Health and Welfare Division - Forsa...Coughlan and Pat Fallon became ex-officio members of the Health and Welfare Divisional Executive in May 2018. National Health Office Éamonn Donnelly

Health and Welfare DivisionReport 2017-2019

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COVER PHOTOSLeft to right: Corina Glennon (Westmeath Health and WelfareBranch), Kerry Cuskelly (Dublin North Health and Welfare Branch) and Roisin Higgins (Dublin North Health and Welfare Branch).

DIVISIONAL EXECUTIVEFront row (l-r): Don Gibney (vice chair), Maura Cahalan (former chair), Martin Walsh (chair),

Eamonn Donnelly (head of division).Back row (l-r): Brenda Mulhall, Brian Gorman, Patricia Mellsop, Corinne Phelan, Carmel Devine,

Michelle Spearman Geraghty, Tony Mitchell, Edward Harte, James Fletcher, Jarlath O’Connor.

Those not present were: Stephen Broderick, Raymond Daly, Finán Gallagher, Daniel Sweeney.

Report 2017-2019

ORGANISATION ....................................................4

Creation of Fórsa ..............................................4

Elected leadership ............................................4

National Health Office ......................................5

Divisional organisation ......................................5

Sadly missed colleagues ..................................6

PAY AND RELATED ..............................................7

Public service pay restoration ..........................7

Additional superannuation contribution ..........8

New entrants ....................................................9

Recruitment and retention issues ....................9

Voluntary and community sector pay ............10

Gender pay gap ..............................................11

Allowances ......................................................11

Overtime..........................................................11

Travel and subsistence ..................................11

PENSIONS ..........................................................12

Public service retirement age ........................12

Public service final salary schemes ..............12

Single career average scheme ......................12

Treatment of parental leave............................13

Survivor pensions for same sex couples ......13

Auto-enrolment ..............................................13

Eligibility for State pension ............................14

Tax relief on pension contributions ................14

WORKING CONDITIONS..................................15

Working time....................................................15

Parental leave..................................................15

Sick leave ........................................................17

Outsourcing, agency staffing and related issues ..................................................17

Equality............................................................17

Health and safety............................................18

Zero-hour contracts........................................18

Bogus self-employment..................................18

INDUSTRIAL RELATIONS ................................19

Sláintecare ......................................................19

Community health organisations ..................19

Clerical and administrative recruitment ........20

HSE job evaluation scheme............................21

Health and social care professionals ............21

Review of needs assessments ......................22

Tusla ................................................................23

Civil registration..............................................24

Leave standardisation ....................................24

Hospital pharmacists......................................25

Clinical measurement ....................................25

National finance reform ..................................25

Home help coordinators..................................25

Dental ..............................................................25

Procurement and logistics..............................25

Conscientious objection ................................26

Storm Emma ..................................................26

APPENDIX............................................................27

Salary scales ..................................................28

Contents

Report 2017-2019

Following the election of Maura Cahalan to therole of Fórsa Senior Vice President at union’sNational Conference in May 2018, Martin Walshbecame divisional Chairperson, while DonGibney became Vice-Chairperson and JohnHanily was co-opted to the Divisional Executive.

Under the new Fórsa arrangements, MargaretCoughlan and Pat Fallon became ex-officiomembers of the Health and Welfare DivisionalExecutive in May 2018.

National Health OfficeÉamonn Donnelly is the head of Fórsa’s Healthand Welfare Division, a post formerly called‘national secretary’ before the creation of thenew union. Assistant general secretaries BrianGorman, Catherine Keogh, and Chris Cully arenational leads, respectively, for corporate andhealth business functions, national hospitals,and children, family and social care.

The administrative staff in the National HealthOffice are: Ailish Kearney, Rita Lidierth, Jennifer

McKenna, Brenda Mulhall, Carol Nevin, and JadeO'Donohoe.

A significant number of assistant generalsecretaries, industrial relations officers andorganisers across the country also makeessential contributions to the work of thedivision.

Divisional organisationIn recent years the Health and Welfare Divisionhas established national leads in three areas(see 'National Health Office') to reflect thegrowing size and complexity of industrialrelations in the sector. The union has alsoreorganised its staffing in the Dublin area toensure a better service to members, and bettercover when staff are on leave or away on unionbusiness. The Head of Division has also putprocedures and practices in place to improvecommunications and team-working betweenstaff working in the regions and the Dublinoffice.

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Creation of FórsaFórsa came into being on 2nd January 2018through an amalgamation of the Civil, Public andServices Union (CPSU), the Irish Municipal,Public and Civil Trade Union (IMPACT), and thePublic Service Executive Union (PSEU). The newunion represents over 80,000 members acrossthe civil and public services, commercial andnon-commercial semi-state organisations, thecommunity and voluntary sector, and privatecompanies in aviation, telecommunications andelsewhere. Fórsa is the second largest union inthe country, and by far the strongest and mostinfluential trade union voice in the public serviceand semi-state sector.

Members gave the amalgamation, which wasthe result of over two years’ work andconsultation, a strong endorsement in ballotresults announced in November 2017. PublicService Executive Union (PSEU) members voted70% in favour of the move, while those of theCivil, Public and Services Union (CPSU) gave anendorsement of 76%. IMPACT members whovoted backed the merger by a margin of 86% to14%. A fuller report on the amalgamation waspublished in an update to the union’s firstNational Conference, which took place in May2018.

Elected leadershipThe following were elected to IMPACT’s Healthand Welfare Divisional Executive Committee atthe IMPACT 2017 Divisional Conference:

Chairperson:Maura Cahalan

Vice-Chairperson:Martin Walsh

Third seat on the CEC (now NEC):Don Gibney

DEC members:Stephen Broderick, Ray Daly, Carmel Devine,James Fletcher, Finan Gallagher, Don Gibney,Edward Harte, Patricia Mellsop, Tony Mitchell,Jarlath O’Connor, Corinne Phelan, MichelleSpearman Geraghty and Daniel Sweeney.

Due to the untimely passing of Tony Mitchell inApril 2018, Helen Canning was co-opted to theDivisional Executive.

The Division’s representation on the NationalExecutive increased to six when Fórsa wascreated, and the following became NECmembers: Jarlath O'Connor, Michelle SpearmanGeraghty and Daniel Sweeney.

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Organisation

Health and Welfare Division

Fórsa's head of health EamonnDonnelly responds to Minister forHealth Simon Harris at the union'sconference for health and socialcare professionals.

Pay

and related

Report 2017-2019

Public service pay restorationPay and pension levy adjustments under the2015 Lansdowne Road agreement ensuredthat, by April 2017, virtually all public servantshad experienced some pay restoration, whilethose earning below €28,000 had gained fullrestoration of the pay and pension levy-relatedcuts. A final payment under the deal, which wasworth €38.33 a fortnight before tax, wasbrought forward from September 2017 to April2017 following negotiations between publicservice unions and the Department of PublicExpenditure and Reform (DPER), which tookplace between December 2016 and January2017.

In May 2016, the Government also bowed tounion demands for early talks on a successor tothe HRA, which was originally meant to expire inSeptember 2018. Negotiations took place inMay and June 2017 after the publication of thefirst report of the Public Service PayCommission (PSPC), which was establishedunder the Programme for Government inOctober 2016.

The PSPC report addressed the process ofunwinding the Financial Emergency Measures inthe Public Interest (FEMPI) legislation, whichintroduced and underpinned the public servicepay cuts and pension levy. The PSPC alsoconsidered factors that are usually taken intoaccount in public service pay determinationincluding recruitment and retention issues,international comparisons of public service payand living costs, the value of public servicepensions, and security of tenure relative to theprivate sector. The ICTU Public ServicesCommittee (PSC), which represents the vast

majority of the country’s public service unions,made two written submissions to theCommission, and PSC officers met with theCommission on a number of occasions.

The Commission made its report to the Ministerfor Public Expenditure and Reform in May2017. Talks on a new public service payagreement started later that month andconcluded in June 2017. The outcome was thePublic Service Stability Agreement (PSSA),which was strongly backed by members of thethree unions that later amalgamated to formFórsa, along with unions representing a largemajority of public service workers. The ICTUPublic Services Committee backed the deal by amargin of over 80% in an aggregate ballot inSeptember 2017.

The PSSA, which came into force in January2018, now governs pay and related matters forvirtually all civil and public servants, as well asstaff in non-commercial semi-stateorganisations and ‘section 38’ agencies wherepay scales follow the public service. By the timeit expires, on 31st December 2020, over 90%of civil and public servants will earn as much as,or more than, they did when pay cuts wereintroduced during the crisis.


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The Division now also benefits from theallocation of organising staff in Dublin and someof the regions. Senior divisional staff are inregular contact with Fórsa’s organising andcommunications departments with a view toimproving services to members andstrengthening recruitment, organisation, andsupports to branches.

Sadly missed colleaguesMembers, activists and staff in the Fórsa healthdivision were deeply saddened to hear of thedeath of Tony Mitchell in April 2018. Tony was asocial care worker at St. John of Gods for 28years, and was chair of the Dublin Care Servicesbranch of Fórsa. He also served on the Healthand Welfare divisional executive and, shortlybefore his untimely death, he had taken up thechair of the union’s Social Care Workers’Vocational Group. Aspects of Tony’s life andactivism were remembered by his unioncolleagues, and clients and staff of St. John ofGods, at his funeral in Wicklow. He wasremembered with a minute’s silence at Fórsa'sNational Executive meeting.

Earlier, two much-loved members of the union’sLaois branch died in tragic circumstances inNovember and October 2017. Dave Hackettwas well known to many in the union. Acommunity welfare officer (CWO), he was knownas much for his craic as his judgement andcommitment to the union. He served on theLaois branch committee for many years and wasa stalwart of the union’s CWO Vocational Groupand the Health and Welfare Division ExecutiveCommittee. He refused to leave his IMPACTbranch when CWOs were transferred to the civilservice, where the PSEU – now part of Fórsa –had recognition rights.

Fiona McGlynn also served for many years onthe Laois branch committee. She wasremembered by colleagues as a reservedperson, who only spoke at meetings when shefelt she had something significant to contribute.The Laois colleagues were both celebrated at abranch event in Saint Vincent’s church.

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Report 2017-2019

January 2020, reflecting the fact that thebenefits of the single scheme are different fromthose in the older scheme. And, with effect fromJanuary 2019, the ‘additional superannuationcontribution’ is no longer payable on non-pensionable elements of incomes, includingnon-pensionable overtime payments.

New entrantsThe term ‘new entrants’ refers to people whostarted work in the civil and public service, andorganisations linked to it for pay purposes, after2011 when inferior pay scales for new staffwere imposed by the Government withoutagreement.

Although those inferior scales, which wereworth 10% less at every point of each scale,were abolished at unions’ insistence under the2013 Haddington Road agreement, newentrants continued to have longer pay scalesthan their longer-serving colleagues, with twolower pay points at the beginning of each scale.In some grades, allowances that made up asignificant part of overall income were alsoabolished for new entrants.

The PSSA established a process, involving thePublic Service Pay Commission (PSPC), toaddress this problem. Following detaileddiscussions and inputs from Fórsa and otherunions, this resulted in a solution of the payscale issue, though not the allowances issue, in2018. This was achieved at least two yearsearlier than the PSSA originally provided for.

Under these measures, new entrants will skiptwo points – the fourth and the eighth – on eachpay scale. Fórsa welcomed this outcomebecause it ensures a fair outcome for newentrants regardless of their length of service.Fuller details of the outcome are available on theunion’s website.

Recruitment and retention issuesThe Public Service Pay Commission’s (PSPC)original 2017 report, which preceded the talksthat led to the PSSA, identified recruitment andretention issues that had been raised by unionsin respect of specific grades. These includedhealth and social care professionals (HSCPs)represented by the Health and Welfare Division.Under the agreement, unions were able to makefurther submissions to the PSPC in respect ofthese grades, and Fórsa made a furthersubmission on behalf of HSCPs in the autumn of2018. The Commission was tasked withanalysing the causes of the problems in eacharea, and recommending options to deal withthem. However, it was not empowered torecommend increases in pay scales.

Fórsa fought for, and welcomed, this provision inthe agreement and said all professions andgrades must be treated equally by theGovernment in its response to the PayCommission’s findings.


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The agreement saw pay increase by 1% on 1stJanuary 2018, and by another 1% on 1stOctober 2018. Further income boosts wereimplemented on 1st January 2019, with a 1%pay increase for those earning less than€30,000 a year. Those who earn morebenefited instead from an increase in the‘additional superannuation contribution,’ whichreplaced the pension levy as part of theagreement. Further improvements are due on1st September 2019, 1st January 2020, and1st October 2020 (see table). Pay scales wereupdated on the Fórsa website to reflect the 1stJanuary 2019 and earlier adjustments.

As this report was being finalised, Fórsa andother unions were studying the implications of aFebruary 2019 Labour Court recommendationregarding nurses' pay and grading, and awaitingthe outcome of a related contract negotiationand ballot. At its February 2019 meeting,Fórsa’s National Executive Committee (NEC)noted that, while ministers had expressed theview that the Labour Court recommendationwas in line with the PSSA, Fórsa officials hadbeen assured of continued engagementbetween the Department of Public Expenditureand Reform and the ICTU Public ServicesCommittee on the broader implications of theoutcome. The NEC said this engagement mustaddress any changes in the assumptionsunderlying the agreement, and noted thatclause 8.4.2 of the PSSA allows for this. Theexecutive also took the view that ongoingengagement between unions and DPER mustcontinue to discuss the possibility of a general

pay review mechanism to allow a fullexamination of the adequacy of current payarrangements, and to resolve ongoingdifficulties with the smooth operation of parts ofthe agreement.

The union had already told the Government thatother grades will expect similar opportunities tohave their pay reviewed during the lifetime ofthe agreement. Throughout 2018 and early2019, Fórsa reiterated its view that all civil andpublic servants, and their unions, must betreated equally under the Public ServiceStability Agreement (PSSA).

Additional superannuationcontributionIncomes were also improved in January 2019 byan increase in the threshold for payment of the‘additional superannuation contribution,’ whichreplaced the pension levy under the PSSA. Afurther increase in the threshold is due inJanuary 2020. Different arrangements apply tomembers of fast accrual schemes, mainlycertain uniformed grades.

The agreement also saw the resolution of twooutstanding ‘additional superannuationcontribution’ anomalies. From January 2019,staff who joined the public service after January2013, and who are in the single public servicepension scheme introduced at that time, payonly two-thirds of the additional contributionrate. This figure will fall to one-third from

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n 1st January 2018: 1% pay adjustment

n 1st October 2018: 1% pay adjustment

n 1st January 2019: Additional superannuationcontribution threshold up from €28,750 to €32,000(worth €325 a year). 1% pay increase for those whodon’t benefit (ie, those earning less than €30,000 ayear)

n 1st September 2019: 1.75% pay adjustment

n 1st January 2020: Additional superannuationcontribution threshold increased to €34,500 (worth€250 a year). 0.5% pay increase for those who don’tbenefit (ie, those earning less than €32,000 a year)

n 1st October 2020: 2% pay adjustment

n 31st December 2020: Agreement concludes.

Summaryof incomeadjustments

"Fórsa said all professions and

grades must be treated equally in the

Government's responseto the Pay Commission."

Report 2017-2019

the exchequer, and which were deemed capableof funding pay restoration. Fórsa lifted its threatof industrial action in February 2018 afternegotiations, which led to a Department ofHealth commitment that the HSE would bringforward a review of pay policy in section 39agencies. The review, published in 2018, wasan evidence-gathering exercise to establishwhich agencies cut pay during the crisis, andwhich had begun to restore incomes. It coveredpublicly-funded organisations that have ‘sizablestaffing,’ and looked at the financial implicationsof adjusting pay in each organisation, takingaccount of all sources of funding.

Talks, based on the outcome of the review,subsequently got underway in the WorkplaceRelations Commission (WRC), which taskedmanagement and unions with assessing how theaudit findings could be addressed andimplemented. This resulted in an agreement onpayments of €1,000 to staff in 50organisations. As this report went to print,further WRC talks to address the remaining 250publically-funded organisations were set toreconvene.

In February 2019, the union reached anagreement in a long-running dispute, which willsee improved pay for hundreds of workers inWicklow-based Sunbeam House Services. Thedispute centred on the HSE’s refusal to provideSunbeam with funds to restore pay lost whenincrements were suspended between January2009 and January 2016. The union issuedstrike notice of a one-day strike, after which itreceived a formal proposal that will see staffmoved to the correct point of their pay scalefrom 1st May 2019.

Gender pay gapOver the last two years, Fórsa has been at theforefront of the trade union campaign forlegislation on gender pay gap reporting toencourage employers into tangible action tobridge the gap, which currently stands at anaverage of around 14% in Ireland. In November2018 the union was part of an Irish Congress ofTrade Unions (ICTU) delegation that gaveevidence to the Joint Oireachtas Committee forJustice and Equality, which was examining thegeneral scheme of the Gender Pay GapInformation Bill. The Bill would establishmandatory reporting by employers on thegender pay gap in their organisations. Themeasure would first be applied in firms with 250

or more employees, but that threshold woulddrop to 50-plus over time. The legislation wouldalso require reporting on differences in bonuspay, part-time pay and the pay of men andwomen on temporary contracts.

In June 2018, Fórsa criticised the Governmentfor publishing its own Bill on the issue, ratherthan amending an existing opposition Bill thatwas already well advanced. The union said themove would delay the introduction of pay gapreporting. A December 2018 report by theEconomic and Social Research Institute (ESRI)found that the introduction of the statutoryminimum wage had reduced the gender pay gapfor lower-paid workers in Ireland, but had notimpacted on the wage gap at higher salarylevels. This is because women are more likelythan men to work in low paid jobs.

The PSSA commits management in each sectorof the public service to monitor progress ongender balance in career progression.

AllowancesThe legislation that gave effect to the PSSAprovides for the restoration of an earlier 5% cutin allowances from October 2020.

OvertimeWith effect from January 2019, the PSSAremoved ‘additional superannuationcontributions’ on non-pensionable elements ofpublic service incomes, including non-pensionable overtime payments.

Travel and subsistenceThe standard overnight rate of civil serviceexpenses was increased to €147, in line withinflation, following agreement at Civil ServiceGeneral Council in November 2018. There wereno changes in motor travel or foreignsubsistence rates. An official circular setting outrevised subsistence allowances was issued tocivil service departments and the wider publicservice is to follow suit as usual.

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10

The Government approved the terms ofreference for the PSPC’s examination in October2017, after which the PSPC invitedsubmissions from unions representing gradesidentified in its original report. The union madesubmissions for its grades cited in the reportlate in 2017.

Fórsa’s submissions argued that retentiondifficulties in the health and care professions,including physiotherapy, occupational therapy,social care and others, were more acute than inany health profession except doctors. In itssecond submission, the union pointed out thatthe PSPB’s 2017 report cited turnover rates of8% for therapy grades, and almost 9% for otherhealth professionals, a category that includessocial care grades. With the exception ofconsultants, this represented the highest levelof churn in the health service, including nursing.It also said that the Sláintecare reportenvisages a substantial increase in the numberof people working in the health and social careprofessions.

As this report went to print, the Commission hadcompleted its examination of nursing, medicalconsultant, and some military grades. But itswork on Fórsa grades had not begun. InNovember 2018, the union called on the PSPCto press on with examinations of recruitmentand retention difficulties in the other areas citedin its 2017 report.

Voluntary and community sectorpayIn 2013, unions successfully established aprocess to ensure that service level agreementswould require employers in section 39 agencies– which are funded by, but operateindependently of, the public service – to use theState’s industrial relations machinery whendisputes arise. Although staff in these andsimilarly-funded bodies are not covered by thePublic Service Stability Agreement (PSSA) orprevious public sector pay deals, the union hasengaged with individual employers with the aimof unwinding pay cuts imposed during theeconomic crisis. The union also launched its‘Caring: At What Cost?’ campaign to win publicand political support for pay recovery in thesector.

Fórsa acknowledged that pay restoration acrosssection 39 agencies is more complex than in thecore public service because voluntary andcommunity organisations have different fundingarrangements, which leave some better able tofund pay restoration than others. But the unionsays a significant number of agencies havefailed to act even though they have the money todo so.

Slow progress on the issue by the end of 2017prompted Fórsa to sanction ballots for industrialaction in agencies that were largely funded by

Jarlath O’Connor andMichelle Spearman-Geraghty of the union’sHealth and Welfare divisional executive.

Pensions


12

Public service retirement age The age of eligibility for the State pension wasincreased to 66 in 2014. Because of this, thecompulsory public service retirement age of 65meant that many public servants were forced toretire before they could draw a significant partof their retirement income. The Public ServiceStability Agreement (PSSA) enabled Fórsa toaddress this issue in discussions with theDepartment of Public Expenditure and Reform(DPER).

In 2018, the Government bowed to unionpressure and agreed to legislate to give civil andpublic servants the option to remain inemployment up to age 70 if they chose. Pendingthe enactment of legislation, limited interimarrangements, which allowed the re-hiring ofpublic servants who wanted to stay in work untilthey were eligible for the State pension, wereput in place. But those who exercised this optionwere placed on the first point of the non-pensionable pay scale, and were not able tomake further pension contributions.

The legislation that gave the option to work upto age 70 was passed into law over Christmas2018. It also required the finance minister tooutline potential remedies, within three months,for public servants who had been forced toretire between 6th December 2017 and thecommencement of the new law. Fórsa arguedthat these workers should be given the option toextend their 12-month retention arrangementup until age 70, and get increments due to themduring this period, but the Government refusedto do this.

Public servants recruited after 1st April 2004,but before January 2013, were not covered bythe new legislation because they already eitherhave no compulsory retirement age or the abilityto retire up to age 70.

Public service final salaryschemesFor the duration of the Public Service StabilityAgreement (PSSA), public service pensions haveessentially returned to the pay-linked method ofadjustment, which was in place until the onset ofthe financial emergency. This means that basicPSSA pay increases will be passed on to thosewho retire on or after 1st March 2012 in nearlyall cases. The pay increases will be passed on topre-March 2012 retirees if the pay level onwhich their pension is based does not exceedthe existing pay level of serving staff in thesame grade and pay scale point. Fórsa will seekthe continuation of this arrangement in anynegotiations on a successor to the PSSA.

Changes to the pension levy (now called the‘additional superannuation contribution’)introduced under the PSSA saw pensions worthup to €34,132 a year exempted entirely fromthe additional contribution from 1st January2018. The exemption threshold was increasedto €39,000 in January 2019, and will befurther increased to €54,000 in January 2020.

Single career average schemeStaff who joined the public service after January2013 are members of the single public servicepension scheme, which gives acceleratedaccrual of benefits on earnings up to 3.74 timesthe contributory state pension. This takes theform of 0.58% of gross pensionableremuneration up to this threshold without anyoffset for integration with the social welfaresystem. From the end of March 2019, earningsup to €48,457 will benefit from the formula.

Members of the single public service schemehave paid only two-thirds of the ‘additionalsuperannuation contribution’ (formerly thepension levy’) since January 2019. This figurewill fall to one-third from January 2020,

Report 2017-2019

reflecting the fact that the benefits of the singlescheme are different from those in the olderscheme.

Under the single public service scheme, accruedbenefits and pensions in payment are uprated inline with annual movements in the consumerprice index (CPI), including negative movements.Since the establishment of the scheme in 2013the following adjustments were made:

Survivor pensions for same sexcouples The Social Welfare, Pensions and CivilRegistration Bill, 2018 amended the 1990Pensions Act to give a right, in certaincircumstances, to spousal pension benefits forsame-sex spouses and civil partners who aremembers of occupational pension schemes.

Auto-enrolmentEmployers are to be legally obliged to includetheir employees in a pension scheme, and makecontributions to the fund, on foot of a newGovernment scheme outlined in late 2018 onfoot of union submissions. Ireland is currentlyone of only two OECD countries withoutmandatory earnings-related pension savings.

Fórsa backed these ‘auto-enrolment’ proposalsat its national conference in May 2018 becausethey would benefit tens of thousands of workerswho currently have no occupational pension,including a small but significant number ofFórsa-represented grades who deliver publicand other services. The new automaticenrolment scheme targets low and middleincome earners to ensure they save towards afinancially secure retirement, with financialcontributions from their employer and the State.

In November 2018, the Government issued adraft proposal on how the scheme could work.Under these proposals, workers would have tocontribute up to 6% of their salary towards theirpension pot, with employers having to matchthat amount. The state would then pay €1 forevery €3 the worker contributes. Participationin the scheme would be compulsory for workersfor six months, after which they could opt out.Workers could also suspend their contributionsin limited circumstances, but employer andState contributions would also cease if anemployee stopped saving.

The Irish Congress of Trade Unions (ICTU)welcomed the proposals in principle, but saidthey should be strengthened significantly.Unions want older workers to be included in thescheme which, as it currently stands, would onlyinclude workers aged between 23 and 60 whoearn more than €20,000 a year. Congresswants this expanded to 16-60-plus with noincome threshold. Congress also wantscontributions to be collected by the RevenueCommissioners in the same way as social

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n 12 months to December 2014: -0.3%

n 12 months to December 2015: 0.1%




Fórsa has repeatedly called for all members ofthe scheme to receive annual benefitstatements. Although this is required by law,most are not receiving them at present. Theunion has also demanded that a scheme for thepurchase and transfer of pension benefits beput in place. Transfer tables were agreedbetween the ICTU Public Services Committeeand the Department of Public Expenditure andReform in 2016.

A ‘single scheme estimator tool,’ which indicatesthe retirement benefits that public servantshired after 1st January 2013 can expect,became available in the autumn of 2018following pressure from Fórsa. The tool coversstandard-grade members of the single publicservice pension scheme who are currentlyemployed in pensionable posts.

Treatment of parental leaveRevised arrangements for the accrual ofpension while on parental leave have been inplace since 9th February 2018. These meanonly two days of reckonable service, rather thanfour, are deducted from staff who take parentalleave that includes the last working day before,and the first working day after, a weekend. Itwas subsequently agreed that the records ofstaff who took parental leave before that dateshould be amended on a case-by-case basis attheir time of retirement.

Working

conditions

Report 2017-2019

Working timeFórsa is committed to seeking to reverseincreases in working time introduced in thepublic service during the economic crisis.Although there was no general reduction inworking hours under the Public Service StabilityAgreement (PSSA), the deal gave staff theoption of a permanent return to ‘pre-HaddingtonRoad’ hours on the basis of a pro-rata payadjustment. Staff were able to opt into thisarrangement at the beginning of the agreement(January-April 2018) and can do so for a periodafter it expires (January-April 2021). Theagreement also contains a provision to enableannual leave to be converted into flexitime.Although these two provisions fall far short ofthe restoration of additional hours introducedfor some public servants under the 2013Haddington Road agreement, they do giveoptions to staff for whom time is more importantthan money. However, the uptake of bothoptions has been relatively low.

In November 2018, Fórsa added its voice tointernational trade union demands for reducedworking time to ensure that workers share thebenefits of increased productivity fromtechnological change. This is often expressed interms of the introduction of a four-day weekwith no loss of pay. In 2018, the unionorganised an international conference on thefuture of working time, which brought togethertrade unionists and working time experts from

Ireland, Germany and the UK. This was part ofthe union’s response to the large number ofmotions about working time submitted toFórsa’s national conference in May 2018, whenan executive motion committed the union towork with others to reduce working time in allsectors of the economy.

The PSSA also commits management toensuring that work-life balance arrangements,including flexible working, are available to thegreatest possible extent across the civil andpublic service. It says disputes on local andsectoral implementation of work-life balancearrangements can be processed through normaldispute resolution processes.

Parental leaveFórsa welcomed long-overdue Governmentplans, announced in late 2018, to increase paidparental leave from two to seven weeks for eachparent by 2021. Along with existing paidmaternity and paternity leave, the change wouldincrease to 42 weeks the amount of paid leaveavailable to new parents during the first year ofa child’s life. It followed the announcement thattwo weeks’ paid parental leave would be rolledout late in 2019.

The developments stem from a recent EUdirective on work-life balance, which obligesgovernments to increase access to paidparental leave for both parents. Payment will be


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insurance, and for the State contribution to bevalued at €1 for every €2.50 a worker saves,with an employer contribution of 7% on allearnings. It also wants the employeecontribution to be graduated up to €20,000 ayear with a flat 5% rate on all additionalearnings.

ICTU also called for State provision of annuitiesfor small pension pots. This would take the formof a top-up payment on the State pension,similar to an earnings-related pension system.Congress recommended that the scheme bemandatory, with a time limited ‘contributionholiday’ facility for workers which can beclaimed as a single continuous period or anumber of separate periods, and says lowincome workers and sole traders should beautomatically enrolled.

Eligibility for State pensionFórsa was involved in the development of anIrish Congress of Trade Unions submissionregarding a Government consultation paper on a‘total contributions approach to eligibility for

State pensions.’ The Congress submissioncovered the design parameters of the scheme tobe introduced to calculate entitlement to thecontributory state pension.

Tax relief on pension contributionsWith input from Fórsa, The Irish Congress ofTrade Unions (ICTU) made a submission to aGovernment public consultation on pensionreform, which is focusing on the cost of taxrelief on pension contributions. Congressexpressed opposition to any fundamentalchanges, pointing out that some 620,000workers receive tax relief on pensioncontributions. Because tax supports areprovided at the marginal income tax rate,workers with annual earnings above €34,550get relief at the 40% rate. In 2017 the averagewage for a full-time worker was €45,611. Anyreduction in the rating of tax expenditure would,therefore, adversely affect every worker earningmore than three-quarters of the average wage.

15

Evelyn Canavan, Limerick Health and Welfare Branch.

Panellists and speakers atFórsa’s 2019 ‘INSPIRE’training for women activists.


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Report 2017-2019

at the same rate as prevailing maternity andpaternity leave, which is currently €245 a week.The paid leave must be taken in the first year ofa child’s life.

Meanwhile, in February 2019, legislation toextend unpaid parental leave from 18 to 26weeks, and increase the child’s qualifying agefrom eight to 12 years, was again backed by theGovernment after it appeared to havewithdrawn support. Although Fórsa welcomedthis development, reports that the proposalwould be implemented over a two-year periodinstead of immediately were seen asdisappointing. As this report went to print, theParental Leave (Amendment) Bill had passed allstages in the Dáil and was set for detailedexamination by an Oireachtas committee.

Sick leaveThe critical illness protocol (CIP), which governspublic service arrangements for those on long-term sick leave, was improved in early 2018 toallow more managerial discretion about whatconstitutes a ‘critical illness’ in cases where theprecise medical criteria are not met. New ‘CIPmanagerial discretion guidelines,’ negotiatedwith Fórsa and other unions, make it clear thatmanagers have the flexibility to accept illnessesas ‘critical’ even if they have not quite met thethreshold on the basis of medical certification.An appeals mechanism against unfavourablemanagement decisions, with access to thirdparty adjudication, was also put in place.

The CIP arrangements for the ‘protective year’were also improved. The protective year allowsstaff who return to work following a criticalillness to avail of remaining CIP leave forsubsequent non-critical illnesses or injurieswithin one year of their first date of absence.This protective year period will now begin on thedate of return, which means more support forthose returning from a serious illness who thensuffer a routine health problem in the following12 months.

Fórsa was involved in discussions about thecalculation of certain types of sick leave in theone year/four year look back periods, and on theapplication of temporary rehabilitationremuneration (TRR). In the absence ofagreement, the matter was referred to theLabour Court, which issued a recommendationin November 2018. As this report went to print,the union was awaiting departmentalregulations to give effect to this outcome.

Outsourcing, agency staffing andrelated issuesDespite management attempts to water themdown substantially, the PSSA retains all theoutsourcing protections that unions won innegotiations that led to the earlier Croke Park(2010) and Haddington Road (2013)agreements.

The agreement also requires management toengage with unions with a view to minimisingthe use of agency staff. And it includessafeguards over the use of internships, clinicalplacements, work experience, and job activationmeasures, saying there must be “agreement onprotocols” regarding such programmes.

In early 2019, Fórsa overcame the threat ofoutsourcing of services at the Rathmineswomen’s refuge, which provides family spacesto women and their children who areexperiencing domestic violence. Talks at theWorkplace Relations Commission led to aprocess that ensures services will stay in-house.

EqualityFórsa campaigned strongly over the last twoyears for the introduction of mandatory genderpay gap reporting to compel employers todisclose their gender pay gap. The union gaveevidence as part of the ICTU delegation to theJustice and Equality Select Committee inNovember 2018 on the need to introducerobust legislation that encompassed allemployers and required the publication ofaccurate data on the gender pay gap. The unionalso said remedial action would be needed toreduce the gender pay gap in each employment.

The union welcomed the ratification of the UNConvention on the Rights of the Disabled, andcontinues to lobby Government to improve theavailability of services for the people withdisabilities and employment rights for disabledworkers.

Fórsa welcomed the new provision of paidparental leave, which was introduced inNovember 2019. This welcome first step givesparents of both genders access to paid leave. Itwill involve a new social insurance parentalbenefit payment for employees and the self-employed, which is to be paid for two weeks foreach parent of a child in their first year. TheGovernment proposes to increase this to sevenextra weeks over time. This means that all new

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Industrialrelations


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Report 2017-2019

SláintecareSláintecare is an ambitious ten-year plan toachieve high-quality healthcare, free at the pointof delivery. It won cross-party support in 2017.Fórsa welcomed aspects of the 2019 annualSláintecare action plan, but said theDepartment of Health was moving too slowly onimportant aspects of the initiative. The actionplan sets out a welcome objective of agreeing anew organisational structure for reconfiguredhealth and social care services in 2019. Thiswould clarify the roles of the HSE, healthdepartment and regional and communityorganisations.

But its unambitious commitment merely to “planto develop policy proposals” for the provision ofuniversal services “at no or low cost” to patientsand service-users were criticised by Fórsa. Theunion also said plans to “review” existingrecommendations for removing private practicefrom public acute hospitals fell short. Theunion’s Health and Welfare Divisional Executivecalled on the Government to move faster andwith more ambition to get the foundations of aquality health service in place.

Earlier, Fórsa had outlined a range of stepsnecessary to put Sláintecare in place. The unioncalled for synergy between GP and statehealthcare services, along with a shift awayfrom the insurance-based funding model andtowards public funding. Fórsa also said therewas an urgent need for better alignment ofhospital and community-provided services, andthat private practice in public hospitals shouldbe phased out as quickly as possible.

Fórsa also led the charge on the need for betterdeveloped and resourced community careprovision as a fundamental requirement ofquality health care. It called for a practicalcommitment to the principle of multi-disciplinaryprimary care delivery, as far as possible, incommunities rather than in hospitals. The unionhas also outlined concerns among healthprofessionals and staff that their experienceand contribution will be side-lined, to thedetriment of patients and clients, if newstructures put GPs and consultants at theepicentre of service delivery structures.

Community health organisationsNine new ‘community healthcare organisations’(CHOs) were established to manage and deliverthe provision of primary and community careservices across the country. Talks on staffingand structural issues related to the roll-out ofthe CHOs got underway in January 2018. Thenegotiations, between Fórsa and the HSE,initially focussed on management andgovernance structures, qualifications, andreporting relationships in the new bodies.

However, the momentum was soon lost and, inJuly 2018, Fórsa said it would instruct HSEstaff to cease cooperation with interimagreements for the implementation of CHOs.This was a response to management’s failure togive assurances that the CHO programmewould be rolled out in advance of the fullimplementation of the Sláintecare programme.

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mothers and all new fathers with a child underone year of age will be able to apply for thisleave, along with the normal maternity, adoptive,paternity and unpaid parental leaveentitlements.

The union has established new equalitynetworks to ensure that equality issues arediscussed and progressed within workplaces,branches and divisions. The Women’s ActivistNetwork was successfully launched by ICTUGeneral Secretary Patricia King in November2017. Our new Disability Rights Network waslaunched by Minister for Disabilities FinianMcGrath TD in April 2019. Further work isunderway to organise national events promotingTraveller rights, race equality and improvedrights for LGBT members.

Fórsa’s workplace representative trainingprogramme continues to provide workplaceequality training for large numbers localrepresentatives. Our annual Inspire trainingdays, which took place in 2018 and 2019, werevery successful in empowering women activiststo stand for election.

Health and safetyFórsa is an active participant in the IrishCongress of Trade Union’s Health and SafetyCommittee, which has been raising awarenessof work-related mental health, and has beenworking with the Health and Safety Authority toincrease the number of safety representatives inIrish workplaces.

The number of workplace-related accidents fellby 23% in 2018, according to the Health andSafety Authority (HSA). Thirty-seven people losttheir lives in workplaces, which was ten fewerthan in 2017 and the lowest figure since theestablishment of the HSA in 1989.

A new European Union directive on carcinogenswill be put in place in 2019. This has come as aresult of more 100,000 deaths attributed tocancers caused by working conditions acrossEU member states each year.

Zero-hours contractsIn January 2019, Fórsa welcomed theintroduction of legislation which bans zero-hourcontracts in virtually all circumstances. TheEmployment (Miscellaneous Provisions) Act,2018, passed through both houses of theOireachtas in December and was signed intolaw on Christmas day 2018. The legislation,which came into force in March 2019, includesprovisions on minimum payments for employeescalled in and sent home again without work. Italso requires employers to give workers basicterms of employment within five days. Unions,which had campaigned hard for these reforms,said there was still an urgent need for greaterprotection for workers in the so-called gigeconomy.

Bogus self-employmentIn February 2019, the Irish Congress of TradeUnions (ICTU) released a policy-summarisingfactsheet on bogus self-employment as part ofits continuing campaign on the issue. Thefactsheet addresses the negative impact ofdeliberate misclassification of employees onworkers, the state and society. The term ‘bogusself-employment’ describes situations whereemployers deliberately misclassify workers asself-employed subcontractors in order to paythem less, reduce their social insurance andpension contribution requirements, dodgebenefits like sick leave, and avoid meeting basicemployment law protections.

Report 2017-2019

conclude until the end of 2019. The HSE hasestablished a review group to devise a newrecruitment model, and the union has insistedthat any changes that emerge must be thesubject of negotiations. Fórsa has also soughtfurther engagement with the NRS over its policyon eligibility to access recruitment campaignsfor supplementary panels.

HSE job evaluation schemeThe union published a guide to job evaluation inearly 2017, to help union representatives andmembers to navigate the health service scheme,which was reinstated for clerical andadministrative staff in late 2016 on foot of asuccessful Fórsa campaign. Hundreds ofassessments have since been carried out, and asubstantial proportion has led to regradings ofposts. The scheme is currently open to staff atgrades III to VI, and analogous grades, and itwas opened to similar grades in the child andfamily agency, Tusla, in early 2019. The union’sclaim for grade VIIs to have access to thescheme is set to be considered in the LabourCourt in May 2019.

The evaluations are carried out by trained unionand management representatives from outsidethe employment where the post is based. Theprevious nine-year suspension of the scheme,during a period when hundreds of vacant postswere unfilled and many workers took on newresponsibilities, created substantial pent-updemand for evaluations. Fórsa successfullylobbied for increased resources to be allocated,and newly-trained assessors were set toincrease the capacity for assessments as thisreport went to print.

Health and social careprofessionalsThe health and social care professions (HSCP)include speech and language therapists, socialcare workers, social workers, psychologists,physiotherapists, occupational therapists,dietitians, podiatrists, orthoptists, biochemistsand audiologists.

The interim results of a survey, which waspublished by Fórsa in early 2019, found thathalf of HSCPs identified inadequate staffinglevels as their top concern at work. Pooropportunities for career progression was the

second biggest concern, while increasedcaseloads and workloads came in third. Otherissues highlighted in the study, which was thefirst of its kind in Ireland, included lack ofadministrative support, poor communications,worries about proposed community healthstructures, work-related stress, and personalsafety. A number of HSCPs said personalthreats and workplace assaults were on theincrease.

Over 200 professionals attended Fórsa’sconference on the ‘future for health and socialcare professionals in a changing health service’in early 2018. The event explored the future ofthe professions with reference to emerginghealth service structures, demographicchanges, and the relationships between healthpromotion, hospital care and community-basedprimary care and social services.

Fórsa won widespread media coverage of theevent, which was addressed by senior managersin hospital, community care, and voluntarysector services, along with international expertsand the Irish health minister. The union arguedthat service planning for Sláintecare had beenhampered because politicians and healthservice managers had failed to place the healthand social care professions at the centre ofplanning. It said the country’s 18,000 healthand social care professionals were neglected inhealth service planning and delivery, and that80-90% of final year health professionstudents were considering emigration as a moreattractive option than working in the Irish healthservice.

Fórsa listed a range of actions that arenecessary to realise the full potential of theprofessions in the delivery of Sláintecare andother health service improvements. Theyinclude:

n The appointment of more HSCPs toleadership positions including in areas likeworkforce and service planning, with theimmediate creation of a health departmentposition of Senior Advisor on TherapyServices

n More certainty about how new CommunityHealth Organisations will interact withhospital groups, and what this means fortherapy and care service provision


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The union fully supports Sláintecare’s vision ofquality public health services, free at the pointof delivery, and said the transition would bemuch smoother if solid community healthcarestructures were quickly put in place. This isbecause community services are the bedrock ofthe ambitious plan, and Fórsa says it’s possibleto establish structures that can be smoothlyadapted to Sláintecare as it is implemented.

The union referred the issue to the WorkplaceRelations Commission (WRC), and its non-cooperation campaign was lifted aftersubstantial progress was made on issuesincluding senior structures in social and primarycare, risk assessment in social care governancestructures, the role of network managers,reporting relationships, clerical andadministrative competitions, job evaluation,career paths for health and social careprofessionals, and other related outstandingissues.

As this report went to print, Fórsa remained inongoing talks with the HSE about strengthenedCHO structures in primary care and social care.

The union is insisting that the role of the therapymanager must remain central in service delivery,and that the number of therapy manager postsmust be maintained. Fórsa is also pursuingmatters relevant to the mental health and healthand wellbeing directorates, including supportstructures in those areas.

Clerical and administrativerecruitmentFollowing the lifting of the public servicerecruitment embargo, which led to significantunderstaffing in health service administration,hiring of clerical and administrative hasresumed. But, although the number ofrecruitment campaigns expected from theHSE’s national recruitment service (NRS) hasmore than doubled in recent years, overallstaffing levels have not increased significantly.

Fórsa has frequently raised the slow pace ofrecruitment; for example, the HSE’s grade IVrecruitment campaign is not expected to

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Branch delegates decide policyat the union’s 2017 Health andWelfare Conference.

Report 2017-2019

TuslaA June 2018 HIQA report into the child andfamily agency’s management of child abuseclaims called on the agency to create formalcareer-path mechanisms as a matter of urgency.The report, which was requested by thechildren’s minister on foot of criticisms of Tusla’shandling of child abuse complaints against aGarda whistle blower, called on the agency to“seek the assistance of higher education andtraining establishments to create formal career-path mechanisms for students and graduates tosupport current and future workplace needs.” Italso sought the development of a workforcestrategy and a review of the agency’s skills mix.

Despite some serious issues and shortcomingidentified in the HIQA report, it cited the ”manyexamples of good practice by committed Tuslapersonnel in how they are managing allegationsof child sexual abuse and retrospective abuse,”and said Tusla staff are “openly committed tochild protection and welfare.” The Tusla chiefexecutive wrote to staff on the eve of thereport’s publication. He pointed out that theHIQA report contained no indication that anychild was harmed as a result of the agency’sactions or inaction, and said significant progresshad been made in the past four years, leading to

a 46% reduction in unallocated cases and theroll-out of the National Childcare InformationSystem.

A mandatory out-of-hours telephone reportingline went live in 2018 following a review ofTusla’s emergency out of hours service. Fórsasecured four additional senior social workpractitioner jobs to support the initiative. As thisreport went to print, the union was awaitingdates for discussions on a 24-hour support linefor foster carers, which was also recommendedin the review.

Staff recruitment and retention remains a majorissue for Tusla, which has now established itsown recruitment unit. Fórsa engagement withmanagement over its strategic workforce plan isencompassing issues of recruitment, retentionand grading structures. The union is also in talksabout a draft ‘time off in lieu’ policy.

Fórsa secured access to the HSE job evaluationscheme for Tusla clerical and admin grades III toVI in early 2019. Tusla agreed to provideadditional staff to become evaluators, which willincrease the number of evaluation teamsavailable.


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n Additional investment and recruitment toease staffing shortages, bring down waitingtimes, and move towards a seven-dayservice where there is demand for it

n Improved career paths, with enough clinicalspecialists to reflect the development ofprofessional knowledge and the needs ofpatients and clients

n A “radical but simple shift” to allowtherapists and others to refer clients toother health and social care professionals asnecessary, rather than sending them back toa consultant or GP

n A sustained effort to demonstrate to youngtherapists, social workers and carers thatthere is a rewarding professional future forthem in the Irish health and social caresystem

n More management support and advocacyfor staff in highly-stressed settings like childprotection

n More consistent and solid employer supportfor continuous professional development,which would also contribute to workforceplanning and improved outcomes forpatients and clients, and

n Pay equity in section 39 organisations,starting with those that are relatively-wellfunded from the public purse.

Fórsa has sought further engagement with theHSE’s recruitment service over its policy oneligibility to access recruitment campaigns forsupplementary panels, particular for health andsocial professional grades.

In June 2018, a Fórsa campaign led to improvedprotections for people using the services ofdietitians and speech and language therapists.The health department tightened the rulesgoverning the use of these professional titles onfoot of representations by the union andprofessional associations.

Review of needs assessment A joint review group, made up of representativesof Fórsa and management, has been working ona revision of the HSE’s ‘assessment of need’policy, which governs the process ofestablishing the services required to meetchildren’s disability or health needs. The union isseeking appropriate staffing levels to deliver theassessment of need service.

The review group was established to address anumber of issues around the assessment ofneed policy, including a proposed limit on theamount of time spent with each child whileconducting the assessment process. It wasformed after the union raised concerns that timelimits would have a negative impact on thedisability assessment process. Fórsarepresentatives on the joint review groupinclude union officials and specialistprofessionals including speech and languagetherapists, psychologists, occupationaltherapists and assessment officers. The reportof the review group was received by the unionshortly before this report went to print.

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Conference delegatesconsider healthmatters.

“Fórsa wants improved careerpaths, withenough clinicalspecialists to reflect the needsof patients andclients.”

Report 2017-2019

professionals and play therapists – had beenoverlooked. Following representations from theunion, the HSE’s HR department produced a listof these grades and invited the union to outlinea specific claim for each. This process led to thetalks on the draft circular.

Hospital pharmacistsFórsa was in talks on enhancing hospitalpharmacist grading structures at the WorkplaceRelations Commission (WRC) in 2018. Changesto grading structures and savings-generatingreforms were recommended by the 2011‘McLoughlin report.’ Implementation of thereport’s recommendations was delayed, butdiscussions on implementation later resumed.Hospital pharmacists had been refusing toprovide value for money data in order to initiatetalks on the implementation ofrecommendations. The instruction not toprovide data was lifted ahead of the WRCmeeting. In February 2019, managementconfirmed that significant cost savings wouldarise from implementation of the report, andconfirmed to the WRC that the union’s claim wasnot cost increasing. This removed the finalbarrier to implementation of the plan, which isnow expected to go ahead.

Fórsa outlined the union’s concerns on thefalsified medicine directive at a meeting withpharmacy management in early 2019. Theunion expressed frustration at the lack ofconsultation on the development, and concernsat the lack of clarity over responsibility forimplementation of required new structures, andother issues around staffing and facilities. Fórsahas insisted that hospitals and hospital groupsbe explicitly informed of the legal obligationsplaced on pharmacists, and the obligations onemployers to provide a safe workingenvironment to enable them to comply with thelegislation.

Clinical measurementAn engagement on the outstanding McHughreport, which took place in the WorkplaceRelations Commission (WRC) for the first time intwo years in February 2019, was attended byofficials and members of the vocational group.Management undertook to review what aspectsof the report could be implemented immediately.

National finance reformMonthly review meetings between Fórsa andthe national finance project team, which havecontinued in the period under review, led to aprocess for ‘expressions of interest’ for nationalproject posts. As this report went to print, theprocess was entering a crucial phase, and theunion is making arrangements to intensifyconsultations at regional and local level.

Home help coordinatorsThe union is consulting with home helporganisers following management’s publicationof a plan for home help structures, whichemerged from a Workplace RelationsCommission engagement on substructures incommunity care.

DentalAn update on a new HSE national policy fordental services was expected as this reportwent to print. Senior dental hygienist posts wereagreed in 2018.

Procurement and logisticsFórsa reached agreement on a national reviewof logistics, and discussions with managementregarding its terms of reference were underwayas this report went to print. The union alsosecured competitions for supplies officer gradesA and B, and the interview processes was due tocommence shortly as this report went to print.Fórsa is now in discussions about competitionarrangements for supplies officers C and D.

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As this report went to print, the union was at anadvanced stage in negotiations on a review ofstructures in Tusla’s assessment consultationtherapy service (ACTS), and a draft policy andprocedures on allegations against staff is outfor consultation following discussions betweenFórsa and Tusla management.

Civil registrationIn mid-2018, Fórsa won significant progress onthe number of superintendent posts in the civilregistration service. Under an agreement struckwith the HSE, the service is set to retain eightsuperintendent posts, with one of the post-holders gaining national lead responsibility. Thiscame on foot of concerns over how the servicecould match Community Health Organisationstructures after an external review hadrecommended that the number ofsuperintendents be reduced from eight to four.

As this report went to print, Fórsa was awaitingassurances that the civil registration service willnot be taken into the civil service GeneralRegister Office (GRO). The GRO has denied thatthis is planned.

Leave standardisationAs this report went to print, Fórsa and the HSEwere in the final stages of agreeing the detail ofa circular on leave standardisation for hospitalstaff. Fórsa had been in discussions with theHSE since early 2018, when the healthemployer agreed to address variations in leavefor hospital staff left behind in an earlierstandardisation exercise. The HSE had agreedto standardise leave for most hospital grades in2009. But when Fórsa looked for this to berolled out to voluntary hospitals, it emerged thata significant number of grades – includingpharmacists, clinical measurement

Angela McGinley, Isobel McGlinchey and Marie Boyle, Donegal Health and Welfare Branch.


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Conscientious objectionFórsa was in talks with health employers toextend conscientious objection protocolsgoverning medical professions and abortion tonon-medical clinical grades in the health service.The union says hospital pharmacists andpregnancy counsellors should be encompassedby the protocols, even though doctors, nursesand midwives are the only grades specificallynamed in legislation adopted following the2018 referendum. Management has acceptedthe principle that provision must be made forthe union’s members in clinical grades.

Storm EmmaFórsa’s intervention led to an early commitmentfrom health minister Simon Harris that staffwould not lose annual leave if they were forcedto miss work because of the extremely badweather caused by Storm Emma in February2018. It was subsequently agreed that a day’spaid emergency leave for each of three dayswould be paid to staff who could not attendwork. Those who attended on these daysreceived one days’ time-off-in-lieu for each daythey were at work, while those who went to workbefore their shift started, after being requestedto do so by management, receive modestpayments, as did staff who stayed on-site tohelp after their shifts ended.

The agreement, which also applied in ‘section38’ voluntary hospitals, was subsequentlyextended to Tusla, and the union is be seekinghave it applied in ‘section 39’ agencies. A joint-management working group was established toagree a protocol for dealing with similar extremeweather events in future.

Appendix

Stephen Broderick,Dublin Hospitals

Branch.

Report 2017-2019

27

Salary

scales


28

Report 2017-2019

Medical and dental gradesMedical Officer of District/Community Hospitalwith 0-60 BedsLRA 29,093

Medical Officer of District/Community Hospitalwith 0-60 Beds of which 1-12 are DesignatedAssessment/Rehab BedsLRA 32,926

Medical Officer of District/Community Hospitalwith 0-60 Beds of which 13-20 are DesignatedAssessment/Rehab BedsLRA 34,901

Medical Officer of District/Community Hospitalwith 0-60 Beds of which >20 are DesignatedAssessment/Rehab BedsLRA 36,873

Medical Officer of District/Community Hospitalwith 61-120 BedsLRA 32,926

Medical Officer of District/Community Hospitalwith 61-120 Beds of which 1-12 areDesignated Assessment/Rehab BedsLRA 34,901


Medical Officer of District/Community Hospitalwith 61-120 Beds of which >20 areDesignated Assessment/Rehab BedsLRA 38,862

Medical Officer of District/Community Hospitalwith 121-180 BedsLRA 34,901



Medical Officer of District/Community Hospitalwith 121-180 Beds of which >20 areDesignated Assessment/Rehab BedsLRA 41,836

Medical Officer of District/Community Hospitalwith >180 BedsLRA 36,873

Medical Officer of District/Community Hospitalwith >180 Beds of which 1-12 are DesignatedAssessment/Rehab BedsLRA 38,862

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Revision of salaries with effect from 1st January 2019 (unless otherwise stated).

Medical Officer of District/Community Hospitalwith >180 Beds of which 13-20 areDesignated Assessment/Rehab BedsLRA 43,781

Medical Officer of District/Community Hospitalwith >180 Beds of which >20 are DesignatedAssessment/Rehab BedsLRA 47,692

Area Medical OfficerLRA 66,904 – 67,920 – 69,223 – 71,907 –73,928 – 75,919 – LSI 1 77,815 – LSI 279,711

Area Medical Officer – SeniorLRA 78,583 – 80,740 – 82,932 – 85,084 –87,247 – 89,446 – LSI 1 91,471 – LSI 293,498

Medical Officer – SeniorLRA 78,583 – 80,740 – 82,923 – 85,084 –87,247 – 89,446 – LSI 1 91,471 – LSI 293,498

Medical Officer – PrincipalLRA 100,079

Director of Community CareLRA 106,659

Specialist in Public Health MedicineLRA 111,864

Director of Public Health MedicineLRA 127,623

Community Opthalmic PhysicianLRA 89,446 – LSI 1 91,471 – LSI 2 93,498

InternLRA 36,857

Senior House OfficerLRA 43,897 – 46,099 – 49,390 – 51,543 –55,872 – 58,023 – 60,124

RegistrarLRA 55,872 – 58,023 – 60,124 – 61,668 –63,728 – 65,794

Senior RegistrarLRA 66,661 – 68,747 – 70,835 – 73,061 –75,630 – 78,305

Specialist RegistrarLRA 62,638 – 64,119 – 66,259 – 68,183 –71,321 – 74,462 – 77,601

Vocational Trainee in DentistryLRA 41,577 – 46,083

Clinical Dental Surgeon (Grade I)LRA 47,526 – 50,464 – 52,693 – 55,958

General Dental SurgeonLRA 60,461 – 63,530 – 66,555 – 68,670 –71,701 – 74,748 – 77,781 – LSI 1 82,339 –LSI 2 86,897

Senior Dental SurgeonLRA 74,407 – 77,781 – 81,173 – 84,544 –LSI 1 89,419 – LSI 2 94,295

Senior Administrative Dental Surgeon (Incs.Higher Duties Allowance)LRA 78,001 – 81,534 – 85,105 – 88,643 –LSI 1 93,762 – LSI 2 98,882

Principal Dental Surgeon (Incs. Planning &Evaluation Duties Allowance)LRA 91,001 – 94,792 – 98,590 – LSI 1104,263 – LSI 2 109,935

Principal Dental Surgeon (Incs. Regional DutiesAllowance)LRA 89,034 – 92,743 – 96,456 – LSI 1102,002 – LSI 2 107,549

Specialist in OrthodonticsLRA 139,921

Mental health (psychiatric)nursing gradesStudent Mental Health Nurse (RosteredPlacement)LRA 21,312 Annualised

Mental Health Staff Nurse (Post Qualification,Pre-Registration)LRA 25,659

Mental Health, Staff Nurse (AdaptationPlacement)LRA 25,659

Mental Health Staff NurseLRA 30,004 – 31,692 – 32,894 – 34,120 –35,404 – 36,613 – 37,875 – 38,857 –39,929 – 41,319 – 42,686 – 44,634 – LSI45,992

Senior Staff Nurse (Mental Health)LRA 48,204

Dual Qualified Mental Health Staff NurseLRA 35,806 – 38,062 – 39,265 – 40,191 –41,212 – 42,570 – 43,893 – 45,841 – LSI47,201

Senior Staff Nurse (Dual Qualified MentalHealth)LRA 49,471

Report 2017-2019

Clinical Nurse Manager 1 (General)LRA 45,179 – 46,006 – 47,174 – 48,361 –49,530 – 50,707 – 52,018 – 53,240

Clinical Nurse Manager 2 (General)LRA 49,056 – 49,868 – 50,555 – 51,677 –52,917 – 54,134 – 55,351 – 56,721 –57,995

Clinical Nurse Specialist (General)LRA 49,056 – 49,868 – 50,555 – 51,677 –52,917 – 54,134 – 55,351 – 56,721 –57,995

Clinical Nurse Manager 3 (General)LRA 56,448 – 57,565 – 60,389 – 61,499 –62,616 – 63,747

Clinical Nurse Instructor (General)LRA 51,185 – 52,013 – 52,626 – 53,764 –54,911 – 56,148 – 57,393 – 58,636 –59,876

Nurse Tutor (General)LRA 57,736 – 58,521 – 59,302 – 60,087 –60,870 – 61,656 – 62,436 – 63,223 –64,007 – 64,790

Nurse Tutor MidwiferyLRA 57,736 – 58,521 – 59,302 – 60,087 –60,870 – 61,656 – 62,436 – 63,223 –64,007 – 64,790

Principal Nurse TutorLRA 60,552 – 61,694 – 62,737 – 65,997 –67,136 – 67,179 – 68,484 – 70,233

Student Public Health NurseLRA 33,157

Public Health NurseLRA 47,799 – 48,591 – 49,268 – 50,334 –51,560 – 52,748 – 53,944 – 55,288 –56,540

Assistant Director of Public Health NursingLRA 56,452 – 59,553 – 60,828 – 62,002 –63,188 – 64,812

Director of Public Health NursingLRA 74,111 – 76,358 – 78,611 – 80,959 –83,115 – 85,368

Advanced Nurse PractitionerLRA 56,993 – 58,097 – 59,162 – 62,431 –63,460 – 64,656 – 65,773 – 66,884 –70,237

Assistant Director of Nursing (Band 1 Hospitals)LRA 56,993 – 58,097 – 59,162 – 62,431 –63,460 – 64,656 – 65,773 – 66,884 –70,237

Assistant Director of Nursing (Non-Band 1Hospitals)LRA 54,125 – 55,279 – 56,452 – 59,553 –60,828 – 62,002 – 63,188 – 64,811

Area Director, Nursing & Midwifery Planning &DevelopmentLRA 79,520 – 81,897 – 84,250 – 86,267 –88,516 – 90,812 – 93,074

Hospital Group Director of Nursing & MidwiferyLRA 98,145 – 102,507 – 106,869 – 111,229– 115,592 – 117,485

Director, Nurse & Midwifery Planning &DevelopmentLRA 72,448 – 74,404 – 76,560 – 78,929 –81,525 – 84,191

Director of Nursing Band 1 (General)LRA 75,597 – 77,698 – 79,803 – 81,901 –84,001 – 86,109 – 88,208


Director of Nursing Band 2A (General)LRA 69,784 – 70,983 – 72,187 – 73,385 –74,588 – 75,786 – 76,987




Director, Centre of Nurse EducationLRA 66,286 – 67,318 – 69,327 – 71,337 –73,346 – 75,356 – 77,364 – 79,459


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Community Psychiatric NurseLRA 47,488 – 47,701 – 48,591 – 49,391 –51,040 – 51,965 – 52,955 – 53,952 –55,094 – 56,151

Clinical Nurse Manager 1 (Mental Health)LRA 45,179 – 46,006 – 47,174 – 48,361 –49,530 – 50,707 – 52,018 – 53,240

Clinical Nurse Manager 2 (Mental Health)LRA 49,056 – 49,868 – 50,555 – 51,677 –52,917 – 54,134 – 55,351 – 56,721 –57,995

Clinical Nurse Specialist (Mental Health)LRA 49,056 – 49,868 – 50,555 – 51,677 –52,917 – 54,134 – 55,351 – 56,721 –57,995

Community Mental Health NurseLRA 49,056 – 49,868 – 50,555 – 51,677 –52,917 – 54,134 – 55,351 – 56,721 –57,995

Clinical Nurse Manager 3 (Mental Health)LRA 56,448 – 57,565 – 60,389 – 61,499 –62,616 – 63,747

Nurse Tutor (Mental Health)LRA 57,736 – 58,521 – 59,302 – 60,087 –60,870 – 61,656 – 62,436 – 63,223 –64,007 – 64,790

Principal Nurse Tutor (Mental Health)LRA 60,552 – 61,694 – 62,737 – 65,997 –67,136 – 67,179 – 68,484 – 70,233

Advanced Nurse Practitioner (Mental Health)LRA 58,286 – 60,056 – 61,817 – 65,853 –66,655 – 68,483 – 70,237

Assistant Director of Nursing, Mental HealthServicesLRA 58,286 – 60,056 – 61,817 – 65,853 –66,655 – 68,483 – 70,237

Director of Nursing, Mental Health ServicesLRA 74,111 – 76,358 – 78,611 – 80,959 –83,115 – 85,368

General nursing gradesStudent Nurse/Midwife (Rostered Placement)LRA 20,851 Annualised

Student Nurse Intellectual Disability (RosteredPlacement)LRA 20,851 Annualised

Student Nurse Childrens (Rostered Placement)LRA 20,851 Annualised

Student Nurse Midwifery (Rostered Placement)LRA 20,851 Annualised

Staff Nurse (Adaptation Placement)LRA 25,099

Staff Nurse (Adaptation Placement) ChildrensLRA 25,099

Staff Nurse (Post Qualification, Pre Registration)LRA 25,099

Staff NurseLRA 29,346 – 31,110 – 32,171 – 33,367 –34,876 – 36,383 – 37,883 – 39,180 –40,480 – 41,775 – 43,070 – 44,343 – LSI45,701

(Staff Nurse) Registered Midwife (AdaptationPlacement)LRA 25,099

(Staff Nurse) Registered MidwifeLRA 29,346 – 31,110 – 32,171 – 33,367 –34,876 – 36,383 – 37,883 – 39,180 –40,480 – 41,775 – 43,070 – 44,343 – LSI45,701

(Staff Nurse) Registered Sick Children’s NurseLRA 29,346 – 31,110 – 32,171 – 33,367 –34,876 – 36,383 – 37,883 – 39,180 –40,480 – 41,775 – 43,070 – 44,343 – LSI45,701

(Staff Nurse) Registered Intellectual DisabilityNurseLRA 29,346 – 31,110 – 32,171 – 33,367 –34,876 – 36,383 – 37,883 – 39,180 –40,480 – 41,775 – 43,070 – 44,343 – LSI45,701

Senior Staff Nurse (General)LRA 47,898

Dual Qualified Staff Nurse (General)LRA 35,806 – 38,062 – 39,265 – 40,191 –41,212 – 42,570 – 43,893 – 45,841 – LSI47,201

Senior Staff Nurse (Dual Qualified) (General)LRA 49,471

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Report 2017-2019

Clinical Photographer (Senior Grade)LRA 46,016 – 47,359 – 48,700 – 50,001 –51,341 – 52,675 – 54,007 – 55,379 – LSI 157,363 – LSI 2 59,346

Counsellor Therapist – National CounsellingServiceLRA 43,738 – 46,136 – 48,484 – 51,149 –53,817 – 56,481 – 59,147 – 61,812 –64,477 – 67,143 – 68,734 – 71,328 –73,922 – 76,509

Director of Counselling – National CounsellingServiceLRA 89,353 – 91,296 – 93,240 – 95,183 –97,126 – 99,069 – 101,012 – 103,966 –107,313

Dental HygienistLRA 35,779 – 38,130 – 39,641 – 40,996 –42,238 – 43,527 – 44,829 – 46,141 –47,615 – 48,394 – 49,737 – 50,898 –52,080 – LSI 53,085

DieticianLRA 35,672 – 37,784 – 39,522 – 40,786 –41,856 – 42,965 – 44,059 – 45,184 –46,301 – 47,418 – 48,595 – 49,833 –51,069 – LSI 52,059

Dietician, SeniorLRA 52,162 – 53,274 – 54,420 – 55,557 –56,695 – 57,891 – 59,152 – 60,410 –61,418

Clinical Specialist DieticianLRA 57,701 – 58,813 – 59,958 – 61,097 –62,232 – 63,430 – 64,690 – 65,947 –66,957

Dietician ManagerLRA 62,880 – 65,142 – 66,380 – 68,594 –70,794 – 72,998 – 75,195

Dietician Manager-in-Charge IIILRA 72,599 – 73,746 – 74,890 – 76,096 –77,365 – 78,632 – 79,647

Dosimetrist, BasicLRA 34,189 – 36,474 – 37,875 – 39,606 –41,221 – 43,034 – 44,462 – 45,857 –48,438 – 49,922 – 51,472 – 53,018 –54,984 – 55,679 – LSI 56,758

Dosimetrist, SeniorLRA 53,930 – 56,653 – 59,094 – 61,565 –64,054 – 65,900 – 66,749 – 68,582

E.C.G. Technician, StudentLRA 22,963 – 23,909 – 24,972 – 25,827 –26,080

E.C.G. Technician (with Formal Qualification)LRA 26,976 – 28,410 – 29,860 – 30,449 –31,087 – 32,825 – 33,523 – 34,530 –35,635 – 36,656 – 37,708 – LSI 1 40,089 –LSI 2 42,490

E.C.G. Technician (without Formal Qualification)LRA 27,246 – 28,694 – 30,159 – 30,449 –31,087 – 32,825 – 33,523 – 34,530 –35,635

E.C.G. Technician, SeniorLRA 37,360 – 38,292 – 39,292 – 40,316 –41,383 – LSI 1 43,716 – LSI 2 45,986

E.C.G. Technician, Chief ILRA 39,886 – 40,736 – 41,840 – 42,921 –44,189 – LSI 1 46,410 – LSI 2 48,613

Environmental Health Officer, BasicLRA 38,084 – 40,455 – 42,202 – 43,961 –45,711 – 47,464 – 49,224 – 50,977 –52,727 – 54,482 – 56,243 – LSI 1 58,046 –LSI 2 59,843

Environmental Health Officer, SeniorLRA 48,693 – 50,461 – 52,236 – 54,007 –55,780 – 57,556 – 59,328 – 61,096 –62,877 – 64,649 – LSI 1 66,688 – LSI 267,684

Environmental Health Officer, PrincipalLRA 64,547 – 66,528 – 67,474 – 69,405 –71,338 – 73,266 – 75,207 – LSI 1 77,646 –LSI 2 80,082

Environmental Health Officer, Regional ChiefLRA 70,572 – 72,291 – 75,012 – 77,753 –80,472 – 83,198 – 85,912

GI PhysiologistLRA 35,417 – 37,423 – 39,239 – 40,063 –40,975 – 43,365 – 44,814 – 46,267 – LSI 149,848 – LSI 2 53,372

GI Physiologist SeniorLRA 44,487 – 45,816 – 47,222 – 48,658 –50,139 – 51,513 – LSI 1 54,912 – LSI 258,316

GI Physiologist Chief ILRA 48,476 – 49,482 – 50,818 – 52,115 –53,412 – 54,697 – LSI 1 58,017 – LSI 261,404

GI Physiologist Chief IILRA 49,871 – 52,296 – 54,660 – 57,037 –59,452 – 62,565 – LSI 1 66,089 – LSI 268,401


32

Health and social careprofessional gradesAnalytical Chemist, Executive without Branch ECertLRA 43,922 – 46,315 – 48,689 – 50,461 –52,234 – 54,009 – 55,780 – 57,555 –59,326 – 61,096 – 62,874 – 64,646 – LSI 166,687 – LSI 2 67,682

Analytical Chemist, Executive (AdvancedPractitioner)LRA 49,369 – 52,603 – 54,741 – 57,146 –59,522 – 61,926 – 64,345 – 66,752 –68,092 – LSI 1 71,100 – LSI 2 73,247

Audiologist, Staff GradeLRA 31,625 – 33,279 – 34,688 – 35,881 –36,862 – 37,849 – 38,877 – 39,892 –40,870 – LSI 41,650

Audiologist, SeniorLRA 43,668 – 45,379 – 46,479 – 47,733 –49,009 – 50,313

Audiologist, Clinical SpecialistLRA 47,733 – 49,009 – 50,313 – 52,994 –55,742 – 58,556

Audiologist, ChiefLRA 50,313 – 52,994 – 55,742 – 58,556 –61,436 – 64,382

Audiologist, Assistant National LeadLRA 63,037 – 65,847 – 67,615 – 70,349 –72,087 – 75,821 – 78,555 – 81,293 – LSI 183,813 – LSI 2 86,567

Audiology, National LeadLRA 77,811 – 83,208 – 88,702 – 94,247 –99,379 – LSI 1 102,479 – LSI 2 105,576

BiochemistLRA 35,465 – 36,946 – 38,292 – 40,408 –41,467 – 43,976 – 45,599 – 47,237 –48,902 – 50,565 – 52,232 – 53,913 –55,606 – 57,318 – 58,981 – LSI 60,124

Biochemist, SeniorLRA 54,954 – 57,442 – 59,649 – 61,907 –64,234 – 66,521 – 67,825 – 70,093 –72,377

Biochemist, PrincipalLRA 66,565 – 69,669 – 73,454 – 77,233 –81,025 – 84,805 – 88,996 – 91,788 –94,599

Cardiac Physiologist (formerly CardiacCatheterisation Physiologist)LRA 35,417 – 37,423 – 39,239 – 40,063 –40,975 – 43,365 – 44,814 – 46,267 – LSI 149,848 – LSI 2 53,372

Cardiac Physiologist Senior (formerly CardiacCatheterisation Physiologist Senior)LRA 44,487 – 45,816 – 47,222 – 48,658 –50,139 – 51,513 – LSI 1 54,912 – LSI 258,316

Cardiac Physiologist Chief I (formerly CardiacCatheterisation Physiologist Chief I)LRA 48,476 – 49,482 – 50,818 – 52,115 –53,412 – 54,697 – LSI 1 58,017 – LSI 261,404

Cardiac Physiologist Chief II (formerly CardiacCatheterisation Physiologist Chief II)LRA 49,871 – 52,296 – 54,660 – 57,037 –59,452 – 62,565 – LSI 1 66,089 – LSI 268,401

ChiropodistLRA 35,672 – 37,784 – 39,522 – 40,786 –41,856 – 42,965 – 44,059 – 45,184 –46,301 – 47,418 – 48,595 – 49,833 –51,069 – LSI 52,059

Chiropodist, SeniorLRA 52,162 – 53,274 – 54,420 – 55,557 –56,695 – 57,891 – 59,152 – 60,410 –61,418

Clinical Specialist ChiropodistLRA 57,701 – 58,813 – 59,958 – 61,097 –62,232 – 63,430 – 64,690 – 65,947 –66,957

Clinical Engineering TechnicianLRA 30,460 – 31,715 – 33,407 – 34,095 –35,480 – 38,216 – 40,249

Clinical Engineering Technician, SeniorLRA 41,649 – 43,695 – 45,934 – 48,302 –50,832 – 53,365 – 55,947 – LSI 1 57,945 –LSI 2 59,812

Clinical Engineering Technician, PrincipalLRA 58,034 – 59,941 – 62,568 – 64,352 –65,879 – 66,613

Clinical Engineering Technician, ChiefLRA 60,602 – 62,964 – 65,405 – 67,285 –68,207 – 70,121 – 72,232 – 74,013

Clinical Photographer (Basic Grade)LRA 28,594 – 30,177 – 31,343 – 33,095 –34,654 – 36,148 – 37,640 – 39,101 –40,563 – 42,001 – 43,476 – 44,872 –46,016 – LSI 1 47,523 – LSI 2 49,023

33

Report 2017-2019

Pharmacist, SeniorLRA 61,641 – 64,475 – 65,381 – 66,285 –66,395 – 67,658 – 69,001 – 71,342

Pharmacist, Chief IILRA 68,227 – 72,669 – 75,264 – 78,473 –81,899 – 85,447

Pharmacist, Chief ILRA 77,261 – 80,805 – 82,193 – 84,114 –86,244 – 88,417

Phlebotomist TraineeLRA 19,430

PhlebotomistLRA 29,202 – 31,422 – 32,333 – 33,726 –35,204 – 36,703 – 38,210 – 39,754 – LSI40,514

Phlebotomist, SeniorLRA 35,398 – 37,341 – 39,007 – 40,735 –42,456 – 44,234

Physicist, Graduate Trainee – Year 1LRA 25,848

Physicist, Graduate Trainee – Year 2LRA 27,045

PhysicistLRA 37,255 – 39,973 – 41,247 – 43,288 –45,313 – 47,704 – 49,279 – 50,789 –54,636 – 56,274 – 58,003 – 59,730 –61,452 – 63,196 – 64,157

Physicist, SeniorLRA 63,037 – 65,847 – 67,615 – 70,349 –73,087 – 75,821 – 78,555 – 81,293 – LSI 183,813 – LSI 2 86,567

Physicist, PrincipalLRA 77,811 – 83,208 – 88,702 – 94,247 –99,379 – LSI 1 102,479 – LSI 2 105,576

Physicist, ChiefLRA 99,938 – 102,782 – 105,628 – 107,948– LSI 1 111,322 – LSI 2 114,691

PhysiotherapistLRA 35,672 – 37,784 – 39,522 – 40,786 –41,856 – 42,965 – 44,059 – 45,184 –46,301 – 47,418 – 48,595 – 49,833 –51,069 – LSI 52,059

Physiotherapist, SeniorLRA 52,162 – 53,274 – 54,420 – 55,557 –56,695 – 57,891 – 59,152 – 60,410 –61,418

Clinical Specialist PhysiotherapistLRA 57,701 – 58,813 – 59,958 – 61,097 –62,232 – 63,430 – 64,490 – 65,947 –66,957

Physiotherapist ManagerLRA 62,880 – 65,142 – 66,380 – 68,594 –70,794 – 72,998 – 75,195

Physiotherapist Manager-in-Charge IIILRA 72,599 – 73,746 – 74,890 – 76,096 –77,365 – 78,632 – 79,647

Play Specialist, BasicLRA 35,642 – 37,724 – 39,488 – 40,614 –41,833 – 42,959 – 43,990 – 45,209 –45,923 – 47,460 – 48,586 – 49,805 –51,024 – LSI 52,009

Play Specialist, SeniorLRA 50,663 – 51,903 – 53,239 – 54,767 –56,104 – 57,354 – 58,481 – 59,245

Play Therapist, BasicLRA 35,672 – 37,784 – 39,522 – 40,786 –41,856 – 42,965 – 44,059 – 45,184 –46,301 – 47,418 – 48,595 – 49,833 –51,069 – LSI 52,059

Play Therapist, SeniorLRA 52,162 – 53,274 – 54,420 – 55,557 –56,693 – 57,892 – 59,152 – 60,410 –61,418

Psychologist, Trainee Clinical (post 2006)LRA 33,852 – 36,448 – 41,340

Psychologist, ClinicalLRA 50,582 – 53,799 – 56,088 – 58,476 –60,851 – 63,205 – 66,168 – 69,580 –73,546 – 77,563 – 80,833 – LSI 1 83,358 –LSI 2 85,886

Psychologist, EducationalLRA 50,582 – 53,799 – 56,088 – 58,476 –60,851 – 63,205 – 66,168 – 69,580 –73,546 – 77,563 – 80,833 – LSI 1 83,358 –LSI 2 85,886

Psychologist, CounsellingLRA 50,582 – 53,799 – 56,088 – 58,476 –60,851 – 63,205 – 66,168 – 69,580 –73,546 – 77,563 – 80,833 – LSI 1 83,358 –LSI 2 85,886

Psychologist, Senior ClinicalLRA 79,918 – 81,757 – 83,611 – 85,455 –87,285 – 87,987 – LSI 1 90,737 – LSI 293,491


34

Hospital Chaplains, Roman CatholicLRA 46,771 – 47,898 – 49,262 – 51,816 –53,346 – LSI 1 55,246 – LSI 2 57,158

Laboratory ManagerLRA 68,254 – 71,277 – 73,935 – 76,604 –79,327 – 81,997 – 84,737 – 87,391 –90,063

Medical ScientistLRA 32,692 – 34,051 – 36,211 – 37,235 –38,208 – 40,510 – 41,999 – 43,503 –45,032 – 46,558 – 48,089 – 49,632 –51,185 – 52,756 – 54,282 – LSI 55,331

Medical Scientist, Senior (without F.A.M.L.S.)LRA 49,964 – 52,218 – 54,218 – 56,264 –58,372

Medical Scientist, Senior (with F.A.M.L.S.)LRA 49,964 – 52,218 – 54,218 – 56,264 –58,372 – 60,444 – 62,577 – 64,689 –66,817

Specialist Medical ScientistLRA 55,503 – 57,757 – 59,758 – 61,803 –63,912 – 65,983 – 67,089 – 69,143 –71,213

Medical Scientist, ChiefLRA 60,883 – 63,600 – 65,990 – 67,356 –69,739 – 72,076 – 74,473 – 76,796 –79,135

Neuro-Physiologist

Documents

Health and Welfare Division - Forsa...Coughlan and Pat Fallon became ex-officio members of the Health and Welfare Divisional Executive in May 2018. National Health Office Éamonn Donnelly