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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

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NERA roadshow employer presentation

  1. 1. NERA Roadshow 2010
  2. 2. “ To achieve a national culture of employment rights compliance” NERA’s Mission Statement
  3. 3. <ul><li>Towards 2016 Partnership Agreement </li></ul><ul><li>Established on an interim basis in 2007 </li></ul><ul><li>Three former sections of DET&E </li></ul><ul><ul><li>Labour Inspectorate </li></ul></ul><ul><ul><li>Information Unit </li></ul></ul><ul><ul><li>Prosecution and enforcement section </li></ul></ul>NERA’s Evolution
  4. 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 <ul><li>Lo-Call 1890 80 80 90 </li></ul><ul><li>Recorded Information </li></ul><ul><li>Eform </li></ul><ul><li>Quarterly Update </li></ul><ul><li>Publications </li></ul><ul><li>Awareness Campaigns </li></ul><ul><li>Presentations </li></ul><ul><li>Exhibitions </li></ul><ul><li>Redundancy Payments Call handling </li></ul><ul><li>www.employmentrights.ie </li></ul>NERA’s Information Services
  6. 7. WWW.EMPLOYMENTRIGHTS.IE
  7. 8. NERA Quarterly Update
  8. 9. NERA Annual Review
  9. 10. WWW.EMPLOYMENTRIGHTS.IE Key employment rights information is available in the following languages: <ul><li>Lithuanian </li></ul><ul><li>Polish </li></ul><ul><li>Portugese </li></ul><ul><li>Romanian </li></ul><ul><li>Russian </li></ul><ul><li>Spanish </li></ul><ul><li>Arabic </li></ul><ul><li>Chinese </li></ul><ul><li>Czech </li></ul><ul><li>French </li></ul><ul><li>Irish </li></ul><ul><li>Latvian </li></ul><ul><li>Slovakian </li></ul>
  10. 11. NERA’s Research <ul><li>Helpline </li></ul><ul><li>150,000 calls answered (up 32% on 2008) </li></ul><ul><li>Email </li></ul><ul><li>12,000 + answered </li></ul><ul><li>Publications </li></ul><ul><li>30,000 + distributed </li></ul><ul><li>Website www.employmentrights.ie </li></ul><ul><li>1.5 million+ web impressions </li></ul>Information Provided 2009
  11. 12. NERA’s Research <ul><li>Service delivered 9:30am to 5pm – including lunch </li></ul><ul><li>12 Information Officers </li></ul><ul><li>Clear concise accurate information on the spot </li></ul><ul><li>As full a list of options as law allows </li></ul><ul><li>Clarification for more complex queries </li></ul><ul><li>Automated Information available </li></ul>Call Centre
  12. 13. NERA’s Research Call Volumes
  13. 14. NERA’s Research <ul><li>Redundancy (55%) </li></ul><ul><li>Organisation of Working Time (Holidays) </li></ul><ul><li>Terms and Conditions </li></ul><ul><li>Payment of Wages </li></ul>Key Call Issues
  14. 15. NERA’s Research <ul><li>Employees </li></ul><ul><li>Particpate in SIPTU, ICTU conferences/exhibitions </li></ul><ul><li>Presentations to groups </li></ul><ul><li>Employers </li></ul><ul><li>Roadshows with RAI and SFA </li></ul><ul><li>Presentations to Chambers, CEB’s </li></ul><ul><li>Social Partners </li></ul><ul><li>Training/presentations to CIC’s </li></ul><ul><li>Work with MRCI, Immigrant groups, etc </li></ul>Working with Stakeholders
  15. 16. Key Employment Law Requirements <ul><li>Written Statement of Terms and Conditions </li></ul><ul><li>Written statement of Pay (Payslip) </li></ul><ul><li>Minimum Wage </li></ul><ul><li>Annual Leave/Holidays </li></ul><ul><li>Average 48 hr working week </li></ul><ul><li>Sunday Premium </li></ul><ul><li>Breaks/Rest periods </li></ul><ul><li>Minimum Notice before dismissal </li></ul>
  16. 17. <ul><li>An employer must provide his/her employee with a written statement </li></ul><ul><li>of terms and conditions of employment within two months of the date </li></ul><ul><li>of commencement of employment </li></ul>Terms of Employment (Information) Act, 1994 - 2001 Information to be included in the written statement:- <ul><li>Name of employer and employee </li></ul><ul><li>Address of employer </li></ul><ul><li>Place of work </li></ul><ul><li>Job title/nature of work </li></ul><ul><li>Date of commencement of employment </li></ul><ul><li>Duration/expiration of contract (if temporary, fixed term or fixed purpose) </li></ul><ul><li>Rate of pay and pay intervals </li></ul><ul><li>Hours of work (overtime/shift patterns/Sunday Work </li></ul><ul><li>Rest breaks </li></ul><ul><li>Annual Leave – Other paid leave </li></ul><ul><li>Sick Leave </li></ul><ul><li>Pension Schemes </li></ul><ul><li>Notice employee is entitled to receive and obliged to give </li></ul><ul><li>Collective agreements affecting employment </li></ul><ul><li>Info re employees right to request and obtain written statement of average hourly rate of pay as per Minimum Wage Act, 2000 </li></ul>
  17. 18. <ul><li>Employer must give an employee a written statement of gross wages </li></ul><ul><li>and details of all deductions with every wage payment </li></ul><ul><li>The Act provides protection against unlawful deductions or non </li></ul><ul><li>payment of Wages </li></ul><ul><li>Employers may not make deductions from wages unless: </li></ul><ul><li>Deduction is required by law (Tax and Social Insurance) </li></ul><ul><li>Deduction is made with the written consent of the employee (Trade Union subscription / Health Insurance) </li></ul><ul><li>Deduction is provided for in the contract of employment </li></ul><ul><li>) </li></ul>Payment of Wages Act , 1991
  18. 19. Minimum Wage Act, 2000 RATES OF PAY
  19. 20. <ul><li>Trainee rates </li></ul><ul><li>These may be applied in structured training or study over age 18, </li></ul><ul><li>Provided they are undertaken in normal working hours and satisfy </li></ul><ul><li>the following criteria : </li></ul><ul><li>Related to improving work performance </li></ul><ul><li>At least 10% away from day to day operational duties </li></ul><ul><li>Assessment and recognised certification procedure on completion </li></ul><ul><ul><li>1st one third period €6.49 </li></ul></ul><ul><ul><li>2nd one third period €6.92 </li></ul></ul><ul><ul><li>3rd one third period €7.79 </li></ul></ul>Minimum Wage Act, 2000 NOTE Each one third period must be at least 1 month and no longer than 12 months
  20. 21. <ul><li>An Experienced Adult employee is an employee who has any </li></ul><ul><li>employment in any two years since age 18 (including employment </li></ul><ul><li>outside Ireland) </li></ul><ul><li>Minimum Wage Rates </li></ul><ul><li>Experienced Adult Employee € 8.65 per hour </li></ul><ul><li>Job Entrants (i.e. employment in first and second year since age 18) </li></ul><ul><ul><li>First year €6.92 </li></ul></ul><ul><ul><li>Second year €7.79 </li></ul></ul><ul><li>Under 18s €6.06 </li></ul>Minimum Wage Act, 2000
  21. 22. <ul><li>Maximum Working Hours </li></ul><ul><li>The maximum average working week is 48 hours and can be averaged as follows: </li></ul><ul><li>Employees generally 4 months </li></ul><ul><li>Seasonality 6 months </li></ul><ul><li>Collective agreement 12 months </li></ul>The Organisation of Working Time Act , 1997
  22. 23. <ul><li>Sunday Premium </li></ul><ul><li>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 </li></ul><ul><li>Premium payment should be equivalent to closest applicable collective agreement </li></ul><ul><li>Employees recruited to work on Sunday only are entitled to a premium rate </li></ul><ul><li>Rest Breaks </li></ul><ul><li>11 consecutive hours daily rest per 24 hour period </li></ul><ul><li>One period of 24 hours consecutive rest per week – preceded by a daily rest period </li></ul><ul><li>15 minutes break in a 4 ½ hours period; 30 minutes in a period of 6 hours worked, which may include the first break </li></ul>The Organisation of Working Time Act , 1997
  23. 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
  24. 25. <ul><li>This Act provides that employees who have 13 weeks continuous </li></ul><ul><li>service are entitled to notice as follows (Notice may also be paid in </li></ul><ul><li>lieu): </li></ul>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
  25. 26. <ul><li>NERA Inspection Activity </li></ul><ul><ul><li>Complaints </li></ul></ul><ul><ul><li>Campaigns </li></ul></ul><ul><ul><li>Routines </li></ul></ul><ul><li>Announced and Unannounced Inspections </li></ul><ul><li>Joint investigations </li></ul><ul><ul><li>Revenue Commissioners </li></ul></ul><ul><ul><li>Social and Family Affairs </li></ul></ul>NERA’s Inspection Services
  26. 27. NERA’s Inspection Services <ul><li>Overall in 2009 </li></ul><ul><li>Over 8,800 employers inspected </li></ul><ul><li>Over €2.5M for over 6,000 workers unpaid wages identified </li></ul><ul><li>Overall compliance level of 66% </li></ul><ul><li>27 Prosecutions </li></ul>
  27. 28. NERA’s Inspection Services Summary of Inspections and Compliance Level by Employment Legislation (2009)
  28. 29. NERA’s Inspection Services Summary of Inspections and Breaches Detected by Industry Sector – 2009
  29. 30. Carrying out an Inspection - types of Records Sought <ul><li>Gross weekly wages </li></ul><ul><li>Hours of work (rosters, time sheets, clock cards) </li></ul><ul><li>Sunday work Records </li></ul><ul><li>Overtime & Breaks </li></ul><ul><li>Work after midnight </li></ul><ul><li>Job classification </li></ul><ul><li>Date of commencement (and termination) </li></ul><ul><li>Dates of birth if under 18 & under 20 </li></ul><ul><li>Evidence that employee receives payslip </li></ul><ul><li>Whether board and lodgings are provided </li></ul><ul><li>Annual leave and Public holidays </li></ul><ul><li>Apprenticeship Registration cards </li></ul>
  30. 31. Warrant of Appointment <ul><li>Passport-sized </li></ul><ul><li>Blue Cover with Harp </li></ul><ul><li>Name, Photo and signature of Inspector </li></ul><ul><li>Certificate and Warrant of Appointment - list of relevant Acts </li></ul>
  31. 32. Summary of Inspectors Powers <ul><li>Enter premises at any reasonable time </li></ul><ul><li>Request sight of records </li></ul><ul><li>Take copies of records </li></ul><ul><li>Interview and require information from any relevant persons </li></ul>
  32. 33. Dealing with Non-Compliance <ul><li>Ask employer to rectify any breaches </li></ul><ul><li>Provide reasonable time-frame to become compliant </li></ul><ul><li>Close file if compliance achieved </li></ul><ul><li>Carry out follow-up inspection (6-12 months) to ensure compliance is maintained </li></ul><ul><li>Escalate to Prosecution Services if employer does not rectify breaches* </li></ul><ul><li>* In 2008 only 44 cases out of 27,900 inspections, calls and visits were referred for procesution (0.16%) </li></ul>
  33. 34. <ul><li>Agreements on pay and conditions </li></ul><ul><li>made by Joint Labour Committees </li></ul><ul><li>(JLCs) are known as Employment </li></ul><ul><li>Regulation Orders </li></ul><ul><li>(EROs) . </li></ul><ul><li>Collective Agreements which have </li></ul><ul><li>been registered with the Labour </li></ul><ul><li>Court are known as a Registered </li></ul><ul><li>Employment Agreements (REAs) . </li></ul><ul><li>There are 67 REAs in force, the </li></ul><ul><li>most common ones are: </li></ul>Employment Regulation Orders/Registered Employment Agreements <ul><li>Aerated Waters & Wholesale Bottling </li></ul><ul><li>Hairdressing </li></ul><ul><li>Agricultural Workers </li></ul><ul><li>Hotels </li></ul><ul><li>Catering </li></ul><ul><li>Contract Cleaning </li></ul><ul><li>Retail Grocery and Allied Trades </li></ul><ul><li>Security </li></ul><ul><li>Construction </li></ul><ul><li>Drapery, Footwear and Allied Trades </li></ul><ul><li>Electrical Contracting </li></ul><ul><li>Printing </li></ul>
  34. 35. <ul><li>Main issues arising from EROs/REAs </li></ul><ul><li>Statutory Minimum Rates </li></ul><ul><li>Sunday Payments </li></ul><ul><li>Overtime Payments </li></ul><ul><li>Industrial Relations (Amendment) Bill 2009 (proposed inability to pay clause – Exists for Nat Min Wage: S 41) </li></ul>Employment Regulation Orders/Registered Employment Agreements
  35. 36. <ul><li>Employment Law Compliance Bill made provision for: </li></ul><ul><li>Establishment of NERA on statutory footing </li></ul><ul><li>Standardisation of powers of NERA Inspectors across the range of ‘employment legislation’ </li></ul><ul><li>Maintenance of statutory employment records (payroll; time records) </li></ul><ul><li>Increased/standardised fines for non-compliance with statutory employment rights </li></ul><ul><li>Statutory Protection for complainants & whistleblowers </li></ul><ul><li>Large number of amendments submitted </li></ul><ul><li>Awaiting Committee Stage </li></ul>Employment Law Compliance Bill (No 18 of 2008)
  36. 37. Achieving a national culture of employment rights compliance

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