Labour Court Database __________________________________________________________________________________ File Number: CD86686 Case Number: LCR10791 Section / Act: S67 Parties: IRISH LIFE ASSURANCE PLC - and - ASTMS |
Grading of Brokerage Clerical Staff.
Recommendation:
5. In the light of the evidence presented, the Court recommends
that the parties should review the job evaluation scheme in so far
as it applies to the staff in the brokerage offices.
Division: Mr Fitzgerald Mr Shiel Mr Devine
Text of Document__________________________________________________________________
CD86686 THE LABOUR COURT LCR10791
CC86816 INDUSTRIAL RELATIONS ACTS, 1946 TO 1976
RECOMMENDATION NO. LCR10791
Parties: IRISH LIFE ASSURANCE PLC
and
ASSOCIATION OF SCIENTIFIC TECHNICAL AND MANAGERIAL STAFF
Subject:
1. Grading of Brokerage Clerical Staff.
Background:
2. The Union, on behalf of the workers, sought an upgrading of all
grade 2 clerical staff with the requisite experience, (i.e. three
years) who work in the Company's brokerage offices. Following
local discussions, a job evaluation exercise was carried out on
three of the brokerage offices. The exercise did not show that the
jobs were of a sufficiently high level to warrant re-grading
although two staff members who worked in larger offices were
regraded. It is the Union's contention that the job evaluation
scheme is biased against those who work outside chief office. The
Union further contends that the high level of skill and
responsibility of the brokerage clerical staff should be recognised
by their being upgraded. The Company's position is that the jobs
are clearly appropriate to grade 2. Agreement could not be reached
at local level, and on 5 May, 1986 the matter was referred to the
conciliation service of the Labour Court. Agreement was not
reached and on 25 August, 1986, the matter was referred to the
Labour Court for investigation and recommendation. A Court hearing
took place on 26 September, 1986.
Union's arguments:
3. (i) The job evaluation system used by the Company is more
suited to its chief office where structures are easily
defined, and where emphasis tends to be on supervision
of staff.
(ii) The responsibilities of the Brokerage Staff are not
comparable to any Grade 2 Staff in Chief Office - for
example:-
(a) Brokerage Staff can lodge from #100,000 to
over #1 million per month. The amount of
money received in total from the Brokerage
Offices in any month for renewal, premium, and
new business is on a par with that which is
paid in directly to chief office. The
responsibility for lodging this money lies
with the Brokerage Staff.
(b) On average thirty clients visit the Brokerage
Office each week and in most cases their
queries are dealt with by the Brokerage Clerk.
To deal with clients efficiently the workers
must be competent and have knowledge of the
wide range of products that the Company
offers.
(c) At least six of the Brokerage Offices are
separate from the District Office, leaving the
Brokerage Clerks on their own in the offices
each day. The nature of the work is such in a
Brokerage Office that the Brokerage Manager is
out of the office regularly and District
Managers tend not to get involved in Brokerage
work (details with Court).
(iii) There is no career path for the Brokerage Clerks
working outside Dublin unlike their District Office
colleagues. The Union contends that the Brokerage
Staff, are at a distinct disadvantage when applying for
promotion outside the Brokerage Area.
(iv) In recent times the Company is placing greater emphasis
on client servicing. The Brokerage Staff are
constantly in the public eye. They service the Brokers
very efficiently and yet are destined to remain on the
Company's Recruitment Grade.
(v) The cost to the Company of upgrading the staff would
not be large (details supplied to Court).
Company's arguments:
4. (a) The typical Grade 3 position in chief office involves
responsibility within a section for training, for
co-ordinating and checking work, and for assisting less
experienced staff in resolving problems. While these
duties may arise to some extent in brokerage offices
where there are 2 clerks, they have little relevance in
the smaller offices which have only 1 clerk.
(b) The Union has argued that Brokerage Office clerks do
not have promotion opportunities. In fact these staff
have the opportunity to apply for Grade 3 vacancies in
District Offices or for transfers to chief office after
a reasonable period of service in a Brokerage office,
thereby increasing their chances of promotion. In many
cases the staff concerned have already been promoted
once as they have been appointed to their present
positions from Grade 1 posts in chief office. While
they may argue that their promotional opportunities are
limited, the same view may be held also by many of the
260 Grade 2 staff in chief office.
(c) The duties of the Brokerage Office clerk are important
but are of a basic clerical nature unless elements such
as training, the co-ordination and checking of work and
problem solving for less experienced staff are present.
The proposal to have a Grade 3 position in the
two-clerk Brokerage Offices is consistent with this,
and parallels the grading structure in the District
Offices. The senior clerical positions in both the
Brokerage and District Offices, in turn equates with
those of Grade 3 clerks in many sections in chief
office.
RECOMMENDATION:
5. In the light of the evidence presented, the Court recommends
that the parties should review the job evaluation scheme in so far
as it applies to the staff in the brokerage offices.
~
Signed on behalf of the Labour Court
Nicholas Fitzgerald
----------------
3rd November,1986
P.F./U Deputy Chairman