WHAT TO KEEP AN EYE OUT FOR…
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New Collective Bargaining Legislation Revealed
Trade Unions have welcomed new drafted legislation permitting them to represent members at the Labour Court. The new legislation ensures better protection for employees, even in cases employers do not recognise collective bargaining. According to the Department of Jobs, Enterprise, and Innovation, the determination of the Labour Court may also be enforced by the Circuit Court if the employer refuses to engage.
The Government has stated the bill is intended “to provide significant strengthening of laws to protect and promote workers’ rights and the low paid, and [will provide] certainty for businesses and employers”.
Patricia King general secretary Irish Congress of Trade Unions has stated “This is progressive legislation that is capable of addressing most of the deficits exposed by the 2007 Supreme Court and bringing union rights in Ireland into line with international norms.”
The department is also publishing legislation to provide for Registered Employment Agreements and Sectoral Employment Orders following a judgment by the Supreme Court in 2013 which effectively made the registration of employment agreements invalid.
Ged Nash, Minister of State for Business stated: “The new legislation will bring a sense of certainty to both sides of industry who engage in such agreements around terms and conditions — particularly when the employer is tendering for contracts.”
65,000 days already lost as a result of Industrial Action in 2015
2015 is set to be the year of the highest level of workplace stoppages in Ireland since pre-recessionary times. 65,000 days have been already lost to strike action during the first four months of this year. This figure is even more significant when one considers only 33,748 days were lost between 2010 and 2013.
Industrial action has this year already affected - 5,000 bus drivers, 5,000 Dunnes Stores employees and 27,000 teachers. Additionally trade unions representing employees in sectors across education, manufacturing, retail, engineering, and health have announced ballots for industrial action. These ballots have included 6,000 special needs assistants, 40,000 electricians, and numerous large private-sector entities such as Bord Na Móna.
Labour Relations Commission chief Kieran Mulvey commented on the stoppages stating “In recent years we have enjoyed significant periods of industrial peace with record low levels of actual strike activity. This is despite one of the most intense recessionary events to occur in both the Irish and global economies.”
However, with the Irish economy set to grow by 3.75% by the end of the year as well as a positive Spring statement affirming employment growth by 40,000 and unemployment to fall back to 7%, it is clear to see Ireland is no longer in the same situation financially compared to previous years.
At present employers’ bodies acknowledge there is an anticipation that where organisations once again begin to see the financial returns from recovery, their staff should be rewarded for the sacrifices they made in previous years. Employees are now less fearful of the future of their jobs. As more sectors begin to recover, employees will feel enabled to demand the best terms and conditions from their employers.
New Collective Bargaining Legislation Revealed
Trade Unions have welcomed new drafted legislation permitting them to represent members at the Labour Court. The new legislation ensures better protection for employees, even in cases employers do not recognise collective bargaining. According to the Department of Jobs, Enterprise, and Innovation, the determination of the Labour Court may also be enforced by the Circuit Court if the employer refuses to engage.
The Government has stated the bill is intended “to provide significant strengthening of laws to protect and promote workers’ rights and the low paid, and [will provide] certainty for businesses and employers”.
Patricia King general secretary Irish Congress of Trade Unions has stated “This is progressive legislation that is capable of addressing most of the deficits exposed by the 2007 Supreme Court and bringing union rights in Ireland into line with international norms.”
The department is also publishing legislation to provide for Registered Employment Agreements and Sectoral Employment Orders following a judgment by the Supreme Court in 2013 which effectively made the registration of employment agreements invalid.
Ged Nash, Minister of State for Business stated: “The new legislation will bring a sense of certainty to both sides of industry who engage in such agreements around terms and conditions — particularly when the employer is tendering for contracts.”
65,000 days already lost as a result of Industrial Action in 2015
2015 is set to be the year of the highest level of workplace stoppages in Ireland since pre-recessionary times. 65,000 days have been already lost to strike action during the first four months of this year. This figure is even more significant when one considers only 33,748 days were lost between 2010 and 2013.
Industrial action has this year already affected - 5,000 bus drivers, 5,000 Dunnes Stores employees and 27,000 teachers. Additionally trade unions representing employees in sectors across education, manufacturing, retail, engineering, and health have announced ballots for industrial action. These ballots have included 6,000 special needs assistants, 40,000 electricians, and numerous large private-sector entities such as Bord Na Móna.
Labour Relations Commission chief Kieran Mulvey commented on the stoppages stating “In recent years we have enjoyed significant periods of industrial peace with record low levels of actual strike activity. This is despite one of the most intense recessionary events to occur in both the Irish and global economies.”
However, with the Irish economy set to grow by 3.75% by the end of the year as well as a positive Spring statement affirming employment growth by 40,000 and unemployment to fall back to 7%, it is clear to see Ireland is no longer in the same situation financially compared to previous years.
At present employers’ bodies acknowledge there is an anticipation that where organisations once again begin to see the financial returns from recovery, their staff should be rewarded for the sacrifices they made in previous years. Employees are now less fearful of the future of their jobs. As more sectors begin to recover, employees will feel enabled to demand the best terms and conditions from their employers.
