SEPTEMBER 2008 VOL: 10 NO. 3

Worker Director Elections in An Post

The CWU Team

ELECTION NEWS BITTERHARVEST

SIGN UP TOCWU

AMERICAN AIRLINESACCEPTS NEW PAY DEAL

RMS LEINSTERTRAGEDY

BT BRANCHMEETS CEO

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Dear Colleagues,We come to the end of the summer holidays

facing the prospect of no centralised Pay

Agreement between the Social Partners for the first

time in 21 years. This has occurred at a time when

we are also facing into a recession in the Irish

economy and, indeed, in the worldwide economy, a

recession, which we all now know has been

caused, to a large extent by the sheer naked greed

of worldwide financial institutions. While all the

forecasts are not good, as Trade Unionists, I

believe it is now an opportune time to take stock of

where we are in Ireland after the Celtic Tiger.

What has been most illuminating for ordinary

working people over the past few months, has been

the constant attempts by the employers

organisations and their friends in the media to

attack the pay and conditions of ordinary working

people. These attacks have ranged from the lunatic

rants of the Small Firms Association calling for a

reduction in the minimum wage to the attempts of

the Major Employers Organisation to insist on long

pay pauses in the Pay Negotiations. It seems that

these people believe they have some divine right to

continue to earn the level of profit that was

generated during the Celtic Tiger and while they

demand that ordinary working people tighten their

belts and take the hit on behalf of the country and,

indeed, on their behalf. To justify this position they

wheel out their pet economist to moan and whinge

about the impending doom of their economy. It is

worth remembering that these are the same

economists who never predicted the Celtic Tiger in

the first instance and spent the next 15 years

predicting its demise. It may well be that they have

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 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4-7RMS Leinster Tragedy commemorated 90 years on . . . 8-9Organising Update . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10-11CWU establishes IBM Branch . . . . . . . . . . . . . . . . . . . . 11Postbank in talks on transfer of one direct staff . . . . . . 11Regulation Update . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12-13Telecoms Update . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14Eircom JCC Report . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14Bitter Harvest . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15-17CWU Website . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17Equality Update . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18-19Health & Safety Update . . . . . . . . . . . . . . . . . . . . . . . . . 20-22Uni Post and Logistics Global Bulletin . . . . . . . . . . . . . . 24-25Uni’s 30 minute guide to Private Equity . . . . . . . . . . . . . 26Donnelly settles unfair labour practice charges . . . . . . . 26CWU Insurance Schemes . . . . . . . . . . . . . . . . . . . . . . . . 27City Bridges . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28-29Presentation of €3,500 . . . . . . . . . . . . . . . . . . . . . . . . . 30Franciscan Missionaries of Mary . . . . . . . . . . . . . . . . . . 31Book Reviews . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31The Times are Changin . . . . . . . . . . . . . . . . . . . . . . . . . 32-33CWU People . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 34-43An Post - Launch of Review of Dignity at Work . . . . . . . 43Ground Breaking Free Services for Members . . . . . . . . 44-45Forms . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 46

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got it right at last, but given their previous track record, I would not

put any money on it. There is an old saying, that unlike these

economists, a stopped clock is right at least twice a day.

What is interesting during these so called dark days is that it has

emerged very strongly through all studies that there is now an

accepted premium for workers who are members of trade unions.

There is a truism that it is only when times get hard that people begin

to appreciate what they have in their life and, I believe, that includes

their Trade Union Membership. It is amazing to note that even after

over 20 years of National Partnership, neither the government nor

the employers would agree during the recent discussions to any

process that would assist in recognising the rights of workers as

members of a Trade Union to have representation rights with their

employers. It is further illuminating that the other key issue, which

exercised the employers mind, was the idea that ordinary workers

would have some type of mandatory pension. So in a nutshell, our

so-called partners want to implement wage cuts and wage freezes,

and deny you the right to be a member of a Union and ensure that on retirement you will live in poverty. That

they are finding a sympathetic ear with government must surely call into question the voting patterns of ordinary

working people when the government they elect turns on them in support of the employers, the rich and big

business.

The media have been filled with stories following the collapse of the pay talks that the talks will resume at

the end of August or in early September. I wish to make it absolutely clear that having been present on the day

the talks collapsed, that there was no effort made, whatsoever, by any side to have the talks reconvened and

one must assume that the reports in the media are a political spin by the new Taoseach in order to try and

rescue a situation, which he should never have let develop. While there is no doubt that social partnership has

served the citizens of this country very well, it was obvious from early on that there were forces on both sides

which preferred a return to the old days and the old ways. As a result of the collapse of the talks, many Unions

have already lodged claims with their individual employers as they have concluded their pay elements of the

Towards 2016 Agreement. The vast majority of members of the CWU will finish the pay element of that

agreement on 31st January and already we are in the process of formulating claims with particular reference to

previous motions to Conference governing issues other than pay, which through previous National Agreements,

have been deemed to be cost increasing and have, therefore, been debarred. It now seems likely that the

industrial relations machinery of the State will be put to the pin of his collar as disputes arise between Unions

and Employers about the fulfilment of those claims. It will also be interesting to see how those non-Union

employers treat their staff in the absence of any centralised agreement and given their view that there is no need

for Trade Unions, perhaps they might decide to award their staff in somewhat the same manner in which they

have rewarded themselves so generously over the years, then again pigs may fly!

Whatever the outcome, we are facing into interesting and difficult times. Whatever your individual views may

be about your Union, you will, at the very least, be able to articulate those views through your Branch Structures

and, ultimately, you will be in a position to take decisions on whether or not what is on offer either centrally or

locally, is sufficient to meet your needs. At the same time you will have the support of your brothers and sisters

in your workplace and in your Union against any of the excesses Management wish to visit upon you. Together,

at least, we are in a position to fight back and to support each other. It is at times like this you should spare a

thought for those workers who are deprived of that same right.

Steve Fitzpatrick,General Secretary, CWU

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Postal Update

Holiday Time for an Post StaffService Leave Agreement finalisedAs a result of an arbitrary decision by An Post Managementin 2001 in tandem with the introduction of the Organisationof Working Time Act, the Company abolished serviceleave. At that time Service Leave was earned by the accrualof service and was over and above normal annual leaveentitlement. Since that time, the Union has pursued this issuerelentlessly with the Company, which at all times refused toconcede any wrong doing or restore member’sentitlements. Initially the CWU lodged a claim at the JointConciliation Council which the Company rejected. In 2004,the CWU listed the issue to be dealt with as an outstandingissue as provided under the LRC Settlement Terms issuedto resolve a dispute in 2004.Like the proverbial FiddlersElbow the Union went over and back from the LRC to theLabour Court in order to protect our members rights. Ourrelentless campaign eventually led to the Labour Courtissuing a finding that both parties should enter into directnegotiations. As a result of these discussions the CWU has secured therestoration of Service Leave for the grades that previouslyhad this leave, as well as for their colleagues whom wererecruited by An Post as new entrants, as follows One additional days leave after five years service and afurther additional day’s leave after 10 years service willapply in the next leave year. The Union has also securedarrears to apply from April 2006 which will be paid at thebasic rate of pay on the 26th September 2008.

New Leave YearChanges to the leave year period to allow the introductionof the Cyborg Computer Payroll system in 1999/2000 andthe recent Change Agreements, resulted in some staff losingout on 2 days leave from their annual leave allocation.Eagle eyed CWU representatives were not however onvacation and spotted the Administrative error on theCompany’s part. Following discussions between theCompany and the CWU it was agreed that the twoadditional days leave will be added to the next leaveallocation, to the people concerned, on a once off basis. Ifyou are in doubt about your allocation for the next leaveallocation, talk to your Branch Representative.

DPM LeaveThe Company has agreed to increase the Annual Leaveentitlement by one day for Delivery Services Managers andBranch Managers at DPM Level for those who were “Onpersonal to holder basis” prior to the Collection & Delivery

and Clerical and Administrative Work Change Agreementsand the Work Change. This will take effect from 29th April2008.

Half day’s leave for job sharersFollowing discussions with the Company it has been agreedthat the facility of taking half days leave for Job Sharers,which had not been available heretofore, will be extendedto these operational staff subject to the normal conditionsgoverning the granting of incidental leave.

DSM 1The Company has confirmed that the leave entitlement ofall existing DSM1s will be as set out for Superintendent 1(on a personal to holder basis) in the Collection & DeliveryWork Practice Change Agreement. Future entrants to allDSM 1 posts will have the leave entitlement as set out forSuperintendent 1 Future Entrants as outlined in the Clerical& Administrative Work Practice Change Agreement. i.e. 23(24/26 after 3/6 years).

Pay – An PostThe CWU secured the final phase

payment of a 2.5 increase in pay for

its members at An Post who received

it in their pay in early September.

The duration for the final phase

payment under Towards 2016 expires

on 31st January 2009. At the time of

writing it was uncertain as to

whether a New National Partnership

Pay Deal would be concluded.

However it will certainly be clear as

to the options open to the CWU

Negotiating team early in 2009.

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Postal Update

CWU –Ambitious Vote

Management Strategy

Making yourVOTE count

A careful strategy of vote management has been devisedto achieve the CWU’s ambition to ensure that its fivecandidates are all elected to the five positions on theBoard of An Post.

Each candidate has been allocated a number ofBranches so as to ensure they get the maximum number offirst preference votes. The strategy is vitally important ifwe are to maximise the number of seats for our Union.The allocation of Branches is outlined separately and hasbeen accepted unanimously by the Unions WorkerDirector candidates.

All members are earnestly requested to co-operatewhole heartedly with this approach by voting No 1 fortheir allocated candidate and to vote 2, 3, 4 and 5 for theremaining CWU candidates, in order of their choice

Make your vote count!

Election Process –What you need to

know

• Staff receive Ballot Papers 26th –29th September 2008.

✔ Staff on sick leave etc and inSub Offices will receive Ballotpapers by Registered Post

• Polling Period is Tues 30thSeptember – Wed 8th October2008

✔ Ballot Papers must bereturned during this period

✔ Last date for receipt of BallotPapers is 5.30pm on Wed 8thOctober 2008.

• Count Day is 10th October 2008

• The Election will be by PostalVote

An Post Employee Director Election 2008

In early October an election of Employee Directors for Appointment to the Board of An Post will take place. The purposeis to elect five employee representatives for appointment by the Minister for Communications, Energy and NationalResources.

The CWU has nominated five candidates to contest the elections for th five Worker Director positions on the Board ofAn Post. The Unions members in An Post will be well served by:

Pat Compton, RoscommonJerry Condon, Cork

Paddy Costello, DublinPaddy Davoren, DublinTommy Devlin, Dublin

The CWU Candidates have developed a wealth of experience together with enormous trust and respect over many yearsduring their trojan and tireless work on behalf of the CWU. Seperably in this publication, each of the CWU candidates areprofiled. While individually they have a long track record in putting our members interests first at all times, collectivelythey will represent our common interest in a highly professional and influential manner at the highest decision forum ofthe Company.

Pat Compton

Pat joined the postal service as aJunior Postman in 1973. He hasworked in Boyle, Galway andRoscommon. Active in unionaffairs from 1977 to 2003 he hasrepresented staff as a CommitteeMember, Branch Officer, NationalExecutive member and Presidentof the union. He served for twentytwo years on the NationalExecutive of the CWU and waselected President in 1985. He isactive in his local community andis a member of RoscommonCounty Development Board. Heserved for seven years on theprojects committee of thedevelopment agency Trocaire. He was elected to the board of AnPost in 1992 and has been amember since. He is currentlyChairman of the Worker DirectorsGroup of ICTU. Practically all ofhis working life he has beenassisting and supporting staff at alllevels. He has a wealth ofexperience gained from his manyyears involved at every level andhas put that experience to gooduse at board level where decisionstaken affect the future of thecompany and the welfare of itsstaff.

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Postal Update

Jerry Condon

Jerry joined the Post Office in Waterford in1971 and worked in Middleton, Mullingar,Clonakilty and Waterford again beforereturning to Cork in 1973. He has held variousposts in the Cork Clerks and Cork IndoorBranches and was a member of the Union’sNational Executive Council 1988 to 2001. Hewas elected President of the CWU in 1995 andhas been active in Union affairs since joiningthe Post Office in 1971. He has been a BranchCommittee member, Assistant Secretary,Branch Secretary and Branch Chairman and hewas Vice-Chairman and PRO of the CorkStrike Committee during the 19 week disputein 1979.

Jerry was an Executive member of the CorkCouncil of Trade Unions from 1980 to 1985,being particularly involved in a sub-committeedealing with the establishment of ArbourHouse Addiction Centre.

He was prominent in the Union's campaignagainst the Postal Viability Plan in 1991,addressing public meetings throughoutMunster and featured regularly in newspaperand radio coverage. He has represented theUnion in lobbying MEPs on EU Postalpolicies.

Jerry is currently serving as a member of theBoard of An Post and is a member of theBoard’s Personnel Committee. He is also amember of the Union’s Training and EducationCommittee.

A well established record of commitmentand credibility.

Paddy Costello

A native of Dublin, Paddyjoined the Post Office as aJunior Postperson in 1964. Hesubsequently became aPostperson in 1966 and has beenemployed in Finglas DeliveryOffice for the last 42 years.

During this time Paddy hasrepresented members of theCWU at Delivery Offices rightacross Dublin. He became theOffice Rep for Finglas duringthe 1980’s and later went on torepresent the Branch in variouspositions, including BranchLiaison Officer, ViceChairperson, AssistantSecretary and is currentlyserving as the Treasurer of theDublin Postal Delivery Branch.He has campaigned tirelesslyfor the rights of postal workersover the years and his down toearth, approachable nature hasbrought many new members tothe Union. He is well knownand respected throughout theCountry and has been attendingAnnual and BiennialConferences for well over 20years.

Paddy is married to Margaretand they have four children, twosons who work in An Post andtwo daughters.

An Post Worker Director

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Postal Update

Paddy Davoren

Paddy Davoren joined the Post Office as a Clerk in1965. Paddy is 59 years of age and is from Dublin. Heis married to Mary and they have three children. His sonJason is a Postman Driver in Dublin. Paddy has 43years experience as a Post Office Clerk and is presentlybased in the Cash Remittance Office in the GPO Dublin.He was first elected to the Dublin Clerks BranchCommittee in 1970. Paddy is a former NationalExecutive member of the union and was Treasurer of theDublin Clerks Branch for over twenty years. Paddyplays an active part on his Branch Committee and iscurrently serving as a member of the Board of An Post.Paddy holds diplomas and certificates in IndustrialRelations, Company Finance, Company Law, StrategicPlanning and has completed courses on Health & Safety,Pensions, Corporate Governance and also on AuditProcedures and Regulations. Paddy has served on theBoard since 1992 and has served on the BoardsPersonnel Sub committee, Strategy Sub Committee,Finance Sub Committee and is currently on the Auditand Security committee of the Board.

Paddy will always work tirelessly to right any injustice.Since becoming a Branch Officer in 1977 he has alsoacted as an unofficial Welfare Officer for many of hiscolleagues. He is an honest and diligent worker and isdedicated to the Post Office and its workforce. He has alogical mind and is frank in his approach

Tommy Devlin

A native of Dublin, Tommy entered the Post Office as aJunior Postperson in 1976. On his promotion toPostperson, he applied to go on the driving. He becameone of the youngest ever Postperson Drivers at the age ofeighteen. He spent the next twenty five years as aPostperson Driver. He was a Working Leader inKilbarrack Parcel Depot before being promoted this yearto DSM in Malahide.

He has served on the committee of the Dublin PostalDriver’s Branch and was Branch Chairperson for eightyears. He has attended Conference as a delegate/National Executive member continuously since 1996.Tommy was elected to the National Executive Councilin 2002 and has served on the Finance Committee andOrganising Committee. He has played a major role inrecruiting members into the CWU including setting upthe first UPS branch.

Tommy was selected to represent ICTU as part of aGroup (Employment Status Group) set up under theProgram for Prosperity and Fairness. A Code Of Practicewas agreed which lists “criteria and additional factors”to provide guidance in determining whether anindividual is an employee or self-employed.

He was elected to the Board of An Post in 2004 and iscurrently a member of the Personnel Committee.Tommy is married to Pauline and they have fourdaughters and two sons.

Vote 1,2,3,4 and 5 for the CWU candidates Vote No 1 for your designated CWU candidate

2,3,4 and 5 in order of your choice for the remaining CWU candidates

Election - The CWU team

RMS LEINSTER TRAGEDY COMMEMORATED 90 YEARS ON

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RMS LEINSTER TRAGEDY COMMEMORATED 90 YEARS ON

At noon on Friday 10th Octoberan inter-church commemorativeservice will be held in St. Michael's(RC) Church, Marine Road, DunLaoghaire in memory of the postalsorters who died on the Leinster.Members are invited to attend.

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American Airlines votes toaccept new Pay DealCWU Members in American Airlines recently voted toaccept 2008 Pay Plan Proposals which were developedfollowing detailed and intensive negotiations betweenAmerican Airlines (AA) Management and theCommunications Workers Union (CWU) Committee.

Of the numerous companies that CWU represent, AA issomewhat unique in that it does not subscribe to SocialPartnership or the National Wage Agreements. It does, sitdown with the Union to negotiate increases in pay andimprovements in other terms and conditions. What madethis years negotiations particularly challenging is the factthat as a sizeable multinational airline, AA is not immune tothe very challenging market conditions that exist in thetravel industry that are been created by soaring oil prices.As the negotiations began on the AA Plan 2008, theCompany announced that they lost $284m in its secondquarter and that record fuel prices had driven costs $838mhigher than expected. Nonetheless, a deal was agreedbetween Management and CWU Committee, which wasaccepted by the Members, the details of the deal are asfollows:

➣ Cost of Living adjustment of 4.3% of base salary➣ Maternity Leave – this was increased from 18 weeks

to 22 weeks➣ Annual Leave – Staff with 7 years seniority would

receive an additional Annual Leave day, bringing theirmaximum allowance to 27 days

➣ Acting Up Allowance – This allowance for nonmanagement staff will increase by 24% and forManagement staff would increase by 20%

➣ Starting Salaries – Duel language, salaries willincrease from 18,170 to 19,000. And English only,annual salaries will increase from 16,977 to 17,754.

The deal was accepted by an overwhelming majority of themembers and the Union and the Committee is nowengaging with Management on discussions around arestructuring of a number of work categories on foot of theintroduction of a new IT System.

Equal Treatment Campaignfor Members in BritishTelecom continues

BT Branch Committee Meets CEOFollowing the success of the “Disconnect Discrimination

Campaign” that was launched by the CWU on April 26thwith a Public Protest outside the corporate Head Offices ofBritish Telecom, the Branch Committee has now met withthe CEO, Mr Chris Clarke. The meeting was arranged onfoot of a chance meeting between CWU Official, IanMcArdle and Mr Clarke in a hotel where a member’smeeting was taking place. In coversation with him MrClarke expressed his reluctance to meet with Mr McArdle,however, he did agree to meet with CWU representativeson behalf of the staff and members in British Telecom.Since then two meetings between the BT Committee andthe CEO have taken place. Frank and open discussionshave taken place on the issues that have been raised by themembers first and foremost of these being the call forcollective bargaining rights to be granted to BT Workers inthe Republic of Ireland in line with their colleagues inNorthern Ireland. At the first meeting, the CEO questionedthe need for staff to be members of a Union and it wasagreed at the following meeting that the Committee wouldpresent its reasons why they and their colleagues want theCWU to be recognised as their representative body. Thisdocument set out in detail a number of very valid andlegitimate reasons on why staff wanted to be treated equallyin line with their colleagues in the north, as well as theirpreference for genuinely independent collective voice viatheir Union and not via the internal Management ledEmployee Forum (known as BT Voices).

In the course of these discussions, Mr Clarke reiteratedhis preference for a direct dealing relationship with hisemployees and stated that he would not be giving hisRepublic of Ireland staff the right to collective UnionRepresentation. It is unclear at the time of writing as towhether discussions between the Committee and Mr Clarkewill take place, but the campaign for Equal Treatment inBritish Telecom continued nonetheless.

Communications Workers ofAmerica (CWA) SupportsDisconnect DiscriminationCampaign in BTAt a recent global Uni Telecoms Meeting, Deputy GeneralSecretary, Mr Terry Delany, made a presentation on theDisconnect Discrimination Campaign that has beeninitiated by the CWU on behalf of its members in BritishTelecom. Mr Delany described the multi-prongedapproach that the Union has adopted in relation to thiscampaign, including billboard advertising, mobileadvertising hoardings, public protests, printed flyers and aninternational email campaign.

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Following this presentation, those in attendanceexpressed their support for the CWU and its campaign.Further to this, Mr Larry Cohen, President of theCommunications Workers of America (CWUA) offered thesupport of his Union and agreed to communicate the detailsof the email campaign among CWU Activists across theUSA. On foot of this, CWU is happy to report over 1,000messages of support have been sent by CWA Membersdirectly to British Telecom CEO, Mr Chris Clarke, callingon him to end BT’s discrimination against its Irish staff. Todate, over 3,500 messages of support have been sent toBritish Telecom Management from countries as far a fieldas Australia, South Africa and Japan. It what can only bedescribed as a very strong declaration of internationalsupport for our members in British Telecom.

O2 Telefonica HR Directormeets withCWU Committee

On 23rd June a meeting took place between the full CWUJoint Consultative Committee (JCC) and Ms Teresa Murray,HR Director, O2 Telefonica. The meeting was called inorder to review and assess the progress made by the JCC todate on discussions relating to the transfer of O2 staff toIBM and BT. In conjunction with this, the meeting had alsobeen arranged to consider the ongoing development of therelationship between CWU and O2 Telefonica.

Since thebeginning of discussionsbetween CWU and O2Telefonica, the Union hasalways insisted that theTelefonica/UNI GlobalAgreement should beapplied to all staff inIreland. This is not aview that was shared byManagement in O2Telefonica and was thereason that staff cameclose to balloting for industrial action before it was agreedto establish the Joint Consultative Committee in order todeal with the issues arising from the outsourcing of thetechnology department. It was understood by all partiesconcerned that this would be an opportunity for the Unionand O2 Telefonica Management to demonstrate if theycould work together in a positive way that would add valueto the Company. Having successfully concluded a TransferAgreement for staff moving to IBM, which was acceptedby members in a ballot, it was felt by the JCC that it wasappropriate to begin discussions on the collectiverelationship between CWU and O2 Telefonica as per theoriginal intent of establishing the JCC.

It was agreed at this meeting that furtherdiscussions would take place between Senior Managementin O2 Telefonica and CWU in order to assess how thecollective relationship might be implemented in the future.

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CWU ESTABLISHES IBM BranchThe CWU will now form an IBM Branch and the union is happy to report that the hardworking members of the JCC whoput together the Employee Transfer Terms have agreed to continue in their role as CWU representatives in the post-transfergroup. This is important for a number of reasons; most all the experience they can bring to the role having been involvedin the JCC for many months. This group is made up of: Bridget Power, Brian O’Neil, Mark Fox and Paul O’Neil.

They have already impressed upon the CWU the need for the Union to do everything in its power to support our newIBM members and the Union has confirmed that it is committed to providing any required resources to this new branchto ensure the members are properly looked after and that the Agreement signed by IBM is adhered to and respected. Inconjunction with this the Union will continue to advise, guide and where required – represent our members to ensuretheir rights are protected. In addition the CWU is committed to growing its membership base in IBM over the comingmonths and will dedicate significant resources to this effect.

POSTBANK IN TALKS ON TRANSFER OF ONE DIRECT STAFFPostbank Ireland Ltd has written to the Communications Workers Union (CWU) to announce that it intends to transferthe business of One Direct to Postbank Ireland Ltd. On foot of this announcement the CWU is organising a membersmeeting to take place on the 27th August in Athlone with the staff based there to discuss any issues or concerns theyhave arising from this announcement.

As required under the transfer of undertakings regulations Postbank Ireland Ltd has agreed to engage in a process ofconsultation with the CWU as the representative body for One Direct staff and has confirmed that in accordance with thelegal requirements staff at the company will continue to be employed on all of the same terms and conditions as they wereprior to the transfer.

In conjunction with this the CWU is in discussions with Postbank on an overarching recognition agreement that willencompass both Postbank and One Direct staff.

Ian McArdleHead of Organising and

Regulatory Affairs, CWU.

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Postal Liberalisation:CWU meets with theDepartment

The Department of Communications’ Public ConsultationProcess on the decision to fully liberalise the Postal Sectorin Ireland closed on July 9th. The CWU along with a verylarge number of other interested parties, made acomprehensive submission in response to the Department’sConsultation Paper which outlined a series of questionsdealing with various aspects of the Liberalisation process.Questions included:

➢ Calculation of USO costs – how these costs, if any,might be met?

➢ Role of Regulator re price changes?

➢ Role of Regulator re quality of service?

➢ Role of Regulator in respect of Postal Operators?

➢ Downstream Access

➢ Barriers to competition

The full submission is available for all to read on theCWU Website (www.cwu.ie).As part of its preparation for the consultation, the Unionalso produced an information booklet, which bringstogether useful information on postal liberalisation and itseffect to date on the UK postal market. This bookletincludes a summary of an independent review that wasconducted by the British Government into the effect fullmarket opening has had on the universal service obligationand the general financial well being of Royal Mail. Thereport itself raises some very serious questions about theappropriateness about the liberalisation agenda as it isbeing pursued by the UK Regulator Postcomm and thereare important lessons for the Irish Government to learnfrom this experience and indeed the findings of thisindependent review, which clearly states that Royal Mail’sfuture viability and financial stability is under seriousthreat as things stand, as well as the continued provision ofthe USO.

Also included in the information booklet are usefulexcerpts taken from UK Media Sources which detail andanalyse the findings of the report as well as an FAQ on theThird Directive itself. The information booklet and thefull independent report can also be found on the CWUWebsite.

ICTU calls for a moreComprehensiveConsultation Process

ICTU General Secretary, Mr David Begg, wrote to theDepartment of Communications following the release ofthe Department’s Consultation document to outline ICTU’sconcerns on the appropriateness of the consultationprocess itself. The consultation document it was suggestedon its own would not be adequate to properly deal with theimplications arising from the liberalisation of the PostalMarket in Ireland. Mr Begg insisted that a more detailedconsultation process would be more suitable and betterreflect the significance of the decisions being taken. Onreceiving this letter, Minister for Communications, MrEamon Ryan, TD, invited Mr Begg to attend a meetingwith his officials to discuss his concerns in more detail.Mr Steve Fitzpatrick, General Secretary and Mr IanMcArdle, Head of Regulation, along with Mr David Beggmet with officials from the Department forCommunications to discuss their concerns on theconsultation process itself.

At the meeting, it was confirmed by the Department thatthe Consultation Paper was not going to be the only stagein the consultation process and that it was their firmintention to broaden the process to include the productionof a detailed position paper in the new year, that wouldgive all interested stakeholders a clearer sense of how thethird directive might be transposed into Irish Legislation.At the same meeting, the Department Officials were alsohappy to confirm that they were determined to avoid theworst accesses of the Liberalisation experience in the UKbased on the independent report that was produced thererecently.

Department producesConsultation Paperon Next GenerationBroadband

In July, Communications Minister, Mr Eamon Ryan TD,launched the Government’s Policy on next generationBroadband for Public Consultation. Speaking at thelaunch, Minister Ryan said that “Technology is advancingrapidly and will enable far greater convergence between

Regulation Update

traditional forms of mobile and fixed communications athigher speed. The purpose of this paper is to placeIreland in pole position to avail of the opportunities of thenew internet economy.” He noted that the Government ispledging to have universal access to Broadband in Irelandby 2010 and that by 2012 that our Broadband speedswould equal or exceed those in comparative EU Regions.In order to make this a reality, an investment of €435mhas been earmarked under the National Development Plan2007 – 2013.

Minister Ryan set out a number of Policy Actions that theGovernment would undertake, including:

➢ National Broadband Scheme would ensure that “allrequests” for Broadband would be met in areascurrently without access to a Broadband Service. Rollout of this will commence shortly to be completed byNew Year 2010.

➢ Schools will be at the centre of the New Digital Age.The Government will deliver High Speed Broadband(100mega bits) to every second level school in thecountry.

➢ All new major infrastructures will install back hallducting at the construction phase. Government willestablish a one-stop shop to give Service Providersflexible and open access to exiting and future ductinginfrastructure.

➢ By the end of this year new built premises will requireopen access fibre connections.

➢ The States purchasing power would be used todevelop greater access to Government service online.

➢ Government intends to position Ireland as a testingground for the trialling and development of newdigital services telecommunications technologies.

The Department’s Consultation Process will conclude on30th September 2008 and the full consultation processdocument can be found on the CWU Website(www.cwu.ie). All Telecom’s Members are encouraged toview this document, in particular, Chapter 6, which setsout possible Government Policy approaches to facilitatethe roll out of next generation Broadband. These providean interesting insight into the policy mindset of theDepartment and it is clear from this consultation documentthat their preference is that the Private Sector would drivethe development of next generation Broadband withminimal intervention from the State, having all but ruledout direct Government support to build a National NextGeneration Broadband Network.

The Union will be making a Submission as part of thisconsultation process and all members are invited to contactthe Head of Regulatory Affairs, Mr Ian McArdle(ian@cwu.ie), with their comments and concerns, in orderthat they can form part of the Unions Submission.

Regulation Update

13

Get into print!Anyone wishing to submit articles or photos

to appear in theConnect journal,

please, either email to:

imelda@cwu.ie

or post to Imelda Wall:

Communications Workers Union575 North Circular Road, Dublin 1.

14

Telecoms Update

Agreed changesin the Service Assuranceand Service Delivery Areas

At its meeting on 27th May the National ExecutiveCouncil reached agreement on the outcome of discussionsbetween eircom and the CWU on changes in the ServiceAssurance and Service Delivery areas. Those changesalong with supporting documentation were issued to theBranches on Friday, 30th May 2008.

The purpose of this circular is to explain the rationalebehind the National Executive Council’s decision. As youwill be aware over the past number of months there hasbeen intensive discussions on the company proposalscommonly known as Project Clear or Celerant. Thoseproposals sought wide ranging changes including theclosure of all Centres with the exception of Cork andDublin. It was the Executive’s view that in order to agreeto such a change, there would have to be financialcompensation for the members concerned and a ballot onthe outcome of the discussions. It became apparent earlyon that the company would argue that these changes wereencompassed by the change clause in the Towards 2016national agreement. For our part we saw these changes asmajor structural change and therefore it was our view thatwe would argue that at third party if necessary.

Following the AGM’s it became apparent that manyBranches were of the view that we needed to water downthe company’s proposals to the greatest extent as thechanges proposed were just not palatable to the majority ofthe members. As a result I convened a meeting of allBranch Secretaries, National Executive Council membersand Co-ordinators in Union Headquarters prior to ourConference in Kilkenny to outline the options available tothe Union. The consensus from that meeting was that weshould negotiate on the company’s proposals with a view towatering them down to the greatest extent possible beforedeciding whether or not it was in our interest to refer thematter to a third party. On that basis, intensive discussionstook place with the company with both sides agreeing thatnothing would be agreed until everything was agreed. Thatposition was also clearly explained at our Conference. Theoutcome of those discussions therefore was debated at theNational Executive Council meeting on Tuesday, 27th Mayand was subsequently agreed on Wednesday, 28th May. Afurther meeting of the eircom Branch Secretaries, Co-ordinators and NEC members took place at Headquarterson Friday, 6th June at which the National ExecutiveCouncil’s decision was discussed and explained. While it is fair to say that there was some disappointmentexpressed at the Executive’s decision not to conduct aballot, there was an understanding that considerableprogress had been made through the discussions by the

Officials at Union Headquarters and that the resultingdocumentation bore little or no resemblance to the originalcompany proposals. There was also a concern that if wewent to third party based on the original company proposalsthat while some financial compensation may have beenavailable that the cost in terms of the impact on ourmembers would not have been acceptable. The meeting wasalso informed of the Executive’s view that as a result of thenegotiations by the Head Office team there would beminimal impact on COTs. The success in maintaining allbut two of the Centres was also a key factor as were theguarantees given in relation to the staff presently workingin the Centres in Waterford and Dundalk.

The National Executive Council is aware that there wereexpectations for a ballot on the outcome of the discussionson what was once Project Clear or Celerant but we are ofthe view that the new agreement contains little that causedso much concern in the original proposals. We have alsohad to take this decision against the background whereComReg has once again put the squeeze on eircom inrelation to its investment returns allied to the decision bythe Department of Communications to refuse thecompany’s application in relation to Broadband rollout.When one takes those factors into account along with theinternational trading position of Babcock & Brown whichhas been widely reported in the media, I hope you willunderstand that taking a gamble at third party where allcircumstances are taken into account was far too risky astrategy for the members concerned.

Eircom JCC ReportFinal payment of the fourth and final phase base payincrease of 2.5 % under Towards 2016 with affect fromthe 1st August 2008. The claim was discussed at ameeting of the Council on 31st July 2008. There have been discussions on the matter between thePrincipal Management Representative and the PrincipalStaff Side Representative. Agreement reached is asfollows:

A) In consideration of B & C hereof, the companyshould pay the 2.5% with affect from 1st August2008.

B) The parties reaffirm their commitment to the termsof JCC report 604 of 23rd July 2007, whichincorporates the terms of their settlement reached inaccordance with the Labour Relations Commissionproposal of the 18th July 2007.

C) The parties have failed to meet their previouslyagreed target completion dates, agreed to continuethough contrary to their view of partnership to usetheir genuine best endeavours to complete the reviewas soon as practical this calendar year.

This report was adopted on the 31st July 2008. Revisedpayscales will be produced as soon as possible.

The world relies on the production of food,but those who produce our food are facedwith many economic and social problems.Those who grow our food often cannot affordto feed their families or send their children toschool.

Half the world’s workers are found in agriculture, and40% (some 440 million workers) are found in wagedemployment. Many women are working in agriculturethroughout the world, often in the more precarioussituations. Women now account for 20-30 percent of totalagricultural waged employment. The work childrenperform in agriculture is often invisible, because they assisttheir parents in task work or other forms of workorganisation. Because this work is not recognised, noreasily recorded in statistics, it goes largely unnoticed. Thiscreates a cycle of poverty and affects the future of childrensince their access to education and training is greatlyreduced.

The ILO is concerned to make the world or work a placewhere all can benefit from “Decent Work” – work whichrespects the basic rights embodied in ILO standards,(especially those on forced work, freedom of association,collective bargaining, non-discrimination and childlabour), and those which affect the quality of life – socialprotection and employment opportunities. in addition,agriculture is amongst the three most dangerous industries(along with mining and construction). Half of all the

workplace fatalities are in agriculture alone. Sadly,children figure among these fatalities – they die becausethey work in agriculture. The problems facing workers inagriculture need to be highlighted because they also affectchildren who are working in agriculture. Thus, to alleviatethe need and pressure for children to work in agriculture,other areas have to be addressed – social exclusion, povertyalleviation, fundamental rights, sustainable agriculture andsustainable development, food security and decent work inagriculture.

Trade Unions have conducted campaigns, programmesand activities to promote decent work in agriculture and touse their collective action, either through collectivebargaining or grass-roots action. This commitment is toensure that children have a chance in life: to live in a safeenvironment, particularly one free from hazardous work,and to have access to school so they can achieve their fullpotential.

Hazardous Work & Forced Labour

In Zimbabwe, tea estates employ a large number ofchildren, often 10-12 years old. They are paid according tothe amount of tea picked. Child workers begin their day at5:30 a.m., walk 5-8 kilometers to the tea fields, and workuntil 11:30 a.m. When they finish picking the tea leaves,they carry the sacks of leaves to the weighing station. Ifthey fail to pick the minimum daily load they are forced towork a half day on Saturday as punishment. Some childrensuffer exhaustion, lacerations and calluses on theirplucking fingers (tea ulcers).

In Egypt, children are regularly employed pickingjasmine. Between July and October, recruiters takechildren from villages in the Nile delta to gather the flowersin the middle of the night, when th essence is purest.Recruiters prefer small children, because their small handsbetter enable them to pick delicate single flowers. Thechildren work barefoot in the mud and must rely on theirsense of touch as there is no light. The children work 9-hour shifts without eating or stopping until the morning sungrows too strong. The children are paid 3 Egyptian poundsper day. If the children stop work for any reason (to avoidswarms of mosquitos) they may be caned by the recruiter.

In Malaysia, children on rubber plantations mark rubbertrees, tap rubber trees, collect latex, clean latex cups, spraypesticides, and work in factories on the plantations. Theyalso perform many supporting tasks related to rubberproduction. They work with their parents 7 days per week,8 hours per day. Rubber tapping begins in the morningusually at 5:30 a.m. and continues until 3:00 p.m. Manychildren who clean the latex cups may be 14 years of age.Five percent of the children suffer injuries, mostly fromtappin gknives, fallen branches, bee stings, fallingmachinery, and cuts from broken glass. They are regularlyexposed to hazardous pesticides and thorny plants. Theyrarely wear footwear and are suscpetible to insect and

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leech-bites, as well as to mosquitos that carry the deadly“Dengue” disease. Children are also bitten by poisonoussnakes and stung by hornets, scorpions and centipedes.Children’s eyes are not protected from chips of wood andflying dirt caused by drilling holes in the trees.

In Kenya, children pick coffee berries during the harvestseason. Younger children work alongside their parents,usually their mothers, while older children often workindependently. By one estimate, children comprise 58percent of the coffee plantation work force during peakseasons and 18 percent of the work force during the rest ofthe year. While som ehild workers live on the plantations,others either walk or are picked up by trucks between 5:30and 6:30 a.m. and return at %:00 to 7:00 p.m. Protectiveclothing and safety devices are not regularly issues; childrenwho climb taller trees to collect beans sometimes fall.

In Madagascar, children are employed in small-scaleprivate farms that produce vanilla. Children aged 10 andopder nip the flowers of the vanilla orchid, usually from4:00 a.m. to 7:00 a.m. in the morning. They earn 12 centsper day.

In Thailand, children are involve din all stages of thefishing industry. Nearly 90 percent wor fulltime and 62percenet earn their own income. Many children as young as5-6 years old accompany their parents or other relatives forthe purpose of working. Most of the children clean, boneand skin fish; shell squid, mussels, shrimp and crab; andwash squid to remove their ink. Other chidlren sort, weight,check and load the fish; process seafood; wok on fishingboards; build boats; and work on the docks. The childrenwho shell seafood generally squat on the floor or sit on asmall bench for the duration of the working day, which canlast 15 hours or longer. Children of all ages use sharpknives or shelling tools, and suffer frequent cuts andscrapes.

Becausse they work with salt water and fish all day, manychildren suffer from skin diseases on their hands. Protectivegloves are not used because they slow the pace of the work.Children begin to work at 1:00 a.m., and work until after6:00 p.m. Children also work in deep-sea fishingoperations. They dive into the sea to close the mouth of thenet and stasy with the net until it is hauled in. Hazardsinclude drowning, getting caught under the nets, injuriescaused by hauling rope, and injuries from malfunctioningequipment.

In Bangladesh, boys under 14 help spray chemicalfertilisers on the fields. Girls help theri mothers dry, cut andpack the tobacco leaves.

In the Philippines, children work 10 hours per day fromMonday through Saturday with only short breaks and half aday on Sunday. The children earl less than one USD dailyi.They weed, cultivate, turn soil, fix canals, harvest and applypesticides. Children weed, cut cane and apply fertilisers onsugar plantations. Sometimes, they are as youngas 7-8years p;d and begin to cut the cane at age 12. Children areinjured from using sharp knives, and are poisoned from theuse of dangerous fertilisers. Also, some children as young

as 7 dry, clean, and sort fish. Muro-ami (which is a labour-intensive form of fishing) is generally considered a goodsource of income, and fathers often take two or three songs(sometimes as young as 7-9 years old) with them during the10-month period. The majority of the swimmers are divers(the most physically dangerous tasks) are children betweenthe ages of 12 and 14. They have no divins quipment otherthan wooden goggles, and injuries such as rupturedeardrums are common. The boys are also in danger fromshasrk attacks. The boats from which they dive and onwhich they live are overcrowded and insantitary.

In Tanzania, many children aged 12-14 are employed inthe sisal industry, where they cultivate the immature sisal,transplant it once the plants have reached the requiredheight, and weed it throughout the year. The weeding isdone almost exclusively by children. They also carry wetsisal fibres from the machines that strip the leaves to thedrying lines and collect the short fibres that are ejected fromthe brushing machines. They work up to 11 hours per day,6 days per week, with no regular or specified rest periods.Children regularly work under the sun and during rainwithout protective clothing. Continuous inhalation of sisalfibres and airborne dust from the brushing machines causesbyssinosis, a lung disease. When carrying wet sisal fibres,children are exposed to the sisal liquid, which irritates theskin and causes severe itching.

In Guatamala, children as young as 6 or 8 assist theirparents during the harvest season. They pick and sort beans,carry sacks of coffee, and sometimes handle fertilisers,herbicides, and insecticides without proper health and safetyequipment. They work from 8 to 12 hours per day andrecieve about USD 0,50 per day, half the wage of adult men.Children begin to pick beans when they are old enough to

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Sign up to CWU Website

reach the lower branchesof trees and are able todetermine which beans topick. They carry sacks ofbeans weighing 75-150pounds for several milesto weighing stations.In Brazil, 15 percent ofthe 70,000 fruit pickersare estimated to be under14. Some employers hirechildren because they arelighter and more able to

climb trees without breaking branches. Children usuallypick oranges from trees of off the ground and box them forshipment. They are paid 3 US dollars for working a 14-hourday. Children earn approximately 2 US dollars per daypicking grapes from the vines. They also load the grapes

into boxes, forwhich they receiveless than one centper box. Theyusually fill 100-200 boxes per day.Children alsoperform the samework as adults inthe resin industry.Because they donot wear gloves,children’s handsoften becomesticky with glue from the resin. The glue is usually removedby washing their hands withi diesel oil.

By fighting for their basic objectives Trade Unionscontribute to the elimination of child labour.

Union 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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Press Release Skillnet

Women at Work Skillnet Host Successful Networking Event in IBOA House.

Aileen Morrisey, Mandate, Mary O’Rourke, TD, Alacoque McMenamin, Network Manager, Marian Geoghegan, IBOA andCarol Scheffer, CWU at the launch of Women at Work Skillnet. Aileen,

Marian and Carol are on the Management Group of the Skillnet.

The Women at Work Skillnet held a Network meeting on the 3rd July in IBOA house. The event wasattended by a cross section of employers, union officials, training companies and other relevantbodies with Mary O’Rorke, TD and Sallyanne Kinihan, Assistant General Secretary, ICTU as keynotespeakers. The CWU was represented at the event by Terry Delany, Deputy GS, Pat Kenny and CarolScheffer. The purpose of the event was to allow the key stakeholders to network and discuss their roleon this ambitious programme.

Overall the Skillnet will undertake a comprehensive training programme to up-skill women in the workplace. The Skillnet is being led by five trade unions, Mandate, IBOA, CWU, INO and Impact. The aimis to up-skill women so as to enable them to realise their potential in their working lives and fullyparticipant in workplace initiatives such as partnership, union activism and the management ofchange. This aim will be met by giving participants an ideal opportunity to enhance their skills throughprofessional training and development courses.

Larry Broderick, General Secretary, IBOA opened the event and welcomed the work of the five unionsin bringing the project to the fore.

Sally Anne Kinahan of Congress chaired the event and spoke about the increase in the number ofwomen in the workplace. It was clear from Sallyanne’s presentation that despite 30 years of equalitylegislation, women are still not on an equal footing with their male counterparts. In the last 15 yearsthe number of women in the workplace has doubled, yet women remain over-represented in lowpaid, part-time and atypical employment. She believes that this has serious implications on their skillsdevelopment into the future and welcomed this programme as a significant step towards addressingthe matter.

Equality Update

19

Mary O’Rourke, TD, was warmly welcomed to the event and with great humour recounted herexperience as a young County Councillor in Athlone, and the challenges of being a woman atcounty board meetings. She emphasised the need for women to build their confidence in the areaof public speaking and not to be afraid to voice their opinions. She welcomed the programme andcongratulated the Management Team on bringing this impressive programme together and wishedall those involved every success.

A presentation was made to the keynote speakers and the attendees retired to the “Bankers Club”for refreshments. The DVD “Skills and the City” that was produced by the Management group wasalso shown at the event. It is intended that the DVD will be used for training purposes and toencourage women’s participation in training initiatives.

Overall it was deemed to be a very successful event with other networking events planned for future. "The Women at Work Skillnet is funded by member companies and the Training Networks Programme(TNP), an initiative of Skillnets Ltd. funded from the National Training Fund through the Department ofEnterprise, Trade and Employment.

For more information please contact: info@womenatworkskillnets.ie or ph 01 6640632.

Pictured at the event, Carol Scheffer, National Officer, Marie Watters, Organisation Development and PerformanceManager Human Resources An Post & Pat Kenny, An Post Staff Side Secretary.

Equality Update

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Health & Safety Update

IntroductionChapter 2 of Part 7 of the Safety, Health and Welfare atWork (General Application) Regulations 2007relates tofirst-aid and the prevention of occupational accidents or illhealth. We have summarized below the main points of thissection, which are not intended to be a legal interpretationof the legislation.

Employers have a duty to provide first-aid equipment atall places of work where working conditions require it.Depending on the size or specific hazards (or both) of theplace of work, trained occupational first-aiders must also beprovided. Apart from some exceptions first-aid rooms mustbe provided where appropriate.

Information must be provided to employees or safetyrepresentatives (or both) as regards the first-aid facilitiesand arrangements in place.

DefinitionsFirst-aid means either the treatment in a life-threateningsituation (e.g. heart stoppage or severe bleeding) pendingmedical help, or the treatment for minor injury (e.g. cuts orbruises). First-aid does not include the administration ofdrugs or medication.

The regulations provide a new definition of anOccupational first-aider as someone trained and qualified inoccupational first aid.

ApplicationThe requirements for first-aid facilities and equipment and,where appropriate, occupational first-aiders apply to allplaces of work to which the Safety, Health andWelfare at Work Act 2005 applies and to employers andself-employed alike.

Duties of EmployerAn employer shall—

(a) provide and maintain suitably marked and easilyaccessible first-aid equipment, as is adequate andappropriate in the circumstances for enabling first-aidto be given to persons at every place where workingconditions require it, at a place of work under theemployer’s control,

Different work activities involve different hazards and,therefore, different first-aid equipment is necessary. Someplaces of work (e.g., offices) have relatively low hazardswhereas others (e.g., factories, construction sites) oftenhave a greater degree of hazard. First aid Rrequirementswill, therefore, depend on several factors including the sizeof the undertaking, the numbers employed, the hazardsarising, access to medical services, dispersal of employees,employees working away from their employer’s premises,workers in isolated locations etc.

Outlined below is the type of first aidequipment which should be reasonablyprovided:

FIRST AIDIN THE WORKPLACE

RECOMMENDED CONTENTS OF FIRST-AID BOXES AND KITS

MaterialsFirst AidTravel KitContents

First Aid Box Contents

1 – 10persons

11 – 25persons

26 – 50persons

Adhesive Plasters 20 20 20 40

Sterile Eye Pads (No. 16) (Bandage attached) 2 2 2 4

Individually Wrapped Triangular Bandages 2 2 6 6

Safety Pins 6 6 6 6

Individually Wrapped Sterile Unmedicated Wound DressingsMedium (No. 8) (10 x 8cms)

1 2 2 4

Individually Wrapped Sterile Unmedicated Wound DressingsLarge (No. 9) (13 x 9cms)

1 2 6 8

Individually Wrapped Sterile Unmedicated Wound DressingsExtra Large (No. 3) (28 x 17.5 cms)

1 2 3 4

Individually Wrapped Disinfectant Wipes 10 10 20 40

Paramedic Shears 1 1 1 1

continued on next page/...

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Health & Safety Update

NotesWhere more than 50 persons are employed, pro rataprovision should be made.

Where mains tap water is not readily available for eyeirrigation, sterile water or sterile normal saline (0.9%) insealed disposable containers should be provided. Eachcontainer should hold at least 20ml and should be discardedonce the seal is broken. Eye bath/eye cups/refillablecontainers should not be used for eye irrigation due to therisk of cross infection. The container should be CE marked.

Automated External Defibrillators(AEDs)The provision of automated external defibrillators (AEDs)in workplaces to prevent sudden cardiac death should beconsidered. In relation to preserving life, the “Chain ofSurvival Concept” is recognized under the regulations. Thisis based on four vital links to save a life which are

(i) early access,(ii) early cardiopulmonary resuscitation (CPR),(iii) early defibrillation, and(iv) early advanced care.

Ideally, wherever there is an occupational first-aider(s) in aworkplace, provision of an AED should be considered. Thetraining of other employees who are not occupational first-aiders in the use of AEDs is also encouraged.

Whereas it may be practicable and desirable to have anAED in every workplace, due to cost considerations itwould be unreasonable to expect all employers (especiallysmall and medium size enterprises (SMEs) to have one ontheir premises, even if there is an occupational first-aiderpresent. These costs not only include the purchase price butalso the cost of maintenance of the equipment and refreshertraining for those trained in how to use AEDs.

However, different employers at the same location, suchas in shopping centres, small business enterprise centres

etc., where relatively large numbers of employees or otherpersons are likely to be habitually present, might find itfeasible to co-operate in the provision of shared AEDequipment, training and assistance.

Employees Working Away fromEmployer’s PremisesWhere employees regularly work away from theemployer’s premises and there are no special hazards orproblems of isolation, no first-aid equipment need beprovided by the employer. Where the work involves the useof dangerous tools or substances (e.g.agricultural and forestry work, electricity, gas, water andtelecommunications services, transport of hazardousarticles and substances, etc.) the first-aid kit in column 2 inthe above table should be provided along with any specialequipment or antidotes.

Supervision of First-Aid Equipmentand SuppliesIn workplaces where there are occupational first-aiders,first-aid boxes and kits should be under their control.Otherwise they should be under the control of a responsibleperson named in the Safety Statement.

Recommended Numbers ofOccupational First-AidersThe Table below gives a broad indication of the numbers ofoccupational first-aiders which should be provided indifferent circumstances where the risk assessment carriedout as part of the Safety Statement indicates the need forthem.

These numbers should be doubled if the workplace ismore than one hour away from medical assistance. Theserequirements do not preclude other employees who aretrained to a lower level of skill in first-aid.Employers must ensure that details of arrangements made

Recommended Contents of First-Aid Boxes and Kits / continued

MaterialsFirst AidTravel KitContents

First Aid Box Contents

1 – 10persons

11 – 25persons

26 – 50persons

Pairs of Examination Gloves 3 5 10 10

Sterile water where there is no clear running water 2 x 20 mls 1 x 500mls 2 x 500 mls 2 x 500 mls

Pocket Face Mask 1 1 1 1

Water Based Burns Dressing Small (10 x 10 cms) 1 1 1 1

Water Based Burns Dressing Large 1 1 1 1

Crepe Bandage (7cm) 1 1 2 3

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Health & Safety Update

for the provision of first aid including the names ofoccupational first aiders and the location of first aid roomsequipment and facilities for or at the place of work areincluded in the safety statement, and the names, addressesand telephone numbers of the local emergency services areclearly displayed at each place of work.

In addition to the above arrangements, details of all casestreated by occupational first-aiders should be entered in afirst-aid treatment record book, which must be kept in asuitable secure place, respecting their confidential nature.These records should be readily available and shown to aHealth and Safety Authority inspector if requested.

First-aid roomsAll places of work must have one or more first-aid rooms ifthe risk assessment undertaken for the Safety Statementshows it necessary, based on the following criteria –

a) Size of the premises,b) Type of activity being carried out,c) Frequency of accidents arising,d) Existence of special hazards,e) Distance from nearest appropriate medical facility.

As a general rule, any workplace, which presents arelatively high risk from hazards should have a suitablyequipped and staffed first-aid room. Where OccupationalHealth Services exist on premises, the surgery oraccommodation housing that service may be considered tobe a first-aid room, provided that the conditions set outbelow are met.

Where first-aid rooms are required, the followingminimum conditions should be met-

a. An occupational first-aider should be responsible forthe upkeep of the first-aid room so as to ensure that itis kept stocked to the required standard and that it is atall times clean and ready for immediate use.

b. The room should be large enough to hold a couch,with space for people to work around it, and a chair.

c. The room’s entrance should be wide enough toaccommodate an ambulance trolley, stretcher, wheelchair or carrying chair.

d. The room should be clearly identified as a first-aidroom by means of a sign.

e. A telephone or other suitable means ofcommunication should be provided.

The following minimum facilities and equipment shouldbe provided in first-aid rooms –

1. Sink with running hot and cold water always available2. Drinking water and disposable drinking vessels3. A suitable store for first-aid equipment and materials 4. First-aid equipment5. Smooth topped working surfaces6. Soap7. Paper towels8. Suitable refuse containers lined with a disposable

plastic bag9. A couch (with a waterproof surface) and frequently

cleaned pillow and blanket.10. A chair11. A bowl or basin12. Clean protective garments for use by occupational

first-aiders13. A first-aid treatment record book

TrainingFrom the 1st September this year the Health & SafetyAuthority has determined that the standard forOccupational First Aid in the workplace will be set at FetacLevel 5 Standard. Those who achieve the appropriate resultin the assessments will be awarded a Fetac Certificate. Anyoccupational first aider who is due to renew theirqualifications will have to achieve this new standard.

Type of WorkplaceMaximum number ofemployees present

at any one time

Number of OccupationalFirst-Aiders

Factories,Construction Sites,Surface Mines andQuarries

Up to 49 1 if Safety Statement Risk Assessment shows it necessary.

50 to 149 Minimum 1

150 to 299 Minimum 2

More than 300 1 extra for every 150 employees or part thereof

Underground Mines 1 for every 10 employees or part thereof

Other Workplaces Up to 99 1 if Safety Statement Risk Assessment shows it necessary.

100 to 399 1

400 to 699 2

More than 700 1 extra for every 300 employees or part thereof.

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UNI’s 30-minute guide toprivate equity

UNI Global Union is concerned aboutwhat the deteriorating financialenvironment means to the debt ladencompanies. The protection of workersinterests during this credit crisis is aserious concern and not one likely tobe born by the companies or theirinvestors. None of these funds havemade a commitment to a labour code

which embraces the workers of aportfolio company they have investedin.

UNI has developed this simple“Thirty minute guide to private equity”to assist to make sense of complexitiesof this capital strategy and its impacton workers.

This guide should take no more than

thirty minutes to read. By the end, youwill know why private equitycompanies represent a major risk toworkers' jobs and employmentconditions around the world - and whytrade union organisations like UNI arecampaigning for proper controls overthis multi-billion dollar industry.

UNI has dedicated part of its website to issues about private equity:

http://www.uniglobalunion.orq/uniindep.nsf/privateequity?openpage

UNI affiliate SEIU has produced an excellent guide, Behind the Buyouts.This, and more news about private equity, can be found at:

http://www.behindthebuvouts.org/

The ITUC report Where the House always Wins: Private equity, hedge fundsand the new casino capitalism can be found via UNI's website or direct at:

http://www.ituc-csi.orq/IMG/pdf/ITUC_casino.EN.pdf

The IUF Global Union report A Workers' Guide to Private Equity Buyouts (available in several languages)can be found via a link on UNI's website or direct at:

http://www.iuf.org

Donnelly settles unfairlabour practice charges

Teamsters at RR Donnelly Pontiac, Illinois have been vindicated with the company's settlement of charges of spyingon its employees and threatening them in retaliation for organising into the Teamsters. The settlement includes the postingof a notice to employees spelling out that the company will not threaten workers for joining a union. "Our victory shouldgive aid and comfort to the thousands of other Donnelly employees who are planning to become members," said GeorgeTedeschi, GCC President and Teamsters International Vice President.

The CWU has congratulated the Teamsters Union on their victory at Pontiac, Illinois. RR Donnelly have adopted ananti union approach towards the CWU since taking over a printing plant previously operated by Astron at Sandyford inDublin. The Company has refused to engage in dialogue on issues affecting CWU members and Union notices havemysteriously “disappeared” from notice boards.

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Message from the ChairThere are reports elsewhere in this newsletter on the

Moving On Conference and on the future of City Bridges.We are delighted with the progress made over the life of theMoving On Project and the outcomes that have beenachieved. We are determined to secure a future for CityBridges.

We have submitted an application for a two monthextension of the project and will keep everyone informed ofprogress on this.

I would like to thank the staff and Advisory Committeefor their hard work and the participating unions, CWUIreland, CWU UK, SIPTU and Unite. Thanks also to theparticipants on the course who have made such a massivecontribution to the aims of City Bridges which are to tackleprejudice and discrimination in society and the workplace.

Networks have been established and coordinators agreedto ensure that the work of Moving On continues into thefuture.

Eddie GlackinChair, City Bridges CEO, Irish Trade Union Trust

(May 2008)

The Moving On ConferenceThe final conference for the Moving On Project took

place in the Carrickdale Hotel on 2 & 3 April 2008.Speakers included Brian Gormally, Justice Associates;Billy Hayes, General Secretary, Communications WorkersUnion; Taryn Trainor, Unite; Billy Young and EmmanuelMillar, SIPTU; Martin O’Rourke, SIPTU; JimmyO’Connor, CWU, Ireland.

There was a full attendance and the Moving On ProjectReport was launched by Peter Bunting, Assistant GeneralSecretary, Irish Congress of Trade Unions. The keynoteaddress was given by Monica McWilliams, ChiefCommissioner, Northern Ireland Human RightsCommission.

Moving On Project OutcomesThe participating trade unions are committed to

maintaining networks devoted to exploring the practicaland policy implications of practising solidarity in

conditions of diversity. However, it is important to notethat there have already been a wide range of practicaloutcomes from the project. The following is a list of someof the more significant.

• Motion to SIPTU Conference on Further Educationprovision in Cavan/Monaghan region

• Letterkenny-Derry/Londonderry trades councils havemet to investigate possible initiatives of cross borderco-operation. One of these is to support the crossborder rail lobby to restore theSligo/Letterkenny/Derry rail link. A Trades CouncilMotion was submitted to the 2007 ICTU BiennialDelegate Conference on this issue.

• L/Derry & Sligo cross border special needs swimmingevent organised in 2007 with Civic reception in Sligo.Return event took place in L/Derry on Saturday 1stMarch 2008 with a Civic reception.

• CWU north and south participated in the Belfast MayDay March and Rally with a specially commissionedNorth/South banner.

• Commitment to bring outcomes of Moving On back tobranch, workplace, colleagues and communities

• “Wise men from the East” (East Belfast) arrangedexchange visit with Dundalk Resource Centre.

• “Wise men from the East” (East Belfast) and SIPTUSligo Representative to arrange cross-border eventincluding visit to famine village in Donegal.

• Special cross-border workshop organised for CWUNorth and CWU South on Dealing with Disability inthe workplace.

The Moving OnTraining Programme

The fundamental purpose of the Moving On Project wasto encourage trade union activists to practise solidarity inconditions of increasing diversity as a unique contributionto peace and reconciliation across this island. The projectaccepted that the current reality of employment patterns,labour migration and increasing social diversity mean thattrade unionism, to survive, must adopt an open, inclusiveapproach to the practice of solidarity. There is, however, anextra dimension on this island – the experience of 30-oddyears of violent political conflict and sectarian divisionsthat both pre-date that conflict and were exacerbated by it.

It is in that context that the Moving On programme wasapproached. It was designed to explore the implications ofsolidarity in diversity in a range of different circumstancesand engaging with a variety of issues. The common threadwas how to express and build solidarity in the modernworld facing trade unionism. This is, of course, vital for thesurvival of trade unions but the foundation argument of theMoving On Programme was that modern solidarity is alsoessential to build a new society in a region emerging from

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decades of violent political conflict. The proposition isthat the trade union movement – one of the biggestinstitutions in civil society – is based on the values thatneed to be at the core of a peaceful and reconciledcommunity.

This was a practical process. The Moving Onprogramme was just a series of training sessions. Itincluded the building of permanent cross-border networksof trade union activists committed to peacebuilding andthe equality agenda.

The cross- border aspect was important – the experienceof studying common issues with colleagues with differenthistories and circumstances was part of the learningprocess. The cross-union aspect also allowed participantsto look at problems and issues in principle, rather thansimply how they were reflected in their own union’sexperience or structures.

City Bridges has come to a few simple conclusions fromthe experience of this project. First, there is a strongappetite amongst trade union activists for open and honestdialogue about equality issues including sectarian division.Second, while the debate on equality is by no means won,in the movement, in the workplace or in society generally,trade union activists are ready and willing to be championsof the concept of solidarity in diversity. Third, there is aparticular strength in the cross-community, cross-borderand cross-union process developed in this project. It isespecially important that this learning is not lost and thisexperience is built on in the future.

NetworksThe coordinators for the networks are:• Ciaran Maguire, Unite - +353 (0) 871268433• Adrian Boyle, Unite - +44 (0) 2871374589• Martin O’Rourke, SIPTU - +353 (0) 876776823• Jimmy O’Connor, CWU Ireland - +353 (0) 1

8663023• Kevin McCafferty, CWU N Ireland - +44 (0)

7921614344

Project ReportThe report of the Moving On project is now available

and we would recommend it as an excellent record of theproject and also as a source of information in relation toPeace and Reconciliation and associated issues.

The Amicus section of Unite provided funding to enablethis report to be published.

City Bridges is administered by the Irish Trade UnionTrust (ITUT) – SIPTU’s Social Solidarity Service.

City Bridges wishes to acknowledge the kind supportof ATGWU section of Unite who have provided the

project with office accommodation.

Launch of Building Solidarity &Practical Peace BuildingLeaflets

City Bridges Moving On project has launched two newleaflets on:

• Building Solidarity• Practical Peace Building for Trade Unionists

Copies are available from the City Bridges office. Bothleaflets relate to the work of the project and are also verygood trade union publications for general use in theworkplace.

If individual trade unions wish to reprint the leafletsusing their own names and logos we can makearrangements for this.

The Future of City BridgesThe Moving On project is due to finish its work at the

end of June 2008. We have applied for an extension of 2months funding to run some additional activities.

We are also investigating a number of other sources forfunding including:

1. Peace III Measure 1.1 involving border counties andNorthern Ireland clusters of district councils.

2. Peace III Measure 1.2 – Dealing with the past which isbeing organised by the Community Relations Counciland Border Action.

3. Community Bridges and International Fund for Irelandwhich is managed by the Community Relations Council(CRC).

We will endeavour to keep everyone informed ofprogress on this.

Contact UsFor further information on this project please contact

Eamonn Oakes, Project Manager orSharon McLaughlin, Assistant Project Manager,Transport House, 102 High Street, Belfast, BT1 2DLTel: within Northern Ireland 07733 361939Tel: from Republic of Ireland +44 (0) 7733 361939Email: citybridges@utvinternet.comWeb: www.citybridges.org

This project is part financed by the European Unionthrough the EU Programme for Peace and Reconciliationmanaged for the Special EU Programmes Body by theCross-Border Consortium.

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Presentation of €3500.00 to Maintain Hope,Kilambala, by Naas Postal Branch

submitted by Monica Hempenstall

Volunteers from the Naas Postal Branch travelled toKilambala near Mombasa In July supporting three aspectsto their project.

1. Supporting an Orphanage in Nairobi which will take50 children on a holiday to the seaside and us theopportunity to carry out basic medical screening.

2. Establishing a Learning Support programme.

3. To achieve completion of 3 new classrooms inKilambala School.

4. Finally their aim is to achieve a building project inKenya.

As expressed by all concerned acknowledgement for yourgenerous support in helping to sponsor this project.

L to R: Emmanuel Cassidy, NEC, Monica Hempenstall, Financial Officer, Gerry O’Donoghue, Maintain Hope,Aidan Duggan, Naas Postal, Rose Duggan, Maintain Hope.

L to R: Monica Hempenstall, Financial Officer, Emmanuel Cassidy, NEC Gerry O’Donoghue, Maintain Hope,Pat Power, Naas Postal, Aidan Duggan, Naas Postal.

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Presentation of€10,000.00 made to theFranciscan Missionariesof Mary.

A presentation was made to the FranciscanMissionaries of Mary towards providingaid to help victims overcome devastatingsuffering. The money will be used to startan orphanage for some of the orphanedchildren they have found. Appreciationwas expressed to all the CWU memberscontributing into the Fund for yourgenerous support.

Franciscan Missionaries of Mary

BACK ROW L-R Sister Una, Sister Monica, Monica Hempenstall,Sister Delea, Sister Karuna, Sister Mona, Sister Helen, Sister Tess.

FRONT ROW L-R Sister Noreen, Sister Carmel, Sister Anna, Sister Maria,Sister Rosaleen, Sister Helen, Sister Sarah.

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TOLD IN TOBERONA A Memoir by John Swift(1896 – 1990)Available from Watchword, 146 SundriveRoad, Dublin 12Tel 087 – 2705761,Email: watchwordinfo@gmail.com or at www.watchwordpublications.comPrice €15 (Paperback)

Autobiographical account of John Swift’s life, who was a lifelong Socialist and tradeunionist. John Swift was General Secretary of the Irish Bakers’ Confectioners’ andAllied Workers’ Amalgamated Union from 1943 to 1967. In the mid-1940s he wasPresident of both the Dublin Trade Union Council and the Irish Trade Union Congress(ITUC).He was also the principal originator of the People’s College and Founding Presidentof the Irish Labour History Society.This memoir holds a wealth of knowledge of the trade union movement and a finely

written account of his experience during the First World War (one of the very few written accountsby an Irishman during the 1st World War). He was imprisoned as a conscientious objector to the war and was later forciblydrafted into that war.‘Told in Toberona’ tells the story of his life in Dundalk and Dublin and especially portrays the nomadic life of a TradeUnion Official. There is a lovely account of when on a couple of days leave from his union duties he decided to work ona rockery for the garden and headed to Howth to collect some stones. In a café near the sea-front he met his future wifeHarriet. John wrote a poem about it, one line being – “I went to Howth to look for stones, and I found there a jewel aswell.”A well-written, interesting and informative Memoir.

Books reviewed by Adrienne Power

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The Classic Bob Dylan song title certainly sums up thechanges in our work place since the introduction ofCollection and Delivery (C&D) arrangement. Here inLimerick it has been up and running since April and all inall it has worked out pretty well for our members. Ournew arrangements are no different than any other facets oflife, hence the adage “you can’t please all the people”, butby and large it has been pretty well received.

The change over to C&D should not be under estimated.Not since the break up of the P&T in the 80s has suchchange occurred. While those of us in C&D land wellknow, we are all now known as Postal Operatives asopposed to the former titles of Post/person, POC andPostal Sorters, but how many of us would have envisagedthe actual change of work practices on the ground. Whowould ever have thought that we would see former PostPersons doing Sorters work(What would Gerry Leddin sayabout this I wonder), Sorters doing vice versa and evenAuxiliary Post Persons doing POC’s work. Our retiredand deceased brethren would be astounded, particularlythose in the higher echelons of standing within the

Company. The most important thing we must remember ischange does not necessarily have to be bad. Change canbe embraced and accepted and in some cases should reallybe welcomed.

At the other side of the table, there are changes at middlemanagement, which must be welcomed if only in name.Gone is the grade of Inspector and replaced by the titleWorking Leader wherein some cases particularly in ruralareas this involves actual delivery of mail. On the higherscale of management there is also major change which isdefinitely most welcome to all union members. Gone arethose awful most intimidating titles like Sup 1, Sup 2 etc(pronounced soup) and also gone is that really awful title“overseer”. That very word resonates immediately withthe deep south of the USA in the nineteenth century andalso it is a term that was used during the Famine in ourown Country 1824-47.However we’re not so sure aboutthe title DSM of the DSU. Imagine trying to explain thatto the Bank Manager. Maybe it’s a case of call me whatyou like so long as you pay me enough.

THE TIMES ARE CHANGINA SORTERS VIEW ON C&D LIMERICK

An Post Day Staff Limerick

33

So while C&D has thrown up major change (and many amissort) for us, in the main it has been very beneficial tomost of us. While this scribe is the first to admit that theformer Postal Sorter grade in Limerick did not come out ofthese changes in a very favourable light regarding lostduties, one must remember that this is the consequence ofAutomation and Limerick being overlooked as one of themain Regional Mail Centres. Because of this the people inthe auld Sorter Grade have had to adopt Dracula likelifestyles, they only come out at night! By and largethough; our Branch here in the Treaty City has secured asatisfactory agreement generally for our members on ratherlimited rations. On the delivery side of things only threeof the new routes applied for tests out of a total of onehundred and sixty. The displaced POCs have theexpectation of the arrival of the main RLB centre inOctober…..ish.

If there is one bitter after taste it has to be the plight of theaforementioned Sorter Grade. There is no doubt that it israther deflating that most of their work will be for thenocturnal nature. Particularly, as most of these lads havegiven half and more of their working lives to An Post, thatthey are forced to work these hours. So all in all we arenow all under the same umbrella and honestly the rain is

not too heavy. (A view not shared in Newcastle West!)

In closing none of our members should under estimate theamount of work done by the Branch in getting the bestdeal possible for our members. The protractednegotiations and lengthy meetings bore fruit for nearly allof us. (We couldn’t sort the sorters) Special mention hasto go to our excellent Secretary Ray Neville. He workedtirelessly in this project and more than once went waybeyond the call of duty to get the best possible deal foreach and ever one of our branch members. His negotiatingtactics were admirable to say the least. (Even if he was aSorter)

In that famous Harp Lager ad of the 80s when the guy inthe desert said :

“You could boil an egg on the stones here, if you had anegg ……..” Well the same applies here ……. We could all go out onbikes now if we had a ………………!

Ger HanrahanHappy Postal Operative/Disgruntled Postal Sorter

An Post Night Staff Limerick

CWU member and Postal Sorter Eamonn Walsh was recently congratulated by An Taoiseach Brian Cowan in a privateaudience at Government Buildings after winning the World Championships on the Uilleann Pipes.

Eamonn also received a letter of congratulations from British Prime Minister Gordon Browne who has placed Eamonnon Downings Street entertainments list.

He has also been placed on the list of entertainers at the White House in Washington.Eamonn founded the Irish Cross-Border Music,Sports and Arts Peace project in 1990 which aims to promote Peace and

reconciliation in Northern Ireland through the medium of Music,Sports and the Arts.

CWU People

Postal Sorter, Eamonn Walsh, in private audiencewith An Taoiseach, Brian Cowan.

Submitted by Eamonn Walsh

NOEL McGOWAN, SLIGO DISTRICT BRANCH, RETIRES

Presentation of Union scroll byPascal Connolly NEC to Ex NECmember Noel Mc Gowan on hisretirement from the company andSligo District Branch after 40years’ service.

34

CWU People

Pictured recently in Letterkenny at a function held by the Letterkenny Postal Branch to celebrate Charlie Kelly becomingPresident are Liam Conroy (ex NEC) Charlie Kelly and his wife Sally and Damien Touhy (NEC). The function wasattended by Charlie’s many friends and family including members of the NEC and representatives from the Union acrossthe Donegal region. A great night was enjoyed by all.

redmond 50th Wedding Anniversary

“And Remember you could benext”

Congratulations to Paddy(Porry) and Totsie Redmond,who just celebrated their 50thWedding Anniversary!

35

Charlie Kelly Letterkenny President

36

CWU People

A presentation was made to Maurice Foleyon his retirement after 27 years service toAn Post. Maurice was a Postman in LiffordDSU.

Pictured L-R. Martin Patton (DeliveryServices Manager), Helen Foley (Wife ofMaurice), Maurice Foley and MichaelGallagher (Secretary Lifford / InishowenBranch).

Anthony Mc Crave (Branch Secretary DundalkPostal) pictured with Pat Cunningham at hisretirement party held in the Clan Na Gael GFCclubrooms in Dundalk.

Pat had 28 years service in An Post. And will now beconcentrating in his retirement on his position asclub vice chairman of the Clan Na Gael GFC clubwhere he will be following in his fathers (P.J.Cunningham) footsteps who was the club secretaryfor over 40 years. Pat is also a member of the localgolf club and will be hoping to get out on the coursemore often now that he has the extra time on hishands. Pats banter about football and golf will be missed inthe office in the mornings but he will never be faraway as a lot of the staff move with pat in thefootball and golf circles. We all wish him well in hisretirement.

Maurice Foley RetiresSubmitted by Michael Gallagher

Pat Cunningham RetiresSubmitted by Anthony McCrave

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CWU People

Tina Kilkelly Retirement

Sean Cannon Retirement

Recently, two Members of the Galway Postal Branch based in Athenry Post Office, retired.

Tina Kilkelly and Sean Cannon had long service to the Union and Company. Retirement parties were held for both in TheRaheen Woods Hotel, Athenry. The Galway Postal Branch wishes Tina & her husband Sean and Sean & his wife Anne allthe best for their future years in retirement.

The photos show Tina with her Union scroll and Sean together with colleagues from Athenry Post Office and friends.

Galway Postal Branch – Athenry RetirementsSubmitted by Brian O’Connor

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CWU People

After long and loyal service to the Union since the days of the POWU Willie Ormond has recently retired from the PostOffice. Willie is a familiar face to all conference delegates having attended consecutively since the mid eighties. He wasWaterford Indoor Branch Secretary at the inaugural CWU Conference in Cork more than a decade ago. Somewhat uniqueamongst lay activists Willie holds the distinction of serving in all Branch Officer positions – Secretary Waterford Indoor;Chairperson Waterford Area Clerks; and latterly Treasurer Waterford Postal Branch. His role in the Waterford Branchbrought consistency and no little resilience in dealing with the various change agendas tabled by An Post. He proved agreat asset to Officers and Executive Members hailing from the South East constituency since the time of ex GeneralSecretary Terry Quinlan; NE members John Colfer; Bill Colfer; and Billy Ronan, ensuring that events back at the ranchwere not forgotten in the broader Union agenda. With great fondness and no little sadness all involved with the CWU wishWillie a long, healthy and happy retirement. No doubt Willie will not be far from CWU endeavour, his wife Eileen aprevious committee member remains in the Waterford Postal Branch working in the Area Office. In the Lyrath HotelKilkenny at this years Conference a parting glass was raised to toast Willie’s Union Service and after his last day at workfriends from all sectors of the Branch assembled in tremendous numbers to salute him and wish him well in all heundertakes. We second those good wishes and applaud your commitment and resolve through tough and successful times.Willie, Sláinte a chara, comrade, colleague and confidant.

Willie Ormond Waterford Branch Treasurer RetiresSubmitted by Bill Colfer

Signing Off - Retired Activist and Labour Councillor Pat Hayes welcomes Willie to the retired ranks, withWillie's wife Eileen, and Waterford staff Tim Phelan, Conor Coughlan, Declan Freiberg and Bill ColferCoordinator

39

CWU People

On July 4th last, members of the Galway Postal Branch and othersgathered in The Western Bar, Galway to bid fond ‘au revoir’ to agreat colleague & friend, Tommy Kelly. Tommy served the Union& the Company well for 36 years up to his retirement on Jume20th last. The depth of gratitude to Tommy was measured by theglowing tributes paid to him by various speakers on the night.Among those paying tribute to Tommy were Charlie Kelly,President CWU and Sean McDonagh, National Officer CWU andprotigé of Tommy’s !!

Tommy Kelly was a cornerstone of the Galway Postal Branch formany years. He was actively involved in the Branch at all levelsand was in some cases a man ahead of his time especially in theway that he made new Members, especially female ones, feelwelcome in what could be at times an overly male dominatedenvironment. He was at odds with Branch decisions on occasionsbut always abided by the wishes of the Branch and when pushcame to shove, there was no better man that Tommy, to do theshoving. His son, Tommy Junior is now a Member of the Branchand will carry on his Dad’s legacy.

The Galway Postal Branch would like to wish Tommy & his wife Kathleen, many happy years of retirement. We’ll missyou !

Tommy Kelly – Galway Postal Branch – Retirement

Sean McDonagh and Tommy Kelly

Retired Activist and Labour Councillor Pat Hayes welcomes Willie to the retired ranks with Tim Phelan andCoordinator Bill Colfer

40

CWU People

John Chaney has recently left eircom, having availed of VL.John has given over 40 years service to the Company andindeed to the Union. He is extremely well known, muchliked and respected by all within the CWU community andthis was recognised recently at a “going away “ partyorganised by the Dublin No1 Branch and attended by manyof John’s colleagues and friends, including many fromUnion Head Office. We believe a great night was had by all,the highlight being a presentation to John by the GeneralSecretary.

John has filled the roles of Branch Delegate and/or OfficialPhotographer to the Union at many, many events over theyears including, what may be, a record number of AnnualConferences. (At Conference John was bon viveur ofrenown.) His unfailing patience courtesy and wit was muchadmired by all. On behalf of all in the CWU we wish tothank John for all his service and loyalty to the Union overso many years. We also want to wish John with his family,a long healthy and happy retirement

Dublin No 1 Retirements

Pictured L-R. Jerome Barrett National Officer, John Chaney and John Egan Branch Secretary

Pictured L-R. Mick Scully National Partnership Coordinator, John Chaney

John Chaney Sorry to see you go!

41

CWU People

Willie Martin, Charlie Hurse, and John Chaney, haverecently left eircom, having availed VL .The trio held theirLeaving party in the Gresham Hotel Dublin and were givena great send off on the night by their many friends andcolleagues in eircom and the CWU. John Egan (Branch

Secretary) and National Officer Jerome Barrett, presentedthe Union scrolls on behalf of the CWU. Willie John andCharlie, had well in excess of one hundred and ten yearsservice between them....................

Pictured L-R. Jerome Barrett, Charlie Hurse and John Egan

Pictured L-R. Jerome Barrett, John Chaney, Willie Martin, Charlie Hurse and John Egan.

42

CWU People

It was a sad day in June when Betty Halligan retired fromthe Union after 18 years service. Betty joined the Union in1990 and was a valued member of the clerical admin team.Betty worked closely with the General Secretary and theDeputy General Secretary. She also had responsibility foroverseeing the smooth running of the Education courses.Betty was a Volunteer Helper at the Special Olympics heldin Ireland in 2003. She went to Moldova to assist with thecare of children in the orphanages in 2004 and has plans toreturn again soon. In her spare time Betty is a keen walker,gardener and above all else she loves to travel. She spendsmost of her weekends walking the countryside and has donemany walking tours abroad. We wish her every success,health and happiness for the future in all her endeavours.

Happy Retirement

Personnel Changes

Tony Harmon

Mr Tony Harmon has taken up the position of Executive SupportOfficer at CWU Headquarters, following the recent retirement ofJohn Lennon (which we advised in our last publication).

The Union has agreed arrangements with An Post for Tony’srelease from his GPO post in the Philatelic Bureau. As a formerNational Executive Council member and Branch Secretary of theDublin Managers Branch, Tony’s vast experience andknowledge will be of enormous assistance to the Union.

While he will be predominantly working in the Postal/CourierSector, a major part of his brief is to prepare for issues andchallenges facing the Union’s Management Grades andMembers.

43

CWU People

At CWU Head Office

Keith Pollard

The Union has appointed Mr Keith Pollard to the position ofClerical Administrator/Ancillary Services Operator.

As a member of the Dublin Postal Clerks Branch Committee,Keith has also gained invaluable experience by his Trojanwork with the Union’s Organising Committee. He is theCWU Representative to the ICTU Youth Committee and iscurrently its Vice Chairperson. He is also a member of theUNI Youth Steering Committee.

An Post – Launch of Review ofDignity at Work

As advised in the last issue of Connect the review of the existing “Dignity atWork’ policy was completed in May 2008. The policy was launched at ameeting in the GPO on Tuesday 12th August 2008 which was chaired by theDirector of HR in An Post, Mr. Pat Knight, and was attended by the GeneralSecretary as well as representatives from the other three Union’s in An Post

The General Secretary speaking at the launch congratulated the DiversitySub Committee for the work they had undertaken in completing the review,welcomed the fact that the role of Trade Unions in combating bullying andharassment in the workplace was recognised within the policy and that Unionactivists would be released by the Company to attend training courses whichare being developed by the CWU Education Committee. He also welcomedthe Company’s commitment to tackle this issue at source.

The Company has advised the Union that a copy of the revised policy willbe circulated to all employees. A letter outlining the commitment of thecompany and the staff side to dealing with Bullying and Harassment in theworkplace will be included and will be signed by the General Secretary andthe Director of HR.

44

45

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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Hom

e Te

l. N

o..

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Mobile

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Empl

oym

ent

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e of

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pany

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licab

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yer

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ddre

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work

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iffer

ent)

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Bra

nch

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e...

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Date

of

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men

cem

ent

with c

urr

ent

emplo

yer

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Curr

ent

Gra

de/

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itle

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Man

ager

ial

❏N

on-M

anag

eria

l❏

Curr

ent

Statu

s:Pe

rman

ent f

ull t

ime

❏Te

mpo

rary

❏Pe

rman

ent p

art t

ime

❏A

genc

y W

orke

r❏

Con

tract

or❏

Oth

er❏

Pay F

requen

cy:

Wee

kly❏

Fortn

ight

ly❏

Mon

thly

❏Si

gnatu

re .

.....................................

Date

........................................

Ded

ucti

on a

t So

urce

Dir

ect

Deb

it In

stru

ctio

nP

LEAS

E CO

MP

LETE

BOT

H F

ORM

SIN

BLO

CK C

APIT

ALS

OFFI

CE U

SE O

NLY

CW

U N

O.

......

......

......

......

.....

Inst

ruct

ions

to

your

Ban

k/Bu

ildin

g So

ciet

y to

pay

Dir

ect

Deb

its

Ple

ase

com

ple

te p

art

s 1 t

o 4

to inst

ruct

your

Bank

/Build

ing

Soci

ety

to m

ake

paym

ents

dir

ectly

fro

m y

our

acc

ount

. Th

enre

turn

the

for

m to:

The

CW

U, 575 N

orth

Cir

cula

r Roa

d, D

ublin

1.

➀Ple

ase

wri

te t

he

nam

e and f

ull

addre

ss o

f your

Bank

/Build

ing

Soci

ety a

nd B

ranch

:

➁N

am

e of

acc

ount

hold

er

③So

rt C

ode

& Acc

ount

Num

ber

➃Yo

ur

inst

ruct

ions

to t

he

Bank

/Build

ing S

oci

ety,

and y

our

Signatu

re•

I ins

truct

you

to p

ay D

irect

Deb

its fr

om m

y ac

coun

t at t

he r

eque

st of

the

CW

U.

•I

conf

irm t

hat

the

amou

nts

to b

e de

bite

d ar

e va

riabl

e an

d m

ay b

e de

bite

d on

var

ious

date

s.•

I sha

ll du

ly n

otify

the

Bank

/Bui

ldin

g So

ciet

y in

writ

ing

if I w

ish

to c

ance

l thi

s in

struc

tion.

I sha

ll al

so s

o no

tify

the

CW

U o

f suc

h ca

ncel

latio

n.

Signatu

re...

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ate

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OFFI

CEUS

EON

LY

Ori

gin

ato

r’s

Iden

tifi

cation N

o.

Bank

/Build

ing S

oci

ety

Bra

nch

THE

DIR

ECT

DEB

IT G

UA

RA

NTE

E•

This

is a

gua

rant

ee p

rovi

ded

by y

our B

ank/

Build

ing

Soci

ety

as a

mem

ber o

f the

Dire

ctD

ebit

Sche

me,

in w

hich

Ban

ks/B

uild

ing

Soci

etie

s an

d th

e C

WU

par

ticip

ate.

•If

you

auth

oris

e pa

ymen

t by

Dire

ct D

ebit,

then

–Th

e C

WU

will

not

ify y

ou in

adv

ance

of t

he a

mou

nts

to b

e de

bite

d to

you

r ac

coun

t–

Your

Ban

k/Bu

ildin

g So

ciet

y w

ill a

ccep

t an

d pa

y su

ch d

ebits

, pr

ovid

ed t

hat

your

acco

unt h

as s

uffic

ient

ava

ilabl

e fu

nds

•If

it is

esta

blis

hed

that

an

unau

thor

ised

Dire

ct D

ebit

was

cha

rged

to

your

acco

unt,

you

are

guar

ante

ed a

pro

mpt

ref

und

by y

our

Bank

/Bui

ldin

gSo

ciet

y of

the

amou

nt s

o ch

arge

d.•

You

can

canc

el th

e D

irect

Deb

it In

struc

tion

in g

ood

time

by w

ritin

g to

you

rBa

nk/B

uild

ing

Soci

ety.

Ori

gin

ato

r’s

Ref

eren

ce...

......

......

......

......

......

......

......

.....

30

49

79

(PLE

ASE

FILL

OU

T FO

RM IN

BLO

CK

CA

PITA

LS)

(PLE

ASE

FILL

OU

T FO

RM IN

BLO

CK

CA

PITA

LS)

Bra

nch

Bra

nch

Secr

etary

......

......

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am

e...

......

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...(w

here

app

licab

le)

4848

Wha

t ca

n W

e D

o fo

r Yo

u?•

Neg

otia

te w

ith

your

em

ploy

er o

n yo

ur b

ehal

f on

all

mat

ters

.

•P

rovi

de y

ou w

ith

a pe

rson

al s

ervi

ce r

angi

ng f

rom

conf

iden

tial

, wor

k-re

late

d in

form

atio

n ad

vice

, to

lega

lad

vice

•As

sist

you

in y

our

trai

ning

and

dev

elop

men

t ne

eds

and

offe

r yo

u a

num

ber

of t

rain

ing

cour

ses

free

-of-

char

ge

•Ad

vise

you

on

all i

ssue

s re

late

d to

Hea

lth a

nd S

afet

y

•Gi

ve y

ou a

cces

s to

info

rmat

ion

on a

ll as

pect

s of

you

rem

ploy

men

t

•K

eep

you

up-t

o-da

te a

nd in

form

ed o

n de

velo

pmen

ts in

you

rse

ctor

via

Uni

on m

agaz

ines

, bul

leti

ns, y

our

own

sect

ion

onth

e CW

U w

ebsi

te a

nd a

loca

l pre

senc

e in

you

r w

orkp

lace

•In

clud

e yo

u in

the

big

ger

pict

ure,

as

the

CWU

wor

ks o

n a

nati

onal

leve

l wit

h th

e Ir

ish

Cong

ress

of

Trad

e Un

ions

Guid

e fo

r co

mpl

etin

g Ap

plic

atio

n Fo

rm

•P

leas

e co

mpl

ete

both

for

ms

in B

LOCK

CAP

ITAL

S

•P

leas

e en

sure

you

com

plet

e bo

th t

he A

pplic

atio

n Fo

rm a

ndth

e D

irec

t D

ebit

Inst

ruct

ion

•P

leas

e en

sure

you

fill

out

all

the

info

rmat

ion

requ

ired

.

•Se

nd c

ompl

eted

App

licat

ion

Form

, tog

ethe

r w

ith

com

plet

edD

irec

t D

ebit

Inst

ruct

ion,

to:

The

Mem

bers

hip

Dep

artm

ent,

Com

mun

icat

ions

Wor

kers

’ U

nion

,57

5 N

orth

Cir

cula

r Ro

ad,

Dub

lin 1

. INST

RU

CTI

ON

S TO

PAY

RO

LL

•U

ntil

furth

er n

otic

e an

d co

mm

enci

ng o

n __

____

____

____

____

____

____

, ple

ase

dedu

ct

____

____

____

____

____

____

__ fr

om m

y ba

sic

pay

in r

espe

ct o

f my

cont

ribut

ion

unde

rth

e Sc

hem

e of

ded

uctio

ns o

f Sub

scrip

tions

to S

taff

Ass

ocia

tions

and

pay

that

am

ount

toth

e C

omm

unic

atio

ns W

orke

r’ U

nion

, 575

Nor

th C

ircul

ar R

oad,

Dub

lin, 1

.•

I rec

ogni

se th

at th

ese

dedu

ctio

ns, b

eing

mad

e so

lely

as

a m

easu

re o

f con

veni

ence

to m

e,m

ay b

e te

rmin

ated

at a

ny ti

me.

•I a

lso r

ecog

nise

that

the

ultim

ate

resp

onsi

bilit

y fo

r en

surin

g th

at th

e de

duct

ions

hav

e, in

fact

, be

en m

ade

from

my

pay

rest

with

mys

elf,

and

that

bey

ond

mak

ing

rem

ittan

ces

onfo

ot o

f su

ms

dedu

cted

for

cre

dit t

o th

e ac

coun

t of

my

Uni

on,

the

Com

pany

acc

epts

nore

spon

sibi

lity

of a

ny k

ind

in th

is m

atte

r.