Security Industry Joint Labour Committee publishes draft proposals
The Joint Labour Committee for the Security Industry has formulated proposals for fixing the minimum remuneration and working conditions of workers in relation to whom the Committee operates. These draft proposals have been published by Workplace Relations on their website.
The headline features of the proposals include:
• Minimum rate of remuneration per hour of €10.75
• Overtime in excess of an average 48 hours per week in the roster cycle will be paid at a rate of time and a half
• Annual leave entitlement shall be in accordance with the terms of the Organisation of Working Time Act, 1997.
• Public Holiday entitlement shall be in accordance with the terms of the Organisation of Working Time Act, 1997.
• By agreement each employee shall have a rest period and break which can be regarded as equivalent to those provided for in Sections 11, 12 and 13 of the Act.
• Completed rosters setting out all hours of work for a minimum period of one week will be made available to employees in writing.
• Security firms will provide, or make arrangements with clients to provide, appropriate facilities and protection to ensure the safety, health and welfare of their employees at their place of employment.
• A non-contributory Death in Service Benefit, equal to one year’s basic pay is payable after 6 months’ service in a Company, and up to the age State Pension becomes payable to the employee.
• A non-contributory Personal Attack Benefit will apply, after 6 months’ to all employees who are attacked in the course of their duty, resulting in an injury.
• Each worker shall be entitled to receive from his/her employer a certificate of service showing the period of their employment and the length of his/her service.
• There will be a non-contributory Sick Pay Scheme.
• Where training is provided for and paid by the Company for new entrants and the employee leaves the Company deductions can be made for same up to certain limits.
• Subject to normal wear and tear the cost of all uniform items supplied and provided to employees during their employment will be borne by the employer subject some conditions.
• Grievance and Disciplinary hearings will be carried out in accordance with the procedures set out in the Code of Practice on Grievance and Disciplinary procedures S I 146 of 2000.
• The Employment Regulation Order does not affect in any way already existing agreements (if equal or better) be they local, national, official, or in company
• Nothing in the Employment Regulation Order shall be taken to exclude, limit or be in any way inconsistent with the rights of any employee under any statutory enactment.
• This Employment Regulation Order will apply for a period of 18 months from the effective commencement date.
The complete proposals can be downloaded through the link below and any person wishing to make representations in relation to the proposals should do so on or before 12 November,
2014.Representations received after that date shall not be considered. Any such representations should be sent by post to The Secretary, Joint Labour Committees, Tom Johnson House, Haddington Road, Dublin 4, or by E-mail to jlc@labourcourt.ie
Bright Contracts - Employment Contracts and Handbooks
