in brief - pseu : public service executive union nov-dec2014.pdf · ongoing as we write. ... future...

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Public Service Executive Union30 Merrion Square, Dublin 2

Tel: 01 – 6767271E-mail: [email protected]: www.pseu.ie

Editor: Seán Carabini ([email protected])

Editorial Assistant: alice McHugh ([email protected])

Commercial Advertising: Margaret Hughes ([email protected])

Transfer Advertising: Gillian o’Sullivan ([email protected])

Printed by: W&G Baird ltd

MembershipUp to 18 November 2014, a total of 191 new members were recruited to the Unionthis year. With the beginning of somerecruitment to the grades that we represent,recruitment to the Union assumes evengreater importance. A tool to assist in theform of a podcast is available on the Unionweb-site (see www.pseu.ie >Info forBranches> Training).

Income ContinuanceMembers will be aware that the Union’sIncome Continuance Scheme is due forrenewal in March 2015 and that theproviders had indicated that the cost waslikely to increase. Members pay 0.85% ofsalary currently but the real cost is 0.99%,the difference being made up by a ‘once-off’contribution in 2014 from Union funds of€250,000. As it is not possible for the Union to pay out money into the schemeindefinitely, there is every likelihood of anincrease in March 2015 for schememembers. The scale of increase will bedetermined by claims experience.Discussions with the providers are ongoing as we write.

Union education and trainingThe Union is in talks with IMPACT regardingthe sharing of training resources. Detailswill issue in due course.

Future of Civil Service Conciliationand arbitration SchemeThis may not seem to many members to bean issue of great consequence. However,since the 1950s, industrial relations in theCivil Service have been conducted through

a Conciliation and Arbitration Scheme.Indeed, the establishment of arbitration wasa major election issue in that period as thethen leader of Fianna Fáil, Eamonn de Valera,was personally opposed to the idea of athird party telling Government what theyought to do. The solution arrived at allowedGovernment to reject arbitration awards butonly with the consent of the Dáil. This hasacted as a great enforcer of third-partyoutcomes and only twice since has aGovernment exercised this provision. Forthis reason, this Union has sought to protectthe scheme. However, it is accurate to saythat it is a system that is slow, cumbersomeand that not all issues are arbitrable. Forthese reasons a majority of Civil Serviceunions favour a move to the use of the Statemachinery i.e. the Labour Court RelationsCommission and the Labour Court. The first step in this direction has beentaken with the Government decision toprovide in legislation for the Minister tohave the power to remove the restriction on Civil Servants having access to the Statemachinery. Much discussion on what is toreplace the current scheme can beanticipated.

executive CommitteeMs. Rhona McEleney (Revenue Group), has been elected to the vacancy on theExecutive Committee that arose due to theresignation of Mr. Ed. O’Connor (RevenueGroup). Congratulations are due to Rhonaon her return to the Executive Committee.Thanks are due to her opponents in the by-election for their candidature and thanksare due to Ed. O’Connor for his contributionto the Union.

InternatIonal

South KoreaThe IUF, representing food, farm and hotelworkers internationally, has started acampaign to have McDonald’s in SouthKorea recognise the rights of employees to organise. The campaign follows thedismissal of McDonald’s employee andtrade union activist Gahyun Lee, who had been vocal on both local andinternational issues. Workers around theworld are asked to sign a petition forGahyun – see www.iuf.org for more details.

Belgium and GreeceAs the failed policies of austerity continuethroughout Europe, protests in a number of European countries begin to intensify. In Belgium, trades union are undertaking amonth-long series of intermittentindustrial action to protest at the policiesof Charles Michel’s government – policiesthat include an additional 10% publicsector pay cut and introduce the conceptof having to work for social securitypayments.

In Greece, talks between the Troika and the government have stalled. Proposedausterity measures have caused a publicbacklash that has seen much of the publicinfrastructure grind to a halt. At the timeof writing, the Greek unemployment ratestands at 26%.

In Brief

Tom GeraghtyE: [email protected]

5

04 PSEU REVIEWNovember/December 2014

Number of people on SocialHousing waiting list in Ireland

“WORTHMAYBE TWO,FAINT, CHEERSWOULD BE MYVERDICT.” toM GeraGHty on tHePSeU BloG, reFleCtInGon tHe reCent BUdGet.

Snapshots

Impact of Budgeton take-home pay by income:• €70k - +1.7%

• €45k - +1.5%

• €25k - +0.5%

Myfriend,yourheroism isgoing to

be its own reward.We will not insultyou by talking aboutsuch a dirty thing asmoney. George Bernard Shaw speaking 100 yearsago about the pay of soldiers and calling,generally, for the equalization of payacross society.

“

”Budget 2015at a glance:

What is it?Launched by the ICTU Youth Committee in October, the Five Rights campaign seeks tohighlight the five rights required by Ireland’s youth to ensure they can become fullyactive participants in Irish society.

Why does it matter?Ireland has extremely high levels of both youth unemployment (c. 25%) and youthemigration – all of which is leading to a sense of youth disenfranchisement in Ireland.

What are the Five Rights?The five rights demanded are:n A Right to a Future in Irelandn A Right to a Jobn A right to decent and secure employmentn A right to equal pay for equal workn A right to collectively bargain with their employers

0.05%Amount of proposed

Financial Transactions Taxproposed by

europeansforfinancialreform.org and endorsed by the

European Trade unionConfederation (EUTC)

61.4%Percentage of unemployed in

Ireland who have been seekingwork for at least 12 months

90,000

suffer domestic abusewhile pregnant.

1 in 8

Number of womenwho suffer domestic

abuse in Ireland.

1 in 5

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t is the time of year whenpeople reflect and then lookforward to the coming year.

In the case of Public Servants anyreflection has to encompass the periodsince 2009 when two, (and in some casesthree), pay cuts were imposed, therewere staff cuts and additional workingtime etc. However, thankfully, the signsfor our economy are good, if still a littletentative, and it appears that we aremoving out of the era of austerity andinto a period of growth.

We have managed in the difficult timesto protect Public Servants fromcompulsory redundancy, to protect thesystem of increments, to protect thestructure of pensions and we haveprotected our members’ annual leavelevels. All of these faced real threats inthat period.


Seasons greetingsand here’s to 2015

I Now our task for 2015 and beyond is to begin the restoration of the lossesimposed on Public Servants. The firststep in that direction was taken in theGovernment decision to repeal Section1B of the Financial Emergency Measuresin the Public Interest, (FEMPI), legislation.This draconian provision gave theMinister the authority to imposeunilateral dis-improvements in PublicServants’ pay and conditions.

The next step will be a claim to bepresented by the Public ServicesCommittee of the ICTU in the first half of 2015 for the ‘unwinding’ of the lossessuffered by Public Servants. In thisregard, the discussions with ourmembers around the country haveidentified the difficulties caused by thefinancial losses imposed and these willbe our priority in any discussions. It isnot wise in such a public forum as this

magazine to go into any details beyondnoting this priority, as identified by ourmembers.

Further major challenges are posed bythe Civil Service Renewal Plan, which willrequire significant ‘teasing out’, (this isdealt with in more detail elsewhere inthis magazine).

Whatever difficulties await us in 2015,our improving economic and fiscalposition should give us hope that after a substantial period of darkness, theremay be light at last. As an end of yearreflection, that is a good note on whichto wish members the greetings of theSeason and to raise a glass, or two, to aHappy and Prosperous New Year.

George MayburyE: [email protected]

the lucky CaSH prize-winner of our Members’ drawnovember / december 2014 is Paul Griffin and he receives€2000. Paul works in an Post. this month’s other winnersare as follows:

€1,000 Brenda Kelleher Social Protection

€1,000 James Jack Justice

€750 Damien Byrne Eircom

€750 Margaret Cahill Revenue

Congratulations to all concerned.

Members’PrizeDraw


07

CHOICES:As Ireland begins toemerge from austerity,what are the choicesthat lie ahead?tom Healy (nerI Institute) and Fergal o'Brien (IBeC) outline their views.


To avoid the terrible mistakes of the past,we need to learn how to do thingsdifferently. This impacts on economicpolicy in areas such as inequality,incomes, financial regulation, industrialdemocracy and the growth of Irishowned enterprises in exports markets.Some of these fundamental goals willtake many decades to fully realise. Butthe work begins here.

In 1984, no-one would have guessedhow far Ireland and Europe would havecome by now – a peace process inNorthern Ireland, the fall of the wall inCentral Europe, the spread of IT, theCeltic Tiger and the crash of 2008.

We need to imagine an Ireland in 2044which is more prosperous, fairer andmore sustainable. But, what would thismean and how exactly would weachieve it? Already, there is pressure toreduce taxes on the highest incomeearners, to continue a policy ofoutsourcing in the public service and toallow the market to determine houseprices (with the risk of astronomical pricerises).

A social vision for the next thirty yearsneeds to be linked to a strategy for theshort-term (the next 12 to 24 months),the medium-term (the next 5 to 10

ecent political and economic debates have focussed on theshort-term and how we can get out of the economic slump.now we need a conversation in the trade union movement

about how the policies and goals of the immediate months aheadrelate to our long-term objectives.

R

A vision and a strategy for the 21st CenturyTrade union movement in Ireland

years) and the long-term (the next 30years). The focus of public policy must beon raising human well-being throughmore and better jobs, a growing,sustainable economy, stronger dynamicand exporting Irish firms including smalland medium-sized businesses, moredemocracy in enterprises where workersand other stakeholders have a say and astronger public service with education,health and accommodation seen ashuman rights and not as commodities tobe restricted on the basis of ability topay.

To make this possible we need adifferent model of development inwhich the state plays a key supportiverole. A separate retail and investmentbanking structure is needed in whichthere is place for a publicly-owned bankto provide a secure place for savers and ameans of prudential lending tohouseholds and small businesses.

The Trade Union movement mustcontinue to (a) educate (b) organise and(c) mobilise. This must concern,especially, those ‘who are not yetmembers of trade unions’ – part-time orprecarious workers, migrant workers,young people not in employment – inaddition to the current 800,000 tradeunion members.

The Nevin Economic Research Institutehas made an initial contribution by wayof its considerable research output overthe last three years. However, morebroadly, the trade union movementneeds to elaborate a more specificstrategy in collaboration with otherEuropean trade unions a policy to:

• invest in people, communities,enterprises and public goods andservices;

• achieve a fair and equitabledistribution of income including aliving wage floor for families andindividual workers; and

• raise the importance of a ‘social wage’funded and paid for by adequatetaxes and social insurancecontributions where everyonecontributes but fairly and inproportion to their means.

Ultimately, the choice is whether we areserious about what needs to be done tobuild a better world for our children andour children’s children. Karl Marx, oncewrote:

The philosophers have onlyinterpreted the world in various ways– the point is however to change it.

tom HealydirectornerI

tom Healy

Ireland’s economy has recovered much stronger and faster thanmost expected. We expect to see GdP growth of about 6% in2014 and 4.5% in 2015. the austerity budgets have now come

to an end and we are clearly entering a phase of very different policyissues. the business community remains very optimistic aboutIreland’s long-term prospects but sees a number of challenges aheadas recovery takes hold.

09

IFergal o’Brien

We have argued for some time thatIreland’s economy has a potential growthrate of between 3% and 4% p.a., which isat least double the average of the EU.Our favourable demographics and thestrength and diversity of our businessesare the main reasons why we believethat Ireland can continue to outperformthe EU average for decades to come.Recovery has gained momentum during2014 and has become much betterbalanced. We are now seeing a growthcontribution from all sectors of theeconomy with personal consumption;investment and net exports allexpanding. In 2015 we expect to seefurther momentum in the consumerspending and investment sectors, inparticular. Both of these sectors of theeconomy remain well below their pre-crisis level and we expect to see furthernormalisation over the coming year.

It is now clear that we have significantinfrastructure deficits right across thecounty. In areas such as transport,

housing, health, education andenvironment, years of underspend areresulting in choke points for recovery.Government must be radically moreambitious in its investment plans forcurrent needs and the futurerequirements of a rapidly growingpopulation. Interest rates are at historiclows – 10-year money is currentlycosting Government less than 1.5% - and we must now seize this window ofopportunity and invest ambitiously.While we currently have a relatively highpublic debt level, this should not be seenas a barrier to investment. Much of theinvestment can be financed off-balancesheet. It is also important, however, thatthe public debt level is viewed in thecontext of Ireland’s growth potential. Iftrend growth is achieved over thecoming decade, Ireland’s debt to GDPlevel will be halved. Just like in the 1990swe can quickly outgrow our debtchallenges, but in order to achieve thiswe must support growth throughinvestment in skills and infrastructure.

We must also see further reform of thetax system in 2015. Tax on work remainsfar too high in this country. The incometax burden is an impediment toemployment and investment. A marginaltax rate which sees more revenue goingto Government than to workers simplydoesn’t make sense. The 9% VAT rate isevidence that lower tax rates can driveextra activity and jobs and ultimatelyresult in higher revenue for theExchequer.

Ireland’s economy has achieved aspectacular turnaround over the pastyear and it can make further progress in2015. The right policy choices must bemade, however, to drive moreinvestment and job creation.

Fergal o’BrienHead of Policy and Chief economistIbec.

Policy priorities for 2015


“ … while it is true … that Colombia is theworst country in the world in which to be atrade unionist, this is a subset of a muchlarger problem. The real problem withColombia is that it is a state whose forcesmurder its own citizens with impunity.”

When Tom Geraghty made this statementto the Oireachtas Joint Committee onForeign Affairs and Trade in October, he did not make it lightly. In July, Tom was amember of a Human Rights delegationthat travelled to Colombia tasked withassessing the situation and to report backwith their findings.

The delegation travelled to Putumayo insouthern Colombia to meet with localtrade union activists and indigenouscommunities to hear about theirexperiences first hand. There had beenparticular difficulty in Putumayo withpolice beatings and brutality used toenforce the activities of oil companiesseeking to exploit the oilfields of PuertoVega. The local residents – mostlyagricultural labourers – were alsoparticularly exercised about government-sanctioned ‘fumigations’ that they believedwere affecting their environment, theirwater supply and their health. In May, fourpeople were murdered by Governmentforces – including a 16-year-old boy.Among the local activists that met the Irishdelegation was Arnoldo Muñoz. Arnoldohad been a youth member of FENSUAGRO,the agricultural workers’ union, a memberof the Patriotic March, and an active

Death ofa TradeUnionActivist

member of his local neighbourhoodcommittee.

In July, against the wishes of the locals, theGovernment awarded a contract to expandoil exploitation in the region to ColombiaVetra Energy. Given the history of thedestruction of the environment caused byoil exploration – and given that the localsare dependent on the environment fortheir livelihoods – they began a series ofprotests. In particular, they blockaded theroads to try to prevent the oil lorriesgetting through.

On 15th September, Arnoldo wasparticipating in one such protest when theESMAD – the Colombian riot police –arrived to violently disperse it. Fourprotesters were wounded by the ESMAD.One of them, Arnoldo, was hit in the side ofthe head by a tear-gas grenade. He wasimmediately knocked unconscious.

The locals, knowing that local hospitals arenot always safe for protesters, drove himfour hours to Quito, across the border inEquador, to seek medical attention.

Arnoldo lingered in a coma for four daysbefore passing away. He was 25 years old.Arnoldo had been killed for protestingagainst the Colombian Government’srefusal to consider the voices of those

whose lives and homes would bedestroyed by their economic policies.

Yuri Quintero – a fellow activist who knewArnoldo – echoed the distress felt by thelocal population at Arnoldo’s killing. “Thegreat pain of his loss is because of the wayhe was killed, but also because of what hemeant to the community - he was a veryactive, helpful youth who was moreconcerned with his community than he waswith himself. He’s a symbol of the struggleof Putumayo. We can’t allow his death toremain in impunity.”

Speaking at the Oireachtas JointCommittee on Foreign Affairs and Trade,the Irish delegation called for the IrishGovernment not to ratify an impendinginternational Free Trade Agreement withColombia and to use what leverage theycould to try and improve the HumanRights situation in Colombia. Echoinggenuine concern at the lack of weightgiven in the trade agreement to HumanRights issues having heard the first-handaccounts of those who have suffered fromstate brutality, Tom Geraghty called on theIrish Government to “delay, at the veryleast, the ratification of this treaty and useit as an opportunity to bring some pressureto bear on the Colombian Government, asit is susceptible to pressure on this issue.”

The Putumayo protest at which Arnoldo Muñoz was killed.

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nclusion Ireland held a very successful Cost of disabilityconference at the Hilton Hotel in Kilmainham in dublinduring September.

• speech and language costs• paying privately for services• loss of power and control• poor quality of services

There is substantial evidence that theadditional, essential and recurring costs of having a disability can place ahousehold at significant risk of povertyand deprivation.

The conference also heard that peoplewith a disability are twice as likely toexperience poverty in comparison topeople without a disability due to theextra costs of having a disability.

To watch YouTube footage from the day – visit:https://www.youtube.com/user/InclusionIreland

Billy HanniganE: [email protected]

Cost of Disability

The speakers included Minister SimonHarris, CEO Paddy Connolly, Dr JohnCullinan, Dr Dorothy Watson, MichaelTaft, Eileen Daly, Claudia Wood, MartinNaughton and Ita Mangan.

A lot of issues arose during the course of the presentations and discussions onthe costs of disability including:• emotional costs• financial costs

I


he annual PSeU diversityForum was held in theconference centre of the

Communication Workers’ Union on27th november and focussed on the topic of ‘Marriage equality’. theevent, hosted by deputy GeneralSecretary Billy Hannigan, featuredpresentations from david Joyce(ICtU equality officer), BrianSheehan (Glen) and rachelMatthews McKay (SIPtU).

Opening the forum, Billy Hannigan noted some of the workplace difficultiesexperienced by people who do not haveequal access to marriage – particularly inthe area of pensions.

David Joyce noted that with anestimated 50,000+ GLBT trade unionmembers in Ireland, ICTU has long been involved in campaigns to ensureworkplace discrimination in this area isnot tolerated.

Brian Sheehan, director of GLEN,reflected on the history of the GLBTrights movement in Ireland and howtrades union had been involved from thevery early days. The first Gay Pride march,he reflected, took place a mere two yearsafter Stonewall in the USA and consistedof five people with placards outside theDepartment of Justice on a Saturdaymorning. Two workmen, there to fitcarpets, were passing by and joined themarch. They themselves were not GLBTrights campaigners per se, but, whenasked why they were participating, one

responded that ‘A picket is a picket is apicket’.

The trade union movement in Irelandhas long been at the vanguard of rightscampaigning in Ireland. It was to thissense of uncovering and eradicatinginequality that Rachel Matthews McKay spoke, calling on trade unionists,regardless of their personal viewpoints,to recognise that there is such aninequality in Ireland and to use theirvoice at the ballot box to correct it.

Brian Sheehan noted that although polls indeed indicate widespread public support for the issue of MarriageEquality, the polling numbers begin toshrink when the demographic of ‘likelyvoters’ is applied. Ireland, he noted, willbe the first country in the world to haveMarriage Equality introduced byreferendum should it pass and will makeIreland stand out not only as a countrythat rejects inequality, but as a countrythat can stand as a beacon to others. He noted that such a vote in Ireland

would bring hope to countries such asThe Gambia, for example, where theGovernment have drawn up a list ofknown gay people and are activelyrounding them up – or Angola, wherebeing gay can attract a penalty up to lifeimprisonment or execution.

In closing, Brian Sheehan noted that hehas often been asked why MarriageEquality matters. His answer was simple.“Because lesbian and gay people loveeach other.”

T

2014 Diversity Forum

Theresa Dwyer (CPSU), BrianSheehan (GLEN) and David Joyce(ICTU) at the Diversity Forum

Rachel Matthews McKay (SIPTU)speaks at the PSEU Diversity Forum

13

An Post Notes

s members are awaretalks on the Staff Sideclaim for a 6% pay rise

are at the lrC. a recommendationreceived on 24th november 2014 proposes an adjournmentuntil april/May 2015 to allowassessment of the impact of theprice rise on stamps on thefinances of the company.

A claim was lodged for considerationat the next staff panel meeting toaddress relativities between HEO/EOgrades and Superintendent grades.

A pay claim for IT staff for payment ofthe HAY movement is being lodgedby PSEU and AHCPS.

Discussions relating to pensionconcerns of former An Post peoplewho were seconded/transferred toPCI were held and a response isawaited from An Post.

The MyStreams time and attendancesystem is currently being rolled outfollowing clarification from the LabourCourt.

Discussions on proposals forcentralisation of certain HR serviceshave taken place and a response from

An Post to issues raised by the branchare to be considered at the nextcommittee meeting. This concerns anumber of our staff at H.Q. who willhave some work transferred out andtake in work currently performed bySuperintendent 1 in the Regions. Theimpact on Training services is also anissue.

An arbitration hearing on a claim bythe staff side for provision of parkingfor those staff affected by the closureof College House was held on 6November 2014. A recommendationis awaited.

The Branch has received a proposalfor the introduction of performancemanagement and development(PMD) for graded staff. No substantivediscussions on the matter have takenplace

A meeting between the branchofficers and union HQ has taken place relating to union rationalisation.A number of issues identified by the branch will receive attention. Afurther meeting is being arranged.

NEWS

Ahe ICtU Global SolidarityCommittee has beenrevamped. the PSeU

nominees remain eugene Quinn aGS, niall Mc Guirk eC and Paul Mc Crea dSP.

At this time of AGM’s members areencouraged to ask their respectivebranches to remember to make theannual contribution to the Solidarityfund.

The ‘What in the World Series’ which ispart sponsored by the union is beingshown for 4 weeks on Monday nightson RTE1 at 11.15 p.m. The first show on1st December 2014 acknowledged thePSEU in the credits. The show can alsobe viewed on RTE Player.

Members are reminded that the link to ICTU Global Solidarity site iswww.ictu.ie/globalsolidarity

SolidarityNotes

Eugene QuinnE: [email protected]


T


nalysis of participation andsuccess of men and womenin executive Committee

elections at PSeU annual delegateConferences 1995 – 2014

On foot of a discussion of our DiversityForm last December the Union hasundertaken an analysis of theparticipation and success rates of menand women in Executive Committeeelections at PSEU Annual DelegateConferences over the period of 20 yearsfrom 1995 to 2014.

An Post Notes

NEWS

Answer:First of all, the money must be paid back.However, the manner in which it shouldbe paid back can vary depending on thenature of the overpayment. For example,overpayments relating to an incrementalpay change should be recovered in thesame quarter (in accordance with Dept.Finance Circular 09/1987) – though someleeway is allowed for cases that wouldcause hardship.

Overpayments resulting from Term Timeshould be recovered by the end of the

Explainer: Overpayments

calendar year – though, again, alternativearrangements for recoupment areallowed (as agreed in General CouncilReport 1375). The same arrangementapplies to overpayments resulting fromaccess to the Shorter Working Yearscheme (see Dept. Finance Circular14/2009).

Ovrepayments of Sick Leave aregoverned by the Payment of Wages Act1991. The Payment of Wages Act createsa space for those in an overpaymentsituation to negotiate a repayment with

their employer. It does not set limitationson this.

Finally – it should be noted that any such repayment arrangements shouldbe negotiated with your employer. A number of members have queried the role of PeoplePoint in such matters.While PeoplePoint can play anadministrative role in repayments, they are not your employer and, thus, have no role in negotiating theterms of a repayment.

The analysis examined actual elections at Conference and their outcomes. By-elections were not included.

The total number of candidates who putthemselves forward for election to theExecutive Committee in the 20 yearperiod was 463.

Of these 324 (69.98%) were men and 139 (30.02%) were women.

Of the 416 successful candidates, 289(69.47%) were men and 127 (30.52%)were women.

This survey suggests that the electionsystems return men and women in equal proportions to their candidature in the period reviewed.

However, with women comprisingalmost 62% of the membership thenumber of women being nominated for election clearly does not reflect thenumbers of women in the Union.


Seán CarabiniE: [email protected]

Question: I am in an overpayment situation (I have been paid morewages than I had expected). How should the repayment be handled?

A

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n october 2014, the taoiseach launched the Civil Service renewalPlan – a three-year plan to establish a “new vision” for the Irish Civil

Service. the plan itself had originally been mooted in the Programme forGovernment, announcing:


I

Civil Service Renewal

“Public service is, and must remain, about serving the public, not making a profit. It is about serving thecommon good, not sectional interests. Real reform of the public sector will require a commitment fromthe whole of government to become more transparent, accountable and efficient.”

The Programme for Government also committed to reviewing the grade structure of the Civil Serviceand to remove mobility barriers.

1717

GoalsThe Civil Service Renewal Planlists some twenty-five ActionPoints, grouping them into thefollowing four areas:

1. A Unified Civil Service -Managing the Civil Service asa single, unified organisation;

2. A Professional Civil Service -Maximising the performanceand potential of all CivilService employees andorganisations;

3. A Responsive Civil Service -Changing our culture,structure and processes sothat we become more agile,flexible and responsive; and

4. An Open and AccountableCivil Service - Continuouslylearning and improving bybeing more open to externalideas, challenge and debate

Against this background, theGovernment established both theIndependent Panel on StrengtheningCivil Service Accountability andPerformance (a panel to which ICTUmade a submission) and theTaskforce on Civil Service Renewal.The new Renewal Plan is aculmination of the work undertakenby both panels.

Launching the plan, Taoiseach EndaKenny noted that Public Servantshave already seen dramatic changesin recent years as a result of thePublic Service savings sought underHaddington Road. “The staff of thePublic Service have responded withincreased flexibility and havecontinued to provide – and in manycases improve services, despite the financial pressures and increaseddemand for services. The Civil ServiceRenewal Programme is anotherimportant milestone in our recoveryplan.”

Media ReactionThe media reaction to the plan was,in many cases, poor. Many fixated onan idea that the plan would make it‘easier’ to ‘fire’ Civil Servants – abaffling talking point given that CivilServants subject to the samedisciplinary rigours as any employeein the State.

Challenges andOpportunitiesWhile the Civil Service Renewal Planhas much to admire, there are somegoals that will need ‘fleshing out’.PSEU General Secretary TomGeraghty noted that the followingAction Points will require furtherexploration:

action 7 - Significantly developStrategic Hr capability

Among the actions proposed is the development of a new HRprofessional stream – although it isnot clear what exactly is intended.However, if this means thatrecruitment to HR Units will bethrough recruitment of staff with HRqualifications solely, it would have tobe viewed as a retrograde step interms of the provision of HR services.

action 8 - open up recruitmentand promotion processes at alllevels

In effect, promotion processes havebeen opened up already with accessfor all Civil Servants to posts acrossstreams and grades. However,worryingly and rather bafflingly, oneof the action points speaks of theintention to “Extend the establishedpolicy of open competition for allsenior management positions(Assistant Principal and above)” Apart from the logistical difficulties inrunning open competitions for allsuch posts, were this action to beimplemented in its entirety, therewould be no promotionopportunities within Departments.Thus, exceptional work performancewould, if this happened, carry novalue in terms of promotion. Frankly,that would be daft, leaving aside theunderstandable concern that ourmembers would have with it. In his


general remarks, the Ministerindicated that all of the proposalswere open for discussion anddevelopment. It goes without sayingthat this Union will seek to have thisprovision applied in a sensible andfair manner rather than in the starkmanner suggested in the text.

action 9 - establish a new sharedmodel for delivering learning anddevelopment

Among other action points isprovision for a Civil Service skills auditand register and opportunities to beprovided for continuous professionaldevelopment. All of this is to bewelcomed.

action 10 - Introduce structuredand transparent talentmanagement programmes to develop future leaders

There is little detail on what thismight mean.

action 11 - Strengthen thePerformance Managementprocess

The action points under this headinginclude an intention to ‘Replace thecurrent ratings scheme with a newmodel of performance assessmentthat is focused on identifyingexcellent performance, leadershippotential and under-performance;and that encourages regularconstructive feed-back’. Presumably,the intention is to discuss the detailof what this might mean with unions.

Equally, a stated intention tostrengthen the disciplinary code to enable managers to act onunderperformance ‘including exits’will also require discussion.

action 13 - Publicly recognisestaff excellence and innovation

This includes annual Civil ServiceExcellence and Innovation awards. Atthe risk of sounding a note of worldweary cynicism, one might be led towonder what was wrong with thetraditional method of rewardingexcellence by relating it to careeradvancement?, (see Action Point 8above).

action 15 - expand career andmobility opportunities for staffacross geographical,organisational and sectoralboundaries

The action points include anintention to advertise all mobility,secondment and transferopportunities in the Civil Service on a single portal. It is likely that thisseemingly simple approach willrequire considerable discussion.

action 16 - re-designorganisational and gradestructures

This provision was well-flagged inadvance and generated muchspeculation. Such rumour spreadingwill have to continue for the present,as the document offers no details.

What Next?Like any plan, this one sets goals.Some of these are non-contentious. Others requirediscussion. Those that impact onour members require to bediscussed with this union.

action 18 - Increase theauthority, flexibility andaccountability managing staffresources by delegating moreresponsibility to departments

In effect, this provision marks the endof the moratorium on Public Servicerecruitment and staffing. Instead ofthe Employment Control Framework,(ECF) that applied to Departments,they will be given multi-annual payallocations within which they candecide on their staffing levels andgrade mix.

action 19 - expand the ICtcapacity of departments andincrease efficiencies by creatingcommon systems andinfrastructure

There is reference to publishing an ICT Strategy. It is to be hoped that such a strategy will concentrate onthe continued waste of taxpayers’money on outside consultants andcontractors. One action point ofinterest is a stated intention toestablish ICT as a professional stream.

19

NEWS

PW commenced the process of contracting the works promised inJanuary 2014 in September 2014. this tendering process took sometime, but was unavoidable due to the rules governing public

procurement and given the scale of work foreseen. oPW formally went to themarket to secure the services of a contractor to complete the necessary work.this process started on the 19th September 2014 with the publication of aprocurement notice on the e-tenders website.

November 13. Those tenders wereassessed and a report is to be finalised byNovember 27th. A letter of intent and aletter of assessment is expected to issueshortly afterwards, and following a shortmobilisation period, OPW hope to startwork on the system around the 9thDecember.

Revenue: Cork Accommodation

The management in Revenue HouseCork have said that they have had noreplies to emails they sent to OPWregarding the work to be carried out.Understandably, staff are concerned that the assurances given by OPW at ameeting held last January would not all be carried out. Management cannotsay what work would be carried out as they had not seen the tenders. It must be noted that at all times, local management attempted to do their best to resolve the issues

Paul Moyer

O

Expressions of Interest from thetendering process were expected by 7October, which was followed by a twoweek pre-qualification assessmentperiod (to 21 October), and tenderdocuments then issued on 23 October.After a further three-week tender pricingperiod, tenders were required by

here continues to beproblems withPeoplePoint and their

application of the Hra, Pensions,SWy and Sick leave etc. I havecontinued to raise these directlywith CSd/PeoplePoint and Iwould ask that when issues arebeing raised directly with me thatmembers include the Case no’s,as it is easier for me to get themto deal with the issue raised if Ihave the Case no..

After a lot of patience exercised byour members following a resolutionadopted at GAC 2014 we have finallygot CSD to agree to allow membersto go back to using the T&A system asof the 10th November. This will entaildouble entry as you will still continueto raise cases through PeoplePointbut the approval will be done by linemanagers on the T&A. This is not idealbut at least flexi balances will be upto date.

Paul Moyer

Revenue: PeoplePoint

TPSEU Branch Officers DiscussThe Outcome of NationwideMeetings on Pay Choices andThe Future of the Trade UnionMovement.


NEWS

in. Indeed, we firmly believe thatmembership of this Union has been ahugely unifying force in all the change.

For its part, the Department itself,recognizing the difficulties attendant tothese changes, has decided that it isnecessary to articulate its Culture andValues. To that end the ManagementBoard of the Dept. engaged AxiomConsulting Partners to evaluate theexisting values, make recommendationsand, perhaps most importantly, suggestan implementation policy.

As this Review goes to press, the reportfrom Axiom, based in large part on theviews of members, is in the process ofbeing launched.

Department of SocialProtection Notes

s members, will be aware of a number of hugechallenges facing both the

dept. of Social Protection itself andits PSeU members over the pastnumber of years.

These challenges arose because of theunprecedented demand for DSP servicesarising from the economic collapse, thechange of emphasis demanded of it bythe Troika in terms of “activating“ theunemployed and the sheer logisticaleffort required to facilitate the transfer toDSP of c. 3000 staff from other areas inthe Public Sector. The PSEU structureswithin DSP have faced particularchallenges as we tried to continue toprovide a voice to those who transferred

The Branch Committee welcome this asanything that goes to enhance the workexperience of our members in the Dept.can only be a good thing.

We very much look forward to readingthe report and trust that it accuratelytakes on board the range of opinions ofthose who contributed.

More detail on the content andimplementation will be given in the nextedition of the Review.

Hopefully DSP Notes in 2015 will havepositive issues to report on and, in themeantime, we can, as Seamus Heaneysuggests in The Cure At Troy,

“BELIEVE THAT A FURTHER SHOREIS REACHABLE FROM HERE”.

Pay and BonusEircom have indicated that they arerolling out the bonus scheme forgraded staff on a phased basis and arecurrently concentrating on technicalgrades. A meeting with the PSEUgrades will be arranged when theyhave final detail on the application toour grades. A small number of peoplehave had preliminary discussion withtheir managers ‘under protest’ pending

eircom Notesthe formal meeting between union andeircom.

Changes to company car policy are alsothe subject of correspondence and ameeting. The union has given eircomnotice it intends to refer this matter to athird party to bring about a resolution.We have been promised a documentbefore Christmas but this is still awaited.

The AGM of the branch will take placein 1 HSQ on 14 January 2015. Allmembers are asked to make an effortto attend.

Members are reminded to bring anyissues of concern to the notice of theBranch Committee through localcommittee representatives or theBranch Secretary, Tony Dowling, [email protected] .

A


Teresa BarrettE: [email protected]

21

Some people have or are in the processof availing of the redeployment optionto the civil or public service under theagreement made at the LRC.

NEWS

he rules governing PrSI contributions require a person for whom acontribution is made to work for at least one day in a PrSIcontribution week. If a person does not work in a contribution week,

then no PrSI contribution may be made in respect of that week.

the start of the tax year on whatever daythe 1st January falls. In 2015 this will starton Thursday 1st January.

As a consequence each PRSIcontribution week will run from Thursdayto Wednesday for 2015. To qualify for aPRSI contribution a person must work atleast one day in a PRSI contributionweek. This means that any work sharerswho work week on/week off on the basis

Work sharing and SocialInsurance Contributions

of a Thursday to Wednesday workpattern will only be awarded 26contributions for 2015 (instead of apossible 52).

If members are working this or any other similar attendance pattern, theywould put at risk their Social Welfareentitlements in 2015 unless they changeto a pattern which would qualify for 52contributions.

0th november was the cut-over date for transfer of the nationallottery licence from an Post national lottery Company to Premierlotteries Ireland. this happened seamlessly for the public and great

credit is due to the staff who facilitated the transition despite manymisgivings. the group of unions in the national lottery had their finalmeeting pre-transfer with Premier lotteries Ireland on 27th november 2014and look forward to a constructive working relationship in the future.

An Post National Lottery Company/Premier Lotteries Ireland

Finally, a special word of thanks to theBranch Chairperson Kevin Dunne, whoavailed of the VS/VER scheme and hasexited the company, for his sterling workon behalf of the members over his careerand especially over the last two years. A fuller tribute to Kevin will be made in alater edition and at the AGM.

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3



An issue relating to final pension salarywas the subject of further clarificationfrom the LRC and members are satisfiedissues of concern are addressed.

As an individual’s attendance patternmay affect a person’s social welfarecontribution record (i.e. not allattendance patterns may reckon as 52contributions in any or every year), it isimportant that members are aware thattheir attendance pattern may affect theirsocial welfare entitlements.

Under existing legislation a contributionweek for PRSI purposes commences at


he Government haveannounced plans to deletesection 2B of the Financial

emergency Measures in the PublicInterest (Fempi) act 2009.

Minister for Public Expenditure andReform Brendan Howlan stated “Section2B was inserted in to the Fempi 2009 Actby the Financial Emergency Measures in

Financial Emergency Measuresin the Public Interest

he regional PartnershipCommittees of the dublinregion and the eSe region

recently had accumulated Hoursprojects approved by the Subcommittee of rdC onaccumulated Hours. the eSeproposals were for the Meath,Wicklow and Waterford districts.

NEWS

n issue arose regarding thetiming of adC next april16th & 17th and the timing

of the Ul exams.

I wrote to Training Branch regarding thisand I am pleased to report I managed tohave the dates for the UL examschanged so that members wishing toattend ADC but who are also doing theirexam can do so. The UL exams will notbe held on the 16th or 17th April 2015 tofacilitate this.

Paul Moyer

the Public Interest Act 2013 as a limitedcontingency measure in the event nocollective agreement was concludedwith staff associations and trade unionsfollowing the negotiations leading up tothe Haddington Road agreement.”

The deletion of this section is, he noted,a ‘recognition’ that it is no longer needed.

Revenue:UL Exams

Revenue:Accumulated Hours

The Accumulated Hours project thatwas run for the Sligo Fleadh wasdeemed as success. 1 x AP, 1 x HEO, 2 x EOs, 1 x SO and 3 x COs hadparticipated in this project where 131businesses visited, 208 new employeeswere discovered and 10 businessregistrations were completed.

Paul Moyer

The deletion of section 2B – a sectionthat gives wide-ranging powers on theGovernment to alter the pay andconditions of Public Servants – is seen asa welcome development by many in theTrade Union movement and signals thefirst step, many believe, on the road torestoration and recovery.

Seán CarabiniE: [email protected]

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om McCann, who passedaway in october was along-time activist in this

Union. He served as a Branchofficer and a member of theexecutive Committee in the late1980s into the 1990s.

Tom’s first union experiences were as ayoung Shop Steward in the Kapp andPeterson factory where, as he recalled it,factory workers paid their unionsubscriptions to him ‘religiously everyweek, without fail’. In time, much to thebenefit of the members of this union,Tom found himself in the Department ofTransport and later in the Irish AviationAuthority, (IAA), and he threw himself, incharacteristic style, into activism onbehalf of our members there and atnational level.

He grew up in the south inner city ofDublin and wrote often in these pages ofhis experiences as a boy being educatedin James’s Street by the ChristianBrothers. He was immensely proud of hisroots and of the community from whichhe came. I remember one article, inparticular, about him swimming in hisyouth in the section of the Grand Canal,later filled in, along which the Luas linenow runs between Good Counsel GAA

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An Appreciation by Tom Geraghty

club in Drimnagh and Rialto. In his lastarticle for the magazine he wrote of afuneral fund that he helped to set up inmemory of a woman called Eileen Porter,which came to be called the ‘PorterFund’, a name which he observed intypically wry style ‘in time becamesingularly appropriate’.

Tom moved back to Drimnagh someyears before he retired. Once there hebecame an active member of theGuinness Bowling Club on Crumlin Roadand, typically, he involved himself in therunning of the club.

Sadly for Tom, just a few weeks after heretired from the IAA at the end of 2001,he had a severe stroke, which left himunable to communicate and wheelchairbound. Those who remember Tom for hiswitty speeches at ADC and for his funnyarticles in this magazine, will know howdifficult this must have been for him.However, with the help of his family anda devoted carer, Martin, Tom was able tocontinue to live at home and to have areasonably normal existence. He evenmanaged to get to the Guinness club fora few pints most days. It was the leastthat a good and decent man deserved.

At a time when this country last facedmajor economic challenges in the 1980s,many of the suggested solutions to ourproblems differed little from currentnarratives. Tom McCann played a role inthis organisation in helping to keep uson the correct road, one that led, in time,to Social Partnership and to economicprosperity. He sought nothing for hiscommitment other than the satisfactionof helping people. He should beremembered for that and for hiskindness, good humour and sense offun.

He had the best of trade union values.

Our thoughts are with Tom’s children,grand-children and siblings, (plus Martinand his wife). Tom’s brother, Brendan,told me that the night before the funeral,Tom’s family gathered around the bed onwhich his body was laid out and, holdinghands, they sang to him. He would haveloved that.

May he rest in peace.

Tom McCann - R.I.P.



nd09EO, Office of Public Works,Claremorris , wishes to transfer toDept of Social Protection Offices ,Castlebar, Westport.Flexi time & freeparking facilities available.

nd10EO Office of Public Works,Claremorris, wishes to transfer toDept of Agriculture, Fisheries & FoodOffices, Castlebar .Flexi time & freecar parling facilities available.

nd11HEO, Full Time, Central StatisticsOffice, Rathmines Dublin 6 seekshead to head transfer to GovernmentDepartment/Office in Midlandsregion (Laois/Offaly/Kildare/Carlow)for family reasons. Friendly officeatmosphere with interesting andchallenging work. Car park and Flexitime available.

nd12HEO (Auditor, Office of theComptroller and Auditor General)seeks a transfer to any GovernmentDepartment / Office in Dublin Citycentre or Dublin northside. Must be aqualified accountant or currentlystudying for an accountancyqualification. Flexi-time and parkingavailable.

nd04HEO - Office of the Comptroller &Auditor General (Dublin 2) - seekshead to head transfer to anotherdepartment / office in the Naas,broader Kildare, West Wicklow, SouthCounty Dublin area for family &commuting reasons. Flexi - time &car parking available. Must be aqualified / nearly qualifiedaccountant.

nd05HEO (formerly CWO) (Full time) inDept. of Social Protection, Cork Cityseeks transfer to any GovernmentDepartment in Ennis, Limerick, Gortor Kilrush. Transfer for domesticreasons.

nd06EO, Full-time, Irish Prison Service,Longford seeks a head-to-headtransfer to the Department of SocialProtection, Longford. Very friendlyoffice with flexi time, free parkingand free gym membership.

nd07Full time EO working in Garda Station– Dublin south-side seeking transferto the Department of Justice forpersonal reasons. Friendly office.

nd08EO, Office of Public Works,Claremorris, wishes to transfer toCourts Service Offices, Castlebar,Westport.Flexi time & free parkingfacilities available.

nd01EO (DPP’s Office, Infirmary Road,Dublin 7) seeks transfer toGovernment Dept in Dublin CityCentre. Busy Office, flexi time and car parking available.

nd02HEO (Full Time, Flexi, access toparking) Dept. Of Agriculture KildareStreet. Seeking transfer to otherDublin city office to further careerexperience.

nd03HEO,Tullamore seeks transfer to anyDepartment in Athy /Portlaoise/Athlone for commutingreasons.Friendly & interesting workenvironment. Flexitime, canteen andcar parking available.

If you wish to advertise for a transfer,please email the text you require publishedand your name and daytime phone no. oremail address which will remainconfidential to [email protected]

Should you wish to reply to a transfer,please email your name and daytimephone no., your current location and anyother relevant details which we will thenforward to the person who placed the ad.Please ensure that you quote the numberof the ad in your reply.

advertisements for transfers will run in oneedition of the magazine only. editorialdiscretion applies. If you do not secure atransfer and want to run an ad in the nextedition, please make contact with Gilliano’Sullivan or email [email protected]

Transfers and Job Sharing

2525

Wexford in an ordinary EO post.Flexi-time & Parking available.Current post would suit someonewith I.T. experience or qualification.

nd19EO (full time) Department ofAgriculture, Food & the Marine,Clonakilty, Co. Cork seeks head tohead transfer to any GovernmentDepartment in Dublin foraccommodation reasons. Veryfriendly office with flexi time, canteenand free car parking available.

nd20EO Dept of Social Protection Anne StWexford seeks head to head transferto any Government Dept in Wexfordarea for personal reasons. Flexi-timeand carparking available.

nd21EO Courts Service, Limerick seekstransfer to any other department inLimerick City or Clare. Flexi-time andcar parking available.

nd22EO (full time) Central Statistics Office,Cork, seeks transfer to Dungarvan orFermoy for commuting reasons.Friendly office with flexitime, canteenand carpark.

nd23EO, Revenue Commissioners,Customs Division, Nenagh, Co.Tipperary seeks a transfer to anyGovernment Office in Thurles,Clonmel or Kilkenny for commutingreasons. Free car parking & flexi timeavailable.

nd24HEO, (Auditor, Office of theComptroller and Auditor General)seeks a transfer to any GovernmentDepartment/Office in the DublinWest area or Dublin city centre.Especially interested in Revenue tobroaden experience. Must be aqualified accountant, or currentlystudying for an accountancyqualification. Flexi-time and parkingavailable.

nd25HEO (full time), Department of PublicExpenditure and Reform, MerrionStreet, Dublin 2, seeks transfer to anyGovernment Department or Office incounties Sligo, Mayo, Roscommon,Leitrim or Longford for personalreasons. City centre location. Flexi time available.

nd26HEO, Revenue Commissioners,Dublin Castle seeks a head-to-headtransfer to the Dept. of Educationand Skills (Dublin) or the Dept. ofChildren and Youth Affairs.

nd27EO, full time, Dept of Education &Skills, Cork seeks transfer to anyGovernment Department in Cork tobroaden experience. Very friendlyoffice, car parking & flexi timeavailable.

nd13HEO, Central Statistics Office, Corkseeks head to head transfer toGovernment Department/Office inClare / Limerick / Galway for familyreasons. Friendly office atmospherewith interesting and challengingwork. Car park and Flexi timeavailable.

nd14HEO Department of Justice Killarneyseeks head to head transfer to anyGovernment Department in the CorkKerry Region. Flexi and free parkingavailable.

nd15EO full time Property RegistrationAuthority, Roscommon seeks transferto any Government Department inKildare, Portarlington, Portlaoise,Athy, Newbridge, Naas or Tullamorefor family reasons.

nd16E.O. Full Time, Central Statistics Office,Cork seeks transfer to a GovernmentDepartment in the Cork area tobroaden experience. Friendly office,flexi time, canteen and car parkingavailable.

nd17EO on 3 day week Social Protection,Hanover St., seeks head to headtransfer to Revenue Blackpool forcommuting reasons. Will be based inAbbeycourt House from early 2015.

nd18EO (JSA) (full time) I.T. Section, GardaH.Q., Phoenix Pk, Dublin 8 seekstransfer to any govt. Office/dept inWicklow/South Dublin/North


t the 2014 PSeU Conference,General Secretary tomGeraghty asked all members

to try and recruit as many people aspossible into the PSeU ranks.

As things stand, the PSEU representsabout 9 in 10 of the employees that wecould represent. While this might, on theface of it, seem positive, it is importantthat we all try to improve on that number.

Why does it matter?There are a number of reasons thatrecruitment matters. First and foremost,the more people we have, the strongerour voice. Coming into 2015, a year inwhich we anticipate pay talks, it is vitalthat we are as strong as we possibly canbe. The more voices we add, the louderour demands will be. Plain and simple. It is also a fact that the bigger ourmembership, the better chance we willhave at controlling the costs of schemessuch as our Income Continuance plan.Recruitment matters.

How to approach a non-memberThe PSEU have developed a ‘RecruitmentToolbox’ (available on www.pseu.ie >Info for Branches > Training). Here, youwill find all the application forms, etc,that will be needed. There is also a shortpodcast that guides members throughthe process of approaching a non-member. Finally, it includes a list of ‘those

tricky questions’ that you mightencounter.

those tricky QuestionsA full list of ‘Those Tricky Questions’ canbe found on our website. Here’s a flavourof the questions you might encounter.

I won’t join. I can represent myself

The Irish Public Service is set up tonegotiate with groups – not withindividuals. Apart from anything else, thismakes perfect practical sense. Do youuse PMDS? If so, your PMDS may giveyou a say in how you achieve yourworkload – but it does not give you anysay on your terms and conditions.

Additionally, if you ever need assistancebecause of a grievance – we have theexpertise in how cases are written andpresented. And the cost of accessingthat expertise is simply your union fees.

I won’t join. The unions are a relic ofdays passed.

Ireland is an increasingly unequal society.Studies show that nearly 17% of ourworking population suffer deprivation.13% of Irish people cannot heat theirhomes properly. Studies as recent as2012 show over 750,000 people at risk offalling into poverty. The trade unionmovement has provided an alternativeeconomic voice in relation to income

inequality and austerity. Join us and helpus to remind those at the levers of powerthat an economy is not made of money.It is made of people.

And if you think that the work of unionsis done, consider this:

There is still, for example, a gender paygap in Ireland of about 13.6%. If you’re awoman working in Ireland, you will, onaverage, earn 13.6% less than a manworking in the same industry. Thisdifference changes in different sectors. In professional and technical areas,where rate of union membership aretraditionally low, that gap is over 30%. In public administration, one of the most unionised sectors in the country,the gap is less than 5.

In relation to family friendly matters – did you know that every single familyfriendly workplace arrangementcurrently in place was negotiated bytrade unions? Think of Parental leave,Flexi Time and the Shorter Working Yearschemes. These and other similarschemes don’t negotiate themselves.They come from ideas – put forward byemployees – and negotiated into life bytheir trade unions.

The trade union movement needsnumbers. The bigger we are, the morewe can achieve. Protect your tomorrowby recruiting someone today.

Protect Tomorrow: Recruit Someone Today

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The ISMA was founded with the goal ofhelping men to find a safe cultural spacein which they can socialize, focus onprojects and set up their own events allwith the underlying goal of promotinggood mental health.

“Good health is based on many factorsincluding feeling good about yourself,being productive and valuable to yourcommunity, connecting to friends andmaintaining an active body and an active mind. Becoming a member of a

Community Men’s Shed gives a man thatsafe and busy environment where hecan find many of these things in anatmosphere of friendship. And,importantly, there is no pressure. Mencan just come and have a chat and acuppa if that is all they’re looking for,”stated Mr. Enoy. “Members of Men’sSheds can come from all walks of life –the bond that unites them is that theyare men with time on their hands andthey would like something meaningfulto do with that time.”

The ISMA describes the Shed as adedicated, friendly and welcomingmeeting place where men can gather.Men’s Sheds are open to all menregardless of age, background or ability –a place where skills and knowledge canbe shared and learned. New membersare, of course, always welcome. The ISMEis there to support communities andorganisations who are involved and whowould like to become involved.

Recently, the Civil Service Charities Fundgranted €11,000 to the ISMA to helpthem to develop a downloadable Men’sShed manual. If you would like to findout more about the Fund or would liketo become a member please visitwww.civilservicecharitiesfund.ie. Formore information about Men’s Sheds,please visit www.menssheds.ie.

The Civil ServiceCharities Fund GivesMen In Sheds A Plan

Mr. John enoy, Ceo of the Irish Men’s Shed association(IMSa): “Most men have learned from our culture that theydon’t talk about feelings and emotions. there has been littleencouragement for men to take an interest in their ownhealth and well-being. Unlike women, most men are reluctantto talk about their emotions and that means that they usually don’t ask forhelp. Probably because of this many men are less healthy than women, theydrink more, take more risks and they suffer more from isolation, lonelinessand depression.

PSEU Branch Officers Discuss The Outcome of Nationwide Meetings on Pay Choices and The Future of theTrade Union Movement.


When did you start writing?My husband and I have run our owncompany – Just Curtains – for years. Wewere putting in phenomenal hours – ahundred hours some weeks. I knew that Ineeded to stop this or to make sure itwasn’t all I was doing. I decided I mightdo a bit of writing. A lot of writers writeabout their family and so I did the same.In my first book, I wrote about mygrandparents – their story, theirelopement. The book – Fairfields – it’ssort of fact-fiction – the basic story ismostly true and the place it was set inCork is still there.

What was your first publishedbook?It was a life saga/love story. It was called“The Married Woman”. We published itourselves and contacted the shopsdirectly to sell it. It sold very well.

tell me about the lauralynnChildren’s Hospice.The profits from the books go directly tothe LauraLynn Children’s Hospice. I waswriting for a few years and had a coupleof books written. I heard Jane McKenna -one of the LauraLynn parents - on theradio. And it was such a tragic story. I wassitting in work and was just caught up inthe whole story of Laura and Lynn and ofhow the LauraLynn Children’s Hospicewas founded. I wanted to do somethingand I thought I’d publish and sell mybooks for them. I got in touch with them

and, to be honest, I think they thought Iwas mad. That’s when we got it up andrunning. We made about €10k for themon the first book. We have eight now. Todate, we’ve raised €250k for LauraLynn -but it’s still only a drop in the ocean. The LauraLynn Children’s Hospice takes€2m to run each year with thelauralynn@home programme costingabout €800k per region.

For those who don’t know muchabout the lauralynn Children’sHospice, can you tell me a bitmore about them?The LauraLynn Children’s Hospice looksafter children with life-threatening illnessand who need twenty-four hour care. Itis wonderful help for children and forfamilies. Even if they can only give afamily a couple of day’s help a month, itcan make all the difference. I met amother recently who has a child in thissituation. She told me that she hasactually forgotten how to sleep. Can youimagine that?

tell me about your latest book.My latest is called “1916 - A Story ofOrdinary Folk Caught Up in the Rising”. Itis about fictional characters swept up inthe events of the rising. All the facts ofthe rising itself and many of theanecdotes are true. My characters arefictional though - ordinary people. Thereare four families - one from the CuffeStreet tenements, an upper-class familyfrom Blackrock and two middle families.The characters ‘hit off’ each other overthe course of the week of the Rising. The

book starts off at the beginning of 1916and finishes on Christmas Eve - whenthey all returned from Frongoch.

Where can it be purchased?We mainly sell at shows - like thePloughing Show, the big craft fairs - wedo about 13 or 14 shows a year. You’ll seeus at the RDS shows – Ideal Homes, Craft& Design fair, etc. It can be tough goingto sell - but we get some help. We alsoget great help from Cyclone Couriers andSouthside Storage. And my husband -Arthur McGuinness - does it all with me.You can also buy it online atwww.franobrien.net with all the profitsgoing directly to the LauraLynnChildren’s Hospice.

ConversationsINTERVIEW

C o M P e t I t I o nThe PSEU has five copies of 1916 togive away to our members. To be inwith a chance of winning, pleaseemail your answer to the followingquestion to [email protected](remembering to put Lauralynn inthe subject line:

Q: on what date did the 1916rising begin?

a) 24th April 1916b) 24th July 1916c) 24th November 1916

Closing date for entries: January16th 2015. Correct entries will beentered into a draw.

Author Fran O’Brien


across1. Two companies on this Don Ameche film

from 1985 (6)4. Enemy of 2 down. (5)8. Fruity consumer electronics company (5)9. Li (7)10. Biblical character said to have had 700

wives, yet was considered wise. (7)11. Trainer of 1993 and 2002 Melbourne

Cup winners (4)12. Twenty second letter of Greek

alphabet (3)14. Couturier that created the New

Look (4)15. A few shots of whiskey could cause you

to spin back (4)18. Footballers Luis and Daniel and Alan

and Chris (3)21. This ran didn’t win (4)23. And 28 across - Nickname of the New

Zealand basketball team (3,4)25. Henri de Toulouse... (7)26. Small, en France (5)27. Homes for 22 down (5)28. See 23 across (6)

down1. Sounds like a section of a legal

document comes at Christmas (6)2. Eccleston, Tennant, Smith and .. (7)3. Dutchman Marc is on top of the

planet (8)4. Obligation or tax. Can be free (4)5. Longest river in France (5)6. The dragon is in an OK mood (6)7. Scorer of first Golden Goal in World Cup

history (5)13. International police organisation and

New York rock band (8)16. Capable of being molded, like a credit

card (7)17. Two novices in a can find a home for the

Christian Brothers founder (6)19. Michael was Wimbledon champion in

1991 (5)20. Slow-moving arboreal mammals (6)22. Southern auks go back for different

birds (5)24. Greek god of war - son of Zeus and

Hera (4)

Tonox 06/14

Name:

Work Address:

Union Branch:

1890 989 511CALL US ON

SPONSORED BY

Solutions to Tonox 05/14aCroSS

7. Mikado 8. Icarus 9. Gaol 10. Isabella11. Celtic Tiger 14. John Keating 18. Magazine19. Dope 20. Polish 21. Prague

doWn

1. Minaret 2. Paul 3. Zodiac4. Kigali 5. Pavement 6. Dukla 12. Thoracic 13. Snaps up 15. Neighs16. Exempt 17. Aaron 19. Dray

The winner of Tonox No. 05/14 is: John tierney, Property Registration Authority,Chancer Street, Dublin 7.

A prize of €65 will be awarded to the first correct solution opened.

Crossword entries for Tonox 06/14 should be addressed to:

the editor, Public Service review, 30 Merrion Square, dublin 2 to arrive notlater than Friday 9 January 2015.

in brief - pseu : public service executive union nov-dec2014.pdf · ongoing as we write. ... future...

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