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GRA 11/3 (PJS/MM)
Each member: Garda Representative Association
UPDATE ON ROSTER PROPOSAL
29th September, 2011
The rumour machine is in overdrive on rosters; some important facts are being overlooked.
The staff associations representing all ranks have now agreed an opening position for negotiations on a roster
proposal presented to Garda Management following meetings of the Working Group during July and August. That roster proposal is now known as the ‘Westmanstown Roster’.
This roster is a six-week roster proposal and members will be aware of the outline; similar to the one
forwarded from this office on the 20th July 2011 with the exception of the Monday in the third week no longer being a rest period.
Prior to this Garda Management had presented the Staff Associations with their proposal known as the Reverse
Country Roster. This is unacceptable to all the staff associations but is the preferred option of the Garda Commissioner. Its introduction would have a devastating effect on work-life balance.
However, members must be aware that the Garda Commissioner retains the right to roster.
Garda Management has had an initial evaluation of the Westmanstown Proposal and advised the associations that
it does not deal with certain demand curves. They also advised us that there are issues relating to fatigue given the length of some shifts, particularly night tours. They have accepted that it is
compatible with the European Working Time Directive and within the financial implications of the Croke Park Agreement. While we have the opportunity to negotiate and to present our position, we do
not have the entitlement to make the final decision. All staff associations are at one in our approach to finding an alternative proposal to meet the needs of the members we serve.
Some members have criticised the proposed ‘Westmanstown Roster’ and we accept members have an
entitlement to offer alternatives. However, the associations drafting the proposal were restricted to ensure any proposed roster should meet three core criteria:
✔ The roster must address the supply and demand of policing resources
✔ The roster must comply with the European Working Time Directive
✔ The roster must apply the circadian rhythm to ensure better health and well-being of members
Garda Management does not favour tours in excess of 10 hours, as there is a significant risk of fatigue. The
staff associations will again seek advice and present our findings to the Commissioner.
A number of members have presented 12-hour rostering proposals to the Garda Representative Association. We
have had these critiqued by experts. They have advised the Association on health and safety, legal, medical and industrial relations grounds. All of those experts have clearly identified shortcomings
with a continuous 12-hour rostering proposal starkly warning of long-term health and safety issues.
The Commissioner supported by the Chief Medical Officer also refuses to countenance a roster proposal made up
solely of 12 hour tours.
The issue of meeting policing demands was a prerequisite of the task. On the basis of the research material
made available to us we produced a proposal which met this demand curve. Now Garda Management’s view is that in some instances the Westmanstown Roster does not meet policing demands. This will
require further negotiation and evaluation.
There is no agreed start date for any roster.
To ensure our continued participation in the Croke Park Agreement which was accepted by the membership - it is
understood that all members must be given adequate lead in time to any new roster proposal to allow members the opportunity to make domestic arrangements. Our position is that a minimum of three
months’ notice is required.
The negotiating team involved in the drawing up of the Westmanstown Roster are operating at the frontline of
policing and working the present Three Relief System. The Association also obtained advice from experts to assist both the Association and the Working Group in formulating its proposal. Equally, the
current roster proposal is a working model in Scandinavia with widespread support both from frontline members and senior management. We continue to seek advice from experts on any new proposals being
forwarded. If there are proposals that meet all the requisite criteria and conditions they will be given serious consideration. Members should furnish such proposals through their elected
representatives.
The current proposal is likely to change as a result of continued negotiations. We are still far from a
finalised version of any roster.
I understand members’ concerns. We have to ensure that those on operational 24-hour policing receive the
support of adequate staffing levels at times of greatest demand – for their safety. A Working Time Agreement underpins discussions on rostering and each Divisional and District Officer must
advise the strengths required to fulfil a new roster. Agreements will have to be reached on unit strengths and tolerance levels. Such information will have to be documented in the Agreement –
leading to a clear understanding of the numbers of personnel required to work any given shift so that issues like annual leave, sickness, maternity leave and court appearances can be factored in. All
members must be treated equally in the distribution of leave.
I trust this goes some way to clarify a position that is constantly changing and evolving.
I will keep you appraised of developments as they arise.
P J Stone
General Secretary
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