FULL RECOMMENDATION
INDUSTRIAL RELATIONS ACTS, 1946 TO 1990 SECTION 26(1), INDUSTRIAL RELATIONS ACT, 1990 PARTIES : AN POST - AND - CIVIL PUBLIC SERVICE UNION DIVISION : Chairman: Mr Duffy Employer Member: Ms Doyle Worker Member: Mr O'Neill |
1. 1. End Of Flexi-Time As Part Of Back Office Modernisation. 2. Frontline Supervisors / So Review. 3. Future Staffing / Headcount Reduction. 4. Voluntary Severance / Temporary Staff
BACKGROUND:
2. The Company is seeking significant change to its GPO Central Operations in the face of ever-changing business requirements and increasing competitive pressures. The changes are sought in particular in the context of retention of the National Treasury Management Agency (NTMA) contract, which is being opened to tender in late 2010.
A range of issues were referred to the Labour Relations Commission by the Company for conciliation. As no agreement was reached the matters were referred to the Labour Court on the 7th September 2010, in accordance with Section 26(1) of the Industrial Relations Act, 1990. An initial Labour Court hearing took place on the 27th October 2010. On the 1st November the Court held further meetings with the parties in side session.The following is the recommendation of the Court:-
RECOMMENDATION:
The Court has carefully considered the submissions of the parties and recommends as follows in respect to each of the issues referred for investigation.
Agreement of Flexi-Time as part of Back Office Modernisation
The Court recommends that the parties resume negotiations with a view to reaching a new agreement on flexi-time which takes account of the work requirements in this area of the Company’s business. Any such agreement should also allow for the maximum flexibility so as to accommodate staff in fulfilling family and parental responsibilities.
Frontline Supervision
It is clear that the current agreement between the Union and the Company provides for the replacement of the SO grade with a new supervisory arrangement. It is also clear that the details relating to the new arrangements were left over for further discussion.
Discussions on outstanding issues relating to the new grade should now resume with a view to reaching final agreement on all matters relating to the conditions attaching to the new grade.
Future Staffing / Head Count Reductions
It is clear that the current agreement between the parties provides that staffing levels will be determined by measuring work content at 100 BSI.
This standard should now be accepted by the Union and further discussions should take place on the question of staffing requirements by reference to this standard.
Voluntary Severance / Temporary Staff
The Court recommends that temporary / fixed-term staff should be offered permanent appointment as that offered to another Union in the Company’s letter of 22nd December 2009, to that Union.
Subject to this modification the Company’s proposals on voluntary severance should be accepted.
Time scale for Further Negotiations
The further negotiations provided for by this Recommendation should commence as soon as practicable and should conclude within one month from the date of this Recommendation. The services of the LRC should be requested. If final agreement has not been reached within this time frame outstanding matters should be referred back to the Court. In that event the Court will facilitate the parties with the earliest possible hearing.
Signed on behalf of the Labour Court
Kevin Duffy
1st November, 2010______________________
MG.Chairman
NOTE
Enquiries concerning this Recommendation should be addressed to Madelon Geoghegan, Court Secretary.