Labour Court Database __________________________________________________________________________________ File Number: CD86710 Case Number: LCR10761 Section / Act: S67 Parties: IRISH GLASS PLC - and - ITGWU |
Four claims, on behalf of approximately 400 workers, under the 26th wage round, as follows:- (i) Increase in basic and related rates. (ii) Reduction in working week. (iii) Paternity leave. (iv) Additional annual leave for shift workers.
Recommendation:
5. The Court, having considered the submissions made by the
parties recommends a 26th round wage increase of 4% for twelve
months effective from 1st July, 1986. The Court does not
recommend concession of the other claims. The Court is also of
the view that discussions on productivity would be in the
interests of both parties and the Court accordingly recommends
that such discussions should take place as soon as possible.
Division: Mr Fitzgerald Mr Collins Mr O'Murchu
Text of Document__________________________________________________________________
CD86710 THE LABOUR COURT LCR10761
CC861456 INDUSTRIAL RELATIONS ACTS, 1946 TO 1976
RECOMMENDATION NO. 10761
PARTIES: IRISH GLASS P.L.C.
AND
IRISH TRANSPORT AND GENERAL WORKERS' UNION
Subject:
1. Four claims, on behalf of approximately 400 workers, under
the 26th wage round, as follows:-
(i) Increase in basic and related rates.
(ii) Reduction in working week.
(iii) Paternity leave.
(iv) Additional annual leave for shift workers.
Background:
2. The 25th wage round expired on 30th June, 1986 and the Union
served the following claims under the 26th round on 16th June,
1986:
(i) a 10% increase in wages over a 12 month period,
(ii) a reduction in the working week from 40 to 37.50 hours,
(iii) the introduction of paternity leave,
(iv) an additional week's annual leave.
At a meeting held on 29th July, 1986, the Company's response was
that any wage increases or improvements in conditions must be
through a self-financing scheme. No agreement being reached, the
matter was referred, on the same date, to the conciliation service
of the Labour Court. A conciliation conference took place on 2nd
September, 1986, the earliest date suitable to all parties, but
again, no agreement was reached and the matter was referred to a
full hearing of the Court. The hearing took place on 1st October,
1986.
Union's arguments:
WAGE CLAIM
3. (i) The workforce involved in these claims has been
reduced by 30% during the past three years' without
any corresponding financial benefit for the remaining
employees. Because of this the Union is opposed to
any further rationalisation measures particularly if
these are to be linked to any settlement which might
emerge under the 26th wage round. The workers see
themselves as being asked to forego their entitlement
to an increase under the present wage round in return
for a payment for increased productivity. This
proposal by the Company has no regard to productivity
already given or the ongoing benefits which have
accrued to the Company as a result.
(ii) The 26th wage round is now well under way and has, to
date, produced an average cumulative increase of 7%
for 17,202 workers for an average of 13.3 months.
REDUCTION IN WORKING WEEK
(iii) The Union considers that a strong argument for a
reduction in the working week exists given the
current level of unemployment.
(iv) Employers in other EEC States have recognised the
inevitability and the necessity of a shorter working
week and have taken the necessary measures to
introduce it. In 1985, among the twelve EEC
countries, the longest contractual hours (annual
working time, less annual leave and public holiday
entitlement) were those operating in Ireland (1864)
and Portugal (2025). Although progress in Ireland
has been slow, a significant number of Companies are
presently working less than 40 hours per week.
PATERNITY LEAVE:
(v) As a result of changed attitudes in society towards
the sharing of work in the home the Union feels that
the formalisation of the employment condition of
paternity leave is timely.
In order that the principle of 'support for the
family' and in particular the need for support at the
difficult time of childbirth be given full
recognition, it is necessary that fathers-to-be be
given time off work without loss of pay. Such leave
with pay is necessary and complementary to maternity
leave. Most men have to take unpaid leave at the
time of a birth, a time when there are usually
additional financial worries to cope with.
(vi) Paternity leave is a legally protected right in
certain other European countries : for example, in
Denmark there is a statutory right to one week's paid
leave for the father, and in Sweden there is parental
leave which means either parent can share 9 months
off work (at 90% of earnings) after the birth of a
child. In 1978 a quarter of all applications to take
parental leave in Sweden came from men. Whilst there
is no legal requirement on paternity leave in this
country yet, many caring employments have conceded
such leave.
ADDITIONAL ANNUAL LEAVE FOR SHIFT WORKERS:
(vii) The present leave arrangements are as follows:-
Dayworkers: Shiftworkers:
Holidays 19 days 21 shifts
Service Leave 3 days 7 shifts
___________ _____________
Total 22 days 28 shifts
In the case of dayworkers, the three days service leave is
achieved as follows:-
1 day after 5 years
2 days after 10 years
3 days after 15 years
In the case of shiftworkers, the following service leave applies:-
1 shift after 3 years
3 shifts after 6 years
5 shifts after 9 years
6 shifts after 12 years
7 shifts after 15 years
The object of the claim is to establish a minimum differential of
five days over dayworkers, these additional days leave to apply
from the first year of employment. Accordingly, the Union
proposes that the holiday arrangements should be amended to
provide for the following entitlements:-
Dayworkers: Shiftworkers:
1st year - 19 days 1st year - 24 days
5th year - 20 days 5th year - 25 days
10th year - 21 days 9th year - 26 days
12th year - 27 days
15th year - 28 days
These arrangements would ensure that shiftworkers in the Company,
in common with the vast majority of shiftworkers in industry
generally, would enjoy the benefit of an additional five days
leave over the normal dayworkers entitlement, without the present
service qualification.
Company's arguments:
4. (i) The only way to finance wage increases or improve
conditions is through a self-financing scheme. In
recent months the Company has come under extreme
pressure in the market place relative to its
competitiveness and the exchange rate against
sterling has exacerbated the situation.