Conference Report 2016

fOREwORD
In presenting this annual report to Conference I outline the current work being undertaken by the
secretariat and the Central Executive Committee.
The past year has presented a range of challenges to this Association. We had not yet exited the
Haddington Road Agreement that has protected pay and allowances since 2013, when we were
presented with a successive proposal in the form of the Lansdowne Road Agreement. Our
membership resoundingly rejected this proposal by way of ballot. Given our difficult status within
Irish industrial relations we were presented with a three-year proposal while still awaiting a full
root-and-branch review of Garda industrial relations and Garda pay that was committed to by all
the parties to the Haddington Road Agreement. We have fulfilled all of our commitments under
that Agreement.
We were not alone in rejecting the Lansdowne Road Agreement and yet uncertainty continues to
exist as to the continued payment of increments once the existing Agreement expires. This,
obviously, would negatively impact disproportionately on members of junior service. Bearing this
in mind we are cognisant of developments emanating from the Department of Public Expenditure
and Reform (DPER). We are mindful of the impact of DPER has had upon the lives of our members
as in our failure by way of legal challenge to overturn the retrospective changes to our sickness
regulations. This Department (DPER) has direct input into the pay and conditions of our members
but affords us no opportunity to debate, discuss and negotiate or most importantly to directly
represent our members. They are not directly accountable as our employers, yet they have direct
management over the eligibility and payment of our wages.
The pay and conditions of newly trained Gardaí have come under searing scrutiny. Public
commendatory by politicians, academics and pundits is concluding that more Gardaí should be
recruited immediately. The message is now broadly that the recruitment of new members is
currently necessary and dispensing with the two-tier pay structures is a priority to avoid the
discontent that historically arises from such disparity. The adoption of the latter concept shows
how ill-served our members have been by the replacement of Social Partnership. Without a
platform for engaging with the Department of Public Expenditure and Reform our members are
denied the rights outlined and adopted by the Council of Europe. These rights apply from an
industrial relations, social, civil and political perspective.
The Review of An Garda Síochána established under the Haddington Road Agreement must
focus on an ethical resolution as opposed to a legal analysis as a basis for our future industrial
relations. The DPER may not have broken the law when retrospectively redefining our
entitlements to sick pay – but that does not equate to it being fair or just. Sustainable change and
modernisation is dependent upon the correct balance being achieved and being fairly
implemented.
This Association has had issues with recognition by Garda Management. Progress has been
made. From March 2016, Partnership has been replaced by a Joint Protocol for Consultation and
Dispute Resolution. The latter provides a mechanism and timeframe for decisions to be made and
appeals to be lodged. We are hopeful that this new concept will enable swift and expedient
resolution of issues while enhancing our capability to impact the decisions of management.
We have a relationship with government (Conciliation and Arbitration) that circumvents the
oversight bodies and should allow us to influence wage agreements and policy decisions. This
has been greatly diluted since the advent of the recession as the Conciliation and Arbitration
Scheme became de facto redundant and the control of the Department of Justice and Equality
has waned.
38th Annual Delegate Conference