I wish to update you regarding a number of issues relating to the implementation of the Collection & Delivery Agreement.

1. Initial Staffing Process

(a) Delivery Service Managers
The phase 1 selection process for the filling of the DSM positions has been completed with the outcome advised to the applicants.  The second stage is now underway to fill the remaining positions which are now open to all staff in the Collection & Delivery Operations area.  In this regard, existing Managers who were unsuccessful in phase 1 do have the opportunity to reapply should they wish to.  At the end of the selection process the Union understands that there will be a large number of displaced Managers which will have to be addressed by the Company.

(b)Working Leaders
In accordance with the Collection and Delivery Agreement Working Leader positions are to be filled at the commencement of the redesigned working at each Delivery Office.  However, there is a requirement in certain instances to recruit Working Leaders in advance.   This relates mainly, although not restricted to, the offices where the Retail Office is converting to contract status.  Consequently, the Union has agreed with An Post that in such instances Working Leaders can be selected in advance of the C&D Project Team redesigning an office. 

Where this occurs the competition will initially be confined to C&D Staff in the office.  In addition, where the office is converting to contract status, POC/Retail Staff in the office will be eligible to apply.  We are advised that this process is underway at the eight remaining phase 1 Conversion Offices and at Mitchelstown and Tuam where relocation to a single delivery office is planned shortly.

(c) Filling of Postal Operative Positions
The Union is aware of misleading information circulated by some Area Offices regarding changes to seniority, leave sheets etc. The position as outlined in the Collection and Delivery Agreement is that on the implementation of redesigned Collection & Delivery working in a DSU, Post Office Clerks, Postal Sorters and Postpersons will be positioned at Postal Operative level.  In the meantime, the current arrangements regarding duties, leave sheets and seniority remain in place.

2. DSM Salary Review

The Union and the Company have commenced discussions regarding the DSMs Salary Review as provided for by the Labour Court.  The Sub Committee established by the National Executive Council to deal with this major issue (Tony Harmon, NEC and Mick Lynch, Des Peppard, Postal Management Group) has met with HAY Consultants and An Post Management.  The key issues for the Union have been identified which will set our Agenda.  While the direct discussions progress and, if necessary, any requirement to revert to the Monitoring Group or Labour Court, the existing Pay, Allowances and working of overtime remain in place.

3. Duty Competitions

The Joint Working Group established by the Labour Court is continuing with its work. Ms Catherine Burke (former ICTU President) has been appointed by the Monitoring Group as facilitator for these discussions.

4. Attendances/Departures ahead of Schedule (Clause 5.25)

The Company has advised the Union of its intentions to commence the implementation of Clause 5.25 of the C&D Agreement.  Therefore, the practice of attending/departing ahead of schedule will cease.  While the Union has outlined at Headquarters level the implications of this the Company is adamant that they intend rolling out the implementation of this change next week. Branches should address any resultant staff impact issue at local level in the first instance.

5. Garage Walkinstown

The Garage at Walkinstown has closed. A number of unresolved staff impact issues have been referred to the Labour Court for determination.

6. Accommodation

The Monitoring Group will shortly issue its findings relating to issues in dispute at Tuam regarding relocation to a new delivery office. Staff at Ennis have relocated to their new Office this week. In relation to Kilkenny the Company do not appear to be ready to move to the new premises until August. This is most surprising given the Company’s claims last May to the Monitoring Group that the staff are delaying the move.

7. Income Protection

The Company will issue its circular next week in regard to the Income Protection Scheme - Extra Duty.  Protection payments for loss of overtime will be as provided for in the Labour Court Recommendation.  In relation to Mark Time/Protected Allowances, it is expected that the Company will issue its circular shortly.  It is the Union’s intention to agree a question and answer booklet with the Company to explain the operation of these Schemes.