PROPOSITIONS

Below are the propositions for the Preliminary Agenda as approved by the Conference Business Committee on Friday 13th April and any subsequent proposed amendments received by 19th April 2018.

Proposition 1 CAMPAIGNING TO BUILD, GROW AND WIN GENERAL COUNCIL

Marks with pride the centenary year of the Union and acknowledges the achievements FSU has made in representing staff in banking and financial services.

Recognises that the sector is rapidly changing and that growing union membership, especially in the private sector, is essential to ensure that staff win the decency and fair play they deserve.

Endorses the view that organising and campaigning are central to the future growth and success of the Union and needs to be embedded in all Union actions.

Is committed to developing an active, engaged and empowered group of workplace leaders in both traditional employments and emerging areas where staff need trade union representation.

Believes that strong two-way communication between members, elected reps and staff is essential to develop a strong organising model and that this is a priority.

Supports the development of new Union initiatives to connect with non-unionised staff in the sector and future workers currently in education.

Commits to developing strategic campaigns that resonate with the public and have the capacity to improve the lives of workers and their families.

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Proposition 2 FUTURE OF WORK DANSKE BANK & ULSTER BANK COMPOSITE PROPOSITION

The digital revolution is dramatically changing the business environment and the banking industry is no exception. And while employers may embrace revolutionising the way banks work it also means a more complex role for financial service employees. The impact and speed of diffusion and change at which data collection, automation and digital analysis have become vital parts of the industry seem unprecedented.

The workforce will be expected to learn new skills, individual targets may be increased and there will be a shift on operations staff to acquire more ‘value-added’ roles. We can already see how our employers in the financial sector are pushing for more adaptability and flexibility. While digitalisation will potentially bring employers vast new profits in the form of reduced costs, global labour arbitrage and commodification of data, for workers it threatens to bring redundancies, job insecurity, job precarity and increased work intensification and ‘techno stress’.

Conference calls on the General Council to ensure protections are in put in place by way of prioritising and safe-guarding the ease of transition for financial services staff to a more digitalised working environment, and making it a priority for any future industrial relations agenda.

Specifically, Conference calls on FSU to:

1. Commission research on the likely impact of digitalisation on jobs, workers and customers;

2. Endorse a policy paper calling for a ‘Just Transition’ for workers and customers;

3. Put this on the industrial relations agenda of each employer to seek collective agreements; and

4. Implement a policy lobbying campaign involving workers in the sector to win protections for the future of work.

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Proposition 3 FUTURE OF WORK ULSTER BANK

Building on the proposition passed and supported by last conference on work-related stress and recognising that it remains the dominant health and safety issue of the twenty-first century, we want the Union to specifically focus on the phenomenon of ‘techno stress’ resulting from the increased use of technology to measure and monitor staff, and the ongoing pressure on workers to use technology to work outside of working hours. Technology has increased the amount of home working which often seen as a positive facilitator to flexible working, has brought its’ own set of issues for workers in our industry, and beyond.

‘Techno stress’ can cause interrupted sleep, anxiety, depression, headaches and muscle pain. It can result in burn out of workers. It can falsely disguise serious under staffing problems and companies profiteering off underemployment and over work. Positively, some countries, like France, are beginning to legislate against out of hours work through technology like smartphones and tablets. Home working can cause risk of isolation for employees which over time may contribute to poor mental health. It often causes blurring of lines between home and work which can result in workers self-exploitation through not taking proper breaks and an inability to get away from their work-station within their own home. Employers often capitalise on the benefits of homeworking through reduced requirement for office space with associated costs such as heating and light – with home workers picking up these additional costs. , and loss of colleague interaction.

We believe FSU should lead the fightback against ‘techno stress’ and against the employer practices which cause this and should develop campaigns to protect home workers. We call on FSU to:

1. Survey workers to quantify and better understand the scale of the phenomenon of techno-stress and of home working in our sector; 2. Propose policies to employers to better protect workers; and 3. Investigate amendments to relevant health and safety legislation in ROI and NI to better reflect modern health and safety concerns of office workers.

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Proposition 4 FUTURE OF WORK YOUNG WORKERS’ FORUM

Conference notes with concern: structural changes to the financial services sector and jobs market in recent years, some of which include:

- The increased prevalence of contract and agency work - Wholesale changes to pension entitlements - Digitalisation

Conference acknowledges: that there is a real danger that this generation of workers will be the first to be worse off than the generation that precedes them.

Conference also acknowledges: a shortage of housing provision and the soaring cost of rents which are compounding problems for a new generation of workers.

Conference re-affirms: the Union’s responsibility to fight for fairness in banking and finance for a new generation of workers.

Conference calls: for the development and implementing of an action plan which will seek to address this and help balance the scales for young workers.

Proposition 5 FUTURE OF WORK ULSTER BANK

New technology has facilitated the collection, storage, analysis and sale of massive amounts of data by companies. Data has been commodified and is sometimes described as ‘the new currency’. Workers are not immune to this and employers are increasingly collecting and using data on their employees for key HR decisions like promotion, redundancy, pay increases, disciplinary and much more.

HR digitalisation represents a significant threat to common sense decent human interaction and management. Artificial Intelligence will begin to both replace HR jobs and also dehumanise worker employer interactions.

(continued)

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FSU will take the lead on protecting workers from invasion of privacy and inappropriate data usage and to this end, Conference calls on FSU to:

1) Support the UNI Future World of Work campaign; 2) Submit policy proposals to employers on employee data protection and ethical artificial intelligence; and 3) Raise awareness nationally on employees’ right to privacy and data protection from their employers.

Proposition 6 FUTURE OF WORK TECHNOLOGY SECTOR

Ireland has the lowest level of trade union worker rights in the original EU 15 nations. The right to collective bargaining is a universal right denied to Irish workers. This right gives employers the upper hand in industrial relations matters and leaves workers vulnerable and exposed. This is particularly visible in the Financial Services Sector where we have organised workers employed by large anti-union multinational organisations.

This Conference calls on the General Council to seek to build a campaign with other unions to deliver a statutory basis for Trade Union access and recognition common throughout the rest of the EU.

Proposition 7 FUTURE OF WORK YOUNG WORKERS’ FORUM

Conference notes: the increased difficulties faced by workers in upskilling and returning to education due to increased pressures on maintaining a healthy work/life balance.

Conference also notes: the difference that lifelong learning can make to the individual and wider society.

Conference commends: the Union-Learn Fund in and other such initiatives which seek to provide ways for members to return to education.

Conference endorses: the rolling out of a similar scheme across the rest of Ireland.

Conference calls: for the establishment of a bursaries scheme of which all Union members in good standing can apply for, and mandates the General Council to implement this.

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Proposition 8 PAY AND CONDITIONS AIB

The Financial Services Union and our members are all too well aware of the removal of benefits and reductions in pay across the Industry during the downturn.

The AIB Sector Committee is calling on all our colleagues from across the industry to put in place plans to seek this restoration of the benefits lost in their employment.

The Labour Court has recommended in a recent case in AIB that:

“Pay and conditions of employment that existed prior to the crises are now in the process of being restored on a phased and measured basis as the circumstances of the State and the individual companies improve. The Bank is no different to other sectors of the economy and employees that co-operated with adjustments to pay and conditions of employment during the crisis are entitled to have those progressively reversed as circumstances improve.”

Clearly the position of AIB has improved immensely, we are now seeking the restoration of benefits taken from us during the downturn, the most pressing of these benefits is the return of the 35 hour working week.

Proposition 9 PAY AND CONDITIONS Bank of Ireland

The FSU campaigns for a fair balance between work and home life for our members and their families. We recognise the arrival of a new child (or children) into a family places increased demands on parents, siblings and other relatives and friends.

Paternity Leave acknowledges fathers’ need to have dedicated time to spend with their family on the arrival of a new child (or children).

With this in mind the Financial Services Union is mandated to campaign for an increase in the period of statutory paternity leave available to our members and other workers across the economy. The Union is also mandated to campaign, along with ICTU and similar bodies, to campaign for enhanced paternity and maternity leave arrangements so that young families get the opportunity they need at this critical time.

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Proposition 10 PAY AND CONDITIONS AIB BANK & DANSKE BANK COMPOSITE PROPOSITION

The most common tool used by all of the Banks in their drive to reduce costs and boost profitability has been reducing staff numbers across all branches and departments. This has resulted in a huge talent drain across the networks while at the same time leaving those remaining in employment faced with ever increasing demands from their employer.

Conference notes with concern the continued pressure staff in the branch networks are currently working under. Branches often operate with dangerously low staff levels and inappropriate skill-mix. The unsustainable contraction of staffing levels due to successive years of cutbacks is impacting negatively on the health and safety and wellbeing of the branch network workforce.

Conference urges the General Council to support the following:

● Each Sector Committee to campaign for permanent jobs for agency workers ● Each Sector Committee to put staffing on their IR agenda ● All Health and Safety Reps to raise staff wellbeing as a concern

Conference acknowledges the role individual Sector Committees have played in highlighting this important issue and recommends that, going forward, each Sector Committee ensures:

● Agreed numbers of staff in each location, ● These staff are properly trained for their role ● Staff are remunerated to take account of training and responsibilities ● That there are proper procedures in place where the agreed numbers are not in place due to unforeseen circumstances ● That where numbers in Branches reach critically low levels that members’ health & safety is prioritised above all other considerations.

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Proposition 11 PAY AND CONDITIONS TECHNOLOGY SECTOR

This Conference recognises the fact that banking and financial services has one of the highest gender pay disparities in the Irish economy and notes the Morgan McKinley Gender Earnings Gap Ireland 2016 report which revealed that, what they classified as the Financial Services and Regulators sector, had the highest gender pay gap in Ireland, standing at 29%.

Conference also notes that women make up the majority of staff in the banking and financial services sector and that this group of workers have endured job losses, extended working hours and pay restrictions in the past decade due to the actions of those at the top of the banks and the failure in regulation.

Conference supports the call by the Financial Services Union for radical change to ensure that equality and fairness are embedded in the pay and career structures of banks and financial services companies, and supports such measures as:

● Increased representation for women at Board level ● The introduction of grade comparisons within companies to bring enhanced transparency and accountability in relation to gender pay ● The establishment of an independent oversight body with the authority to report on gender pay issues and issue recommendations to employers – both individually and by sector ● Improved work/life balance policies for all staff ● A review of all training and career advancement programmes to ensure that women can fully participate on an equal footing with their male colleagues

Proposition 12 PAY AND CONDITIONS RETIRED WORKERS’ COMMITTEE

That the Financial Services Union seek to ensure that no legislation akin to the Government Pensions’ Levy, is applied to pension funds that in anyway reduces the benefit to members.

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Proposition 13 PAY AND CONDITIONS RETIRED WORKERS’ COMMITTEE

Conference fully supports the aim of workers being able to live rewarding, productive lives after retiring from the workforce, with the required financial security to live with dignity and security in retirement.

That is a goal that is important not just for the current generation of retired workers, but for all workers.

To that end conference calls on FSU to campaign for decent pensions for all workers, especially those new to employment on DC schemes, and for fair pension increases post-retirement that protect the income of workers in their retirement.

Proposition 14 COMMUNITY ISSUES DANSKE BANK

Conference notes that NI is the only part of the UK and Ireland which does not enjoy Civil Marriage Equality. The political institutions are currently effectively saying they do not value, respect or acknowledge the status of same sex couples.

The Gay and Lesbian Network (GLEN) has been proud to work with the Irish Congress of Trade Unions and many individual unions since 1988 and the trade union movement as a whole continue to play an important role in achieving LGBT equality in the workplace. Trade union members and indeed all employees have lives outside of the workplace therefore, conference urges the FSU General Council to listen to the vast majority of people in NI who support civil marriage equality, and conference recommends support for the ‘Love Equality’ Campaign, thereby assisting in pushing for legislative change for same sex marriage in NI.

Proposition 15 COMMUNITY ISSUES TECHNOLOGY AND SERVICES SECTOR

Conference recognises the fact that for decades our members assisted working families across this island to rent and purchase good quality family homes. We are now faced with a situation where, for thousands of families, renting offers little stability and opportunity to secure either a social home or a home on the private market has become increasingly untenable. We are also appalled at the increase in homelessness. We need to fix our broken housing system.

(continued)

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Increasing the supply of public housing and affordable private housing is essential to tackle the housing crisis. At present the chronic lack of supply is a primary driver of spiraling house prices, unsustainable rents and increasing homelessness.

This conference supports the ICTU demand for major investment in public housing and private affordable homes. Conference also notes the severe pressure on young workers, in particular, due to spiraling rents, especially in main urban areas. Conference supports enhanced protection for tenants in relation to security of tenure, rent certainty, deposit protection and standards of accommodation and mandates the Union to lobby on this agenda and the broader Charter of Housing Rights published by ICTU.

Proposition 16 RULE CHANGES - CLOSURE OF DEFENCE FUND GENERAL COUNCIL

The Trustees of the Defence Fund and the New Defence Fund are directed to take all reasonable steps to return to members the contributions standing to the credit of each member following the 2018 Conference.

The Trustees are further directed following completion of the return of contributions to close the funds and return the balances to FSU.

Proposition 17 CONSTITUTIONAL AMENDMENT – TECHNICAL RULE CHANGES GENERAL COUNCIL

A. CHANGE TO RULE 13: Membership

In subsection iii. replace the term ‘Rule 11’ with the term ‘Rule 12’

B. CHANGE TO RULE 15: Membership

In subsection (a) replace the term ‘Rule 14(v)’ with the term ‘Rule (vi)’

C. CHANGE TO RULE 19: Points of Contact

In the first paragraph replace the word ‘Point’ with the word ‘Points’ so that it reads “… elect additional Points of Contact …”

(continued)

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D. CHANGE TO RULE 27: Sector Committees

In the first paragraph, subsection iv. delete ‘shall have been the person’ so it reads “s/he shall have been a full member in good standing for at least two years, …”

In subsection (c) delete the word ‘up’ so that it reads “… each Sector Committee shall have the power to co-opt additional members to the Committee …”

E. CHANGE TO RULE 29: General Council

In subsection (h) replace the words ‘Special Council’ with the words ‘Special Delegate Conference’ so it reads “A decision made by the Council in this way shall be binding unless and until it is reversed by a Delegate Conference or Special Delegate Conference.”

F. CHANGE TO RULE 32: Election of the General Council

Replace the term ‘Rule 31 (a)’ with the term ‘Rule 31’

G. CHANGE TO RULE 40: Union Finances

In the first sentence, replace the term ‘IBO’ with the term ‘FSU’ so that it reads “…..shall be FSU Holdings Ltd.”

In the second sentence, replace the word ‘Union’ with the words ‘General Council’ so that it reads “…. by a decision of the General Council…”

H. CHANGE TO RULE 43: Delegate Conference

In subsection (a) delete the word ‘ General’ and replace with the word ‘Delegate’ so that it reads “….to facilitate the efficient running of the Delegate Conference.”

In subsection (b) delete the word ‘General’ and replace with the word ‘Delegate’ so that it reads “….all public sessions of the Delegate Conference.”

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Proposition 18 CONSTITUTIONAL AMENDMENT – MATERIAL CHANGES GENERAL COUNCIL

I. CHANGE TO RULE 21: Sector Committees

In the first paragraph replace the words ‘based by the’ with the words ‘under the direction of’ so that it reads “… Sector Committees shall be established under the direction of the General Council.”

J. CHANGE TO RULE 30: Election of the General Council

In subsection (a) iii. Insert the word ‘Committee’ after the word Sector in all incidences so that it reads “… a sum total of fourteen ordinary members elected by the Sector Committees so that the total number of members of the Council – including the Honorary Secretary and the Honorary Finance Officer but excluding the President shall be as follows: – 6 members from the Allied Irish Bank Group Sector Committee; – 5 members from the Bank of Ireland Group Sector Committee; – 1 member from the Danske Bank Sector Committee; – 1 member from the Technology and Services Sector Committee; and – 3 members from the Ulster Bank Group Sector Committee; ….”

In subsection (b) delete the sentence ‘All candidates for election to the General Council shall be full members of the Union in good standing with at least two years’ membership, both at the time of their nomination and throughout their tenure of office.’

Proposition 19 BANK OWNERSHIP AIB

The recent sale of the 28% of the state’s shareholding in AIB was the maximum disposal allowed under the terms of the current Government’s ‘Programme for Government’. However, the Union is concerned at the many voices urging a further sale of state shares.

We note that there is a vigorous debate in the UK in relation to the possible sale of RBS and are very concerned that a similar debate on the sale of AIB resulting in a further dilution of state ownership has not taken place in the .

(continued)

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We in the AIB Sector Committee are calling on the Government to adhere to its Programme for Government commitment and not proceed with plans to sell more of its shareholding in AIB until,

● There is a full, open, independent and public review of the pros and cons of the retention of AIB in public ownership. This review should include the benefits or otherwise to the state and society generally, to customers, and to staff. ● In order to ensure that our members interests are best served the FSU, as a key stakeholder, should be part of any review process and would be entitled to make representations to the review ● The FSU requires that a report of the findings of the review is published and that any future sale does not take place until all concerned are satisfied that the sale is in line with the recommendations of the report and in the best interest of the customers, staff and the state ● If the recommendation is that AIB is sold then the prospectus should make clear to investors that the return of normal practices in AIB (including for example the return to a 35 hour working week) is part of the immediate plans for the Bank.

Proposition 20 BANK OWNERSHIP ULSTER BANK

Research has shown that a single, shareholder based model of ownership structures in Banks can create significant risks to a national economy. Having all privately owned Banks is not healthy or progressive for society or the economy in either the Republic of Ireland or Northern Ireland.

This Union recognises the positive benefit to society that having state-owned, cooperative owned and mutual banks and lenders can have. We also recognise that the drive to re-privatise RBS by the British government is part of the reason that RBS is slashing branches, adding charges to customers whilst caught up in repeated scandals and attacking workers conditions of employment.

We believe holding RBS, and Ulster Bank, in public ownership as a long term commitment would be beneficial to both customers and workers in Northern Ireland and the Republic of Ireland. We believe diversity in ownership models in banking will spread risks and potentially avoid future mistakes and vulnerabilities within the economy. It will also help change behaviours of management away from activity that it believes will lead to earlier privatisation, towards longer term actions which will safeguard jobs and provide accessible service for customers and tax-payers.

Recognising this, we call on FSU to: ● Campaign for the long-term public ownership of Ulster Bank and RBS; ● Work with in developing concrete proposals; ● Lobby politicians in Northern Ireland and Westminster to support these goals; and ● Achieve political support for long term commitment to jobs and services for customers.

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Proposition 21 RULE CHANGE - ATTENDANCE AT MANAGEMENT MEETINGS BANK OF IRELAND

That the Management Committee be expanded to include the Sector Committee Officers.

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