Conference Report 2016

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CENTRAL EXECUTIVE COMMITTEE REPORT views with the objective of reaching agreement, where possible, within appropriate timescales to deliver high quality outcomes that deliver value to the public. All dealings will be based on honesty, respect and trust, promoting understanding and mutual problem solving. When embarking on change initiatives that will have a significant effect on staff, the consultation process will commence early, to confer with the representative associations on the nature of the changes involved and the reasons for them so that staff will have adequate notice of the changes and the impact on them, while allowing management to take on board feedback and suggestions. Management will provide full and frank feedback on how the consultative process with the representative associations has influenced the final outcome. Where a matter raised by the representative associations cannot be accommodated, the reason for same will be clearly articulated by management. Where employee issues are local matters, they will be dealt with locally at District or Divisional level. Officers at Human Resources and People Development will be accessible at all times to provide ongoing support and advice to assist in resolving issues. mATTERS APPROPRIATE TO ThE PROTOCOlS As a general guideline matters appropriate for discussion under these protocols relate to (i) changes that will have a significant effect on staff and/or (ii) unresolved workplace disputes on collective issues. This protocol recognises that the primary responsibility for dealing proactively with employee relations issues and the resolution of disputes rests with garda management and the representative associations. In this regard, it is the intention of these protocols to outline the responsibility on both garda management and the representative associations to: • Engage on appropriate and practical arrangements for implementing workplace changes and resolving disputes on collective matters in a timely manner; • Observe and implement the terms of agreements; • Refrain from any actions which would be in contravention of agreements. wORKPlACE RElATIONS fORA National and Local Workplace Relations Fora will be established to ensure effective consultation and cooperation. In addition a new three tier structure will be established for resolving work place disputes. NATIONAl wORKPlACE RElATIONS fORum A National Garda Workplace Relations Forum will be established to deal proactively with workplace matters, and will convene every three months between the Commissioner’s representatives and the four garda representative associations. This forum will serve to: • Inform the representative associations of national workplace innovations and the rationale; • Encourage and promote a constructive relationship between An Garda Síochána and the representative associations through effective communication and consultation; • Facilitate consultation and dispute resolution on industrial relations issues; • Reduce potential industrial conflict through the development of a positive employee relations environment; • Provide a regular forum for the exchange of ideas, opinions and information ; • Proactively obtain input and feedback from the staff associations on issues affecting An Garda Síochána and its employees; • Engage in a meaningful way in modernising and transforming An Garda Síochána through consultation, participation and co-operation; • Jointly own and implement the action plans with clear terms of reference and timeframes; • Ensure a participative approach to resolving issues and challenges generally; • Promote compliance with legislative and policy frameworks concerning health, safety and welfare. In line with best practice a national communications mechanism will be established at Garda Headquarters to advise on workplace changes. This mechanism will also involve members in user groups and other work place change initiatives where necessary. It is recognised that in certain circumstances, the representative associations may exercise their rights under the agreed Conciliation and Arbitration Scheme; however, this should not detract from co-operation with workplace change. In these circumstances management will make every effort to understand the perspective of 52 Garda Representative Association
Section 2: Conditions of Employment the representative associations and will seek to have an early determination of the matter at the appropriate forum. PARTICIPANTS ON NATIONAl wORKPlACE RElATIONS fORum The National Work Place Relations Forum will be chaired by a specially appointed Assistant Commissioner. It will comprise the President and the General Secretary of each representative association and may be attended by appropriate management and support staff from Human Resources and People Development, including the Executive Director of Human Resources and People Development. An official from the representative association may be substituted on this forum. There will be occasions when other members of garda management will attend the forum for the purpose of engaging with the representative associations. In certain circumstances working groups under the auspices of this forum may be established with clear terms of references and timeframes for completion of projects. lOCAl wORKPlACE RElATIONS fORum Management at local level will ensure they are accessible to members from the representative associations. Divisional and District Officers will establish a local workplace relations forum whereby meetings with the representative associations will be held at least once a quarter or more often if necessary. In smaller divisions, it may be appropriate to combine the Divisional and District local workplace relations fora. The objectives of these fora are to: • Promote consultation and engagement at a local level; • Facilitate communication at the local level between representative association nominees and garda management; • Provide a forum for issues to be resolved at a local level. REGIONAl mEETINGS Notwithstanding the mechanisms for consultation and dispute resolution provided for within this Protocol, each Regional Assistant Commissioner shall meet with the Divisional representatives from all of the four representative associations within their area of responsibility. Garda management and the representative associations should maximise the potential of these meetings to address any matters that may be specific to the region. Each Assistant Commissioner should strive to meet the representative associations twice a year. It is envisaged that such meetings will provide additional access for the representative associations to senior garda management within the region, whilst at the same time ensuring local issues and work related conflicts at regional level are addressed. The current arrangements whereby the Assistant Commissioner DMR meets with representative associations at regular intervals will continue. DEAlING wITh wORKPlACE DISPuTES IN A TImEly mANNER Garda management and the representative associations recognise the importance of effective arrangements in resolving disputes in a timely manner and as close as possible to the point of occurrence. The parties agree to abide by the following principles in dealing with workplace relations disputes that arise. • The parties agree to conduct all employee relations discussions in an atmosphere conducive to reaching agreement through open dialogue and an honest and frank exchange of views; • The parties commit to maximising the possibility of the resolution of issues within An Garda Síochána in a timely and consistent manner. The Protocols for processing issues at all levels will involve: • Each stage being progressed in a timely manner; • Real engagement on the issue before escalation. It is desirable that all disputes and industrial relations matters are concluded within three months. If a matter is not concluded due to its complexity, a report will issue providing a comprehensive update on the progress and expected conclusion date. ThREE TIER DISPuTE RESOluTION PROCESS The following three tier process will apply with an emphasis on resolving issues at the lowest possible level. The timeframe for concluding matters at each tier is one month. Before this procedure is invoked members are encouraged to have a frank and open discussion with their local management where they perceive an industrial relations issue. 38th Annual Delegate <strong>Conference</strong> 53
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Conference Report 2016

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