WHAT TO KEEP AN EYE OUT FOR…
..what is new, changing, potentially changing or what you may have missed...
Driving for Work- HSA Summer Guidelines
The HSA is reminding Employers and Employees of key Summer guidelines for safer work related journeys over the coming months.
It is essential for Employers to bring the following guidelines to the attention of their Employees who drive for work. With school holidays and tourist season in full swing, now is a good time to remind staff of safe driving for work practice in summer.
Employees and Employers should always ensure before travelling that vehicles are roadworthy: even the slightest doubt about how its running needs to be checked. Make sure that vehicle maintenance is up to date, any potential issues should be checked by a mechanic.
The following should be checked daily, especially where the vehicle is hired or loaned by an Employee:
It is also important to plan the route beforehand, and travel during off-peak periods if possible leaving ‘more than enough’ time to negotiate the holiday congestion. Check the weather forecast and travel news before and during journeys. On the road, make sure all occupants have seatbelts fastened including rear seat passengers, and drive defensively by:
Be extra vigilant during early mornings or at dusk and during the night, when animals and agricultural vehicles are most likely to be on the road. If driving a van, truck or four-wheel drive:
If driving a car:
Don't give in to the temptation to ‘push on’! When you feel tired, have a good sleep. Rest breaks every 2 hours keep drivers alert by promoting blood circulation, make trips more pleasant for you and your passengers, let the vehicle cool down.
IR Amendment Act 2015
The IR Amendment Act has been enacted since mid-May. The legislation, according to minister Bruton “forms part of a suite of reforms to our industrial relations and employment rights system which we have put in place over the past three and a half years. In doing this we have been determined to find solutions that balance the interests of workers and Employers – and above all to promote the job-creation we badly need”.
The new legislation provides a clear definition of what constitutes “collective bargaining”, guidelines to help the Labour Court identify if internal bargaining bodies are genuinely independent of their employer, clarity in the process of Trade Unions advancing a claim under the Act, principles for the Labour Court to follow when assessing those workers’ terms and conditions.
The changes in legislation will result in a greater protection for workers, especially where collective bargaining is not recognised and ensures claims can advance in relation to remuneration, terms and conditions. Minister Nash stated that the legislation "fits Ireland’s constitutional, social and economic traditions and its international obligations, and will ensure continued success in attracting investment into the economy”.
Unite Calls for increase in Minimum Wage
Trade union Unite has recently called on the Government to "lead the drive against low pay" by increasing the minimum wage by €1. Jimmy Kelly, Unite's regional secretary stated the rate should be increased as "the reality is that people work but are stuck in poverty".
Mr Kelly told delegates during a debate on employment rights at the Unite policy conference in Croke Park "every worker has a fundamental right to a living wage, a wage that allows workers an adequate living standard.
"Over 300,000 workers - one-in-five people in the workforce - live in deprivation conditions in the Republic."
"Pay rises are part of the solution. That's why Unite, in its submission to the Low Pay Commission, has called for a €1 per hour increase in the minimum wage.
"But we need more, including a radical extension and strengthening of the Joint Labour Committee, a living wage clause introduced into all public sector procurement contracts and implementation of the EU directive that gives stronger rights to part-time workers to take up full-time work," he said.
Mr Kelly told the conference that "a national drive, led by the Government" is needed to bring low pay to an end.
Section 39 Organisations Compelled to attend Hearings at the State Dispute Resolution Bodies
The provision is contained in what is known as a ‘chairman’s note’, one of a number agreed understandings or ‘deals’ agreed between the Government side and union leaders on the fringes of the central talks in Lansdowne House recently.
It is specifically aimed at section 39 Organisations. This new provision is aimed at enforcing normal industrial relations behaviour in these section 39 Organisations, some of whom in recent times have decided to opt out of traditional IR engagement with the state dispute resolution bodies such as the LRC and the Labour Court.
However, the commitment only requires that section 39 Organisations, from next year, should commit to attending the state dispute resolution agencies where they sign service level agreements. There is no compulsion on any section 39 agency to treat any subsequent recommendation as binding, which is the normal situation for any Organisation.
Driving for Work- HSA Summer Guidelines
The HSA is reminding Employers and Employees of key Summer guidelines for safer work related journeys over the coming months.
It is essential for Employers to bring the following guidelines to the attention of their Employees who drive for work. With school holidays and tourist season in full swing, now is a good time to remind staff of safe driving for work practice in summer.
Employees and Employers should always ensure before travelling that vehicles are roadworthy: even the slightest doubt about how its running needs to be checked. Make sure that vehicle maintenance is up to date, any potential issues should be checked by a mechanic.
The following should be checked daily, especially where the vehicle is hired or loaned by an Employee:
- Tyre tread and pressures
- Oil, water and fluid levels
- Head/brake/indicator lights
- Safety equipment including warning-triangle, torch, hi-vis jacket, first-aid kit, sunglasses and maps.
It is also important to plan the route beforehand, and travel during off-peak periods if possible leaving ‘more than enough’ time to negotiate the holiday congestion. Check the weather forecast and travel news before and during journeys. On the road, make sure all occupants have seatbelts fastened including rear seat passengers, and drive defensively by:
- Being prepared for unsafe actions by others or for poor driving conditions
- Obeying the road signs and signals
- Never ever use alcohol and drive.
Be extra vigilant during early mornings or at dusk and during the night, when animals and agricultural vehicles are most likely to be on the road. If driving a van, truck or four-wheel drive:
- Take extreme care reversing
- Check carefully for elderly people and children where you make deliveries or collections.
- Slowdown in built up areas
- Slow down near cyclists.
If driving a car:
- Keep out of others’ blind spots
- Be seen: don't let larger vehicles hide yours from view
- Use daytime running lights.
Don't give in to the temptation to ‘push on’! When you feel tired, have a good sleep. Rest breaks every 2 hours keep drivers alert by promoting blood circulation, make trips more pleasant for you and your passengers, let the vehicle cool down.
IR Amendment Act 2015
The IR Amendment Act has been enacted since mid-May. The legislation, according to minister Bruton “forms part of a suite of reforms to our industrial relations and employment rights system which we have put in place over the past three and a half years. In doing this we have been determined to find solutions that balance the interests of workers and Employers – and above all to promote the job-creation we badly need”.
The new legislation provides a clear definition of what constitutes “collective bargaining”, guidelines to help the Labour Court identify if internal bargaining bodies are genuinely independent of their employer, clarity in the process of Trade Unions advancing a claim under the Act, principles for the Labour Court to follow when assessing those workers’ terms and conditions.
The changes in legislation will result in a greater protection for workers, especially where collective bargaining is not recognised and ensures claims can advance in relation to remuneration, terms and conditions. Minister Nash stated that the legislation "fits Ireland’s constitutional, social and economic traditions and its international obligations, and will ensure continued success in attracting investment into the economy”.
Unite Calls for increase in Minimum Wage
Trade union Unite has recently called on the Government to "lead the drive against low pay" by increasing the minimum wage by €1. Jimmy Kelly, Unite's regional secretary stated the rate should be increased as "the reality is that people work but are stuck in poverty".
Mr Kelly told delegates during a debate on employment rights at the Unite policy conference in Croke Park "every worker has a fundamental right to a living wage, a wage that allows workers an adequate living standard.
"Over 300,000 workers - one-in-five people in the workforce - live in deprivation conditions in the Republic."
"Pay rises are part of the solution. That's why Unite, in its submission to the Low Pay Commission, has called for a €1 per hour increase in the minimum wage.
"But we need more, including a radical extension and strengthening of the Joint Labour Committee, a living wage clause introduced into all public sector procurement contracts and implementation of the EU directive that gives stronger rights to part-time workers to take up full-time work," he said.
Mr Kelly told the conference that "a national drive, led by the Government" is needed to bring low pay to an end.
Section 39 Organisations Compelled to attend Hearings at the State Dispute Resolution Bodies
The provision is contained in what is known as a ‘chairman’s note’, one of a number agreed understandings or ‘deals’ agreed between the Government side and union leaders on the fringes of the central talks in Lansdowne House recently.
It is specifically aimed at section 39 Organisations. This new provision is aimed at enforcing normal industrial relations behaviour in these section 39 Organisations, some of whom in recent times have decided to opt out of traditional IR engagement with the state dispute resolution bodies such as the LRC and the Labour Court.
However, the commitment only requires that section 39 Organisations, from next year, should commit to attending the state dispute resolution agencies where they sign service level agreements. There is no compulsion on any section 39 agency to treat any subsequent recommendation as binding, which is the normal situation for any Organisation.
