Return to normal workplace relations needed
by Bernard Harbor
 
The union’s paper to the Oireachtas Special Committee also noted that major national policies had been agreed through ‘social dialogue’ between government, unions and employer representatives at the height of the crisis.
The union’s paper to the Oireachtas Special Committee also noted that major national policies had been agreed through ‘social dialogue’ between government, unions and employer representatives at the height of the crisis.

A return to normal workplace industrial relations – where major issues are decided by agreement between managers and workers’ representatives – must be a feature of the reopening of the economy over the coming weeks and months, according to Fórsa.

 

In a written submission to the Oireachtas Special Committee on the Covid-19 Response, the union said a degree of ‘normality’ should return to working life after an extraordinary period when staff cooperated with major – albeit temporary – changes introduced by management without prior negotiation or agreement.

 

These included a massive shift to remote working, the designation of services as essential, the allocation of staff to high-risk work environments, temporary reassignments, health and safety issues, and rostering and shift patterns.

 

Huge changes like these would normally be subject to detailed negotiations with the union, with workers backing or rejecting the outcomes in ballots.

 

The union’s paper said public servants had “readily accepted” this as they recognised the scale and seriousness of the crisis. There was also a high degree of consultation with unions, even though senior management was ultimately making the decisions.

 

Though these were not negotiations, the consultation – at national and sectoral level – meant unions could influence policy, express concerns on behalf of workers, and highlight the possible consequences of proposed measures.

 

“Along with Ireland’s strong public service ethos, which engendered a committed and determined response to the crisis among civil and public servants, this consultative approach underpinned an exceptionally high degree of cooperation with rapid and dramatic demands and changes,” the union said.

 

Fórsa also said the limits of the temporary ‘command and control’ approach to workplace change became evident at times. “Two prominent examples were the debacle over the promised provision of childcare to essential staff and the initial reassignments of special needs assistants to the HSE,” it said.

 

The union’s paper also noted that major national policies had been agreed through ‘social dialogue’ between government, unions and employer representatives at the height of the crisis.

 

“This was at its most formal and detailed stage in the negotiation of the ‘return to work safety protocol,’ but it was also strongly evident in union and employer representative input into the establishment of the pandemic unemployment payment and the temporary wage subsidy scheme,” it said.

 

Fórsa said the case for formal social dialogue had become stronger because of the economic and social crises now facing Ireland.

 

The union’s views were submitted to the Oireachtas committee this week.

 

Read the Fórsa submission to the Oireachtas Special Committee HERE.

 

 

 

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