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NERA roadshow employer presentation
NERA roadshow employer presentation
NERA roadshow employer presentation
NERA roadshow employer presentation
NERA roadshow employer presentation
NERA roadshow employer presentation
NERA roadshow employer presentation
NERA roadshow employer presentation
NERA roadshow employer presentation
NERA roadshow employer presentation
NERA roadshow employer presentation
NERA roadshow employer presentation
NERA roadshow employer presentation
NERA roadshow employer presentation
NERA roadshow employer presentation
NERA roadshow employer presentation
NERA roadshow employer presentation
NERA roadshow employer presentation
NERA roadshow employer presentation
NERA roadshow employer presentation
NERA roadshow employer presentation
NERA roadshow employer presentation
NERA roadshow employer presentation
NERA roadshow employer presentation
NERA roadshow employer presentation
NERA roadshow employer presentation
NERA roadshow employer presentation
NERA roadshow employer presentation
NERA roadshow employer presentation
NERA roadshow employer presentation
NERA roadshow employer presentation
NERA roadshow employer presentation
NERA roadshow employer presentation
NERA roadshow employer presentation
NERA roadshow employer presentation
NERA roadshow employer presentation
NERA roadshow employer presentation
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NERA roadshow employer presentation

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Slides from NERA Roadshow on Irish Employment Law. http://www.stafforg.com/nera.html

Slides from NERA Roadshow on Irish Employment Law. http://www.stafforg.com/nera.html

Published in: Business, Career
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Transcript

  • 1. NERA Roadshow 2010
  • 2. “ To achieve a national culture of employment rights compliance” NERA’s Mission Statement
  • 3.
    • Towards 2016 Partnership Agreement
    • Established on an interim basis in 2007
    • Three former sections of DET&E
      • Labour Inspectorate
      • Information Unit
      • Prosecution and enforcement section
    NERA’s Evolution
  • 4. A resource for employers & employees to achieve compliance through: -Information and Education -Inspection -Prosecution -Enforcement How Does NERA Work for you?
  • 5.  
  • 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
    NERA’s Information Services
  • 7. WWW.EMPLOYMENTRIGHTS.IE
  • 8. NERA Quarterly Update
  • 9. NERA Annual Review
  • 10. WWW.EMPLOYMENTRIGHTS.IE Key employment rights information is available in the following languages:
    • Lithuanian
    • Polish
    • Portugese
    • Romanian
    • Russian
    • Spanish
    • Arabic
    • Chinese
    • Czech
    • French
    • Irish
    • Latvian
    • Slovakian
  • 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
    Information Provided 2009
  • 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
    Call Centre
  • 13. NERA’s Research Call Volumes
  • 14. NERA’s Research
    • Redundancy (55%)
    • Organisation of Working Time (Holidays)
    • Terms and Conditions
    • Payment of Wages
    Key Call Issues
  • 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
    Working with Stakeholders
  • 16. Key Employment Law Requirements
    • Written Statement of Terms and Conditions
    • Written statement of Pay (Payslip)
    • Minimum Wage
    • Annual Leave/Holidays
    • Average 48 hr working week
    • Sunday Premium
    • Breaks/Rest periods
    • Minimum Notice before dismissal
  • 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
    Terms of Employment (Information) Act, 1994 - 2001 Information to be included in the written statement:-
    • Name of employer and employee
    • Address of employer
    • Place of work
    • Job title/nature of work
    • Date of commencement of employment
    • Duration/expiration of contract (if temporary, fixed term or fixed purpose)
    • Rate of pay and pay intervals
    • Hours of work (overtime/shift patterns/Sunday Work
    • Rest breaks
    • Annual Leave – Other paid leave
    • Sick Leave
    • Pension Schemes
    • Notice employee is entitled to receive and obliged to give
    • Collective agreements affecting employment
    • Info re employees right to request and obtain written statement of average hourly rate of pay as per Minimum Wage Act, 2000
  • 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
    • )
    Payment of Wages Act , 1991
  • 19. Minimum Wage Act, 2000 RATES OF PAY
  • 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
    Minimum Wage Act, 2000 NOTE Each one third period must be at least 1 month and no longer than 12 months
  • 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
    Minimum Wage Act, 2000
  • 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
    The Organisation of Working Time Act , 1997
  • 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 ½ hours period; 30 minutes in a period of 6 hours worked, which may include the first break
    The Organisation of Working Time Act , 1997
  • 24. Protection of Young Persons (Employment) Act, 1996 Employer must see a copy of birth Certificate or other evidence of age before employing young person (16 &17) or child (under 16) Get written permission of parent or guardian before employing person under 16 Provide a summary of the Act to under 18 within one month of the commencement date commencement
  • 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):
    Minimum Notice and Terms of Employment Act, 1973 to 2001 8 weeks 15 years or more 6 weeks 10 to 15 years 4 weeks 5 to 10 years 2 weeks 2 to 5 years 1 week 13 weeks to 2 years Minimum Notice Length of service
  • 26.
    • NERA Inspection Activity
      • Complaints
      • Campaigns
      • Routines
    • Announced and Unannounced Inspections
    • Joint investigations
      • Revenue Commissioners
      • Social and Family Affairs
    NERA’s Inspection Services
  • 27. NERA’s Inspection Services
    • Overall in 2009
    • Over 8,800 employers inspected
    • Over €2.5M for over 6,000 workers unpaid wages identified
    • Overall compliance level of 66%
    • 27 Prosecutions
  • 28. NERA’s Inspection Services Summary of Inspections and Compliance Level by Employment Legislation (2009)
  • 29. NERA’s Inspection Services Summary of Inspections and Breaches Detected by Industry Sector – 2009
  • 30. Carrying out an Inspection - types of Records Sought
    • Gross weekly wages
    • Hours of work (rosters, time sheets, clock cards)
    • Sunday work Records
    • Overtime & Breaks
    • Work after midnight
    • Job classification
    • Date of commencement (and termination)
    • Dates of birth if under 18 & under 20
    • Evidence that employee receives payslip
    • Whether board and lodgings are provided
    • Annual leave and Public holidays
    • Apprenticeship Registration cards
  • 31. Warrant of Appointment
    • Passport-sized
    • Blue Cover with Harp
    • Name, Photo and signature of Inspector
    • Certificate and Warrant of Appointment - list of relevant Acts
  • 32. Summary of Inspectors Powers
    • Enter premises at any reasonable time
    • Request sight of records
    • Take copies of records
    • Interview and require information from any relevant persons
  • 33. Dealing with Non-Compliance
    • Ask employer to rectify any breaches
    • Provide reasonable time-frame to become compliant
    • Close file if compliance achieved
    • Carry out follow-up inspection (6-12 months) to ensure compliance is maintained
    • Escalate to Prosecution Services if employer does not rectify breaches*
    • * In 2008 only 44 cases out of 27,900 inspections, calls and visits were referred for procesution (0.16%)
  • 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:
    Employment Regulation Orders/Registered Employment Agreements
    • Aerated Waters & Wholesale Bottling
    • Hairdressing
    • Agricultural Workers
    • Hotels
    • Catering
    • Contract Cleaning
    • Retail Grocery and Allied Trades
    • Security
    • Construction
    • Drapery, Footwear and Allied Trades
    • Electrical Contracting
    • Printing
  • 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)
    Employment Regulation Orders/Registered Employment Agreements
  • 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
    Employment Law Compliance Bill (No 18 of 2008)
  • 37. Achieving a national culture of employment rights compliance

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