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NERA Roadshow 2010

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NERA Roadshow 2010

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    6. NERA’s Research Lo-Call 1890 80 80 90 Recorded Information Eform Quarterly Update Publications Awareness Campaigns Presentations Exhibitions Redundancy Payments Call handling www.employmentrights.ie

    11. NERA’s Research Helpline 150,000 calls answered (up 32% on 2008) Email 12,000 + answered Publications 30,000 + distributed Website www.employmentrights.ie 1.5 million+ web impressions

    12. NERA’s Research Service delivered 9:30am to 5pm – including lunch 12 Information Officers Clear concise accurate information on the spot As full a list of options as law allows Clarification for more complex queries Automated Information available

    13. NERA’s Research

    14. NERA’s Research Redundancy (55%) Organisation of Working Time (Holidays) Terms and Conditions Payment of Wages

    15. NERA’s Research Employees Particpate in SIPTU, ICTU conferences/exhibitions Presentations to groups Employers Roadshows with RAI and SFA Presentations to Chambers, CEB’s Social Partners Training/presentations to CIC’s Work with MRCI, Immigrant groups, etc

    17. An employer must provide his/her employee with a written statement of terms and conditions of employment within two months of the date of commencement of employment

    18. Employer must give an employee a written statement of gross wages and details of all deductions with every wage payment The Act provides protection against unlawful deductions or non payment of Wages Employers may not make deductions from wages unless: Deduction is required by law (Tax and Social Insurance) Deduction is made with the written consent of the employee (Trade Union subscription / Health Insurance) Deduction is provided for in the contract of employment )

    19.

    20. Trainee rates These may be applied in structured training or study over age 18, Provided they are undertaken in normal working hours and satisfy the following criteria: Related to improving work performance At least 10% away from day to day operational duties Assessment and recognised certification procedure on completion 1st one third period €6.49 2nd one third period €6.92 3rd one third period €7.79

    21. An Experienced Adult employee is an employee who has any employment in any two years since age 18 (including employment outside Ireland) Minimum Wage Rates Experienced Adult Employee €8.65 per hour Job Entrants (i.e. employment in first and second year since age 18) First year €6.92 Second year €7.79 Under 18s €6.06

    22. Maximum Working Hours The maximum average working week is 48 hours and can be averaged as follows: Employees generally 4 months Seasonality 6 months Collective agreement 12 months

    23. Sunday Premium If not already included in the rate of pay, employees are entitled to a premium payment or paid time off in lieu for Sunday Work Premium payment should be equivalent to closest applicable collective agreement Employees recruited to work on Sunday only are entitled to a premium rate Rest Breaks 11 consecutive hours daily rest per 24 hour period One period of 24 hours consecutive rest per week – preceded by a daily rest period 15 minutes break in a 4 ˝ hours period; 30 minutes in a period of 6 hours worked, which may include the first break

    24.

    25. This Act provides that employees who have 13 weeks continuous service are entitled to notice as follows (Notice may also be paid in lieu):

    26. NERA Inspection Activity Complaints Campaigns Routines Announced and Unannounced Inspections Joint investigations Revenue Commissioners Social and Family Affairs

    34. Agreements on pay and conditions made by Joint Labour Committees (JLCs) are known as Employment Regulation Orders (EROs). Collective Agreements which have been registered with the Labour Court are known as a Registered Employment Agreements (REAs). There are 67 REAs in force, the most common ones are:

    35. Main issues arising from EROs/REAs Statutory Minimum Rates Sunday Payments Overtime Payments Industrial Relations (Amendment) Bill 2009 (proposed inability to pay clause – Exists for Nat Min Wage: S 41)

    36. Employment Law Compliance Bill made provision for: Establishment of NERA on statutory footing Standardisation of powers of NERA Inspectors across the range of ‘employment legislation’ Maintenance of statutory employment records (payroll; time records) Increased/standardised fines for non-compliance with statutory employment rights Statutory Protection for complainants & whistleblowers Large number of amendments submitted Awaiting Committee Stage

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