The Fórsa-led campaign for shorter working time got a significant boost last week when Dublin City councillors unanimously backed a motion seeking to introduce a four-day working week for council staff.

The motion was tabled by Fórsa lead organiser Kevin Donoghue who’s also a Labour councillor. Council management has since agreed to engage on the possible introduction of a four-day week pilot programme.

Earlier this year, Fórsa wrote to the chief executives of every local authority in Ireland asking them to take part in the national pilot being promoted by Four-Day Week Ireland. 

The national campaign is offering support, advice and mentoring to employers who take part in the pilot. And it’s facilitating collaboration with other participant companies in Ireland and abroad.

Meanwhile, an international petition is mobilising workers worldwide to join the call for a four-day week. You can sign it HERE.

Kevin said his Dublin City Council motion was designed to the create space to talk about a possible four-day week. “I’m delighted that the executive responded positively to what we were saying,” he said.

Dessie Robinson, who heads the Fórsa’s Local Government Division, welcomed the council motion and reiterated the union’s view that local authorities were highly suitable for four-day week trials. “The diverse workforce and range of services provided by councils are highly suited to this pilot exercise,” he said.

Meanwhile, a four-year public service trial in Iceland has been hailed an “overwhelming success,” and has led to shorter working time for 86% of the workforce. The pilot, which saw staff paid the same amount for working fewer hours, led to improved or maintained productivity.

Trials run by Reykjavík City Council and the national government involved over 2,500 workers, or nearly 1% of Iceland's working population. It also included several workplaces such as pre-schools, offices, social service providers, and hospitals.

Researchers leading the trial said the successful results led unions to renegotiate working patterns, and as a result 86% of the country’s workforce had moved – or were moving – to reduced working hours with no loss of pay.

Will Stronge of Autonomy, which coordinated the Icelandic trial, said it was an overwhelming success. "It shows that the public sector is ripe for being a pioneer of shorter working weeks, and lessons can be learned for other governments," he said.

Back in Ireland, two Government departments have earmarked funding for research into the economic, social, and environmental impacts of a four-day working week. This follows the development of a significant international collaborative research partnership between Four-Day Week Ireland, University College Dublin and Boston College.

Fórsa has welcomed the publication of a new Government ‘Blended Working Policy Statement,’ which would see the civil service switch from pandemic-related remote working provisions to long-term ‘blended working’ arrangements between September 2021 and March 2022.

The union said it was ready to engage immediately to reach agreement on the details. But its general secretary Kevin Callinan warned that the initiative should be capable of rapid roll-out across the entire public service, rather than being confined to Government departments and agencies.

Kevin said most of the principles and objectives laid out in the Government statement chimed with Fórsa’s approach, which was set out in a claim submitted to the Minister for Public Expenditure and Reform in March 2021.

“We have waited a long time for this development and we now need immediate discussions to agree the detail, build on the momentum of the past 18 months, and agree a framework fit to be rolled out across the public service.

“I particularly welcome the statement’s commitment to a consistent approach across the civil service, and to transparency and fairness on access to remote working. This emerged as the number one issue for public servants in a large opinion survey conducted by Fórsa last summer.

“We stand ready to engage with the objective of agreeing a clear and consistent public service approach to remote or blended working, based on principles of fair access, adequate employee protections, and robust measures to underpin continued public service quality and productivity,” he said.

The Government statement, which envisages discussions with Fórsa and other civil service unions, says blended working can deliver flexibility for employees and employers while supporting the delivery of high quality public services.

It says staff should have a right to request blended working, but that employers have a right to refuse. While this principle is accepted, the union will be seeking transparency over the criteria used to decide whether remote working is appropriate – as well as consistency in implementation of the criteria.

The Government statement also envisages blended work arrangements, with staff spending at least some of their time in the workplace. This is likely to be welcomed by most civil and public servants as Fórsa’s 2020 survey found most wanted to work two or three days remotely.

The Government statement says that some element of remote working will continue for the rest of this year. But, subject to this, it says the civil service will “seek to commence a gradual return to the office, as appropriate, from September 2021.” There would then be a transition to long-term blended working arrangements in the six months that follow.

However, minister for public expenditure Michael McGrath said the envisaged “gradual return to the office” would be decided by each individual organisation, and that the pace of the transition would be dependent on public health advice “and the trajectory of the Covid-19 pandemic.”

Read the Government statement HERE.

Read Fórsa’s remote working claim HERE. 

Employers with more than 250 staff will now have to report on the gender pay gap in their organisation after President Michael D Higgins signed the Gender Pay Gap Information Bill into law earlier this week.

Fórsa and other campaigners have long called for legislation in this area in the belief that it will help narrow the average pay gap between men and women, which currently stands at over 14% in Ireland.

The legislation will initially cover organisations with 250 or more staff, before being extended to organisations with 50 or more employees over time. Companies will also be able to indicate and include the reasons for any gender pay differentials they report.

The bill also addresses enforcement issues by giving expanded powers to the Irish Human Rights and Equality Commission (IHREC).

Earlier this year, Eurostat reported Ireland's gender pay gap had fallen from 17.3% to 14.4% in the decade to 2017. That puts it below the EU average of 14.9%.

But women continue to earn less than men on average. This because of factors like gender segregation in the labour market, the fact that women are more likely to work part-time and spend time out of work because of caring responsibilities, and issues around power and influence.

In 2019, the majority of the EU countries also recorded a higher gender pay gap in the private sector than in the public sector.

The Irish Congress of Trade Unions (ICTU) has sought a formal role for trade unions in compiling gender pay gap data and negotiating action plans to tackle any the gaps that are identified.

Fórsa’s equality officer Ashley Connelly agreed, and said increased challenges from Covid-19 meant that there was never a more important time for employers to address barriers to women's and men's full and equal participation in the workplace. “It’s vital that we all take direct and proactive steps to make this a reality across society,” she said.

The Bill was tabled in 2017 by Senator Ivana Bacik, who was recently elected to the Dáil in the Dublin Bay South by-election. She said the gender pay gap “effectively means women work for free from 9^th November each year.”

Struggling renters are being left financially crippled by high housing costs, while affordability remains a significant issue, according to new research by the Residential Tenancy Board (RTB).

It says tenants pay 36% of their net income on rent, on average. Some 12% of renters are paying more than 50% of their pay to keep a roof over their head and, starkly, some renters in Dublin have to pay up to 64% of their income on rent.

Meanwhile, 20% of respondents said they were renting because they couldn’t get a mortgage, while a further 15% indicated that they were renting while saving a deposit for their own home.

Affordability is a key issue in the report, which was published earlier this week, with rent levels often seen as out of tenants’ control.

Previously, landlords had been able to increase rent by 4% a year in designated ‘rent pressure zones’ (RPZs). But last Friday (9^th July), President Michael D Higgins signed much-welcomed legislation that means rent in RPZs can only be increased in line with inflation.

There were concerns that landlords would impose rent increases of up to 8% once a temporary Covid-related rent freeze and ban on evictions came to an end. The new law means this can’t happen.

The RTB says it is establishing a new tool to assist with the lawful setting of rents in pressure areas.

Its report brings together the findings of several surveys including 1,038 face-to-face interviews with tenants and 500 telephone surveys with landlords.

Get more information on the RTB HERE.

Get more information on the survey HERE. 

Fórsa has warned that strong State measures will be required to ensure that everyone shares in the potential benefits of artificial intelligence (AI) and other new technologies.

The warning came after Micheál Martin this week said AI was not a threat to jobs. An Taoiseach was launching Ireland’s first National Artificial Intelligence Strategy, which estimates that AI could double economic growth by 2035, while creating more jobs than are lost.

A 2019 Fórsa report on automation made the case for dialogue, consultation and agreement with unions when employers sought to introduce major new technologies.

Fórsa’s report, Acting On Automation, also highlighted the need for training and skills development for workers under threat of ‘job displacement’ as AI becomes more embedded in the economy. It also warned that the introduction of AI should not be used as cover for outsourcing.

The report said AI had the potential to improve work-life balance by reducing working time. This would help ensure that the productivity benefits of new technologies are shared between businesses and their staff.

In a survey of Fórsa officials, its author Craig Whelan found that almost two-thirds saw automation as an issue in the workplaces they represent. Over 40% believed their members performed tasks likely to be impacted by automation, while over 80% judged it would definitely or probably will be an issue in the future.

In the same year, a Fórsa submission to the Department of Public Expenditure and Reform said civil and public service management should work with unions to ensure that the introduction of new technologies did not lead to job losses, outsourcing or poorer services.

Fórsa’s head of civil service Derek Mullen, who penned the paper, said the union would not oppose the introduction of new technologies like AI, but added that technological advancement should not undermine services or jobs. He pointed to the experience of Revenue, where new forms of work organisation, supported by retraining, had increased the tax-take and improved audit and fraud control rather than cutting jobs.

The national AI strategy seeks to position the public service as a leader on the issue.

Fórsa and other unions have given a guarded reception to the Government’s new ‘Pathways to Work’ strategy, which was unveiled this week. Fórsa national secretary Derek Mullen said it “looked a lot like” the old and much-criticised ‘JobBridge’ scheme, while ICTU said “the devil will be in the detail.”

Under the new scheme, 10,000 placements, paid at €306 a week, will be made available to unemployed people. There will also be one-off grants of €1,000 for short-term accredited training courses, and subsidies of up to €10,000 for employers who hire people under 30.

The plan also includes a pledge that unemployment payments will eventually be linked to a person’s previous earnings for a period after they lose their job. Unions have long-sought this arrangement, which has been adopted by a number of European countries. But under ‘Pathways to Work’ it won’t happen until 2023 at the earliest.

The programme aims to exceed pre-pandemic employment levels, cut youth unemployment from 44% to 12.5% per cent by 2023, and have 2.5 million people in the workforce by 2024.

The scheme will be open to people who have been on jobseekers’ payments or the pandemic unemployment payment (PUP) for more than six months.

Fórsa’s Derek Mullen said the union would examine the 80-plus actions contained in the plan.

“There’s obviously a need for strong State action to get young people and others into rewarding and secure jobs, with wages that can support a decent standard of living. But, on the face of it, much of this package looks a lot like JobBridge, which invited abuse from unscrupulous employers and fell far short in terms of helping the unemployed,” he said.

Irish Congress of Trade Unions general secretary Patricia King said it was up to the Government to give workers access to the services and skills they need to find new and decent jobs.

“Previous job-support measures, such as JobBridge, did next to nothing to improve opportunities for job-seekers and, in effect, offered employers the unpaid labour of these workers,” she said.

But Congress welcomed the commitment to introduce a pay-related payment for unemployed workers.

Its social policy officer Laura Bambrick said: “The PUP had to be created overnight because our flat-rate benefits don’t provide adequate income protection for working people. Congress welcomes the decision to make the temporary move to a payment that is more closely aligned to workers’ past earnings a permanent feature.”

Fórsa is currently engaging with Department of Social Protection on the issue of resources for work activation measures, including the work experience placement programme. 

An exhibition exploring 100 years of women’s participation in Irish politics and public life has opened at the Main Guard in Clonmel, County Tipperary.

Mná 100 shines a light on the influence that women have had on the formation of our modern-day State, while raising awareness of their substantial contribution to Irish public service.

The exhibition tells the stories of very familiar and less well-known women, who have contributed significantly to Irish political and public life over the past century – and of the challenges they faced and the obstacles they overcame.

While politics is a major feature of the exhibition, it also showcases how Irish society changed throughout the twentieth century, and how this gradually opened up opportunities for women to participate in public life in Ireland.

Mná 100 is available to view until 23^rd September.

Access a virtual tour of the women’s museum HERE.

Listen to the Mná 100 podcast HERE. 

Get more information HERE and HERE. 

Fórsa’s Galway branch has appointed a new equality and diversity officer to provide support and guidance to the branch and its members. Long-time activist Gordon Burke has taken the reigns and will lead the union’s work on diversity and equality in the region.

“Inclusivity is at the heart of Galway and of our branch. We have a particular interest in inclusivity and diversity and want to be seen as diversity champions for the union,” explained Gordon.

“We have come together as a branch and now have a Galway branch diversity banner, citing ‘pride in our members’, which is particularly important given that last month was Pride month”.

The branch is currently receiving equality and diversity training by fellow Fórsa member Rob Partridge. Rob highlighted the importance of having an equality and diversity officer with a focus on the LGBTIQ community for the region.

“Coming out is an everyday experience for LGBTI+ people, whether we like it or not. Knowing that when you do come out you have the support of the people around makes you feel much safer to be your authentic self. Having LGBTI+ representation in Fórsa and seeing them as diversity champions lets me know this group will support me when I might need them the most. I’m proud to be a member of the union and proud of work in equality and diversity,” he said.

Fórsa official Padraig Mulligan explained that the decision to develop a plan for equality and diversity for the region was born out of an anti-racism rally which Fórsa supported last year.

“Following significant racist activity in our city last year, Fórsa activists, community groups and local representatives marched with the Galway Anti-Racism Network (GARN) and sought to unify the community against rising racism, and oppose direct provision,” he said.

“We realised that we needed to develop and expand the equality and diversity plan for the Galway area, to include racism, LGBTIQ rights and mental health, amongst others. We’ve had an overwhelmingly positive response to date” he said.

“Galway is the city of the tribes, a multicultural city. No matter where you’re from or what your orientation is you’re always welcome here. We’ll do everything in our power to make sure of that” he said.

The world's largest trade union federation is calling on Amazon’s incoming chief Andy Jassy to improve workplace policies and conditions after former boss Jeff Bezos stepped down from his leadership role last week.

And the International Trade Union Confederation (ITUC) wants you to add your voice by signing its online petition.

ITUC and individual unions have been campaigning for better pay and working conditions for Amazon staff – including adequate breaks and an end to excessive workplace surveillance.

ITUC says Amazon needs to put a stop to “brutal” productivity quotas and call time on the practice of punishing workers for taking too long on tasks.

It also wants respect for workplace democracy and unionisation in the company, which has engaged in sophisticated staff intimidation campaigns in the face of union campaigns.

The new Amazon CEO has the chance to change Amazon’s reputation by changing the policies and practices above to demonstrate greater respect for its workers, it says.

Sign the petition HERE. 

The gender pay gap, domestic violence leave, disability rights, racism, LGBT+ rights, and mental health are just some of the issues up for discussion by Fórsa’s equality and diversity committee.

The committee, a subgroup of the union’s national executive and comprised of elected officers, activists and staff, met recently to establish a strategic plan for the year ahead.

Senior vice president and chair of the committee, Martin Walsh, explained that the committee is adapting to meet the needs of our 80,000 members, and is looking for members to get involved.  

“We’ve a huge body of work to get through and we’re reaching out to you, our members,” he said.

“Given the wide range of topics covered by this committee it is prudent to reach out to all Fórsa branches to ascertain the status of the equality and diversity officer on each branch, with a view to establishing a network that could assist the committee in its work,” he explained.

“At no point has the need for an equality and diversity officer on every branch been so urgent. We, as the biggest public sector trade union, should be at the forefront of the challenges and battles that present themselves to our members and we must ensure that we are set up to fight for the rights of many across all subjects and issues”.

The committee is also planning to meet with each division to seek nominations for committee members and help in the formation its many subgroups.

“We’ve had a very positive response form the divisions so far and we’re looking forward to further engagement,” said Martin.

On foot of this, the committee expects that an equality and diversity network will be established, and that all members will receive the appropriate training.

“Once established, our intention is to provide training to each equality and diversity officer in order to ensure that each member is aware of what the role would or could involve, and ensure they are briefed on topical issues,

I am looking forward to hearing from you soon and working together to make our society a better and more equitable and equal place, through the work of our union,” he said.

You can contact the equality and diversity committee HERE. 

The number of people who died in work-related incidents last year rose 13% to 53, despite widespread closure of workplaces due to the pandemic. This was the highest number of fatal incidents since 2015, when 56 people lost their lives.

But there was a decline in non-fatal incidents last year.

The Health and Safety Authority’s (HSA’s) latest annual review of workplace injuries, illnesses and fatalities, published last week, said 28 of those killed were self-employed, 12 were employees, and 13 were non-workers. 

Once again, the agriculture, forestry and fishing sector saw the largest number of work-related deaths. It was followed by construction, wholesale and retail. 

The most common cause of work-related fatalities was loss of control of means of transport, followed by falls from a height.

People aged over 65 accounted for the largest portion of victims, making up a third of all the deaths reported.

Fórsa national secretary Dessie Robinson, who was also a former board member of the HSA, acknowledged the organisation's work in developing the Covid-19 work safely protocol. He said it underpinned workplace safety for hundreds of thousands of workers around the country. 

"As we also head into farm safety week next Monday (July 19), I would encourage workers to use the HSA’s online farm risk assessment tool, which recorded over 13,000 registered users last year. It can be used to evaluate safety in this particularly precarious sector so that avoidable accidents can be prevented."

The HSA’s workplace contact unit handled 28,684 queries in 2020, up almost 40% on the previous year. Over a third were requests for information in relation to Covid-19. 

HSA chief executive Sharon McGuinness said five of the 13 non-workers who died in work-related fatalities were under 18 years old.

“This drives home the need for appropriate procedures to be put in place to protect everyone in a workplace, be they employees, customers or visitors. Proper risk assessments and health and safety considerations must be implemented in all workplaces to ensure everyone’s safety. No job is worth a loss of life, injury or illness,” she added.

The HSA is urging all employers to implement tailored health and safety policies designed with the unique requirements of older workers’ in mind.

Dessie also reminded members that the HSA offers a range of free tools, courses and supports available and all employers and workers, including the self-employed, were encouraged to avail of them or to contact the HSA for advice. 

Read the report HERE and the HSA’s annual report HERE. 

Fórsa has become a supporter of ‘Unions 21,’ a forum for unions to work together to develop practical projects to build union leadership and organisation. The union is the first outside the UK to take part.

The initiative involves unions from the public and private sector, and provides a forum for learning and debate with experts and academics, and to share ideas with not-for-profits and businesses with similar experiences. The forum also offers practical support including masterclasses and training.

Fórsa official Seán McElhinney said it was an exciting opportunity to collaborate with other unions in the UK and Europe. “We’re looking forward to contributing to building the power and influence of workers throughout the movement, as part of our ongoing work to create a stronger, more powerful union that delivers for our members,” he said.

Unions 21 executive director Becky Wright said: 'I'm so pleased to formally welcome Fórsa to Unions 21. Fórsa is a forward thinking union with many of the challenges that our existing unions face in the UK, and I’m looking forward to sharing ideas, best practices and projects that can help build all of our unions for the 21st century.”

Find out more.