2016
Civil Public and Services Union
ANNUAL
REPORT
CPSU
\\ANNUAL DELEGATE
CONFERENCE 2016
This year’s ADC will be held at
the INEC, Killarney, Co Kerry on
April 21st, 22nd and 23rd
\\ACKNOWLEDGEMENTS
Editing, design and layout:
Brazier Media
<e> [email protected]
Picture credits: Moya Nolan; Photoline; ICTU; RollingNews.ie
Printers:
Mahons, Dublin
\\CONTENTS
Foreword <6>
Presidential Review <14>
Executive Committee 2015 <18>
GENERAL COUNCIL
New claims <22>
Sick leave changes <23>
New overpayment policy <27>
Redeployment <27>
Performance Management System <28>
LRA: Flexi and pay <33>
CIVIL SERVICE
& STATE AGENCIES
Department of Justice & Equality <36>
Garda Area <40>
Courts Service <43>
Department of Social Protection <44>
Partnership in Social Protection <51>
Revenue Commissioners <52>
Partnership in Revenue <55>
Department of Agriculture <58>
Department of Education <59>
Tailte Eireann <61>
SEMI-STATE & PRIVATE SECTOR
An Post <64>
eir <67>
POLICY & ADVISORY COMMITTEES
Disability Committee <72>
Visually Impaired Branch <73>
Equality Report <74>
Youth <79>
BUDGET SUBMISSIONS/ISSUES
Pre-Budget 2016 Statement <82>
Budget 2016 Comment <87>
Right2Water <88>
M.I.R.U./TRAINING
M.I.R.U. <92>
Workplace Relations Act <93>
Training <95>
APPENDICES
1. It’s time for RESTORATION!
<98>
2. Lansdowne Road Agreement <102>
3. Code of Conduct - Executive Committee <108>
4. Executive Committee elections <112>
5. Executive Committee Attendance <115>
6. Training Courses Attendance <119>
7. Pay Scales <120>
<6> CPSU 2016
\\FOREWORD
>> Overview
The year of 2015 saw a beginning of the end
to imposed pay cuts, pension levies, unpaid additional hours, the moratorium on recruitment
and promotions in the Civil and Public Service.
We endured seven years of hardship and unjust
attacks on ordinary workers amid a trail of social
destruction featuring homelessness, increasing
childhood poverty, a health service in further crisis, job losses and emigration. Nothing in living
memory has come close to the impact of the
Government’s austerity programme on the
weakest in society.
We have truly witnessed an era where the
‘haves’ not only escaped the worst of the economic and fiscal crisis but the ‘have nots’ were
driven into further poverty in order to pay for
the mistakes of the political and business establishment. Faced with this overwhelming assault
on the living standards of workers and the less
well-off in society, organised labour in our trade
unions has had to batten down the hatches
while our enemies in business, the media and
academia seized the opportunity presented by
the collapse to try turn worker against worker,
union member against union leadership.
The battle is far from being over but at the
end of 2015 it is good to report the achievement of a ‘flat rate’ improvement in take home
pay achieved in the Lansdowne Road Agreement (LRA) in early summer. For the first time in
over 30 years we and our sister unions in the
ICTU Public Service Committee worked positively together to secure a pay agreement which
sees each public sector worker regardless of
pay point or pay scale receiving the same increase in monetary terms. Yes, more money
should had been put on the table by Government but while there remains pay cuts and additional hours to be restored/reversed, we can
honestly say the less well-off faired best in the
LRA deal.
>> RESTORATION NOW!
In last year’s Annual Report we noted the outcome of our online survey of members that autumn would underpin a campaign for
RESTORATION which would be launched in the
first months of 2015. That survey gave us the
following order of preference by the members
in any campaign and negotiations on pay and
conditions restoration – the priorities in order
were: 1. Removal of the Pension Levy, 2.
Restoration of 2010 pay cuts, 3. Removal of the
USC for lower paid workers and, finally, 4. The
roll back of the Haddington Road Agreement
(HRA) changes in conditions such as unpaid additional hours and overtime rates etc.
The Pay & Conditions Sub-Committee worked
on the details of a comprehensive RESTORATION NOW! Campaign which set out the impact of the austerity cuts on the lives of
individual members, the demands of the union
based on the online survey results, the case for
an equitable pay restoration using a ‘flat rate’
mechanism and a set of conditions for the
opening of new talks with Government as the
employer. A new website, Facebook and Twitter
accounts were launched while a revamped Aontas gave extensive coverage to the details of
our campaign including an eight-page special
supplement in the March – April edition. Media
Conferences were called and direct lobbying of
politicians took place. Our ADC in Killarney in
April was the focal point of the Campaign and
it secured considerable media coverage. A few
weeks later, the ICTU Public Service Unions decided to accept an invitation from Government
to open talks on pay and conditions restoration.
It’s reasonable to say our RESTORATION NOW!
Campaign played no small part in influencing
the employer and indeed our sister unions that
the case for lower paid workers was undeniable.
>> Lansdowne Road Agreement
The talks were held in the context of the provisions in the HRA and Croke Park Agreements
that when the economic conditions permitted
talks on the restoration of pay prioritising earnings of €35,000 could commence. Although the
HRA still had a year or so to run, two weeks of
negotiations got under way in the Workplace
Relations Commission offices at Lansdowne
House in mid-May. From the outset we set our
four priorities identified in our survey. As any
change in USC would affect all workers private
and public sectors and it’s primarily a budgetary
matter Government would not engage with us.
We and the other unions were also told there
could be no roll back on the two additional unpaid hours in the HRA – that they could not be
put on the agenda as Government had decreed
they were not for discussion.
This caused a dilemma for the 19 public service unions. It was made clear Government was
prepared to discuss restoring the pay lost
through the pension levy for lower earners and
to pay a flat rate increase in pay favouring the
same workers but only if we accepted the ruling
on the HRA hours. We decided to stay put as to
walk out at that point would leave the other
unions remaining to shape a pay deal, a pay
deal we knew could be shaped by us to look
after our lowest paid members first. Our policy
CPSU 2016 <7>
<8> CPSU 2016
to secure a ‘flat rate increase approach’ had
been our policy for 30 years – in fairness we had
no option but to work with the other unions to
get the best possible from the talks as the ‘flat
rate’ approach was being accepted as the best
one by the majority of unions present on this occasion.
With a limit of approximately €270 million per
year being made available by Government for
each year of a two-year plus agreement we
knew we could not remove the effect of the
pension levy and the 2010 pay cut for all our
members but we could and did fashion a deal
which, by the end of the deal in 2018, will see
the take home pay of those up to the mid-point
of the CO scale restored to that which existed
before the pension levy and 2010 pay cut were
imposed. Further a new pay determination
mechanism is to be put in place and that creates
the potential to address the remaining pay cuts
and the roll back of the cuts in terms and conditions imposed under the HRA.
The details of the deal were concluded in
early June and a period of consultation with the
branches was put in place before a membership
ballot in late August and early September. The
Executive listened carefully and while unhappy
about the failure to restore pay cuts and roll
back the hours in full accepted that we had secured a very positive start on the road to
Restoration. The recommendation for a ‘Yes’
vote on balance was reflected in a ballot outcome of 69% for the deal and 31% against.
>> Civil Service Reform Plan
The LRA provides for the continuation of discussions and implementation of the Government’s Civil Service Renewal Plan and this has a
number of potentially major issues for the CPSU
– not least outsourcing, grade restructuring and
revision of policies and procedures for handling
HR & IR matters.
(i) Outsourcing: The LRA has additional protections for unions and their members on the
outsourcing of services to the private sector.
There has been a growing increase in the number of call-centre-based customer service talks
to the private sector not least the LPT Call Centre in Revenue. At this stage we estimate over
€11 million of taxpayers money has gone to a
private company providing initial point of contact for the public. This could have been used
to create a new shared service call centre facility
for public service customer service requirements
recruiting several hundred new administrative
workers on more secure terms and conditions
than apply in the private sector. We will continue to challenge Revenue and any other De-
CPSU 2016 <9>
<10> CPSU 2016
partment which seeks to outsource work which
is that of our grades through the procedures including the provisions of the LRA. We know our
members are more than capable of performing
this work efficiently and, more importantly, in
the interests of the citizens of the State rather
than in the pursuit of profit margins for a private
business elite.
(ii) Grade Restructuring: During the course
of the LRA negotiations we raised the provisions
on Grade Restructuring in the Reform Plan citing our well-established union policy of protecting the SO grade as an internal promotional
opportunity for Clerical Officers in the Civil Service while seeking other promotional opportunities for exiting SO members provided any
subsequent SO vacancies are backfilled at SO
level by COs. We sought the immediate holding
of an Inter Departmental SO Competition but
no commitment was forthcoming. We sought
clarification of the Reform Plan clause with specific reference to the SO grade but nothing was
forthcoming here either. Subsequently we took
a case in Revenue on outstanding SO vacancies
to the Arbitrator which resulted in Revenue
being told to hold a competition for SO in due
course.
Each request from Head Office at direct meetings with DPER management and at General
Council over 2015 failed to get a clear position
from management on what they had planned
under grade restructuring for the SO and EO
grades, or any other grade for that matter. However, days before the holiday break in December, we received an email invitation to meet
with DPER under the auspices of General Council to discuss the integration of the SO and EO
grades. This will happen in early January.
There has been a lot of innuendo, untrue and
frankly mischievous commentary in ‘round
robin’ emails on the union’s position on the integration of the SO grade into that of the EO
represented by the PSEU. Head Office and the
Executive must stand by and articulate the policy decided by Annual Conference – most recently Motion 96 at ADC 2014. If something
alternative is put on the table by DPER under
the Civil Service Reform Plan, then the Executive and Head Office will consider that in the
context of our Conference Policy and the provisions of the Lansdowne Road Agreement.
(iii) Policies & Procedures: The Reform Plan
envisages a number of initiatives to review and
modernise a range of policies and procedures
for the orderly carrying out of industrial relations
and human resources management in the Civil
Service. These will be reported on in detail later
in the Annual Report under the General Council
Section. However, considerable work and effort
has been put into this by our Head Office team
led by Deputy General Secretary Derek Mullen
over the last year. Among the issues were
PMDS, Disciplinary Code and Sick Leave. Difficulties continue at the PeoplePoint Shared Services facility while there is a compelling need for
the issue of childcare to be engaged with by
DPER. The revised Anti-Bullying, Harassment
and Sexual Harassment Policy in the Civil Service handled in Head Office by Equality Officer
Theresa Dwyer was signed off this year also.
>> Recruitment & Promotion
2015 saw a return to recruitment of Clerical
Officers into the Civil Service across many Departments. Many hundreds were expected to
be brought into the service by the end of the
year with over 290 taken in in Revenue alone.
This raises a challenge for all Branch activists
and local union representatives to get union
membership on to the agenda for the many induction meetings which will be held across the
service as more recruits arrive in 2016. At the
same time promotions have begun to increase
across the service with significant numbers in
Revenue and Social Protection. This has meant
a loss of experienced union activists in some offices and this too is a real challenge to Branches
across the country to fill vacancies on Branch
Committees.
For its part Head Office is working on a new
Recruitment Campaign which will be a focus for
ADC 2016 while reviewing our Branch Officers
training programmes with a view to introducing
a shorter half day workplace representative
course for roll out across the country in the
spring of 2016.
>> Branch Restructuring
The Executive set up a Branch Restructuring
Sub-Committee as part of the mid to longer
term Building a Better Union strategy agreed at
ADC 2012. We currently have 81 Branches split
roughly 50/50 between General and/or Provincial units of organisation and Departmental
and/or Dublin-based units of organisation. Decentralisation and Departmental reorganisation
has impacted on our structure over the last five
to 10 years. It is clear that some branches are
finding it difficult to operate as they would like
or as is envisaged by the Rules of the union.
A detailed review of these branches and a
range of options were reported to the Executive
Committee Seminar in September and it has
been agreed that a number of branches should
be approached with a view to getting agreement to hold necessary ballots of members to
CPSU 2016 <11>
Deputy General Secretary Derek Mullen at the unveiling in the CPSU boardroom of the artwork commemorating those who lost their lives in
the horrific Rana Plaza factory collapse. Artist Sheila Stone, beside AGS Paul MacSweeney, looks on in the background
approve mergers or amalgamations with other
branches to help improve organisation and
members servicing. It is noted the Rules of the
union envisage the existence of sub-sections or
sub-branches to carry our work on behalf of
members in those sections while at the same
time providing for an over-arching Branch Committee and structure to engage with the formal
structures of the union itself.
A number of branches have either engaged in
this process or are considering it at year end. All
our Eircom regionally-based branches have now
merged into one nationally based eir Branch,
while Dublin North and Dublin South SP
Branches are hoping to come together. Up to
six central branches are considering proposals
for a Dublin Central Branch. These are Jobs Enterprise and Innovation, Arts, Heritage &
Gaeltacht Affairs, Transport, Tourism & Sport,
CENR, Oireachtas and Taoiseach’s. A number of
Revenue Branches in Dublin are being looked
at while the scope for restructuring other SP
Branches in Dublin is being considered.
>> Benefits to members
For a number of years and in response to the
impact of austerity-driven pay cuts on members
we have sought to improve the benefits avail-
able to members through our own Benefits
Scheme. This has seen members being able to
claim 50% of the cost of dental treatment or optical costs to a max of €240 depending on years
of membership. Mortality benefit has increased
to €4,000 with funeral expenses now at €1,500
for a spouse/partner or dependent child.
During the year the Executive spent a considerable amount of energy and time reviewing a
comprehensive insurance-based DeCare Dental
proposal with a first year cost of over €940,000
to the union. A consultative ballot was held to
see what members felt about the proposal. The
turnout although in favour was very low and
given the huge financial outlay from our reserves the Executive asked the Financial Secretary to draw up other proposals to improve the
benefits package available to members. This
should be ready for ADC 2016.
>> Campaigns
The union participated in and supported a
number of trade union and non-governmental
organisation campaigns during the course of
the year. We gave our support to the Justice for
the Clery’s Workers Campaign organised by
SIPTU on the sudden closure of the landmark
department store on O’Connell Street in Dublin.
<12> CPSU 2016
General Secretary Eoin Ronayne with other leading trade unionists at the launch of the Trade Unionists for YES Equality Campaign
We actively supported the Trade Unionists for
YES Equality Campaign which played a significant role in the overall YES Equality Referendum
Campaign resulting in a historic Yes vote on
June 22nd.
In April, the new ICTU General Secretary Patricia King unveiled Faceless a haunting reminder of the Rana Plaza disaster by artist Sheila
Stone in the CPSU Boardroom. The installation
of kiln-fired ceramic faces represents the 1,100
plus garment factory workers who died when
their factory collapsed. We supported the Clean
Clothes Campaign through our Global Solidarity and Youth Committees.
In line with conference motions (ADC 2014),
we continued our support for the anti-water
charges campaign Right2Water. We participated in initial seminars and workshops held to
discuss broad policy initiatives which might be
launched as an alternative agenda in the run up
to a General Election. However, the Executive
decided towards the end of the year not to participate further in the evolving Right2Change
movement because of our long standing policy
of not supporting political parties as it was becoming clear individual political parties would
be part of the movement heading into the election year. The decision also noted that the union
would continue to support the campaign to end
water charges.
Towards the end of the year we hosted a Tax
Justice Seminar in Dublin as part of an EU
funded projected co-ordinated by EPSU, War
on Want UK which involves our sister union in
the UK the PCS, NIPSA in the North, ST in Sweden, among others. NERI provided new research for the Seminar on Ireland’s role in
tackling Tax Justice and a formal report of the
presentations is being issued early in the New
Year as part of the project. It’s hoped to launch
a Tax Justice group made up of activists from
several Public Service Unions here.
ICTU General Secretary Patricia King speaking at the
CPSU-hosted Tax Justice Seminar in Dublin
>> ICTU
The CPSU welcomed the appointment of Patricia King early in the year as the new General
Secretary of the ICTU. Patricia is a skilful and
determined senior trade union official with con-
CPSU 2016 <13>
siderable experience of both the private and
public sectors. We look forward to working with
her in the years ahead.
Delegates representing the union attended a
number of ICTU conferences and seminars including the Joint Women’s Committees (Republic and Northern Ireland) in Belfast, the Disability
Conference in Waterford and the Biennial Delegate Conference in Ennis which saw General
Secretary Eoin Ronayne again elected to the
ICTU Executive Council.
We have given our full support to the Congress Charter for Fair Conditions of Employment and the Living Wage initiative. We also
support the Workers College project and the
ONE Cork project which will be formally
launched in Cork in early January.
>> The New Union Project
Some years back the Executive set up an
Amalgamation Sub-Committee to review a
range of options and alternatives for the future
of the CPSU in the years ahead. The ICTU Trade
Union Commission Report adopted by the ICTU
BDC in Belfast in 2013 gave the work of the
committee added impetus. Reports on the
progress of the committee’s work have been
given to recent Conferences – ADC 2014 in Galway and ADC 2015 in Killarney.
Having reviewed six different options, the report last year narrowed the work down to three
– continued progressing of the New Union Project (CPSU, IMPACT, PSEU, AHCPS & VOA),
merger into British-based UNITE and continuing
as a stand-alone CPSU with a potential to recruit
workers in equivalent grades to ours in organisations and companies where we do not have
members or bargaining/recognition rights.
Over the last 20 months or so there has been
a steady but cautious engagement with the
New Union Project with meetings taking place
involving senior officials, the Executive Committees, the Presidents & Vice Presidents, Equivalent Grades, and Staff Panel representatives in
Revenue, SP, Agriculture and the PRA.
An eight-page summary of the discussions
and progress to date was published in all five
union publications in December. An early meeting of all the Executive Committees in January
will consider the document and make improvements and amendments so that an updated
document will be available for debate at all the
union conferences in the spring.
Meanwhile, the CPSU sub-committee will
place its own report to Conference in line with
the motion passed last year which will review
the overall situation the CPSU faces in the light
of its report to ADC last year and developments
since then.
>> Conclusion
This last year will I believe in time be recognised as a turning point in the welfare and conditions of our members. Although we have not
secured a reversion of the unpaid additional
hours nor the full restoration of the pay taken
from us, we have begun the task of putting right
what was so terribly wronged over the last
seven years. Early in the New Year our members
will get an opportunity employees outside the
public sector never get – the chance to decide
on whether or not their overall bosses should
keep their jobs.
We will do our best to enable our members to
put real and challenging questions to those
seeking their votes. This election must be about
increasing and sustaining investment in the Public Services and that means investing in our
members and other public servants who deliver
the services the citizens of our State deserve
and should have.
In this centenary year of the 1916 Proclamation which promised to cherish all the children
of the nation equally, let us demand of those
seeking our vote to reverse the unfair and unjust
attacks on the lower paid and those on welfare.
Make your voting choices carefully and wisely.
As we begin to emerge from the years of relentless attacks and pressure, I acknowledge the
work of the Head Office team of officials and
administration staff. It has not been an easy
storm to ride and we have had our fair share of
crisis but we renew our commitment to work
diligently for our members in 2016. I recognise
too the commitment of the Branch Representatives, National Committee members and advisory committees from the capital and across the
country. In particular I salute the work of the Executive Committee, the Trustees, the Vice President and President who over the last year have
shown how an Executive working together can
make such a difference.
Above all I thank each member for the loyalty
and forbearance shown during the last years of
hardship and pressure.
Beir Bua
Eoin Ronayne
General Secretary
<14> CPSU 2016
\\PRESIDENTIAL
REVIEW
Last year as part of my Annual Report I asked
the incoming Executive Committee to leave behind their political allegiances and differences
and to set out to work together for the good of
all our members . As I write my part of this year’s
Annual Report I can honestly say the current Executive has taken my request on board and focused its energy on representing the views of
the members and ensuring we achieve the best
results possible under difficult circumstances.
In May/June the Lansdowne Road Agreement
was negotiated providing for a return of some
of the cuts which were imposed on public and
civil servants under FEMPI legislation over six
years. I – like all CPSU members – was disappointed that all the cuts were not reversed.
While I fully recognise the achievement of a flat
rate increase this time for all grades, a flat rate
increase must be repeated in future agreements. With the current improved growth of the
economy, I believe it is important that the Public
Services Committee of the Irish Congress of
Trade Unions addresses outstanding losses
under FEMPI such as the unpaid additional
hours. Potential claims arising from our various
unions’ conferences must be processed with
whatever Government is elected before the
Lansdowne Road Agreement ends.
It will be up to the incoming CPSU Executive
Committee at ADC 2016 to ensure the work of
the last 12 months continues. No one person
should dictate the policy of the CPSU and it is
imperative that the new Committee recognises
that and works closely with our Head Office officials to ensure that everyone is working to
make this union a better union. Differing views
are healthy but how a Committee works together to reach agreement is critical to the success of the union.
As the year ends plans are being drawn up by
the Department of Public Expenditure and Reform (DPER) on the restructuring of the Staff Officer and Executive Officer grades. These have
the potential to have a major impact on how we
map out the future of this organisation. Previous
Annual Delegate Conferences have mandated
the union to protect the Staff Officer grade as a
promotional outlet for Clerical Officers while, in
truth, the loss of members should the SO grade
be abolished will also impact on the industrial
and workplace strength of the union while also
weakening our financial situation.
We have continued speaking to other unions
about amalgamation and merger options as instructed by ADC 2015. Delegates at CPSU,
PSEU and IMPACT Conferences in 2016 will receive a full report on progress on the potential
setting up of a new single and stronger union –
The New Union Project. I am looking forward to
having a full and frank debate on the issue. The
AHCPS and VOA are expected to withdraw
from the project at the start of the New Year but
may return at a future date. The Executive SubCommittee dealing with the Amalgamation has
worked diligently and professionally to represent the views of the CPSU at each meeting with
the other unions involved. We are still a long
way from a final agreement but Conference will
review and decide on our continued participation in the process in Killarney in April.
Our Sub-Committee over the last few years
has looked at a range of different options for
the CPSU in the coming years. Last year ADC
adopted a report from the Committee which
identified three as have some potential. The
New Union Project (above), merger into Britishbased UNITE and the continuance of a standalone CPSU which would target new options for
recruitment within and without the Civil & Public
Services at our grade levels. While we should
be mindful of the other amalgamation/merger
options identified by the sub-committee, I believe at the moment there is really only one on
the table. Having discussed some of the other
amalgamation options with those unions I have
not, so far, been encouraged by them to
progress an amalgamation process with them.
Alternatively, we must seriously discuss the potential of continuing as a single entity and this
will have to consider having to go forward without the Staff Officer membership of nearly
1,400. A critical assessment must be made of
our strength and ability to recruit new members
in equivalent grades in organisations and companies where we currently have no presence or
bargaining rights.
Further, as a good employer, we owe it to the
staff who work for us to ensure that there is clarity on our future in the same manner we would
expect from our own employer. The decision
on what route we go must rest with the members who will ultimately make the final decision
in a secret ballot following an ADC or Special
Delegate Conference.
On the equality front, our Garda equal pay
claim continues. It is now at a critical point with
the union due to make a core submission to the
Labour Court on the Garda comparators to be
used in assessing our claim. The details and a
progress update will be presented at our conference in April.
I wish to acknowledge the continued work
under often difficult circumstances of our semi
state and private sector members in An Post
CPSU 2016 <15>
and eir. The An Post Branch facing a challenging
management regime is striving to be a strong
and vibrant Branch for our members despite the
on-going internal difficulties with the CWU. Our
remaining members in eir have reorganised into
a National Branch as our numbers in the company have been greatly reduced but nevertheless continue to represent our remaining
members’ interests as normal.
I would also like to acknowledge the work of
our Science & Arts Attendants Branch in the museums and cultural institutions whose members
have some of the worst terms and conditions of
our membership. The Visually Impaired Branch
too remains very active and in tandem with our
National Disability Committee is vibrant in challenging the union and our employers to champion the rights of workers with Disabilities.
I salute too all the national committees and
branches everywhere who work tirelessly on be-
half of all the CPSU members they represent.
Their work, often with a sometimes difficult
management while also carrying out at the
same time their demanding day jobs should not
go without acknowledgement. Without your efforts the members of the CPSU would be considerably worse off.
I would like to specifically acknowledge the
work of the Vice President, the Trustees and all
of the Executive Committee.
So too the efforts of Eoin Ronayne, CPSU
General Secretary, the team of Head Office officials and Administration staff.
Finally, I say a heartfelt thanks to each individual member. You are the backbone of this union
and while we may not always bring you the
news you want to hear I am committed to work
tirelessly to make your life at work better.
Tony Conlon
President
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CPSU 2016 <17>
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\\EXECUTIVE
COMMITTEE 2015
Tony Conlon, President
Joan Byrne, Vice-President
Betty Tyrrell-Collard, Trustee
Dennis Walshe, Trustee
Cormac Donoghue
William Doyle
Aisling Farrell
Joan Farrell
Helen Linehan
Ann McGee
Niall Neely
Tanya O’Neill
CPSU 2016 <19>
Fergal Bermingham
Laura Byrne
David Copperthwaite
Brendan Fox
Kevin Garry
Terry Kelleher
Claire Ryan
Jean Taylor
COMMITTEES AND STAFF
EXECUTIVE COMMITTEE
Tony Conlon (Social Protection), Sligo continued to serve as President of the Union at
Annual Delegate Conference 2015 along with Joan Byrne (Garda College) Templemore serving as Vice – President both of whom were elected under Rule 7 (a) at Annual Delegate Conference 2014.
The Executive Committee elected under Rule 7 (a) at Annual Delegate Conference
2015 was as follows: Fergal Bermingham; Laura Byrne; Cormac Donoghue; Daniel
Copperthwaite; William Doyle; Aisling Farrell; Brendan Fox; Joan Farrell; Helen Linehan; Ann McGee; Terry Kelleher; Claire Ryan; Niall Neely; Tanya O’Neill; Jean Taylor;
*Deirdre Quinlan – resigned on promotion October 2015; +Kevin Garry co-opted November 2015
TRUSTEES
Trustees Betty Tyrrell Collard and Dennis Walshe were elected at Annual Delegate
Conference 2013 and continue to serve until ADC 2016.
FINANCE AND GENERAL PURPOSES COMMITTEE
President: Tony Conlon; Vice President Joan Byrne; Trustee Betty Tyrrell Collard;
Trustee Dennis Walshe; Executive Committee Tanya O’Neill; General Secretary;
Deputy General Secretary and Financial Secretary
EXECUTIVE SUB COMMITTEES
Pay & Conditions Sub Committee
President Tony Conlon; Vice President Joan Byrne; Daniel Copperthwaite; Niall Neely;
Terry Kelleher; Brendan Fox; Fergal Bermingham; Laura Byrne; Cormac Donoghue;
General Secretary & Deputy General Secretary
Amalgamation Sub Committee
President Tony Conlon; Vice-President Joan Byrne; Betty Tyrrell-Collard; Helen Linehan; Tanya O’Neill; Claire Ryan; Jean Taylor; Ann McGee; General Secretary
Branch Restructuring Sub Committee
President Tony Conlon; Vice-President Joan Byrne; Trustee Betty Tyrrell Collard;
Trustee Dennis Walshe; William Doyle; Aisling Farrell
Rules Sub Committee
President Tony Conlon; Vice-President Joan Byrne; Trustee Betty Tyrrell Collard;
Trustee Dennis Walshe
The following Committees meet on an ongoing basis to discuss matters relating to
their own particular area. Each Committee elects its own Chairperson and Secretary.
Agriculture National Committee; An Post Group Committee; Courts National Committee; eir National Group; Equality & Diversity Committee - set up in late 2015;
Garda National Committee; Global Solidarity Committee; Justice & Equality National
Committee; National Committee on Disability; Property Registration Authority National Committee; QNHS Group Committee; Revenue National Committee;
Social Protection Joint National Committee (comprising Liaison and Exchange Committees); Visually Impaired Branch Committee; Youth Committee
HEAD OFFICE STAFF
Eoin Ronayne – General Secretary
Derek Mullen – Deputy General Secretary
Des Fagan – Financial Secretary
Kevin Gaughran – Assistant General Secretary
Theresa Dwyer – Assistant General Secretary
Paul MacSweeney – Assistant General Secretary
Cliodhna McNamara – Assistant General Secretary
Denis Keane – Industrial Relations Officer
Moira Haslam – Partnership Official
*Deirdre Nihill – Partnership Official resigned on promotion in December 2015
ADMIN STAFF
Ann Murphy – Office Administrator
Joany Mooney – Accounts
Monica Marshall – Secretarial support to General Secretary’s Office
Ruth Murray – Benefits
Ann Doyle – Membership
Mary Murtagh – Membership Information and Rights Unit
Katie Fox – Reception
Sandra Reid – Secretarial support to General Secretary’s Office
David Moore – Secretarial support to Membership Unit
STANDING ORDERS COMMITTEE – Elected at Annual Delegate Conference 2014
Lorraine Sutton; Margaret Warner; Helen Lundy; Des Ryder; Theresa Kelly; Anne
Marie Smith *David Carney – resigned 2015; +Ian Connery – co-opted 2015
<20> CPSU 2015
CPSU 2015 <21>
<22> CPSU 2016
\\GENERAL COUNCIL
The General Council is the Industrial Relations
forum within the Civil Service and it is where the
union conducts its business on behalf of all
members in the Civil Service.
>> New claims
The union lodged a number of new claims at
General Council in the last year many of which
emanated from motions at ADC 2015, including:
l A claim for an SO interdepartmental competition;
l A claim for full reporting on staff and grade
numbers;
l A claim to address force majeure leave issues;
l A claim to increase marriage leave;
l A claim to extend flexi bands; and
l A claim to review promotion competitions
and psychometric testing.
As we go to press discussions continue on
these claims at either Staff Panel or Council although the changes to marriage leave have
been agreed and are reported below.
>> Arbitration hearings
The union finally dealt with an outstanding
matter in relation to the loss of bank time and
compensation for same at an Arbitration hearing last November.
The union argued that the loss of bank time
involved the incorporation of privilege days with
annual leave for our grades, which happened,
however on the basis that this would not be the
case at the most senior grade levels in the Civil
Service.
However, this contention was not accepted by
the Arbitration Board in their finding, as they
concluded that we had entered a freely negotiated agreement at the time of the bank time
abolition, which saw the incorporation of privilege days with annual leave, and that there was
no evident conditionality in that agreement, in
so far as senior grades were concerned.
In concluding, they found against our claim for
compensation.
>> Marriage Leave
Also provided for in our LRA side agreement
was early engagement to settle our claim for an
increase in the marriage leave/annual leave
threshold. As we go to press we have just
reached agreement on an increase of the
threshold from 26 to 27 days which will allow for
an additional day’s marriage leave for those of
our members on 24-days leave, i.e. three days’
marriage leave or five for those on 22 days
leave. This is a positive development and one
of the first claims conceded at Council in some
time.
>> Disciplinary Code and
Underperformance Policy
After much representation the long-heralded
review of the Disciplinary Code commenced last
September. Interestingly management brought
a new draft Underperformance Policy to the
table too – something they see as key in any revamp of the Disciplinary Code. Intensive negotiations commenced over the final quarter of the
year and, as we prepare this report, negotiations are finalising with one or two key issues remaining which could be problematic for the
unions and members if unresolved.
In particular we are concerned about provisions that allow management to rely on another
workplace investigation as the fact-finding
CPSU 2016 <23>
>> Recruitment and Promotion
process that otherwise they must undertake as
part of the Disciplinary Code. Legal Opinion has
been sought on this aspect.
We are also concerned to ensure that probationary staff are protected under disciplinary
arrangements, particularly on foot of recent
Labour Court recommendations which have
clearly stated that employers have an obligation
to ensure that probationary staff are appropriately protected under Disciplinary Code
arrangements.
Also under discussion is the Underperformance Code which we reported on previously.
Key issues here are the status of warnings arising during a Performance Improvement Process
and at what stage union representation kicks in.
As we prepare the Annual Report, the Executive
Committee has approved the Disciplinary Code
subject to a satisfactory outcome on final outstanding issues and they have sent the Underperformance Policy back to the negotiation
table, primarily because of concerns over the
status of warnings in the Policy, which equate
with warnings under the Disciplinary Code.
Recruitment and Promotion continued during
2015 following our successful efforts to effectively bring about an end to the Public Service
moratorium.
Most Departments concentrated on internal
promotions during the year, meeting to some
extent the concerns of members in various Departments, who had suffered the moratorium
and consequent loss of promotional opportunities.
As we move into 2016, we will begin to see
Departments utilise the interdepartmental and
open panels too.
The Agreement reached last year protects
50% of all EO positions to be filled internally
within the Civil Service – that 50% being split
departmentally and interdepartmentally.
Over the course of 2015, we have seen considerable numbers of promotions to EO.
As we go to press we are also expecting DPER
to bring forward long-awaited plans for the restructuring of the SO grade.
The union met PAS in November on a review
of the online testing/psychometric test process
in recent competitions and indeed previously.
Such an approach has been in use for some
years.
We have sought a statistical analysis of the EO
competition focussing on gender and age questions. We are concerned to see whether the
claims that the process may be discriminatory
on these grounds is held up in the analysis of
results.
A key issue arising at the meeting was what
alternative we would propose to current testing
mechanisms. In this regard the unions have
agreed to commission research to facilitate the
debate, looking at recruitment mechanisms.
>> Pregnancy-related sick leave
and agreed changes to
Sick Leave Regulations
The Public Service Committee of ICTU has
been leading the review of the revised Public
Sector Sick Leave Scheme which was provided
for by the Labour Court. We are pleased to report that in these discussions a major breakthrough has been achieved in the treatment of
sick leave following pregnancy-related sick
leave.
Following consideration of this issue, the Minister has made a decision to allow for additional
provisions in relation to sick leave following
pregnancy-related sick leave. The new provisions are more beneficial than the arrangements
under the current scheme and go beyond the
minimum legal requirements as set out in the
<24> CPSU 2016
McKenna ruling which ensured the continuation
of half pay.
Changes to Sick Leave Regulations
The Sick Leave Regulations will now be
amended to reflect the Minister’s decision, as
follows:
1. Transitional Arrangement: To discount all
pregnancy-related sick leave that occurred
before the introduction of the new Public
Service Sick Leave Scheme for the purpose
of calculating access to paid sick leave
under the current Scheme.
2. Ongoing Arrangement: A woman who
has exhausted her access to paid sick
leave due to pregnancy-related sick leave
in the previous four years may have access
to additional non-pregnancy-related sick
leave at the half rate of pay. The number
of additional days allowed is as follows:
l Will be the equivalent number of
days taken on pregnancy related
sick leave in the four years;
l Must not exceed normal sick leave
limits (e.g. 183 days) for non-pregnancy-related sick leave (when
counted with other non-pregnancy
related sick leave in the previous
four years).The Regulations will be
amended to include these two
provisions and will be effective
from commencement of the current Scheme, 31st March 2014 for
the majority of the Public Service
and 1st September 2014 for the
Education Sector.
Current Treatment of
Pregnancy-Related Sick Leave
The Public Service Sick Leave Scheme currently protects pregnant workers by providing
that:
l No woman shall be paid less than halfpay while absent for a pregnancy-related illness;
l A woman who has availed of pregnancy-related sick leave will have access
to additional sick leave at half pay
equivalent to the period for which she
had pregnancy-related sick leave at half
pay.
Amendment to Public
Service Sick leave Scheme
In addition to the provisions above, access to
additional sick leave at the half rate of pay will
be allowed for all pregnancy-related sick leave
(i.e. not just sick leave taken at half pay).
The Sick Leave Regulations will be revised to
CPSU 2016 <25>
<26> CPSU 2016
CPSU 2016 <27>
reflect the Minister’s decision and will provide
for the following:
“A woman who has exhausted her access to
paid sick leave due to pregnancy-related sick
leave in the previous four years may have access
to additional non-pregnancy-related sick leave
at the half rate of pay. The number of additional
days allowed:
l Will be the equivalent number of days
taken on pregnancy-related sick leave in the
four years;
l Must not exceed normal sick leave limits
(e.g. 183 days) for non-pregnancy-related sick
leave (when counted with other non-pregnancy
related sick leave in the previous four years).”
>> New overpayments policy
Members should note that a new overpayments policy has been agreed by the Executive
Committee following negotiations in recent
weeks. Most overpayment situations are arising
as a result of sick leave and often the failure of
the employer to ensure that pay is adjusted in a
timely fashion.
The default repayment plan is as follows:
l All monies owed should be returned as
soon as possible with a minimum payment of 8% of gross salary per pay period or within a 12-month time-frame,
whichever is shorter.
l Where a staff member considers that
they cannot make a repayment at a rate
of 8% or more (in circumstances where
the repayment amount being sought is
higher) of gross salary per pay period
due to hardship, they can apply to a
person designated by the Personnel Officer/HR Manager to have their case reviewed. Any rate of repayments that is
lower than 8% of gross salary per pay
period must be agreed by the designated person – and confirmed by them
to PeoplePoint in writing within 14 days
of the hardship application being made.
l The repayment time of 12 months may
be extended where the amount of the
overpayment is significant.
l Where the staff member is not satisfied
with the decision of the designated person, they can have their case reviewed
by the HR Manager.
l The decision of the Personnel
Officer/HR Manager will be final.
l At any stage an individual can seek support and assistance from a relevant third
party such as the Employee Assistance
Service or a union representative.
Significant changes were achieved in negotiations with the employer starting out with a 15%
plan over six months. We were anxious to ensure that appropriate hardship arrangements
were also introduced and this has been
achieved to a great extent and will allow members agree overpayments plans over a longer
period or possibly at a lesser percentage.
Having said that we haven’t achieved every
amendment to the policy we would have
wanted but significantly we achieved our aims
on the main issues around payment rates,
timescales and hardship arrangements.
All overpayment plans in place before the introduction of this policy will stand and those in
the process of concluding plans on more
favourable terms will be allowed to proceed
too.
We have cautioned DPER and PeoplePoint
that we want the overall situation around pay
and sick leave regularised to ensure that overpayments are not allowed to develop. We have
been critical of this process to date because
members, through no fault of their own, have
not had their pay adjusted in a timely fashion
while on sick leave.
>> Redeployment
The Public Service Agreements 2010-16
(Croke Park and Haddington Road Agreements)
provide for agreed redeployment arrangements
to apply in the Civil Service and in other parts
of the Public Service.
Under the Haddington Road Agreement
<28> CPSU 2016
(HRA), the parties involved reaffirmed the commitments given in paragraphs 1.5-1.12 of the
CPA. To enhance management flexibility and
optimise the redeployment arrangements,
changes were introduced for the Civil Service
and NCSSBs and for cross-Sectoral redeployment.
These affect how staff are identified for redeployment and strengthen the systems in place
to match surplus staff with vacancies on a geographic basis within the guideline distance of
45km. In addition an appeals process was
agreed that provides that where a staff member
wishes to appeal a redeployment assignment,
whether cross-Sectoral or within the Civil Service, such an appeal will be considered by an
agreed adjudicator who will issue a decision
within the terms of the scheme within 21 days
and whose decision will be binding on all parties and will be final.
The Redeployment Toolkit can be accessed
at http://hr.per.gov.ie/redeployment/
As of 31st October 2015, the total number on
the PAS Resource Panel stood at 26, broken
down as follows:
l Civil Service: 11
l NCSSBs: 15
The number of redeployed staff recorded by
PAS was 995 broken down as follows:
Redeployed From
Redeployed To
Total No
Civil Service
Civil Service
669
Civil Service
NCSSB
24
Civil Service
Health Sector
23
Civil Service
Local Government
10
NCSSB
Civil Service
161
NCSSB
NCSSB
50
NCSSB
Local Government
12
Education
Civil Service
3
Education
Education
9
Health
Civil Service
9
Local Government
Civil Service
15
Local Government
Local Government
8
Local Government
NCSSB
1
Local Government
Education
1
Education
Local Government
1
>> Future of Redeployment
During the moratorium, the Official Side introduced the concept of an ‘Employment Control
Framework’ – or ‘ECF’. The ECF was a number
–the number of staff a Department was allowed
to employ. If a Department had an ECF of, say,
110 – but had 114 staff on its payroll, it had to
‘redeploy’ 4 staff to another part of the Civil
Service. However, with the lifting of the moratorium, the ECF system has effectively ended
and been replaced with a ‘Delegated Sanction’
that, in essence, ties Department staffing levels
to budgets rather than staff numbers.
As at September 2015 sanction for management of staff numbers had issued to the majority of Government Departments, with the
exception of the Department of Health, Education, An Garda Síochána, the Irish Prison Service, and the Irish Human Rights & Equality
Commission where delegation of sanction was
still under consideration.
This has effectively paused Redeployment. In
correspondence with the Department of Public
Expenditure and Reform, it was noted that the
issue of redeployment was being considered in
more detail given the lifting of the moratorium.
>> CAF and Central Transfer
Agreement
As we go to press, negotiations have commenced on the operation of Central Transfer
List/CAF Agreements. We have had a concern
for some time that Departments are not applying the Agreements correctly and, in some
cases, have been favouring an expression-of-interest approach or going directly to their own
staff, whether or not they were next in line.
>> Performance
Management System
Civil Service Renewal Plan – PMDS 2016:
Introduction of Two-Point Rating System
Under Action 11 of the Civil Service Renewal
Plan – strengthen the performance management process – the Civil Service Management
Board decided that the current five-point PMDS
rating system should be replaced with a twopoint system. The new rating system was discussed and agreed with the representatives of
Civil Service management and the staff unions
at the General Council subcommittee on PMDS
in December 20105
Performance will be evaluated on whether or
not the jobholder has performed to a satisfactory level i.e. performance has been either ‘Satisfactory’ or ‘Unsatisfactory’.
CPSU 2016 <29>
What does it mean for PMDS?
The new ratings system aims to:
l continue the process of simplifying
PMDS;
l take the focus of PMDS away from
looking back at past performance and
instead to looking forward towards
the development of future performance;
l encourage the jobholder and the
manager to focus on the ongoing
management of performance rather
than on the award of the rating;
l build and develop high performance;
and
l address underperformance where it
occurs
Learning and development
Learning and development planning continues to be an important part of PMDS. Jobholders and managers need to identify the learning
and development actions required for effective
performance in their current roles and to enable
future career development.
When does this come into effect?
The new ratings system will apply for the 2016
PMDS cycle. Ratings at 2016 End-Year Review
will be awarded under the new system.
<30> CPSU 2016
>> Payroll Shared
Service Centre (PSSC)
The PSSC makes payments to approximately
43,300 payees, including 12,000 pensioners.
The PSSC web portal went live for payees
and it is available on the Government network
at http://pssc.gov.ie.
It is a ‘one-stop’ facility which links directly to
the Core portal and also provides information
on payroll and expenses. The site has quick
guides on how to claim/approve expenses,
overtime and allowances, circulars/guidelines
relating to these areas, a section covering passwords and registration on the Core portal, a
section on frequently asked questions (FAQs)
and more.
Wave 4 of the payroll shared service project
is progressing, with the transition of payrolls for
the Department of Defence military pensions,
pensions of the Paymaster General and payroll
and expenses for the Department of Environment, Community and local Government and
the Irish Human Rights and Equality Commission. Work is ongoing with other public service
bodies in the wave – Revenue, the Comptroller
and Auditor General and the Department of
Justice for Garda Pensions (as of November
2015).
>> Financial Management
Shared Services Project
The Financial Management shared Services
Project is currently in the procurement phase
and there is some recruitment still on-going for
the project team. The resources required for the
next phase of the project (the design phase) are
currently being finalised.
The project team has engaged with the wider
finance community through a series of town hall
events to socialise the process maps, which
show the split of functions between the Financial Management Shared Services Centre and
the retained finance function in the PSBs.
The process maps have been developed in
collaboration with working groups, comprised
of member from a number of PSBs in scope for
this project.
The current stage of the project is to bring the
evaluation of the tenders to conclusion and to
finalise the business case. The next step thereafter, having achieved the relevant sign-off and
approvals from the from the Process Design Authority, Programme Board, the independent
Peer Review Group and the Secretary General
of the Department of Public Expenditure and
Reform, is to submit a memorandum to Government for a decision to proceed to full implementation (as of November 2015).
>> PeoplePoint
Tranche 7 went live on 9th November 2015
and consisted of the Courts Service, the Legal
Aid Board and the Director of Public Prosecutions. Tranche 8 is due to go live in March 2016
with the Departments of Foreign Affairs and Environment.
The Staff Side met on three occasions with the
management of PeoplePoint/DPER in 2015 to
raise issues of concern which included:
l Structure of PeoplePoint;
l Staffing levels;
l Timeline for transition of
Departments / Offices;
l Recoupment of overpayments;
l Sick leave, including issues over certs;
l Pensions administration – calculations etc;
l Pay/ Increments;
l Backlogs; and
l Data Protection breaches
CPSU 2016 <31>
Agreement was reached during the year to increase the Domestic Subsistence Rates from 1st
July 2015. It was also agreed to continue meaningful discussions on the review of the Travel
Rates.
where exceptional circumstances, such as extreme weather conditions which would raise
health and safety concerns, or operational
needs arise such as a situation where the meeting that the officer is attending does not finish
until 8pm and they could not be expected to return home. It could also include the situation
where an officer is pending more than one day
away at a location less than 100km but it would
cost less or significantly reduce the loss of official time if the officer does not return to their
HQ or home and an overnight is paid.
1. The Class B rate will also no longer apply
from 1st July 2015. (The new Domestic Subsistence Rates are set out in appendix I).
2. The overnight rate will be reviewed annually from 2016 by using the “eating out” and
“accommodation” element of the Consumer
Price Index (CPI).
3. Adjustments will only be applied to the
overnight rate where the annual increase/decrease exceeds 5% – where this adjustment
does not exceed 5% it is brought forward to the
next review and added to the outcome of that
review (i.e. cumulative).
4. The review period is 1st March to 30th
March of the following year (a 13 month period).
Overnight Domestic Subsistence Rate
Arising from the negotiations it has been
agreed that the Domestic Overnight Subsistence Rate will be increased from the current
rate of €108.99 to €125.00 from 1st July 2015.
With effect from 1st July 2015, a night allowance will not generally be payable for an absence on official business that is within 100km
of an officer’s home or headquarters. However,
an overnight allowance may be paid for an absence on official business at any place within the
above distance limits but in excess of 50km
Day Subsistence Rates
5. With effect from 1st July 2015, a night allowance will not generally be payable for an absence on official business that is within 8km of
an officer’s home or headquarters. Also the fivehour rate will be increased from €13.71 per day
to €14.01 per day also from 1st July 2015.
6. There will be no further reviews of the Day
Subsistence Rates until 2018. Thereafter the day
rates would be reviewed using the “eating out”
element of the Consumer Price Index and adjustments will only be applied where the annual
increase/decrease exceeds 5% – where this
>> Travel and
Subsistence Sub-Committee
<32> CPSU 2016
does not exceed 5% it is brought forward to the
next review and added to the outcome of that
review (i.e. cumulative).
7. The review period is 1st March to 30th
March of the following year (a 13 month period).
8. These changes will only apply to the civil
service. A separate note will issued regarding
travel and subsistence in other areas of the Public Service.
Domestic Subsistence from 1st July 2015
Overnight rates
Normal
Rate
Day rates
Reduced Detention 10 hours
Rate
Rate
or more
65 hours
but less
than 10
hours
€125.00 €112.50
€62.50
€33.61
€14.01
>> Move from Conciliation
and Arbitration Scheme to
using State Agencies
The Government announced during the latter
part of the 2014 it planned to lift the ban on civil
servants having access to the Labour Court in
respect of IR issues. Such issues are currently
dealt with through the Civil Service Conciliation
and Arbitration Scheme. In December 2014, a
Sub-Committee of General Council to review
the C&A Scheme was established. There were
no developments during 2015.
DPER circulars of relevance to the Staff Panel
No
Title/Content
01/2015 Public Service Bodies (PSBs) Recovery of
Overpayments from Staff.
05/2015 Subsistence Allowances.
06/2015 Interdepartmental Competition for
Promotion to Assistant Principal Standard
(AP) in the Civil Service incorporating First
>> Grievance procedure
No progress was made during the year on a
revised Grievance Procedure. It is expected that
discussions will take place first quarter 2016.
>> Arbitration Board
The members of the Arbitration Board who
were appointed to 30th June 2017 were:
l Mr John Doherty, Chairperson;
l Mr Gerard Barry, member nominated by
the Government;
l Mr Tom Wall, Staff Side representative for
the Civil Service and Teachers Boards;
l Mr George Maybury, Staff Side
representative for the Defence Board;
l Mr Hugh O’Flaherty, Staff Side
representative for the Garda Board.
Adudicator /Mediator
Mr Dan Murphy was appointed Adjudicator in
March 2015. Mr Joe McDermott remains in his
position as Mediator until March 2016.
>> Staff Panel
During the year there were 11 ordinary meetings of the General Council Staff Panel, which is
the Trade Union Group within the Civil Service.
>> General Council
During the year seven meetings of General
Council took place. This is the forum in which
the unions at Staff Panel meet the senior Government management from DPER.
Secretary in the Department of Foreign
Affairs and Trade.
09/2015 Single Public service Pension Scheme:
Notification of position on Consumer Price
Index (CPI) uprating of referable
Amounts, and certain operational matters.
10/2015 Dignity at work – an Anti-Bullying,
Harassment and Sexual Harassment Policy
for the Civil Service.
12/2015 Arrangements for Paid Sick Leave.
14/2015 Selection Process for Established
Appointments to Certain Grades in the
Civil Service (Confined)
17/2015 Application of pay adjustments and
related measures in accordance with the
Financial Emergency Measure in the Public
Interest Act, 2015 and the Public Services
Stability Agreement 2013-2018
(the Lansdowne Road Agreement)
18/2015 Changes to the Public Service Pension
Reduction (PSPR)
20/2015 Expiry of Increment Measures under
the terms of the Haddington Road
Agreement.
Circulars available at: http://circulars.gov.ie
CPSU 2016 <33>
>> Lansdowne Road Agreement:
Flexi Time
Arising from the LRA, the Agreement to reintroduce a day-and-a-half flexi leave has now
being implemented and other than some issues
about start time and arrangements for work
sharers, which we are currently working on,
everything is going according to plan.
>> Pay
The Lansdowne Road Agreement was implemented from 1st January with changes in the
pension levy and increases for those on lower
pay.
Up to 1st January the pension levy was
payable on income of more than €15,000 but
this threshold now rises to €26,083 from 1st
January 2016. Only income above €26,083 will
be liable to the levy. Another adjustment on the
1st January 2017 will see the threshold rise to
€28,750.
Initially under the Agreement there was to be
two adjustments to the levy threshold in 2016,
firstly to €24,750 on 1st January and then to
€28,750 on the 1st September. However, due
to technical and revenue issues, the mid-year
adjustment was not possible and as a result the
higher threshold levy of €26,083 was agreed,
so as to ensure that everyone gets the benefit
provided for in the Agreement in 2016. The effect of this in value terms is that members will
pay €732 less pension levy in 2016 and then
€1,000 less in a full calendar year from 2017.
Members on lower rates of pay who do not
benefit from the levy reduction as much as
those on €31,000 and above, as they pay less
levy by virtue of their lower salaries, will see increases as follows from 1st January:
l 2.5% for salaries up to €24,001;
l 1% for salaries between €24,001 and
€31,000.
The effect of these increases for lower paid
workers will be to ensure that they get the same
monetary relief that everyone else gets through
the levy changes alone. Please note, therefore,
that it was only grades attracting these increases with salary ranges that include the lower
scale points up to €31,000 that were published
in the recent DPER circular.
The next increase under the Agreement is a
flat-rate €1,000 for all salaries up to €65,000
from 1st September 2017.
Derek Mullen
Deputy General Secretary
<34> CPSU 2016
CPSU 2016 <35>
<36> CPSU 2016
\\ DEPARTMENT
OF JUSTICE
>> Justice Departmental Council
The Justice Departmental Council met
throughout the year and dealt with a varied
agenda including a submission from CPSU in relation to the use of the Solicitors panel in ORAC.
We have serious concerns about the panel and
plans to expand it and we believe the solicitors
involved are performing functions appropriate
to the EO grade and this has the effect of diminishing promotion prospects at EO for our
members. We also believe it is tantamount to
outsourcing. Discussions are continuing with the
Department on this important matter.
>> Staff Officer issues
We have also raised concerns with management over access to posts for SOs, such as Visa
Officer posts at Embassies and postings to Immigration Control, Dublin Airport. We will be
also sought a full resources/staffing update for
Dublin Airport. Agreement in principle was
reached in respect of the Visa Officer posts, but
has yet to be implemented given concerns expressed by PSEU. Discussions continue.
>> EO Panel
The union had been making further representations to the Department for an extension to
the current EO panel or that more promotions
be made before the panel expires.
In this context the Personnel Officer advised
just before Christmas, as follows: “The requirement to extend the EO panel beyond 31st December 2015 has been considered. As you are
aware, we have already extended the life span
of the EO panel to 31st December 2015. The
Office Notice governing the competition (Office
Notice 190/2014) permitted this:
‘The Department currently has sanction to
promote at least 10 staff to Executive Officer
in this way and intends to make these promotions as soon as practicable following the establishment of the panel. On that basis this
panel will continue in existence until 31 July
2015, however, in exceptional circumstances
the panel could be extended to the end of
December 2015.’ We have gone far beyond
the promotion of 10 staff through internal
processes. Indeed, up to now we have promoted some 20 staff, including three to the
Airport on a shift allowance.
“We have examined our overall staffing and
concluded that we will not be seeking a further extension to the panel. As you are aware,
as well as our internal panel there are also
inter-departmental and open panels and we
are also drawing from these.
“We will, however, be making in the region of
10 promotions before 31st December 2015
from the internal panel. These promotions will
be in Dublin, Killarney and Longford and are
in addition to the 20 already made. Furthermore, some additional promotions to Dublin
Airport will be made. That panel does not expire until June 2016.”
>> Legal Aid Board
In discussions with Board management, the
union reached agreement on the question of ratios in relation to the Legal Clerk grade – that in
line with the general EO grade, posts would be
filled 50% on promotion internally and 50%
through open recruitment.
>> Probation Service
The Council also dealt with our outstanding
claim which sought to have the flexi-time system that is available to members in the Civil
Service made available to members throughout
the Probation Service. A number of issues arise
here in so far as management are only proposing a modified version of the system as they believe the Offices could not cope with the full
Civil Service system.
Also members need to think about whether
they actually want flexi-time, as management
are insisting that if we can agreed it, it will have
to be introduced uniformly with no opt-out and
that any local arrangements would cease. Discussions continue as we go to press.
>> Immigration Control,
Dublin Airport
The union visited members in Dublin Airport
during the year and also had on-site meetings
with the manager of the operation. Staff levels
reached their required levels during June and
the operation went 24/7 by the end of that
month. A number of issues were raised by
members at meetings which were discussed
with management. Successful recruits from
Garda Civilian were also called in early June
with some delayed for a little longer.
The full staff complement required for the Airport, in operational terms on the shift roster, will
be principally 14 Executive Officers and 70 Clerical Officers. There will also be two HEOs and
an AP assigned as well as a small 'back office'
unit.
Almost all operational or shift-working staff
were assigned to the BMU – the last 'tranche'
were the AGS civilian staff. The release of the
CPSU 2016 <37>
final three staff from AGS had been deferred
pending their replacements being sourced (the
staff to transfer occupy 24 x 7 positions already
in AGS).
The remaining operational posts to fill were at
EO or Immigration Control Supervisor (ICS)
level. As previously stated, filling the EO posts
will be undertaken in two steps: (i) serving staff
along with reassignment of serving EOs within
the Department who applied for a position at
the airport; (ii) the balance filled by way of promotion based on a separate stream to the Internal EO competition.
The panel of 12 EOs from which ICS posts
were initially filled has been exhausted with nine
staff being assigned to BMU (two being promoted internally to HEO and, therefore, no
longer eligible and one officer opting to decline
the assignment). Those nine staff have been deployed to Dublin Airport, have completed training and are currently undertaking duties at the
facility. As tow of the incumbent ICSs have also
been promoted to HEO; a minimum of three
posts will be filled by way of internal promotion.
This panel is now in place and it is expected that
appointments will be made in mid-August.
The AGS civilian staff who have transferred to
the Department have been based in INIS HQ in
the city centre. The classroom training programme is ongoing. All other preliminaries will
also be completed during this time such as arranging airport access badges, car parking etc.
Staff commenced duties at Dublin Airport on
31st August 2015.
Some 22 of the remaining 24 ICOs of the January intake were deployed to the airport from
Burgh Quay in the week starting 15th June
2015. The final two ICOs of this group remained
in Burgh Quay to assist in a project for an extra
few weeks but later took up their duties at the
airport on 4th August 2015.
On 22nd June 2015, the BMU commenced
24/7 operations in Terminal 1. A 10-hour shift
pattern had initially been envisaged, but following consultation with members and the union
and a review of the operational business needs
at the airport, a revised roster was introduced
which is modelled on a 12-hour shift pattern.
The revised roster provides for:
l a three-day weekend every second week-
<38> CPSU 2016
end (therefore 26 weekends off in the year
as opposed to 14/15 under the previous
roster);
l no split weekends;
l a maximum of three shifts in a row and no
changing to different shift types during a
block;
l improved operational cover during peak
periods;
lit balances the number of public holidays
worked/off across the teams
The union continues to monitor the situation
at the Airport and will also seek to ensure that
staffing levels as set out are appropriate, with
discussions continuing on this as we go to press.
Derek Mullen
Deputy General Secretary
CPSU 2016 <39>
<40> CPSU 2016
\\GARDA AREA
>> National Committee
The Garda National Committee met five times
in 2015 and held its AGM last November where
a new Committee and Officers were elected, as
follows;
Secretary: Margaret Fitzpatrick,
Portlaoise Garda Station
Chairperson:Heather Neilands,
Letterkenny Garda Station
Committee: Pauline Barry, Newbridge Garda
Station; Ann Bolger, Trim Garda Station;
Olwyn Branigan, Drogheda Garda Station;
Joan Byrne, Vice President / Executive
Committee Member; Nicola Kennedy-Cosgrave, Garda Vetting Unit, Enniscorthy;
Annette Cregg, Castlerea Garda Station;
Maureen Cusack, Westport Garda Station;
Mary Gildea, GISC Castlebar; Trish Hanafin,
Limerick Garda Station; Josephine Keehan,
Ennis Garda Station; Jerry McCarthy, Cork
Garda Station; Annette McDonnell, Carlow
Garda Station; Liam McLoughlin, Galway
Garda Station; Elaine Quinn, Garda Fixed
Penalty Office Tipperary; Claire Ryan,
Executive Committee
>> Staffing Levels,
ECF, promotional
competitions and training
The National Committee spent much of the
year concentrating on these key issues noting
the position outlined at Civilian Council
throughout the year regarding negotiations on
forthcoming budgets and the cessation of the
ECF system. In this context we made the following points about the future budget:
l The future budget should be capable of
dealing with staff resourcing requirements
in a meaningful way.
l As well as current vacancies it should allow
for continuing civilian expansion. We also
sought action on outstanding vacancies.
Throughout the year we pushed on the
civilianisation agenda including meeting
the Garda Inspectorate to discuss their important report, in particular how it deals
with the continuing civilianisation.
l It should also ensure that all necessary support and training is realisable. In this context the union prepared a submission on
training needs for civilian staff, and met with
senior management to discuss our proposals.
>> Garda EO competition
The union had been in discussions during the
year with Garda HR over the much-proposed
EO competition. Eventually after considerable
delays we got a draft in November which
caused us problems in relation to the shortlisting process. As a result a special meeting was
convened of the Garda National Committee to
consider the matter.
The views of the National Committee were in
line with our thinking, specifically on the question of shortlisting for the competition. There is
a potential application population of more than
1,000 staff for this competition.
Earlier in the year we had indicated a preference towards preliminary interviews as part of
the shortlisting process, rather than the
online/psychometric approach taken by PAS.
Therefore we were disappointed, to say the
least, to see a draft circular which provided for
CPSU 2016 <41>
We have also raised concerns about the provision of training in Templemore to help members with the application process. We believe
this is too limited especially for those who cannot travel, particularly where no travel and subsistence is paid, a matter we have raised with
HR.
>> Crime Liaison posts
There was considerable concern over these
posts in early 2015 and we had to advise management that we would not accept circumstances arising where Clerical Officers end up
performing like duties with the Gardaí. We have
also expressed the Committee’s concern about
the application form for these posts, it is not a
promotion, yet the employer sought to fill them
in a fashion akin to promotion, begging the
question posed above about the extent of the
duties involved. We have also reserved our right
to process an allowance claim attached to these
posts. However, the National Committee did
not block the filling of posts but kept the matter
under review.
It was also agreed that posts in the following
locations would be advertised more widely nationally within the Garda area as there was no
interest locally in the posts. This was in line with
earlier commitments and also the position outlined at the Garda National Committee:
Northern
Region
a shortlisting process based on applications
alone.
Following representation HR has now indicated that “in this case all candidates would be
afforded a preliminary interview should shortlisting be required”.
We have sought the inclusion of this clause in
the draft circular, although management do not
see that as necessary. However, we will rely on
this commitment now received in writing in relation to preliminary interviews, if shortlisting is
necessary. Management eventually advertised
the competition on 4th December.
Other concerns included the fact that HR said
that while the panel established from this competition will be used to fill EO vacancies, that in
the first instance sanctioned vacancies only exist
in Dublin and Castlebar, GISC. Our view is that
in stating this it may have a negative impact for
members considering whether to apply, particularly if no vacancies exist in their area.
Louth
Sligo/Leitrim
Donegal
Eastern
Kildare
Western
Roscommon
South
Kilkenny/Carlow
Region
Region
Eastern
Region
Southern
Region
DMR
Region
Meath
Wexford
Cork West
Kerry
Limerick
DMR East
DMR West
<42> CPSU 2016
>> Overpayments
Garda HR proposed their own overpayments
arrangements separate to the central agreement in 2015, which is more benign, despite
having a slightly higher default payment of 10%.
This has to be set against the fact that the 10%
rarely applies and most members modify
arrangements to suit their finances. The agreement was signed off in December at Civilian
Council.
>> Garda Vetting
We met with Vetting management during
2015 and 2016 to discuss a number of issues
but particularly to address the management/supervision approach in the area. We are also concerned over possible lost transfer opportunities
for members in Vetting as they are not being released because of backfilling difficulties. As we
go to press discussions continue.
>> GISC Castlebar – rosters,
resources and PULSE
Following on union meetings during the year
a working group in Castlebar has been working
on changes to the rosters and shifts. The plan
being that their work would be signed off following further discussions by unions nationally.
However, at a meeting in Castlebar in November, we advised management that we would not
cooperate with any proposed changes, including rosters, until they moved on resource and
promotion issues. Interestingly management
were able to advise on foot of this threat that
the EO circular would be issued within weeks
and that 17 CO positions would be filled before
Christmas. We took a view that if management
tried to press on with proposed changes to
PULSE, then we would have no choice but to
ballot members. Another row may also arise
from the PULSE changes which are to do with
crime classification in the future, specifically new
arrangements on classification for our members
which may change roles and responsibilities – a
matter the Branch will want settled.
>> ICT functions, GISC Castlebar
Members were also instructed during the year
following a ballot that the performance of ICT
help desk functions should cease in Castlebar
with effect from Monday 15th June. Further discussions took place with management and the
functions ceased and returned to ICT.
>> Allowance payments, GISC and
Command and Control
Despite assurances to the contrary, there were
still delays in the payment of weekend or STE
allowances in 2015. This was followed up with
Garda HR and payroll shared services with the
possibility of Executive-approved sanction for
industrial action if payments continued to be
delayed. Head Office met with Command and
Control and GISC representatives to discuss this
matter. As we go to press we are also working
on an initiative to secure back payments for
members relating to weekend allowances.
>> GNIB issues
Head Office will meet with GNIB representatives during the year for further discussions on
a range of issues of concern in the area.
We had advised management that we were
meeting the reps in GNIB to review industrial
relations matters, current and historical, and
would revert to HR after those internal discussions. Of particular concern is the issue of finger
printing in GNIB, a matter that is still under review as we go to press. On the wider question
of GNIB returning directly under Justice, there
were indications that this will happen in 2016.
Discussions will take place on this important
matter at the appropriate time.
>> Garda Inspectorate Report
The unions met with the Garda Inspectorate
in late 2015 to discuss their latest important report which has very significant implications for
civilianisation with An Garda Siochana. Specifically the report makes proposals to return anywhere between 1,500 and 2,000 Gardai to
policing work from office-based roles. The engagement and debate with the Inspectorate
was very useful and we are prepared a full report for our National Committee which will convened in early January to consider this and
other matters.
>> Garda Time and
Attendance System
The union received requests from Dublin
Garda stations in late 2015 seeking meetings
over the introduction of the system amid a number of concerns. Some of the concerns arose as
members felt that it had never been agreed or
was being introduced without negotiation. This
was just not true, as the matter was fully discussed and signed off by all unions – including
ours – going back to 2012. In any event, we clarified this at meetings in late 2015 and early in
the New Year, where we advised members that
we would have further discussions with management to raise any outstanding concerns.
Derek Mullen
Deputy General Secretary
CPSU 2016 <43>
\\COURTS SERVICE
>> Courts National Committee
Chairperson: Helen Lenihan
Secretary: Damian Downey
Committee: Irene Brady; Fiona Flynn;
Catherine Griffin; Mairead Kenny; Margaret
Lester; Ciara O’Neill
The combining of Court Offices countrywide
has led to many issues for staff due to the relocation of their employment. We processed an
appeal for members who were forced to move
from Wicklow Town to Bray. The redeployment
appeal did not lead to an immediate move but
did we argue that further efforts should be
made to find a resolution to the issue. At the
time of writing, we are hopeful that the two
members involved will be back in Wicklow Town
shortly.
An issue arose during the year where members were being asked to participate in videolinks without receiving an allowance. In the
2013 allowance review, DPER decided this allowance should not be given to any new members of staff asked to do the work. CPSU has
objected to this and we are currently in correspondence with HR.
The biggest issue in the courts is the growth
of protest groups. Court messengers have ex-
perienced these difficulties for a number of
years. This has now evolved to demonstrations
being posted on social media and attempts
being made to personally intimidate our members. These protests are now moving into the
courts as well as the customer counter areas.
CPSU is insisting that the protection of staff
has to be a primary concern and that the Court
Service has to do all in its power to ensure a safe
workplace.
Denis Keane
Industrial Relations Officer
<44> CPSU 2016
\\DEPARTMENT OF
SOCIAL PROTECTION
>> Introduction
A review of the activity of the union throughout the past year of 2015 provides an insight
into the work of the union both from its staff in
Head Office and the union’s National Committee and local representatives in DSP offices
throughout the country.
The Department is now one of the biggest in
the union as far as membership is concerned. It
is also a Department that undertakes a wide variety of functions and, it could be argued, undertakes the most interaction with the citizens
on various different levels.
The Department has two large head offices in
Dublin City with a number of large local offices
in the city and the county. It has head offices in
Donegal, Sligo and Longford as well as over 60
large and small local offices in almost every
county. The reach of the Department is wide,
covering a large number of services including
the distribution of various unemployment supports, pension payments, community welfare,
health service officer payments and other benefits and family supports.
When considering this many varied and multilayered Departmental system, it is fair to say
that the union could not cope with the amount
of activity and member support if it didn’t have
the support of its activists on the ground.
In opening this review of 2015, I wish to acknowledge the support of the many activists of
the union and the union’s DSP National Committee (see below). I would also like to take the
opportunity of acknowledging the support and
hard work of my colleague and National Official
Moira Haslam.
>> DSP Joint National Committee
Chairperson: Ann McGee – Sligo HQ *
Secretary: Kathleen McGee – Dunfanaghy
Intreo Centre*
Fergal Bermingham – Loughrea Intreo Office
& Executive Committee*; Colette O’Callaghan – Carrigaline LO *; Daniel Copperthwaite – Appeals Office & Executive
Committee*; Dennis Walshe – Portlaoise &
Executive Committee*; Dorothy Doherty –
Buncranna Intreo Office *; Paul Ferns – Buncrana Head Office; Annemarie Smith – Cork
St/Bishops SQ Intreo Office; Roisin Cogavin
– Arklow Intreo Office; Mary Jo Barrett –
Castlebar Intreo Office; Eithne Devine- Edenderry Contact Centre; Sue Furlong – Ballyfer-
mot Intreo Centre; Breda McIntyre- Cavan Intreo Centre *; Rose Swan – Coolock Intreo
Centre; Pat Ormond – Cork Intreo Centre;
Brendan Daly – Drogheda Intreo Centre;
Michelle O’Donohoe - Dublin Nth; Angela
Reilly – Dublin Nth; Karl McGowran – Dublin
Sth*; Sabrina Finnegan – Dundalk HQ; Laurence O’Loughlin – Ennis Intreo Centre; Angeline McGarrigle – Galway Intreo Centre;
Ann Mahony – Kilkenny Intreo Centre;
Sinead O’Neill – Kilmainham; Colin Linehan –
Kings Inn/Parnell St Intreo Centre; Niall
Neely – Letterkenny HQ & Executive Committee; Tony Gallagher – Letterkenny HQ;
Kieran O’Connor – Limerick Intreo Office*;
Mary O’Connell – Listowel Intreo Centre;
Brendan Fox – Longford HQ & Executive
Committee*; Michelle McCaffrey – Longford
HQ; Geraldine Mulvey – Mullingar Intreo Office; Michelle Clarke – Navan LO; David
Moore- Navan Road Intreo Centre; Brian
Quigley – Roscommon HQ; Mary Brosnan –
Sligo Intreo Centre; Belinda Thornton – Waterford Intreo Centre*
*denotes member of negotiating team
>> Health, Safety
and Welfare at Work
Waterford:
In November a ballot for industrial action was
overwhelmingly passed by the members in Waterford and a notice of action was duly served
on DSP management. The ballot and possible
action was designed to be pre-cautionary in the
event that members located in the glassless reception area refused to operate in that area as
a result of concerns for their health and safety.
At the time of writing no action has been taken
and the intervention of the Public Sector Oversight Committee was awaited.
The dispute arose from members’ frustration
at a lack of action in relation to their concerns
for their safety in areas of the office that did not
contain glass screens. The concerns arose following eight incidents in the area up to October
and incidents in other offices – in one instance,
a chair had been thrown in Clonmel while a
member of staff in Newcastle West suffered a
violent physical assault.
The union met management at a forum set up
at the behest of the CPSU following the removal
of glass screens and the introduction of Intreo
offices nationwide. At the meeting in November
management advised that more than 35 incidents had occurred in Intreo offices – the majority taking place in three locations with
individal incidents involving the other offices.
At the time of writing the union awaits the de-
CPSU 2016 <45>
<46> CPSU 2016
termination of the Oversight Committee of the
Public Service Agreement.
Cork Intreo Office:
Following the relocation and installation of a
new Intreo office in Cork from Hanover Street
to Abbeycourt House, a number of issues arose
that caused concern for members. One of these
relates to the removal of glass screens from
some of the Public Service Card hatches. Following union advice to management that there
was no agreement for the removal of the
screens, management advised that agreement
had been reached with the O.P.W. to return the
hatches to the agreed state and to include a
glass screen.
Management were also advised of the union’s
concern about building works that took place
on Hanover St. A lack of information being provided to staff in the location was the cause of
the major criticism that was levelled at management.
Letterkenny:
An issue of grave concern to CPSU members
in the Social Protection office based in Government Buildings, High Road, Letterkenny arose
due to the presence of asbestos in the building.
Building works had disturbed asbestos and the
manner in which this came to light resulted in
members losing faith in management advice on
the building works taking place.
The union advised members that if they believed that their health has been compromised
by the current building works, the union would
support them in their efforts to relocate to a safe
place of work. Following a number of interventions management in Letterkenny relocated all
affected staff until the building works had been
completed and staff were returned to a safe and
clean environment when works in High Road
were completed.
The issue was discussed at Departmental
Council and assurances were given that staff
who were worried about their health would be
provided with a screening programme to determine if they had been exposed to asbestos or
not.
Newcastle West:
The union met members and investigated an
incident in the Intreo Newcastle West office that
revealed that a Clerical Officer had been physically assaulted while attending the public
counter. The DSP National Committee agreed
a motion of support for the members in the location. When the matter was raised at the DSP
National Committee, further detail of assaults
and violent incidents in other areas were
CPSU 2016 <47>
brought to the attention of the Committee. Following union intervention, an independent review of Health and Safety in the location was
undertaken and is awaited at the time of writing
this report.
Clonmel:
The union investigated a further serious incident in Clonmel when a chair was thrown across
the counter and violent threats were made
against staff. This matter is also been investigated by management and changes to the office layout have been proposed to
management.
Cumberland St North:
Major building works in the office in Dublin’s
north inner city were undertaken without due
consideration to the staff located in this area.
Following head office intervention staff were
provided with information from the builder regarding the removal of asbestos in this area.
Navan:
On behalf of members in Navan, the union
described current conditions for staff in the local
office as a complete mess. The union and members in the area are awaiting an imminent date
for relocation to newer modern offices in the office that currently accommodates the Revenue
Commissioners in Navan.
>> Staffing/Resources
The union has undertaken a number of meetings of the staffing sub-committee and has considered the reports from up to one-third of the
locations involved. The sub-committee met
twice during the year and reported to the DSP
National Committee requesting further time
was needed to establish a clearer pattern of
where staff were required and how justifiable
were union arguments to secure the establishment of greater numbers in areas.
Cork:
Following a long campaign put forward by the
local union representatives in Cork, some
progress was made on the establishment and
recovery of lost Staff Officer posts. A meeting
with management in Cork involving the District
Manager and the Principal Officer from the Department responsible for staffing, two Staff Officer posts were approved and acting positions
were secured while the competition for promotional places was being conducted. Members
continue to express concern with the staffing
arrangements in Cork as a result of the move to
the Intreo office and the matter will continue to
be represented.
Tralee:
Following a number of visits by the union to
Tralee the matter of the shortage of Clerical Officer positions and the stress placed on staff in
the area was raised with management. The
union members agreed that they would resort
to a public lunchtime protest if the situation did
not improve.
Following union intervention the situation was
alleviated somewhat by a reorganisation of work
and the addition of an extra CO. The union is
currently attempting to deal with areas that
have been identified as having a critical staff
shortage and has visited offices in Cavan and
Carlow to advise members and alleviate some
of their current workload difficulties.
>> TIS (Task Information System)
The union learned that staff under pressure
had not been completing returns as required
under the TIS system. Non-completion it
seemed was under direction from their local
managers in some areas who asked them to prioritise work. The union wrote (see Circular 151151006) to members and advised them of their
responsibilities.
While the union was aware that adherence to
the union circular would be likely to slow down
a lot of work in local offices, the union believes
that staff under work pressures were cutting corners on TIS that could lead to disciplinary action.
The union believes that if there is not enough
staff to undertake all the required tasks in an office, management will be reluctant to place new
staff in an area where union members were prepared to cut corners to enable targets to be
reached.
>> BOMi4
In last year’s report, Deputy General Secretary
Derek Mullen advised members that the demarcation lines that indicated the responsibilities of
the SO and CO grade were being blurred as a
result of the introduction of new software editions of BOMi4. The new editions allowed the
calculation of means on the new system.
The union argued that the Clerical Officer
grade was not a grade where complicated decisions can be made as would be the case if the
management instructions for the system were
adopted.
The union advised management that we
would observe the CO responsibilities as outlined in the Technical Report that had been
agreed between the parties. Management advised that they no longer felt that the Technical
Report was relevant and the new system made
the calculation of means more simplified.
<48> CPSU 2016
The National Committee have produced a
very detailed and comprehensive submission to
the Arbitration Service on the matter and understand that, following an adjournment due to the
illness of the Arbitrator, the matter should be
heard in the spring of 2016.
>> Local Office matters
Carrick-on-Shannon TCOs:
The union learned that local management in
Carrick-on-Shannon were to employ up to 10
TCOs to take on a particular project. The union
advised management that prior to any engagement of TCOs the union must be consulted as
there were members in areas close to Carrickon-Shannon where members awaiting transfers
to the location would be skipped by the appointment of TCOs.
Cork trialling non-signing:
A trial initiated in the Cork offices to reduce
the amount of signing is being discussed with
local union representatives. The initiative envisages the auditing of returned forms from clients
while the signing suspension is trialled. Staff will
audit clients and make selections and requests
for clients to attend prearranged interviews.
Longford Head Office:
An announcement was made to all staff in
Longford, Sligo PSO and Letterkenny Head Office on 10th February last that advised all members of the reallocation and relocation of Family
Income Supplement (FIS) work and the administration of manual claims for back-to-school
clothing and footwear allowance. The notice advised that operations would be relocated to alleviate pressure in the Longford Head Office.
Staff in Longford have expressed fears that they
may be relocated under redeployment protocols and the union will meet and discuss their
issues in this regard. The union met with management and were satisfied with the assurances
given that the Longford Head Office operation
had enough work to keep it operational in the
future.
>> Medical assessors
Discussions continue with DSP management
in relation to a request that Clerical Officers acting as deciding officers to make assessments on
medical issues related to claims for illness benefit, occupational injury, partial capacity benefit
and Medical Care.
The union advised management when the
proposals were first put forward that the union
would not accept that COs – who were acting
up as SOs on a temporary basis – were being
required to make assessments on claims and
decide on claims without referral to a medical
practitioner.
The union advised management that they
were currently providing cooperation and the
requirement to undertake the duties of medical
professionals was a request that was unlikely to
be met by the union. The union expects a
Supreme Court hearing in February to provide
direction to the Department as to how the issue
can proceed.
>> Sligo PSO
Back-to-School Clothing and
Footwear Scheme (BSFSC):
A staffing level agreement was accepted by
the Branch in PSO Sligo that indicates minimum
staffing levels and the number of Higher Duty
Allowances on the operation and processing of
the BSFSC. The Branch have raised their concerns related to any attempts by management
to merge the agreement with the Water Conservation Grant processing operation. The operation had been relocated from Letterkenny to
PSO Sligo.
Water Conservation Grant:
The Department were given the responsibility
to administer the Water Conservation Grant on
behalf of the Department of Environment. The
Department advised that they would have an
initial need for Temporary Clerical Officer staff
in Sligo when the grant is being administered
from the Sligo Pensions Office. The section in
Sligo is headed up by two teams including a
Staff Officer and five Clerical Officers. Along
with the upgrading of COs to Staff Officers,
management envisaged a six to 12 month period after which the system will be reviewed. Although it was advised that 12 TCOs would be
required, two permanent staff have been deployed to the area.
The initiative, which began in September
2015, suffered as calls were being diverted from
the telephone advice call centre that has been
outsourced. The Department argued that the
work was new work and that they did not have
to follow agreed protocols under the HRA.
Although the CPSU advised that the work was
appropriate to our grades, outsourcing was proceeded with. Members in PSO Sligo refused to
co-operate with management proposals to reopen the reception area in the location in order
CPSU 2016 <49>
to deal with callers to the office who were attempting to bypass the outsourced call centre.
Temporary Clerical Officers:
The union wrote to management advising
them that a proposal to employ up to four Temporary Clerical Officers (TCOs) to deal with a
backlog in the debt management area was re-
jected. The local Branch and the union believe
that the number of TCOs in Sligo is way over
any agreed acceptable limits and that permanent COs should be employed to take on the
volumes of work in this area. The union is also
concerned at the level of TCO recruitment
throughout the Department and raised this at
the Departmental Council on December 9th.
<50> CPSU 2016
>> DRAS
A delegation of the DSP negotiating committee met management in Dublin to discuss concerns related to the DRAS system in the early
part of the year. DRAS is the system used and is
responsible for overpayments in the Department.
Confusion had arisen regarding the use of two
different systems and the use of the signature
of the officer, including COs, who process the
system that appear on the letter to the client.
Inadequate training on the system was also
identified and management welcomed the opportunity to be advised of the system difficulties
being experienced so that they could address
them.
>> Digitally Enabled
Service Delivery
>> JobPath
As a result of losing the Arbitration hearing
and having to accept the outsourcing of the activation role, the unions on the staff panel met
with management prior to the introduction of
the project.
While most of the work affected is undertaken
by unions representing higher grades some of
the processing work would have been undertaken by CPSU members in local offices.
The union was provided with assurances that
the outsourcing initiative would not lead to any
extra work for CPSU-represented grades and
that management were putting in place a team
of civil servants in Dublin to liaise with and deal
with Job Activation and JobPath issues.
A presentation to union representatives and
DSP management provided an overview of the
proposals currently being considered by DSP
senior management for future delivery of services to the public. The presentation provided
the current status of digital services and compared them to what is available generally in
other Departments. It pointed to the next two
years showing that currently only Public Service
Cards appointments can be made on-line.
However, in December 2015, JB Claims, Holiday Request, Close Claim and Payment statement will be available and in 2016 they propose
that Contribution Statement, Other schemes
(e.g. MAT, RS, IB, CB etc.), Education sector
workers, Change in circumstances will be available online.
In the long term the aim is to move the processing of the online claims to a back office
function. These functions can be completed in
any location once good internet capabilities are
available.
All of these developments will have consequences for CPSU jobs (in the longer term) and,
more importantly, the ability of CPSU to continue to secure this type of operation from outsourcing.
The union and the National
Committee do not intend to let these jobs be
outsourced and have begun a strategy that will
arrange opposition and resistance to any such
changes.
>> Outsourcing Branch Offices
>> FAS
The union continues to await the hearing into
the issue raised and forwarded to Arbitration in
relation to Branch offices undertaking work on
Public Service Cards. The outsourcing of this
work was never advised to the union nor were
any talks or discussions held on the matter.
A large number of personal cases were dealt
with in the course of the year ranging from overpayment salary recoupments, disciplinary proceedings and data protection issues.
A claim was put forward at Departmental
Council on behalf of former FAS members who
lost a day’s leave on the integration of the DSP
and FAS. The union advised management of a
side agreement made at the Lansdowne Road
talks that sought to deal with the issue once and
for all.
Management have advised the union that
they are unaware of any agreement made at the
Lansdowne Road talks with CPSU. Management
are expected to respond when the Council
meets in March 2016.
>> Shared Services
>> Work-sharing
>> Personal cases
The difficulties of intervening and making any
headway with PeoplePoint and shared services
has been raised by the staff side at the Departmental Council. The staff side have advised
management that they will campaign to see a
return of back office and HR services to the parent department.
The union continues to make representations
for those members on work-sharing arrangements who want to return to a more full-time
working arrangement and those members seeking to go on work-sharing options. It is expected that following representations from the
unions, DSP management will issue a revised
work-sharing circular.
CPSU 2016 <51>
>> Flexi-time
A long-running issue that members on a worksharing pattern of mornings only were being unfairly treated in relation to their ability to work
up hours in order to bank some flexi-time has
been put to the department and a reply is expected by the time of this ADC.
Des Fagan
Financial Secretary
\\PARTNERSHIP IN
SOCIAL PROTECTION
>> Engagement & Innovation
As members in DSP will be aware Partnership
was replaced in 2013 with Engagement & Innovation. Throughout 2015 there were many projects undertaken, under the E&I process. A full
list is available on DSP intranet Stór. These projects were identified by staff and management
and comprised of staff from all grades, unions
and sections.
In Letterkenny, a project team was set up to
deal with the new Intreo Office and the move
to the building on Oliver Plunkett St. This project worked exceptionally well and key to this
was the level of communication which issued to
all staff. It was a big undertaking and there were
lots of moves involving all staff. An update was
regularly issued advising everyone what phase
the moves were at, who would be moving, and
to where.
Another project worth mentioning is the
Cavan Project. This has resulted in a publication
called Cad è an Scèal? Staff in Cavan found that
when they became an Intreo Office and staff
were integrated from the various services – DSP,
CWS and Fàs – they weren’t aware of who did
what or, in fact, what they did in the various
services.
So they came up with the idea of a directory
letting people know what services are available,
contact details for the various services, how new
work practices were being implemented.
The directory provides information on
changes that are being made to payments as
well as some light reading. A lot of work was put
in by staff from all grades and it was agreed that
the publication would continue. A second edition has since been produced.
Various projects were initiated at the new Intreo Centre in Galway. Again staff and management put their heads together to deliver the
move. There was a number of projects looking
at different aspects of the move.
Benefits in AMD have also set up a group to
look at how they will move forward into the future. As well as local projects there are two special projects that have been undertaken. One
team looking at Quality Assurance and the
other looking at Quality Customer Service.
These project teams are comprised of members
of staff and management as well as union representatives. They will compile a report which
will be presented to the Strategic Leadership
Team when completed.
Going forward into 2016, a sub-group of the
Strategic Leadership Team is being set up to
look at the expiry of tenure of the current teams
as well as an annual E&I conference (CPSU National Official Moira Haslam will be part of this
team). There is also an engagement & Innovation Group being set up to assist with the move
to Smithfield.
Thanks must go to the many CPSU members
across the Department who have been involved
in all of the Engagement & Innovation Projects.
>> Intreo
2015 saw the opening of a number of Intreo
Offices. Cork now has two Intreo Offices –
Abbey Court House and Hanover St. Staff in
Galway finally moved into the new office in Sean
Duggan Centre. This is a very modern building
located beside the bus and train stations.
Swords and Balbriggan also opened in 2015.
The remaining offices will open in 2016. These
are: Carrigaline, Thurles, Letterkenny and
Navan. As has been the practice in the past,
National Official Moira Haslam will be calling to
the offices prior to them going live.
>> Accommodation
The long-awaited moves for staff in the Dublin
Headquarters area started in December. A new
Public Services Card Centre is now located in
D’Olier House with staff from the North Cumberland Street PSC moving in on 16th December. North Cumberland Street itself is to be
given a facelift and the Medical Review and Assessment Centre and the Medical Review Assessment Section will move into the Upper
Ground and First Floor respectively. The Men’s
Homeless Unit will be accommodated on the
Lower Ground Floor. There are currently no details about the move to the building in Smithfield.
I would like once again take this opportunity
to thank all the representatives and members,
acknowledging the work done by them with me
on the various groups and committees. I look
forward to your continued support in 2016.
Moira Haslam
DSP National Official
<52> CPSU 2016
\\REVENUE
>> Revenue National
Committee 2015
Chairperson: Conor McDonald
Vice Chairperson: Ger Kiely
Secretary: Deirdre Quinlan (Maria Dowling)
Asst Secretary: Maria Dowling (Jean Taylor)
Committee: Marie Morgan, Tracey ShannonByrne, John O’Reilly, Tanya O’Neill, John
Farrell, Pierce Hoban (Terry O’Donnell),
Des Ryder, Ann Keegan, Joy Cooling,
Connie Gray, Carmel Cotter, Una Ryan,
Aileen Conway, Niamh English, Jacinta
Clarke, Liam Walsh, James Ryan, Paul
Walker, Ingrid-Alison Shortt (Paula Nangle),
Thomasina O’Connor, Paul Lennon, Mary
Collins and Cecilia Reidy
>> Overview
2015 has been a challenging year for our
members in Revenue and your representatives
on the Revenue National Committee (RNC).
Revenue have focused on increasing the staffing
levels in the Audit Area particularly at Executive
Officer level which is a welcome development
for those of our members on promotion panels
and we have also seen an increase in staffing at
Clerical Officer level as the moratorium lifts and
Revenue increases numbers in the Clerical Officer grade by 290 in 2015 with a further 150 proposed for 2016.
Despite the increase in numbers, the outsourcing challenge still remains as the union
continues to fight to have core work brought
back in-house and continues to fight to maintain
Staff Officer staffing levels (albeit at the time of
writing this report discussions are due to commence with the union over grade rationalisation).
Staffing levels at the end of 2015 were such
that there were 5,799 serving Full Time Equivalents in the Office of the Revenue Commissioners with 2,177 Clerical Officers, 189 Staff
Officers and 1,720 Executive Officers.
>> Local Property Tax
As we conclude 2015, we are awaiting an arbitration finding on the extension of the outsourcing contract to Abtran into a third year
2015 -2016 without consultation and/or discussion and without exploring the possibility of
bringing the work back in-house. Work which
our members or potential new recruits would be
completing as core administrative Revenue
work.
We believe that the LPT work is well bedded
down now and that the necessity to have this
work outsourced as a temporary measure (as
was originally argued at arbitration) no longer
exists. The challenge continues on in to 2016 as
Revenue goes to tender again with a view to
awarding another contract for a four-year period
to an external service provider.
This was presented to the unions as a fait accompli again without exploring in any great detail the possibility of bringing the work back
in-house. While it is important to note that all
the duties are being completed by a mix of fulltime Revenue Staff, temporary Clerical Staff (on
occasion) and outsourcing, we remain of the
view that all of this work is core work which
could be completed by full-time civil servants
especially given the fact that the ban on recruitment has lifted.
>> Arbitration claims
Members will note the reference to our outstanding arbitration claim above. However, we
also had cause to refer an issue on Staff Officers
to arbitration in 2015.
Following the promotion of approximately 25
Staff Officers (SO) to Executive Officer (EO)
grade in 2015, instead of backfilling the posts,
Revenue continued to promote from the panel
into EO posts. In some cases the former SO’s,
now EO’s, remained in situ and Revenue argued
that there should be no issue with SO’s occupying the same posts as the posts were interchangeable (as per previous agreements). We
argued that they were in fact supressing SO positions as they were in effect replacing the SO
positions with an equivalent number of EO positions.
The Adjudicator found that Revenue should
organise a fresh internal competition for appointment of Staff Officers by end of March
2016 at the latest and that taking account of the
debt to the interdepartmental process discussions should commence with CPSU with a view
to filling at least 20 of the next 60 appointments
at SO/EO level with Staff Officer appointments
thus retaining SO levels in Revenue.
Subsequent to this finding, DPER have indicated that they want to open discussions with
the union on grade rationalisation as provided
for in the Haddington Road Agreement (HRA)
with specific reference to the grades of Staff Officer and Executive Officer, so we need to be
mindful of the above in our discussions with
DPER going forward.
>> Competitions
As we move out of 2015, we see the final
tranche of the last EO internal competition com-
CPSU 2016 <53>
ing to fruition. We saw Revenue run an open
EO competition with severe eligibility criteria regarding Leaving Certificate honours and Third
Level qualifications which rightly caused a lot of
controversy and led to very low numbers applying for the competition as against previous
Open EO competitions.
While Revenue have indicated that they propose to have similar eligibility criteria for all Internal and Open EO competitions in the future,
we have resisted same for Internal Competitions
to date. It is being presented as a way to avoid
’psychometric testing’ which the unions are opposed to. However, it does not address the
issue of how to recognise capability and service
going forward when it comes to being promoted. An issue which the RNC would like to
see addressed in 2016.
There is a real dilemma here, however, as the
majority of posts at EO level and above will be
filled in the Audit and Compliance area (and this
is not set to change) and Revenue (it seems) are
determined to have a ‘pre-educated’ pool of
people to draw from when it comes to filling
posts going forward. We will continue to resist
the stringent eligibility criteria into 2016 and
take our lead from the centre.
>> 1890
We have seen many changes across the regions when it comes to the 1890 service and
our members are co-operating with the changes
on an on-going basis. Communication, however, is most disappointing and our representatives continue to seek a more open
communication policy at both local and national
level. It is well recognised and documented in
business that co-operation and buy-in is far
more achievable where communication is open
and discussions take place with staff (members)
in advance of changes. However, this message
has got lost somewhere with the pressures of
time and work. It’s time we would say to go
back to basics when it comes to communications.
>> Customs functions
We are currently in discussions with Customs
Management through the IR Fora regarding a
proposal to transfer functions from Nenagh to
Dublin. The transfer of functions between locations while in the first instance is a matter for the
Board, again effective communication is important.
As in all cases such as this proposal, we aim
to get a commitment to the location from which
they are transferring the work as well as assurances that the work will be replaced appropriately. While to date there are more questions
<54> CPSU 2016
that remain unanswered than answered, those
assurances have been given and we will continue to engage to assess the fallout, if any.
>> 2nd Tier and transfers
We are very conscious of on-going changes
across the districts and regions with the development of 2nd Tier plans. Revenue are engaging in actively managing the tax affairs of
entities operating in various industries, with materially significant levels of economic activity
which are not dealt with at present by Revenue’s
Large Cases Division. We note the importance
of managing the case base efficiently in each
district and it has yet to be decided in some regions which districts will be completing 2nd Tier
duties.
While we engage via the IR Foras on into 2016
with specific regard to staffing levels and duties,
members should please note that despite the
fact that some regions have issued expressions
of interest regarding ‘preferred locations’ in
which to work in the regions, staff/members
cannot be transferred outside of agreed protocols and procedures re: transfer of functions/redeployment and/or the CAF/Central Transfer
list.
>> Recruitment
We have been engaging in a recruitment campaign in Revenue with our colleagues Paul MacSweeney and Denis Keane. Paul and Denis are
responsible for recruitment and organisation as
a policy area within the union.
2015 saw approximately 290 Clerical Officers
recruited into Revenue and our branch representatives have been working with Head Office
with a view to recruiting 100% into membership.
We are back involved in Revenue induction
courses where we are given a slot to address
the new Clerical Officers with a view to recruitment.
While we have made some progress with recruitment in initial contact, there is still more
work to do on the ground and the influx of new
Clerical Officers has underlined the necessity for
our representatives to be organised and pro-active in recruitment at local level.
With approximately another 150 due in, in
2016, it will be more than important for Head
Office to work closely with our representatives
on the ground to fulfil our aim of 100% recruitment. It is important for new recruits to know
exactly who we are and what our role is and we
will endeavour to continue to deliver the message of the power of unity.
>> Thanks
Members will note the names in brackets
under the heading of the Officer Board and the
Committee Members. 2015 saw a change in
the Secretary of the Revenue National Committee and change in Assistant Secretary as a result
and I would like to take this opportunity to wish
Deirdre Quinlan best wishes in her promotion
and wish Maria Dowling every good wish as she
takes over as the new Secretary of the Revenue
National Committee following the RNC in November, 2015.
I would also like to wish Jean Taylor best
wishes in her new role as Assistant Secretary
and give my sincere thanks to all those who either left or joined the committee for their hard
work and dedication at both local and national
level on behalf of all members.
I would also like to take the opportunity to acknowledge the work, dedication and commitment shown by Deirdre Nihill as Revenue
Partnership Official for the last three years and
wish her every success and best wishes as she
CPSU 2016 <55>
l CG’s Region Local Partnership Group:
Tanya O’Neill and Una Ryan
l Dublin Region Local Partnership Group:
Des Ryder and Conor McDonald
l East/South East Region Local Partnership
Group: Geraldine Kiely and Dominic
McGuigan
l BMW Region Local Partnership Group:
Tracey Shannon Byrne
l South West Region Local Partnership
Group: Maria Dowling
>> Overview
returns to work in the Office of the Revenue
Commissioners on promotion. Deirdre was
committed to helping as many members as
possible and has worked tirelessly on behalf of
the members in all her engagements with Revenue on behalf of CPSU.
A sincere thanks to all.
Cliodhna McNamara
Assistant General Secretary
\\PARTNERSHIP
IN REVENUE
>> Partnership Committees
The CPSU representatives on the Partnership
Committees in Revenue for 2015 were:
l Central Revenue Partnership Committee:
Geraldine Kiely and Jean Taylor.
The role of partnership in the Office of the
Revenue Commissioner in the implementation
of the modernisation agenda has developed
steadily over the years and partnership committees play an important role in the verification of
the changes being introduced. There are partnership groups set up on a regional, divisional
and local level. While the CPSU is active on all
these committees it is consistent in holding the
position that these groups are not a replacement for the IR process and Regional Fora. Nevertheless we remain of the view that Partnership
has a role in developing and processing organisational change.
The group of unions in Revenue places a
strong emphasis on employee involvement and
participation. In the CPSU partnership reports
are given at every Revenue National Committee
meeting and members should keep themselves
informed of developments through contact with
their representative on the Committee.
At year end the Central Partnership Group
was given an overview of the key elements contained in the Revenue Annual Reports. 2015
was a year of solid performance with positive results in virtually all business areas, significant
productivity and some very interesting and innovative projects launched. Audit and compliance activity increased significantly and this led
to an increase in tax receipts.
Revenue launched the Statement of Strategy
2015-2017 which is framed around two key
strategic priorities – to make it easier and less
costly to voluntarily comply and to identify and
confront non-compliance.
The partnership process plays a significant
role in the implementation of this strategy.
While industrial relations concerns can and do
arise in the handling of the workplace change
issues that arise the partnership groups at local
regional and national level have an important
role in ensuring greater participation and understanding of the change environment.
Individual change plans arising from the strategy are initially outlined to the relevant partner-
<56> CPSU 2016
ship groups where intensive or ‘working’ groups
can be set up to scope out the implications of
each change element for our members and the
members of the other staff unions. Ideally it
should be possible to arrive at a point where all
parties can engage through the partnership
process to deliver the required change leaving
only more difficult and sensitive issues to be
handled in the industrial relations structure. This
remains the goal although we have some distance to travel yet to achieve it.
A range of issues that arise under the strategy
which are being progressed through the partnership process include:
1. Customer Engagement Strategy
Revenue provides a range of customer service channels and continues to expand online and self-service facilities. It is argued
this approach assists customers to voluntarily comply with their obligations and claim
their entitlements ensuring that they pay
only the right amount of tax and duty at the
right time. Nevertheless Revenue continues
to face significant challenges with contact
levels remaining high and customer service
standards not always being met due to the
reduction of staffing levels.
The Revenue Customer Engagement
Strategy outlines a range of initiatives for
further improvement in customer service including ‘Channel Management’ which is
aimed at maintaining and strengthening
customers’ willingness to voluntarily comply while still proving a quality service to
customers.
2. MyAccount
Revenue has enhanced the way we deliver
the service to customers to make it quicker,
easier and more convenient to deal with
Revenue. This includes improving and expanding the range of online services, including the Revenue website. A new service
called MyAccount has recently been
launched which provides a single access
point for all secure services for individuals
not registered for the Revenue Online System (ROS) such as PAYE and LTP taxpayers
and business customers who do not hold an
active digital certificate for ROS. Revenue
plans to deliver other services though MyAccount in the near future.
3. MyEnquiries
Revenue's secure email system was withdrawn in June 2015 and was replaced by a
secure online contact facility called MyEnquiries which was finalised August 2015.
MyEnquiries is a structured online facility
which allows customers to securely send enquiries to Revenue.
CPSU 2016 <57>
4. Customs Act 2015
The Customs environment is increasingly
complex as a result of globalisation with increasingly broad and diverse high value
supply chains. The role of Customs is now
multifaceted and continues to evolve in
comparison to the historical role of clearance of goods and collection of duty. The
Revenue Statement of Strategy supports
and provides guidance for the new Customs role with the goal being to make it is
easier and less costly to comply, tackling
those who do not comply ultimately helping
to make Ireland and attractive location in
which to do business.
The Customs Act 2015 will become effective when a Ministerial Commencement
Order is signed. Staff instructions and manuals are being updated. The legislation
under which Customs officers are authorised is being repealed and, although the
new Act allows for a continuance of such
authorisation, the intent is to re-authorise
officers under the new Customs Act.
>> Conclusion
All the above and other issues that will arise
in 2016 will be processed at least initially
through the Partnership process and groups
and members are urged to keep themselves informed through the Revnet, CPSU News Updates, Circulars and Aontas. Partnership reports
are also given at the Revenue National Committee meeting and members to raise any questions or concerns they have about
developments in Revenue with their National
Committee Representatives or their representatives on the local and regional partnership
groups. From time to time difficulties managing
the interface between the partnership and IR
processes do arise. While there is no formal link
between partnership and the IR process, our officials, both full-time and voluntary, are involved
at a central level in both.
At our year end meeting in December, Central
Partnership acknowledged the work and commitment of the CPSU representatives to all the
Partnership Groups within Revenue.
No doubt the next 12 months will be difficult
in terms of organisational change but the CPSU
is committed to working through partnership to
deliver on the change process while always retaining the rights to refer issues of disagreement
to the IR process for resolution.
Deirdre Nihill
Revenue Partnership Official
<58> CPSU 2016
\\AGRICULTURE
>> Agriculture National
Committee 2015
Chairperson: Mary O’Driscoll
Secretary: Mary Dunne
Committee: Liam Boyd; Diarmuid Buttimer;
Linda Byrne; Carmel Coffey; Ger Cremer;
Cormac Donoghue; Myles Glynn;
Helen Lundy; Marion Hussey;
Joan Farrell; Paul A. Martin; Ann Quinlan;
Maureen Ryan; Bridget Smith
An EO Departmental competition took place in
2015 with a panel of 25 candidates established
and that panel will run for two years. While the
union would have preferred to have a higher
number of successful candidates placed on the
panel, management’s rationale for the figure of
25 was that a) they used a ratio of 3:1 when interviewing – that is they interviewed three people for every potential post that may arise and
b) using the sequence of one in four or 50:50,
there would have to be around a hundred EO
vacancies in the Department in the next two
years in order to exhaust the panels. Management did not envisage that number of vacancies
arising during the lifetime of the panel.
However, they have committed to reviewing
the EO panel if the numbers are being drawn
down faster than expected.That review will be
in the context of whether or not the remaining
number on the panel will be sufficient to meet
the needs of the Department or if they need to
consider running another Departmental competition.
Furthermore management have agreed to the
introduction of a policy on the course of action
to be taken for all panels in circumstances
where they are exhausted before the two year
time-frame expires.
In mid-2015, the Department received delegated sanction from DPER for staffing in the Department which means their budget will cover
all staff of the Department which includes the
six agencies under their ambit. The Staff Panel
of Unions jointly requested that the Department
run competitions and establish panels for
grades where no panels are currently in place,
such as the SO, and they have agreed to look
at this issue in the context of the overall Workforce Plan.
The transfer of the salaries function from the
Department to the Payroll Shared Services Centre is due to go ahead at the end of April 2016.
Progress was finally made on long-standing issues of a health and safety nature in the Athenry
office which included a leaking roof, trailing cables, damaged radiators, sewage problem etc.
Over the latter half of 2016 the cables have
been secured, new sewer lines put in, locks and
radiators repaired and other actions complete.
The work has gone out to tender by Teagasc
(who own the building) and OPW and with no
planning permission needed, the work is expected to be finished in early 2016.
Joan Farrell, Staff Side Secretary to the Departmental Council, has decided to step down
from the position this year. The Staff Side Secretary is a key role in terms of communication
between management and the unions as well
as in the efficient operation of Departmental
Council business. The union would like to thank
Joan most sincerely for her work and dedication
in carrying out the tasks associated with this
positon.
Theresa Dwyer
Assistant General Secretary
>> Dept of Agriculture
redeployments
At the time of writing a number of members
and former members of the 10 who objected
and appealed their relocation from Tralee to Kil-
CPSU 2016 <59>
larney under a forced redeployment initiative
have made progress in obtaining a return to
Tralee as well as those who opted to take voluntary early retirement or redundancy. The matter was pursued by the union against significant
opposition from the Government Departments
involved.
Des Fagan
Financial Secretary
\\EDUCATION
An EO and SO Panel was established in July
2015 from a Departmental competition with 62
candidates place on the EO Panel and 45 candidates place on the SO Panel. While the SO
Panel has since been exhausted, there are still
some candidates on the EO Panel.
As of April/May 2015 there are no vacancies
at HCO level in the Department.
Discussions are taking place with representatives from Dublin, Athlone and Tullamore in relation to reactivating the National Committee
Structure.
Theresa Dwyer
Assistant General Secretary
<60> CPSU 2016
CPSU 2016 <61>
\\TAILTE EIREANN
By Government decision the Property Registration Authority (PRA), the Valuation Office (VO)
and Ordnance Survey Ireland (OSI) is being
merged to form a new organisation called Tailte
Eireann. The new organisation will provide a
more efficient and effective delivery of land, location data and property administration service
in Ireland. Tailte Eireann will have responsibility
for:
l The State property registration system;
l The State mapping and surveying infrastructure;
l The State property valuation service;
l The development and maintenance of
State geospatial information;
l Dealing with applications for purchase of
ground rents; and
l Ensuring the proper functioning of the Valuation Tribunal.
A Project Board was established to oversee
the merger and correlates reports from the various Working Groups on areas including Finance, Legislation, Shared Services, Strategic
HR and Change Management as part of the
preparation for the merger.
The Heads of Bill were published in January
2015 and are currently with a Parliamentary
Draughtsman who will draft the legislation. The
date for the establishment of the new organisation is 1st January 2016.
Each of the unions has submitted a list of is-
sues that reflects the overall concerns of their
respective members in each of the organisations. Those lists have been consolidated and
the issues will be addressed in the appropriate
Working Group with the final decision on all
matters resting with the central negotiating
group of unions and management. The unions
are awaiting an organisational chart for Tailte
Eireann before our discussions can commence
as this will have a direct bearing on all our discussions.
In December 2015, the Government agreed
that the functions vested in the Minister for Public Expenditure and Reform through the Valuation Acts 2001 to 2015 and in the Minister for
Communications, Energy and Natural Resources through the Ordnance Survey Act 2001
should transfer to the Minister for Justice and
Equality.
The effect of the Transfer of Functions Orders
is that the Valuation Office and Valuation Tribunal (both of which operate under the aegis of
the Minister for Public Expenditure and Reform)
and Ordnance Survey Ireland (which operates
under the aegis of the Minister for Communications, Energy and Natural Resources) will all operate under the aegis of the Minister for Justice
and Equality as and from 1st January 2016.
The Property Registration Authority already
operates under the Department of Justice and
Equality. This is another stage in the process of
merging the three organisations.
Theresa Dwyer
Assistant General Secretary
<62> CPSU 2016
CPSU 2016 <63>
<64> CPSU 2016
\\AN POST
>> Branch Committee 2015
Chairperson: Terry Kelleher
Vice Chairperson: Michael Caffrey
Secretary: Fionn Ryder
Assistant Secretary: David Meehan
Treasurer: Tina Farrell
Committee: Paul Kinsella; Michael Carroll;
Bernard Fitzgerald; Michael Dwyer; Richard
Deegan; Tom Shortall
>> Overview
The past year has been a busy one, for both
the Branch Committee and membership in An
Post, with four ballots conducted on work transfer, restructuring and opposition to major
change introduced without agreement.
The final ballot in August provided for concessions on a number of outstanding issues raised
by CPSU in return for co-operation with work
transfer to Sligo and HR Restructuring. The
agreement with the company provided for the
extension of the medical scheme to our Universal Clerk members, a long-standing union demand.
The matter of union representation was heard
by the ICTU Disputes Committee and is now
under appeal. The Labour Court has recommended that both unions and management examine cost savings which could partly fund the
trade union alliance (TUA) claim for a 6% pay increase.
Back office modernisation implementation
continues with little sign of the targeted reduction in staff numbers proposed while the reevaluation of the Front Line Supervisor (FLS)
remains under negotiation.
The construction of ‘Witness History’ interpretative centre in the GPO has led to significant
disturbance affecting many members and is currently in mediation.
>> Back Office Modernisation
Initially Back Office Modernisation was forecast to lead to a reduction of 40 posts. Due to
additional security requirements the number reduction may end up being a lesser figure.
We have sought details of current and final
staffing levels required in Central Operations.
One full-time equivalent post has been recently
suppressed in Dublin with the transfer of work
to a BSO in Sligo.
Agreement was reached to establish a committee to improve industrial relations and trust
between all parties in Central Operations.
>> Representation rights
CPSU referred the matter to Congress of a potential breach of the ICTU Constitution in relation to union representation. An ICTU Disputes
Committee hearing was held in October 2015.
The findings of the Disputes Committee is now
under appeal.
>> Access to An Post
medical scheme
Agreement was reached with the company to
include our Universal Clerk members in the An
Post medical scheme. Management has rejected a JCC claim from all unions for access on
the basis that extending access would be cost
CPSU 2016 <65>
in the GPO. A mediation process has been established to address disturbance of staff.
Richard Deegan is the CPSU representative on
this committee.
>> HR/Regional Review
Members initially rejected HR restructuring
proposals recommended by the Labour Court
due to concerns on displacement of BSOs in
HRSU, grading difficulties and concerns in relation to undermining of flexible working hours in
HRSU. Following written confirmation from the
company, guaranteeing four ongoing CPSU
grade posts in the HRSU as well as a review of
the application of flexi in the area at the end of
the first four months with a view to the possible
extension of flexi within the new unit, members
accepted HR restructuring.
>> Transfer of work
The Labour Court recommended in favour of
the company proposal to transfer traditional
CPSU back office functions to non-CPSU grades
in Sligo. Our membership initially rejected the
proposed work transfer. Following a number of
concessions and a written guarantee from An
Post that the work will return to Central Operations when the individual(s) carrying out the
work retire or are transferred off the work, members accepted the work transfer. As it transpired the BSO work ended up being
transferred to a single BSO in Sligo rather than
four POCs as initially proposed.
>> Pay claim
increasing. CPSU will now endeavour to extend the scheme, now available to our Universal
Clerk members, to all our members in An Post.
>> ‘Witness History’ – 1916
Interpretative Centre for GPO
A sub-committee of Staff Panel was established to oversee staff impact of the development of the Witness History Museum in the
GPO. Witness History is both the States flagship project commemorating the centenary of
the 1916 Easter Rising and the largest development at the GPO since it re-opened in 1929.
Disturbance due to construction work has
been a challenge for our members and all staff
Over seven years have passed since the last
pay rise in An Post in August 2008. The group
of unions in An Post lodged a claim for a 6% pay
rise effective from 1st January 2014. The claim
was not conceded at Council nor at the Labour
Relations Commission (LRC) and was referred to
the Labour Court. In October 2015, the Labour
Court recommended that both sides examine
savings that could be achieved to fund in part
the pay increase sought. Any proposals will be
put to a ballot of members.
>> FLS Review
Negotiations on the re-evaluation of the Front
Line Supervisor (FLS) have yet to conclude.
CPSU has sought that FLSs be placed in a
higher pay band based on the level of responsibility of the grade.
>> TV Licence Bonus Scheme
CPSU and PSEU have jointly sought that the
sales bonus paid to post office clerks in TV Licence section also be paid to our members in
Licence Services. The matter will be referred
<66> CPSU 2016
to third party where unresolved.
>> Premier Lotteries Ireland
2015 was another challenging year for our
members in Premier Lotteries Ireland. The number of staff, cut by approximately 25% through
voluntary redundancies in late 2014, were further reduced by redeployment to the Civil Service in 2015. This has put significant pressure on
our members in PLI in terms of increased workload. Our claim for a transition payment for our
members, in line with payments made to a number of other grades, is likely to rejected by the
company and will then be referred to third party.
CPSU and other unions in Premier Lotteries
Ireland (PLI) have lodged a 6% pay claim. If disagreed, the pay increase claim will be referred
to third party.
Progress has been made by our local union
representative, Fergus Beatty, on revised flexible working hours procedures and buyout of accumulated hours. Agreement is yet to be
finalised.
>> Conclusion
I wish to acknowledge the commitment of
your union representatives in An Post and their
contribution at a local and national level and
their tireless work on behalf of members. In
what was a difficult year members strongly supported the Branch Committee position in the
four ballots held sending a clear signal that the
union united will never be defeated.
Paul MacSweeney
Assistant General Secretary
CPSU 2016 <67>
\\eir
>> Branch Committee 2015
Chairperson: Jackie Stewart
Secretary: Séamus Kennedy
Treasurer: Bernie Tunney
Committee: Joe Downey; Frances Gordon;
Mary Brophy
>> Overview
2015 was a year of consolidation for CPSU in
the company. A single National Branch was established to represent all members in recognition of the significant reduction in members
which occurred in the previous year due to vol-
untary redundancy. The company rebranded as
‘eir’ in September. More importantly to our
members the first pay increase since 2008 was
made in August and an incentivised performance management scheme was introduced.
>> Establishment of National
Branch
The eir Dublin Branch and the National Group
unanimously agreed to the establishment of a
single National Branch for all our members in
the company. The National Branch has a membership from both Dublin and provincial locations.
>> Pay increase
A 2.5% pay rise from 1st July 2015 has now
been implemented in eir for graded staff. The
<68> CPSU 2016
agreement, agreed in 2014, also provides for
the following:
l 1st July 2016: 1.25% pay increase
l 1st July 2017: 1.25% pay increase
l 1st January 2018: Pay agreement review
with no increase prior to 1st July 2018
>> Pension increases
The majority of the 2.5% pay rise is not pensionable (only 0.2% is pensionable). Under the
Pension Accord agreed with the company, to
protect the Defined Benefit (DB) Scheme,
growth in pensionable pay for each year from
2013 has been capped at the lower of:
l The percentage increase in actual pay
awarded in the year, or
l The percentage rate of CPI, or
l A maximum annual increase of 4% for each
year between 2014 and 2017 inclusive; 3.25%
in each year between 2018 and 2020 inclusive,
and 2.5% in each year thereafter
Based on CPI of 0.2% for 2014, the pensionable increase, derived from the 2015 2.5% pay
increase, for our members in the DB scheme
was capped at 0.2%.
>> Performance Management
Members voted in favour of the introduction
of a bonus-related performance management
system for graded staff under the previous pay
agreement. A 3% bonus payment under the
performance management system ‘Thrive’ was
introduced in 2015. We have sought and received assurances that ‘forced distribution’ will
not apply and that the amount of monies set
aside for the bonus payment are based on all
staff reaching targets set and achieving the 3%
bonus payment. The bonus payment will not
be dependent on eir achieving financial targets.
>> Conclusion
I wish to acknowledge the commitment of
your union representatives in eir and their contribution and their tireless work on behalf of
members. I particularly wish to acknowledge the
contribution of Séamus Kennedy, National
Group Secretary, who recently retired on ill
health grounds from the company. CPSU
wishes Séamus well in retirement.
Paul MacSweeney
Assistant General Secretary
CPSU 2016 <69>
<70> CPSU 2016
CPSU 2016 <71>
<72> CPSU 2016
The CPSU team at the ICTU Disability Seminar. From left: Maureen Madden, Pat Kelly, Carmel Kennedy Mahon,
General Secretary Eoin Ronayne, Sue Kelly, Ann McGee, Ken Walsh and Tommy O’Brien
\\DISABILITY
COMMITTEE
>> Disability Committee 2015
Chairperson: Ken Walsh
Secretary: Sue Kelly
Committee: Anthony O’Flaherty; Martha
Boulos; Brigid Mulligan;Francis Burke;
Catherine Leacy; Annette Cregg;
Joanne Deane; Dave Earle; Pierce Hoban;
Anthony Kearney; Pat Kelly;
Carmel Kennedy Mahon; Maureen Madden;
Peter McDermott; Ann McGee;
Noreen UiLaighin; Thomas O’Brien;
Pauric McSherry; Fiona Scully
>> Disability Seminar
The Joint Congress Disability Seminar took
place on 15th and 16th October 2015 in the
Tower Hotel in Waterford. The theme of the
seminar was Decent Work for People with Disabilities – Where to Now? Employment Strategies for people with disabilities were prepared
in both jurisdictions on the island of Ireland and
these were the main focus at the seminar.
>> Comprehensive
Employment Strategy
The Comprehensive Employment Strategy for
People with Disabilities was agreed by the Government just before the summer of 2015. It is a
10-year framework strategy for addressing employment. The first three years of the Strategy
contains a number of concrete time-bound actions that lay the necessary foundations to increase the number of people with disabilities in
the workforce.
Research shows that people with disabilities
are only half as likely to be in employment as
others of working age. This is not acceptable
in a fair and progressive society and shows the
urgent need to improve job prospects and
working careers for people with disabilities.
A key performance indicator in the strategy is
a requirement for DPER to do two things with
regard to recruitment:
l To commence a review of the Commission
for Public Service Appointments’ (CPSA) Code
of Standards to ensure that that they fully support the employment of people with disabilities
in the public service; and
l The establishment of special public service
competitions for people with disabilities to
meet identified shortfalls in public service employment targets, including where appropriate
the provision of alternative recruitment channels
for people with disabilities. Work in this regard
to be taken forward by the Department of Public Expenditure in consultation with the Public
Appointments Service. The Strategy is devel-
CPSU 2016 <73>
oped around five key themes, which are:
1. Supporting people to secure paid employment;
2. Job retention and career development;
3. Working with employers;
4. Research and Development; and
5. Strategic partnership and engagement.
DPER have advised that the Department of
Justice are taking the lead on the implementation of this report. However, the union requested that in terms of the increase in the
employment target from 3% to 6%, it is important to focus not just on recruitment of people
with disabilities but to put in place provision for
career advancement.
The CPSU joins ICTU in welcoming the Employment Strategy for People with Disabilities
and looks forward to working with Congress to
ensure people with disabilities have access to
employment and enjoy a rewarding career.
Maureen Madden is the CPSU representative
on the ICTU Disability Committee and was recently re-elected for another term of office.
Theresa Dwyer
Assistant General Secretary
\\VISUALLY
IMPAIRED BRANCH
Chairperson: Pat Kelly
Secretary: Maureen Madden
Committee:Alan Gibson; Ann Casey;
Catherine Leacy; Francis Burke;
Gerry Devereaux; Helen Carey; Jacinta
Braddick; John O’Connor; Leticia Tiffany;
Linda Brennan; Margaret Dempsey;
Mary Byrne; Liz McCann; Patrick Walsh;
Sheila McGuinness; Stuart Braddick;
Tom O’Brien; Tommy Campbell
The main issues of concern on the VITs Branch
agenda are the advancements being made in
technology across Departments/Offices and the
need to ensure that members’ training needs
correspond with these advancements.
Theresa Dwyer
Assistant General Secretary
<74> CPSU 2016
\\EQUALITY
REPORT
>> General Council
Equality Committee
Shorter Working Year Scheme (SWYS): The
Official Side have agreed to commence a review of the Shorter Working Year Scheme
(SWYS) in early 2016. The review will encompass issues such as how this scheme is being
applied across the Civil Service in terms of staff
release and the provision of cover for staff availing of the scheme. The review will also include
discussions regarding the introduction of an appeals process in circumstances where a member
is refused the scheme.
Paternity Leave: Currently in the Civil Service
fathers are entitled to three days paid Paternity
Leave at the time of the birth of the child or
within one month. Late last year the Government announced the introduction of ten days
paid Paternity Leave to come into effect from
September 2016.
e-Working: The unions want to have this item
back on the agenda of the Equal Opportunities
Committee. Given the advancements in technology over the last number of years the main
IT barriers to this scheme are no longer there.
Review of equality and diversity policies: The
Staff Side Unions are seeking a review of the
Civil Service equality and diversity policies. The
current policies – ‘Diversity in the Civil Service –
A Policy on Equal Opportunity’ dates back to
2002 and the ‘Equal Opportunity Policy and
Guidelines for the Civil Service’ dates back to
1986. This review will include legislative
changes over the years.
>> PRSI and Worksharing
The rules governing PRSI contributions require a person from whom a contribution is
made to work at least one day in a PRSI contribution week. A PRSI contribution week is defined as each successive period of seven days
starting on the 1st January each year.
Members who are on a reduced pattern of attendance under the work-life balance schemes
such as worksharing, Shorter Working Year
Scheme etc. should note that their pattern of attendance may affect their PRSI contributions
and consequently their entitlement to social insurance benefits. The 1st January 2016 fell on
a Friday therefore the PRSI contribution week
throughout 2016 is Friday to Thursday. Members who workshare on a pattern of a week
on/week off from Friday to Thursday in 2016 will
only work every second contribution week
which means they will have 26 contributions
recorded as opposed to 52.
In the Civil Service the unions negotiated an
agreement whereby members wishing to
change their pattern of attendance in order to
be PRSI compliant would be facilitated.
>> CPSU Equality and
Diversity Committee
Tony Conlon; Joan Byrne; Marie Dalton;
Deirdre Fanning; Joan Farrell; Brendan Fox;
Marie Fuller; Ruthann Leak; Ann Magee;
Tanya O’Neill; Claire Ryan; Lorraine
Thickbroom; Betty Tyrrell Collard;
Note: Secretary & Chairperson
yet to be nominated
CPSU 2016 <75>
A newly-established CPSU Equality and Diversity Committee will hold their inaugural meeting
in January 2016. The main purpose of the Committee is to review issues and inform discussions
on matters of an equality and diversity nature at
forums such as the:
l Equality Committee at General Council;
l ICTU Women’s Committee;
l ICTU Women’s Biennial Conference/Seminar;
l NWCI Forum; and
l Wider ICTU and other equality and diversity
issues.
The Equality and Diversity Committee term of
office will be two years and the Committee will
meet approximately four times a year.
>> International Women’s Day
International Women’s Day is held on the 8th
March each year. International Women’s Day
originated in the USA at the beginning of the
20th century at a time of major growth in the in-
dustrialised world. There was growing unrest
among women who worked in the textile industry in what are now commonly known as “sweatshops” regarding pay, shorter hours and voting
rights.
In 1908, 15,000 women marched through
New York to protest about dangerous working
conditions and low wages and voting rights.
They also called for a shorter working day of 10
hours! Police attacked the protesters and there
were a number of casualties.
The following year a memorial march took
place in the USA on 28th February 1909 and
National Women’s Day was observed across the
United States. In 1911, Germany, Austria, Denmark and Switzerland celebrated the first International Women’s Day in Europe on 19th March.
On this day more than one million women attended rallies in a quest for the right to vote,
the right to hold public office, the right to work
and end discrimination. Less than a week later
on 25th March, the tragic 'Triangle Fire' in New
York City took the lives of more than 140 working women, most of whom were Italian and
Jewish immigrants.
This tragic event drew attention to working
conditions and labour legislation in the United
States and became a focus of subsequent International Women's Day events.
In 1913, on the eve of the First World War,
Russian women held their first International
Women’s Day. The following year women in
countries across Europe held rallies to protest
about the war and show solidarity with their sisters.
In 1917, on the last Sunday of February Russian women began a strike for ‘bread and peace’
in response to the deaths of more than two million Russian soldiers in the war. Despite political
opposition the women continued the strike until
four days later the Czar was forced to abdicate
and the provisional Government conceded
women’s right to vote. The date the women’s
strike commenced was 8th March and this became International Women’s Day across the
world.
>> Garda Equal Pay Case
The Judgement from the High Court on the
union’s appeal of the Garda Equal Pay Case, delivered on 13th January 2014, was that the case
be referred back to the Labour Court for rehearing.
The Chairman of the Labour Court convened
a Case Conference on 16th June,
2014, to listen to arguments from both sides
as to how the case should proceed, given the
directions from Mr Justice McCarthy of the High
Court.
<76> CPSU 2016
CPSU 2016 <77>
There were different views between the parties as to what constituted the ‘pool’ from which
the comparators should be drawn. The union’s
view is that the comparator pool is the generality of those in Designate Posts while the employer argued that it must be the generality of
all those engaged in clerical work for An Garda
Siochana.
This is a significant issued in that you must be
able to prove that the comparators chosen are
doing ‘like work or work of equal value’ with that
of the claimants.
The union was given the opportunity to make
a submission on the issue of the comparator
pool and this work was completed in December
2014. The employer made their response submission in May 2015.
On foot of these submissions the Labour
Court deemed there were significant differences
between the parties as the pool from which the
comparators should be drawn and that this was
a central issue that could determine the outcome of the appeal. Therefore the Labour
Court considered it appropriate to decide the
question of the comparator pool by way of a
preliminary hearing which took place on 6th November 2015.
At the hearing the employer argued that the
decision of the High Court is clear in that the
comparators must be drawn from the generality
of all those engaged in clerical work for or as
members of An Garda Siochana as set out in the
Judgement. The union argued that the documents from both parties in this appeal to the
High Court and then to the Court of Justice of
the European Union (CJEU) all referred to and
described the comparator group as those in
Designate Posts. This designation was never
contested or disputed by the legal representatives of the Department.
The union went on to cite European case law
in which a precedent has been set as regards
how comparators must be chosen. The union
then dealt with the High Court Judgement and
our position in terms of the comparator pool
which we believe must be the ‘generality of the
designate posts’.
The Labour Court issued a Determination in
December 2015. It stated that the ‘…comparators will be drawn from, and be representative
of, all members of An Garda Siochana of Garda
rank who perform clerical work (other than to a
de minimis extent) in the course of their duties.
For the avoidance of doubt, the Court does not
believe that this extends to the entire membership of the force of Garda rank...’
The union is now required to make a further
submission to the Labour Court.
Theresa Dwyer
Assistant General Secretary
<78> CPSU 2016
CPSU 2016 <79>
\\YOUTH
>> Youth Committee 2015
Chairperson: Deirdre Quinlan; replaced by
Daniel Copperthwaite
Secretary: Conor McDonald; replaced by
Tanya O’Neill
Committee: Laura Byrne, Probation Service;
Liam McLoughlin, An Garda Siochana;
Daniel Copperthwaite, DSP; Terry Murphy,
OPW; Ciara Crampton, Equality Authority;
Richard O’Hara, DCENR; Mary Duffy,
Education; Tanya O’Neill, Revenue; Niamh
English, Revenue; Diane O’Sullivan, Justice;
Aisling Farrell, Education; Lisa O’Sullivan,
An Garda Siochana; Siobhan Kiely,
An Garda Siochana; Elaine Quinn, GFPO;
Margaret Rose McGeehan, DSP;
Catherine Reid, Revenue
The Youth Committee discussed many different
topics throughout the year. As in previous years
mental health was a recurrent topic. The committee was active in the marriage referendum
campaign advocating a Yes vote.
As we have done at the last number of conferences, the Youth Committee hosted a stall
giving information for people dealing with a
number of issues. The main focus in 2015 was
on the marriage referendum.
On the Friday night of the 2015 conference a
number of committee members also took part
in the Darkness into Light walk in Killarney.
During the year Conor McDonald and Catherine Reid continued to represent CPSU on the
ICTU Youth Committee. The ICTU Youth Committee met on a regular basis during the year
and is now about to host a youth conference in
Northern Ireland covering young workers both
North and South.
Conor also attended a number of EU youth
events. A major part of this work was the development at European level of the Youth Guarantee. The Youth Committee has discussed the
Youth Guarantee on many occasions. The committee is, of course, in favour of a guarantee like
this but also is wary that it does not – or will not
– deliver what it proposes.
During the course of the year the Youth Committee lost three of its longest-standing members. Deirdre Quinlan (Chair) and Mary Duffy
(Secretary), were both promoted to EO and
Conor McDonald stepped down as he had
reached the age limit for Youth Committee
membership.
On behalf of everybody involved with the
Youth Committee, we would like to wish Conor,
Deirdre and Mary all the best in the future.
Denis Keane
Industrial Relations Officer
<80> CPSU 2016
CPSU 2016 <81>
<82> CPSU 2016
\\CPSU PRE-BUDGET
2016 STATEMENT
>> An alternative perspective
CPSU is calling for Budget 2016 to take the
first steps in developing a coherent, strategic vision for a New Republic which would
reassert the primacy of Society over narrow
economy and lead us towards delivery of a
more equal and better Ireland.
The tragedy of mass unemployment –
particularly youth unemployment – the scandal
of emigration, the decimation of vital public
services, the housing crisis and deepening
inequality cannot be ended without a change of
course.
If we want modern public services then we
have to raise the taxes to finance them. If we
want a more equal society, then those at the top
will have to make a greater contribution. We do
not seek punitive contributions from Corporations, high income earners, and wealthy individuals. However, we do seek a broader sharing of
the burden, with an emphasis on those with
most contributing a proportionately fairer share.
We also need to increase the overall tax take,
in line with our European peers, to fund modern
public services and invest in our technical infrastructure. Fair and sufficient taxation is in all our
interests!
CPSU accepts the need to control the deficit
and manage the debt over time but in a manner
that seeks to develop our country and its communities, support jobs, encourage investment
and end the tragedy of modern forced emigration. We are also committed to a more equal society in the longer term.
In Budget 2016, emphasis should be placed
on Investment to create jobs and develop 21st
Century infrastructure and reform, not reduction, of taxation. The Budget should contain
the maximum possible investment stimulus to
promote jobs friendly growth and the taxation
measures should be focused on those with
more bearing a greater share of the burden and
creating a broad tax base that is sufficient over
time to address the many social and infrastructural deficits that exist.
In summary, we believe that the best course
for our country would be to:
l Invest in national infrastructure and create
sustainable jobs;
l Gradually increase the overall tax burden in
an equitable manner;
l Develop our public services – education,
health and community;
CPSU 2016 <83>
<84> CPSU 2016
l Negotiate debt justice; and
l Promote socio-economic equality.
>> Universial Social Charge
>> Taxation
Tax revenues are essential to the provision of
quality Public Services. In Ireland, we rightly demand first class public services but we tend to
look to someone else to pay the bill. As a nation
we must increase the overall tax level to fund
the public services we require for all our citizens.
If we desire “cradle to grave” public service
provision then we must structure our national finances accordingly.
Ireland is not an overtaxed country and has a
long way to go to catch up with the normal tax
intake as a percentage of GDP when compared
with our European peers. [SEE TABLE 1]
We support a strategy that would gradually increase Ireland’s tax take to approximately 35%
of GDP which would raise an estimated €12 billion for public services, while still leaving us
among the lower taxed economies in the EU.
CPSU is calling for a root and branch review
of all tax expenditures, breaks, reliefs, exemptions and allowances to establish whether or not
any or all of them remain fit for purpose. In such
a review we could examine in an open and
transparent manner the economic and social
benefits of various tax breaks in particular and
we could then simplify the tax code to ensure
that everyone – individual, business, sector and
tax category – is making an appropriate contribution to the funding of public services.
If we want quality public services then we have
to finance them collectively. That inevitably
means an increase in the overall tax burden. Unpopular, certainly – realistic, definitely! Anything
else is a false choice. The pre-Budget propaganda has had more to do with attempted short
term electoral gain than any strategic view of
the need to invest in public goods for the betterment of all.
TABLE 1 IRELAND’S TAX TAKE % GDP
45
40
35
30
25
20
15
10
5
0
2006
2007
2008
EU17
EU27
2009
Ireland
CPSU supports reform of the USC which
would simultaneously retain the progressive elements of USC as an effective and efficient
mechanism for raising much needed revenue
while reducing the burden on lower paid workers and their families still struggling with the impact of austerity policies.
>> Corporation Tax
We accept that there should be a set of
agreed common EU principles in relation to
progressive and fair taxation policies, a common European set of corporate tax regulations
and a collective effort to close parasitical tax
havens which are depriving European governments of legitimate tax revenues.
The OECD, supported by the G20, has focused some attention on corporate tax regimes
that facilitate avoidance if not evasion. The corporate sector must make a greater contribution
to restoring balance and stability to national
government finances across the world.
Ireland is no exception. There is a global
clampdown on tax avoidance/evasion coming
and Ireland should get ahead of this particular
curve. We fully endorse the principles of the
BEPS 2015 final report as an overdue first step
and would support its implementation.
>> Financial Transaction Tax
It is now time to introduce the Tobin Tax –
otherwise known as the Financial Transaction
Tax (FTT) – on business/corporate banking. The
introduction of a global FTT would help to:
l secure a proportionate contribution from
the global financial services sector toward international public finances;
l reduce speculative trading in financial
products that are of little or no value to the productive economy; and
l re-assert better legislative
oversight and improved corporate governance in the financial
services sector.
The introduction of FTT on
business related transactions
may also provide a stimulus to
reconfigure the banks and the
broader financial services industry so that they can refocus on
their role of service to genuine
economic and social actors.
2010
2011
>> Wealth Tax
Almost everyone agrees on
CPSU 2016 <85>
the need to broaden the Irish tax base which is
grotesquely over-reliant on income (42%) and
VAT (27%) taxes to fund our state. It is time to
introduce a tax on real wealth which would rebalance our tax funding streams and help to reduce ever increasing inequality.
vest in Ireland’s future, addressing current obvious needs (e.g. Housing) and to better position
our country for future growth and development.
The level of unemployment in Ireland is unacceptable at almost 10% and would be higher
were it not for the “safety valve” of emigration.
[SEE TABLE 3] The levels of long-term and
youth unemployment are particularly worrying
and there has been a drop of 10% in the labour
force participation rate in the last five years.
Notwithstanding recent increased employment,
the unemployment rate is forecast to remain
above 8% for the next two years at least.
[SEE TABLE 4]. Major gaps in our country’s in-
>> Investment stimulus
and job creation
A major public investment programme is central to our prospects of economic recovery.
[SEE TABLE 2]. The Government should take
advantage of the almost zero cost borrowing
environment to raise the funds necessary to inTABLE 2 IRELAND’S INCOME 2014
Tax %
7
27
12
Custom & Excise
Corporation
11
Income
VAT
42
Other
Dept of Finance
TABLE 3 NET MIGRATION
2013
2012
2011
2010
2009
-20000
-10000
2008
0
20000
40000
80000
CSO Population & Migration
estimates August 2013
Net Migration
TABLE 4 UNEMPLOYMENT
60000
% Labour Force
16
14
12
10
8
6
4
2
0
2009
2010
2011
2012
2013
2014
2015
2016
2017
frastructure are also evident – in education,
health, IT/broadband and
public transport. More
classrooms (and teachers),
more community-based
health facilities, more investment in public transport and social housing,
and a fit-for-purpose 21st
century IT infrastructure
are needed.
We could put our people to work to provide the
priority infrastructure in
these sectors, to anticipate and plan for future
the needs of our citizens
and to position Ireland for
further economic and social development.
A national developmental industrial strategy that
places primary emphasis
on the development of
our indigenous companies, commercial semistates
and
native
entrepreneurs is urgently
required.
That is not to disavow
the contribution that Foreign Direct Investment
makes towards employment, technology transfer,
local multiplier spend and
government tax revenues.
However, FDI is by definition mobile and we need
to take a longer term,
more self-reliant approach
in our future industrial and
employment strategies.
<86> CPSU 2016
>> Debt hasn’t gone away!
Debt cancellation is a must for Ireland and the
other European countries which have been
forced to socialise private sector speculative
losses. This debt cancellation has been postponed to date but must inevitably occur as part
of the solution to domestic and European economic growth and development.
The Medium Term Fiscal Statement forecasts
the debt/GDP ratio to remain at 117% of GDP
in 2015. The economic drag of this debt and its
interest repayments could last a generation.
[SEE TABLE 5]
TABLE 5 IRELAND’S DEBT
The damage done to the economic and social
infrastructure of Ireland by shifting unfairly the
burden of debt from the speculator class to ordinary citizens and aggressively reducing the
deficit by way of savage cuts over the past
seven years was unjust and disproportionately
affected the less well off.
Ireland’s debt burden [SEE TABLE 6] is the
second highest in the world per head of population.
The debt will have to be written off, the
sooner the better, so that available resources
are productively invested in our communities
and applied to remedying our infrastructural
% GDP 2015
France
UK
Italy
Greece
Ireland
Japan
0
50
100
TABLE 6 IRELAND’S DEBT BURDEN
Germany
Greece
France
Italy
US
Ireland
Japan
150
200
250
$000 per person
35,851
38,444
42,397
46,757
0
20000
40000
58,604
60,356
60000
80000
99,725
100000
120000
Bloomberg
deficits. CPSU believe that the following
focused
measures are needed
to begin to restore
our economic wellbeing by providing
much needed credit
into the economy:
l Debt repudiation
(banking sector debt)
by the Irish government and subsequent cancellation
and write-off with EU
partners and the
“Troika”;
l Reform of the
banking sector including a State Bank
for individuals and
small businesses; and
l Individual debt
resolution
mechanism especially for
those in “negative
equity”.
CPSU 2016 <87>
>> Conclusion
Budget 2016 represents an opportunity for
Ireland to:
l Chart a new course;
l Begin to repair our social and economic infrastructure;
l Reform and rebalance our tax structures
and secure sustainable and equitable revenue
into the future;
l Learn the lessons of the Celtic Tiger and not
repeat the mistakes of that era which proved so
disastrous for our people; and
l Commence the realisation of the dreams
and visions of the State’s founding heroes.
Kevin Gaughan
Assistant General Secretary
\\CPSU REACTION
TO BUDGET 2016
>> Too many small steps
rather than a strategic vision
Budget 2016 contains some measures to alleviate the austerity imposed on Irish people in
recent years. However, it is depressingly void of
the strategic vision and accompanying measures required to build a New Republic worthy
of the State’s founding heroes and to deal successfully with Ireland’s major social and economic challenges. Given the limited resources
available to the Government, the measures announced cover too wide a spectrum to make
any significant inroad into anyone of a number
of critical issues such as homelessness, childcare
or tax reform.
Budget 2016, in the context of an emerging
recovery, provided an opportunity to reform
and rebalance our tax system and significantly
increase investment in public services. That opportunity was not taken.
Fair and sufficient taxation is in all our interests. If we want quality public services then we
have to finance them collectively. That inevitably means an increase in the overall tax
burden over time.
Significant reform of the USC introducing a
more stepped application of rates across the
range of low to high earnings is in the better interests of Ireland and its services to its citizens
rather than the dismantling of the measure as
appears to be the goal of Government. A third
higher rate is also morally justifiable in the State
where citizens’ welfare comes first.
The CPSU, however, welcomes some of the
positives in Budget 2016 including:
l Limited USC changes affecting lower paid
l Increase in the National Minimum Wage to
€9.15 per hour, although a more substantial increase is warranted
l Some improvements in Social Welfare benefits
l Statutory Paternity Leave
l Extension of free pre-school childcare
l Additional recruitment in Education, Health
and Garda areas
l Some additional measures to deal with the
Housing crisis.
Budget 2016 and the Lansdowne Road
Agreement will see the beginning of an improvement in the disposable income of our
members but it is only a start along a road that
has some distance to travel to full RESTORATION.
That will only be achieved when all the various
pay/pension cuts and additional charges and
unpaid working hours of the austerity era are reversed.
Kevin Gaughan
Assistant General Secretary
<88> CPSU 2016
\\ISSUES
>> Right2Water
The first street demonstration of 2015 in Dublin
on March 21st proved a great success with the
great swell of support for the campaign
unswayed by Government ‘conservation’ incentives, media commentary or the vast Irish Water
advertising spend – of some €650,000. The
march attracted up to 80,000 people who heard
speakers from community groups, political parties and the R2W trade unions, including our
own General Secretary.
Attempting to build on the support for the
demonstrations Rght2Water announced its
water policy at a consultative conference in the
CWU on May 1st. At least 180 delegates attended divided in groups of 60 from three ‘pillars’ – unions, community groups and political
parties.
Representatives from Syriza and Podemos addressed the conference on the opportunities
and likely difficulties involved in building a new
consensus among people seeking to end austerity.
A second consultative conference which was
very successful and well attended took place on
Saturday 13th June. A number of potential policy initiatives were discussed in workshops that
sought to modify or have an input into the different policy areas.
Financial Secretary Des Fagan, who is our official overseeing the link between the CPSU and
Right2Water on foot of motions passed at ADC,
acted as a facilitator for the group which explored potential progressive Social Welfare policies.
As the full-time official for our 2,600 members
in the Department of Social Protection, he told
the group that any proposed changes would require the input of the frontline staff involved in
providing those services.
As well as producing economic forecasts that
predict higher growth than predicted in Government estimates, the conference heard plans that
would benefit the lives of working people by
strengthening right to bargaining legislation
and increasing wages for lower earners.
A second Right2Water demonstration outside
the GPO in O’Connell St took place on August
29th. Despite speculation that the movement
was running out of energy and losing support
the event confounded critics by its success.
The evolution of Right2Change from the consultative conferences in the summer led to the
drafting of a set of principles and policies which
political parties were asked to endorse in the
autumn. The CPSU Executive in line with the
long standing policy of not supporting or endorsing any political party or individual decided
to stand back from the Right2Change initiative
while maintaining its support for the
Right2Water anti-water charges campaign.
The Right2Water unions have now been
joined by the TEEU and its opposition to water
charges was endorsed by the ICTU at its Biennial Delegate Conference in July in Ennis.
The combination of trade union activism and
community involvement has witnessed over
100,000 people on the streets to campaign
against these unjust charges. The campaign
seeks to have the provision of water and sanitation services provided by a system of progressive taxation and not the current model which
could see the eventual privatisation of water
services. This is CPSU policy as decided by the
union’s annual conferences in 2014 and 2015.
Des Fagan
Financial Secretary
<90> CPSU 2016
CPSU 2016 <91>
<92> CPSU 2016
\\MEMBERSHIP
INFORMATION &
RIGHTS UNIT
As the Membership Information and Rights Unit
enters into its third year we would like to take
this opportunity to highlight a couple of the
cases we were successful in during the year as
they pertain to employment law and equality
law.
As case workers when we engage with a
member to achieve the best possible outcome
for them at third party, it is always with the understanding between the member and the case
worker that while we will always aim to achieve
what it is the member wants, sometimes it is
hard to achieve this for a number of reasons.
It may be that the legislation is restrictive, it
may be that there is not enough evidence and
it may be that, though the treatment may be unfair, the member still has to demonstrate the unfairness as it pertains to a piece of legislation –
and that is not always possible.
We can never give guarantees but we can –
and do always – assess cases in a professional
manner and challenge where we can the failure
to provide due process or fair procedures.
On a day-to-day basis my colleague Mary
Murtagh deals with queries and clarifications.
Mary reports that during 2015 the majority of
queries received by the Rights Unit by phone
and email were in relation to the Revised Public
Service Sick Leave Scheme. In particular, the
amended regulation on Pregnancy-Related Sick
Leave and how the amendments to the scheme
impact on our female membership.
The increased number of overpayments as a
result of reaching the maximum sick leave limits
affected a large number of members and we
have provided advice to members on the official provisions available on the repayment
scheme and continue to represent members
and advise members on same.
We also continue to assist members on their
rights and entitlements regarding annual leave,
transfers, flexi-time, pensions, bullying and harassment, disciplinary code, increments, maternity and parental leave as well as many other
issues.
>> Equality case
We are ever conscious of our members with
disabilities who may face some element of discrimination in the workplace at various different
times in their careers.
I wanted to highlight the following case as this
victory meant so much to our member given
what they had been through.
The case* was taken on behalf of a member
who believed they had been discriminated
against in the workplace at the time of a specific
event. We were successful in the hearing before
the Equality Tribunal and our member was
awarded €8,000 compensation. The indirect
discrimination arose in the context of the manner in which our member was suspended from
duty pending an investigation into an allegation
of misconduct.
* It is important to note that subsequently the
allegation was not upheld, the suspension was
lifted and our member returned to work.
The Equality Tribunal found that the employer
did discriminate against our member on the
grounds of disability contrary to the Employment Equality Acts. In consideration of the details of the case the Equality Tribunal went so far
as to say that “while there was nothing inherently wrong with the decision to suspend, the
figure of compensation awarded is to compensate for the difference in the effect that the suspension had on our member by virtue of the
fact that they were unable to abate the trauma
of the suspension, as they were unable to leave
the building quickly and without being observed.”
Apart from the significance of the value of the
compensation in this case, the fact that the discrimination was recognised by the Equality Tribunal was even more significant for our
member. The basic equality principle here is
that although the rules/regulations may apply
equally, an employer must take the impact of a
rule/regulation into consideration when it
comes to an individual’s right – and this is the
issue I wanted to highlight.
Although our member was suspended from
duty in accordance with the Civil Service Disciplinary Code, the manner of the suspension;
being carried out in the middle of a Monday
morning, on the work premises, without the
provision of a lift home (in this particular circumstance), so that they could leave quickly, exacerbated the effect that the suspension had and
it is for this reason the Equality Tribunal found
that the employer did discriminate on grounds
of disability.
The Equality Tribunal found that this member’s
rights were infringed under equality legislation
in relation to discrimination and rightly awarded
them compensation.
>> Unfair dismissal case
The one abiding principle noteworthy when it
comes to considering whether a dismissal from
CPSU 2016 <93>
The MIRU team and case officers: Paul MacSweeney, Mary Murtagh, Cliodhna McNamara and Moira Haslam (Denis Keane missing from picture)
employment is unfair or not is whether the employer afforded due process and fair procedures. 2015 highlighted a number of issues for
our members when it comes to the threat of dismissal from employment and one particular
case which culminated in a Rights Commissioner finding of ‘re-engagement’ following a
claim of Unfair Dismissal on behalf of a member
is very significant.
Following the invoking of the Civil Service Disciplinary Code, two hearings before the Civil
Service Disciplinary Appeal Board and a hearing
before a Rights Commissioner with a follow-up
meeting of all parties with the Rights Commissioner, the employer was found to be somewhat
wanting when it came to affording our member
their full rights and entitlements in the context
of fair procedures.
I wanted to highlight the decision of ‘re-engagement’ as it is a very significant decision and
it rarely, if ever, happens. However, it is important to note that this case is live as the employer
has appealed the decision of the Rights Commissioner to the Labour Court, so we’ll proceed
and see what the outcome will be.
>> Workplace Relations Act 2015
October 1, 2015 saw ‘Vesting Day’ for the
Workplace Relations Commission. The union
has been working with the Workplace Relations
Customer Service Unit since 2011 in anticipation of the Act which replaced a large number
of separate entry points for complaints. We
have seen the dissolution of the Employment
Appeals Tribunal and the Labour Relations
Commission together with an amalgamation of
functions by Rights Commissioner Service,
Equality Tribunal and NERA.
In effect, for our members the new Workplace
Relations Commission means:
l Early Resolution & Mediation Service
l Adjudication Service
l Privacy
l Standard limitation periods
The potential benefits for the union are that
the handling of employment and equality cases
has become more straightforward which, in
turn, benefits the member. There is now a single
complaint form for all issues and an adjudicator
may now potentially hear far more detail in a
complaint which will also benefit the member.
<94> CPSU 2016
It’s difficult to say at this point whether the
benefits have been realised or not but we will
consider same during the course of the rest of
the year as we head into its first year of enactment up to October 2016.
>> Disciplinary Code
We are involved in negotiations with the Department of Public Expenditure & Reform on
what a new Disciplinary Code might look like.
We have been frustrated by the existing Disciplinary Code when representing members and
believe it’s not fit for purpose. To this end we
have been seeking a review for quite some
time. At the time of writing this report, these negotiations are nearing a conclusion.
Should agreement be reached on the new
Disciplinary Code one of the main changes to
highlight is the appeal process. We are looking
at a code that now provides for an appeal at the
stages of a Level 2 and Level 3 written warning
which we never had before. We have always
felt that a Stage 2 or Stage 3 written warning
(now referred to as Level 2 and Level 3) should
have been open to appeal but the previous
code did not provide it. This is a welcome development and one that will be duly considered
when assessing cases and deciding on how best
to proceed.
We are also looking at a code that now provides access to an external adjudicator (beyond
the Civil Service Disciplinary Appeal Board) for
specific sanctions which is another welcome development and one which will become very important in time.
As to date the code has not been agreed, I
am reluctant to provide any further information
in the Annual Report but I would advise members and, more importantly, representatives to
familiarise themselves with any new code that is
agreed by the Executive Committee.
2016 will also see negotiations on an ‘Underperformance Policy Document’ and we would
advise members and representatives to again
familiarise themselves with any new policy that
is agreed by the Executive Committee.
I’d also like to take this opportunity to thank
all the case workers in the Rights Unit team and
say we look forward to the year ahead representing members on all Individual rights and entitlements.
Cliodhna McNamara
Assistant General Secretary
CPSU 2016 <95>
\\TRAINING
Branch officer training courses were held in
Dublin in April and in the Park Hotel Sligo in
June. A course arranged for Cork to suit members in the South and West regions of the country had to be cancelled due to a lack of
participants. Work pressures have curtailed the
plan to hold an intensive three-day training
course but it is expected to go ahead sometime
in 2016. Participants will be selected and advised of their opportunity to attend this course.
Those who attended both courses in 2015 are
listed in the Appendices section (see page 119)
>> Branch Treasurer Training
Two well-attended courses were held in the
union’s head office on Adelaide St at which
Branch Treasurers, Branch officers and future
Branch Treasurers were provided with training
on organising their Branch accounts.
Two courses were held in November – one in
the morning and one in the afternoon – and up
to 40 members attended over the two sessions.
The first part of the course was delivered by the
Financial Secretary who advised Branch Treasurers of their role within the branch and their responsibilities. The second part, undertaken by
the union’s accountant Martin Kelly, provided a
refresher course on how the Branch annual returns can be completed using the Excel spreadsheet provided by Head Office.
Des Fagan
Financial Secretary
<96> CPSU 2016
CPSU 2016 <97>
<98> CPSU 2016
APPENDIX 1
\\IT’S TIME FOR
RESTORATION!
(Text of campaign document, spring 2015)
>> The cuts 2008 - 2013
The financial crisis began in 2008, as the international banking crisis erupted across the world.
Ireland’s banks collapsed, and the Government
introduced a series of public spending cutbacks
and reforms to get the public finances back on
track. With the November 2010 bailout and the
arrival of the Troika, Ireland lost its economic
sovereignty.
The years of austerity had an enormous impact on the salaries of public and civil servants,
with massive unilateral pay cuts combined with
significant impositions in charges and taxes.
These cuts were particularly harsh on lower paid
grades who were already aggrieved by the
widening of the pay gap during the boom
years.
Wages deteriorated, pay agreements were ignored, and family incomes suffered. There were
four waves of austerity measures.
1. Pay Freeze
In September 2009 the FEMPI (Financial
Emergency Measures in the Public Interest Acts)
imposed an 11-month pay freeze. Previous National Agreement pay increases due in September 2009 (3.5%) and June 2010 (2.5%) were
abandoned (Towards 2016).
2. PRD/Pension Levy
In March 2009 the PRD (pension related deduction) was introduced under FEMPI. The levy
is deducted at source, and returned to the Exchequer, so is therefore a reduction in gross pay.
Higher rates were applied to the higher paid,
but the average deduction was 7% of total
salary. To give an idea of its scale, the PRD has
yielded savings of over €900m for the Exchequer in each full year since it was introduced.
3. Pay Cut
A second FEMPI Act was enacted in December 2009. This introduced a comprehensive pay
cut from January 1st 2010. A Clerical Officer on
average pay lost €1500 per annum gross in this
pay cut.
4. Haddington Road Agreement
In 2013, the Haddington Road Agreement
(HDA) brought further cuts in public service pay
and pensions, and a raft of productivity measures, including additional hours valued at 6% in
pay terms. This Agreement introduced increment deferrals, overtime rate changes, and
changes in flexible work practices.
>> The Universal Social Charge
As well as the four waves of cuts, the Government restructured two levies – the income levy
and the health levy – into one: the Universal Social Charge or USC. A worker on €37,000 a year
(the maximum for a Clerical Officer) pays almost
€1400 a year in USC. The lower paid took a
huge hit in these cuts.
Job cuts
During the austerity years, successive Governments cut public service employment across the
board. Numbers fell from a high of 320,000 to
less than 290,000 jobs in 2015. This was imposed by the blunt instrument of a moratorium,
incentivized retirement and voluntary departures. Overall, there was a 10% reduction in jobs
across all the public sectors.
These cuts have resulted in huge income
losses for all public and civil servants, but particularly those on lower incomes i.e. between
CPSU 2016 <99>
€20,000 and €37,000 a year. As well, those in
work have longer hours, less flexibility, more
work and less supports.
Public pay bill
As a result of these cuts, the public service pay
bill has fallen dramatically, from over €17bn before the recession to €14bn net in 2014. As well
as taking this from the workers, this money has
also disappeared from the economy with the
loss of discretionary income and savings.
Despite propaganda to the contrary, the pay
levels of lower public servants are in line with or
below the average pay of those elsewhere in
Europe, according to OECD data.
The OECD also published statistics in December 2014 which show that the size of the Irish
public sector - at 18.4% of total employment is not far from the average level across the
OECD.
Commitments to lower
paid must be met
The Government and the public service
unions implemented two agreements during
the austerity years: the Croke Park Agreement
and the Haddington Road Agreement.
Unions agreed measures to help restore the
public finances, but the Government committed
to ensuring that when those finances were restored, the lower paid would be the first to benefit.
Average pay not the real story
Much public debate centres on the reported
average public sector wage of €50,000. This
does not reflect the reality for almost half of all
public servants. The majority of administrative
frontline workers earn between €20,000 and
€37,000 before taxes and deductions taking 20
years to reach their maximum.
>> How the cuts affected the
lower paid – the breakdown...
The pay freezes, combined with the increases
charges and levies, were imposed on everyone,
and the lower paid suffered hugely.
The CPSU estimates that on average a Clerical
Officer on an annual salary of €35,000 a year
lost €100 a week in net take home pay as a result of the cuts before the impact of the
Haddington Road Agreement.
This is a huge cut in take home pay for a family
or individual on a low income. This is a loss of
at least €5,200 a year, before adding the impact
of the foregone increases and increments, and
the increased hours imposed under the
Haddington Road agreement.
1. Fempi Cuts
€36 A WEEK FOR CLERICAL OFFICERS
For annual salary rates below €125,000 the
rates of reduction are as follows:
l 5% on the first €30,000 of salary
l 7.5% on the next €40,000 of salary
l 10% on the next €55,000 of salary
The impact at the mean of the Clerical Officer scale was in the order of 5% or €1500
gross per annum, going up to 5.8% at the
max of the SO or €2625 gross per annum.
In weekly pay terms this means €36 gross
for a public servant on €35,000 close to the
max of the clerical officer scale.`
2. Pension Levy (PRD)
€31 A WEEK FOR CLERICAL OFFICERS
The public service Pension-Related Deduction (PRD) is an income-graduated levy
on the pay of pensionable public servants.
It is imposed in such a way that increasing
rates of deduction are applied to increasing
bands of a civil servant's annual pay.
l First €15,000 of earnings: exempt
l Earnings between €15,000
and €20,000: 2.5%
l Earnings between €20,000
and €60,000: 10%
l Earnings above €60,000: 10.5%
The cost in real terms ranges from €125
at a salary of €20k to €1125 at €30k, €2125
at €40k and €2625 annually at the max of
the SO scale
In weekly pay terms this means €31 for a
public servant on €35,000, close to the max
of the Clerical Officer scale.
<100> CPSU 2016
3. Haddington Road
EXTRA HOURS WORTH AROUND
€40 A WEEK FOR CLERICAL OFFICERS
The biggest income impact under the HRA
was the additional hours, valued in pay terms
at 6%.
The impact of the hours has been difficult
and has created significant work life balance
challenges for our members. It is unclear
what productivity benefits have derived from
this measure.
The Union is also seeking the abolition of
the gross week measure, which has an impact on assessing overtime rates. Currently
it stands at 43.25 hours following the HRA.
This method of calculating overtime rates on
a gross week basis makes no sense, given
that the calculation is achieved by adding
notional lunch breaks of 5 days x 1.25 hrs,
this being the old lunch break length under
the historic conditioned hours in the Civil
Service. It bears no relevance to current circumstances.
We are also seeking the review of actual
overtime rates.
4. Universal Social Charge
€30.56 WEEKLY FOR CLERICAL OFFICERS
l 1.5% up to €12,012
l 3.5% from €12,012.01 to €17,576
l 7% from €17,576.01 to €70,044 and
8% thereafter
A public servant who is earning €35,000
per year will pay the Universal Social Charge
at a rate of 1.5% on the first €12,012 which
comes to €180.18, 3.5% on the next €5,564
which comes to €194.74 and 7% on the balance of €17423.99 which comes to
€1219.68.
In total this person will pay €1594.60 per
year or €30.56 weekly
In weekly pay terms this means €30.56 for
a public servant on €35,000 which is close to
the maximum of the Clerical Officer scale.
>> Restore pay on
an equitable basis
The CPSU wants pay restored on an equitable
basis, and wants the commitments to those on
lower pay under Croke Park and Haddington
Road to be met.
A flat rate increase is the best way of restoring
pay to the lower paid grades, and meeting
those commitments.
With this approach, the lower paid gets a
higher percentage increase than the higher
paid.
For example, a worker on a salary of €20,000
a year receiving a flat rate increase of €1500 a
year would receive a pay increase of 7.5% compared to a 2.8% increase for someone on a
salary of €80,000 a year.
Effect of flat rate increase in % terms
Salary
+€1500
+€2000
€20,000
7.5%
10%
€25,000
6%
8%
€30,000
5%
6.66%
€35,000
4.3%
5.72%
€40,000
3.75%
5%
€45,000
3.3%
4.4%
€50,000
3%
4%
€60,000
2.55%
3.4%
€70,000
2.86%
2.86%
€80,000
1.875%
2.5%
The CPSU represents 13,000 workers in clerical and administrative grades in the Civil Service, the Public Service and the Private Sector.
Our members have made a significant contribution to the economic recovery we are now experiencing. Our members suffered through the
years of austerity, seeing their take-home pay
cut by an average of €100 per week over the
course of the crisis.
The Union wants to see members’ pay and
conditions restored, and wants the Government’s commitments to the lower paid implemented. Promises were made that the lower
paid would see their incomes restored when the
economic crisis ended.
Pay must be restored on an equitable basis,
and we believe the way to do that is through a
flat rate increase, which better serves the lower
paid.Pay restoration will further boost economic
growth, as discretionary spending returns.
CPSU 2016 <101>
>> Future pay talks
The main priorities identified by Union members for future pay talks are:
l Abolition of the pension levy.
l The restoration of the 2010 pay cut and
consideration of unpaid or foregone increases under Towards 2016.
l Abolition / restructuring of the USC.
l Rolling back of additional hours and
other pay measures under the Haddington
Road Agreement.
>> The time for
Restoration is NOW
The low paid have carried a significant burden
of sacrifice during the waves of austerity this
country has experienced since 2007, through no
fault of their own.
It is clear from street demonstrations and
protests, as well as opinion polls, that there is
considerable public anger and unrest, and fear
for the future. The gap between the rich and the
poor is growing, and this will lead to growing
fragmentation and disenchantment unless the
political system responds quickly.
This is the time for leadership and for the political system to acknowledge and respond to
this disenchantment, to stem the tide of civil
and public disconnection.
Our members deserve the recognition of their
sacrifices, through the restoration of their pay
and conditions.
The demoralised lower paid must be prioritised in this pay restoration. It can lead to the
return of morale amongst workers in the public
and civil service, and help reconnect citizens
with the State that they belong to.
It’s time for Restoration!
<102> CPSU 2016
APPENDIX 2
\\LANSDOWNE
ROAD AGREEMENT
(Text originally published in Aontas)
>> Questions and Answers
The Lansdowne Road Agreement is the new
pay and workplace reform agreement, proposed by Government for all public service
workers.
The full text is available on our website
www.cpsu.ie and on our website www.cpsu.ie.
Here are some of the Frequently Asked Questions (FAQs) which we hope will help in your understanding of the contents of the LRA. It’s not
exhaustive, so we do urge you to read them and
if you have any further questions, don’t hesitate
to ask your Branch secretary, or get in touch
with us at Head Office, via our Membership Information & Rights Unit (MIRU). Email:
[email protected] or phone 01 6020202.
1. How long will the proposed Lansdowne
Road Agreement (LRA) last?
It encompasses the Haddington Road Agreement and runs until September 2018.
2. What are the financial benefits
in the LRA? [*see note Page 105]
Public servants in general will get a pay increase of €1,000 in 2016, and €1,000 in 2017.
In the first year, the increase will be implemented through pension levy changes and
wage increases, and in the 2nd year, through a
flat rate increase for everyone.
The Pension Levy will be reduced twice in
2016. These reductions will happen on 1st January 2016 (worth €600) and 1st September 2016
(worth €400).
This will be done by increasing the earnings
exempt from the levy from €15,000 per annum
currently to €24,750 on 1st January 2016 and to
€28,750 on 1st September 2016.
All earnings below these amounts will, from
these dates, be exempt from the levy. The effect
is an increase in pay in 2016 of €1,000 per person.
In order to ensure that people earning below
€31,000 a year received a full €1,000 increase,
there is an additional pay increase in salaries up
to €24,000 and €31,000.
In 2017, there is a Flat Rate Increase of €1,000
for everyone, which ensures that the lower paid
and work sharers receive this full increase.
So, to summarise, public servants in general
will increase their full time equivalent earnings
by €1,000 in 2016 (via Pension Levy adjustments
and pay increases) and €1,000 in 2017 (via flatrate increase for those earning up to €65,000).
Depending on the individual salary point,
these increases may vary marginally as a result
of the impact of the arithmetic formula used to
give effect to the flat rate increase.
3. Will my net take home pay increase
by €1,000 in 2016 and 2017?
These increases are gross increases, and will
be subject to taxation in the normal way. Calculating the net increase depends on your own
taxation circumstances.
It is expected the Government will bring forward tax changes in the next Budget. Consequently it is impossible to fully calculate the net
increase in our take home pay for 2016 until we
see those changes.
4. What about Flexi-time, overtime and
overtime rates? Were there changes
there?
The question of restoring working time and
overtime rates was raised in the discussions by
the CPSU and other public service unions. Government did not give a mandate to DPER to discuss the roll back of the additional HRA hours,
nor to address overtime rates. Consequently no
progress was possible at this point.
However, the issue of Flexi carry-over has
been addressed positively.
For a period of six months, staff will be allowed to take 1.5 days Flexi Leave per Flexi period. Following this six-month pilot, the
outcome of the exercise will be reviewed. If, as
expected, no major operational issues arise, it
is accepted this facility will be restored in full.
This agreement on Flexi carry-over is not in
the main text as it is relates specifically to the
civil service.
5. Does the Agreement allow for further
negotiations on pay restoration, additional
hours and overtime rates?
Yes. Section 5.5 provides that discussions on
a pay determination mechanism will take place
within the lifetime of the agreement.
We will seek to ensure that the outstanding
pay restoration, the additional hours and overtime rates will be comprehended by this new
mechanism and/or further negotiations as the
economy improves; in particular we will seek
agreement that the flat rate approach taken in
the LRA underpins further increases in salary.
The Public Services Committee of ICTU has indicated that the matter of additional hours will
continue to be raised in future discussions.
CPSU 2016 <103>
6. But did the terms of the Haddington
Road Agreement that increased working
hours, etc., not cease once that agreement
expires in July 2016?
No. The Haddington Road Agreement (HRA)
is an industrial relations agreement. Such agreements provide for permanent changes, unless
otherwise specified. In this case, the increase in
hours remain.
8. Does the LRA further alter terms and
conditions of employment?
No. There will be no changes to individual
terms and conditions like working hours, annual
leave or sick leave as a result of the LRA.
7. Will increments be affected by the LRA?
No. Under Haddington Road, there was provision for a three-month increment delay for
staff earning under €35,000. There are no new
delays created in the Lansdowne Road Agreement.
However, any public servant who has not yet
9. Does Section 3.2 on Government Reform
programmes in Local Government mean
that members will have to pay water
charges through their wages?
No. It does not. Some media comment
claimed that was the case, but it is not so.
The LRA is an industrial relations agreement
experienced the increment delays provided for
in the HRA will still be subject to the delay relevant to them up to July 1, 2016.
<104> CPSU 2016
covering work practices changes necessary to
continue the delivery of various Government
planned workplace reorganisation and development.
This Section of the LRA merely sets out what
those Government programmes are in each
sector of the Public Service. Nothing in this
clause means that by accepting the LRA the
unions have bound their members to pay their
water charges through payroll.
10. What does the LRA say about workers
co-operating with the Government’s Public
Service Reform Agenda for the Civil Service?
The Agreement sets out the Government’s reform agenda, which is called the Public Service
Reform Plan 2014 – 2016; this provides for work
practice changes, but Section 4 and Section 6
strengthens the negotiation and dispute resolution process.
Specifically, Section 6 provides that where a
union is challenging the requirement to carry
out work practice change before the dispute
resolution process is complete, the Oversight
Body chaired by the LRC will determine the
matter.
This sought-after protection was not available
under the HRA.
11. Will the pay increases due in 2017
have an impact on my pension?
Yes. The 2017 pay increases will be linked to
the calculation of your pension on retirement.
12. Under the Haddington Road Agreement, public servants were to receive a
once-off back payment of €62.50. Is that
now being paid?
The LRA has absorbed this into the pension
levy deductions in 2017, which is of greater
long-term value to workers.
13. Is there an Industrial Peace clause in
the LRA, similar to the Haddington Road
Agreement?
Yes, as the LRA encompasses Haddington
Road, this clause is also extended. The LRA also
prohibits trade unions from taking a claim that
would increase costs.
But as the LRA encompasses the Haddington
Road Agreement it follows that the clause providing that should the economy improve beyond expectations the unions reserve the right
to seek a new deal before the LRA expires, continues to have effect under the LRA.
And there are no prohibitions on strikes or
other forms of industrial action on matters not
covered by the agreement.
14. What does the LRA say about
outsourcing?
The Agreement enhances the protections that
are already in place against outsourcing. The
new provisions allow the trade union side to
argue against a circumstance that sees a function outsourced because there is money in an
operational budget (and thus allows for contracting), but there is no money in a HR budget
to directly employ staff.
Section 3.3.5 states that cost comparisons between in-house and outsourced options “shall
exclude the totality of labour costs”. It states
that “in the context of greater staffing flexibility” (i.e. the end of the moratorium) “the commitment to use direct labour to the greatest
extent possible must be considered”. This coupled with the reference to excluding the cost of
direct labour in any comparison strengthens our
hand in relation to challenging outsourcing
moves by Government.
15. Is there a means in the LRA to
review the use of psychometric testing?
Yes. The insertion of “best practice recruitment and promotion procedures” in 3.4.1 allows us to challenge the use of psychometric
tests etc. in competitions.
16. What is the status of Grade
Restructuring?
This is referred to in Section 3, and also in the
Civil Service Renewal Plan. In the Civil Service
sectoral negotiations during the talks, management would not confirm if there was any plan
for the SO and EO grades. We countered saying that if there was no plan the CPSU required
confirmation of an immediate Inter-Departmental SO competition. This was not agreed by
DPER but it was stated the Minister would be
considering proposals for various competitions
to be scheduled by PAS for the next six months
and that the CPSU demand would be considered for inclusion in that schedule.
17. There were some other sectoral or
“side” issues also sorted during the
negotiations on the LRA. What were they
and how do they affect CPSU members?
During the course of the discussion two key
side-issue notes recording discussions and
agreements were issued by the LRC. These are
not part of the LRA agreement but are specific
to CPSU members.
The first provides for the restoration of the
flexi leave one-and-a-half days carry-over. This
is being done on a six-month pilot in order to
assess the implications but it was accepted by
all parties that this will effectively provide for the
CPSU 2016 <105>
full restoration of the one and half days leave in
any flexi period. While the additional hours
make this difficult to work up some members
were finding this possible prior to the implementation of the one day carry over under HRA.
A further side document sets out specific issues of concern to the CPSU. These include:
l Progression of the Science & Arts Attendants review to resolution by September 2015;
l Fast Tracking the union’s claim for compensation for Bank Time to arbitration;
l Resolution of the marriage leave anomaly
following the assimilation of the privilege days;
l Resolution of the former FAS staff loss of
one days leave on integration into Social Protection;
l A commitment to resolve redeployment issues in relation to place such as Agriculture
Tralee;
l A commitment to resolve issues relating to
incremental progression for fixed-term workers
from other Public Service bodies entering the
Civil Service;
l A recognition that the current agreement
on the use of banked additional hours in Revenue which ensures participation is voluntary
will be the framework for any other proposals
should they arise. This will ensure any use of
banked hours including any proposal for their
use on Saturdays will only happen by voluntary
participation by staff. This is a significant clarification of the provisions in the HRA on the banking of hours.
18. What is the view of the CPSU Executive
on the Lansdowne Road Agreement?
The Executive Committee meeting on June
30 decided on balance to recommend a Yes
vote to the members. The following is the text
of the Executive motion agreed on an 11 to six
majority.
This Executive Committee having considered
the detail of the Lansdowne Road Agreement
following consultation with members through
Branch meetings over the month of June reaffirms its disappointment at the level of pay
restoration in the LRA. This clearly resulted from
the failure of the Government to provide sufficient funds to ensure the pay of all lower paid
public service workers was restored to 2008 levels. It further reaffirms its criticism of Government for refusing to allow its management
representatives engage with the Public Service
Unions at the LRA talks with a view to removing
the additional unpaid hours imposed on public
sector workers in the Haddington Road Agreement.
The Executive welcomes the use of a flat rate
mechanism to distribute what funds have been
made available by Government which has resulted in the prioritisation of lower paid workers.
The use of a flat rate approach has long been
sought by the CPSU and the union believes the
LRA is a positive development in this regard.
The union commends the Public Services Committee for supporting the flat rate approach on
this occasion and urges that it be used as a
model for future pay negotiations.
The Executive notes the hardship imposed by
the last two Governments on their workers
through unfair and unjustified cuts in pay and
conditions and the imposition of unpaid additional hours using Emergency Legislation to secure its will regardless of the effects of those
cuts. This hardship has been relentless and the
Executive understands that the limited pay
restoration now on offer is greatly needed by
the union’s members to help reduce the heavy
burden imposed on them by their employer.
In recognition of that compelling need the Executive is recommending its members vote Yes
to the LRA but re-commits the union to actively
campaign for the full restoration of all pay and
conditions cut since 2008. In particular it will join
with like-minded unions to highlight the imperative of its members, their friends and families
voting only for candidates in the forthcoming
General Election who have demonstrated and
continue to pledge their support to our Public
Services and the restoration of the pay and conditions of public service workers.
19. When is the ballot?
The ballot will take place at the end of August
and run into the first two weeks of September.
Each member will receive a ‘pros and cons’ document with each ballot paper. Further general
meetings of members will also take place during the balloting process at which members
may raise any questions they may have about
the LRA.
20. If my membership has lapsed, and I
want to vote in this ballot, what do I do?
You can renew your membership by downloading the Membership Application Form on
our website – www.cpsu.ie – or ask your local
Branch Secretary for a form. It must be returned
signed and authorised in advance of the ballot.The same applies for new members.
*Note to question 2 above: Subsequent to the
agreement being reached DPER was advised
that it was not feasible for payrolls to handle the
restoration of the Pension Levy in two phases in
2016. Consequently the target restoration was
applied across the full year from January 1st
2016.
<106> CPSU 2016
>> LRA increases according to grade
CPSU 2016 <107>
<108> CPSU 2016
APPENDIX 3
\\CODE OF CONDUCT –
EXECUTIVE COMMITTEE
>> 1. Introduction
ADC 2013 passed a Rule Amendment, 7 (c),
which provides that... “All members shall adhere to a Code of Conduct to be decided on by
the Executive from time to time…” The new
rule requires all Executive members to apply the
highest standards of dignity and respect to all
members in the carrying out of their work. All
members are required to commit to observe the
confidentiality of Executive business and to seek
to protect the reputation of the Executive and
its membership. A member who believes the
Code of Conduct has been breached may make
a complaint to the General Secretary who may
seek to resolve the matter by agreement informally or at the request of either party will assign
an independent third party to review the case
and issue a report using the process set out in
Appendix B Rule 11. For the purposes of the
Code the Executive Committee shall be
deemed to be the President, Vice President, the
two Trustees and the 16 other voting members
of the Committee. The three Ex-Officio General
Officers as employees of the Union are subject
to the terms and conditions of their contracts of
employment and the Staff Handbook.
>> 2. Following election
Following the Executive Election at ADC each
successful candidate shall sign a commitment
to adhere to the Code of Conduct. The wording
shall be “As a Member of the Executive Committee of the Civil Public & Services Union, I
promise to uphold the Rules of the Civil Public
& Service Union, to support and campaign for
the policies of the Union as decided by Annual
or Special Delegate Conferences and to conduct myself with the highest standards of consideration for the rights of the membership of
the Union and my Executive Committee colleagues”.
>> 3. The Executive Member’s
duties and responsibilities
By virtue of their election to the Executive Committee, every Member assumes the responsibility of performing the duties and obligations of
the Executive member to the best of their ability. Executive Members must respect fully their
standing as leaders of the Membership and the
image and reputation they create for the Union.
An Executive member must:
a) Maintain his/her membership in good
standing of the Civil Public & Services
Union.
b) Act at all times in good faith in the best
interests of the Civil Public & Services
Union.
c) Address decision-making in a careful
and deliberate manner.
d) Commit to a high standard of honesty
and integrity.
e) Regularly attend meetings of the Executive with full regard of Rule 7.
f) Conduct the business of the Executive
in a professional manner with due respect shown at all times for the members of the Executive and the staff of the
Union.
g) Maintain the confidentiality of all documents, debate and information provided to the Executive Committee.
>> 3.1 Attendance
In line with Rule 7 non-attendance of three (3)
or more consecutive meetings will result in dismissal from the Executive Committee unless the
Executive Committee rules to the contrary. Attendance may be excused for reasons of Unionrelated activity, illness, or bereavement. If an
Executive Committee Member is going to be
absent, it is their obligation to inform Head Office stating the reason. The General Secretary
will advise the Executive Committee meeting of
the reason for the absence and the apology will
be put before the Executive and recoded in the
Minutes.
>> 3.2 Conduct during meetings
During the course of an Executive Committee
meeting, a member will not behave in an unprofessional or disruptive manner, or use language
that is unprofessional offensive or disruptive.
>> 3.3 Confidentiality
All matters discussed during Executive Committee meetings prior to decision are to be kept
confidential unless the majority of the quorum
present agrees to waive confidentiality on an
issue to allow debate within or without the
Union such as at time of industrial dispute or a
national campaign.
Should such confidentiality policy be violated
and confidential matters divulged in print or
orally to anyone other than those entitled to
such information (those in attendance at the
meeting or who sit on the Executive Committee
or who are otherwise instructed to receive the
information discussed), and such conduct is not
subsequently condoned by the Executive Com-
CPSU 2016 <109>
mittee, the Member who has committed the
breach shall be open to complaint under Rule
7.
>> 3.4 Liabilities and Insurance
Executive Board Members must conduct themselves in the course of their duties in a manner
that does not attract legal liability to themselves
or the Civil Public & Services Union. Executive
Board members should be aware that insurance
carried by the Union or the protections of the
Industrial Relations Acts may not shield them or
the Union from legal liability in connection with
the following:
a) Fraudulent acts;
b) Criminal acts;
c) Dishonest acts;
d) Sexual abuse;
e) Libel and slander;
f) Discipline of members;
g) Negotiations; and
h) Certain work stoppages.
>> 3.5 Responsibilities of
Executive Committee and staff
The Civil Public & Services Union is a membership-driven organisation. As such the General
Secretary is responsible to the Executive Committee for the management and supervision of
all staff. Should an Executive member be seriously concerned about the processing of negotiations or the collective bargaining procedure
by a member of staff these should be raised
with the General Secretary. Individual Executive
Committee Members should not:
a) Seek to instruct staff in the carrying out
of their duties;
b) Seek to circumvent negotiating
processes with management which are
under the direction of a member of
staff;
c) Conclude or reach Agreement with
management on a collective bargaining
process without the participation and
agreement of the relevant member of
staff;
d) Provide advice to members on a personal or collective basis which is contrary to Union policy or the professional
advice of the staff member involved.
>> 4. Conflict of interest
A Member of the Executive Committee will not
place their self in any position that creates a
Conflict of Interest between responsibility as a
Member of the Executive Committee and personal interests and responsibilities.
A Conflict of Interest occurs when an individ-
ual’s private interest differs from his/her obligations to the Civil Public & Services Union in
his/her capacity as an Executive Committee
Member.
Conflicts of Interest can include financial, political and material interests. In addition to actual Conflict of Interest, there can also be
apparent or potential Conflict of Interest. An apparent/potential Conflict of Interest occurs
when the answer to the following question is
“yes”:
“Would a reasonably informed person form
an opinion that the performance of the Executive Member’s duties and responsibilities could
be influenced by their financial, political or material interest?”
Conflicts include situations:
a) Where private affairs, political or financial interests of an Executive Member
are in conflict with their duties and responsibilities as an Executive Committee Member, or result in a perception
that a conflict exists.
b) Where the action(s) of an Executive
Committee Member compromise or
undermine the trust which the Membership place in the Civil Public & Services Union.
c) Which could impair or appear to impair
the abilities of the Executive Committee Member to act in the best interest
of the Civil Public & Services Union
If a Conflict of Interest arises or exists, a Member of the Executive Committee is required to:
a) Disclose any potential or real Conflict
of Interest to the General Secretary or
to the Executive Committee as a whole.
b) Refrain from attempting to exert personal influence in connection with the
issues being considered.
c) Immediately raise the possibility of a
Conflict with the General Secretary if
there is reason to believe that another
Member of the Executive Committee
has a Conflict of Interest.
>> 5. Alleged breach
of the Code of Conduct
If a Member of the Executive Committee believes there has been a breach of the Code of
Conduct, she/he may first speak directly to the
person involved. If there is not a satisfactory explanation for the behaviour, or if the behaviour
is not corrected, she/he may then direct her/his
concerns to the General Secretary in line with
Rule 7 (c) and Rule 11 (f).
<110> CPSU 2016
CPSU 2016 <111>
CPSU delegates at
the ICTU ADC held in
Ennis, July 2015
<112> CPSU 2016
APPENDIX 4
>> 2015 Executive Election Final Result Counts 1 - 8
CPSU 2016 <113>
>> 2015 Executive Election Final Result Counts 9 - 16
<114> CPSU 2016
>> 2015 Executive Election Final Result Counts 17 - 24
Elected 3rd count
Elected 14th count
Elected 24th count
Elected 24th count
Elected 1st count
Elected 24th count
Elected 18th count
Elected 17th count
Elected 6th count
Elected 5th count
Elected 2nd count
Elected 7th count
Elected 4th count
Elected 22nd count
Elected 12th count
Elected 21st count
CPSU 2016 <115>
APPENDIX 5
>> Executive Committee Attendance
Executive Committee Meeting January 2015
Executive Committee Meeting February 2015
Attended Apologies Early Leaving
Tony Conlon
Joan Byrne
Betty Tyrrell-Collard
Dennis Walshe
Fergal Bermingham
Laura Byrne
Daniel Copperthwaite
Marie Dalton
Aisling Farrell
Brendan Fox
Martin Gallagher
Terry Kelleher
Helen Linehan
Eugene Lyons
Conor McDonald
Paula Nangle
Niall Neely
Tanya O'Neill
Brian Quigley
Alan Scully
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
Executive Committee Meeting March 2015
Attended Apologies Early Leaving
Tony Conlon
Joan Byrne
Betty Tyrrell-Collard
Dennis Walshe
Fergal Bermingham
Laura Byrne
Daniel Copperthwaite
Marie Dalton
Aisling Farrell
Brendan Fox
Martin Gallagher
Terry Kelleher
Helen Linehan
Eugene Lyons
Conor McDonald
Paula Nangle
Niall Neely
Tanya O'Neill
Brian Quigley
Alan Scully
Joan Byrne
Betty Tyrrell-Collard
Dennis Walshe
Fergal Bermingham
Laura Byrne
Daniel Copperthwaite
Marie Dalton
Aisling Farrell
Brendan Fox
Martin Gallagher
Terry Kelleher
Helen Linehan
Eugene Lyons
Conor McDonald
Paula Nangle
Niall Neely
Tanya O'Neill
Brian Quigley
Alan Scully
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
Executive Committee Meeting April 2015
Attended Apologies Early Leaving
Tony Conlon
4
4
4
4
4
4
4
4
4
4
4
4
4
Attended Apologies Early Leaving
Tony Conlon
Joan Byrne
Betty Tyrrell-Collard
Dennis Walshe
Fergal Bermingham
Laura Byrne
Daniel Copperthwaite
Marie Dalton
Aisling Farrell
Brendan Fox
Martin Gallagher
Terry Kelleher
Helen Linehan
Eugene Lyons
Conor McDonald
Paula Nangle
Niall Neely
Tanya O'Neill
Brian Quigley
Alan Scully
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
<116> CPSU 2016
>> Executive Committee Attendance (continued)
Executive Committee Meeting May 7th, 2015
Executive Committee Meeting May 21st,2015
Attended Apologies Early Leaving
Tony Conlon
Joan Byrne
Betty Tyrrell-Collard
Dennis Walshe
Fergal Bermingham
Laura Byrne
Daniel Copperthwaite
Cormac Donoghue
Willie Doyle
Aisling Farrell
Joan Farrell
Brendan Fox
Terry Kelleher
Helen Linehan
Ann McGee
Niall Neely
Tanya O'Neill
Deirdre Quinlan
Claire Ryan
Jean Taylor
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
Attended Apologies Early Leaving
Tony Conlon
Joan Byrne
Betty Tyrrell-Collard
Dennis Walshe
Fergal Bermingham
Laura Byrne
Daniel Copperthwaite
Cormac Donoghue
Willie Doyle
Aisling Farrell
Joan Farrell
Brendan Fox
Terry Kelleher
Helen Linehan
Ann McGee
Niall Neely
Tanya O'Neill
Deirdre Quinlan
Claire Ryan
Jean Taylor
Executive Committee Meeting June 4th 2015
Executive Committee Meeting June 30th 2015
Attended Apologies Early Leaving
Tony Conlon
Joan Byrne
Betty Tyrrell-Collard
Dennis Walshe
Fergal Bermingham
Laura Byrne
Daniel Copperthwaite
Cormac Donoghue
Willie Doyle
Aisling Farrell
Joan Farrell
Brendan Fox
Terry Kelleher
Helen Linehan
Ann McGee
Niall Neely
Tanya O'Neill
Deirdre Quinlan
Claire Ryan
Jean Taylor
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
Attended Apologies Early Leaving
Tony Conlon
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
Joan Byrne
Betty Tyrrell-Collard
Dennis Walshe
Fergal Bermingham
Laura Byrne
Daniel Copperthwaite
Cormac Donoghue
Willie Doyle
Aisling Farrell
Joan Farrell
Brendan Fox
Terry Kelleher
Helen Linehan
Ann McGee
Niall Neely
Tanya O'Neill
Deirdre Quinlan
Claire Ryan
Jean Taylor
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
CPSU 2016 <117>
Executive Committee Meeting July 1st, 2015
Executive Committee Meeting July 22nd, 2015
Attended Apologies Early Leaving
Tony Conlon
Joan Byrne
Betty Tyrrell-Collard
Dennis Walshe
Fergal Bermingham
Laura Byrne
Daniel Copperthwaite
Cormac Donoghue
Willie Doyle
Aisling Farrell
Joan Farrell
Brendan Fox
Terry Kelleher
Helen Linehan
Ann McGee
Niall Neely
Tanya O'Neill
Deirdre Quinlan
Claire Ryan
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
Jean Taylor
Attended Apologies Early Leaving
Tony Conlon
Joan Byrne
Betty Tyrrell-Collard
4
Dennis Walshe
Fergal Bermingham
Laura Byrne
Daniel Copperthwaite
Cormac Donoghue
Willie Doyle
Aisling Farrell
Joan Farrell
Brendan Fox
Terry Kelleher
Helen Linehan
Ann McGee
Niall Neely
Tanya O'Neill
Deirdre Quinlan
4
Executive Committee Meeting September 3rd, 2015
Claire Ryan
Jean Taylor
Joan Byrne
Betty Tyrrell-Collard
Dennis Walshe
Fergal Bermingham
Laura Byrne
Daniel Copperthwaite
Cormac Donoghue
Willie Doyle
Aisling Farrell
Joan Farrell
Brendan Fox
Terry Kelleher
Helen Linehan
Ann McGee
Niall Neely
Tanya O'Neill
Deirdre Quinlan
Claire Ryan
Jean Taylor
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
Executive Committee Meeting September 15th, 2015
Attended Apologies Early Leaving
Tony Conlon
4
4
4
4
4
4
4
4
4
Attended Apologies Early Leaving
Tony Conlon
Joan Byrne
Betty Tyrrell-Collard
Dennis Walshe
Fergal Bermingham
Laura Byrne
Daniel Copperthwaite
Cormac Donoghue
Willie Doyle
Aisling Farrell
Joan Farrell
Brendan Fox
Terry Kelleher
Helen Linehan
Ann McGee
Niall Neely
Tanya O'Neill
Deirdre Quinlan
Claire Ryan
Jean Taylor
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
<118> CPSU 2015
>> Executive Committee Attendance (continued)
Executive Committee Meeting October 2nd, 2015
Executive Committee Meeting October 20th, 2015
Attended Apologies Early Leaving
Tony Conlon
Joan Byrne
Betty Tyrrell-Collard
Dennis Walshe
Fergal Bermingham
Laura Byrne
Daniel Copperthwaite
Cormac Donoghue
Willie Doyle
Aisling Farrell
Joan Farrell
Brendan Fox
Terry Kelleher
Helen Linehan
Ann McGee
Niall Neely
Tanya O'Neill
Deirdre Quinlan
Claire Ryan
Jean Taylor
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
Attended Apologies Early Leaving
Tony Conlon
Joan Byrne
Betty Tyrrell-Collard
4
Dennis Walshe
Fergal Bermingham
Laura Byrne
Daniel Copperthwaite
Cormac Donoghue
4
Willie Doyle
Aisling Farrell
Joan Farrell
Brendan Fox
4
Terry Kelleher
Helen Linehan
Ann McGee
Niall Neely
Tanya O'Neill
Deirdre Quinlan
Claire Ryan
Jean Taylor
Executive Committee Meeting October 29th, 2015
Joan Byrne
Betty Tyrrell-Collard
Dennis Walshe
Fergal Bermingham
Laura Byrne
Daniel Copperthwaite
Cormac Donoghue
Willie Doyle
Aisling Farrell
Joan Farrell
Brendan Fox
Terry Kelleher
Helen Linehan
Ann McGee
Niall Neely
Tanya O'Neill
Deirdre Quinlan
Claire Ryan
Jean Taylor
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
Attended Apologies Early Leaving
Tony Conlon
Joan Byrne
4
4
4
4
4
4
4
Executive Committee Meeting November 2015
Attended Apologies Early Leaving
Tony Conlon
4
4
Betty Tyrrell-Collard
Dennis Walshe
Fergal Bermingham
Laura Byrne
Daniel Copperthwaite
Cormac Donoghue
Willie Doyle
4
4
4
4
4
4
4
4
4
Aisling Farrell
Joan Farrell
Brendan Fox
Terry Kelleher
Helen Linehan
Ann McGee
Niall Neely
Tanya O'Neill
Deirdre Quinlan
Claire Ryan
Jean Taylor
4
4
4
4
4
4
4
4
4
4
4
CPSU 2016 <119>
>> Executive Committee Attendance (continued)
Executive Committee Meeting December 2015
Attended Apologies Early Leaving
Tony Conlon
Joan Byrne
Betty Tyrrell-Collard
Dennis Walshe
Fergal Bermingham
4
4
4
4
4
Laura Byrne
Daniel Copperthwaite
Cormac Donoghue
Willie Doyle
Aisling Farrell
Joan Farrell
Brendan Fox
Terry Kelleher
Helen Linehan
Ann McGee
Niall Neely
Tanya O'Neill
Deirdre Quinlan
Claire Ryan
Jean Taylor
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
APPENDIX 6
>> Training courses attendance lists
Sligo Training
Ann McGinty – Agriculture Raphoe, Letterkenny
Margaret Rose McGeehan – Letterkenny
Kathleen McGee – Dunfanaghy DSP,Letterkenny
Josie Moriarty – Environment,Ballina
Karen Mcowan – Environment, Ballina
Charlotte O’Boyle – Ballina DSP, Ballina
Liam Walsh – Revenue, Galway General
Mura Guckian – Revenue Sligo, Sligo General
Sue Kelly – GISC, Castlebar
Fiona Gallagher – Agriculture, Castlebar
Anne Marie Loftus – Sligo Intreo Office, Sligo General
Patricia King – Sligo PSO
Lorna Kilcoyne – Sligo PSO
Dublin Branch Officer Training
Sharon Martin – Revenue, Tallaght
Kerrie Caulfield – Agriculture, Dublin
Stephen Poland – PRA
Janet Swaine – Revenue, Dublin South City
Dominic Wixted – Kilkenny
Ann Hayes – Kilkenny
Jacinta Clarke – Kildare Branch
Bernie Tunney – Eircom
Branch Treasurer Training Dublin
Ann Gorman – Ballina
John Ross – Killarney
Mary O’ Driscoll – Cork
Niall Convey – Carrick on Shannon
Elaine Quinn – Tipperary
Deirdre Fanning – Limerick
Thomas Nevin – Nenagh
Angela Reilly – Dublin
Joan Kelly –Tralee
Kathleen Steele – Drogheda
Mary Reynolds – Cavan
Joan O’Reilly – Dundalk
Michelle McMorrow – Sligo
Mary McCole – Buncrana
Anne Murray – Sligo
John McGee – Athlone
Dympna Fraser – Ballina
Niamh English – Limerick
Ann Olwill – Dublin
Tim Lane – Cork
Christina Farrell – Dublin
David Earle – Dublin
Sean McGlinchey – Dublin
Ingridalison Shortt – Dublin
John O’Connor – Dublin
Adrienne Kelly- Kildare
Helen Lundy- Galway
<120> CPSU 2016
APPENDIX 7
>> Civil Service pay scales (from January 1, 2016)
Standard Scale
- Pre 1995
Standard Scale
Higher Scale - Pre 1995
1.
€22,565
1.
€23,618
3.
€24,312
3.
€25,351
2.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
14.
€23,618
€25,351
€26,389
€27,428
€28,465
€29,485
€30,493
€31,192
€32,187
€33,735
€34,954¹
€35,515²
2.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
14.
€24,312
€26,389
€27,428
€28,465
€29,485
€30,493
€31,192
€32,187
€33,735
€34,954
€35,515
€36,267
Revised Clerical Officer
(new entrant) pay scale
Standard Scale
- Post 1995
1.
2.
3.
4.
5.
6.
7.
8.
€23,756
€24,498
€25,592
€26,684
€27,777
€28,869
€29,931
€30,995
Standard Scale
Higher Scale - Post 1995
1.
2.
3.
4.
5.
6.
7.
8.
€24,498
€25,592
€26,684
€27,777
€28,869
€29,931
€30,995
€31,743
9.
€31,743
9.
€32,795
11.
€33,840
11.
€35,471
10.
12.
13.
14.
€32,795
€35,471
€36,753¹
€37,341²
10.
12.
13.
14.
€33,840
€36,753
€37,341
€38,135
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
14.
15.
16.
€21,879
€23,375
€23,756
€24,498
€25,592
€26,684
€27,777
€28,869
€29,931
€30,995
€31,743
€32,795
€33,840
€35,471
€36,753¹
€37,341²
CPSU 2016 <121>
>> Civil Service pay scales (from January 1, 2016)
Law Clerk
- Pre 1995
1.
Law Clerk
- Post 1995
€448.86
2.
1.
€468.89
3.
2.
€491.44
4.
6.
€566.41
9.
6.
12.
13.
€595.44
€608.12
8.
€613.71
€626.68
9.
€631.37
11.
€576.71
7.
€596.05
10.
€540.40
5.
€584.21
8.
€517.32
4.
€548.53
7.
€486.37
3.
€513.36
5.
€465.59
€645.26
10.
€649.06
€663.80
11.
€667.27¹
€682.43
12.
€685.42²
€701.60¹
13.
€720.73²
Legal Executive
- Pre 1995
Legal Executive
- Post 1995
1.
1.
€33,070
2.
€34,481
3.
7.
€40,011
6.
€40,359
€41,223
7.
€41,473
10.
€38,797
5.
€39,199
8.
€37,595
4.
€38,043
6.
€36,253
3.
€36,894
5.
9.
2.
€35,751
4.
€34,771
8.
€42,530¹
9.
€43,906²
10.
€42,440
€43,616
€44,725¹
€46,171²
>> Court Messengers pay scales
Grade Code
7700 (3)
Hrms Code
K17
€414.34
€617.47
Grade Title
Date Effective
Weekly/Annual
Nature of Inc
€454.06 €494.29
€534.46
€573.82
€595.06
Grade Title
Date Effective
Weekly/Annual
Nature of Inc
€478.01 €520.29
€562.16
€603.28
€625.61
Court Messanger
Jan 1, 2010
Weekly
NMAX
Budget 2009
LSI1
LS12
Grade Code
67700 (Y)
Hrms Code
T62
€435.75
€649.26
LS12
Court Messanger - PPC
Jan 1, 2010
Weekly
NMAX
Budget 2009
LSI1
<122> CPSU 2016
>> eir pay scales
TEO I
Scale at
August 1,
2008
Revised scale at July 1, 2015
non DB
pensionable
DB
pensionable
€453.97
€10.44
€454.88
€487.35
€11.21
€488.32
€472.00
€509.04
€529.96
€551.02
€565.06
€579.70
€593.12
€607.07
€623.20
€639.09
€656.16
€680.38
€738.94
TEO II
€10.86
€11.71
€12.19
€12.68
€13.00
€13.33
€13.64
€13.97
€14.33
€14.70
€15.09
€15.65
€16.99
€472.94
€510.06
€531.02
€552.12
€566.19
€580.86
€594.31
€608.28
€624.45
€640.37
€657.47
€681.74
€740.42
Salary
€465.32
€483.60
€499.53
€521.77
€543.21
€564.80
€579.19
€594.19
€607.95
€622.25
€638.78
€655.07
Salary
€41,698
€40,762
€42,312
€973
€42,397
€43,085
€43,855
€44,622
€45,381
€46,165
€991
€1,008
€1,027
€1,044
€1,062
€41,606
€43,171
€43,943
€44,711
€45,472
€46,257
€42,561
€18,649
€19,591
€20,565
€21,547
€22,575
€23,599
€25,139
€26,679
€28,217
€29,758
€429
€451
€473
€496
€519
€543
€578
€614
€649
€684
€447.76
€458.04
€479.62
€11.03
€463.93
€496.27
€513.12
€530.40
€543.69
€557.02
€570.34
€583.58
€609.85
€10.67
€464.86
€11.42
€497.26
€12.20
€531.46
€11.80
€12.50
€12.82
€13.12
€13.42
€14.03
€480.58
€514.15
€544.78
€558.13
€571.48
€584.75
€611.07
€475.53
€491.61
€508.68
€525.95
€543.66
€557.28
€570.95
€584.60
€598.17
€625.10
DB
pensionable
€18,686
€19,630
€20,606
€21,590
€22,620
€23,646
€25,189
€26,732
€28,273
€29,818
PIP LEVEL 1
Scale at
August 1,
2008
Revised scale at July 1, 2015
non DB
pensionable
DB
pensionable
Salary
€20,678
€476
€20,719
€21,195
€44,162
Maximum
€28,820
€686
€29,880
€30,566
€45,738
PIP LEVEL 2
€44,951
€46,516
Scale at
August 1,
2008
€47,319
Revised scale at July 1, 2015
non DB
pensionable
€10.28
Minimum
€43,370
CSR
Scale at
August 1,
2008
€446.87
€757.41
DB
pensionable
€936
€955
Salary
PIP SCALES
€40,681
€41,523
DB
pensionable
€697.39
Revised scale at July 1, 2015
non DB
pensionable
Revised scale at July 1, 2015
non DB
pensionable
€672.56
CTL & TEX VIII
Scale at
August 1,
2008
Scale at
August 1,
2008
Revised scale at July 1, 2015
non DB
pensionable
DB
pensionable
Salary
Minimum
€25,735
€592
€25,786
€26,378
Maximum
€33,721
€776
€33,788
€34,564
Salary
€19,115
PIP LEVEL 3
€20,081
Scale at
August 1,
2008
€21,079
€22,086
€23,139
€24,189
€25,767
€27,346
€28,922
€30,502
Revised scale at July 1, 2015
non DB
pensionable
DB
pensionable
Salary
Minimum
€32,171
€740
€32,235
€32,975
Maximum
€46,192
€1,063
€46,248
€47,347
CPSU 2016 <123>
>> An Post pay scales
Staff Officer
Scale
Point
1
2
3
4
5
6
Business Support Officer, Clerical Officer
T2016
Aug 08
€36,126
€37,894
€39,253
€40,623
€41,979
€43,352
12.5%
Productivity
€40,642
1
€42,631
2
€45,701
4
€44,160
3
€47,226
5
€48,771
6
7
Senior Secretary
Scale
Point
1
2
3
4
5
6
T2016
Aug 08
12.5%
Productivity
€30,836
€34,691
€31,889
€32,938
€33,989
€35,039
€36,086
T2016
Aug 08
12.5%
Productivity
€22,024
€24,777
Scale
Point
8
9
10
€35,875
11
€37,055
12
€39,419
14
€38,238
13
€40,597
€22,831
€25,685
€23,977
€26,974
€25,079
€28,214
€26,186
€29,459
€26,926
€30,292
€27,705
€31,168
€28,406
€31,957
€29,142
€32,785
€29,994
€33,743
€30,837
€34,692
€31,736
€35,703
€33,006
€37,132
€36,087
€40,598
>> Irish Aviation Authority pay scales
Aviation Executive
Aviation Officer
1.5% increase
1.5% increase
Jan 1st, 2016
€26881
€27284
€30724
€31185
€28631
€32848
€35211
€37628
€39448
€41190
€42920
€44597
€46288
€47940
€49627
€51219
€53638
€29060
€33341
€35739
€38192
€40040
€41808
€43564
€45266
€46982
€48659
€50371
€51987
€54443
Aviation Executive
1.5% increase
Jan 1st, 2016
€20123
€20510
€21633
€22756
€23880
€25003
€26125
€27251
€28371
€29497
€30619
€31740
€32866
€33987
€35112
€36231
2008 Pension Scheme
Aviation Officer
1.5% increase
Jan 1st, 2016
Jan 1st, 2016
€20425
€26225
€26618
€19633
€19927
€21957
€29975
€30425
€21105
€21422
€34867
€23298
€20818
€23097
€24238
€25378
€26517
€27660
€28797
€29939
€31078
€32216
€33359
€27933
€32047
€34352
€36710
€38486
€40185
€41873
€43509
€45159
€46771
€34497
€48417
€36774
€52330
€35639
€49970
€28352
€32528
€37261
€39063
€40788
€42501
€44162
€45836
€47473
€49143
€50720
€53115
€20010
€22201
€24393
€25488
€26586
€27679
€28778
€29872
€30966
€32064
€33158
€34256
€35347
2006 Pension Scheme
€20310
€22543
€23647
€24759
€25870
€26985
€28094
€29212
€30320
€31430
€32545
€33655
€34770
€35877
<124> CPSU 2016
>> Library Assistants pay scales
SCALE I
SCALE II
€28025
€24192
€29382
€26441
€28711
€482.93
€30230
€33397
€495.92
€30978
€34228
€31405
€35052
LS2
€469.92
€29483
€32568
€40359
€450.47
€463.68
€28736
€31741
€38389
€437.31
€27921
€31080
LS1
€424.47
€27205
€30722
€36449
€414.00
€25675
€30052
MAX
SCALE III
€32151
MAX
€35516
LS2
MAX
€33738
LS2
€36269
LS1
€508.95
LS1
€521.94
€534.87
€554.01
€563.16
Library Assistant Personal Pension Contribution
SCALE I
SCALE II
€29482
€26222
€30183
€31283
€32672
€33371
€35114
LS2
€29426
€480.99
€467.27
€30209
€494.62
€31467
€522.05
€508.31
€535.68
€33019
€36863
€42443
€460.32
€32243
€35987
€40369
€27830
€30995
€34242
LS1
€445.64
€28639
€31977
€38329
€432.46
€27024
€30890
MAX
SCALE III
€33797
MAX
€35475
LS2
€38137
LS1
€37340
MAX
LS1
LS2
€549.42
€562.74
€582.42
€591.98
CPSU 2016 <125>
>> Science and Arts Attendants pay scales
Science and Arts Attendant Pension Contribution
MAX
LS1
LS2
€377.59
€396.30
€418.36
€439.58
€453.32
€470.24
€475.28
€500.33
€514.93
€542.03
€394.66
€412.23
€437.70
€460.74
€468.96
€486.42
€490.68
€516.54
€521.48
MAX
€558.73
LS2
€538.00
LS1
€548.95
€565.98
€587.38
>> Chester Beatty Library pay scales
CBL Attendant
salary scale January 1, 2016
1%
€25,217
€25,903
€27,030
€27,331
€27,616
CBL Senior Attendant
salary scale January 1, 2016
1%
€26,317
€26,715
€27,485
€27,882
€28,285
€28,713
€29,420
€29,704
<126> CPSU 2016
>> Notes