Fórsa’s national executive has backed a core set of priorities for upcoming public service pay talks, and these were subsequently endorsed by the ICTU Public Service Committee (PSC), which represents all ICTU-affiliated unions with members in the civil and public service,

The current public service pay agreement, Building Momentum, expires at the end of 2023. The final pay improvement under the deal, an increase of 1.5% or €750 (whichever is greater) applies to public service payroll from this week (1^st October).

To avoid industrial relations turmoil, a successor agreement will need to be negotiated and ratified before the current deal expires, and talks are expected to get underway shortly.

Fórsa general secretary Kevin Callinan chairs the PSC. He said the unions’ priority objective is to secure appropriate pay measures in response to continuing cost-of-living pressures on working families. He said cost pressures, including rising mortgage interest rates and corporate profiteering, continue to erode wages. 

Kevin added: “Unions are also focused on stabilising public pay agreements, as there’s been an inconclusive process of engagement on Building Momentum’s commitment to address outstanding issues that affect several public service grades, groups and categories.

“The intention of both union and Government representatives was to have this process concluded before entering talks on a new agreement for 2024. To stabilise the current agreement, and to ensure a successor agreement commences on a solid foundation, an agreed process for dealing with issues affecting specific groups and grades is essential,” he said.

Kevin said normalising public service industrial relations is also a key priority: “This includes appropriate access to the Workplace Relations Commission and the Labour Court, and the final dismantling of remaining pieces of FEMPI legislation.

“We need to move on from a process of industrial relations shaped by the response to the 2009 financial crisis,” he said.

Unions have also agreed on pursuing measures to ensure the ‘future-proofing’ of quality public services and public service employment.

Kevin said the most recent figures on population made this an essential feature of upcoming talks: “With a growing population of more than five million, we do need to ensure that the State can continue to build and maintain quality public services designed to respond to people’s needs,” he said.

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

A delegation of Fórsa’s Garda Civilian members attended the Seanad on Wednesday (4^th October) for the second stage debate on the Policing, Security and Community Safety Bill.

Fórsa represents more than 3,000 Garda civilian staff employed by the Department of Justice who work in a wide variety of non-policing roles alongside Gardaí.

Members remain deeply concerned about provisions in the legislation that will empower the Garda Commissioner to recruit Garda staff directly into the police service rather than to the Civil Service, as is currently the case.

During the debate, Sinn Féin senator Paul Gavan told Minister for Justice Helen McEntee that the absence of proper negotiations is causing great concern among garda civilian staff: “One of the ideas of this Bill is to ensure that everyone is on the same team. That is one of the key themes of the Bill. If they are on the same team, why has the Minister not commenced detailed negotiations?

“We know she has the new terms and conditions but none of these people have seen them. She has not shared them with them. This is a political choice she has made. I appeal to her today to make a different choice,” he said.

Senator Marie Sherlock also called for proper engagement with the union and outlined the difficulties facing civilian staff: “The civilian workforce is understaffed and under-resourced. Many of them are under enormous pressure and many are telling us they want to leave their roles because of that pressure. We need them in their roles, particularly because of the experience they have built up over many years.

“It is vital, and a condition of our support for the Bill, to hear there is engagement between the Minister and Fórsa on the change to their work status. To show respect to any workforce, it has to be part of the conversation. The change cannot be inflicted upon them,” she said.

Members of the delegation had an opportunity to speak directly with the justice minister after the debate.

Paula Gilman, who works in the Garda college in Templemore, said delegates told the minister that people are leaving their civilian posts in An Garda Síochána to take up posts elsewhere, driven by fear and concerns about the employment model proposed in the legislation.

Fórsa official Jim Mitchell expressed disappointment that there had been no solid commitment provided by the minister on discussions at the WRC, or details on proposed terms and conditions. However, he said he welcomed the opportunity to communicate the union’s concerns directly: “We believe the only appropriate forum for discussion on this issue is the WRC,” he said.

Fórsa member Ellie Brennan told the minister about union concerns that service officers, service attendants and cleaner posts have already been outsourced at the new Garda HQ building. Ellie, who is on full-time release from Fórsa’s FGE branch, told the minister that civilianisation of the police force should include the direct recruitment of service officers, service attendants and cleaners.

Fórsa members have been engaged in a grassroots political campaign on the legislation since early 2023, lobbying local representatives to communicate their concerns about the Bill.

The union made representations to the Oireachtas Justice Committee during pre-legislative scrutiny last year to convey the union’s position that Garda Civilians were not consulted on the legislation.

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

Civil servants experiencing domestic violence will now be able to avail of paid leave of up to five days per year, following the recent passage of legislation to bring in paid domestic violence leave.

Paschal Donohoe, the Minister for Public Expenditure, announced last week that the new policy in the Civil Service would allow for up to five days fully paid leave per year for civil servants suffering domestic violence from their spouse or partner or their child.

Fórsa has campaigned on this issue since 2022, and the leave has been legislated for under the work life balance and miscellaneous provisions act 2023, signed into law in April.

At the union’s conference in May last year, Fórsa delegates unanimously backed a conference motion for statutory paid leave for victims of domestic violence. The conference motion committed the union to actively campaign to legislate for an effective statutory entitlement to paid leave for victims of domestic violence.

The new policy contains safeguards so that anyone taking domestic violence leave will be able to do so without their entire workplace finding out, requiring managers to keep information on domestic violence disclosures, and leave applications, confidential.

They must be willing to change a civil servant’s work phone and email so that they cannot be contacted in work by their abuser.

Managers will also be required to have a designated and locked place in which to store information and will be encouraged to watch out for any “changes in performance, attendance and behaviour” and any signs of “bruises or injuries with implausible explanations.”

The policy advises managers to “gauge when to start a conversation” about potential supports if the cause could be domestic violence and abuse and will also be required to consider changing the work duties and working patterns of a civil servant who is suffering from domestic violence on a temporary basis.

Fórsa members continue to campaign on this issue. SNA and North Dublin North Leinster member Linda O’Sullivan is running the Dublin Marathon later this month for Women's Aid. Linda said: “This charity has a special place in my heart. At Fórsa conference last year our members voted unanimously to pass a motion for paid domestic violence for victims- something which is becoming a reality this Autumn. I would really appreciate the support of members in helping to raise as much as we can to allow Women's Aid to continue their work.” Click here to donate

The Department of Public Expenditure and Reform (DPER) has rejected a Fórsa claim seeking to pilot the four-day working week in the civil service.

The union claim was tabled in June following indications that a number of civil service departments were willing to test the viability of the four-day working week.

In their response to Fórsa, the Department cited cost, and a lack of clarity regarding productivity as reasons for refusal. This is despite extensive research to the contrary carried out by Four Day Week Global. 

In the letter the Department said: “There would be substantial costs associated with any move towards a four-day working week in the public service. It is not clear that increased productivity would be sufficient to offset that cost. This is of particular importance in the context of public facing and emergency services that must be provided on a seven-day basis where any reduction in core hours would result in a requirement to recruit significant additional staff. A detailed analysis of the costs would involve a considerable degree of complexity, given the number of employees and organisations encompassed within the public service. However, a very high-level assessment puts the approximate estimated cost at well over €4 billion per annum. This may be a conservative estimate, given the premiums associated with overtime and agency staffing, which would likely be required to ensure the same level of services could be delivered with reduced core hours”.

Fórsa official Seán Carabini said that DPER’s refusal to engage in a four-day week pilot was “disappointing in the extreme”.

“We understand that there are details to be ironed out. That is precisely why we sought the introduction of a pilot scheme. The DPER response is remarkably conservative and is filled with supposition. Where properly considered four-day working week schemes have been introduced internationally, they have brought about the joint benefit of increased productivity and a better work/life balance - a win-win. However, rather than engage with us on this and see if it is actually possible, they have rejected it outright based on what amounts to no more than a hunch. Civil service workers deserve more than that,” he said.

When asked about how it might work in the civil service, he noted: “It’s a case of horses for courses. If there was an area of the civil service where it suited, why would you prevent it? If it works, everybody wins. If it is proven unsuitable in a place, then don’t roll it out there.”

Seán urged DPER to “look at the bigger picture” and consider the benefits both to the worker and the employer when considering a four-day week.

“Fórsa is committed to playing its part in the delivery of world-class public services. To do that, we have to continue to be able to attract the widest talent pool. In order to stay competitive, the government should be a leader in HR policies. Instead, as their response shows, they can’t seem to get away from the old Victorian notion that ‘hours equal productivity’. To say I’m disappointed with their response would be an understatement,” he said.

Fórsa is considering their response to DPER’s position and members will be updated in due course.

Following extensive engagement with AOs, Fórsa brought a claim to the Department of Public Expenditure and Reform seeking to have the ‘waiting time’ that an AO must serve in their grade reduced from 3 years to 2 before they become eligible to be considered for a Higher Scales post. In other grades, such as EO and HEO, the ‘waiting time’ is 2 years, the 3-year period having been decided in 1995 when the AO grade was very different and assumed that new AOs were new graduates without workplace experience.

In their response, DPER stated: “Following receipt of this Claim, data was procured from the NSSO. This data indicates a significant cost associated with reducing the required period of service from 3 year to 2 years. In that context, it is important to note this claim is cost-increasing.”

Forsa has sought more information on how this conclusion was reached. Assistant General Secretary Seán Carabini said: “We can’t understand this. We are not seeking additional higher scales posts. We are simply trying to bring the ‘waiting time’ for the grade in line with other grades. This won’t in any way impact the 30% higher scales quotient.”

In relation to next steps, he stated: “We will look at the rationale behind the DPER figures. But as things stand, we’re going to have to challenge this. The role of the AO has changed and the rationale behind the 3-year waiting period has changed with it. This shouldn’t be a big ask.”

Anticipation ahead of next week’s budget is now at fever pitch. Our call to Government has been to bridge the inflation gap through investment in public services. When wages aren’t keeping up with rising costs, Government must respond with financial assistance and by improving the services that people rely on every day.

It’s easy to talk about the cost-of-living crisis as if it’s an abstract issue and to quote statistics about inflation. But we can’t lose sight of the fact that at its core this is a bread-and-butter issue. Quite literally - the cost of bread and butter, and everything else, just keeps going up.

In next week’s Budget we want to see clear commitments from Government that they will use the public purse to provide cost of living supports and to invest in the public services that will improve life for everyone in this country and make it a little bit easier to get by. Last year the household energy credits, and the introduction of free schoolbooks, were examples of tangible measures that had a real impact. This year we need to see creative thinking and investment in childcare, in education, in health, the things that shape our daily lives.

Action is also needed to address rising mortgage interest rates, which affects not only homeowners when monthly repayments go up, but renters too, as landlords decide to sell or to increase rents.

As we begin to see analysts pointing to a possible slow down in the economy, we again reiterate our message that now is not the time to reduce the tax base, but instead to make the public investment needed to make everyday life more affordable. 

Of course, employers must step up to the plate too and this includes the Government. Building Momentum expires at the end of 2023, and last week the ICTU Public Services Committee, which I chair, agreed its four pillars for negotiations on a possible new public service agreement. Our priority will be to ensure that wherever the Budget doesn’t go far enough to address the cost of living, pay increases for public sector workers must make up the difference. You can read more about our approach below.

One creative measure Government could announce next week that would demonstrate their appreciation of the contribution workers make to our society and economy, and the role trade unions play in ensuring fairness at work, would be to announce tax relief on union subscriptions. Fórsa continues to campaign for a reversal of this austerity-era decision to eliminate this tax relief.  Strong unions mean strong workforces so this policy would benefit workers and the wider economy.

Our union is a strong union. We are proud of our colleagues in Local Government who recently undertook industrial action. They secured a commitment to a roadmap for job evaluation in local authorities.

Our members and officials in health are engaged in several disputes all of which have fairness and respect at their heart. From today, clerical admin members will begin a work to rule action, and on Tuesday October 17^th our members delivering health services in the community and voluntary sector will begin indefinite strike action. I hope you will join with me in standing in solidarity with members across all our divisions. 

Thank you for your continued support.

Yours,

Kevin Callinan

General Secretary.

There’s never been a better time to join a union, and it’s never been easier. Join Fórsa today.

All workers currently covered by the Building Momentum agreement will receive a pay increase of 1.5% or €750 (whichever is greater), effective from 1^st October 2023. 

Pay scales for Fórsa members have been updated on the Fórsa website, reflecting the final pay adjustment under the Building Momentum Pay Agreement.

The deal, which was originally negotiated by Fórsa and other unions in 2020, with an extension to the agreement negotiated again in 2022, has delivered six pay adjustment to date totalling 7.5%.

You can view the revised payscales on the Fórsa website HERE.

Fórsa are teaming up with Cornmarket , for the second time, to roll out a potentially life-saving breast and prostate health assessment and education programme to thousands of members of the Fórsa Salary Protection Scheme.

The Pink and Blue Power programme aims to increase awareness of the signs and symptoms of common cancers and provide members with vital education and the opportunity for a once-off clinical physical exam. 

All-Ireland winners, Dublin GAA players Leah Caffrey and James McCarthy, joined us in Fórsa HQ to celebrate the launch.

The last programme back in 2019 was a huge success. It was launched in response to a high level of cancer claims in the scheme, and acknowledging that 1 in 9 women are diagnosed with breast cancer in their lifetime, while 1 in 7 men are diagnosed with prostate cancer.

The initial GP appointment only takes 15 minutes and includes:

• A clinical physical breast/prostate examination
• Education on signs and symptoms of breast/prostate cancer
• How to perform a breast exam (for women)
• PSA Blood test for men (to measure Prostate Specific Antigen)
• Personal report with clinical findings.

If further investigation is required, members are referred to a participating private clinic in Dublin, Cork or Galway for a consultation, scanning and a biopsy, if necessary.

Fórsa President Michael Smyth welcomed the initiative and encouraged all members to sign up for the scheme:

“Health is something we must not take for granted. The programme gives our members easy access to screenings, and we cannot underestimate the importance they may have in someone’s life. During the last programme, hundreds of participants were sent for further tests, and 5 Fórsa members were diagnosed with cancer. Their outlook was improved thanks to the programme.

“It was a pleasure to welcome both Leah Caffrey and James McCarthy to Fórsa and I’d like to applaud them for getting behind the campaign. Everyone has been affected by cancer in one way or another and we must continue to advocate for early diagnosis through programmes like this.”

 For more information, you can visit cornmarket.ie/pink-blue-power/

Pink & Blue Power is a benefit of the Fórsa Salary Protection Scheme. Not a member of the Scheme yet? Visit cornmarket.ie/forsa for more on benefits and how to apply.

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

Fórsa is inviting eligible members and activists to apply to its third level grant support scheme, which gives limited financial assistance to those undertaking certified educational courses – up to third level – that will assist them in carrying out their union representative role.

The programme requires that the qualifications and skills achieved through the scheme supported courses will be of benefit to the member in their work, union and personal life.

The scheme does not cover courses designed to enhance professional or career development unless they also improve a member’s ability to act as a Fórsa rep.

Applicants must be fully paid-up Fórsa members and can only apply by completing the application form. They must also have the support of their own Fórsa branch.

The closing date for applications is 5.30pm on Friday 13th October 2023, and all applications must be submitted by email to: bursaries@forsa.ie.

Full details of the application requirements and available support are available here. .

The approved application form is available here.

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