DECEMBER 2008 VOL: 10 NO. 4

Seasons Greetings to all our Members

from everyone at the CWU

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Dear Colleagues,We finish one year and face into a new year at a

time when the country’s economy is in turmoil.Ordinary working people will know this better thananybody else as your government has decided thatyou and yours will carry the can for a combinationof their mismanagement and capitalism gone mad.

On numerous occasions through this magazinewe have pointed out to you the realities of the worldfinancial meltdown and the continuing anti- workerpolicies of your government. Unfortunately, onceagain we have been proven right and we now on adaily basis witness panic stricken attempts by ourgovernment to rescue the financial institutions thatso recklessly have helped this economic collapse tohappen. Years of excessive profit taking and greedallied to years of disastrous lending policies haveleft us in a situation where the tax payer is expectedto pick up the tab. None of the multi million bankingexecutives will end up in Court or will spend a dayin jail for their criminal mismanagement. If therewas any need, we once again have a perfectexample of one law for the rich and another for thepoor. Many commentators see this economiccollapse as a watershed within capitalism and as anopportunity to reshape the capitalist model toensure it behaves in a more responsible manner.For my part, I’ll believe it when I see it!

The economic downturn has then obviously hada major impact on the country’s finances. This inturn has led to one of the toughest budgetsintroduced by an Irish government for almost twentyyears. The government has decided that the bestway to deal with the economic downturn in Irelandis by making the most vulnerable people in oursociety pay. To this end they have agreed toimplement horrendous cuts in the areas thatworking people most depend upon. Thus we facethe prospect of the biggest class sizes in Europe,even longer queues in the Accident & Emergency

Editorial

Editor: Steve FitzpatrickSub-Editor: Imelda WallIssued by: Communications Workers’ Union,575 North Circular Road, Dublin 1.Telephone: 8663000 and Fax: 8663099E-mail: info@cwu.ieIncorporatingthe PTWU Journal, THE RELAY andTHE COMMUNICATIONS WORKERThe opinions expressed by contributors are notnecessarily those of the CWU.Photographs: John ChaneyPrinted by Mahons Printing Works, Dublin.

ContentsEditorial . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2-3Postal Update . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4-5Telecoms Update . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6-9FM Downes Health Insurance . . . . . . . . . . . . . . . . . . . . 10-11Organising Update . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12Sign up to CWU Website and get into print! . . . . . . . . . 13Training Update . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14-15UNI Post & Logistics Global Bulletin . . . . . . . . . . . . . . . 16-19Health & Safety Update . . . . . . . . . . . . . . . . . . . . . . . . . 20-23Education Update . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24-25Dublin Postal Sports & Social Club Update . . . . . . . . . 26-27Humanitarian Aid Convoy to Bulgaria . . . . . . . . . . . . . . 28-30Regulation Update . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31-32UNI Call Centre Action Month

Visit to Vodafone . . . . . . . . . . . . . . . . . . . . . . . . . . . . 32Eight broken promises to the vulnerable . . . . . . . . . . . 34Orphans’ Pensions Scheme . . . . . . . . . . . . . . . . . . . . . 35UNI Telecom Global Bulletin . . . . . . . . . . . . . . . . . . . . . 36-41Fair day’s pay for a fair day’s work . . . . . . . . . . . . . . . . 42Report from the ICTU Conference on Fairtrade . . . . . . . 43Mullingar Postal Staff Charity Fancy Dress . . . . . . . . . . 43CWU People . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 44-47Book Review . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 49-50Keith Pollard, CWU, Elected President of

UNI Europa Youth . . . . . . . . . . . . . . . . . . . . . . . . . . . 49Budget 2009 at a glance . . . . . . . . . . . . . . . . . . . . . . . . 50-51Lyons Financial Services . . . . . . . . . . . . . . . . . . . . . . . . 52-53esccu . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 54Halligan Insurance Schemes . . . . . . . . . . . . . . . . . . . . . 55Fund Projects application forms . . . . . . . . . . . . . . . . . . 56CWU Membership Application Form . . . . . . . . . . . . . . . 57-58

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Departments of our Hospitals, less Gardaí on our streets andstringent cuts in almost every area of welfare which affects the mostmarginalised people in our society with particular emphasis on theaged, the young and sick. Of course there were other ways for thegovernment to raise the necessary funds but that would have meantimposing more taxes on big business and on the individuals whocould most afford it. That they did not take that option clearlydemonstrates to all where their sympathies and their loyalties lie.

Many members have demanded a Trade Union response to theBudget but quite clearly what is required is a political response.Trade Unions by their nature deal on behalf of their members withemployers and given the various political affiliations that ourmembers have we have not heretofore as a Union taken part indirect political action unless there have been direct attacks on any ofthe employment within which we have representation. Despite ourstrongly held views on issues such as public services and taxation,we have had to accept the will of the people at general elections andwe must also accept that that will, generally reflects the views of ourmembers.

Prior to the last general election we did ask people to carefully think about where they were going to casttheir vote, but I think it is fair to say that nobody envisaged the type of attack we have seen on working peopleby the present Government.

The real truth is that if we want good hospitals, proper schools, to feel secure on our streets and to have amore equal society, then the only manner in which that can be achieved is through a fairer taxation model. Thetype of services we deserve as a nation can only be supplied if the resources are there to pay for those servicesand the existing tax policies espoused by many of the main political parties will not and cannot deliver thoseservices. The move by the electorate towards voting with their pocket rather than with their head or their hearthas in no small part led us to the situation that we are in today.

One of the other major causes of this draconian budget has been the failure of successive governments ledby the Fianna Fáil party to provide for a rainy day. Surely it is in times of recession when all costs have beendriven down that key infrastructural projects should be delivered upon. Such action would have the effect ofdelivering the infrastructural projects which would then help kick start the economy through attractinginvestment. It seems to me that policies that cut back on this type of development and that attack the educationof our young will have the opposite effect and help further deepen the recession.

So as we head into the Christmas season and into a New Year, we face a time where people traditionallymake New Year resolutions. For my part, I resolve to continue our work in making the Union stronger and moreresponsive to the Branches and the members’ needs. Our best hope of achieving that end is by each memberresolving to become more involved in their Branch or Section activities. I would also hope that members willresolve to look at the decisions they make when it comes to dealing with the political arena and ask themselveswhat type of country they want and which political party is most likely to deliver that. While it is very easy forone to become frustrated with the system it can and has in the past been changed by collective action.Strengthening the voice of your Trade Union and through that the Trade Union movement allied to being morepolitically aware and active is the only way as individuals we can make a real difference.

I would like to take this opportunity to sincerely thank all of our hundreds of CWU activists at every levelthroughout the Union as quite simply the Union is kept alive by their interest and hard work and they willcontinue to need your support in the difficult struggles ahead. It is my sincere hope that the New Year will be amore prosperous one for you, your family and your community and I wish to take this opportunity to wish youand yours Seasons Greetings on behalf of the National Executive Council and the Officers of theCommunications Workers’ Union.

Steve Fitzpatrick,General Secretary, CWU

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Postal Update

Worker DirectorElections An Post

The Worker Director Elections 2008 in An Post wereeventually brought to a conclusion following the countingof votes under the auspices of officials from Dublin CityCouncil on Thursday 30th October 2008. The successfulcandidates from the CWU were Pat Compton, Jerry Condon,Patrick Costello and Paddy Davoren. Gerry O’Toolenominated by the PSEU taking the fifth and final seat. Overthe coming four years we wish the elected representativesof staff our very best in their endeavours to ensure a viableand prosperous national Postal Company while at the sametime bringing their expertise and knowledge to safeguard theconcerns and views of staff.

The Union recognises the solid work the Worker Directorsperform on behalf of the staff and the invaluable assistancethey have been to the Group of Unions in the past. Werecognise that in carrying out their role it is not possible forthem to do it in a very public manner

While we congratulate the four CWU candidates wewould also like to congratulate Gerry O Toole on his electionand we look forward to working with him over the next fouryears. We have no doubt that he will play a key role inrepresenting the view of all staff not least because he is aformer member of the CWU.

The Union also wishes to pay tribute to the unsuccessfulcandidates particularly the CWU’s nominee andrepresentative at the Board for the past four years, Mr.Tommy Devlin. Tommy played a crucial role over the past

four years in representing the views of the ordinary memberat both Board and Union level ensuring that their voice washeard. We look forward to Tommy continuing his workwithin the Union and we have no doubt that his time willcome again. We would also like to express ourcommiserations and indeed best wishes to Joe Gleeson ofthe AHCPS following his fine efforts.

There are major challenges ahead facing the ordinaryPostal Worker including issues such as Downstream Access,Post Codes, Quality of Service, Regulation and the fundingof the Universal Service Obligation. We believe that the fivecandidates elected will assist the Union in delivering a strongmessage to the Department of Communications, ComRegand the many big businesses who, under deregulation, willseek to take your livelihood away.

In conducting a professional campaign the Union wouldlike to thank the National Executive Council Members,Branch Secretaries, Branch Committees and Partnership Co-ordinators for their assistance to the candidates and theiragents. We would also like to thank Headquarters Staff andtheir willing assistants for ensuring that all of the candidatesliterature was despatched in a timely manner.

We will never know what the outcome of the first ballotmay have been because of the difficulties with thearrangements at the Company’s Secretary’s office.Nonetheless, it is a testament to all the staff in the Companythat 75% of thoise eligible to vote took part in the secondballot and we congratulate them for their patience anddetermination to participate in the election process. Finallyonce again we would like to congratulate the candidates andtheir agents for the professional and courteous campaign.

Pictured above, the four elected WorkerDirectors.

Pictured on the right: the count for theWorker Directors.

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Postal Update

COLLECTION & DELIVERY WORK PRACTICE CHANGEAGREEMENT

The Union sought an application of the payment of the Third Phase of the Non-Consolidated Productivity Allowance as andfrom the 16th January 2008 for staff comprehended by the Collection & Delivery Work Practice Change Agreement.

Throughout the year the Monitoring Group issued a number of determinations in order that the payment could be made.At the end of September 2008 the Monitoring Group concluded that sufficient progress had not been achieved to enable themto recommend payment of the monies owed to our members. However, it was of the opinion that over a 4 to 6 week periodthe outstanding issues could be brought to finality. The Monitoring Group further considered the matter at a meeting heldin the Gresham Hotel on the 3rd November 2008 to review matters further. Discussions and sign off had been concluded atCrumlin, Edmondstown, Cork North City, Longford, Drogheda, Whitehall and Waterford. The final series of offices,Rathmines, Bray, Cork City, Cork Little Island, Ballinlough and Cardiff Lane had made substantial progress.

Arising from this the Monitoring Group issued a determination on the 5th November 2008 which confirmed the paymentof the third and final phase of the Non-Consolidated Productivity Allowance due under Collection & Delivery. It includedfull retrospection to the 16th January 2008 for CWU members working in the area. This payment and arrangements forpaying same was conditional on full co-operation being maintained on the final sign off in the outstanding offices beingachieved before the end of November. At the time of going to print the Union was confident this will be achieved.

Separately the Company advised the Union of the offices scheduled for redesign in 2009 which are as follows:

DonegalLucanClondalkinMullingarNewbridge

AthlonePortlaoiseWexfordNavanAthy

New RossChurchtownKellsFinglasBaldoyle

MidletonBalbrigganCarlowGoreyTullamore

James StreetLetterkenny

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Telecoms Update

Access Network Upgrade/Renewal ProgrammeThe Telecoms Executive were briefed on thesituation in relation to ComReg DecisionNotice D02/08.

It was the view of the Telecoms Executive that we agree toachieve these mandated improvements where possible due tothe penalties that may result if we do not reach them in thetime scales dictated by ComReg,to that end a sub group hasbeen established to oversee this task.

The following is a summary version of the presentationgiven to the Telecoms Executive.

In May 2008 ComReg issued Decision Notice D02/08which requires significant reduction in the number of linefaults per 100 lines. By June 2012 the number of faults per100 lines must be reduced to 12.5 faults per 100 lines fromthe current level of 18.3. The Decision Notice also requiresus to improve our Service Delivery and Service Assuranceperformance. We are required to increase the percentage oforders delivered within 2 weeks from 61% to 80% and thenumber of faults repaired within 2 working days from 60%to 80%. These performance targets are legally binding andenforceable. If eircom fails to achieve the mandatedimprovements this will be regarded as non compliance withour regulatory obligations and will have the potential toattract enforcement action by ComReg including applicationto the High Court for an order to enforce compliance andpayment of financial penalties.

Investment PlanThe Board has recently approved the following four year

investment plan in Access Network upgrade and renewal:-This investment plan is additional to ongoing investment of

€60m on assurance projects such as Pole Replacement, JointBox Renewal, Low Plant, etc. A series of programmes /initiatives are being developed to optimise our investment.The plan represents a threefold increase on 07/08 investmentlevels and will be directed towards initiatives which include(but not limited to) the following:-

• Large Scale Renewal• Cabinet Replacement• Pressurisation• DP Upgrade• Component Replacement, Sealing and DPRs• Tree Trimming

The above programmes will be supported by a strong focuson work standards through the existing CPI processes acrossall business areas. A rigorous programme governanceapproach has been put in place to manage the programme. Asteering group has been established which meets weekly, ischaired by the Director of Network Operations, includes allof the General Managers and is supported by a project teamof subject matter experts. The role of this steering group isto ensure our investment is optimised based on robust and in-depth analysis and that the identified programmes areexecuted in a timely and effective manner to meet themandated ComReg targets. A workflow process for smalljobs has also been defined to ensure such jobs deliverexpected benefits. A summary of this process is set out inthe appendix.

Year 1 PlanWe have, at this stage, developed a phased investment planfor year 1 of the programme as follows:-

In quarter 1 (Q1) we have ramped up resources to acceleratethe implementation of existing planned programmes /initiatives and, in parallel, have advanced our planning forthe remaining 3 quarters of the year. In Q1 we did achievethe required resource levels from available internal resourcesfrom Service Delivery, Service Assurance and NetworkEngineering supported by external contractor resources tocomplete the programme as planned. Quarters 2 – 4 willrequire significant ramp up of resources as follows:-

€’m08/09 54.709/10 59.410/11 58.511/12 24.2Total 196.8

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Telecoms Update

Q2 ProgrammeThe investment in Q2 will be targeted on the followingprogrammes:-

The following points should be noted:-

• The Large Scale Renewal programme is largely alreadyreleased to Internal Build and Contractors and will renew~7,500 lines.

• The pressurisation programme will require localisationand repair of leaks to reduce null and low pressure alarms.It will also identify end of life equipment for replacement.

• DP level works orders are typically small addressing a 100pair cable or 5 to 10 DPs (less than €10,000 in value). InQ2 we plan to address our 4,100 worst performing DPs.

• Component replacement work is being identified and willremove older components that are known to increase faultlevels e.g. BT17, Bung Joint.

• Tree trimming is an annual programme carried out byspecialist contractors in Q2/Q3.

These programmes are national and based on the worstperforming lines across all exchanges.

Completion of the Q2 programme will require totalresources of ~446 FTE (internal and contractor) tocomplete. Resources have been identified as follows leavinga resource gap of 129 FTE:-

It is proposed, in general, to use contractor resources on DPwork and Component Replacement / Sealing for the durationof Q2 and, at that point, review performance for the quarterto inform resourcing decisions for quarters 3 and 4. In Q2there may also be a requirement to use contractor resourceson some pressurisation jobs as plans are developed.

Appendix

Small Job Workflow.All small jobs generated to reduce LFI to meet the mandatedtargets are based on analysis of faulty lines in the network,including overnight testing and fault reports. Job packs areprepared with up-to-date information and in particularenvironmental conditions. It is critical that such jobs arereleased for completion quickly while test conditions remainvalid.

The workflow is summarised as:-

• Identified faulty network sections are despatched to thefield for localisation and repair of faulty elements.

• Inspection identifies faulty elements including joints,drop wires, cable sections, etc.

• Remediation includes sealing, re-termination andcomponent replacement.

On completion of individual jobs the following steps arecarried out to verify satisfactory completion:-

• On return of job packs sub-standard lines are retestedand all work carried out is recorded.

• Elements still exhibiting faults are returned to the fieldresource for remediation.

• On an ongoing basis the project analyses the network atExchange, Cable, CCP and DP level to monitor theimpact of all jobs on fault occurance.

AREA FTE

Service Assurance 92

Network Engineering 75

Service Delivery 30

Contractor (Existing) 120

Total Available 317

Gap 129

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THEY value your call, but not that much.Irish consumers are being kept on hold for upto an hour waiting to get through to customer-service agents, a Sunday Times survey ofservice providers has found.

Four out of 10 firms phoned last week had an averagewaiting time of more than 10 minutes, with one taking morethan half an hour before a human answered.

When it was called, NTL, the television cable company,was nicknamed NTHell due to the difficultiescustomers had getting through to its call centre.Now called UPC, it seems nothing haschanged. Last week a caller spent one hourand 13 minutes on hold before being putthrough to a UPC customer-serviceagent. Another attempt resulted in a 54-minute wait, with the muzak punctuatedby a recorded male voice insisting that he“appreciated” that the caller was holding.

O2, the mobile phone provider, was the nextslowest. The longest wait to get through tocustomer service was 23 minutes and 49 seconds while thequickest call connection took just under 14 minutes.

Smart Telecom, a broadband provider, was marginallyquicker at getting to the phone. It averaged just over 14minutes with the longest time on hold being just over 20minutes. Digiweb, another broadband operator, tookbetween nine and 12 minutes to pick up.

While UPC and O2 both have freephone numbers for theircustomer service departments, Smart Telecom and Digiweb

both use a Lo-call 1890 number which costs about 5c perminute from a landline or 35c a minute from mobiles. Thecost of the longest call to Smart Telecom – which took 20minutes and six seconds just to reach a customer servicerepresentative – would be €7.35 from a mobile or €1.05from a landline.

Dermott Jewell, chief executive of the Consumers’Association of Ireland, said the prolonged waiting times are“an insult” to the term “customer service”.

UPC said it has been working on improving itscustomer-service interactions since it merged Chorus

and NTL at the beginning of the year and claimsit has enhanced its phone system. The

company promised to increase the numberof agents working in its call centre by 20in order to improve customer-serviceresponse times.

O2 apologised, saying the calls werelonger than they should have been. The

budget also prompted “a huge volume ofcalls” from customers looking for ways to

reduce their costs, 77% more than normal. “Theaverage call waiting time in O2 Customer Care is twominutes or under,” it said.

Smart Telecom said the waiting times on Friday were anexception. “We monitor call-waiting durations on a dailybasis. The average waiting time is under three minutes,” itsaid.

The quickest companies were An Post, Vodafone and IrishBroadband, which all averaged around one minute before acaller could speak to a person at the other end of the line.

If you ‘appreciate’ us so much,why not just answer the phone?

Serviceprovider survey

makespoor reading

for firms

Telecoms Update

Eircom announce the appointement of Mr Ned Sullivanas Non-Executive Chairman of eircom.

The Board agreed the appointment last month and it was made effective immediately.Mr Sullivan replaces Pierre Danon, who announced last June that he was stepping downas Chairman of eircom.Ned Sullivan is currently Chairman of Greencore Group plc and of McInerney Holdingsplc. He is also a Non-Executive Director of Anglo-Irish Bank. He is the former GroupManaging Director of Glanbia plc and has held various Senior Management positionsin Grand Metropolitan plc. He holds both a BComm and MBS degree.Ned is well known and well respected among the Irish business community and hiswealth of business acumen and experience will be a strong asset to eircom as theCompany meets future challenges in an increasingly competitive marketplace.

Ned Sullivan,Non-Executive

Chairman,eircom.

New EquipmentPartnership GroupThe Telecoms Executive agreed to aNew Equipment Partnership Groupproposal to have a trial of a Copper andDSL line test equipment. The objectivesof the trial are:

• Evaluate the benefits if any of asingle multi purpose metre for repair

• Assess the requirements of testequipment for DSL faults

• Assess the benefits of test equipmentfor XDSL service

The equipment to be used for the trial isthe Herritage 1000 tester. Thisequipment incorporates:• Standard voltage and current meter• Stress meter• Pulse echo• Leakage• Short /open distance • RFL/ “Bartec”• “Golden Modem”• XDSL line performance statisitics• XDSL “bin” graph• Noise meter• Impulse noise• Spectrum analyser• Tone generator

The trial is to include up to 10 of theHerritage 1000 meters to be used in thefollowing teams:

Dublin C217TC278T

Cork C831TC839T

Limerick C848TLetterkenny C871TBallina C879T

A more detailed report was issued toBranches and when the trial iscompleted Branches will be notified ofthe outcome.

9

Telecoms Update

ServiceAssuranceWinterResponseNetwork operations have an obligationto deliver a number of customer servicelevels under our Operational LevelAgreements (OLA). This obligation isfurther established and now mandatedunder the recent ComReg directivesissued under the Universal ServiceObligation imposed on eircom.

Within Service Assurance, the firsttarget threshold is the achievement ofthe resolution of 80% of customer faultreports within two working days.

The achievement of the mandatedtargets was always going to bechallenging and requires a flexibleresource management approach.

1. Current StatusThe service levels in the firstoperational quarter have slipped to alevel below what we have beenpreviously able to deliver in the winterperiod. The two-day restoration leveldropped to 60% and dipped below 60%for eight weeks during the quarter. Thiswas driven by the unusually high arrivalrate of faults throughout the summerperiod. Our storm response plan wasactivated to deal with the individualstorm incidents during the summer butin essence at no stage did we hit a

summer season run rate.We are facing a significant challenge

to recover and carry an acceptableservice offering into and through thewinter period. Fault arrival rates showno signs of abating and a number ofoperational units are stressed.

2. ResponseBased on average daily fault rates, teamcapability and the backlog carried, wehave identified twenty operational teamareas that require ongoing assistance toachieve a service level.

It is intended to move people fromNetwork Engineering and ServiceDelivery to fault repair activity in thetarget areas. The people will beassigned based on their ability tooperate as independent fault repairtechnicians and will be chosen in such away to best preserve the operationalability of the donor teams withinDelivery and network engineering.

The mobilisation will remain in placeup to the implementation of the neworganisational work stacks as a numberof the resource issues will be addressedunder that project. The ongoing supportrequirements will be assessed at thatpoint, again informed by the faultarrival rates and any backlog that mightexist at that time.

3.MethodologyThe people moving to fault repair will,on a temporary basis, report to theService Assurance CTM. Where thepeople are already on Advantex works

management, system based workallocation will continue. Where peopledo not have blackberrys, the work willbe assigned to the service assuranceCTM who will manually distribute tothe technicians and make the necessaryclearance arrangements. As a matter ofurgency Service Assurance willassemble a stock of blackberrys fordistribution to the mobilised techniciansat which time full control will revert tothe operational centre.

The identification of the mobilisingpeople commenced in the delivery andengineering organisation on October23rd.

4.Resource CapabilityIt is expected that the Service Deliveryorganisation will provide fifteen (15) ofthe required people while NetworkEngineering will provide thirty five (35)

5. Staff ImpactThe mobilised people will work in, orclose to, their normal operational areas. Within network engineering, continueddelivery of the capital programme mayrequire assignment of planned work tothe contracting community. A full reportwas issued to Branches.

10

11

Telefonica O2 Membersvotes in favour of IndustrialAction with 90% in favour

CWU members in the Technology section of TelefonicaO2 have voted in favour of industrial action by a margin of90%. This ballot was called after Telefonica O2 made itclear that it would cease to deal with the CWU in respect ofcollective issues and that it would not be honouring theTelefonica/UNI Code of Conduct.

Some twelve months ago Telefonica O2 agreed toestablish a Joint Consultative Committee (JCC) which gavethe CWU the opportunity to collectively represent itsmembers in circumstances where the company wasundergoing a very profound change programme that wouldconclude with the outsourcing of 400 staff.

In agreeing to recognise the CWU in these particularcircumstances the company was in the first instance agreeingto acknowledge the genuine wishes of its staff to haveindependent collective representation but it was also takingits first step towards implementing the Telefonica/UNI Codeof Conduct which commits Telefonica to honouringInternational Labour Organisation (ILO) Convention 98(Right to Organise and Collective Bargaining).

Sadly however, and much to the shock anddisappointment of its own staff, Telefonica O2 has made itclear to the CWU that, going forward, it will not honour theTelefonica/UNI Agreement and will not be engaging incollective bargaining with the staffs’ preferred union.

On hearing of this decision the staff quickly reacted andcalled on their Union to arrange for a ballot for industrialaction. The members felt they had little choice in pursuingthis course of action given the unreasonable stance beingadopted by their employers. Telefonica deals with tradeunions across Europe including the UK. Irish staff it seemswill not be treated in the same way if Irish managementsucceed in ignoring the UNI/Telefonica Agreement. Byrefusing to continue to deal with the CWU the managementteam was effectively turning its back on a collectiverelationship that had been carefully cultivated for a year anda Union that had clearly demonstrated how it could addvalue to the organisation by dealing with members’ concernsin a professional and productive manner.

CWU reaches agreementwith Postbank on transfer ofOne Direct Staff

On Monday September 29th One Direct confirmed thetransfer of its operation and staff to Postbank Ireland Ltdwith effect from October 1st.

The CWU had been indiscussion with Postbankon the detail of thistransfer and reachedagreement on anEmployee TransferAgreement in advance ofthe final transfer. Thisagreement covered avariety of staffs’ concernsand outlined the usualterms that would be covered by transfer of undertakinglegislation such as guarantees around length of service andterms and conditions.

However the agreement also containedtwo specific commitments which are ofparticular interest to One Direct staff.

These were:

Annual LeaveAn additional leave day is being awarded to all staff to bringthe entitlement to 23 days. In addition, the business hascommitted to reviewing annual leave when the transfer iscompleted with a view to allocating a further annual leaveday to harmonise with Postbank.

PensionPensions are not protected under the Transfer of

Undertakings legislation however Postbank has agreed toextend their company pension scheme to include One Directstaff. Because this scheme has better levels of pensionprovision it would have meant a small reduction in staffs’take home pay due to a higher contribution being deductedfrom salaries. However, as a gesture of goodwill thebusiness will ensure that this is not the case and staffs’salaries will not be impacted by this calculation.

In addition to these commitments Postbank managementrecognises that there are a number of other concerns that OneDirect staff have as outlined by the CWU which must bedealt with. These include, in addition to the annual leaveday as mentioned above, salaries, uniforms andharmonisation with Postbank

The business acknowledges the importance of these issuesand has committed to dealing with them in negotiation withthe CWU in the coming months with a view to finalising thedetails before the end of the year. In addition to this a newunion recognition agreement is close to completion whichwill confirm the CWU as the recognised union for Postbankstaff.

12

Ian McArdleHead of Organising and

Regulatory Affairs, CWU.

13

Get into print!Anyone wishing to submit articles or photos to appear in the Connect journal,

please, either email to:

imelda@cwu.ie

or post to Imelda Wall:

Communications Workers Union575 North Circular Road, Dublin 1.

SIGN UP TO CWU WEBSITEUnion Website — www.cwu.ie Have You Signed-up Yet?

The World Wide Web is now the main source for up-to-dateinformation in our society. With the ever increasing availabilityof broadband in Ireland, access to the web, and the ability tointeract electronically with friends, family and business is nowpart of our daily lives and the demand for online informationhas never been greater. The CWU, as “The CommunicationsUnion” in Ireland is committed to ensuring that its memberscan have safe and trouble free access to all of its services andinformation whenever and wherever they choose.

We have a number of websites dedicated to serving the needs ofour 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

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 informationas 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 informationavailable. To do this just go to www.cwu.ie and click on the “register” button at the bottom of the main menu on the lefthand side of the page. You will be asked to provide the following information: Your name, Union Branch, staff/personnelnumber and a valid email address. You will also be asked to provide a username and password of your choice, which youcan then use to access the members’ area.

From the CWU website you can also access our Equalityand Diversity website, which has a whole host ofinformation with regard to:

• Employment Equality • Maternity, Adoptive, Parental Leave • Bullying and Harassment • Discrimination

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Training Update

On October 9th, 10 CWU members were presentedwith FETAC (Further Education and TrainingAwards Council) level 6 certificates as UnionLearning Representatives (ULR). A special awardsceremony was organised jointly with the ICTU inorder for the ULR’s to receive their certificates.

The awards ceremony also saw the launch of the UnionSkills Network, which is a government funded initiative ledby Congress. The Network seeks to provide opportunitiesfor workers to engage in a range of activities to improvetheir education and skills.

In order to meet this aim, Trade Union Activists aretrained as Union Learning Representatives so as to enablethem to develop and promote training and the acquisition ofskills in the workplace. Leading the project is Bill Hallidenwho is the Director of Union Learning with Congress. AlsoRegional Training and Development Co-ordinators havebeen appointed by the project in various areas around thecountry. These Regional Coordinators will assist the ULRswith their duties and will be contacting various Brancheswithin their appointed areas about the project.

What is a Union LearningRepresentative?The ULR encompasses a new concept of training anddevelopment in the Trade Union Movement. The conceptbegan in the UK and was introduced by the ICTU as theUnion Skills Network.

The role of the ULR will entail the following:• An analysis of learning needs within branch

structures;• An analysis of the training needs of all Head Office

staff and the arrangement of training courses aroundthese needs;

• The development of a Union culture and ethos thatencourages members to enhance their personal andprofessional skills;

• The dissemination of information on training andlearning activities;

• The continuous research of learning and educationalfacilities so that they are relevant to those seeking toenhance their skills;

• Networking with the other Union LearningRepresentatives in their role;

• Mainstreaming the Union Learning Representativerole into our overall training strategy.

The Union Learning Representative is a facilitator aroundskills development, further education, personaldevelopment and career enhancement. Union LearningRepresentatives will highlight the benefits to colleagues ofdeveloping their prospects and act as a support mechanismto those who wish to enhance their learning. ULR’s are keyto the integration of union learning and organisingstrategies. Union Learning Representatives are the drivingforce of union-led learning.

The following received certificates on the night:

• Carol Scheffer, CWU Head Office• Martin County, Navan Postal• Billy Ronan, Waterford Postal• Claire Kelly, Eircom Dublin No 3• John Tansey, Carrick on Shannon Postal• Jim O’Flynn, Eircom Limerick Section• John Halton, Dublin Postal Amalgamated Branch• Cormac O’Dalaigh, Dublin Postal Delivery Branch• Frank Burke, Dublin Postal Inspectors Branch

CWU UK Attends CeremonyThe Union was very proud to have in attendance some keyUnion Learning Representatives from CWU UK at theawards ceremony.

The following were in attendance:

Ray Atkinson: Regional Project Worker for the NorthWest, UK.

Simon Crisford: Regional Project Worker for London. Gerry Robinson: Regional Project Worker for Northern

Ireland.Paul Newsham: Lead Union Learning Representative

for Royal Mail.Lawrence Huston: Northern Ireland Regional Secretary.

Also in attendance was Trish Lavelle who is the Head ofEducation and Training for CWU UK.In advance of theawards ceremony a meeting was held in Union Head Officewhereby the ULR’s from the UK talked about theirexperience on the role and what strategies worked for themin relation to members’ educational needs.

At the ceremony itself, Ms Lavelle gave a veryencouraging speech on the importance of ULR’s in theworkplace and the many success stories that they have hadin the UK.

CWU Union Learning RepresentativesAwards Ceremony

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Training Update

It is acknowledged that ULR’s have been in operation forsome time in the UK, however the main difference betweenthe Irish and UK model is that in the UK there is legislationunderpinning the role. We are conscious that UK legislationthrough the Employment Act 2002, gives statutoryrecognition to Union Learning Representatives and theright to paid time off to carry out their role. Without this

legislation in Ireland the role of the Union LearningRepresentatives becomes more difficult and we areaccordingly relying on employers to recognise and supportthe role. We are therefore lobbying the government throughthe ICTU to seek that this legislation is replicated in Irelandso that we have the same rights as our colleagues in the UK.

CWU UK & IrelandTogether for ULR

Ceremony

L-R: Jimmy O’Connor,Lawrence Huston, Steve

Fitzpatrick, Carol Scheffer,Gerry Robinson, Ray Atkinson,Trish Lavelle, Paul Newsham,

Simon Crisford& David Begg.

Ms Trish Lavelle, Head ofEducation and Training,CWU UK at the ULR AwardsCeremony.

The Union extends our sinceregratitude to Trish and the otherULR’s from CWU UK whoattended the ceremony andmeeting in Union Head Office.

David Begg, GeneralSecretary ICTU who

presented the awardsto CWU Union

LearningRepresentatives.

ULRs with theirCertificates

L-R: Frank Burke, Mick Smith,Martin County, Carol Scheffer,Jim O’Flynn, Cormac O’Dalaigh, Billy Ronan, JohnTansey, Steve Fitzpatrick, JohnHalton & Claire Kelly.

Overall the awards ceremony was a great success. It wasopened by Bill Halliden and was attended by many UnionOfficials, Employers, other General Secretaries and thenewly appointed Regional Training and DevelopmentCoordinators.

The CWU is one of the first Trade Union in Ireland tohave FETAC qualified Union Learning Representatives andwe believe that our Representatives have been fully

equipped with the necessary skills and support to carry outtheir function. The Union fully endorses the role of theUnion Learning Representative and believes that the adviceand guidance that they provide will be invaluable to thosewishing to avail of further training.

More information can be received fromUnion Head Office.

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The Health and Safety Authority in order to provideguidance on the Safety, Health and Welfare at Work (GeneralApplication) Regulations 2007 has issued a comprehensiveguide on Part 4 of the regulations relating to working atheight.

We have outlined below some of the relevant pieces ofPart 4, in particular as they apply to working with ladders,which are not intended to be a legal interpretation of thelegislation.

GeneralThe objective of Part 4 of the General ApplicationRegulations 2007 is to reduce deaths and injuries at workcaused by falls from height as these account for a significantpercentage of workplace fatalities and serious injuries eachyear.

Part 4 of the General Application Regulations sets out thebasic principles for safe work at height for all sectors ofemployment and provides a fundamental framework for safeworking at height, based on risk assessment, applicable tothe wide range of work activities carried out at height.

The Work at Height Regulations apply to all work atheight where there is a risk of a fall liable to cause personalinjury.

DefinitionWork at height means working in a place (except a staircasein a permanent workplace) where a person could be injuredby falling from it, even if it is at or below ground level.

Duties of the employerAn employer must do all that is reasonably practicable toprevent anyone falling a distance liable to cause personalinjury. The regulations set out a simple hierarchy formanaging work at height i.e.

• avoid work at height where this is reasonably practicable;• use work equipment or other measures to prevent falls

where you cannot avoid working at height;

and

• where you cannot eliminate the risk of a fall, use workequipment or other measures to minimise the distance andconsequences of a fall.

The Regulations also require employers and the selfemployed to ensure that:

• all work at height is properly planned, organised,supervised and carried out;

• the place where work at height is done is safe;• all work at height takes account of weather conditions;

• those involved in work at height are instructed andtrained;

• equipment for work at height is appropriately inspected;• the risks from fragile surfaces are properly controlled;

and

• injury from falling objects is prevented.

Duties of EmployeeThe Safety Health and Welfare at Work Act 2005 placesduties on employees to:

• comply with statutory provision such at the Work atHeight Regulations;

• protect their own safety and health, as well as the safetyand health of anyone who may be affected by their acts oromissions at work;

• ensure that they are not under the influence of anyintoxicant to the extent that they could be a danger tothemselves or others while at work;

• cooperate with their employer with regard to safety, healthand welfare at work

• not engage in any improper conduct that could endangertheir safety or health or that of anyone else

• participate in safety and health training offered by theiremployer;

• make proper use of all machinery, tools, substances, etc.and of all personal protective equipment provided for useat work;

and

• report any defects in the place of work, equipment, etc.which might endanger safety and health.

Requirements for Working atHeightPart 4 of the General Application Regulations requiresemployers to carry out a risk assessment for all workconducted at height and to put in place arrangementsfor:

• Eliminating or minimising risks from working at height;• Implementing safe systems of work for organising and

performing work at height;• Implementing safe systems for selecting suitable work

equipment to perform work at height; and• Implementing safe systems for protecting people from the

consequences of work at height.

The risk assessment and the action taken should beproportionate to the harm that could occur if no action wastaken. It should include a careful examination of what harm

Working at Height – Health and Safety Regulations

Health & Safety Update

21

could be caused from working at height with a view to takingthe necessary steps to reduce the likelihood of this harmoccurring, either through avoiding the activity or, where thisis not reasonably practicable, by carrying it out in a safemanner using the appropriate work equipment.

Work at HeightThe Regulations do not specify a minimum heightrequirement for work at height. Part 4 applies to all workactivities where there is a need to control a risk of falling adistance liable to cause personal injury. This is regardless ofthe work equipment being used, the duration the person is ata height or the height at which the work is performed. Itincludes access to and egress from a place of work.

Regulation 95 –Organisation, planning and riskassessment.Regulation 95 requires employers to plan their workproperly; to ensure it is appropriately supervised and that itis carried out in a safe manner. Planning includes theselection of work equipment and preparing for emergencies.

Employers should:

• plan the work and use suitable work equipment;• provide supervision proportionate to the findings of the

risk assessment and the experience and capability of thepeople involved in the work.

• make sure those affected understand the risk assessmentand what they must do to comply with it.

• plan for emergencies and rescue. • Involve employees or their representatives. Consulting the

workforce will encourage them to be more aware of risksfrom work at height and their duties under safety andhealth legislation.

Regulation 96 –Checking of places of work atheight.Regulation 96 requires that the surface conditions and otherpermanent features where work at height will be taking placeare checked before use and at appropriate intervals duringuse, in order to identify whether there are any obviousdefects. This would include, for example, checking theground surface on which a tower scaffold or a portableladder was to be placed. If an employer is unable to do thispersonally, he or she should ensure that a competent personcarries out the necessary checks. The results of such checksneed not be recorded.

Regulation 97 –Weather conditions.Regulation 97 requires employers to ensure that work atheight is carried out “only when the weather conditions donot jeopardise the safety and health of employees”. The riskassessment and planning arrangements should, therefore,take into account the effect that the weather can have onoutdoor work at height.

The General Application Regulations require that workequipment be suitable for the conditions intended and thatsuitable and sufficient lighting be provided at any placewhere work equipment is in use. Regular work breaks mayreduce the risk of an accident occurring.

Regulation 100 –Selection of work equipment forwork at height.The Work at Height Regulations recognise that work atheight can be performed safely in a number of differentways, using a wide range of work equipment. The choice ofequipment will depend on the risk assessment – differenttypes of equipment will have advantages and disadvantagesdepending on the task and the environment in which thework is to be performed.

LaddersLadders, including fixed ladders and stepladders, arecommonly used in most employment sectors. However,people often seriously underestimate the risks involved inusing them, and falls from ladders account for many of theserious work-related injuries each year. In a typical year, twofatalities and 220 other injuries involving ladders andresulting in four or more day’s absence from normal workare reported to the Authority. The actual number of non-fatalinjuries is a multiple of this. Most of the injuries were fallsfrom a height but other accident triggers were lifting andcarrying the ladder, slipping or falling while carrying it, orthe ladder itself collapsing or falling.

Ladders should only be used as work equipment, eitherfor access and egress or as a place from which to work,where a risk assessment shows that the use of other workequipment is not justified because of the low risk and theshort duration of the job or unalterable features of the worksite. The risk assessment is essential and should consider notonly those using the ladder but others who could be affected,such as passers-by. The safety of lone workers who useladders, such as window cleaners, depends significantly ontheir correct use and the provision of adequate training isessential. Safety should not be compromised by haste tocomplete the job. All ladders must be used in accordancewith the manufacturer’s instructions.

Health & Safety Update

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The Work at Height Regulations do not ban ladders butrequire consideration to be given to their use. They requirethat ladders should only be considered where the use of othermore suitable work equipment such as towers, mobileplatforms, scaffolds or temporary stairs is not appropriate.Ladders, for example, are frequently used during fit-outinstallations, but in most cases other work equipment is moreappropriate. Where ladders and stepladders are used, theyshould only be used as a workplace for light work that is lowrisk and of short duration.

Where work at height is necessary, you need to justifywhether a ladder or stepladder is the most suitable accessequipment compared to other access equipment options. Youdo this by using risk assessment and the hierarchy ofcontrols.

When considering whether it could be appropriate to usea ladder or stepladder, you need to consider whether theactivity is suitable for the use of a ladder.

As a guide, only use a ladder or stepladder:

• where the work is of short duration. Ladders are notsuitable for work where they are in one position for 30minutes or more.

• where the risk is low, i.e. because the nature of the workmakes a fall unlikely or where there is a fall that the natureof the fall would be unlikely to cause injury.

• for “light work”. Ladders are not suitable for strenuous orheavy work.

• for work that does not involve carrying heavy or awkwardtools or equipment;

• where a handhold is available both for climbing the ladderand in the working position.

• where you can maintain three points of contact (hands andfeet) at the working position. On a ladder where youcannot maintain a handhold, other than for a brief periodof time, other measures will be needed to prevent a fall orreduce the consequences of one. On stepladders where ahandhold is not practicable, a risk assessment will haveto justify whether it is safe or not.

On a ladder or stepladder, do not:• overload it. The person and anything they are taking up

should not exceed the highest load stated on the ladder.• overreach. Keep your belt buckle (navel) inside the stiles

and both feet on the same rung throughout the task.

You should avoid holding items when climbing, forexample, by using tool belts:

• on a ladder where you must carry something you musthave one free hand to grip the ladder;

If ladders are to be used to work from, and not just foraccess or egress, make sure that:

• a secure handhold and secure support are available at all

times;• the work can be reached without stretching;• the ladder can be secured to prevent slipping.

When working from an A frame ladder, never straddle theladder.

It is tempting to try to ensure that all the work iscompleted without having to go down the ladder and moveit, but overreaching while working from a ladder is a majorcause of falls, even for experienced workers.

Regulation 114 –LaddersThere are many types and sizes of ladders including portable,suspended, step, interlocking, extension, mobile and fixedladders. They all, regardless of their use, need to meet therequirements of the Work at Height Regulations. This wouldinclude, for example, a portable ladder that is tied in placefor many months for access to an office on a building site.They should, for example, be strong enough to take the loadsplaced upon them. New ladders are marked in accordancewith their conditions and class of use.

Anyone, for example, using a ladder or stepladder forindustrial work should ensure that it is marked inaccordance with Irish, European or other appropriatestandards, such as:

• EN 131 -1 and EN 131 -2 Ladders;• Timber BS1129: 1990 Kite marked Class 1 Industrial;• Aluminium BS2037: 1994 Kite marked Class 1 Industrial;

and• Glass Fibre BSEN131: 1993 Kite marked Industrial.

All duty holders considering using a ladder to perform workat height, or as a means of access or egress, should carry outa risk assessment. The assessment should be proportionate tothe risks involved. For example, a generic assessment maybe quite suitable for simple, routine or repetitive tasks, butmore complex work will need specific planning. Doing awritten assessment will ensure that the risks are recorded. Arisk assessment should cover factors such as the height to benegotiated, the site conditions (including weather), theduration and extent of the work and the frequency of access,etc.

It is important to remember that:

• ladders should only be used as a place to work when other,potentially safer, means such as tower scaffolds are notreasonably practicable; and

• ladders should only be used for access when putting in astaircase is not reasonably practicable.

Many falls from ladders occur because the ladder movesunexpectedly during use. This is very often caused by the

Health & Safety Update

23

user overstretching or the feet of the ladder slipping due toinadequate grip. Maintenance issues such as ensuring it isfree from mud or paint, and that the feet are still providingeffective grip are vitally important. Research has indicatedthat the feet of a ladder are particularly susceptible todamage that can significantly reduce the grip, make themmore vulnerable to movement and, as a result, increase thepotential for falls.

Portable ladders (not step-ladders) should always beplaced at the correct angle, which is around 75 degrees orroughly one metre out for every four metres up.

Portable ladders should be prevented from slippingduring use, e.g. by:

• tying the stiles effectively to an existing structure. • using an appropriate ladder stabiliser or anti-slip devices;

and• having another worker “foot” the ladder (this is where

someone stands on the bottom rung, and is only suitablewhen it is not practicable to secure the ladder in anotherway, as it is not very effective);

As well as being properly maintained, regular visual checksshould be made for damage such as cracked or bent stiles orrungs, corrosion and defective or missing fittings. Thesurface on or against which a ladder is placed must be strongenough to support any loads placed upon it. Plastic guttersand glass, for example, are unlikely to be able to support theweight of a ladder and worker. The surfaces onto whichladders are leant must be flat unless special provision ismade, such as the use of a levelling device. Weather andother factors will affect the surface, e.g. ice, rain and wetleaves will reduce the friction of the surface. Where a workerneeds to gain access to a platform, the stiles of the laddershould protrude sufficiently to enable a safe handhold and,if necessary, have a handhold when working at the higherlevel. Even a stepladder should not be positioned where thereis access to a doorway or where passing traffic is likely tostrike it.

As well as the physical strength of the ladder, certainenvironments require additional thought. Ladders should notbe used within six horizontal metres of overhead power linesunless they have been made dead or protected by insulation.Where it is essential that work be performed, workers in thevicinity of electrical circuitry should be using nonconductiveaccess equipment, e.g. made of glass fibre. However, if theelectricity is isolated, workers on an aluminium towerscaffold will get far greater protection from falling than frombeing on a ladder.

It is also important that the ladder is not only standing ona firm level surface, but also that the rungs remain horizontalwhilst in use. There are a number of devices that now helpsolve this problem allowing for safer working on unevenground or sloping surfaces. However, they should becarefully selected and used as directed by the manufacturer.

• Other factors that can improve the safe use of laddersinclude facing the ladder at all times when climbing ordismounting and maintaining contact with both feet and atleast one hand. A secure handhold should be availablewhich means that the user can grasp an upper rung orhandrail on the ladder or stepladder (if, as recommended,the user is not working from the topmost two or threerungs or steps this should be possible). It does not meanthat the user is expected to be holding the rung or handrailat all times as this would clearly make it impossible tocarry out many tasks for which two hands are needed.Where two hands are needed to perform work on a ladderother protective measures, such as fall arrest or restraintsystems, should be used to prevent or arrest a fall.

• Overreaching while working from a ladder is a majorcause of falls. Always go down and move the ladder ratherthan be tempted to over reach.

• When the job is done, a portable wooden ladder needs tobe protected from the weather in a covered, ventilatedarea. A ladder should not be hung by one of its rungs, asthis could weaken it.

• Fixed ladders should not be provided in circumstanceswhere it would be practical to install a staircase.

Further details in relation to working atheight can be downloaded from the Healthand Safety Authorities Website at

www.hsa.ie.

Health & Safety Update

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EDUCATION COMMITTEEFollowing Biennial Conference the Education Committeewas re-elected for another two years. The EducationCommittee is tasked with developing and deliveringtraining to Union activists up and down the country. TheCommittee meet on a regular basis to review the coursecontent, methods of delivery and feedback fromparticipants. The members of the Committee are as follows:

1. Ms Carol Scheffer National Officer2. Mr Pat Kenny Headquarters3. Mr Frank Burke Dublin Postal Inspectors

Branch4. Mr Jerry Condon Cork Clerks 5. Mr Frank Crowther Dublin No 2 Branch6. Mr Ray Lawlor Dublin No 3 Branch7. Ms Martina O Connell Cork Outdoor Branch8. Mr Cormac O Dalaigh DPDB9. Mr Jim O Flynn Limerick District Branch

The continued aim of the CWU is to provide its activistswith the skills and knowledge in order to represent membersto the best of their abilities. This is done through theprovision of quality and timely training courses. In thatcontext is important that Branch secretaries and BranchChairpersons who have not completed the training coursesmake themselves available for courses as they arise.

The main Education Programme for this year is nowcomplete and it is intended to launch the trainingprogramme for 2009 early in the New Year.

2008 List of Courses

• Branch Secretary Stage 1• Branch Secretary Stage 2• Chairperson • Treasurer • Officer• Organising Committee• Private Sector• Committee Training

o Corko Dublin Postal Clerks o Dublin Postal Amalgamated

PARTICIPANTSBRANCH OFFICER

Tony Grogan Dublin Drivers

Charles O’Keeffe Dublin No 3

John O Mahoney Cork Outdoor

Patrick Doherty Letterkenny Postal

BRANCH OFFICER continued ...Noel Whelan DPOB

Chris Casserly Mullingar Postal

Mary Fullam Mullingar Postal

Geraldine Maunsell Mullingat Tels

Ger Hanrahan Limerick Postal

Patrick J Farrell Kilkenny Postal

Tom Prendergast Portlaoise Postal

John Murphy Cork Outdoor

Brendan Sheridan Kells Postal

Richard Perraton Donegal Postal

Ray Neville Limerick Postal

Anna Lovely Mullingar Telephones

David Taylor Portlaoise Section

BRANCH SECRETARY STAGE 1John P O’Shea Killarney Postal

Willie Mooney Postal Clerks

John Loughlin Portlaoise Postal

Eileen Fitzgerald Tralee Tels

William Ennis Wexford Section

Martin Regan Claremorris Section

Ger O’Connor Mullingar Postal

Syl Curran DPAB

Ken Good Letterkenny Postal

Jimmy Crowley Limerick Section

William Bell Galway Mgrs Branch

John Canning Contractors Branch

Frank Donohue DPDB

BRANCH SECRETARY STAGE 2Marie McGovern Sligo C&ADenis Douglas Dublin No 3Deirdre Medlar Ballina PostalBreeda McGuinness Athlone TelsMichael Gallagher Lifford PostalKevin O’Connell UPS CorkTeresa Caulfield Waterford C&ABrian O’Connor Galway PostalAllan McGee Cork C&ACarl O Rourke PhonewatchJohn Egan Dublin No 1Ger O’Brien N Kerry PostalLiam O’Callaghan Cork ClerksBert Brayden IO Systems

Education Update

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COMMITTEEDublin Postal Clerks

Brian Deegan, Keith Pollard, Willie Mooney, Dave Bell,Aidan Kennedy, Des Clarke, Enda McGarry, Peadar Dunne,Des Lernihan, Paddy Davoren and Joanne Naughton

Dublin Postal Amalgamated

Syl Curran, John Halton, Ernie Hall, Pat Kinsella, PaulHealy, Sharon Kelly, Phil Keegan, Noel Preston, StephenBoyne, Barbara Murphy, Woody Agbortea and DeclanCooke

Cork

Patrick Bouse Cork DistrictGerry O Donoghue Cork DistrictDenis Walsh Cork DistrictJohn Clifford Bandon PostalKevin Corcoran Bandon PostalFinbarr McCarthy Bandon PostalFiona Barrett Bandon PostalJohn O Keeffe Cork DriversTanya O Connell Cork Mails CentreBrian O Flynn Cork Mails Centre

FinallyAs the year comes to an end and AGM’s approach theEducation Committee would like Branches to examine theirown particular training requirements. The EducationCommittee is prepared to organise specialist trainingprogrammes to suit individual Branches and if Brancheswish to avail of this they should contact any member of theEducation Committee. These arrangements are subject tonumbers requiring training and to special release from theemployer.

CHAIRPERSONRobert Monaghan Eircom Portlaoise

Eileen T Ferns Drogheda C&A

Catherine Slattery Dublin No 3

Des Lernihan Postal Clerks

Margaret Hegarty CMC

Malachy McCarron Ballina Postal

Carmel Casey Athlone Tels

Grace McSweeney Cork Outdoor

Declan Fitzgerald Bandon Postal

Tim Murnane Skibbereen Postal

Michael Helly Galway C&A

Gerard Hanrahan Limerick Postal

Gerard Bennett Donegal Postal

Jim McCarron Eircom Monaghan

James O’Reilly Portlaoise Postal

Anne Marie Fadden Galway District

Gerry Ryan Ennis Postal

Gerard Whelan Bray Postal

Alex Campbell Naas Postal Monread

PRIVATE SECTORTony Flood BT

Damien Lawless BT

Billy Tyrell BT

Martin Quinn Meteor

Daniela Pillai GTS

Nasroun Ben Malek American Airlines

Gabrielle Nagle American Airlines

Carmel Hickey One Direct

TREASURERSTim O’Donovan CMC

David Bell Postal Clerks

Jack McKervey * Athlone Postal

Paul Hurley Cork Drivers

Joseph Quinlan Mullingar Postal

Larry O’Beirne Carrick Postal

Ernie Hall DPAB

Gerard Mullen Bray Postal

Mary Burkett Portlaoise Postal

Michael McAnaw Donegal Postal

Education Update

RETIREMENT AGEThe Union on a regular basis receives enquiries aboutmandatory retirement ages as to whether are not, thesetting of one is illegal under Employment EqualityLegislation.

Section 34 (4) of the Employment Equality Acts 1998– 2007 provides that “it shall not constitutediscrimination on the age ground to fix different ages forthe retirement (whether voluntarily or compulsorily) ofemployees or any class or description of employees”.

Therefore in Ireland although there is no mandatoryretirement age, an employer can set different retirementages and the setting of a retirement age is not consideredby the Employment Equality Act as discriminatory..

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Members’ BarOur Members Bar has undergone a complete renovation andmake over, making it a modern and exciting place to enjoyyour favourite tipple. We have a large screen and two largeplasma TV’s making our Bar a great venue for watching allsporting events. In addition we have added ladies and gent’stoilets upstairs right beside the Bar. We also have a pooltable for our members and customers to enjoy.

Function RoomThe function room is available for all occasions Weddings,Christenings, Birthday and Office Parties. We can cater andarrange all your requirements such as Music, Entertainmentand Food Catering. As a Member of the Dublin PostalSports and Social Club, you are eligible for a discounted ratewhen hiring the function room.

GYMWe would also like to encourage all members to come andvisit the Gym with a view to using the facility. Given thecurrent economic climate and the high memberships thatother gyms charge it may be in your financial interest to usethe facility and save yourself a few Euros while alsosupporting your Club.

Development of ClubThe officers and Board of Directors are committed toproviding the best facilities for all members, we are atpresent looking at providing a further four All WeatherFootball Pitches adding to the Six that we already have, the

revenue from the additional pitches will go towardsproviding other facilities for members while also keepingthe Club viable.

Retiring MembersMembers of the Dublin Postal Sports and Social Club thatare intending to retire from An Post can retain theirmembership. Members simply have to inform the pensionsection that they wish to continue their membership or theycan fill in an application form which is available from theSecretary or by emailing us at info@postalsportsclub.com

Membership of the Club includes Associate membershipfor your Wife / Husband / Partner and Children up to the ageof 21 years.

Christmas PartyIt has been agreed by the Board that a Children’s ChristmasParty will be held on the weekend 14th December 2008(1p.m to 5p.m). The party will include a visit and presentfrom Santa, Children’s Entertainment / Face Painting, freegoodies and also light refreshments for adults.

The Officers and Board of Directors invite all MembersChildren or Grand Children up to the age of 10 years of ageto come along. Cost €10 per Child.Further details will be sent to all offices in the coming weeks

WebsiteOur Web Site www.postalsporstsclub.com contains furtherinformation regarding the club. Members can E Mail us atinfo@postalsportsclub.com.

Dublin Postal Sports & Social Club Update

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Dublin Postal Sports & Social Club Update

Dublin Postal Sports and Social ClubAPPLICATION FORM

(For employees of An Post & An Post Subsidiary Companies)

Subscription is €2.54 per week.

Please tick box which is appropriate to you regarding Payroll Deduction

Weekly ❒ Fortnightly ❒ Monthly ❒

Name____________________________________________________________________________________________

Grade ______________________________________ Staff Number________________________________________

Work address _____________________________________________________________________________________

Telephone ________________________________________________________________________________________

Home Address_____________________________________________________________________________________

________________________________________________________________________________________________

________________________________________________________________________________________________

Email Address_____________________________________________________________________________________

Date of Birth______________________________________________________________________________________

- - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - -- - - - - - - - - - - - - - - - - - -- - -

DIRECT DEDUCTION MANDATE

I wish to have my Dublin Postal Sports Club Subscription deducted from my salary.

Name____________________________________________________________________________________________

Address __________________________________________________________________________________________

________________________________________________________________________________________________

________________________________________________________________________________________________

Staff Number _____________________________________________________________________________________

Signature_________________________________________________________________________________________

Date_____________________________________________________________________________________________

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Men on a mission - to aid Bulgarian orphanage - theytravelled over 6,000 Kms through seven countries over 17days to bring aid to “Bulgaria’s forgotten children”.

An Post, Royal Mail, Eircom, British Telecom, SimpsonMillar and the CWU of both Ireland and the UK joinedforces to send an aid convoy to four institutions in Bulgariain response to a Channel 4 documentary “Bulgaria’sforgotten children” highlighting the plight of children inorphanages in the region.

So on September 4th 2008 two trucks one An Post andone Eircom laden with Humanitarian Aid left Ireland onboard a Norfolkline ship, destination Bulgaria. Four CWUmembers took part in what was to become the mostsuccessful convoy since the CWUHA (CommunicationsWorkers Union Humanitarian Aid) was set up thirteen yearsago, they were Tony Grogan & Cyril O’Hare (An Post), MattBrown and John Dunleavy (eircom).

The following is a brief history of the CWUHA and howwe became involved in this project. The CWUHA is aresponse to the plight of vulnerable children in othercountries from trade unionists, family and friends who workin Britain and Ireland’s postal and telecom industries. Thecharity is unique in that its cardinal principle is that thevolunteers actually deliver the aid to the places it is neededthe most. The CWUHA pay no wages or honoraria so peoplewho donate to the charity can be assured that all of theircontribution is going directly to the children in need. Inaddition to the convoys CWUHA has funded renovationsincluding Social Assistance and Foster & Adoption Centresand playground areas at hospitals catering for children withdisabilities. The Charity is greatly supported by Royal Mail,eircom, BT, An Post, CWU UK and CWU Ireland who

supply trucks, and release staff to take part in the convoysand provide funding for some of the aid required.

CWU Ireland got involved with the charity because of itsclose working relations with CWU UK. Carl Webb, AlexPearson and Steve Rowlands, founders and trustees of thecharity are no strangers to CWU Ireland. As our membersmay recall Carl gave an emotional presentation at ourconference in Kilkenny this year.

So how does it all work? It’s pretty simple really, like ourselves working withineircom, An Post, BT and Royal Mail we operate as serviceproviders to our customers. The charity models itself as aservice provider providing aid to other charities caring forchildren in need. Charities get in touch with the CWUHAand seek assistance. The CWUHA will vet the charity andsend people to assess their needs. When the CWUHA isconvinced that everything is genuine they ask the charity fora list of their requirements or a “Needs List”. Once this issupplied, the CWUHA begin preparations for the convoy. In this year’s convoy to Bulgaria there were ten trucks intotal, the An Post truck and two other trucks servicing aninfectious disease hospital for children in Pleven, the eircomtruck along with a Royal Mail truck servicing an orphanagein Bratsigovo. The remaining trucks serviced the two otherorphanages. The charities involved in the Bulgarian convoywere “one life for Bulgaria and the Lorca foundation”.

The convoy was a major success attracting national TV,radio and newspaper coverage in Bulgaria and other parts ofEurope. The aid was delivered direct to the hospital andorphanages with the help of Lorca’s Foundation and One

eircom & An Post drivers pictured with Senior management fromeircom and An Post with the General Secretary and President of theCWU outside CWU HQ.

Humanitarian Aid Convoy to BulgariaBy John Dunleavy and Tony Grogan

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Life for Bulgaria who did a fantastic job facilitating theconvoy. With their help it was estimated that the convoydelivered over £250,000 (sterling) worth of aid. It was afantastic effort by all involved. The overall Irish contributionto the convoy included two truckloads of aid. CWUmembers contributed over €50,000 towards Incubators,Infusion pumps, syringe pumps and also with the help ofMedisan purchased an incubator costing approximately

fifteen thousand Euro. The success of the convoy was greatly contributed to by

the drivers who basically fund raised and filled their owntrucks themselves. The drivers hailed from Scotland, Ireland,Northern Ireland, England and last but not least our onlyfemale driver on the convoy “Ricki” from Wales.

It was a daunting experience for some of the drivers likeJohn Dunleavy who had never gone on a humanitarian aidconvoy and had barely driven outside of Ireland before. Thehard work involved in getting the trucks and the aid requiredready paled into insignificance when they arrived at theirdestinations and saw the faces of the children that wereawaiting them. The orphanage in Bratsigovo, destination forJohn and Matt was pretty basic (could be compared toIreland in the forties / fifties), but they were delighted to seethat the children were properly cared for and seemed to bewell nourished, in saying this we must remember that theBulgarian people are a proud race and you can be sure thatwhat we were shown was the best to be had in the orphanagethat day.

John met with Tony and Cyril later on that evening andcould see that they were visibly upset following their visit tothe children’s infectious disease hospital in Pleven. Thewelcome they received was overwhelming from the Director,Dr Irgina Kostova, the staff and children. However there wasno running water in the hospital system at that time, andalthough the place was clean and tidy they did wonder if itwas for their benefit. The British Ambassadors wife had alsotaken a keen interest in the hospital and things had improvedfor the better for the children since and such was theimportance of the convoy to Bulgaria and the media euphoriathat ensued that it earned the drivers an invitation to theBritish ambassador’s residence on their “day off” in Sofia.

It is important to acknowledge the sponsors whocontributed to the success of the convoy. The impact theircontribution made to the convoy will continue to help in thesaving of lives and caring for the children in need.

Kind sponsors: CWU members in Ireland An Post eircom Halligan InsuranceMedisan Transport Partners – IntermodalUnited DrugIrish LifeEagle StarAIGVHI HealthcareKN Networks Norfolkline shipping

Other sponsors included local businesses of driversinvolved:Baby EleganceDuluxFleming medical 0’Neills SportsPaint World (Ballyfermot)Dervey Mooneys PoPs Resources LTD Biological Safety Advisory Practice Ltd (B.S.A.P) The Bed Linenhouse EEC hardware (Balbriggan) Topas Ireland Arnotts Socks and Stuff Dunnes (Balbriggan) Flynn’s of Neilstown HSE staff

Epilogue: “This is Corporate Social Responsibility at its very bestwhere industrial indifferences are put aside for the benefitof children in need” Although the lads left Bulgaria knowing they had made adifference to the children’s lives, there was still a feeling ofa little done and a lot more to do!Anyone who wishes to contribute to the CWU HA Fund cando so by donating at any Bank of Ireland. All donationsshould be lodged to the following bank account.Account Name: CWU Ireland Humanitarian Aid Fund Branch Name: Bank of Ireland

2 College GreenDublin 2

Sort Code: 90-00-17Account Number: 17119681

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Tony Grogan &Tweety arrive!

One of the childrenpresenting

us with a gift.

Children enjoying toysbrought by CWUHAconvoy.

Off-loading the An Posttruck with the help of the

Bulgarian soldiers.

DIGNITY AT ENDOF LIFE IS KEYCelebrated actor Gabriel Byrne has stated: “Todie with dignity is a right not a privilege.”

Members of the Communications WorkersUnion (CWU) have been among the longestand most committed supporters of the IrishHospice Foundation (IHF).

The IHF is the national charity which iscommitted to improving end-of-life care forpatients and their families. Our vision is that noone should have to face death or bereavementwithout appropriate care and support.

Some 30,000 Irish people die every yearwith more than 6,000 people using Hospiceservices.

Thanks to the support of CWU members,the IHF is working to ensure that everyonedying in Ireland has access to hospice/palliativecare irrespective of their age, illness, wherethey live in the country or their illness.

While most of us want to die in our ownhomes, two thirds of us actually die in ahospital of one kind or another. The IHF’sgroundbreaking Hospice Friendly HospitalsProgramme is working to put hospiceprinciples into hospital practice. It is operatingin more than 40 acute and communityhospitals and we hope to extend theProgramme to every hospital in the country by

the end of 2012. The vast majority or 95% of people who use

Hospice services have cancer. We areconcerned to ensure that hospice care isalso available for people with illnessesother than cancer.

Under our Extending AccessProgramme, we are funding a nightnursing service for patients withconditions other than cancer who aredying at home. A number of other pilotprojects are also being developed.

A recent study revealed major shortagesof hundreds of vital staff and beds in specialist

palliative care. The staff shortages stood at610 while bed shortages were put at 237. TheIHF continues to lobby for more hospices to be

built around the country. This work is possible because of thesupport of CWU members who havetaken part, over many years, in the“Give As You Earn” scheme. The IHFwould like to thank you for yoursupport and to encourage more

members to come on board.

As Gabriel Byrne has said:”YOU are thekey to the changes we must make.”

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Some of themuch-needed aid.

And finally, a big thanks the FourAmigos who blazed the trail fromDublin to Bulgaria: John, Matt, Cyriland Tony.

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CWU Submission toDepartment ofCommunications onNext GenerationBroadbandThe CWU recently made a submission to theDepartment of Communications as part of itsconsultation process on Next GenerationBroadband.

Set out below is a summary of the conclusions arrived at inthe submission on how the challenges of this evolution inthe telecoms market might be addressed in a way that willsecure the economic and social future of this country in afair and equitable manner which will ensure all citizens andbusinesses have the same opportunity to benefit from trulynational next generation broadband.

The submission considered the importance of NextGeneration Network (NGN) and the role it has to play inhelping to secure the economic and social future of thiscountry. High speed broadband should be treated as a utility.Government and regulatory decisions should be made on thisbasis. The development of a truly national NGN will haveclear implications for efficiency and job creation and shouldbe treated as a strategically important development that willact as a guarantor of the island’s future success as a smallopen economy on the edge of Europe whose successdepends on maintaining a competitive presence in a highlyglobalised marketplace.

The social benefits of a genuine national high speedinfrastructure as well as the implications of an expandingdigital divide cannot be ignored. The condition of theexisting fixed line provision to the residential sector is afactor in delivering NGN broadband. The policy challengeis accentuated by the dispersed nature of the Irish population.The idea put forward by the government that high speedbroadband provision should be slightly ahead of demand willbe of little comfort to the dispersed rural population ofIreland who will be left to languish in circumstances wherethe country has yet to achieve universal coverage of basicbroadband despite the market being over 10 years old.

Some may argue that with the pace of development beingwhat it is in the telecoms market that the move from urbancentred Next Generation Broadband Access (NGA) to amore equitable universal access model should not take aslong. The concern of the CWU is that moving to this modelwill take considerably longer in this evolutionary phase ofthe telecoms market. There are a number of reasons for thisand the root of these reasons of course is the commercial

imperative that drives telecoms operators who must realizea return, or more importantly, see the long term potential torealise an appropriate return on their investment. In anational economic environment that is likely to be inrecession for at least 18 months and in an internationaleconomic environment that is experiencing anunprecedented financial crisis which has effectivelyeliminated access to capital funding in the short to mediumterm then one must wonder at the prospect of significantcapital investments being made in networks. In the currenteconomic circumstances companies will be become morerisk averse and less likely to invest scarce capital resourcesin high risk network developments without a clear sense thatthe market will support a fair return.

A clear sense of what the market will support will dependon a clear strategy from Government and a review of theregulatory outlook to ensure it plays its role to facilitatecontinued and meaningful investment as outlined above.The role of Government policy however, is critical as hasbeen demonstrated in other countries. A study conducted bythe Saïd Business School at the University of Oxford andthe University of Oviedo’s Department of AppliedEconomics into High-Quality Broadband Essential toGrowth of the World’s Knowledge Economies noted that:

‘Sweden and The Netherlands had the best performingbroadband connections in Europe, a result of increasinginvestments in fibre and cable network upgrades, coupledwith competition diversity, and supported by stronggovernment vision and policy.’

It would be unacceptable to find ourselves with a NationalBroadband Scheme for Next Generation Broadband inanother 10 years from now. In that time the digital dividewill have grown to such an extent as to be impossible tobridge and would represent the abandonment of largeswathes of our society. It is the view of the CWU that whatis required to facilitate the growth and development of aNGN in Ireland is:

• A clear strategic vision from Government on how itwill realise its vision of a truly national NGN thatleaves no-one behind and which will help to secure theeconomic and social future of the country.

• A realisation and acceptance by the Government thatleaving the provision of NGN solely to the privatesector will not be enough to deliver on this visiongiven the specific challenges of our dispersed, ruralpopulation.

• State intervention will be required and the nature andextent of this intervention, when clarified, will help toprovide important clarity to marketplace on whereinvestment needs to be directed.

• A revised regulatory approach to NGN that recognisesthat this phase of the evolution of the market is based

Regulation Update

33

on a new business model and that the regulatoryapproach required must facilitate sustainablecompetition and investment in the long term whichallows those companies making the investments anopportunity to realise a fair return.

• If an open access approach is pursued then it is criticalthat the same principle of a fair price that encouragesfuture investment is recognised as being critical to thelong term sustainability of the market. Theasymmetric model is not suited to the early stages ofthis evolutionary phase.

• The digital divide must be embraced as a criticalobstacle to the fair and balanced development of the

economy and society in significant parts of our island.The digital divide as outlined above is a seriousimpediment to job creation, SME development and abalanced society that has equal access to services.

• Studies have found a significant correlation between anation’s broadband quality and its advancement as aknowledge economy. Any failure of Governmentpolicy to deal with the challenge of the digital dividewould send a critical message to those citizensaffected that they cannot participate in the knowledgeeconomy and represent a damning betrayal of theprinciple that no-one should be left behind.

Regulation Update

The Communications Workers' Union (CWU) Ireland officially launched its contribution to UNI's Call Centre Actionmonth with a visit to the head offices of Vodafone in Dublin.

The Union's Head of Organising, Ian McArdle, along with local union representatives Mike O'Connor, Pheilim Molly andBarry Myles met with Vodafone staff during a two day visit on the 21st and 22nd of October. The group met with new andexisting members and put the 'It’s Your Call' materials to good use recruiting new members into the CWU.

Commenting on the visit Mr McArdle said 'The UNI materials are proving popular with the staff here in Vodafone whichunderlines the importance of UNI's involvement in this organising opportunity as well as the importance of picking the righttheme for the event itself. Call centre workers remain among the most vulnerable and poorly treated employees and onlyunion membership will provide protection for those staff unlucky enough to work in non-union or anti-union workplaceswhich is why this kind of activity is vital. By welcoming CWU here today Vodafone is demonstrating what can be achievedby working in partnership with a union.'

The CWU will continue its Call Centre Action Month activities in the coming weeks across the other centres where theunion has grown its membership in recent years.

CWU Ireland Launches UNI Call Centre Action Monthwith visit to Vodafone

The VodafoneBranch recruitingat the Call Centre

Action Month

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The Minister for Finance, Brian Lenihan T.D. spokeabout protecting the vulnerable no less than eighttimes in his budget speech. Here are eight ways inwhich the Government has made a mockery of thatrhetoric by deliberately targeting and decimating thevery agencies put in place to champion equality andhuman rights for the most vulnerable.

1. It slashed the budget of the Equality Authority by 43%bringing it from an already under resourced positionof €5.89m to €3.3m. This effectively means that ithas lost all its non-pay budget and cannot carry out itskey functions.

2. The Government is fast-tracking the decentralizationof the Equality Authority to Roscrea whendecentralization has been effectively halted. Fifteenstaff will be moved within a few weeks but none haveapplied for Roscrea. This will throw the agency intofurther chaos.

3. The role of an equality and rights architecture must,by necessity, sometimes be critical of the State’srelationship with its citizens. The sign of a maturedemocracy is when this criticism can be taken onboard, not used as vehicle for threat or silence.Silence does not serve the vulnerable well.

4. The halving of the Equality Authority’s budget hasbeen announced in advance of a Value for MoneyReview being carried out by Deloitte Consulting.

5. The Irish Human Rights Commission budget has beenreduced by nearly a quarter, bringing it from €2.09mto €1.59m. This completely undermines the spirit ofthe Good Friday Agreement. The Northern Irelandbody has a budget of €1.8m to service a population of1.75 million. The IHRC now has far less to service apopulation of 4.5 million. How can mandates remainequivalent, as set out under the Agreement, with suchdisparity in funding?

6. The overall equality budget of the Department ofJustice, Equality and Law Reform has been slashed by30%.

7. The equality budget cuts have hit women andparticularly the country’s most vulnerable women,including victims of violence, hardest. COSC, thenational office for the prevention of domestic, sexualand gender based violence has been cut by 18%.Gender mainstreaming and positive action for women,including the national women’s strategy has been cutby 45%.

8. The message the Government is sending is that

equality and rights can beshafted. This message islost on women who areafraid to tell their bossesthey are pregnant, peoplewith disabilities who cannotaccess buildings, olderpeople who can’t get a carloan, or gay and lesbiancouples who are asked toleave hotels, for example.

Equality legislation in Irelandis approaching its 10 yearanniversary. The EmploymentEquality Act was enacted in1999, the same year that theEquality Authority wasestablished.

Surely there can be no higherpriority for government in amodern democracy than to uphold the right of all people tolive with dignity and equality. Certainly, Ireland has madesignificant progress in erecting an equality and humanrights architecture that is recognised as an example of bestpractice over the past 10 years.

In anticipation of these anniversaries, the Governmentshould be setting out how Ireland will remain in thevanguard of equality and human rights promotion andprotection. Where it has not respected, protected or fulfilledall rights or the rights of all, it should be focusing itsattention on addressing these gaps.

However, when such fundamental decisions as thedismantling of our human rights machinery are takenbehind closed doors, democracy is stifled, accountabilitymuted and equality undermined. Today, the equality andhuman rights of everyone in Ireland are under threat – notjust those of marginalized groups and communities.

The five equality and rights bodies, and the legislationthey invigilate, have made an enormous difference in thelives of many people who have suffered or couldpotentially suffer discrimination. It is a commitment to theordinary people of Ireland that Government is proposing torow back on within a decade.

Equality & Rights Alliance believes that it is wrong tocut rights and will strenuously and vociferously oppose thisamalgamation.

www.eracampaign.org

EIGHT BROKEN PROMISES TO THE VULNERABLE- A Response to the Deliberate Targeting of Equality and Rights Bodies

Dear Colleague,In January 2007 all members were notified by GS Circular of the decision by the National Executive Council that the CWU Orphan

Pension Scheme would be an inclusive benefit for members as opposed to the then standalone scheme which had to be paid for as anadd on in respect of each qualifying child.

It was agreed at that time, that payments, in the form of a weekly pension of €20.00 in respect of each eligible child, would be madefrom the central fund in the event of a members’ death. In making that decision the Executive was conscious of the fact that the fundingof the scheme would have to be closely monitored with regular insurance actuarial reports. To that end I requested that all membersfill in the simple form supplied in order to ensure that their children were covered in case of their unfortunate death and also to ensureadequate funding of the scheme. While most members have co-operated with the union on this matter, many did not. In recent timesa number of members have died without having enrolled their children in the scheme and as a result of their failure to fill in that formthose children were not covered by the Orphan’s Pension Scheme.

At its September meeting the National Executive Council decided, on an exceptional basis, to include those children on theunderstanding that I would re-advertise the scheme to all branches and that we would carry membership forms in the next UnionConnect magazine. I have attached for your information a copy of the form and further copies of this form are also available todownload from the Union website www.cwu.ie.

I would urge all members with children of the qualifying age who have not enrolled them in the scheme to fill in and return the formimmediately as this scheme is one which will be of huge benefit to your family in the event of a your untimely death.

Yours fraternally,

______________________ Steve FitzpatrickGeneral Secretary.

ORPHANS’ PENSIONS SCHEME

C.W.U. ORPHANS’ PENSIONS SCHEMETo the General Secretary, Communications Workers’ Union

Having provided the required details below, I wish to apply for membership of the Communications Workers’ Union – Orphans’ PensionScheme in respect of each of my children named below (being children under the age of 18 years)

I have read and agree to be bound by the “Orphans Pension Scheme Rules”. I also accept that members of the Scheme shall be at the sole discretionof the National Executive Council of the Union as provided for by the “Orphans Pension Scheme Rules”.

FULL NAMES OF CHILD DATE OF BIRTH FULL NAMES OF CHILD DATE OF BIRTH________________________________ _____________________ _______________________________ ___________________

________________________________ _____________________ _______________________________ ___________________

________________________________ _____________________ _______________________________ ___________________

________________________________ _____________________ _______________________________ ___________________

My full name is: __________________________________________________________________(BLOCK CAPITALS)

Home Address: ______________________________________________________________________________________________________________________________(BLOCK CAPITALS)

My email address is: ________________________________________________________________________________________________________________________(CONFIRMATION OF INCLUSION IN THE SCHEME WILL BE PROVED BY EMAIL)

Contact telephone number: _______________________________________ ___________________________________ __________________________________(MOBILE) (HOME) (WORK)

I am currently employed by _________________________________________ My current place of employment is _____________________________________(NAME OF EMPLOYER/COMPANY) (OFFICE/LOCATION)

My current grade is: __________________________________ My date of birth is ______/_______/_______

I have been with my current employer since _______/_______/_______ My staff/employee number is: ___________________________________________(CAN BE FOUND ON PAYSLIP)

My Union Branch is: _______________________________________________________________________________________________________________________

I have read and agreed to be bound by the Rules of the Scheme

Signed: ________________________________________ Dated: _______/_______/_______

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Unions pressDonnelley forglobal dialogue

Graphical Trade Unionsfrom around the world arepressing the world’s largestprint company – US-based RRDonnelley – to meet them fordiscussions to launch a globaldialogue.

UNI Global Union has launched analliance of Unions recognised ororganising in Donnelley plants aroundthe world and earlier this year a signedglobal agreement covering dialogueand labour rights with the world’snumber two printer, Canada-basedQuebecor.

Unions from 14 countries on threecontinents have joined UNI in signing

a letter to Donnelley’s Chief ExecutiveThomas J Quinlan seeking a meeting.

A key Union aim is to ensure thatconventions and recommendations ofthe International Labour Organisationon rights to join Unions and to bargaincollectively and freedom fromdiscrimination, child and forced labourare applied across all of Donnelley’soperations.

“RR Donnelley are a globalcompany and we are a global union -we should be discussing a globalagenda,” said Adriana Rosenzvaig,who heads UNI Graphical GlobalUnion. “Donnelley claim to besocially responsible and goodemployers – we want that put into anagreement and monitored with Unionsaround the world to ensure that labourrights operate, whether a Donnelleyplant is in Latin America or China, inNorth America or Europe.”

Two previous attempts to open aglobal dialogue brought no response

from Donnelley but Mr Quinlan isbeing urged to meet a UNI delegation“to share information and discussmatters of mutual interest and concernat the global level”.

Unions from Argentina, Austria,Belgium, Brazil, Canada, Chile,France, India, Ireland, theNetherlands, Peru, UK, USA andVenezuela have joined the UNI call fora global meeting with Donnelley.

UNI has nearly 20 globalagreements across a range of servicesectors building global dialogue incompanies like Telefonica, H&M,Securitas and ISS. In the Graphicalsector, UNI Graphical and its Unionsaround the world have agreementswith Quebecor, Nampak and Euradius.

“We believe workers are entitled totheir rights at work and we alsobelieve that dialogue at all levels –including global – brings benefits tothe whole enterprise,” said MsRosenzvaig.

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As Trade Unionmembers we believe ina fair day’s pay for afair day’s work, safeand healthy workingconditions, freedomfrom harassment andfreedom from sexualexploitation. We alsobelieve in continuity ofe m p l o y m e n t ,reasonable time off,protection of youngadults in the workplace,and the prohibition ofchild Labour. We can

be thankful that our Trade Union and ICTUhave negotiated reasonable pay andconditions, and workplace protections for us.It is good to know that the InternationalLabour Organization and International TradeUnions are trying to promote decent work andsocial justice in the developing world. But itis very far from being achieved at present. Sowhen we go to spend our well-earned money,we would do well to ask if anyone wasexploited in the production of the goods wechoose to buy? We would do well to considerwhat we might do to minimize exploitationthrough the use of our purchasing power, andwhat positive choices we might make. Isuggest that choosing to buy some Fairtradegoods regularly is one of the practical stepsTrade Union members can take to promotejustice for workers in the developing world.

There are ten principles which apply to allFairtrade goods, which carry the Fairtradelogo. These are:

• Producers are paid a fair price for theirgoods

• Safe and healthy working conditions arepromoted

• Human rights are upheld

• Child Labour is avoided

• Gender equality is promoted

• Health care is supported for workers andtheir communities

• Environmental sustainability and carefor the environment is promoted

• Trading takes place on a long term basis

• Producers get business developmenttraining and support

• Community development is fosteredthrough bonus payments

Promoters of Fairtrade suggest that we selecta product or products that we buy regularly,and change to a Fairtrade version of theproduct. Some of the Fairtrade goods wemight buy regularly are: Tea, coffee, bananas,chocolate, flowers, jewellery, cotton goods,and gift items.

In the unregulated world markets, whereprofit is the only consideration, the followingmay be part of the history of the goods in theshops: Coffee and cocoa growers are oftenpaid a pittance for their produce. Bananaplantations have been regularly sprayed withpesticides by airplanes, while workers are onthe plantation underneath, and are exposed tothe toxic chemicals. Young women are alsoexposed to toxic chemicals and sexualexploitation by their male bosses in flowergrading buildings. Cotton producers are oftennot paid enough to cover their costs ofproduction. Jewellery and giftware may beproduced by sweated Labour, in unsafeconditions. We should say no to this, bydiverting our euros away from exploitationand towards Fairtrade products. If we buysome Fairtrade goods regularly, we can besure that the rights of the workers whoproduced those goods were respected, andthat they got a fair price for their produce.And we can feel good about the products webuy. We can feel that we have promotedjustice in the developing world, and donesome good by using our purchasing powerwisely. Look for the logo on the products,and happy shopping! Fairtrade goods arestocked in many of the big supermarkets,such as Dunnes Stores, Tesco’s, Super-Valuand Marks and Spencers. Many health food,organic, and alternative shops also carryFairtrade goods. Oxfam has Fairtrade shopsin Dublin, Cork, Galway and Belfast.Trocaire also carries a range of Fairtradegoods.

For more information, check the followingwebsites:

www.fairtrade.iewww.equalexchange.co.ukwww.divinechocolate.comwww.tradicraft.co.ukwww.trocaire.org www.oxfamireland.org

Fair day’spay for a fairday’s work.

Article submitted byJulianna Minihan,Cork Mail Centre

“I suggest that

choosing to buy

some Fairtrade

goods regularly

is one of the

practical steps

Trade Union

members can

take to promote

justice for

workers in the

developing

world.”

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The workshop “Fairtrade and TradeUnions” was organised by Congress andInternational Union of Food workers(IUF), in collaboration with FairtradeLabelling Organisation (FLO). It washeld in Dublin Liberty Hall 18-19September. The welcome speeches were

held by Congress’ General Secretary, David Begg, andFairtrade Ireland Chairperson, Colin Roche.

There were 20 participants in the workshop; TradeUnionists from Latin America (Costa Rica andNicaragua), Africa (Ghana, Malawi and Tanzania) andIndia, Fairtrade representatives and Trade Unionists fromEurope, and people representing IUF and ITGLWF aswell as ILO. ICTU was represented by David Joyce,Equality Officer, Stellan Hermansson, Global SolidarityOfficer and Brendan Archbold from the Global SolidarityCommittee.

The workshop was organised to deal with someproblems that have appeared in recent years in someFairtrade certified plantations with hired labour, wherethe principle of freedom of association has not beenrespected. There are examples of plantations where theowners have organised “workers’ associations” as a wayto comply with Fairtrade standards of workersrepresentation. But in reality they did this to block thecreation of real Trade Unions that are capable ofempowering workers to negotiate meaningfully overwages and conditions, as well as representing theworkers’ interests.

Trade Unions in Latin America and IUF havecriticised Fairtrade in these different cases. Fairtrade has

already organised meetings and is discussing the “hiredlabour standards” to clarify its own statutes, which cancontribute to resolve the situation. Fairtrade will also useTrade Union experts in the future education of its owncertificate inspectors. The inspectors will become betteraware of the ILO conventions on core labour standardsand hopefully also develop the inspection methodologieson the issue of freedom of association.

There is a common understanding of the problems.This ICTU/IUF workshop in Dublin was a part of aprocess where Trade Unions, in dialogue with Fairtrade,are contributing to the development of new methods forFairtrade certification, and also the control of Fairtradestandards (especially concerning Freedom ofAssociation) in certified plantations.

The outcome of the conference was very positive andthe Trade Unionists from the global south as well as fromEurope expressed their conviction that this was animportant step forward to solve the existing problems.

Notwithstanding the existing problems in someFairtrade certified plantations, it is important toemphasise that Fairtrade certification has for a long timehad a significant positive impact for workers, e.g. theirright to real contracts including holidays, maternity andsick leave and social security benefits.

Fairtrade remains a progressive alternative in a worldmarket where exploitation of workers and suppression ofworkers’ rights is the norm.

Stellan HermanssonGlobal Solidarity OfficerICTU

Report from the ICTU Conference on Fairtrade

Mullingar Postal Staff at theCharity Fancy Dress in aid ofChildren’s Hospital Crumlin and twopostmen out sick with Cancer. Thefunction was held in the Rustic Inn,Abbeyshrule, Co Longford.

Pat Freeman and his sisterorganised this event annually forCharity and it was a great night andwell supported by the Postal membersin Mullingar. To those members ofStaff that could not attend on the nightbut helped with the selling of tickets,Pat and his sister want to thank themfor their support for this worthy causeand hope to see you all next yearplease God.

Pictured l to r: Wes Freeman(gureor),Pat Freeman(convict)Organiser, Mal Mc Donnell(knight),Ray

McDonnell(wounded soldier), Joe O'Connor(superman),Ger O'Connor(Cardinal)Branch Secretary & Martin Little(Pirate)

Mullingar Postal Staff at Charity Fancy Dress

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CWU People

Drogheda Postman, Christy Duffy, taking An Post’s new delivery multi-terrain vehicle for a test drive before the Christmasrush. The vehicle is eco-friendly, leaves no carbon footprint and you might get some hoof marks on your lawn! But ifyou’re lucky, he will leave something special for your flowers as a present. The vehicle does 30,000 km per bale of hayand it is the ideal vehicle for An Post’s universal delivery, as its top speed is the same as the speed of light!

This project was started by Fr LouisSisti, a Tanzanian priest belonging tothe Pallotine Order. He is very wellknown by a large number of people inNenagh some of whom have visited hisparish and can confirm the great workhe has done there. The Union was firstintroduced to the project in 2007 by theeircom Nenagh Section and, throughyour generous contributions, the CWUon your behalf has sponsored anUltrasound Machine for their newHospital, Bikira Maria Mama waHuruma Health Centre in Arusha,Tanzania, Africa.

Grateful appreciation was expressedto the Union and their members fortheir generous support by the NenaghSection and Fr Louis Sisi, in Tanzania.The eircom Nenagh Section have fullysupported this project through theirfundraising in the past.

Pictured left to right: Willie Keane, Mary Delaney, Pat Delaney (NenaghSection Secretary) Fintan King (NEC) Fr Louis Sisi (Pallottine Fathers

Dundrum) and Monica Hempenstall (Finance Officer)

Tanzanian Appeal

Happy ChristmasChristy Duffy,

An Post Drogheda!

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CWU People

Maitias O’Gormaile presented cheques to Concern and Gorta from the proceeds of his book “Are Ya Wide Sham”.

Pictured are back : Cllr Martin Ward, Tommy Naughton, Cllr Tom McHugh, Cllr Tommy Reilly, Mayor of Tuam PeteWarren, Cllr Paul O’Grady, Mathew Gormley, Teresa Kelly (Bru Bride), Michael and Daniel O’Flagherty and LauraRyan (Concern).

Front: Frank Clarke and Anne Byron Murphy (Gorta), Kitty and Maitias O’Gormaile, Martin Tyrell (Permanent TSB)who launched the book, Daniel Shroeder (Concern) Fiona and Ashling Rose O’Flaherty.

“Are Ya Wide Sham!”

Sarah Penny, CWU Headquarters,gets married!Picture of Sarah and Trevor Vaughan on theirwedding day in Marbella, Spain on 18thSeptember 2008. I am sure you will all agreethat they make a lovely couple and we wishthem both every happiness for the future.

46

CWU People

Raise your glasses for Tom Gaskin, Postman in Dundalkwho is the Guinness World Record holder for Keg Lifting.The record stands at 902 lifts in 6 hours. Pictured here Tomwas raising money for the Childrens Hospice in Belfast inmemory of Ethan Rogers who sadly passed away a fewmonths ago just one year old. Tom has been sponsoredover the years by McCoys Auto Bitz, Dundalk Road,Crossmaglen, Co. Armagh and the ever youthful BrushShiels, who wishes him continued success in hisendeavours for charity. Last but not least we must give amention to Jimmy Mc Gee postman, Dundalk who took thephoto of Tom Working out in Mc Manus pub in Dundalk.So next time your raising your glass, think of Tom raisingkegs and money for charity. Cheers!

Tom Gaskin,

Dundalk Postman,

Guiness World Record

Holder for Keg Lifting!

Pictured l to r:Denis Douglas,Branch Secretary,and PhilpMcGettigan.

Pictured above, l to r: CharlieO’Keeffe, Assistant Branch Secretary,

with John O’Reilly.

Pictured l to r: Gertrude Fagan, Bert Cadden,Pamela McCann, Christine Kissane, Michael Doyle,Dympna Donald, Theresa Blakeand Mary O’Sullivan.

Dublin No 3 Retirements

47

CWU People

Colm O’Donoghue R.I.P.

It is with deep regret that we learned of the untimely passingof our good friend and colleague, Colm O’Donoghue.

Colm was a great supporter of the Union and served withdistinction for many years on the Dublin Postal ClerksBranch Committee. He was also Branch Secretary for manyyears.

Colm was a loyal and true friend and colleague and couldbe relied upon at all times to evaluate whatever situationarose, with a cool head and sound judgment. He operated inhis own quiet way with a steely determination, which onlybecame really apparent in times of crisis.

To those who didn’t know Colm well, he may haveappeared to have been somewhat reserved but he was a verysociable person and many a pleasant evening was spent withColm in the company of his good friend, “Doc” Gleeson,doing the “cannonball run”, which consisted of visiting anumber of interesting land marks around south countyDublin.

To Colm’s wife, Olive, who was his best friend andsoulmate, to his daughters, Ciara and Hilde, and theextended O’Donoghue family, we send our deepestsympathies.

Ar dheis De go raibh a anam dilis.

CWU members from Glenageary DO, and many more from the wider CWU community were among the large attendanceat an Ecumenical Service held in St Michael’s Church, Marine Road Dun Laoghaire on the 10th October. The servicecommemorated the ninetieth anniversary of the sinking of the RMS Leinster by a German U Boat on the 10th October 1918.

The sinking of the Leinster resulted in over five hundred deaths, among them many postal workers, working in the mailroom of the passenger ship which was travelling between Dun Laoghaire and Hollyhead.

After the Service, the congregation, which included relatives of victims and survivors of the tragedy, from both sides ofthe Irish Sea marched the short distance to the RMS Leinster Memorial at Dun Laoghaire Harbour where a wreath layingceremony was performed by pupils from the local schools.

RMS LeinsterEcumenical

ServicePictured at the Service, from l to r:

Denis O’Callaghan, Dave Thornton,Gregg Mulhall, Paul Crowe, Brendan

Doherty and Brendan Doyle.

48

A DARKNESS MORE THAN NIGHTby Michael ConnollyPublished by Orion Price €7.53 approx from The Book Depository(www.bookdepository.co.uk)

A brilliant, powerful suspense thriller!Terry McCaleb, a retired FBI profiler, is asked to leave his quiet life to review a Murder CaseFile as a favour to the local Sheriff’s detective, that he might have some insights into the case,as the detectives are baffled. Terry has his own problems. He has a new donor heart and ayoung family to care for and a boat business to run. But the case intrigues him. He contactshis old friend in Los Angeles, Detective Harry Bosch to find out about the victim. An owl hasbeen found at the scene of the crime. Terry finds out that the Owl is a signature symbol usedby the artist Bosch and has the religious connotation to God and Judgement. So what is theconnection between the Artist Bosch, his friend Detective Bosch, the plastic owl that witnessed

the crime and the sadistic murderer?A brilliant, powerful, suspenseful thriller that brings together Michael Connolly’s two fictional heroes.

BLOOD ON THE STREETS by Paul O’BrienPublished by Mercier Press. Price €12.99

Educational & Insightful!This story takes place over three days and centres on the battle of Mount Street Bridge whichhappened during the 1916 Rising.

History comes to life within the pages of this book. Eoin MacNeill, the Leader of the Volunteers, decided not to go ahead with the Rebellion,

but a secret Military Council comprising of Patrick Pearse, Eamonn Ceannt and JosephPlunkett and later on Tom Clarke, Sean McDermott and James Connolly decided to go aheadwith the uprising without informing MacNeill. MacNeill decided to cancel all manoeuvresfor Easter Sunday once he heard the ship, the “Aud”, was scuttled by its Captain after beingintercepted by the British Navy. The “Aud” had been carrying arms and ammunition fromGermany for the Volunteers.

MacNeill sent around orders to cancel, by word of mouth and by placing a notice in the Sunday Independent to that effect.But all over the country different groups turned up to their assigned locations to await orders. But when the orders didn’tcome, a lot left their posts. However, the battle of Mount Street Bridge went ahead.

The beginning of the story focuses on Michael Malone, a twenty-eight year old carpenter by trade, who set up positionat 25 Northumberland Road, an ordinary man facing insurmountable odds but willing to fight for what he believed in.

I was amazed at how the volunteers held back trained British soldiers and even machine gun fire. There is a fantastic scenewhere the machine gun is literally tearing the house apart and playing a tune on the piano.

I could not get over the courage of the two nurses from Patrick Duns Hospital who went ahead of the others and ran intothe firing line to help the wounded.

It was interesting to see things from the other side: how young the British Soldiers were and the fact that they thoughtthey were on their way to France and they ended up fighting in Dublin.

After a single day’s fighting, four British Officers were dead, fourteen wounded and 216 killed and wounded from otherranks.

After the rebellion ninety-seven were condemned to death but only sixteen were executed (14 in Kilmainham, 1 in Corkand 1 in London). The fourteen executions that took place at Kilmainham involved over 200 soldiers. An interesting factI learned was that in the firing squad, no one knew whether their gun was loaded with blanks or ball, so they could not besure if they shot the prisoner.

There is a lot of information that is told simply in this slim volume. I am sorry this book was not available to read whenI was at school; I think it would have made me understand better the foundation stone of the Ireland we enjoy today.

I look forward to Paul O’Brien’s next book.

Books reviewed by Adrienne Power

49

S IS FOR SILENCE by Sue GraftonPublished by Pan Books Price €8.30 approx from The Book Depository(www.bookdepository.co.uk) Postage free.

An attenetion grabber from the first page! A great Whodunit!Kinsey Milhone, Private Investigator, is asked by a woman, whose mother has been missing forover 30 years, to find her. Kinsey is reluctant to take on the case because of the length of time thecase has been open. She feels it would be a waste of a lot of money. But when the daughter, Daisy,pleads with her, saying she needs to know what happened to her mother, so she can carry on withher own life, Kinsey relents and starts her investigation. She begins by interviewing the people whoknew Violet Sullivan, the mother, at that time. The story moves back and forth from the fifties(scene of the disappearance) to the eighties (present day of Alphabet Mystery stories).

“S” is the 19th book in the “Alphabet” Series. The great thing about this series is that you don’t have to have readthe books in the series prior to this one; each is a story in its own right. The setting in this particular book is Serena Station,Southern California, with its heat, desert landscapes and long sprawling vistas to travel in. So perfect for winter reading! SueGrafton has a lovely turn of phrase when describing and instilling a sense of place, e.g. – “The big farmhouse loomed in thedistance, hugging the blacktop as though hoping to thumb a ride.”

So what did happen to Violet Sullivan? Read it and see.

ROBERT LUDLUM’S THE BOURNE SANCTION by Eric Van LustbaderPublished by Orion Books (Price €14.95 Dunnes Stores)

An absorbing thriller!Jason Bourne, one of the greatest fictional heroes next to James Bond!

Now that the original writer of the Bourne Books, Mr Ludlum, is no longer with us, Eric VanLustbader takes up the reins and does an admirable job of keeping Bourne alive. This is VanLustbader’s third Bourne Instalment following the The Bourne Legacy and the The BourneBetrayal.

It’s an action packed well written book. Set in Russia, Germany and the USA. Jason Bourne,the ultimate warrior, comes up against his nemesis – an out and out villain called Arkadin. In this

story there are Government Groups within Government Groups and Terrorist sects within terrorist sects, which keeps youguessing about which side everyone is on and are they on the right side to fight against the evil infecting the world. Bourne,with his two identities and an unclear past, has to unravel no end of dilemmas. He does this with panache and saves the dayonce again.Along with Bourne there is a whole array of fascinating multi-dimensional characters.

A large doorstopper of a book which will have you immersed in edge of the seat pandemonium and intrigue into the weehours.

Keith Pollard, CWU, ElectedPresident of Uni Europa Youth

UNI (Union Network International) theinternational trade union confederation that theCWU are affiliated to, recently held it’s biennialEuropean Youth Committee meeting in Barcelona.At this meeting it was confirmed that theCommunications Workers’ Union very own, KeithPollard, a member of the Union and also a recentaddition to head office staff was elected to theposition of President of Uni Europa Youth. The

CWU had two delegates in attendance for the threeday event, Caroline Corcoran (Dublin Clerical AndAdmin Branch) and Keith. After the election Keithsaid “This is a great honour and opportunity for mepersonally and for the CWU. I am looking forwardto the next two years, where I aim to raise the issuesthat are affecting young workers at the highestlevels of the Trade Union structure in Europe”.Keith is also currently the Chairman of the CWUyouth committee and would like to hear from anyyoung members or people interested in gettinginvolved with the committee. He can be contacted atkeith@cwu.ie.

Keith Pollard, CWU, newly-elected

President of Uni EuropaYouth

50

• Budget 2009 to raise additional €2 billion;

• 1% income levy on incomes up to €100,000 and 2%above;

• Ministers and General Secretaries take 10% pay cut;

• €200 local authority charge on rental properties andholiday homes;

• €10 and €2 air travel tax;

• 41 State bodies and agencies to go;

• Decentralization on hold until 2011;

• Universal medical cards for over 70s gone.

Irish Finance Minister, Brian Lenihan, described hisfirst budget statement - delivered 6 weeks earlier thannormal - as “no less than a call to patriotic action,”and certainly did not underplay the gravity of thefinancial situation facing the Irish Government.

A competent conditioning job has been underway sincemid year with ministers painting a bleak picture of the rapiddecline in the Government’s financial position and theimplications for spending. Publication of monthly exchequerreceipts, growing unemployment numbers and evidence of acomplete halt to activity in the Irish construction sector hasbrought the message home to an Irish public that has notexperienced recession since 1987. Ministers andDepartmental Secretaries have also decided to share the painby volunteering a cut of 10% in their own pay.

The banking sector in Ireland is enduring the turmoil ofglobal financial markets, compounded by concerns over thebanks’ exposure to Irish property. The Irish government wasone of the first to act in supporting banks opting for a stateguarantee scheme, details of which have been cleared by theEU Commission and are expected to be published this week.However, the Irish government is resisting putting up its ownfunds to recapitalize banks.

GENERAL TAXATION• Income Levy of 1% on all income up to €100,000 and

2% on amounts above €100,000;

• No change to standard (20%) and top (42%) rate of tax;

• Band of income taxed at the standard rate widened by€1,000 single/€2,000 married;

• Earnings limit for maximum tax relievable pensioncontributions reduced from €275,239 to €150,000;

• Increased Mortgage Interest Relief for first timebuyers - up from 20% to 25% in years 1 and 2, withlesser rates in subsequent years;

• Unreimbursed Medical expenses to be relieved at thestandard rate of tax of 20%.

COMPANIES• Minister reaffirms commitment to 12.5%, or lower,

Corporation Tax rate;• CT payment date for companies with liabilities of

more than €200,000 being brought forward;• R & D tax credit up from 20% to 25%;• Start up companies exempt from tax, including capital

gains, for three years provided tax liabilities do notexceed €40,000;

• Capital allowances for energy efficient equipmentbeing extended from three to seven categories, toinclude data servers, heating and electrical equipmentand systems, alternative fuel vehicles;

• Tax incentive to facilitate removal or relocation ofSeveso-listed industrial facilities to allow forregeneration of Docklands – details in the Finance Bill.

PROPERTY• €200 local authority charge on non-principal private

residences, i.e. rental property, holiday homes, othernon-principal private residences;

• Capital Gains Tax rate increased by 2% from 20% to22%; CGT payment date also being brought forward;

• 9% Stamp Duty rate on commercial property to bereduced to 6%.

AND THE REST...• New Air Travel Tax of €10 per passenger per outward

journey and €2 for journeys less than 300 km;• Motor tax increases of 4% and 5%;• 8c/litre excise increase on petrol;• Car parking levy of €200 per annum to be charged

on employees provided with car parking;• Standard VAT rate up from 21% to 21.5%, no change

to 13% rate;• Increase in DIRT rate by 3% to 23% and 26% on

certain investment funds; • Universal entitlement to a medical card for the over

70s to be removed and replaced with a €400 cashallowance.

TRANSPORT – €3.6 BILLION

Public Transport – €1.27 billion, including:• Luas extensions to Cherrywood, Docklands and

Citywest;• Planning and enabling works on Metro North;• Planning works for the DART Interconnector; • Improved bus priority measures in Dublin and the

regional cities;

BUDGET 2009 AT A GLANCE…

51

• The completion of the Middleton rail line;• Phase 1 of the Western Rail Corridor from Ennis to

Athenry;• The construction of the Kildare Route project • Phase 1 of the Navan rail line;• The continuation of Iarnród Éireann’s railway safety

programme;• The start of the Dublin city centre rail re-signaling

programme;• Continued roll-out of new railcars on the intercity

routes.

National, Regional and Local Roads – €2.1 Billion,including:• Waterford, Galway, Limerick, and Cork inter urban

motorways;• A dual carriageway road within Northern Ireland

transforming access to the North West;• The Atlantic Road corridor;• The M50 upgrade will be completed;• €600 million for the upgrade and maintenance of

regional and local roads.

OTHER TRANSPORT:Aviation Sector and Regional Airports – €35Million, including:• Provisions to meet contractual commitments on various

regional airport projects and share of the cost of theCity of Derry Airport development;

• Coast Guard and Maritime Safety – €48m;• Road Safety – €40 million.

ENERGY• 10% increase in funding for sustainable energy

programmes;• Expansion in capital allowances for energy efficient

equipment.

COMMUNICATIONS• Focussed on the rollout of broadband; • Pilot project of high speed (100Mbps) broadband to

second level schools.

SCIENCE TECHNOLOGY ANDINNOVATION• R & D – increase in tax credit that may be offset against

Corporation Tax liabilities from 20% to 25%;• Strategy for Science, Technology and Innovation –

€265 million (up 44%) for infrastructural investment inhigher education to support enterprise research andinnovation and build 3rd level research capability;

Funds will be used by development agencies, ScienceFoundation Ireland, Enterprise Ireland, andsupplemented with IDA funding.

ENTERPRISE AND EMPLOYMENT• €34.8 million allocation to City and County Enterprise

Boards (up 9%);• Start up companies exempt from tax, including capital

gains, for three years provided tax liabilities do notexceed €40,000;

• Merger of Competition Authority and NationalConsumer Agency.

ENVIRONMENT• €200/annum local authority charge on non-principal

private residences;• €560 million water services investment in drinking

water and water quality;• €1.68 billion for housing through housing supports,

including support for homeless accommodation,traveller accommodation, assistance to older peopleand people with disabilities, regeneration programmes,and the main local authority and voluntary and co-operative housing programmes.

EDUCATION• Increased capital allocation of €889 million (+10%);• Continued focus on school building programme.

Lincoln’s Letter of Nov. 1864

“I see in the near future a crisisapproaching that unnerves me and causesme to tremble for the safety of my country ...corporations have been enthroned and anera of corruption in high places will follow,and the money power of the country willendeavour to prolong its reign by workingupon the prejudices of the people until allwealth is aggregated in a few hands and theRepublic is destroyed. I feel at this momentmore anxiety for the safety of my countrythan ever before, even in the midst of war.God grant that my suspicions may provegroundless.”

-- U.S. President Abraham Lincoln, Nov.21, 1864(letter to Col. William F. Elkins)

Ref: The Lincoln Encyclopaedia, Archer H. Shaw(Macmillan, 1950, NY)

52

53

54

55

INTELLECTUAL DISABILITY HOUSING FUNDForm 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 myfortnightly basic pay (delete whichever is inappropriate) in respect of my contribution under the Scheme of deductions ofSubscriptions to Staff Associations and pay that amount to the Communications Workers’ Union, 575 North Circular Road, Dublin 1. (Pleasenote 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 noresponsibility of any kind in this matter.

Signature: ...........................................................

NAME: ................................................................(BLOCK LETTERS PLEASE)

GRADE...............................................................

OFFICE ................................................................

DATE: ..................................................................

LEAVE BLANK FOR OFFICE USE ONLY

STAFF NUMBER

Note: When completed, this form should be returned to the General Secretary, Communications Workers’ Union, 575 North Circular Road, Dublin 1.

Note: When completed, this form should be returned to the General Secretary, Communications Workers’ Union, 575 North Circular Road, Dublin 1.

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 PROJECTSForm 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 frommy fortnightly basic pay (delete whichever is inappropriate) in respect of my contribution contribution to the African Fund of TheCommunications 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 noresponsibility of any kind in this matter.

Signature: ...........................................................

NAME: ................................................................(BLOCK LETTERS PLEASE)

GRADE...............................................................

OFFICE ................................................................

DATE: ..................................................................

LEAVE BLANK FOR OFFICE USE ONLY

STAFF NUMBER

HOSPICE FUNDForm of Authorisation for Deduction of Subscriptions from Pay

TO:The ……………………………………................................................…………. (insert Company name)Payroll Section

Until further notice and commencing on ………....................…….……, please deduct

from my weekly basic pay in respect of my contribution under the Scheme of deductions of Subscriptions to Staff Associations and paythat 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, andthat beyond making remittances on foot of sums deducted for credit to the account of my Union, the Company accepts no responsibility ofany kind in this matter.

Signature: ...........................................................

NAME: ................................................................(BLOCK LETTERS PLEASE)

GRADE...............................................................

OFFICE ................................................................

DATE: ..................................................................

LEAVE BLANK FOR OFFICE USE ONLY

STAFF NUMBER

€0.13c €0.50c €1 €5 €10(PLEASE TICK THE AMOUNT OF YOUR CHOICE)

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