in which
there is place for a publicly-owned bank
to provide a secure place for savers and a
means of prudential lending to
households and small businesses.
The Trade Union movement must
continue to (a) educate (b) organise and
(c) mobilise. This must concern,
especially, those ‘who are not yet
members of trade unions’ – part-time or
precarious workers, migrant workers,
young people not in employment – in
addition to the current 800,000 trade
union members.
The Nevin Economic Research Institute
has made an initial contribution by way
of its considerable research output over
the last three years. However, more
broadly, the trade union movement
needs to elaborate a more specific
strategy in collaboration with other
European trade unions a policy to:
• invest in people, communities,
enterprises and public goods and
services;
• achieve a fair and equitable
distribution of income including a
living wage floor for families and
individual workers; and
• raise the importance of a ‘social wage’
funded and paid for by adequate
taxes and social insurance
contributions where everyone
contributes but fairly and in
proportion to their means.
Ultimately, the choice is whether we are
serious about what needs to be done to
build a better world for our children and
our children’s children. Karl Marx, once
wrote:
The philosophers have only
interpreted the world in various ways
– the point is however to change it.
tom Healy
director
nerI
09
Policy priorities for 2015
Ireland’s economy has recovered much stronger and faster than
most expected. We expect to see GdP growth of about 6% in
2014 and 4.5% in 2015. the austerity budgets have now come
to an end and we are clearly entering a phase of very different policy
issues. the business community remains very optimistic about
Ireland’s long-term prospects but sees a number of challenges ahead
as recovery takes hold.
I
We have argued for some time that
Ireland’s economy has a potential growth
rate of between 3% and 4% p.a., which is
at least double the average of the EU.
Our favourable demographics and the
strength and diversity of our businesses
are the main reasons why we believe
that Ireland can continue to outperform
the EU average for decades to come.
Recovery has gained momentum during
2014 and has become much better
balanced. We are now seeing a growth
contribution from all sectors of the
economy with personal consumption;
investment and net exports all
expanding. In 2015 we expect to see
further momentum in the consumer
spending and investment sectors, in
particular. Both of these sectors of the
economy remain well below their precrisis level and we expect to see further
normalisation over the coming year.
It is now clear that we have significant
infrastructure deficits right across the
county. In areas such as transport,
housing, health, education and
environment, years of underspend are
resulting in choke points for recovery.
Government must be radically more
ambitious in its investment plans for
current needs and the future
requirements of a rapidly growing
population. Interest rates are at historic
lows – 10-year money is currently
costing Government less than 1.5% and we must now seize this window of
opportunity and invest ambitiously.
While we currently have a relatively high
public debt level, this should not be seen
as a barrier to investment. Much of the
investment can be financed off-balance
sheet. It is also important, however, that
the public debt level is viewed in the
context of Ireland’s growth potential. If
trend growth is achieved over the
coming decade, Ireland’s debt to GDP
level will be halved. Just like in the 1990s
we can quickly outgrow our debt
challenges, but in order to achieve this
we must support growth through
investment in skills and infrastructure.
Fergal o’Brien
We must also see further reform of the
tax system in 2015. Tax on work remains
far too high in this country. The income
tax burden is an impediment to
employment and investment. A marginal
tax rate which sees more revenue going
to Government than to workers simply
doesn’t make sense. The 9% VAT rate is
evidence that lower tax rates can drive
extra activity and jobs and ultimately
result in higher revenue for the
Exchequer.
Ireland’s economy has achieved a
spectacular turnaround over the past
year and it can make further progress in
2015. The right policy choices must be
made, however, to drive more
investment and job creation.
Fergal o’Brien
Head of Policy and Chief economist
Ibec.
10
PSEU REVIEW
November/December 2014
Death of
a Trade
Union
Activist
“ … while it is true … that Colombia is the
worst country in the world in which to be a
trade unionist, this is a subset of a much
larger problem. The real problem with
Colombia is that it is a state whose forces
murder its own citizens with impunity.”
When Tom Geraghty made this statement
to the Oireachtas Joint Committee on
Foreign Affairs and Trade in October, he
did not make it lightly. In July, Tom was a
member of a Human Rights delegation
that travelled to Colombia tasked with
assessing the situation and to report back
with their findings.
The delegation travelled to Putumayo in
southern Colombia to meet with local
trade union activists and indigenous
communities to hear about their
experiences first hand. There had been
particular difficulty in Putumayo with
police beatings and brutality used to
enforce the activities of oil companies
seeking to exploit the oilfields of Puerto
Vega. The local residents – mostly
agricultural labourers – were also
particularly exercised about governmentsanctioned ‘fumigations’ that they believed
were affecting their environment, their
water supply and their health. In May, four
people were murdered by Government
forces – including a 16-year-old boy.
Among the local activists that met the Irish
delegation was Arnoldo Muñoz. Arnoldo
had been a youth member of FENSUAGRO,
the agricultural workers’ union, a member
of the Patriotic March, and an active
The Putumayo protest at which Arnoldo Muñoz was killed.
member of his local neighbourhood
committee.
whose lives and homes would be
destroyed by their economic policies.
In July, against the wishes of the locals, the
Government awarded a contract to expand
oil exploitation in the region to Colombia
Vetra Energy. Given the history of the
destruction of the environment caused by
oil exploration – and given that the locals
are dependent on the environment for
their livelihoods – they began a series of
protests. In particular, they blockaded the
roads to try to prevent the oil lorries
getting through.
Yuri Quintero – a fellow activist who knew
Arnoldo – echoed the distress felt by the
local population at Arnoldo’s killing. “The
great pain of his loss is because of the way
he was killed, but also because of what he
meant to the community - he was a very
active, helpful youth who was more
concerned with his community than he was
with himself. He’s a symbol of the struggle
of Putumayo. We can’t allow his death to
remain in impunity.”
On 15th September, Arnoldo was
participating in one such protest when the
ESMAD – the Colombian riot police –
arrived to violently disperse it. Four
protesters were wounded by the ESMAD.
One of them, Arnoldo, was hit in the side of
the head by a tear-gas grenade. He was
immediately knocked unconscious.
Speaking at the Oireachtas Joint
Committee on Foreign Affairs and Trade,
the Irish delegation called for the Irish
Government not to ratify an impending
international Free Trade Agreement with
Colombia and to use what leverage they
could to try and improve the Human
Rights situation in Colombia. Echoing
genuine concern at the lack of weight
given in the trade agreement to Human
Rights issues having heard the first-hand
accounts of those who have suffered from
state brutality, Tom Geraghty called on the
Irish Government to “delay, at the very
least, the ratification of this treaty and use
it as an opportunity to bring some pressure
to bear on the Colombian Government, as
it is susceptible to pressure on this issue.”
The locals, knowing that local hospitals are
not always safe for protesters, drove him
four hours to Quito, across the border in
Equador, to seek medical attention.
Arnoldo lingered in a coma for four days
before passing away. He was 25 years old.
Arnoldo had been killed for protesting
against the Colombian Government’s
refusal to consider the voices of those
11
Cost of Disability
I
The conference also heard that people
with a disability are twice as likely to
experience poverty in comparison to
people without a disability due to the
extra costs of having a disability.
nclusion Ireland held a very successful Cost of disability
conference at the Hilton Hotel in Kilmainham in dublin
during September.
The speakers included Minister Simon
Harris, CEO Paddy Connolly, Dr John
Cullinan, Dr Dorothy Watson, Michael
Taft, Eileen Daly, Claudia Wood, Martin
Naughton and Ita Mangan.
A lot of issues arose during the course
of the presentations and discussions on
the costs of disability including:
• emotional costs
• financial costs
•
•
•
•
speech and language costs
paying privately for services
loss of power and control
poor quality of services
There is substantial evidence that the
additional, essential and recurring
costs of having a disability can place a
household at significant risk of poverty
and deprivation.
To watch YouTube footage from
the day – visit:
https://www.youtube.com/user/Inclusi
onIreland
Billy Hannigan
E: [email protected]
Arthur McLean Solicitors
approved to provide legal services to PSEU members
We offer special agreed fees for PSEU members
and a free wills service.
We can assist with a full range of
legal services, including:
• Wills
• Property
• Family law
• Litigation
Address 31 Parliament Street, Dublin 2
Telephone 01 6772519 Email [email protected]
Web www.arthurmclean.ie
12
PSEU REVIEW
November/December 2014
2014 Diversity Forum
he annual PSeU diversity
Forum was held in the
conference centre of the
Communication Workers’ Union on
27th november and focussed on
the topic of ‘Marriage equality’. the
event, hosted by deputy General
Secretary Billy Hannigan, featured
presentations from david Joyce
(ICtU equality officer), Brian
Sheehan (Glen) and rachel
Matthews McKay (SIPtU).
T
Opening the forum, Billy Hannigan
noted some of the workplace difficulties
experienced by people who do not have
equal access to marriage – particularly in
the area of pensions.
David Joyce noted that with an
estimated 50,000+ GLBT trade union
members in Ireland, ICTU has long
been involved in campaigns to ensure
workplace discrimination in this area is
not tolerated.
Brian Sheehan, director of GLEN,
reflected on the history of the GLBT
rights movement in Ireland and how
trades union had been involved from the
very early days. The first Gay Pride march,
he reflected, took place a mere two years
after Stonewall in the USA and consisted
of five people with placards outside the
Department of Justice on a Saturday
morning. Two workmen, there to fit
carpets, were passing by and joined the
march. They themselves were not GLBT
rights campaigners per se, but, when
asked why they were participating, one
responded that ‘A picket is a picket is a
picket’.
The trade union movement in Ireland
has long been at the vanguard of rights
campaigning in Ireland. It was to this
sense of uncovering and eradicating
inequality that Rachel Matthews
McKay spoke, calling on trade unionists,
regardless of their personal viewpoints,
to recognise that there is such an
inequality in Ireland and to use their
voice at the ballot box to correct it.
Brian Sheehan noted that although
polls indeed indicate widespread
public support for the issue of Marriage
Equality, the polling numbers begin to
shrink when the demographic of ‘likely
voters’ is applied. Ireland, he noted, will
be the first country in the world to have
Marriage Equality introduced by
referendum should it pass and will make
Ireland stand out not only as a country
that rejects inequality, but as a country
that can stand as a beacon to others.
He noted that such a vote in Ireland
Theresa Dwyer (CPSU), Brian
Sheehan (GLEN) and David Joyce
(ICTU) at the Diversity Forum
would bring hope to countries such as
The Gambia, for example, where the
Government have drawn up a list of
known gay people and are actively
rounding them up – or Angola, where
being gay can attract a penalty up to life
imprisonment or execution.
In closing, Brian Sheehan noted that he
has often been asked why Marriage
Equality matters. His answer was simple.
“Because lesbian and gay people love
each other.”
Rachel Matthews McKay (SIPTU)
speaks at the PSEU Diversity Forum
13
NEWS
An Post Notes
s members are aware
talks on the Staff Side
claim for a 6% pay rise
are at the lrC. a recommendation
received on 24th november
2014 proposes an adjournment
until april/May 2015 to allow
assessment of the impact of the
price rise on stamps on the
finances of the company.
A
A claim was lodged for consideration
at the next staff panel meeting to
address relativities between HEO/EO
grades and Superintendent grades.
A pay claim for IT staff for payment of
the HAY movement is being lodged
by PSEU and AHCPS.
Discussions relating to pension
concerns of former An Post people
who were seconded/transferred to
PCI were held and a response is
awaited from An Post.
The MyStreams time and attendance
system is currently being rolled out
following clarification from the Labour
Court.
Discussions on proposals for
centralisation of certain HR services
have taken place and a response from
An Post to issues raised by the branch
are to be considered at the next
committee meeting. This concerns a
number of our staff at H.Q. who will
have some work transferred out and
take in work currently performed by
Superintendent 1 in the Regions. The
impact on Training services is also an
issue.
An arbitration hearing on a claim by
the staff side for provision of parking
for those staff affected by the closure
of College House was held on 6
November 2014. A recommendation
is awaited.
The Branch has received a proposal
for the introduction of performance
management and development
(PMD) for graded staff. No substantive
discussions on the matter have taken
place
A meeting between the branch
officers and union HQ has taken
place relating to union rationalisation.
A number of issues identified by
the branch will receive attention. A
further meeting is being arranged.
Eugene Quinn
E: [email protected]
Solidarity
Notes
he ICtU Global Solidarity
Committee has been
revamped. the PSeU
nominees remain eugene Quinn
aGS, niall Mc Guirk eC and Paul
Mc Crea dSP.
T
At this time of AGM’s members are
encouraged to ask their respective
branches to remember to make the
annual contribution to the Solidarity
fund.
The ‘What in the World Series’ which is
part sponsored by the union is being
shown for 4 weeks on Monday nights
on RTE1 at 11.15 p.m. The first show on
1st December 2014 acknowledged the
PSEU in the credits. The show can also
be viewed on RTE Player.
Members are reminded that the link
to ICTU Global Solidarity site is
www.ictu.ie/globalsolidarity
Eugene Quinn
E: [email protected]
14
PSEU REVIEW
November/December 2014
NEWS
Explainer: Overpayments
Question: I am in an overpayment situation (I have been paid more
wages than I had expected). How should the repayment be handled?
Answer:
First of all, the money must be paid back.
However, the manner in which it should
be paid back can vary depending on the
nature of the overpayment. For example,
overpayments relating to an incremental
pay change should be recovered in the
same quarter (in accordance with Dept.
Finance Circular 09/1987) – though some
leeway is allowed for cases that would
cause hardship.
Overpayments resulting from Term Time
should be recovered by the end of the
calendar year – though, again, alternative
arrangements for recoupment are
allowed (as agreed in General Council
Report 1375). The same arrangement
applies to overpayments resulting from
access to the Shorter Working Year
scheme (see Dept. Finance Circular
14/2009).
Ovrepayments of Sick Leave are
governed by the Payment of Wages Act
1991. The Payment of Wages Act creates
a space for those in an overpayment
situation to negotiate a repayment with
their employer. It does not set limitations
on this.
Finally – it should be noted that any
such repayment arrangements should
be negotiated with your employer.
A number of members have queried
the role of PeoplePoint in such matters.
While PeoplePoint can play an
administrative role in repayments,
they are not your employer and,
thus, have no role in negotiating the
terms of a repayment.
Seán Carabini
E: [email protected]
An Post Notes
Of the 416 successful candidates, 289
(69.47%) were men and 127 (30.52%)
were women.
nalysis of participation and
success of men and women
in executive Committee
elections at PSeU annual delegate
Conferences 1995 – 2014
This survey suggests that the election
systems return men and women in
equal proportions to their candidature
in the period reviewed.
A
On foot of a discussion of our Diversity
Form last December the Union has
undertaken an analysis of the
participation and success rates of men
and women in Executive Committee
elections at PSEU Annual Delegate
Conferences over the period of 20 years
from 1995 to 2014.
The analysis examined actual elections
at Conference and their outcomes.
By-elections were not included.
The total number of candidates who put
themselves forward for election to the
Executive Committee in the 20 year
period was 463.
Of these 324 (69.98%) were men and
139 (30.02%) were women.
However, with women comprising
almost 62% of the membership the
number of women being nominated
for election clearly does not reflect the
numbers of women in the Union.
Billy Hannigan
E: [email protected]
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16
PSEU REVIEW
November/December 2014
Civil Service Renewal
n october 2014, the taoiseach launched the Civil Service renewal
Plan – a three-year plan to establish a “new vision” for the Irish Civil
Service. the plan itself had originally been mooted in the Programme for
Government, announcing:
I
“Public service is, and must remain, about serving the public, not making a profit. It is about serving the
common good, not sectional interests. Real reform of the public sector will require a commitment from
the whole of government to become more transparent, accountable and efficient.”
The Programme for Government also committed to reviewing the grade structure of the Civil Service
and to remove mobility barriers.
17
Against this background, the
Government established both the
Independent Panel on Strengthening
Civil Service Accountability and
Performance (a panel to which ICTU
made a submission) and the
Taskforce on Civil Service Renewal.
The new Renewal Plan is a
culmination of the work undertaken
by both panels.
Launching the plan, Taoiseach Enda
Kenny noted that Public Servants
have already seen dramatic changes
in recent years as a result of the
Public Service savings sought under
Haddington Road. “The staff of the
Public Service have responded with
increased flexibility and have
continued to provide – and in many
cases improve services, despite
the financial pressures and increased
demand for services. The Civil Service
Renewal Programme is another
important milestone in our recovery
plan.”
Goals
The Civil Service Renewal Plan
lists some twenty-five Action
Points, grouping them into the
following four areas:
1. A Unified Civil Service Managing the Civil Service as
a single, unified organisation;
2. A Professional Civil Service Maximising the performance
and potential of all Civil
Service employees and
organisations;
3. A Responsive Civil Service Changing our culture,
structure and processes so
that we become more agile,
flexible and responsive; and
4. An Open and Accountable
Civil Service - Continuously
learning and improving by
being more open to external
ideas, challenge and debate
Media Reaction
Challenges and
Opportunities
The media reaction to the plan was,
in many cases, poor. Many fixated on
an idea that the plan would make it
‘easier’ to ‘fire’ Civil Servants – a
baffling talking point given that Civil
Servants subject to the same
disciplinary rigours as any employee
in the State.
While the Civil Service Renewal Plan
has much to admire, there are some
goals that will need ‘fleshing out’.
PSEU General Secretary Tom
Geraghty noted that the following
Action Points will require further
exploration:
action 7 - Significantly develop
Strategic Hr capability
Among the actions proposed is
the development of a new HR
professional stream – although it is
not clear what exactly is intended.
However, if this means that
recruitment to HR Units will be
through recruitment of staff with HR
qualifications solely, it would have to
be viewed as a retrograde step in
terms of the provision of HR services.
action 8 - open up recruitment
and promotion processes at all
levels
In effect, promotion processes have
been opened up already with access
for all Civil Servants to posts across
streams and grades. However,
worryingly and rather bafflingly, one
of the action points speaks of the
intention to “Extend the established
policy of open competition for all
senior management positions
(Assistant Principal and above)”
Apart from the logistical difficulties in
running open competitions for all
such posts, were this action to be
implemented in its entirety, there
would be no promotion
opportunities within Departments.
Thus, exceptional work performance
would, if this happened, carry no
value in terms of promotion. Frankly,
that would be daft, leaving aside the
understandable concern that our
members would have with it. In his
18
PSEU REVIEW
November/December 2014
general remarks, the Minister
indicated that all of the proposals
were open for discussion and
development. It goes without saying
that this Union will seek to have this
provision applied in a sensible and
fair manner rather than in the stark
manner suggested in the text.
action 9 - establish a new shared
model for delivering learning and
development
Among other action points is
provision for a Civil Service skills audit
and register and opportunities to be
provided for continuous professional
development. All of this is to be
welcomed.
action 10 - Introduce structured
and transparent talent
management programmes
to develop future leaders
There is little detail on what this
might mean.
action 11 - Strengthen the
Performance Management
process
The action points under this heading
include an intention to ‘Replace the
current ratings scheme with a new
model of performance assessment
that is focused on identifying
excellent performance, leadership
potential and under-performance;
and that encourages regular
constructive feed-back’. Presumably,
the intention is to discuss the detail
of what this might mean with unions.
Equally, a stated intention to
strengthen the disciplinary code
to enable managers to act on
underperformance ‘including exits’
will also require discussion.
action 13 - Publicly recognise
staff excellence and innovation
This includes annual Civil Service
Excellence and Innovation awards. At
the risk of sounding a note of world
weary cynicism, one might be led to
wonder what was wrong with the
traditional method of rewarding
excellence by relating it to career
advancement?, (see Action Point 8
above).
action 15 - expand career and
mobility opportunities for staff
across geographical,
organisational and sectoral
boundaries
The action points include an
intention to advertise all mobility,
secondment and transfer
opportunities in the Civil Service
on a single portal. It is likely that this
seemingly simple approach will
require considerable discussion.
action 16 - re-design
organisational and grade
structures
This provision was well-flagged in
advance and generated much
speculation. Such rumour spreading
will have to continue for the present,
as the document offers no details.
action 18 - Increase the
authority, flexibility and
accountability managing staff
resources by delegating more
responsibility to departments
In effect, this provision marks the end
of the moratorium on Public Service
recruitment and staffing. Instead of
the Employment Control Framework,
(ECF) that applied to Departments,
they will be given multi-annual pay
allocations within which they can
decide on their staffing levels and
grade mix.
action 19 - expand the ICt
capacity of departments and
increase efficiencies by creating
common systems and
infrastructure
There is reference to publishing an
ICT Strategy. It is to be hoped that
such a strategy will concentrate on
the continued waste of taxpayers’
money on outside consultants and
contractors. One action point of
interest is a stated intention to
establish ICT as a professional stream.
What Next?
Like any plan, this one sets goals.
Some of these are noncontentious. Others require
discussion. Those that impact on
our members require to be
discussed with this union.
19
NEWS
Revenue: Cork Accommodation
PW commenced the process of contracting the works promised in
January 2014 in September 2014. this tendering process took some
time, but was unavoidable due to the rules governing public
procurement and given the scale of work foreseen. oPW formally went to the
market to secure the services of a contractor to complete the necessary work.
this process started on the 19th September 2014 with the publication of a
procurement notice on the e-tenders website.
O
Expressions of Interest from the
tendering process were expected by 7
October, which was followed by a two
week pre-qualification assessment
period (to 21 October), and tender
documents then issued on 23 October.
After a further three-week tender pricing
period, tenders were required by
November 13. Those tenders were
assessed and a report is to be finalised by
November 27th. A letter of intent and a
letter of assessment is expected to issue
shortly afterwards, and following a short
mobilisation period, OPW hope to start
work on the system around the 9th
December.
The management in Revenue House
Cork have said that they have had no
replies to emails they sent to OPW
regarding the work to be carried out.
Understandably, staff are concerned
that the assurances given by OPW at a
meeting held last January would not
all be carried out. Management cannot
say what work would be carried out
as they had not seen the tenders.
It must be noted that at all times,
local management attempted to
do their best to resolve the issues
Paul Moyer
Revenue: PeoplePoint
here continues to be
problems with
PeoplePoint and their
application of the Hra, Pensions,
SWy and Sick leave etc. I have
continued to raise these directly
with CSd/PeoplePoint and I
would ask that when issues are
being raised directly with me that
members include the Case no’s,
as it is easier for me to get them
to deal with the issue raised if I
have the Case no..
T
After a lot of patience exercised by
our members following a resolution
adopted at GAC 2014 we have finally
got CSD to agree to allow members
to go back to using the T&A system as
of the 10th November. This will entail
double entry as you will still continue
to raise cases through PeoplePoint
but the approval will be done by line
managers on the T&A. This is not ideal
but at least flexi balances will be up
to date.
Paul Moyer
PSEU Branch Officers Discuss
The Outcome of Nationwide
Meetings on Pay Choices and
The Future of the Trade Union
Movement.
20
PSEU REVIEW
November/December 2014
NEWS
Department of Social
Protection Notes
s members, will be aware
of a number of huge
challenges facing both the
dept. of Social Protection itself and
its PSeU members over the past
number of years.
A
These challenges arose because of the
unprecedented demand for DSP services
arising from the economic collapse, the
change of emphasis demanded of it by
the Troika in terms of “activating“ the
unemployed and the sheer logistical
effort required to facilitate the transfer to
DSP of c. 3000 staff from other areas in
the Public Sector. The PSEU structures
within DSP have faced particular
challenges as we tried to continue to
provide a voice to those who transferred
in. Indeed, we firmly believe that
membership of this Union has been a
hugely unifying force in all the change.
For its part, the Department itself,
recognizing the difficulties attendant to
these changes, has decided that it is
necessary to articulate its Culture and
Values. To that end the Management
Board of the Dept. engaged Axiom
Consulting Partners to evaluate the
existing values, make recommendations
and, perhaps most importantly, suggest
an implementation policy.
As this Review goes to press, the report
from Axiom, based in large part on the
views of members, is in the process of
being launched.
The Branch Committee welcome this as
anything that goes to enhance the work
experience of our members in the Dept.
can only be a good thing.
We very much look forward to reading
the report and trust that it accurately
takes on board the range of opinions of
those who contributed.
More detail on the content and
implementation will be given in the next
edition of the Review.
Hopefully DSP Notes in 2015 will have
positive issues to report on and, in the
meantime, we can, as Seamus Heaney
suggests in The Cure At Troy,
“BELIEVE THAT A FURTHER SHORE
IS REACHABLE FROM HERE”.
Teresa Barrett
E: [email protected]
eircom Notes
The AGM of the branch will take place
in 1 HSQ on 14 January 2015. All
members are asked to make an effort
to attend.
Pay and Bonus
Members are reminded to bring any
issues of concern to the notice of the
Branch Committee through local
committee representatives or the
Branch Secretary, Tony Dowling,
[email protected] .
Eircom have indicated that they are
rolling out the bonus scheme for
graded staff on a phased basis and are
currently concentrating on technical
grades. A meeting with the PSEU
grades will be arranged when they
have final detail on the application to
our grades. A small number of people
have had preliminary discussion with
their managers ‘under protest’ pending
the formal meeting between union and
eircom.
Changes to company car policy are also
the subject of correspondence and a
meeting. The union has given eircom
notice it intends to refer this matter to a
third party to bring about a resolution.
We have been promised a document
before Christmas but this is still awaited.
Eugene Quinn
E: [email protected]
21
NEWS
Work sharing and Social
Insurance Contributions
he rules governing PrSI contributions require a person for whom a
contribution is made to work for at least one day in a PrSI
contribution week. If a person does not work in a contribution week,
then no PrSI contribution may be made in respect of that week.
T
As an individual’s attendance pattern
may affect a person’s social welfare
contribution record (i.e. not all
attendance patterns may reckon as 52
contributions in any or every year), it is
important that members are aware that
their attendance pattern may affect their
social welfare entitlements.
Under existing legislation a contribution
week for PRSI purposes commences at
the start of the tax year on whatever day
the 1st January falls. In 2015 this will start
on Thursday 1st January.
As a consequence each PRSI
contribution week will run from Thursday
to Wednesday for 2015. To qualify for a
PRSI contribution a person must work at
least one day in a PRSI contribution
week. This means that any work sharers
who work week on/week off on the basis
of a Thursday to Wednesday work
pattern will only be awarded 26
contributions for 2015 (instead of a
possible 52).
If members are working this or any
other similar attendance pattern, they
would put at risk their Social Welfare
entitlements in 2015 unless they change
to a pattern which would qualify for 52
contributions.
Billy Hannigan
E: [email protected]
An Post National Lottery Company/
Premier Lotteries Ireland
0th november was the cut-over date for transfer of the national
lottery licence from an Post national lottery Company to Premier
lotteries Ireland. this happened seamlessly for the public and great
credit is due to the staff who facilitated the transition despite many
misgivings. the group of unions in the national lottery had their final
meeting pre-transfer with Premier lotteries Ireland on 27th november 2014
and look forward to a constructive working relationship in the future.
3
An issue relating to final pension salary
was the subject of further clarification
from the LRC and members are satisfied
issues of concern are addressed.
Some people have or are in the process
of availing of the redeployment option
to the civil or public service under the
agreement made at the LRC.
Finally, a special word of thanks to the
Branch Chairperson Kevin Dunne, who
availed of the VS/VER scheme and has
exited the company, for his sterling work
on behalf of the members over his career
and especially over the last two years.
A fuller tribute to Kevin will be made in a
later edition and at the AGM.
Eugene Quinn
E: [email protected]
22
PSEU REVIEW
November/December 2014
NEWS
Financial Emergency Measures
in the Public Interest
he Government have
announced plans to delete
section 2B of the Financial
emergency Measures in the Public
Interest (Fempi) act 2009.
T
Minister for Public Expenditure and
Reform Brendan Howlan stated “Section
2B was inserted in to the Fempi 2009 Act
by the Financial Emergency Measures in
the Public Interest Act 2013 as a limited
contingency measure in the event no
collective agreement was concluded
with staff associations and trade unions
following the negotiations leading up to
the Haddington Road agreement.”
The deletion of this section is, he noted,
a ‘recognition’ that it is no longer needed.
The deletion of section 2B – a section
that gives wide-ranging powers on the
Government to alter the pay and
conditions of Public Servants – is seen as
a welcome development by many in the
Trade Union movement and signals the
first step, many believe, on the road to
restoration and recovery.
Seán Carabini
E: [email protected]
Revenue:
UL Exams
n issue arose regarding the
timing of adC next april
16th & 17th and the timing
of the Ul exams.
Revenue:
Accumulated Hours
A
I wrote to Training Branch regarding this
and I am pleased to report I managed to
have the dates for the UL exams
changed so that members wishing to
attend ADC but who are also doing their
exam can do so. The UL exams will not
be held on the 16th or 17th April 2015 to
facilitate this.
Paul Moyer
he regional Partnership
Committees of the dublin
region and the eSe region
recently had accumulated Hours
projects approved by the Sub
committee of rdC on
accumulated Hours. the eSe
T
proposals were for the Meath,
Wicklow and Waterford districts.
The Accumulated Hours project that
was run for the Sligo Fleadh was
deemed as success. 1 x AP, 1 x HEO,
2 x EOs, 1 x SO and 3 x COs had
participated in this project where 131
businesses visited, 208 new employees
were discovered and 10 business
registrations were completed.
Paul Moyer
23
Tom McCann - R.I.P.
An Appreciation by Tom Geraghty
om McCann, who passed
away in october was a
long-time activist in this
Union. He served as a Branch
officer and a member of the
executive Committee in the late
1980s into the 1990s.
T
Tom’s first union experiences were as a
young Shop Steward in the Kapp and
Peterson factory where, as he recalled it,
factory workers paid their union
subscriptions to him ‘religiously every
week, without fail’. In time, much to the
benefit of the members of this union,
Tom found himself in the Department of
Transport and later in the Irish Aviation
Authority, (IAA), and he threw himself, in
characteristic style, into activism on
behalf of our members there and at
national level.
He grew up in the south inner city of
Dublin and wrote often in these pages of
his experiences as a boy being educated
in James’s Street by the Christian
Brothers. He was immensely proud of his
roots and of the community from which
he came. I remember one article, in
particular, about him swimming in his
youth in the section of the Grand Canal,
later filled in, along which the Luas line
now runs between Good Counsel GAA
club in Drimnagh and Rialto. In his last
article for the magazine he wrote of a
funeral fund that he helped to set up in
memory of a woman called Eileen Porter,
which came to be called the ‘Porter
Fund’, a name which he observed in
typically wry style ‘in time became
singularly appropriate’.
Tom moved back to Drimnagh some
years before he retired. Once there he
became an active member of the
Guinness Bowling Club on Crumlin Road
and, typically, he involved himself in the
running of the club.
Sadly for Tom, just a few weeks after he
retired from the IAA at the end of 2001,
he had a severe stroke, which left him
unable to communicate and wheelchair
bound. Those who remember Tom for his
witty speeches at ADC and for his funny
articles in this magazine, will know how
difficult this must have been for him.
However, with the help of his family and
a devoted carer, Martin, Tom was able to
continue to live at home and to have a
reasonably normal existence. He even
managed to get to the Guinness club for
a few pints most days. It was the least
that a good and decent man deserved.
At a time when this country last faced
major economic challenges in the 1980s,
many of the suggested solutions to our
problems differed little from current
narratives. Tom McCann played a role in
this organisation in helping to keep us
on the correct road, one that led, in time,
to Social Partnership and to economic
prosperity. He sought nothing for his
commitment other than the satisfaction
of helping people. He should be
remembered for that and for his
kindness, good humour and sense of
fun.
He had the best of trade union values.
Our thoughts are with Tom’s children,
grand-children and siblings, (plus Martin
and his wife). Tom’s brother, Brendan,
told me that the night before the funeral,
Tom’s family gathered around the bed on
which his body was laid out and, holding
hands, they sang to him. He would have
loved that.
May he rest in peace.
Tom Geraghty
E: [email protected]
24
PSEU REVIEW
November/December 2014
Transfers
If you wish to advertise for a transfer,
please email the text you require published
and your name and daytime phone no. or
email address which will remain
confidential to [email protected]
Should you wish to reply to a transfer,
please email your name and daytime
phone no., your current location and any
other relevant details which we will then
forward to the person who placed the ad.
Please ensure that you quote the number
of the ad in your reply.
advertisements for transfers will run in one
edition of the magazine only. editorial
discretion applies. If you do not secure a
transfer and want to run an ad in the next
edition, please make contact with Gillian
o’Sullivan or email [email protected]
nd01
EO (DPP’s Office, Infirmary Road,
Dublin 7) seeks transfer to
Government Dept in Dublin City
Centre. Busy Office, flexi time and
car parking available.
nd02
HEO (Full Time, Flexi, access to
parking) Dept. Of Agriculture Kildare
Street. Seeking transfer to other
Dublin city office to further career
experience.
nd03
HEO,Tullamore seeks transfer to any
Department in Athy /Portlaoise
/Athlone for commuting
reasons.Friendly & interesting work
environment. Flexitime, canteen and
car parking available.
and
Job Sharing
nd04
HEO - Office of the Comptroller &
Auditor General (Dublin 2) - seeks
head to head transfer to another
department / office in the Naas,
broader Kildare, West Wicklow, South
County Dublin area for family &
commuting reasons. Flexi - time &
car parking available. Must be a
qualified / nearly qualified
accountant.
nd05
HEO (formerly CWO) (Full time) in
Dept. of Social Protection, Cork City
seeks transfer to any Government
Department in Ennis, Limerick, Gort
or Kilrush. Transfer for domestic
reasons.
nd06
EO, Full-time, Irish Prison Service,
Longford seeks a head-to-head
transfer to the Department of Social
Protection, Longford. Very friendly
office with flexi time, free parking
and free gym membership.
nd07
Full time EO working in Garda Station
– Dublin south-side seeking transfer
to the Department of Justice for
personal reasons. Friendly office.
nd08
EO, Office of Public Works,
Claremorris, wishes to transfer to
Courts Service Offices, Castlebar,
Westport.Flexi time & free parking
facilities available.
nd09
EO, Office of Public Works,
Claremorris , wishes to transfer to
Dept of Social Protection Offices ,
Castlebar, Westport.Flexi time & free
parking facilities available.
nd10
EO Office of Public Works,
Claremorris, wishes to transfer to
Dept of Agriculture, Fisheries & Food
Offices, Castlebar .Flexi time & free
car parling facilities available.
nd11
HEO, Full Time, Central Statistics
Office, Rathmines Dublin 6 seeks
head to head transfer to Government
Department/Office in Midlands
region (Laois/Offaly/Kildare/Carlow)
for family reasons. Friendly office
atmosphere with interesting and
challenging work. Car park and Flexi
time available.
nd12
HEO (Auditor, Office of the
Comptroller and Auditor General)
seeks a transfer to any Government
Department / Office in Dublin City
centre or Dublin northside. Must be a
qualified accountant or currently
studying for an accountancy
qualification. Flexi-time and parking
available.
25
nd13
HEO, Central Statistics Office, Cork
seeks head to head transfer to
Government Department/Office in
Clare / Limerick / Galway for family
reasons. Friendly office atmosphere
with interesting and challenging
work. Car park and Flexi time
available.
nd14
HEO Department of Justice Killarney
seeks head to head transfer to any
Government Department in the Cork
Kerry Region. Flexi and free parking
available.
nd15
EO full time Property Registration
Authority, Roscommon seeks transfer
to any Government Department in
Kildare, Portarlington, Portlaoise,
Athy, Newbridge, Naas or Tullamore
for family reasons.
nd16
E.O. Full Time, Central Statistics Office,
Cork seeks transfer to a Government
Department in the Cork area to
broaden experience. Friendly office,
flexi time, canteen and car parking
available.
nd17
EO on 3 day week Social Protection,
Hanover St., seeks head to head
transfer to Revenue Blackpool for
commuting reasons. Will be based in
Abbeycourt House from early 2015.
nd18
EO (JSA) (full time) I.T. Section, Garda
H.Q., Phoenix Pk, Dublin 8 seeks
transfer to any govt. Office/dept in
Wicklow/South Dublin/North
Wexford in an ordinary EO post.
Flexi-time & Parking available.
Current post would suit someone
with I.T. experience or qualification.
nd19
EO (full time) Department of
Agriculture, Food & the Marine,
Clonakilty, Co. Cork seeks head to
head transfer to any Government
Department in Dublin for
accommodation reasons. Very
friendly office with flexi time, canteen
and free car parking available.
nd20
EO Dept of Social Protection Anne St
Wexford seeks head to head transfer
to any Government Dept in Wexford
area for personal reasons. Flexi-time
and carparking available.
nd21
EO Courts Service, Limerick seeks
transfer to any other department in
Limerick City or Clare. Flexi-time and
car parking available.
nd22
EO (full time) Central Statistics Office,
Cork, seeks transfer to Dungarvan or
Fermoy for commuting reasons.
Friendly office with flexitime, canteen
and carpark.
nd23
EO, Revenue Commissioners,
Customs Division, Nenagh, Co.
Tipperary seeks a transfer to any
Government Office in Thurles,
Clonmel or Kilkenny for commuting
reasons. Free car parking & flexi time
available.
nd24
HEO, (Auditor, Office of the
Comptroller and Auditor General)
seeks a transfer to any Government
Department/Office in the Dublin
West area or Dublin city centre.
Especially interested in Revenue to
broaden experience. Must be a
qualified accountant, or currently
studying for an accountancy
qualification. Flexi-time and parking
available.
nd25
HEO (full time), Department of Public
Expenditure and Reform, Merrion
Street, Dublin 2, seeks transfer to any
Government Department or Office in
counties Sligo, Mayo, Roscommon,
Leitrim or Longford for personal
reasons. City centre location.
Flexi time available.
nd26
HEO, Revenue Commissioners,
Dublin Castle seeks a head-to-head
transfer to the Dept. of Education
and Skills (Dublin) or the Dept. of
Children and Youth Affairs.
nd27
EO, full time, Dept of Education &
Skills, Cork seeks transfer to any
Government Department in Cork to
broaden experience. Very friendly
office, car parking & flexi time
available.
26
PSEU REVIEW
November/December 2014
Protect
Tomorrow:
Recruit
Someone Today
t the 2014 PSeU Conference,
General Secretary tom
Geraghty asked all members
to try and recruit as many people as
possible into the PSeU ranks.
A
As things stand, the PSEU represents
about 9 in 10 of the employees that we
could represent. While this might, on the
face of it, seem positive, it is important
that we all try to improve on that number.
Why does it matter?
There are a number of reasons that
recruitment matters. First and foremost,
the more people we have, the stronger
our voice. Coming into 2015, a year in
which we anticipate pay talks, it is vital
that we are as strong as we possibly can
be. The more voices we add, the louder
our demands will be. Plain and simple.
It is also a fact that the bigger our
membership, the better chance we will
have at controlling the costs of schemes
such as our Income Continuance plan.
Recruitment matters.
How to approach a non-member
The PSEU have developed a ‘Recruitment
Toolbox’ (available on www.pseu.ie >
Info for Branches > Training). Here, you
will find all the application forms, etc,
that will be needed. There is also a short
podcast that guides members through
the process of approaching a nonmember. Finally, it includes a list of ‘those
tricky questions’ that you might
encounter.
those tricky Questions
A full list of ‘Those Tricky Questions’ can
be found on our website. Here’s a flavour
of the questions you might encounter.
I won’t join. I can represent myself
The Irish Public Service is set up to
negotiate with groups – not with
individuals. Apart from anything else, this
makes perfect practical sense. Do you
use PMDS? If so, your PMDS may give
you a say in how you achieve your
workload – but it does not give you any
say on your terms and conditions.
Additionally, if you ever need assistance
because of a grievance – we have the
expertise in how cases are written and
presented. And the cost of accessing
that expertise is simply your union fees.
I won’t join. The unions are a relic of
days passed.
Ireland is an increasingly unequal society.
Studies show that nearly 17% of our
working population suffer deprivation.
13% of Irish people cannot heat their
homes properly. Studies as recent as
2012 show over 750,000 people at risk of
falling into poverty. The trade union
movement has provided an alternative
economic voice in relation to income
inequality and austerity. Join us and help
us to remind those at the levers of power
that an economy is not made of money.
It is made of people.
And if you think that the work of unions
is done, consider this:
There is still, for example, a gender pay
gap in Ireland of about 13.6%. If you’re a
woman working in Ireland, you will, on
average, earn 13.6% less than a man
working in the same industry. This
difference changes in different sectors.
In professional and technical areas,
where rate of union membership are
traditionally low, that gap is over 30%.
In public administration, one of the
most unionised sectors in the country,
the gap is less than 5.
In relation to family friendly matters –
did you know that every single family
friendly workplace arrangement
currently in place was negotiated by
trade unions? Think of Parental leave,
Flexi Time and the Shorter Working Year
schemes. These and other similar
schemes don’t negotiate themselves.
They come from ideas – put forward by
employees – and negotiated into life by
their trade unions.
The trade union movement needs
numbers. The bigger we are, the more
we can achieve. Protect your tomorrow
by recruiting someone today.
27
The Civil Service
Charities Fund Gives
Men In Sheds A Plan
Mr. John enoy, Ceo of the Irish Men’s Shed association
(IMSa): “Most men have learned from our culture that they
don’t talk about feelings and emotions. there has been little
encouragement for men to take an interest in their own
health and well-being. Unlike women, most men are reluctant
to talk about their emotions and that means that they usually don’t ask for
help. Probably because of this many men are less healthy than women, they
drink more, take more risks and they suffer more from isolation, loneliness
and depression.
The ISMA was founded with the goal of
helping men to find a safe cultural space
in which they can socialize, focus on
projects and set up their own events all
with the underlying goal of promoting
good mental health.
“Good health is based on many factors
including feeling good about yourself,
being productive and valuable to your
community, connecting to friends and
maintaining an active body and an
active mind. Becoming a member of a
Community Men’s Shed gives a man that
safe and busy environment where he
can find many of these things in an
atmosphere of friendship. And,
importantly, there is no pressure. Men
can just come and have a chat and a
cuppa if that is all they’re looking for,”
stated Mr. Enoy. “Members of Men’s
Sheds can come from all walks of life –
the bond that unites them is that they
are men with time on their hands and
they would like something meaningful
to do with that time.”
The ISMA describes the Shed as a
dedicated, friendly and welcoming
meeting place where men can gather.
Men’s Sheds are open to all men
regardless of age, background or ability –
a place where skills and knowledge can
be shared and learned. New members
are, of course, always welcome. The ISME
is there to support communities and
organisations who are involved and who
would like to become involved.
Recently, the Civil Service Charities Fund
granted €11,000 to the ISMA to help
them to develop a downloadable Men’s
Shed manual. If you would like to find
out more about the Fund or would like
to become a member please visit
www.civilservicecharitiesfund.ie. For
more information about Men’s Sheds,
please visit www.menssheds.ie.
PSEU Branch Officers Discuss The Outcome of Nationwide Meetings on Pay Choices and The Future of the
Trade Union Movement.
28
PSEU REVIEW
November/December 2014
INTERVIEW
Conversations
Author Fran O’Brien
When did you start writing?
My husband and I have run our own
company – Just Curtains – for years. We
were putting in phenomenal hours – a
hundred hours some weeks. I knew that I
needed to stop this or to make sure it
wasn’t all I was doing. I decided I might
do a bit of writing. A lot of writers write
about their family and so I did the same.
In my first book, I wrote about my
grandparents – their story, their
elopement. The book – Fairfields – it’s
sort of fact-fiction – the basic story is
mostly true and the place it was set in
Cork is still there.
What was your first published
book?
It was a life saga/love story. It was called
“The Married Woman”. We published it
ourselves and contacted the shops
directly to sell it. It sold very well.
and, to be honest, I think they thought I
was mad. That’s when we got it up and
running. We made about €10k for them
on the first book. We have eight now. To
date, we’ve raised €250k for LauraLynn but it’s still only a drop in the ocean.
The LauraLynn Children’s Hospice takes
€2m to run each year with the
lauralynn@home programme costing
about €800k per region.
For those who don’t know much
about the lauralynn Children’s
Hospice, can you tell me a bit
more about them?
The LauraLynn Children’s Hospice looks
after children with life-threatening illness
and who need twenty-four hour care. It
is wonderful help for children and for
families. Even if they can only give a
family a couple of day’s help a month, it
can make all the difference. I met a
mother recently who has a child in this
situation. She told me that she has
actually forgotten how to sleep. Can you
imagine that?
tell me about the lauralynn
Children’s Hospice.
tell me about your latest book.
The profits from the books go directly to
the LauraLynn Children’s Hospice. I was
writing for a few years and had a couple
of books written. I heard Jane McKenna one of the LauraLynn parents - on the
radio. And it was such a tragic story. I was
sitting in work and was just caught up in
the whole story of Laura and Lynn and of
how the LauraLynn Children’s Hospice
was founded. I wanted to do something
and I thought I’d publish and sell my
books for them. I got in touch with them
My latest is called “1916 - A Story of
Ordinary Folk Caught Up in the Rising”. It
is about fictional characters swept up in
the events of the rising. All the facts of
the rising itself and many of the
anecdotes are true. My characters are
fictional though - ordinary people. There
are four families - one from the Cuffe
Street tenements, an upper-class family
from Blackrock and two middle families.
The characters ‘hit off’ each other over
the course of the week of the Rising. The
book starts off at the beginning of 1916
and finishes on Christmas Eve - when
they all returned from Frongoch.
Where can it be purchased?
We mainly sell at shows - like the
Ploughing Show, the big craft fairs - we
do about 13 or 14 shows a year. You’ll see
us at the RDS shows – Ideal Homes, Craft
& Design fair, etc. It can be tough going
to sell - but we get some help. We also
get great help from Cyclone Couriers and
Southside Storage. And my husband Arthur McGuinness - does it all with me.
You can also buy it online at
www.franobrien.net with all the profits
going directly to the LauraLynn
Children’s Hospice.
CoMPetItIon
The PSEU has five copies of 1916 to
give away to our members. To be in
with a chance of winning, please
email your answer to the following
question to [email protected]
(remembering to put Lauralynn in
the subject line:
Q: on what date did the 1916
rising begin?
a) 24th April 1916
b) 24th July 1916
c) 24th November 1916
Closing date for entries: January
16th 2015. Correct entries will be
entered into a draw.
30
PSEU REVIEW
November/December 2014
Tonox 06/14
SPONSORED BY
CALL US ON
1890 989 511
The winner of Tonox No. 05/14 is: John tierney, Property Registration Authority,
Chancer Street, Dublin 7.
A prize of €65 will be awarded to the first correct solution opened.
across
1. Two companies on this Don Ameche film
from 1985 (6)
4. Enemy of 2 down. (5)
8. Fruity consumer electronics company (5)
9. Li (7)
10. Biblical character said to have had 700
wives, yet was considered wise. (7)
11. Trainer of 1993 and 2002 Melbourne
Cup winners (4)
12. Twenty second letter of Greek
alphabet (3)
14. Couturier that created the New
Look (4)
15. A few shots of whiskey could cause you
to spin back (4)
18. Footballers Luis and Daniel and Alan
and Chris (3)
21. This ran didn’t win (4)
23. And 28 across - Nickname of the New
Zealand basketball team (3,4)
25. Henri de Toulouse... (7)
26. Small, en France (5)
27. Homes for 22 down (5)
28. See 23 across (6)
down
1. Sounds like a section of a legal
document comes at Christmas (6)
2. Eccleston, Tennant, Smith and .. (7)
3. Dutchman Marc is on top of the
planet (8)
4. Obligation or tax. Can be free (4)
5. Longest river in France (5)
6. The dragon is in an OK mood (6)
7. Scorer of first Golden Goal in World Cup
history (5)
13. International police organisation and
New York rock band (8)
16. Capable of being molded, like a credit
card (7)
17. Two novices in a can find a home for the
Christian Brothers founder (6)
19. Michael was Wimbledon champion in
1991 (5)
20. Slow-moving arboreal mammals (6)
22. Southern auks go back for different
birds (5)
24. Greek god of war - son of Zeus and
Hera (4)
Crossword entries for Tonox 06/14 should be addressed to:
Solutions to Tonox 05/14
the editor, Public Service review, 30 Merrion Square, dublin 2 to arrive not
later than Friday 9 January 2015.
aCroSS
Name:
7. Mikado
8. Icarus 9. Gaol
11. Celtic Tiger 14. John Keating
19. Dope
20. Polish
10. Isabella
18. Magazine
21. Prague
doWn
Work Address:
Union Branch:
1. Minaret
4. Kigali
12. Thoracic
16. Exempt
2. Paul
5. Pavement
13. Snaps up
17. Aaron
3. Zodiac
6. Dukla
15. Neighs
19. Dray