Fórsa members at the Sea Fisheries Protection Authority (SFPA) will engage in continuing industrial action from next Thursday (10th February), as part of a dispute that saw two work stoppages take place at Irish fishing ports in January.

The dispute involves the findings of an independent review of the SFPA carried out by Price Waterhouse Coopers (PWC), and attempts by management to implement and impose a series of 47 recommendations without the input of the staff representatives in the agency.

On Wednesday (2nd February), Fórsa issued notice of further industrial action in the form of non-cooperation with a number of specific tasks. These actions include quality management systems, weekly situation reports and weekly written reports, in addition to Brexit–related processes, such as all work related to the Agriculture Field Inspection Testing (AFIT) system.

Despite claims by SFPA management of its intention to attend a meeting of the non-commercial semi state oversight body last Friday (28th January) in a bid to resolve the dispute, it did not attend.

Fórsa official Ian McDonnell was in attendance and, in a letter to SFPA management  this week, he said the meeting concluded that the oversight body was not in a position to resolve the dispute, and that there is currently no other binding arbitrary decision-making forum, apart from the Labour Court.

Ian added: “The ball remains firmly in the SFPA’s court to take the necessary steps and confirm that they will attend the Labour Court under binding arbitration to resolve the outstanding matters definitively. As this is not presently the case we will now be continuing with our industrial action.”

He said the union had been made aware of management pressure brought to bear on some members, during the stoppage periods in January, to deviate from their industrial action. Ian added: “Any such intimidation of members that may occur by management must cease.”

An arbitration process, scheduled to take place in July 2021, was disrupted at the last minute when the SFPA informed the Court that any outcome would need to be approved by the Department of Public expenditure and Reform. Consequently, the Labour Court was unable to assist any further.

Fórsa has confirmed that, following the collapse of the industrial relations process last year, SFPA management has continued to alter core working conditions and agreements unilaterally. The union has advised the SFPA that it reserves the right to issue notice of further industrial action.

It’s never been more important – or easier – to get the protections and benefits of union membership. Join Fórsa HERE or contact us HERE. 

The restoration of working time to pre-austerity levels will apply to all civil and public servants in the grades affected, including those who joined the public service after additional working hours were introduced in 2013.

The additional working time was introduced for thousands of civil and public servants, as an alternative to a third pay cut, under the 2013 Haddington Road agreement (HRA). Last month, the independent body charged with resolving the longstanding issue recommended that it should be restored to pre-austerity levels from 1^st July 2022.

This week, Fórsa published a guide to the recommendation, with the facility for union members to submit their questions. 

Fórsa general secretary Kevin Callinan said last week’s recommendation would remove a longstanding and debilitating drain on public service morale.

Following a meeting yesterday of the Labour Employer Economic Forum (LEEF) Kevin confirmed that Minister for Public Expenditure and Reform Michael McGrath has received a copy of the full report. The minister has said he will give it due consideration. At yesterday's meeting Kevin pressed the need for an early confirmation that the Government will implement it in full.

Last month, Tánaiste Leo Varadkar said the unpaid hours were unfair and “never intended to be permanent.”

Fórsa’s ‘frequently-asked questions’ document says that the union expects all parties to the Building Momentum public service agreement to accept the independent body’s recommendation, as the Haddington Road hours process is a fundamental pillar of the deal.

The additional working hours were imposed from 1^st July 2013, when the standard working time of civil and public servants increased to 39 hours for those who previously worked between 35 and 37 hours, and to 37 hours for those who previously worked 35 hours or less. The hours of those working 39 hours or more per week were unchanged.

The independent body’s recommendation would see a return to the pre-July 2013 hours albeit with a minimum working week of 35 hours.

Fórsa general secretary Kevin Callinan said the union had worked tirelessly to resolve the issue.

“This recommendation allows the Government to remove a deep grievance among many, mostly lower-paid, workers. Fórsa devised the strategy for addressing the issue and, working with other unions, insisted that it was included on the agenda for the Building Momentum talks. Throughout 2021, the union held out to ensure a concrete outcome from the HRA hours process set up under the agreement,” he said.

Callinan said he was confident that the return to pre-austerity arrangements could be achieved without excessive cost or damage to public service quality or output.

The independent body said it had taken account of the nine-year period in which the additional hours have been worked, the strain on the staff working the hours, and the “truly committed efforts of staff during the last two years in meeting patient, healthcare, population vaccine, security needs and the requirements of delivery for existing and new social welfare and pandemic payment measures.”

Read Fórsa’s guide to the recommendation HERE. 

It’s never been more important – or easier – to get the protections and benefits of union membership. Join Fórsa HERE or contact us HERE.

A joint union campaign is underway to win changes to a proposed law that the Government claims would give all workers a right to request remote working arrangements. The draft legislation attracted huge criticism from Fórsa and other unions, as well as labour law experts and others, when it was published last week.

Fórsa said the current text of the legislation was effectively a “right for employers to refuse remote working.” This is because of the bill’s extensive get-out clauses for employers, together with extremely weak appeals mechanisms.

Tánaiste Leo Varadkar, whose department published the bill, has since said that he will consult with unions and employers organisations on possible amendments to the legislation. And, speaking at the Oireachtas committee on enterprise, trade and employment on Wednesday (2^nd February) he said “I am open to having this legislation strengthened. I intend to strengthen it.”

Fórsa has asked the Irish Congress of Trade Unions to coordinate a union-wide campaign to ensure an effective effort to radically strengthen workers’ rights in this area. In a message to Fórsa branches earlier this week, the union’s general secretary Kevin Callinan pledged to remain in the forefront of the union campaign on remote work.

“We have also moved to accelerate discussions on a long-term civil service framework for remote and blended working, which is capable of being adapted and applied across the public service and other employments. Our objective is to meet the original March 2022 deadline for getting this in place,” said Kevin.

In response to the proposed legislation, Kevin said that, while some work functions could not be performed on a remote basis, employers should not be allowed to refuse flexible work on spurious grounds.

“We expect the legislation to support the consistent application of guidelines for identifying functions that can be performed remotely, and for facilitating staff requests for home-working arrangements unless there is a genuine reason to refuse.

“Fórsa has long sought legislation in this area, and the experience of the pandemic has shown that remote working does not negatively impact on productivity, performance, quality or data security.

“Employers must not have the option of simply turning down requests on spurious or vague grounds. Instead, they must be required to demonstrate, in a concrete way, that remote or blended arrangements are unworkable before they can turn down a request,” he said.

It’s never been more important – or easier – to get the protections and benefits of union membership. Join Fórsa HERE or contact us HERE.

Revised official advice on Covid-related workplace safety says employers should continue to consult with unions on workplace safety issues, and address staff concerns over plans for a phased return to work premises.

The transitional protocol on ‘good practice for continuing to prevent the spread of Covid-19’, which was published last Monday (31^st January), also recommends that arrangements for Covid-related ‘lead worker representatives’ should remain in place.

The protocol represents a radical relaxation in Covid-related workplace safety requirements, and effectively implements the workplace aspects of the Government’s 21^st January announcement on the easing of pandemic restrictions. Its removal of social distancing requirements and other formerly compulsory measures remove practical constraints on a phased return to workplaces.

But the Government advice continues to stress the need for consultation and caution, and says there’s nothing to prevent employers keeping safety measures in place on a voluntary basis, following consultation with staff reps.

Fórsa repeated its position that any return to workplaces must be phased, and that workers’ safety concerns must be addressed. It also said employees’ longstanding arrangements for childcare, eldercare and other aspects of balancing work and family responsibilities should be taken into account by employers planning a phased return.

The union also stressed the need to negotiate agreements to facilitate remote or blended working into the future.

In an email to Fórsa branches earlier this week, the union’s general secretary Kevin Callinan said most employers appeared to be planning a cautious and phased return to workplaces. “By and large, Fórsa officials and representatives are being consulted on any changes and this is in line with assurances we’ve received from the Department of Public Expenditure and Reform (DPER) at national level,” he said.

Fórsa met with senior DPER officials at the end of last week, and was again assured that civil and public service employers would be expected to consult with lead worker safety representatives and union reps on issues arising from the changed official guidance.

“We have also moved to accelerate discussions on a long-term civil service framework for remote and blended working, which is capable of being adapted and applied across the public service and other employments. Our objective is to meet the original March 2022 deadline for getting this in place,” said Kevin.

Last week, the union also expressed strong disappointment with the main aspects of the Governments proposed legislation on a “right to request” remote working. In media interviews, the union said the current text was effectively a “right for employers to refuse remote working.”

The Tánaiste has since said that he will consult with unions and employers organisations on possible amendments to the legislation. Kevin said Fórsa would remain in the forefront of union action on this.

The protocols on workplace attendance for those with Covid symptoms, positive tests and close contacts remain unchanged and face masks continue to be required in a number of settings including healthcare, public offices, libraries, museums, public transport, airports and ports. Protective measures in schools and early learning and care facilities remain in place until 28^th February.

The transitional protocol also outlines specific measures to protect workers at high risk and very high risk from Covid. 

Read the transitional protocol HERE. 

It’s never been more important – or easier – to get the protections and benefits of union membership. Join Fórsa HERE or contact us HERE.

New data from the Central Statistics Office (CSO) shows that a third of the working population between the ages of 20 and 69 have no pension coverage outside of the state pension, despite ongoing campaigns to improve pension coverage. Meanwhile, just a quarter of young workers between the ages of 20 and 24 have opted for a private occupational pension.

The latest figures on pension coverage have emerged just as plans to introduce private pension auto-enrolment for most employees have been deferred once again. Nearly half of those workers who do not have a pension have indicated that the State pension would be their main source of income on retirement.

On Wednesday (1st February) the Joint Oireachtas Committee report on the Pensions Commission was published, drawing a mixed response. Fórsa expressed concern about the Committee’s recommendation to delay the implementation of auto-enrolment.

Fórsa official Billy Hannigan criticised the delay, indicating that auto-enrolment has the potential to address income inadequacy for retired workers by ensuring employers contribute to their employee’s living standards: “As recent studies suggest only one in three workers in the private sector have no pension coverage outside the state pension. It’s crucial that workers start paying into their pension as early as possible and that employers are legally compelled to contribute to that pension.

“There have been many cases of workers regretting to set up their pensions at an early age, indicating that they didn’t know how to do it. The auto-enrolment process will remove these barriers and ensure all workers retain a good standard of living once they retire,” he said.

Fórsa, along with the Irish Congress of Trade Unions (ICTU) welcomed several of the committee’s recommendations, especially to retain the pension age at 66, and to the right to retire on a full State Pension from the age of 65 to workers with a long social insurance record.

ICTU’s head of Social Policy & Employment Affairs, Dr Laura Bambrick, welcomed the proposals for the new legislation, indicating that a move to a European-style flexible pension age is long overdue.

It’s never been more important – or easier – to get the protections and benefits of union membership. Join Fórsa HERE or contact us HERE.

KennCo travel insurance offers Fórsa members single trip and multi-trip insurance for individuals, couples and families. Low cost annual multi-trip travel insurance for Fórsa members starts from just €59, which includes cover for you, your partner and dependent children. Single trip insurance pricing starts at €12.86.*

KennCo is offering Fórsa members the chance to win a €150 One4All voucher. All Fórsa members who purchase or renew a KennCo Travel Insurance policy between December 1st 2021 and 31st March 2022 will be entered into the draw.

KennCo travel insurance features:

• Worldwide and European cover available
• 365-day medical assistance
• Lost baggage
• Public liability
• Missed departure
• Medical and emergency expenses
• Cancellation and curtailment
• Personal accident
• Winter sports included in all annual policies and available on single trip policies.
• Winter sports equipment, hire of replacement ski equipment, ski pack, piste closure, travel delay due to avalanche
• Cover in relation to Covid-19 *

Travel insurance policies taken out on or after 1st September 2021:

• Medical and repatriation costs in the event you fall ill with Covid-19 whilst overseas
• Cancellation if you test positive for Covid-19 within 14 days of the departure date of your trip
• Provided prior to your trip commencing the DFA has not issued advice to avoid non-essential travel or advised do not travel to your destination or any country/area you are travelling through.
• There is no cover under any other section for claims relating to Covid-19.

Terms and conditions and excesses will apply. Get a travel insurance quote HERE.

*Dependent children of 17 years and under can travel independently for up to and including 21 days. Between 18-22 years they can still be covered under the family policy provided they are still in full time education and travelling with either parent. Annual cover applies to individuals from 18-70

years of age. Single trip cover applies to individuals up to and including 79 years of age. You must be living with your partner for at least six months.

Terms and conditions apply. For more travel insurance information check our website. Competition terms and conditions are on our website.

Fórsa members can continue to avail of free counselling, legal advice and domestic assistance by contacting the union’s helplines, which now have new phone numbers. Qualified personnel are on hand to support Fórsa members 24 hours a day, seven days a week on the following lines:

• Legal help in bodily injury cases: 0818-776644
• Legal advice: 0818-776644
• Confidential counselling: 1800-776655
• Domestic assistance: 0818-776644

Fórsa members can also avail of a health information service, staffed by qualified nurses, on health and fitness and non-diagnostic advice on medical matters. Advice on allergies, the side effects of drugs and how to improve general fitness are also available as part of this service.

The health and medical information line can be reached on 0818 254164, and is available 9am – 5pm, Monday to Friday, excluding public and bank holidays.

If you call outside these times, a message will be taken and a return call arranged within the operating hours. More information can be found HERE.

The International Trade Union Confederation (ITUC) is calling on the International Olympic Committee (IOC) to ensure that the Winter Olympics – set to open in Beijing today (Friday) – do not contribute to oppression and human rights violations in China.

And it’s asking Fórsa members and others to help by signing its petition. 

Awarding the Chinese Communist Party a “gold medal for oppression,” the ITUC has also called on the games’ ruling body to ensure the safety and security of athletes, journalists, staff, spectators and others attending the games.

And it has called on commercial sponsors – including Airbnb, Allianz, Coca-Cola, Intel, Toyota, Visa and others – to review their association with the Beijing winter Olympics and put pressure on the Chinese Communist Party to end policies of repression and allow fundamental rights and freedoms under international rules.

The ITUC has identified “five rings of repression” that are strangling freedom and rights for many millions of people. They include workers’ rights violations, repression in Hong Kong, intimidation of the LGBT+ community, repression of minorities and poor handling of the pandemic.

Earlier this week Yang Yang, who chairs the Beijing Winter Olympics Athletes’ Commission warned competitors that they “need to be responsible” if they decide to speak out about “controversial” issues. Many saw this as a warning to athletes not to publicly criticise China’s human rights record.

Criticism of China’s appalling human rights abuses, including the mass persecution of Uyghurs in western Xinjiang and the assault on Hong Kong’s democratic freedoms, has intensified in the run-up to the games, which some activists are calling the “Genocide Games”.

A number of western countries plan a “diplomatic boycott” of the opening ceremony.

Sign the union petition HERE. 

Read more HERE.

The application of Covid-related special leave with pay in the civil and public service is changing, on foot of revised recommended isolation periods and updated public health advice.

From next Monday (7^th February), Department of Public Expenditure and Reform (DPER) guidance will be that special leave with pay for those with Covid-19 will be applicable for a maximum of ten consecutive calendar days for all new cases, including those advised to self-isolate because they are displaying symptoms and/or have received a positive PCR test result.

Special leave with pay is not available to staff who are merely required to restrict their movements, and who don’t need to self-isolate. DPER has advised employers to facilitate home working in these situations.

The special leave with pay facility only applies to staff who are rostered to be working, and special leave with pay can’t be substituted for annual leave or other forms of leave.

Read the revised DPER FAQs HERE.

It’s never been more important – or easier – to get the protections and benefits of union membership. Join Fórsa HERE or contact us HERE.

Workers who wish to join Fórsa can to do so using a new ‘join online’ function on the union’s website.

Going live with the new system follows several months of research, preparation and testing aimed at making it easier than ever to join the union. It also goes live as the union continues to process a large number of new membership applications, as interest in joining the union has surged since the onset of the Covid-19 crisis.

Fórsa’s general secretary Kevin Callinan commented: “The current crisis has created the necessity to be able to carry out our business in different ways. Work on this project had commenced before the Covid-19 crisis took hold, and its completion marks a vital step as we tackle the challenges of living in changed times.

“We can see that more people want to join a union in response to what’s happening in the wider economy. It’s vital that they can take those initial steps quickly and easily, and making the membership application process more accessible is part of that process.

“This is a crucial new venture to enable Fórsa to substantially increase our membership - and to strengthen the union’s hand - at a critical time in the union’s development,” he said.

The online facility is a streamlined and simplified membership application process, and will be the quickest and easiest way to join the union. All incoming applications will continue to be subject to check-off and approval by Fórsa branches and the national executive committee, while the new online system is designed to ease the administrative burden on branches.

You can join Fórsa online at https://join.forsa.ie/