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Nov 14

Posted by
Sean McHugh

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

Link to Document

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Posted in Company Handbook, Contract of employment, JLCs & Employment Regulation Orders

Feb 14

Posted by
Sean McHugh

Reintroduction of Employment Regulation Orders in Hospitality, Catering, Retail-Grocery, Contract Cleaning, Security and Agriculture sectors one step closer.

The reintroduction of Employment Regulation Orders in six relevant sectors: Hospitality, Catering, Retail-Grocery, Contract Cleaning, Security and Agriculture came a step closer last week when on January 28th 2014 the Minister for Jobs, Enterprise and Innovation, Richard Bruton TD, signed Orders giving effect to recommendations contained in the Labour Court Review of the Joint Labour Committees (JLC) which the Minister had published on October 2nd 2013.

It should be stressed that the ministerial order establishes Joint Labour Committees only at this stage. Employment Regulation Orders will not come into effect unless agreed by the parties.

When this occurs, it is intended to update this feature in Bright Contracts package in order to assist employers within these sectors.

This development is part of an overall process that will reduce the number of previous JLCs by half and make further changes to improve competitiveness by enhancing wage flexibility while at the same time ensuring protection for vulnerable workers.

The Orders signed by Minister Bruton provide for the abolition of two existing Joint Labour Committees i.e. Dublin Hotels and Law Clerks

They also provided for amendments to the existing JLC Establishment Orders in respect of:
- Contract Cleaning
- Hairdressing
- Hotels (non-Dublin and Cork)
- Security

The Minister indicated that, as the Agricultural Workers JLC was established under primary legislation, effecting the recommendation of the Labour Court Review will require an amendment to primary legislation. In this regard his officials are engaged with the Department of Agriculture, Food and Marine to see how this can be implemented as early as possible.

The Minister also indicated that it is not his intention to alter the current scope of the two catering JLCs or the Retail Grocery JLC.

Minister Bruton said: “From the start of this process I have said that reform in this area is necessary in order to make the system fairer and more responsive to changing economic circumstances and support job-creation.

“The Orders I have signed will provide the framework within which employee representatives can come together voluntarily to negotiate terms and conditions for workers in their respective sectors. For vulnerable workers, the advantage of JLCs is that they see fair terms and conditions such as wage rates, sick pay etc. agreed and given effect by Employment Regulation Orders. For employers, the advantage of the JLC system, based on the principle of self-governance, means that they can agree and set minimum pay and conditions, agree on work practices which are custom-made to their industry – a flexibility which cannot be achieved by primary legislation. Where both parties to a JLC see commonality of purpose and outcome then an agreement may emerge”.

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Posted in Employment Contract, JLCs & Employment Regulation Orders