The proposals are outlined in the Haddington Rd Agreement and can be viewed on the PDFORRA website at www.pdforra.ie or from local District Committees.  The proposals have been outlined in detail in most barracks at meetings over the preceding 6 week period and have been subject to one further clarification.

The proposed 10% reduction in the main duty allowances will be for the duration of the Agreement.  Following its expiry negotiations will take place on the restoration of the rates to current levels.

The main elements of the proposals are as follows:

• A 10% cut to duty allowances and the flat rating of the Saturday/Sunday/DF Holiday SDA rates
• The introduction of a longer incremental scale for new entrants’ wef 1^st July 2013
• A voluntary buy out of Border Allowance

The Agreement also provides for a number of counter balancing measures as follows:

• A reduction in the amount of Pension Related Deduction paid between €15,000 and €20,000 of €125 per annum
• An additional paid day off following a Sunday duty
• The incorporation of the pay scales of those joining post 1^st  Jan 2011 with those joining before this date

Members should expect to receive ballot papers in the next few weeks and should contact head office if they experience any difficulties in this process.

The Position will report to the General Secretary and his/her duties will include:

• The provision of a complete, comprehensive, effective, efficient and courteous service to all Regions and Districts under his/her control, and to the Association and its members, as appropriate and required, to assist in fulfilling the policy and aims of the Association.

• To assist all District and Regional Committees for whom they have responsibility with provision of the following services:
  • Training of representatives under the supervision of the National Training Officer.
  • To research, items under discussion or negotiation at Brigade and Barrack level and to act as negotiator if and when required, and to pass on to National level any items unresolved at Brigade level.
  • To compile referrals for transmission to National level ensuring their accuracy.
  • To properly compile motions/amendments for submission to ADC Standing Orders Committee
  • The distribution of information from National level.
  • To attend committee meetings in order to update members of all association business.

• To assist the General Secretary in other association tasks as required from time to time.

Applicants must be currently serving in the Permanent Defence Force, a member of PDFORRA and prepared to be seconded to the association on a full time basis.

The contract will run for a fixed term of four years.

Written applications for this challenging position should be sent, in confidence, by close of business on the 28^th June 2013, to:

Gerry Rooney

General Secretary PDFORRA

John Lucey House

Collins Square

Benburb St

Dublin 7

Email: gerry@pdforra.ie    

PDFORRA is an equal opportunities employer

The LRC are meeting public service unions on an individual basis and they do not envisage collective discussions.

The LRC indicated that they had been asked to pass on certain information from the Government and to see if PDFORRA had any ideas as to how the savings might be achieved.  They emphasised that the savings had to be achieved from the payroll and that alternatives, such as taxation, were not options the Government were willing to consider.  In the event that it is not possible to reach agreement with the Public Service Unions, the LRC indicated that the Government would proceed to implement the following measures (amongst others):

• A permanent cut for those earning over a certain sum
• The total abolition of increments for all public servants
• An implementation date of the 1^st of June rather than the 1^st of July
• Redeployment without geographical limits
• Reductions in overtime rates and in the amounts of overtime
• Reduction in premia/shift rates and revised roster arrangements

The Association outlined that it has an offer from the Government and is currently considering same.  The Association further stated that PDFORRA constitutes a separate bargaining stream with the Government and does not accept that the Irish Congress of Trade Unions (ICTU) rejection of the proposals has any bearing on the proposals that have been negotiated and which are currently being considered.

PDFORRA will continue to keep members informed and will issue further updates as matters develop.  The LRC undertook to revert to PDFORRA on the issue next week.

Following rejection of the proposals by the Public Service Committee of the Irish Congress of Trade Unions (ICTU), the future of the Croke Park Agreement is unclear.  It can be expected that some clarification will be delivered in the coming weeks at which point PDFORRA will decide how to proceed in relation to any proposals which remain on the table.

In terms of any further negotiations PDFORRA is not prepared to make any further concessions.

Further updates will be issued as matters develop.
22nd April 2013

Any periods of unpaid leave do not qualify for pension purposes for example Special Leave/Career Breaks, Absents, Detention, Term Time, Carers Leave and Parental Leave.

Qualifying Service for pension purposes in calculated on the basis of having 21 years paid service and in order to qualify for a 21 year pension any shortfall above a 7 day unpaid period must be made up by re-engaging beyond 21 years.

All members are advised to check in order to insure that a total of 21 years service with pay have been completed before discharge after 21 years.

The same will apply for each year of qualifying service beyond 21 years up to 31 years.

3rd April 2013

1.         The policy of the Defence Forces is not to extend private medical treatment to enlisted personnel.

2.         Unless members are covered by private health insurance cover they will be placed on the public waiting list and at a very minimum the waiting list would exceed one year.  In such circumstances if one wants to obtain private treatment, then they would have to fund that expenditure themselves out of personal resources and/or borrow same.

3.         Due to an injury personnel may be placed on a medical board or downgraded.

4.         As a consequence of down grading or medical board personnel may be discharged from the Defence Forces as they would be below army medical standards.  Even if a person is not discharged from the Defence Forces they may be prohibited undergoing career courses or going overseas which will, of course, in and of itself eventually lead to personnel not being retained in the Defence Forces at the end of a period of service.

5.         No concessions will given to Enlisted Personnel by virtue of the fact that

            (a)        Members were detailed to participate in Sports.

                                                            Or

            (b)       Members were playing for or representing the Defence Forces.

• Potential NCO Course
• Standard NCO Course
• Senior NCO Course
• Logistics Accountancy Course

The outcome of the negotiations will replace the criteria outlined in D COS (Sp) letter dated 31^st July 2006.  The existing policy on selection criteria for career courses was outlined at ADC 2005 and provides that selection should be built around the following principles:

• Personnel should be applicants
• Uniform criteria should be introduced for selection for career courses
• The criteria should see panels established in units/sub-units to fill career courses

The introduction of an agreed selection criteria for career courses forms part of the Croke Park Agreement modernisation agenda.  Copies of the Military Authorities proposals are available from District Committees – and submissions on same and the ultimate PDFORRA position are invited.

24th March 2013

Increments

For those paid below €35,000 (inclusive of allowances in the nature of pay), a three month increment freeze will apply.  The freeze will take effect after the next increment is paid with the following increment being awarded after 15 months rather than 12 months.

If pay moves from below €35,000 to above it during the agreement, a second incremental freeze of three month duration will apply in accordance with the arrangements outlined for pay between €35,000 and €65,000.

For those between €35,000 and €65,000 (inclusive of allowances in the nature of pay), two three month increment freezes will apply during the Agreement.  The freeze will take effect after the next increment is paid but for two consecutive years there would be a fifteen month period between increments.

Increment related balancing measures

For those on the final point of the incremental scale and paid between €35,000 and €65,000 (inclusive of allowances in the nature of pay), the following arrangements will apply in the interests of equity:

• A reduction in annual leave of 6 days over the period of the Agreement or a cash deduction to a similar amount or half the most recent increment whichever, is the lesser.
• For those who reach the maximum of the scale following a single 15 month incremental period, a reduction of 3 days annual leave will apply or a cash deduction to a similar amount or a quarter of the most recent increment, whichever is the lesser.

Existing arrangements commenced under or during the Croke Park Agreement

The reforms already commenced under the Croke Park Agreement will continue e.g. review of duties attracting SDA and review of allowances.

Travel and Subsistence

The proposals require full cooperation and with the review and implementation of a standardised system of Travel and Subsistence across the public service.

New Entrant Salary Scales

In order to address the imbalance between those who entered the public service since 2011 and those who entered before that date, revised incremental salary scales shall be prepared for same grade entrants to each public service sector as necessary to incorporate the revision of salary scales introduced by Decision of Government in January 2011.

Pension – Related Deduction – Rate Adjustment

As part of the Agreement, it is agreed to reduce the €15,000 – €20,000 Pension-Related Deduction band rate of deduction from 5% from 2.5%.

It is intended that the proposed Agreement will run from 1^st July 2013 for a period of 3 years.

Discussions will take place on the application of the above measures to PDFORRAs members.  It is then intended to hold briefings on both the Central measures and Defence Sector measures in all locations prior to making a decision on whether or not to accept the proposals.  This decision shall be made through a ballot of the entire PDFORRA membership.

Further updates will be posted on the detail of any clarifications or implementation issues which are dealt with over the coming weeks.

• A 10% reduction in the case of most allowances e.g. SDA, Border Allowance, Overseas Allowances, Patrol Duty Allowance, Prison Duty Allowance, EOD Allowance, ARW Allowance, Instructors Allowance etc.
• The “Flat Rating” of Saturday and Sunday rates of SDA to the same rate as the Monday – Friday rates.  Those completing Sunday duties of a 24 hour duration will receive one additional day off in lieu.
• New entrant pay scales which have a longer progression period to the maximum of the scale and adjusted MSA progression points are being introduced.  The new scale will have the same minimum and maximum pay levels as is currently provided.

The proposals also provide for a number of additional less significant measures which will be discussed with members at information briefings that will be held in barracks around the Defence Forces in the near future.

The Association is now considering the final proposals outlined and intends to hold a Ballot of the membership in the coming months to decide on their acceptability or otherwise.  Further information will be posted on the impact of the various elements of the main Public Service Agreement when available

Following consultation with the NEC, details of the proposals will be published for the attention of all PDFORRA members by way of an Information Circular and on the Association’s website by close of business on Tuesday 26^th February.