Getting remote working right - CSQ ONLINE SPECIAL - Forsa
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CSQ
ONLINE
SPECIAL
Autumn 2020
Getting remote
working right
Pages 3, 10 & 11, 12
2
Editorial
CSQ
Redoubling our efforts
in these difficult times
Civil Service Quarterly
ONLINE SPECIAL
Autumn 2020
As we pass the six month point in the approaches to flexible working to cater
pandemic it is very clear that people are for various health requirements, such as
Editor:
struggling to cope with the new social distancing, and also to allow
Derek Mullen circumstances we face. members to cope with the demands of
dmullen@forsa.ie childcare and other caring
The optimism of summer is fading
Asst Editor: quickly as we witness the resurgence in responsibilities.
Róisín McKane the virus and despite how tired everyone It is clear that these arrangements did
rmckane@forsa.ie is with the restrictions, it is important not undermine productivity levels across
that we renew our efforts to follow the the Civil and Public Service and this
public health advice – this week the suggests that we should not miss this
Fórsa Civil Service Division
emphasis from NPHET is to double our opportunity to agree on remote working
Tel +353 1 817 1500 efforts to minimise contacts. arrangements and on revised flexible
Tel +353 1 676 5394 attendance arrangements for the future.
On the pay front, we have just managed
Email info@forsa.ie to secure payment of the final phase 2% The pandemic has taught us that
of PSSA and as CSQ goes to print talks traditional ways of working, which are
Copy editing/design: about talks are taking place with the largely office bound, do not meet the
Brazier Media Government to establish whether it will current needs of the nation, nor do they
be possible to begin talks on a successor meet the needs of the individual worker
www.brazier.media
to the PSSA – with all of this, as you or employer.
know, taking place against a very There is no doubt a solid case for
challenging economic background. continuing flexibility exists beyond the
As well as pay Fórsa is grappling with pandemic with blended working
big issues around remote working and arrangements being the favoured option
flexible working arrangements. As for Fórsa members.
members return to the workplace many There is much to work towards at this
will also continue to work remotely and difficult time and more than ever trade
now more than ever we need to reach union membership will be vital to
agreement on remote working for the protect workers’ interests in the coming
future. Such an agreement would put months and years. Join Fórsa at:
some order on the current circumstances https://www.forsa.ie/join
in which members were sent home to
work in emergency circumstances.
The union has identified the key issues
for our members in a major survey over
the summer – as reported in this edition Derek Mullen
of CSQ – which will be reflected in our Editor
negotiations with the Government.
Working arrangements throughout the
pandemic have proven the Public
Service’s ability to be agile and flexible in
responding to this major health crisis and
has led us to consider a range of different
Front cover illustration:
Pixabay Licence
3
Comment
Home working, Covid-19 and
going through the phases...
Derek Mullen discussions including the issue of health and
Picture: zoutedrop (CC BY 2.0)
Head of Civil Service Division safety, provision of equipment and clarity on
Despite our best efforts we are now allowances.
experiencing the expected resurgence in the The provision for special leave with pay as an
Corona virus, firstly in clusters and now in alternate to sick pay continues to apply in lieu
community transmission as we head for the of sick leave for Covid-19 when an employee
end of September. Clearly this has led to a re- is advised to self-isolate and is displaying
emphasis of the Government’s guidelines on symptoms of the virus or had a positive test.
working from home. Medical or HSE advice should be followed.
In the Government’s announcement of 18th Special leave with pay for employees who
August, employees were told that they should are not required to work due to Covid-19
only attend the workplace where it is essential should be based on basic salary and fixed
for them to do so. Employers will determine FLEXI Currently not available for remote workers allowances only, excluding premium payments.
what roles are required to be done in the This special leave payment does not accrue or
those who continue to work remotely and count as sick leave against the normal
workplace to ensure that important services
those who are working a blended arrangement entitlement set out above.
continue to be provided to the public.
with time at the office as well as home – an
The advice states that these measures will Also employees deemed to be very high risk
issue that remains under discussion with should be facilitated to work from home to the
be in place until at least 13th September.
DPER, as is the whole question of a remote maximum extent possible. Where an employee
Where employees are required to attend the
working agreement for the future. is very high risk, is cocooning, and working
work premises, employers may consider the
continuation of temporary alternative arr- As you will see from the results of our survey
angements or new temporary arrangements, (see page 10 and 11), 86% of respondents ... agreement must be
were interested in working remotely. More than
e.g. flexible shifts, staggered hours, longer
80% of those who favour home working reached on alternate work
opening hours, blended working patterns,
weekend working etc. to continue to facilitate expressed a preference for a hybrid patterns as they have the
social distancing and public health arrangement or blended working potential to cause serious
requirements, where feasible. arrangements. disruption for members,
The guidelines stipulate that there should be in particular those with
engagement between management and Social isolation
unions/associations, in line with appropriate
childcare or caring
A lot of concern about social isolation can be
arrangements, for any such continued or new dealt with by ensuring regular attendance at
responsibilities
arrangements. the office as part of a more formal remote
The Fórsa view on this is that agreement working arrangement. We expect other from home in their current role is not feasible,
must be reached on alternate work patterns as matters to be dealt with in our central then they may be assigned work outside their
they have the potential to cause serious usual core duties, or given a new role.
disruption for members, particularly those with
Picture: David Martyn Hunt (CC BY 2.0)
The guidelines continue to be updated on a
childcare or caring responsibilities. regular basis and it is expected that the latest
Flexi-time arrangements have also been version will take account of the new
reintroduced from 24th August 2020 where Government Living with Covid-19 framework.
employees are attending the employer’s work The framework, titled Resilience And
premises and are working their normal, pre- Recovery 2020-2021: Plan For Living With
Covid work attendance patterns. Covid-19, sets out what is permitted at each
For those employees where flexi-time of five levels of response.
remains temporarily suspended, this Launching the new six-month plan recently,
arrangement does not preclude employers the Government said the country was at phase
from using clocking-in and -out arrangements two, but has since placed Dublin and Donegal
for monitoring purposes. Any balances at level three.
accrued by employees before the suspension Under phase three of the framework, which
of flexible working hours arrangements can gives specific guidance in a number of areas,
continue to remain and be held over until the employees must “work from home unless [it’s]
Covid-19 working arrangements are no longer absolutely necessary to attend in person.” This
in place. compares to a softer exhortation to work at
This has led to a demand for flexi-time from SuRvEy RESuLtS Positive view of home working home “if possible” under phases one and two.
CSQ OnLInE Autumn 2020 3
4
Covid-19 Advice
Are you in a high-risk category?
Should employees who are at high risk for cordance with HSE advice, should take extra Covid-19. Please refer to the HSE website for
serious illness from Covid-19 attend the care to practise social distancing, where possi- more information.
work premises? ble, and wash their hands regularly and prop- The employer’s Occupational Health service
Employers should continue to facilitate this erly. Appropriate measures may need to be should be consulted for employees in the very
group, where possible, in terms of flexible work- considered for employees in the high-risk group high-risk category, or to determine if an em-
ing arrangements, including working remotely in the work premises where maintaining social ployee falls into this category.
where such arrangements are appropriate to distancing is difficult. Employees deemed to be very high risk
the business needs. should be facilitated to work from home to the
Employers are working to implement mea- What to do if an employee is identified as maximum extent possible. Where an employee
sures to ensure the safety of the workplace for being at very high risk (extremely vulnera- is very high risk, is cocooning, and working from
all employees, as provided for in the Return to ble) and is advised to cocoon? home in their current role is not feasible, then
Work Safely Protocol.High-risk employees who Employees should declare to their employer they may be assigned work outside their usual
are required to attend the work premises, in ac- if they believe that they are at very high risk of core duties/given a new role.
Autumn 2020 OnLInE CSQ
5
News
This plucky Dublin contingent of Fórsa cyclists prepare to set out on their 100km bike ride across
the capital on 25th September. They were taking part in the Fórsa Covid-Compliant Conference
Charity Cycle in aid of four mental health charities: First Fortnight, Pieta House, Limerick Suicide
Watch, and Suicide or Survive. Donations can still be made to support these worthy charities –
email Brid Ruddle at bruddle@forsa.ie for further details.
CSQ OnLInE Autumn 2020
6
News
l Fórsa pressure leads to work carried out on shape of post-PSSA deal
Final phase
the two sides believe there is scope to negoti-
ate a new deal.
Fórsa pushed the process hard in 2019, and
of pay deal
this led to substantial work on the potential
shape of a post-PSSA deal. But momentum
was lost in the months of Government forma-
tion that followed last February’s general elec-
sanctioned
tion.
Furthermore, the economic and financial im-
pact of Covid-19 – including the huge cost of
wage supports and additional health spending
– has fundamentally changed the context of
Bernard Harbor the talks. While the Programme for Govern-
Head of Communications, Fórsa ment firmly commits the new administration to
DEAL union negotiators at one of the talks
The Government has sanctioned the payment seeking a deal, Brexit and the pandemic also
sessions that led to brokering of PSSA in 2018
of the final phase of the union-negotiated Pub- mean the Government’s main focus has been
lic Service Stability Agreement (PSSA), which 2009 levels. But most of their incomes are elsewhere.
expires at the end of 2020. lower than in 2009 because of other factors, Fórsa has said the process needs to ac-
The Department of Public Expenditure and including increased pension contributions. knowledge the contribution of public servants
Reform (DPER) recently published revised civil Meanwhile, exploratory talks on a successor both during the pandemic and in the hard years
service pay scales, which include a 2% pay ad- to the PSSA opened at a meeting between following the 2008 banking crisis. The union
justment effective from 1st October. Cuts to union leaders and senior DPER officials. wants it to address outstanding post-crisis
fixed allowances will also be reversed. restoration issues, including additional working
The pay adjustment will be applied to staff Headline issues time introduced for lower and medium-paid
across the civil and public service, section 38 This was teed-up following a July meeting workers in 2013.
organisations including voluntary hospitals, between leaders of the ICTU Public Services The union also wants a mechanism for deal-
and non-commercial State agencies. Committee and the new minister for public ex- ing with issues specific to particular grades
It means that, over its three-year lifetime, penditure and reform, Michael McGrath. and categories of staff, and points out that
the PSSA has brought pay adjustments of Led by Fórsa general secretary Kevin Calli- public service pay did not keep pace with cu-
more than 7% for more than 70% of civil and nan, the unions outlined their headline issues mulative inflation – or pay movements in the
public servants, with slightly smaller percent- for the talks at a meeting on 8th September. broader economy – in the years following the
age adjustments for the higher-paid. The employer representatives also set out banking crisis.
Following PSSA and earlier adjustments, their stall. The PSSA was endorsed in national ballots
around 90% of civil and public servants have Another meeting, due to take place before by members of the three unions that amalga-
now had their basic pay rates restored to the end of September, will likely signal whether mated to form Fórsa.
Autumn 2020 OnLInE CSQ
7
Industrial News
DEASP Report: Paul MacSweeney
talks continue over Jobseekers vPu
Fórsa continues discussions with Fórsa has sought a blended
the DEASP over the Jobseekers working pattern with a mix be-
Virtual Processing Unit which will tween home and office working
facilitate longer-term homework- for members to ensure the link
ing for up to 600 staff in the de- with the local Intreo Centre is
partment. maintained. This has been agreed.
Fórsa had called on DEASP to Our insistence that vacancies
defer the setting up of the new be replaced in situ has also been
unit – set for 7th September – as agreed. This is a significant depar-
talks were still ongoing. DEASP ture from FOBO proposals where
wanted the unit operational before vacant posts would not be filled in
17th September – the date when location when they became va-
no new PUP claims were to be ac- cant and instead would be moved
cepted by the department. to larger back offices thus under-
Our primary focus in these dis- mining the future of IC’s.
cussions is on retaining jobs in
There is also a commitment
local communities, retaining cur-
to enhance Public Employment
rent IC’s, protecting/enhancing
Services in Intreo Centres. This is
promotional opportunities for
another welcome measure that
members, introducing remote
will help to ensure the future of
working opportunities for staff on
ter numbers. been FOBO’d will move into the IC’s.
a longer term and sustainable
basis as well as ensuring that work The DEASP proposals on mov- Virtual Processing Unit. Among other matters Fórsa is
is grade appropriate. ing to a centralised processing While reporting structures will also seeking flexitime for home
Fórsa has sought an increase in unit are in two phases. In the first change, staff will remain in situ workers as well as no diminution
staffing at the DEASP given the phase staff currently working in and will continue to carry out their in access to SWY for our front
significant increase in Live Regis- back office functions that have current work. office members.
Time and attendance discussions Flexi restored for in-office workers
Discussions are continuing with the department on recording of Flexible working hours were restored on Monday, 14th
time and attendance. The limited risk – on health and safety September for staff working full-time in DEASP offices.
grounds – of keying in at the clock is being explored. Fórsa is Flexitime working will not be available for staff working from
home or for those office-based staff who continue to work
strongly opposed to any change in the recording of time and
outside of their pre-Covid hours. We are seeking that staff are
attendance that will lose our members’ time.
given the opportunity of continuing with earlier opening at
We have flagged up that logging on through PCs is a slower
7/7.30am where possible. Meanwhile, discussions on remote
process than at the flexi clock and that any recording of time workers being able to access flexitime is also under discussion
and attendance must not involve the loss of our members’ time. centrally in the context of a remote working agreement.
Forsa seeks
staffing
Management opts not to extend
boost in ICs opening hours for Intreo Centres
Fórsa has sought additional case Fórsa has noted the depart- in opening hours was in compli- tion over the past number of
officers/support staff to provide ment’s efficient and effective ance with the latest Government weeks and our health officials are
the enhanced public employment level of service provided remotely advice and emphasised this point seeking the support of all to re-
services across Intreo Centres an- during the pandemic while also in a meeting with management on strict the further spread of Covid.
nounced under the Government’s operating limited public-facing 4th September. Fórsa is arguing that where
jobs stimulus package. opening hours. At the eleventh hour, manage- DEASP services can be delivered
We have also flagged up our op- The union has requested that ment pulled back from extending at less risk remotely it is not “ab-
position to any further outsourcing DEASP reduces public opening the opening hours further, other solutely essential” for employees
of Activation work through any in- hours in the light of current Gov- than for public service cards, to attend the workplace in person
crease in contracted services. ernment advice that “unless it is which is by appointment only. on a daily basis and in many
We have queried new targets in- absolutely essential for an em- During this stage of the pan- cases to travel there by public
troduced under Phase 2 of Activa- ployee to attend in person, they demic DEASP can deliver a transport.
tion. These targets are higher should work from home.” The greater level of remote services The reduction in IC opening
than those that operated pre- Government has also stated that to customers at less risk to cus- hours, at this time, will help the
Covid. The targets have not been “people should avoid using public tomers, our members and the Government in their aim of re-
agreed or discussed in advance transport where possible”. wider public. stricting the spread of Covid-19
with Fórsa. Pre-Covid Activation Fórsa had questioned whether This is particularly relevant at and we know from earlier in the
targets are the only valid perfor- the current opening hours of this stage where there has been pandemic that IC services can be
mance targets in operation. 10am-4pm or a further extension a steady increase in Covid infec- effectively delivered remotely.
CSQ OnLInE Autumn 2020
8
News
l 77% back Government looking into a four-day working week...
l 46% of employers see trialing four-day week as ‘feasible’ option
Making it work
Bernard Harbor
Head of Communications, Fórsa
The Four Day Week Ireland campaign has
published the results of a new survey on
public attitudes to a four-day working
week. The survey, conducted in August by
Behaviour & Attitudes (B&A), reveals a very
enthusiastic response to the prospect of a
four-day week in Ireland.
Two out of three respondents expressed
the view that a four-day week (defined as
“same job, same goals, same salary but over
four days rather than five”) is “realistic and
achievable” in the medium term, and a major-
ity of employers who took part in the survey
expressing the view that it is achievable.
Just over three-quarters (77%) of those
surveyed said they are supportive of the Gov-
ernment exploring the potential introduction of
a four-day week. Among employers, more than
two out of three (67%) supported this.
A substantial majority (75%) believe that a
four-day week would be desirable for employ-
ees, with a majority (59%) feeling it should be
achievable for employers as well. Almost half of
employers (46%) said they see trialling a four
day week in their own workplace setting as
is consistent with similar studies internation-
“feasible.” What may once have seemed ally. What may once have seemed like a radical
Achievable like a radical concept is now, concept is now, for many, a reasonable and ra-
Factoring out undecided respondents, the for many, a reasonable and tional ambition. The Covid-19 pandemic has
survey result shows that more than 80% of rational ambition further disrupted societal and workplace
those expressing an opinion feel it is a realistic norms, while illustrating the potential for very
and achievable ambition, while 93% would different models of work.
favour a trial. of some employer representatives to the idea.
The survey results were published ahead of “It’s clear employers recognise the productiv- Feasibility
a special online public briefing on 17th ity potential of a four-day week, while some em- “We are now urging the Oireachtas Commit-
September as the case for a four-day working ployers have already taken the first steps with tee for Enterprise, Trade and Employment to
week was the discussed with TDs and senators very promising results.” commission an expert report on the feasibility
from across the political spectrum. Mr O’Connor continued: “The strong support of a four-day working week in Ireland, and con-
Joe O’Connor, director of campaigning with for a four-day working week among Irish people sult with key stakeholders on this as part of
Fórsa trade union, said the survey results their work programme,” he added.
demonstrated a significant public appetite for The survey response to the concept of a four-
a shorter working week in Ireland: “Close to half day working week was strongest among
of employers see this as feasible in their own younger adults and those working full-time.
workplace, which is very encouraging, while a Professional and technical grades and those
substantial majority believe the Government working in manufacturing, office or administra-
should explore this concept. tion-based roles, retail and distribution showed
“The four-day week, with no loss of pay, of- the most enthusiasm for the four-day week
fers the potential of a genuinely better future concept.
for workers and employers alike. When we Margaret Cox, director of ICE Group, a Gal-
launched this campaign last year, we were way-based recruitment firm which has been op-
pleasantly surprised by the enthusiasm ex- erating a four-day working week for more than
pressed by many employers, and the openness Joe O’Connor Orla O’Connor a year, said: “Many employers may now see the
Autumn 2020 OnLInE CSQ
9
Industrial News
Revenue Report: Geraldine O’Brien
Return to work protocols as safety committees set up
We continue to see a large number of Revenue whom are Fórsa nominees.
staff working remotely, with senior manage- In addition, Revenue has put in place appro-
ment putting in place safeguards to ensure priate procedures clearly laid out in govern-
local managers do not insist on staff returning ment protocols for the safe return to the
to offices unnecessarily. workplace. Management have committed to
Revenue has also set up safety committees working on policy in relation to remote working
and appointed lead workplace reps – many of within the department.
Phone line protocols to be drafted
tRAIL BLAZER ICE Group director margaret Cox Staff assigned to the Revenue national telephone helplines
continue to work remotely. Revenue has not deviated from the
possibilities, where previously this idea may
temporary arrangements of operating the phone lines on a
have seemed unachievable.
morning-only basis.
“Given our own experience in ICE Group with We hope to secure this as a permanent arrangement and it
the success of the four-day initiative, I believe is envisaged that new protocols in relation to the phone lines
Ireland is incredibly well placed to lead Europe will be drafted in the coming weeks.
and the world in making a real change in the way Picture: Jared Sexton (CC BY 2.0)
business runs, and consolidating our interna-
tional reputation as a world class country,
where business success and societal wellbeing
Revenue publishes latest stats on tWSS
go hand in hand.” According to the latest Revenue statistics, the Revenue’s compliance programme on the
Orla O’Connor, director of the National cumulative value of payments made under the TWSS scheme continues. The introduction of
Women’s Council (NWC) said the experience of TWSS is now €2,610 million. changes and new initiatives will see our mem-
Covid-19 demonstrated a need to reorganise More than 69,500 employers are registered bers having to overcome challenges as they
working time: “A four-day working week would with Revenue for the scheme, with over continue to deliver high-level productivity while
be particularly beneficial to women, allowing 66,000 employers having received subsidy working remotely. They will do this while, in
better distribution of caring responsibilities be- payments. An estimated 370,000 employees some locations, receiving little support and
tween women and men. are currently being supported by the TWSS. guidance from senior management.
“Women still do the majority of care work. Re- Work is continuing in Revenue to boost numbers in the Customs di-
duced working time would allow men to spend vision both in the border counties and in Trade Facilitation. It is en-
more time with their families, to take on more visaged that Revenue will be increasing its workforce by around
caring responsibilities, and this would help re-
update...
300 – with at least 200 of these positions being at clerical officer
move barriers to women achieving senior posi- grade and with most carrying a shift premium.
tions in work, and allow women to take on more
training opportunities,” she said.
Oisín Coghlan, director of Friends of the Department of Education & Skills
Earth, said: “It’s great to see such strong public
PPE for SENOs Skip increments
... there is an opportunity A major issue arose at the National Educa-
An issue arose relating to the purchase of
to embrace ideas that boost personal protective equipment (PPE) for tional Psychological Service over skip incre-
productivity, reduce pollution Special Educational Needs Organisers
ments under circular 7/2019 and 4/2020. A
number of staff were informed that they had
and increase wellbeing (SENOs). This is now being made available been paid these in error and will have their in-
centrally. crements readjusted and will have to repay any
The branch is currently considering re- overpayment made.In examining individual
support for the idea of the Government explor-
ing the introduction of a four-day week. We’ve turn-to-work protocols particularly with re- cases it appears at least in some cases the
seen how employers and workers have inno- gard to school visits. NSSO interpretation is wrong.
vated and adapted in the face of Covid, and
how commuting doesn’t need to be central to Department of Housing & Local Government
the everyday experience of work.
“As we live with the virus, and ultimately
move beyond it, there is an opportunity to con-
OGCIO services role Met Éireann IT upgrade
tinue to embrace ideas that boost productivity, Office of the Government Chief Information A meeting of all parties has taken place to
reduce pollution and increase wellbeing. The Officer (OGCIO) will manage shared services consider a management proposal for tender-
four-day week is one of those ideas,” he added. for the Department of Housing, Rural & Com- ing for an upgrade along with a managed
munity Development, Office of the President, service and backup system. Fórsa has
Comptroller and Auditor-General, Children and requested that new systems are serviced
l Four Day Week Ireland is a campaign coalition
Youth Affairs, National Shared Services, and either by existing or new IT staff as set out
of trade unions, businesses, environmental or-
National Shared Services with the project in the ‘service delivery options’ contained in
ganisations, women’s rights and civil society or- rolling out over the next number of years. the national agreement.
ganisations, academics, health practitioners Meetings have taken place with DPER, A further meeting is to place with manage-
and global advocates. OGCIO and Housing which are in the first ment shortly. The union has received propos-
See http://fourdayweek.ie/ or follow Four- phase. The issue of staff assignment to als that are unsatisfactory as they set out a
DayWeek Ireland on Twitter. Check out the full OGCIO has been referred to third party adju- minimal increase in IT staffing with an
B&A presentation at https://bit.ly/3mE7Sqm dication. emphasis on buying in a managed service.
CSQ OnLInE Autumn 2020
12
10
News
Largest ever
employee
survey
reveals huge
support
for remote
working
Ireland’s largest ever employee opinion survey
on the issue of remote working has revealed a
huge appetite for working from home, with
most respondents favouring a hybrid model
where they blend time worked remotely and in
the workplace.
The study, conducted by Amarách Research
for Fórsa trade union over five days in July,
found that 86% of respondents were inter-
ested in working remotely. More than 80% of
those who favour home working expressed a
preference for a hybrid arrangement.
Over 4,300 workers completed the survey.
Although most were civil and public servants,
Fórsa says its findings broadly mirror similar
research, conducted by the Department of
Business, Enterprise and Innovation (DBEI) last
year, in which the majority of respondents were
from the private sector.
Seven in 10 of those who had worked at
home during the Covid-19 crisis said remote
working had been a positive or very positive ex-
Picture: Bryce Johnson (CC BY 2.0)
Worryingly, just 28% of those who worked
perience. But this figure fell to 66% for work- Seven in 10 of those who had remotely said a manager had asked them
ers aged under 30, suggesting that younger
worked at home during the about their home working set-up from a health
workers face particular challenges in home
working. Covid-19 crisis said remote and safety perspective. The union has now
called for the Health and Safety Authority
At 67%, there was a lower-than-average – working had been a positive or
(HSA) to draw up specific employer and em-
though still significant – preference for remote very positive experience. But ployee guidelines on remote working, including
working among staff who worked from their
employer’s premises throughout the emer- this figure fell to 66% for mental health risks.
gency. workers aged under 30... In its submission to a Government consulta-
Reduced exposure to Covid-19 was the tion on remote working, which was delivered
most frequently-cited (81%) positive factor and health and safety issues. Again, these last week, Fórsa said: “The HSA and social
associated with home working during the pan- broadly mirrored the concerns that surfaced in partners should explore the challenges of risk
demic, followed by improved work-life balance the 2019 DBEI survey. assessment in the context of remote working
(70%), reduced commuting time (67%), and in- The biggest single negative aspect of home to seek solutions that will protect the health
creased work flexibility (55%). working, cited by 69% of respondents, was and safety of workers without impeding the ex-
Half the respondents said home working had the lack of interaction with colleagues. Almost pansion of home working.”
improved their productivity, while 45% of half said they found it harder to find out what The union says health and safety concerns
those with school-aged children said it had was happening at work, and a quarter said include the potential impact of loneliness and
made it easier to manage childcare when management communicated poorly during the isolation on mental health, working time issues,
schools and crèches closed during the pan- pandemic. potential physical impacts arising from inade-
demic. The second most frequently cited disadvan- quate workstations, and conditions arising
Concerns about home working related to tage (51%) was difficulty in separating work from eyestrain.
four broad areas: disconnection from the work- from home life, while almost half (48%) said Fair access to remote working also emerged
place; work encroachment on home life; costs that they incurred costs that would not arise if as a major concern for Fórsa members. When
and the appropriateness of home work space; they were in the workplace. asked to rank future priorities for the union,
Autumn 2020 OnLInE CSQ11
Picture: Travis Isaacs (CC BY 2.0)
this was cited by the largest number (70%) of Harbor said strong employer support for re-
respondents, with more than a third (36%) mote working had also been identified in earlier
ranking it as their top priority.
Fórsa’s submission to the State’s public con- Key findings... studies, including in research conducted by the
DBEI last year.
sultation makes 20 recommendations. It calls He explained: “The experience of remote
on the Government to open a dialogue – with l 7 in 10 say remote working during the Covid-19 emergency has
unions and employers – aimed at strengthening demonstrated that many roles can be carried
the legal framework around remote working,
working positive out remotely in ways that are productive, cost-
including the possibility of a legal right for em- experience effective and attractive to employers and their
ployees to seek remote working and other flex- staff. Workers value the flexibility that remote
ible working arrangements. l 86% interested working can bring, while managers cite access
And it says official guidance should require
employers to set objective criteria for deter- in remote working Remote working during the
mining the tasks and staff selected for home Covid-19 emergency has
working arrangements. The union adds that re- l Half of respondents demonstrated many roles can
mote working is not sustainable for all workers,
and says employees should have the right to
flagged up improved be carried out remotely in
refuse home working without having to give productivity benefit ways that are productive,
their reasons. cost-effective and attractive
It insists that those working remotely should l 51% found some to employers and staff
benefit from the same rights, guaranteed by
legislation and collective agreements, as com-
difficulty separating
parable staff at their employer’s premises. And home and work life to talent, improved productivity and cost sav-
ings as benefits. Enhanced remote working
it calls for strong safeguards with regard to
while working remotely also has huge potential to boost climate action
surveillance, privacy, data protection and
cyber-security. and regional development.
The union’s submission notes that additional “The need to address barriers to increased
household costs accrue from home working, remote working, including the lack of a clear
and that these are likely to rise in the winter legislative framework and awareness of sup-
months. “This was not addressed in temporary ports, has become more pressing. Legal rights
arrangements introduced during the Covid-19 to request access to remote working and other
emergency, but a different approach is re- forms of flexible work are stronger in a range
quired for long-term arrangements where em- of comparable countries, and working people
ployees are based at home for significant also deserve protections to ensure that new
periods of work time,” it said. arrangements don’t undermine their incomes
Fórsa’s head of communications Bernard and working conditions,” he added.
CSQ OnLInE Autumn 202012
News
Level 1 Level 2 Level 3 Level 4 Level 5
Work from Work from Work from Only essential Work from home
home if possible. home if possible. home unless or other unless
Attend work Only attend absolutely designated it is for working
for specific work for necessary workers should in health,
business essential to attend go to work social care or
requirements on-site in person other essential
and on a meetings, service and
staggered inductions and cannot be done
attendance training from home
basis
Illustration:Roblin Hutton
(CC BY-NC-ND 2.0)
Flexible working overhaul needed
over recent weeks we ensured a return of flexi- cater for various health requirements such as
Derek Mullen
Head of Civil Service Division
time for those working normal patterns. How- social distancing and also to allow members to
ever Fórsa is seeking a review of the flexible cope with the demands of childcare and other
As CSQ goes to print we are pressing Govern- working hours agreement for the Civil and Pub- caring responsibilities. It is clear that these ar-
ment to ensure that departments do all in their lic Service. rangements did not undermine productivity
power, particularly in counties at Level 3, to en- Borrowing from the Government’s theme levels across the Civil and Public Service.
sure as much remote working as possible. voiced throughout the pandemic of one public It is appropriate, therefore, to consider a re-
Concern is being expressed by members in service, we believe it is timely to consider revi- view of the Flexible Working Agreement to take
departments such as DEASP that not enough sions of the scheme to apply uniformly across account of the pandemic experience and to
is being done to minimise office attendance the whole public service. provide ongoing and greater flexibility for
and to ensure the staff and customer interac- members and employers into the future.
tion is kept at a low level, to minimise potential Agile and flexible This, in our view, requires a review of the
contacts. Working arrangements throughout the pan- flexible working hours agreement and ensuring
We have reminded departments that Level 3 demic have proven the Public Service’s ability that flexi-time should apply as the default time
in the Government framework requires home to be agile and flexible in responding to a major and attendance system for all members, in-
working unless it is absolutely necessary to at- health crisis and has led us to consider a range cluding those who will continue to work re-
tend in person.As members returned to offices of different approaches to flexible working to motely.
Obituary Willie Sargent
A true gentleman and the best of us
During the month of August we lost telling me not to forget the al- A true gentleman whom she said
our good friend and comrade, Willie lowance he had been working on she felt glad to know and how
Sargent. Willie passed away after a with Cliodhna McNamara on behalf dearly she would miss him.
short illness. of architectural assistants in the Willie was the best of us and we
He served on the Civil Service OPW. Fitting that it was agreed and send our heartfelt condolences to
Divisional Executive Committee sent for his friends and colleagues but in
right until the very end and the payment during August. particular his beloved family, wife
news of his passing was a big Cliodhna worked with Willie Rose and sons and daughters
shock for all his colleagues includ- closely and she wrote eloquently in Conall, Aislinn and Anna.
ing at his in beloved AEH Branch, the wake of his passing when she Rest in peace, Willie, you were
where he worked tirelessly over the said he’d never leave a member the best of us Ar dheis Dé go raibh
years. Testament to Willie was his hanging, regardless of whether a anam
call to me a week before he died they were within his branch or not. Derek Mullen
12 Autumn 2020 OnLInE CSQ13
GENERAL COUNCIL UPDATE By Derek
Mullen
The General Council is the main industrial relations forum for Civil Service unions, comprising mainly of senior, elected and full-time officials
from Fórsa and other unions as well as senior officials from the Department of Public Expenditure and Reform (DPER). The Council
is established under the Conciliation and Arbitration Scheme. The Committee meets every month to consider claims from the
union or management side and ongoing policy matters that affect the terms and conditions of civil servants.
Transfer of functions Employee relations
hearings set for review
Talks are continuing in departments over
the transfer of functions following the
formation of the new government in June.
This includes discussions in Housing We will review the arrangements for remote employee
with the transfer of Heritage; Transport relations hearings in late September. The arrangements
to Communication and Climate; Justice entered into as a result of the pandemic have worked
functions to the Department of Children reasonably well, including at hearings of the Civil
and the new Higher Education Depart- Service Disciplinary Appeals Board.
ment among others. There are a couple of issues to address including the
In so far as is possible Fórsa is seeking often-necessary exchange of messages between an
to have as limited an impact on staffing official and a member at a meeting.
as possible, and in some instances we In situ hearings have also happened following Fórsa
have managed to protect promotions
requests through the case conference mechanism. This
rights in former departments for a period
has turned out to be important for those hearings which
of time.
are not suited to a remote approach.
HEO/AO mobility 2021 launch DPER discussions on new Arbitration Board
We have received a draft timetable from the Mobility The Arbitration Board’s term was up in July and we are now discussing a
team which sees the HEO/AO launch set for the first full replacement of the three-person Board with DPER. We expect the new
quarter of 2021. The testing of the portal for HEO Board will be in place until the transition from the C&A scheme to the state
and AO transfers was successful. Fórsa is seeking in- machinery.
troduction of this in the fourth quarter of 2020. We also hope to be able to deal with a significant issue regarding gender
Fórsa was seeking to have mobility for CO and EO balance on the Board. It is expected that nominees to the Board will be
resumed in September but a decision on the move is approved by the Minister in coming weeks. Meanwhile, work continues on
still pending. the WRC/Labour Court transition.
Industrial News
Garda Area Courts Service
Reps for divisional change teams Jury trials are re-introduced
Following the change in how the all the operational model reps. The Courts Service has been proactive on the back-to-work protocol
proposed operational model is Planning on communications which is being kept under review, while the return of flexi is being man-
being rolled out, a communica- with members at divisional level aged at a local level.
tion has been issued to all divi- is also continuing. Meanwhile, the Courts Service has reintroduced jury trials and 11
sional APs outlining Fórsa’s A central engagement meet- areas outside of the CCJ have been identified. Contingency plans over
position over engagements on ing took place on 18th jury selection have been put in place in line with Covid-19 guidelines.
members’ issues. September and a specific
The appointing of local
reps to each of the 19 di-
central meeting on fi- OPW
nance processes is
talks continue on PCW 1% payments
visional change teams is planned for the near fu-
continuing and an internal ture.
Fórsa engagement and Meanwhile, discussions Discussions are continuing over agreement over the next AP com-
communication structure continue over the civilian- arrangements to update and pay petition to be held without short-
has been put in place. Vir- isation process of which overdue monies under the PCW listing.
tual information/training the new operational 1% for technical and professional Fórsa has met with the commit-
modules are planned for model is an integral part. grades. tee and received comments and
Meanwhile, a competitions observations about the policy.
Prison Service shortlisting policy is nearing the
final stages of agreement. The de-
This will be followed up in a sub-
sequent meeting with manage-
BTW protocols in place
partment has yet to confirm an ment.
Back-to-work protocols are now in place with Architectural Assistants allowance
the cohort of staff continuing to work from Following agreement between the parties, PeoplePoint has been in-
home. According to Fórsa, no serious issues of structed by the department – as of 14th August – to pay the allowance
note have been received. Meanwhile, prison and make it retrospective to April of this year (when the agreement was
chaplins have now joined Fórsa and manage- brokered). This allowance was championed by our former colleague
ment has been informed of this. CHAPLINS join Fórsa Willie Sargent, who sadly passed away during the summer. Obit: p12
CSQ OnLInE Autumn 202015
Industrial News
Report:
Department of Justice & Equality Eugene Quinn
update on BMu Sunday payments
The temporary paper calculation of Sun- claim for on-call allowance for HEO shift
day attendance is now automatic follow- managers was lodged at Departmental
ing an upgrade by NSSO. The issue of Council. A response on this is due at
arrears was referred for adjudication next Departmental Council.
under the C&A scheme and the union’s Meanwhile, Border Management Unit
statement of claim issued to DPER on staff members are now collecting forms
20th April 2020. Management’s for passengers who have to self-isolate
counter statement was also received. A because of Covid-19.
date for a remote hearing is awaited. A
DJE management sets up oversight group
Due to Covid-19 most staff are now working remotely with a skeleton staff in
Corporate Services, IPAS, IPO and INIS.
Management has set up a management oversight group drawn from HR, Fa-
cilities and Corporate Services to carry out risk assessments and schedule a
return-to-work programme. PASSPORt CONtROL Bmu worker welcomes overseas visitor
The Lead Worker Representative will have direct access to this group and may Picture: Fórsa
be invited to attend meetings. In most offices no more than 30% are due in at
any one time. PRAI
Clarification over internal promotions Phased return to work under way
Recent internal promotions (EO and on transfer. A phased return to work at the Property Registration
HEO) competitions have taken place. Following representations by Fórsa it Authority Ireland in accordance with the Covid-19 RTW
With part of DJE functions being trans- is now agreed that these staff will re- Protocol is under way and a number of workplace repre-
ferred to Department of Children there main on DJE panel and if their position sentatives have been nominated.
was a concern by successful candidates is reached will transfer back to DJE to Meanwhile, a small number of people with underlying
who are due to transfer that they would take up the promotion. This will remain medical conditions are being facilitated by being able to
lose out by being removed from panels in place until end of June 2021. work from home.
Central Statistics Office valuation Office
Discussions on jump increments Change proposals
Meetings on the outcome of the Arbitration Board on Valuation Officers have
jump increments for statisticians have now recom- received proposals for
menced. The management board has approved a joint changes in work practices
proposal and we are awaiting a meeting of the supervi- and are willing to consider
sory group before it is forwarded to DPER. Meanwhile, these as Covid-19 temporary
the majority of staff continue to work remotely. A num- changes. A meeting with
ber of offices are reopening with staff rostered to at- HR is to be arranged.
tend.
Foreign Affairs Report: Sean Carabini
Clarification over attendance rules
Following a summer of engage- is beginning to define ‘essential not possible for 100% of staff to
ment with Passport Office man- work’ as ‘work that cannot be done attend the workplace on pre-Covid
agement, we hope to bring some at home’. We are hopeful that a hours. Therefore, a blend of full-
stability to Passport Office work- protocol will shortly issue that will time working alongside temporary
ers by having a very clear set of see:
shift working is the proposed solu-
rules for office attendance issued l A commitment to reviewing all
to staff. passport office jobs to identify tion.
They follow from a series of on- where home working is possible. The shift working will be six
line consultation meetings that l A commitment to safely move hours a day alternating between
Fórsa conducted with the staff as many staff as possible back to morning and afternoon starts. In
(and more will follow shortly). pre-Covid working arrangements Dublin, approximately 75% of
The difficulty has been a mixture with immediate effect (this will, in staff will be able to return to pre-
of very difficult staff/local manage- particular, help with caring ar- Covid hours, meaning only 25%
ment interactions, a large number rangements).
will have to do shifts.
of childcare arrangements required l A mechanism for identifying
and the fact that a lot of the work what staff can work pre-Covid The biggest difficulty is likely to
cannot be done from home. hours and which will have to work a arise in the Cork office, where it is
This makes things particularly shift. the inverse of this. Fórsa will con-
difficult given that the Government A particular difficulty is that it is sult with staff on their position.
CSQ OnLInE Autumn 202016
18
Industrial News
Department of Agriculture and the Marine Report: Des Fagan
Return to work talks cuss the role of the area supervi- Forestry Branch members carry
Discussions are continuing at sor as well as other matters of out their duties in an efficient and
Agriculture relating to a return to concern to the branch. professional manner.
work. There are particular issues Members in some areas have
in Johnstown Castle, Wexford, been asked to undertake Covid-19 Agrilabs Branch
which has nine separate sections checks in the smaller meat pro- Proposals to recruit laboratory an-
and almost nine different return- cessing plants in their regions on alyst grades into the Seed Certifi-
to-work terms as well as no LWR behalf of DAFM. The information cation Unit have been queried by
training, and work-site inspec- is, if necessary, being passed to the union. Queries relate to the
tions, These issues were raised at the Health and Safety Authority. number of posts in the competi-
a partnership meeting on 8th tion and other matters. DAFM has
September. DAFM talks with Forestry offered all seed analysts an inter-
Management are also to re- Inspectors Branch nal promotional competition to lab
spond to concerns raised over a Discussions have taken place with analyst as well as a further two
recent AP completion and discus- branch officers and the DAFM
Picture: Terry Ballard (CC BY 2.0) new posts of higher seed analyst
sions continue on the sheep and over the standard operating proce- licences granted in the area. and one senior analyst post.
goat census. dures and the certification pro- Added to that, there is the backlog
cess in Forestry applications. It created by the licensing system Brexit
Agriculture No.1 Branch follows reports in the media relat- being unable to process applica- Discussions continue with the
Efforts to conclude a settlement ing to hold-ups in the processing tions or deal with appeals. DAFM over the implementation of
of the badger vaccination claim application system. Media reports claim this is Covid-19-specific measures at
are on-going with DPER. A meet- Most hold-ups involve the vast threatening thousands of jobs. the ports as well as issues relating
ing has also been arranged to dis- number of appeals lodged against Talks continue with DAFM to help to assignments.
Culture, Heritage & the Gaeltacht Attorney General’s Office
Heritage functions transfer Fórsa call to revive Dept Council
The legislation to allow for the transfer of heritage functions from The Attorney General’s Office has not had a Departmental Council
the Department of Culture, Heritage and the Gaeltacht to the structure in place for a number of years. This has effectively meant that
Department of Housing as announced recently is not yet in place. there has been little real engagement on staffing matters, competitions,
There is likely to be some confusion over advancing employee
etc. We have requested that the Departmental Council structure be
matters until this is resolved.
revived immediately and, failing that, we may need to move the entire
matter of industrial relations engagement in the AGs to a third party.
Business, Enterprise & Innovation
Department of transport
talks continue on PCW 1%
Discussions are under way about re-introducing a scheme for the award
of the PCW 1% for the legal professionals in the Department of Busi-
Agreement reached over
media monitoring function
ness, Enterprise and Innovation. Although constituting a small number
of people, it will impact the legal professionals working in the depart-
ment, WRC, Labour Court, CRO and ODCE.
Negotiations are continuing in ceased. This was regular and
Chief State Solicitor’s Office the Department of Transport rostered overtime by a small
following the sudden outsourc- group of COs. This function had
Agreement reached on posts
ing of the media monitoring been performed by COs for
function performed by staff. more than two decades.
A lack of staff in the Immigration and Asylum section has led to the This outsourcing occurred at Following numerous bilateral
union considering issuing an instruction to members not to take on the start of the lockdown and meetings between Fórsa and
additional cases. Following engagement with management and was not negotiated or agreed management, the union side has
members, agreement has been reached in this dispute. Competi- with the union. achieved agreement that this
tions for a number of posts are under way. function should return back in-
The background to this issue house.
Starting wage for solicitors relates to Clerical Officers in the
Department of Transport moni- This will be trialled through a
‘pilot’ as the function of extract-
toring daily newspapers for rel-
An issue had arisen in recent begin to receive applications from ing the relevant news articles
evant news articles for each
years with legal offices generally suitable candidates for the posi- will be done through online sub-
section in the Department.
being unable to attract suitably- tions. DPER reduced this to point scriptions to the relevant news-
experienced solicitors due to the 7 last year – something that was This job was done by papers – which is necessary as
wages that were on offer. considered unacceptable by many physically reading through the staff continue to work remotely.
In the past, experience taught legal offices. However, since papers and extracting relevant Currently the terms and
the legal offices that only if there March the starting wage of up to information. conditions of the pilot are being
was a dispensation to start staff point 7 is actually attracting new When staff were instructed to negotiated through the union
on point 10 of the scale, did they solicitors into employment. work from home this function official and local reps.
Autumn 2020 OnLInE CSQ17
News
WILL WE EvER GEt BACK tO tHIS ROOM? Cathaoirleach John O’Flanagan (right) chairs a meeting of the Civil Service Divisional Executive Committee in January
Pay and hours will be to the fore in talks
John O’Flanagan This concept began well within mounting. A pay increase has just prism of aligned grades. Reports
Cathaoirleach, Civil Service DEC the Divisional Executive Commit- been processed. Let there be no from these committees are now
After many years of activism in tee but has not been without its doubt this is money owed and not standing items on DEC meetings.
Met Éireann, I was finally pro- own difficulties. Its format and money on account. We are enter- There is a gap in the extent of
jected into the role of Cathaoir- style will be examined collectively ing public service pay talks where this equivalent grade representa-
leach of the Civil Service by the group shortly in order to op- pay and hours will be among high tion. No forum has yet been es-
Divisional Executive Committee timise its effectiveness. priority Fórsa issues. tablished to afford similar grade
(DEC) of my union last spring. It I am an advocate of virtual Within Fórsa I am pleased to re- representation or focus to mem-
arose after Niall McGuirk resigned meetings and, by extension, re- port that civil servant representa- bers serving above the grades
from the role. mote working. tives are to the forefront of
currently catered for.
Since then there have been fur- This does not rule out physical activities on the Fórsa equivalent
This is an issue that needs to
ther changes at officer level with meetings where possible or in- grades committees.
be addressed.
the departure of Kathleen McGee deed in circumstances where This stratified, indigenous level
The 2020 Biennial Union Con-
on promotion, and the installation being physically presence is of representation within a union of
deemed a necessity. our size and diversity is both a ference will be held on a virtual
at Leas Cathaoirligh of Melissa
Challenges before us in the necessary and beneficial innova- platform on Thursday 19th
Brennan (Department of Justice)
and Helen Linehan (Courts Ser- spring may have dissipated in tion and development. November, a Biennial Divisional
vice). I wish them all well. some cases. There are instances As a cross-divisional strand of Conference is scheduled for next
My elevation also coincided of improvements to working con- representation it has enormous year and a Divisional Consultative
with the emergence of Covid-19 ditions as a result of the pandemic potential. Council is being planned.
on this island. This was a prelude but overall the scale of challenge Certain symmetries of topics I look forward to meeting you at
to a lockdown and new virtual and the situational, departmental have emerged but these topics or in the lead up to these events.
ways of doing business. tests that are before us are are then considered through the Stay safe, stay together.
Changes at DEC as focus turns to flexible and remote working
Kathleen McGee, Vice Chair of the DEC, was Congratulations to Helen and to Tom Mad- It is likely that they will continue to meet
promoted recently. CSQ sends its best den and Deirdre Fanning who were also co- online throughout the rest of this year in line
wishes and congratulations to her as well as opted to fill consequential vacancies at the with Government guidelines.
a big thank you for all the great work she did DEC table. While it has been agreed that the main
on the DEC, NEC and the DEASP commit- The DEC will be focusing on flexible work- Fórsa Conference, deferred from May, will
tees. It is much appreciated. ing, remote working and – indeed– the range now be a virtual conference, to be held on
Helen Linehan, of the Courts Service, was of ongoing industrial relations issues con- 19th November, it is too early yet to state
unchallenged in replacing Kathleen as Vice cerning our members in the Civil Service whether the Civil Service Division Confer-
Chair. Helen also fills Kathleen’s NEC seat. over the coming months. ence can proceed in May of next year.
CSQ OnLInE Autumn 2020You can also read
