IMPORTANT NOTICE: The Irish Supreme Court on 9th May 2013 declared that "the provisions of Part III of the Industrial Relations Act 1946 are invalid having regard to the provisions of Article 15.2.1 of the Constitution of Ireland". The judgment has the effect of striking down Registered Employment Agreements put in place under the 1946 Industrial Relations Act.
It should be noted, however, that existing contractual rights of workers in sectors covered by Registered Employment Agreement are unaffected by this ruling. Contractual rights can be altered only by agreement between the parties involved.
Parties to Agreement
This REA has been agreed on behalf of their members by the Irish Printing Federation and the printing trades’ group of unions. The latter body includes the National Graphical Association, the Irish Print Union, the Irish Transport and General Workers’ Union (now amalgamated into SIPTU), the Federated Workers Union of Ireland/Irish Women Workers’ Branch and the Amalgamated Engineering Union
Application
It applies to all employees in the City and County of Dublin involved in the production of printed matter by plant and equipment in normal use in commercial printing establishments and to certain ancillary workers. It does not apply to employees in newspaper offices. See REA for detailed definitions of all categories covered.
Remuneration
Minimum Rate
Rates of minimum pay vary depending on length of service and job type. Full details relating to the statutory minimum rates of pay are set out in the REA.
Overtime Rates
The REA sets out a system of overtime entitlements. The basic rule for day-work operations entitles employees to time-and-a-half for any time worked between the recognised finishing time and 12.00 midnight and to double time from 12.00 midnight to the recognised starting time the next morning. Employees are entitled to double time for overtime worked prior to the normal starting time for day-work.The REA contains additional general rules for all types of overtime and specific rules in relation to overtime on weekends, public holidays, double-day shifts and night work operations. See the REA for more details.
Conditions of Employment
Working hours
The standard working week is 39 hours per week. The working week when on night work or double-day shifts is 38.5 hours per week.
Rest Periods
All employees are entitled to breaks and rest periods in accordance with the Organisation of Working Time Act, 1997. Employees that are required to work throughout their normal lunch period are entitled by way of substitution to a period equal to one-and-a-half times their normal lunch period.
Holidays
Annual leave and public holiday entitlements are in accordance with the Organisation of Working Time Act, 1997.The annual leave year runs each year from the 1st of April to the 31st of March. Employees must take two working weeks’ annual leave between 1st April and 30th September, one further week between 1st October and 31st March and one further week by consultation subject to certain conditions. In addition to the above entitlement, employees are entitled to one further day’s annual leave. However, the REA does not set out the manner in which this day should be taken. See the REA for more details.
Sick Pay Scheme
There is no reference in the REA to a Sick Pay Scheme.
Miscellaneous
The REA contains specific rules on other issues, including disputes procedures, lost time and running machines through tea breaks. See REA for more details.