Following a series of talks over several months on a new collective agreement for Ryanair pilots, Fórsa has decided to refer a number of what it says are ‘priority issues’ to the Workplace Relations Commission (WRC).

The union advised the airline that the issues have been referred to the WRC because negotiations have been “fully exhausted”, in line with Fórsa’s November 2021 industrial relations agreement with the airline.

In a letter to Ryanair last week (5^th October), Fórsa assistant general secretary Ian McDonnell said the outstanding issues referred to the WRC were as follows:

• The implementation date of the new Collective Agreement (CLA).
• The inclusion of proper pay increases to combat spiralling inflation of almost 10%
• The date, timing and methodology of restoration to pre-Covid pay and  conditions
• The structure, quantum and assimilation methodology onto a new pay scale.

Ian said these issues are priority items that must achieve a final agreement before any collective agreement could be concluded with the airline: “The union has had a series of discussions with the airline over the last seven months on behalf of our IALPA members working with Ryanair.

“Until these issues are resolved satisfactorily, it really won’t be possible to finalise a new collective agreement. While Ryanair want to achieve cost certainty over the next few years, we can’t have a situation develop where pay is too slow returning to pre-Covid levels, or where pay is systematically eroded by inflation during the term of any agreement.

“The process has, in accordance with our industrial relations agreement with Ryanair, run its course on these issues, and we look forward to making progress on them once we’re in to a process facilitated by the WRC,” he said.

Non-union employers could potentially face penalties for failing to negotiate with trade unions following the publication of the final report of the high-level working group on collective bargaining last week.

The Group was established last year by the Labour Employer Economic Forum (LEEF) in advance of a new EU directive that requires each member state to take action to expand the percentage of workers covered by collective bargaining on wage setting.

Collective bargaining coverage in Ireland is currently around 34%, the new directive requires that countries achieve up to 80% coverage.

Speaking at the Industrial Relations News (IRN) conference last week, ICTU general secretary Patricia King, the trade union representative on the high-level group, said the recommendations in the report will, through increased collective bargaining coverage, “provide new opportunities to achieve decent working and living standards for hundreds of thousands of workers, and deliver improved outcomes for workers and employers, as well as for society and the economy as a whole.”

Patricia said the Executive Council of the ICTU has endorsed the recommendations and believes them to be crucial to aligning Irish industrial relations procedures with other EU countries. The group’s recommendations will form the basis for the transposition of the directive to comply with EU law, including:

• That existing legislation relating to Joint Labour Committees (JLCs) be strengthened to enable an Employment Regulation Order to be implemented on foot of employers being afforded all reasonable opportunity to engage
• That technical assessors be appointed by the Labour Court to advise the Court in pay comparison claims with the purpose of improving on current mechanisms
• That legislation requires an employer to engage with a trade union who seeks good faith engagement where they represent at least 10% of workers in a grade group or category within the employment. Where an employer refuses such an engagement and ignores the Labour Court decisions on the matter, the trade union can seek a Circuit Court order for implementation against the employer.

ICTU president and Fórsa general secretary Kevin Callinan said the report’s recommendations illustrated the potential for radically improved collective bargaining conditions in Ireland: “These recommendations have the potential to strengthen the collective bargaining environment that we operate in. Unions must continue to take on the challenge of building membership density so that, in this new era of collective bargaining, they can be a strong and agile force for improved worker outcomes.

“I think the process of developing the report has illustrated what can be achieved when government, employers and unions work collaboratively toward more positive outcomes. In that context, the report’s recommendations have the potential to radically improve Ireland’s industrial relations landscape,” he said.

The Group comprised representatives from ICTU, IBEC and Professor Bill Roche, UCD. It was chaired by Professor Michael Doherty of Maynooth University.

You can download a full copy of the report HERE.

Aer Lingus cabin crew members of Fórsa, based in Belfast, are being redeployed to new duties in Belfast and Dublin, due to consequences related to Brexit.

The redeployment measures became necessary as the airline’s Air Operators Certificate (AOC) expires at the end of October, which will affect the busy Aer Lingus route between Belfast and London Heathrow.

The Aer Lingus parent company, IAG, has been prohibited by the UK’s Civil Aviation Authority (CAA) from operating internal domestic flights using ‘non-UK based’ carriers. Consequently, the route is to be taken over by British Airways, which is also part of the IAG group.

Fórsa official Eugene Gargan said the impact of Aer Lingus losing the route has had a hugely disruptive effect on the small number of dedicated and professional Aer Lingus cabin crew based in Belfast: “This is, unfortunately, another unforeseen and disastrous consequence of Brexit.

“The cabin crew in Belfast were offered the option of redeployment to Manchester or Dublin, or to other duties in Belfast. Of the 30 crew based there, 13 will be redeployed to customer support in Belfast, 14 will redeploy to the airline’s base in Dublin, and three have opted to avail of a period of unpaid leave.

“These are a group of workers who have helped the company establish a prosperous route between Belfast and London. As a consequence of the disruptive effect of Brexit on integrated flight operations across Europe, the crew have lost remuneration, absorbed increased working costs and endured disruption to their home and work lives,” he said.

Eugene said the union had worked closely with the Belfast crew to secure alternative work once Aer Lingus ceases operations on the route, and paid tribute to how the Belfast-based crew stuck together in the face of very difficult changed circumstances.

Fórsa has secured a further 1.5% pay increase for those working in Irish Water, Gas Networks Ireland, and Aurora Telecom. 

The supplementary payment comes in addition to the national agreement already in place with ERVIA, which is due to run until 2023. Workers will also receive a €500 tax efficient voucher which will be given to all staff at Grade D and below.

Management at ERVIA have acknowledged the huge impact the cost of living is having on its workers but reiterated that the impact of inflation cannot be fully met by an employer. The measures introduced will be for 2022, but the employer has given a commitment to engage with unions for a new pay adjustment in 2023.

The union had sought additional pay this year to offset inflationary pressures, and had looked for management to accept that the pay details on the existing agreement for next year are not fit for purpose.

Fórsa official Derek Kelleher, welcomed the increase in pay for 2022 but reiterated the need for discussions on a further adjustment in 2023.

“We welcome the adjustment of a further 1.5% increase but are clear that this will not be enough as we move into 2023. Although the adjustment is less than what we sought it ensures those on low-middle incomes benefit financially," he said.

A collective agreement on pay is in place up until the end of 2023 so the significance of the company’s commitment, now given in writing, to proceed with talks is very important. It is also important, as the market changes, that we will reflect on the cost-of-living crisis to ensure a suitable adjustment is found,” he added.

Fórsa has broadly welcomed the news that Government has approved a bill to introduce a long-awaited auto-enrolment pension scheme.

Earlier this week social protection minister, Heather Humphreys announced details of “Final Design Principles for the Automatic Enrolment Retirement Savings System in Ireland”. The bill will now go before the Oireachtas Committee on Social Protection for Pre-Legislative scrutiny ahead of its expected introduction in early 2024.

Once enacted, workers will be automatically enrolled in a pension plan which will be co-funded by their employer, but can opt out if they choose. The new system is designed to simplify the pensions decision for workers and make it easier for employers to offer a workplace pension.

It is expected that around 750,000 people will be automatically enrolled into the system, and those enrolled will have their pension savings matched by the government and by their employer on a one-for-one basis. The State will also provide a top-up of €1 for every €3 saved by the worker.

ICTU social policy officer, Laura Bambrick, has welcomed the implementation but highlighted some concerns in the design.

“While ICTU has concerns over some of the details of the draft design of the new pension saving scheme, unions have long called for concrete action by Government to address the alarming low levels of pension coverage in the private sector and to have a legal obligation put on employers to contribute to their workers’ income in retirement, as is the case in all other OECD countries.

“To be clear, auto-enrolment is not a replacement for the State pension, it is intended to supplement your income from the State pension, as is the case with all other occupational pension schemes. This is especially important in Ireland where the State pension is not earnings related and so workers solely reliant on a State pension will experience a big drop in their income, and in turn their living standards, in old age,” she said.

Public service pay scales are currently being amended to reflect an increase of 1% of gross pay, or €500 a year, whichever is the greater, effective from 1st October.

The pay adjustment was due under the existing terms of the Building Momentum agreement, negotiated by Fórsa and other unions last year and overwhelmingly accepted in a ballot of Fórsa members in early 2021.

Last week Fórsa announced that members had backed the review of Building Momentum, with just over 91% of members voting in favour.

Their overwhelming endorsement meant that Fórsa supported ratification of the revised public service pay measures by the ICTU Public Services Committee (PSC), which represents all affiliated unions with members in the civil and public service. The deal was unanimously supported by the PSC unions.

The pay deal will see pay increases of 3% backdated to 2nd February 2022. It’s expected that the pay adjustment will take effect over the November/December period.

A further 2% will fall due from 1st March 2023, and 1.5% or €750 (whichever is the greater) from 1st October 2023.

The minimum payment of €750 a year from next October means the package would be worth 8% to a worker earning €25,000 a year and 7% to a person on €37,500 a year.

PSC chair and ICTU president Kevin Callinan said the strong showing in favour of the pay deal reflects a recognition by workers that the pay measures will be a helpful support to people at a critical time.

The revised measures emerged from a review process necessitated by the surge in inflation, and the ongoing cost of living crisis, and followed negotiations between public service unions and the Government at the Workplace Relations Commission (WRC).

Kevin added: “Unions do expect to be back in negotiations next year to secure pay terms beyond the lifetime of the current agreement, which will expire at the end of 2023, and unions will of course continue to closely monitor living costs and income pressures.”

Public service pay scales published on the Fórsa website will be updated in the coming weeks.

Fórsa would like to extend its deepest condolences to the families and friends who have lost loved ones in the Creeslough accident.

The union would also like to extend its thoughts to those currently receiving medical treatment and wishes them a speedy recovery.

In a message to union members Fórsa general secretary Kevin Callinan said “We mourn for those who have lost their lives and offer our deepest condolences and solidarity to those who have lost loved ones or been injured.

“Fórsa and its members across the country stand behind the victims of this terrible tragedy. We across the island are all deeply affected by the tragic event in Creeslough, but the unimaginable grief of the families of the bereaved as well as the entire community simply cannot be put into words.

“What has also struck me deeply is how the local community has banded together at this time of crisis and their resilient response is testament to the strength of this incredibly close-knit town.

“Our members across the country hold the brave community of Creeslough in our thoughts, along with the emergency, rescue and medical workers engaged in the response," said Kevin.

Our deepest sympathies also go out specifically to the Donegal branches.

Fórsa acknowledges and extends its sincere thanks to all the outstanding emergency officers and responders that helped in the rescue efforts.

Our thoughts are with the bereaved, their families, friends and with the community of Creeslough in this tragic time.

Ar dheis Dé go raibh a n-anamacha

Fórsa has strongly condemned IBEC’s objection to the introduction of paid leave for workers who are victims of domestic violence, citing it as “distrustful and deeply insulting”.

Last month, the Government rubber-stamped the publication of the Work Life Balance Bill in a move welcomed by Fórsa. Once enacted, those who are suffering or at risk of domestic violence will be entitled to five days of paid leave each year. The Government has also pledged to help employers provide better support for employees experiencing domestic violence.

In a submission to Government IBEC argued that employers should be allowed to ask for “proof” to stop any “potential abuse” of paid leave to those suffering with domestic abuse.

It also claimed that Government was trying to introduce too much paid leave at once, citing extending parental leave and the introduction of statutory sick pay, which would put a strain on SMEs.

The head of Fórsa’s Health and Welfare division Ashley Connolly, who has led the union’s campaign on this issue, strongly criticised this position.

“IBEC has completely missed the point. This legislation should not impose barriers for those navigating a pathway out of domestic abuse. Survivors of abuse should feel supported in their workplace, which is often a place of safety for them. We must support them and there should be no requirements for proof which would discourage take-up of the entitlement,” she said.

Ashley said this long-awaited leave is a vital support for survivors to assist them in making essential changes such as moving out of a violent situation, seeking legal support, and organising care for dependents.

“Our message is loud and clear, Fórsa stands with those suffering at the hands of domestic violence. We trust these survivors. We believe the workplace should be a safe space, a place where the stigma and the shame can be left at the door. Financial independence from abusers is the key to escaping and building a better life and workers should not need to prove abuse to an employer,” she said.

Fórsa will soon launch a new book documenting the history of the Civil, Public and Services Union (CPSU).

Published by the Institute of Public Administration with Fórsa, ‘Fighting for the Clerical Grades’ A History of the Civil, Public and Services Union 1922-2017 charts the progress of the organisation representing civil service clerical grades, from its roots in the late nineteenth century, to its merger with IMPACT and the PSEU in the formation of Fórsa in 2018.

Researched and written by historian Martin Maguire it is an outstanding contribution to history of our public service unions and to Irish labour history generally and will prove essential reading for Union activists.

Fórsa’s Global Solidarity Autumn School will take place on Friday 18th and Saturday 19th November in Nerney’s Court, Dublin.

The school will provide a unique opportunity for interested members to discuss a range of international, trade union and human rights issues.

Delegates will ahear about projects that Fórsa actively fund across the world, and it will also be an opportunity to hear about the union’s global solidarity work.

More information on the event can be found HERE and members can register their interest to attend HERE.

Fórsa are to host the Heads of Unit (HOU) from the European Labour Authority (ELA) today, as part of their visit Ireland. The HOU’s are set to meet with ICTU and its affiliates.

The HOU’s work directly to the executive director of the ELA, Cosmin Boliangiu.

The ELA was established to help strengthen fairness and trust in the internal market by assisting member States and the European Commission to ensure that EU rules on labour mobility and social security coordination are fairly and effectively enforced, and by making it easier for citizens and businesses to obtain the benefits of the internal market.

General secretary of Fórsa and president of ICTU Kevin Callinan will chair the meeting, which will involve a presentation from the ELA, followed by a discussion, with the opportunity to present to them.

The delegation will include head of the co-operation support unit Malcom Scicluna,  national liaison officer for Ireland Daniel Losty, and Irene Mandl, head of information and the European network of employment services unit.