Labour Court Database __________________________________________________________________________________ File Number: CD89573 Case Number: LCR12544 Section / Act: S67 Parties: IRISH COUNTRY BACON P.L.C. - and - IRISH TRANSPORT AND GENERAL WORKERS' UNION |
Union objections to rationalisation/productivity plan at the Rooskey plant.
Recommendation:
THIS RECOMMENDATION CAN ONLY BE VIEWED IN THE FULL DOCEUMENT.
Division: MrMcGrath Mr Shiel Mr Devine
Text of Document__________________________________________________________________
CD89573 RECOMMENDATION NO. LCR12544
INDUSTRIAL RELATIONS ACTS, 1946 TO 1976
SECTION 67
PARTIES: IRISH COUNTRY BACON P.L.C.
(REPRESENTED BY THE FEDERATED UNION OF EMPLOYERS)
AND
IRISH TRANSPORT AND GENERAL WORKERS' UNION
SUBJECT:
1. Union objections to rationalisation/productivity plan at the
Rooskey plant.
BACKGROUND:
2. The Company was founded in December, 1986 as a result of a
merger between a number of Bacon companies, who wished to benefit
from I.D.A. grant aid to the pigmeat industry. The dispute
arising from the subsequent rationalisation programme was dealt
with by the Labour Court in Labour Court Recommendation No. 11024.
Despite the rationalisation programme the Company was incurring
serious financial losses. Among the reasons for the losses were
increasing competition from factories with lower unit costs in
Ireland coupled with increased efficiency levels from European
factories which were competing with the Company in the same
markets. The Company was not in a position to make the capital
investment of approximately #9 million which was necessary if it
was to obtain the highest standard of grading for its bacon from
the European Community. The Company was acquired by Avonmore
foods on July 7, 1989. Following the takeover, the new owners
carried out an examination of all levels of the operation which
resulted in a number of immediate actions including:-
(a) Closure of the Head Office in Dublin.
(b) The closure of the Claremorris Plant and two
distribution depots.
(c) The rationalisation of the van sales operation.
(d) Implementation of 16 senior and middle management
redundancies.
An assessment of the problems at the Rooskey plant led the Company
to the belief that the unit cost of processing pigs was too high.
An Industrial Engineering assessment carried out on behalf of the
Company led to the conclusion that high unit costs were associated
with low productivity levels. The Company decided to address its
problems by producing an eleven point survival plan (Appendix 1).
This plan was presented to the workforce on 25th July, 1989,
having previously been sent to each employee with an accompanying
letter. The Company's plan was considered at a general meeting of
the Union's members and was unanimously rejected by the workers.
The ground for rejection was that the workers had already
contributed beyond reasonable expectations in their acceptance of
previous productivity/rationalisation arrangements. As a result
of the rejection, the Company issued a letter to the employees
advising that as and from 31st August, 1989 it proposed to cease
killing and phase out other operations. A meeting of the Union's
shop steward committee then agreed to negotiate with the Company
on an open agenda. The matter was referred to the conciliation
service of the Labour Court and a conciliation conference took
place on 28th August, 1989. In addition to the Company's eleven
point plan, the following issues were raised by the Union.
(e) The introduction of a 39 hour week as envisaged in the
Programme for National Recovery.
(f) A #2.50 "equalisation" phase to be paid to clerical,
canteen, security and stores personnel. This refers to
an agreement going back to June, 1988, whereby parity
with operative staff in Castlebar Bacon Company (one of
the companies which merged in the formation of Irish
Bacon P.L.C.) was to be paid in 3 phases of #2.50 per
week from 1st January, 1989, 1st January, 1990, and 1st
July, 1990. Castlebar Bacon Company had closed in the
interim period.
(g) The elimination of grade 4. This was a grade introduced
by the Company which paid approximately #94 basic per
week, as against a previous low of #136.32 for unskilled
workers. The Union regarded the new grade as a form of
cheap labour, as it contended that the workers on the
grade were doing semi-skilled and even some skilled
work.
(h) Lay off to be based strictly on seniority. The Union
was adamant that any lay offs which might be necessary
in the Company should be based strictly on seniority.
The Company's attitude was that redundancies should be
based on both seniority and suitability. This might
have resulted in the retention of some temporary workers
with special skills in preference to more senior
employees.
(i) The Redundancy Package - the Union contended that any
redundancies should be negotiated within the context of
an overall agreement.
At the conciliation conference, the Company indicated that it was
not then pursuing point 3 of its eleven point plan which related
to piece rates. As a result of this, point 4 which related to
fall-back earnings in the event of insufficient throughput also
fell. The Company indicated that it wished to introduce new work
study standards, which would lead to increases of between 15% and
20% on the current standards. The Company also clarified its
proposals on the starting times and indicated the individual
workers who would be affected. The provisional arrangements were
as follows:
7.00 a.m. to 3.30 p.m. - Cutting
7.30 a.m. to 4.00 p.m. - Boning
7.45 a.m. to 4.15 p.m. - Packing/Servicing
8.00 a.m. to 4.30 p.m. - Sticking.
Despite protracted discussions, little progress was made at the
conciliation conference. The Union was not prepared to concede on
the changes sought by the Company. The Company for its part
rejected the Union's claims regarding the equalisation of pay
rates, the elimination of grade 4 and the introduction of a 39
hour week. (It was prepared to concede the latter only if it
could be done without additional costs). The Company stated that
it did not envisage the need for any redundancies in relation to
its plan. Any requirement for lay-offs would be dealt with on the
basis of seniority among senior staff. Agreement was not reached
and on 29th August, 1989 the matter was referred to the Labour
Court for investigation and recommendation. A Court hearing took
place in Dublin on Thursday, 31st August, 1989. At the request of
the Court, the Company lifted the protective notice relating to
the cessation of killing, etc., in order to give the Court time to
consider the matter and to issue its recommendation. This was
done on the condition that the Court's recommendation would be
issued and voted upon before Wednesday 6th September, 1989. On
Monday 4th September, 1989 the Court issued recommendation No.
12544 by letter to the parties. The recommendation was voted upon
by the Union members in the Company, and rejected. On Saturday
9th September, 1989 the parties returned to the Labour Court in
Dublin. Following all day discussions the Court decided that
there were issues relative to it's recommendation (L.C.R. 12544)
dividing the parties which it could clarify. Clarification was
issued to the parties on Tuesday 12th September, 1989, and is here
attached as an addendum to the Court's recommendation.
UNION'S ARGUMENTS:
3. 1. As a result of the terms and conditions of employment
introduced in the Company following the acceptance of L.C.R.
11024 by the workers, a substantial loss was incurred by the
workforce. These losses were of the order of #20 to #30 per
week. An important feature of the re-organisation proposed at
that time was the investment of some seven million pounds by
the Company in updating plant, equipment and technology. The
Company did not deliver upon this commitment and as a
consequence the programme of restructuring and rationalisation
was not completed. This is the reason why the Company is now
experiencing financial difficulties. As a response to this
the Company have developed an eleven point "survival plan"
which has punitive implications for the workforce. Addressing
the Company's proposal on a point by point basis, the Union
has the following objections.
(a) Flexible starting times.
The starting times in the Company are already early.
The Company now proposed to make them even earlier, with
no regard for the personal inconvenience and disruption
this will cause. A number of the workers travel large
distances to the factory, and the sharing of cars is a
common practice. Many of the workers in the plant come
from a farming background, where a disruption to morning
or evening can be most serious.
(b) Standard Performance.
The Company is trying to force the introduction of new
work standards on a unilateral basis. No independent
assessment has been made of the new standards, nor is
there any provision for those having difficulty with the
new standards.
(c) Clocking-in.
The requirement on the employees to clock in fully
attired in protective clothing and with all
sterilisation of equipment already completed is
essentially a prolongation of the working day without
any recompense whatsoever. The location of some work
stations are quite a distance from the clocking in
point.
(d) The Company's proposal on break times is rigid and
doctrinaire, and comes at a time when break times in the
factory have already been reduced. No allowances for
convenience breaks are included by the Company.
(e) Overtime.
The workers in the Company have never refused to work
overtime when requested to do so. Company allegations
concerning pigs being left unkilled in the evening time
are simply untrue. Except in the case of emergency
overtime, reasonable notice should be given and this has
not always been the case. Any proposal that overtime
should be worked for less than the standard rates is
simply not acceptable.
(f) Absenteeism and lateness is not a problem in the Company
arrangements are perfectly adequate to deal with any
individual who seeks to abuse the system. The Company's
proposed demerit system is totally inflexible and also
unnecessary.
(g) Contract Production Working, Temporary Employment and
Part-Time Employment.
The Company's intentions with regard to the above have
not been fully discussed. There is fear among the
workforce regarding the Company's intentions.
2. The Union is of the belief that the matters raised by it
in its Open Agenda should be conceded forthwith.
(a) Equalisation Payments.
An agreement is already in existence on this matter, and
the Company is committed to making the payments. To
refuse to do so now would be a complete negation of the
bargaining process.
(b) Grade 4.
The introduction of this grade into the Company is in
breach of the existing agreements, which allows for the
following structure.
Skilled Workers 145.87
Semi-skilled Workers 140.10
Unskilled Workers 136.32
The new grade 4 rate is #94.00. This is complete
exploitation as the workers concerned are doing
semi-skilled work and even skilled in some cases.
The introduction of this new grade is also out of line
with the bacon industry generally, where a three grade
structure is the norm. The Union has had discussions
with the Company on this matter through the conciliation
service of the Labour Court but the matter remains
unresolved. A Court hearing is awaited on the matter.
(c) 39 hour working week.
The introduction of a 39 hour working week is provided
for under the terms of the Programme for National
Recovery and should be conceded by the Company.
(d) Seniority of lay-off.
The Union believes that the only fair way to deal with
any possible lay-offs is to proceed on a seniority basis
as is the norm throughout industry.
(e) Redundancy terms.
In the event of workers having to be made redundant or
wishing to leave of their own accord, the Union is of
the view that special redundancy terms should be agreed
on their behalf.
COMPANY'S ARGUMENTS:
4. 1. The Company can only survive if unit costs are brought
down to a level where the Company can compete effectively.
This can only be achieved by the adoption of the Company's
survival plan. The targets in the plan are necessary and can
be achieved.
2. With regard to the plan, the Company would point out
that:-
(a) The standards in question already operate in a plant
which is not nearly as modern or as sophisticated as
Rooskey.
(b) The breaks being proposed are normal throughout industry
and are more generous than those applying in many of the
newer facilities in the meat industry (details supplied
to Court).
(c) The staggered start times are normal in the industry and
may be more suitable for some people than the existing
arrangements.
(d) The other elements of the proposals are fair and
necessary if the lower unit costs are to be sustained in
the future.
3. With regard to the matters raised by the Union on the
"Open Agenda," the Company makes the following points.
(a) Equalisation.
The Union sought to have the terms of the equalisation
agreement implemented for clerical and other service
staff. The Company wants the remaining two phases of
the equalisation agreement discontinued altogether. The
additional cost involved if the agreement were
implemented would be a minimum of #125,000. This would
run entirely counter to the Company's efforts to cut
costs and turn the factory at Rooskey into a viable
operation. The implementation of equalisation within a
plant which had to be shut down because it was
uncompetitive, would be irresponsible.
(b) Grade 4.
Grade 4 is the new recruitment grade in the Company.
The wage rates paid for the grade are fair and compare
favourable with those of competitor companies (details
supplied to Court). The distribution of grades in the
Rooskey Plant are heavily weighted towards the highest
wage rates, which is completely outside the norm for the
industry. In February, 1989 the Company was killing
three thousand less pigs than was targeted. This was a
direct result of competitors being able to operate at
lower costs.
The new rate parallels developments in the meat industry
where even the traditional plants have introduced start
rates of similar value. The Grade 4 is operated on the
basis that people involved will have the opportunity to
move to the Grade 1 or 2 rates as vacancies arise and
they will be given the necessary training to do so. The
continuation of the new rate is vital to the maintenance
of a competitive unit cost. Parallel rates are in
operation in the Company's other plant in Roscrea.
(c) 39 hour week.
The Company's position, on this proposal is that it runs
counter to its entire strategy and imposes additional
unsustainable costs. The Company accepts that under the
Plan, a 39 hour week is proposed but it can only be
introduced without additional cost. The Company's
requirement complies with clause 4 of the Plan.
(d) Lay-offs and Redundancy.
The Company's position is that it does not envisage any
need for Redundancies as part of this package. The
reduced numbers resulting from the changes can be
accommodated by a combination of lay-offs and a scheme
of Leave of Absence which is the traditional way of
accommodating such situations in Irish Country Bacon
(Rooskey). If it is necessary to select people for lay
off it will be on the basis of seniority amongst
permanent staff and subject to the normal requirement on
entitlements.
4. The Pigmeat Industry is going through a period of great
change. Competitiveness and the meeting of exacting targets
are vital to survival. A similar development has already
taken place in the beef industry. Where many factories have
had to undergo sweeping changes or face extinction. The
Company's proposals will secure a future for the Rooskey
factory. The only alternative is closure.
--RECOMMENDATION:
5. The Court following discussions with the parties and having
considered their submissions makes the following recommendations.
A. PROCEDURAL AGREEMENT
The Court recommends that the following amendments be made to the
Company proposals.
1. FLEXIBILITY:
1.1 In order to meet the ever increasing level of
competition in the Pigmeat Industry, production start
times must be staggered along the following lines.
7.15 a.m. to 3.45 p.m. Cutting
7.45 a.m. to 4.15 p.m. Boning
8.00 a.m. to 4.30 p.m. Packing/Servicing
8.00 a.m. to 4.30 p.m. Sticking
1.2 The Main Kill Line start time will be staggered from
roughly 8.30 a.m.
1.3 Other changes in associated departments would also be
necessary.
1.4 Limited numbers of people will be required to attend 15
minutes early to assist with the set up. These workers
will finish 15 minutes earlier.
1.5. The above times are provisional only. The Company will
make such arrangements as possible to accommodate people
who have difficulty with the above times."
The Court notes that the Company recognise the above will pose
difficulties for the travel arrangements of certain employees and
have undertaken to make accommodation for these difficulties.
2. STANDARD TIMES:
2.1 It is a requirement of the scheme that all operators
work to Standard Performance (100 BS1).
2.2 Standards as proposed by the Company will be implemented
from the date of acceptance of the agreement. If during
the first three months it is evident that there is a
problem with a standard despite the employee having made
a reasonable effort to achieve satisfactory levels of
performance the Company undertakes to review the targets
set and to consult with the union assessor when
requested.
3. CLOCKING OF CARDS:
3.1 Each employee must clock in fully attired with whatever
protective clothing and equipment are necessary to
commence work and must present herself/himself at the
designated place of work at starting time. Starting
time will depend on the time production starts in
her/his area of the appropriate department. Staff will
finish 5 minutes before clocking out time.
3.2 After clocking in, no employee may leave the factory
premises on other than strict Company business, without
first getting permission and then clocking out.
3.3 Time clocks will be located as close to the workplace as
practical.
4. BREAKS:
4.1 Paid breaks will be provided during the day as follows:-
Mid Morning 20 Minutes.
Mid Afternoon 10 Minutes.
The length of these breaks may be altered by agreement,
provided the total breaks do not exceed 30 minutes.
4.2 An unpaid 30 minute Lunch Break will operate. No other
breaks permitted during the working day.
4.3 The above does not preclude employees from taking unpaid
convenience breaks of short duration. These are allowed
for in the relaxation allowances applied to the standard
times.
5. OVERTIME:
5.1 The Company undertake to give reasonable notice to
employees of the necessity to work overtime.
5.2 Daily production levels must be fully completed i.e.
pigs must be cleared from the lairage and line and other
essential work must be carried out, subject to no more
than the intended production levels being attained.
Except in emergency no employee shall be required to
work in excess of 3 hours per week under this
arrangement.
6. PAYMENT FOR OVERTIME:
6.1 Payment for work carried out after normal working hours
will be in accordance with the current overtime payment
arrangements.
6.2 Arrangements may be agreed between the parties regarding
a reasonable overtime limit.
7. ATTENDANCE AT WORK:
7.1 It is vital because of the type of manufacturing carried
out by the Company that the attendance and punctuality
of each employee is of the highest standard.
7.2 In the context of the above the Company will implement a
strict late and absence control scheme. In the event of
abuses the Company will make use of a warning system
including verbal and written warnings, suspension or
dismissal.
7.3 Habitual or pattern absenteeism causes extreme
production difficulties and will not be tolerated. Any
such practice will be dealt with by the warning system
outlined above or in accordance with the provisions of
the current Labour Legislation.
8. CONTRACT PRODUCTION WORKING:
The Company may use outside Contractors for production work only
if employees of the Company are not available to carry out such
work and provided the carrying out of such work shall not result
in the loss of employment of existing staff.
9. TEMPORARY EMPLOYMENT:
The Company may recruit Temporary employees to provide cover for
absenteeism and holidays among the workforce.
10. PART-TIME EMPLOYMENT:
Part-time workers may be recruited from time to time as required
by the Company and will be offered at least 18 hours employment
per week.
B. OTHER ISSUES:
1. EQUALISATION
The Court notes the history of this issue and having considered
the views expressed by the parties finds that there is an
obligation to honour the terms of the agreement reached between
the parties. The Court taking account of the need to improve the
competitiveness of the Company recommends that the outstanding
payments be made on the 1st January, 1990 and 1st January, 1991.
The Labour Court does not recommend concession of the claim to
clerical and other service employees.
2. 39 HOUR WEEK
The Court does not recommend concession of the claim at this time.
The Court notes however that it is the intention of the Company to
deal with this issue in accordance with the provisions of the
Programme for National Recovery.
3. GRADE 4
The Court carefully considered all of the issues raised by the
parties in relation to this matter.
The Court notes from the union submission that the issue has been
the subject of a conciliation conference and a Labour Court
hearing is awaited. The Court considers the matter should be
dealt with in this manner.
C. GENERAL
The Court in formulating it's recommendation has sought to take
account of the needs of all the parties, particularly the need of
the Company to ensure that conditions are created which will
enable it to survive and expand in a highly competitive Industry,
and the need of the employees to ensure they have secure
employment with reasonable terms and conditions.
Accordingly the Court would recommend that the recommendation be
balloted on by the employees, and be put before the Board of the
Company, for acceptance.
Signed on behalf of the Labour Court,
Tom McGrath
__6th__November,__1989. ___________________
P. F. / J. C. Deputy Chairman
ADDENDUM
The Court following discussions with the parties regarding certain
aspects of Recommendation No. 12544 gives below its clarification
of the issues raised.
1. Starting Times - 7.15 a.m.
This starting time is a requirement of the Company and whilst the
addition of new facilities under the investment programme may
enable some flexibility in this requirement no change is envisaged
in the foreseeable future.
2. Problems with standards
If during the first three months it is evident there is a problem
with a standard, despite the employee having made a reasonable
effort to achieve satisfactory levels of performance, the Company
undertakes to review the targets set and to consult with the union
assessor when requested. Where there is a difference between the
Company's and the unions assessors the matter will be referred to
an agreed third party for examination and review. The findings of
the agreed third party will be binding on both parties.
3. Phasing in of Standards
The phasing in of standards shall be in accordance with the
Company proposals which are as follows:-
(a) Para 1 - The output requirements will be adjusted in Week 1
to take account of the increased working time
available due to the reduction in breaks.
Para 2 - In weeks 2/3/4, the standards will be progressively
adjusted in three equal phases to achieve the new
requirements.
Para 3 - In normal circumstances after the phasing in period
the killing lines will operate at speeds 240 or 280
(manning levels 36 and 38 respectively). Any
changes in speeds will be arranged with appropriate
adjustments in manning levels.
Para 4 - The Company envisages that in situations where it
is not possible to meet normal production levels,
it would reduce line speed and manning levels with
a view to maintaining earning capacity in so far as
is possible.
Para 5 - The Company will provide a document setting out the
effect of this phasing arrangement on standards in
each area of the plant.
The Court interpret these proposals as follows:-
Para 1 - That if 90% Performance is achieved in the first week
then bonus at 100% will be paid.
Para 2 - That if Performances of 92.50%, 95% and 97.50% are achieved
in weeks 2, 3 and 4 respectively bonus at 100% will be
paid. After week 4 achievement of 100% Performance will
result in bonus at 100% being paid.
Para 3 - The speed of the killing line will be phased in during
the period outlined above. The requirements are as per
the attached document. (Appendix A).
Para 4 - That where pig supplies are insufficient adjustments to
line speed and manning levels will be made to maintain
earning capacities.
APPENDIX A
Phasing in Arrangement (Main Sections)
SLAUGHTER: 240 Speed 280 speed
Week 1 216 pigs per hour. 252 pigs per hour.
Week 2 222 pigs per hour. 259 pigs per hour.
Week 3 228 pigs per hour. 266 pigs per hour.
Week 4 234 pigs per hour. 273 pigs per hour.
Week 5 240 pigs per hour. 280 pigs per hour.
WILTSHIRE: WILTSHIRE CUTTING PORK
Week 1 96 pigs per hour. 161 pigs per hour.
Week 2 99 pigs per hour. 165 pigs per hour.
Week 3 102 pigs per hour. 169 pigs per hour.
Week 4 105 pigs per hour. 174 pigs per hour.
Week 5 107 pigs per hour. 179 pigs per hour.
MIDDLE BONING
Week 1 116 (No increase except for shorter break times)
Week 2 118
Week 3 121
Week 4 123
Week 5 126
SHOULDER BONING:
Week 1 201 (No increase except for shorter break times).
Week 2 204
Week 3 207
Week 4 211
Week 5 214
Similar phasing arrangements will take place in all other
sections.
APPENDIX I
(1) FLEXIBILITY
In order to meet the ever increasing level of competition in
the Pigmeat Industry, and to provide for the need to stagger
the start of production in different areas of the Plant, a
highly flexible approach to working hour must be adopted.
The length of the basic working day will vary from a minimun
of four basic hours to the maximum of ten basic hours in one
day.
(2) STANDARD WORKING
It is a condition of employment that all operators will work
at least to Standard Performance (100 B.S.I.).
(3) PIECE RATES
Piecerate working will be adopted in all areas of the Factory
where practical. Piecerate payments will replace the
conventional system of basic pay and bonus.
(4) EARNINGS FALLBACK
While the Company will endeavour to maintain the correct
staffing levels, occasions may arise where production does
not generate adequate earnings for the staff employed. When
this occurs, a fallback payment equal to the current basic
rate will be paid.
(5) CLOCKING OF CARDS
Each employee must clock in fully attired with whatever
protective clothing and equipment are necessary to commence
work, and must present herself-himself at the designated
place of work at starting time. Starting time for each
operator will depend on the time production starts in her/his
area of the appropriate department.
Each employees will commence work immediately and will
continue to work until finishing time as determined by the
Supervisor, and must then clock out in their protective
attire and wash and change only after clocking out.
After clocking in, no employee may leave the factory premises
on other than strict company business, without first getting
permission and then clocking out.
Time clocks will be located as close to the workplace as
practical.
(6) BREAKS
Paid breaks will be provided during the day as follows:-
Mid-Morning 15 minutes.
Mid-Afternoon 10 minutes.
The length of these breaks may be altered by agreement,
provided the total breaks do not exceed 25 minutes.
An unpaid 30 minute Lunch Break will operate. No other
breaks, either paid or unpaid shall be permitted during the
working day.
(7) OVERTIME WORKING
7.1 It is a condition of employment that all employees shall be
agreeable to work up to sic hours overtime per week, when
required by Management. This may be worked on any evening
during the week, up to a maximum of three hours per day.
7.2 Emergency overtime will be worked as required by
Management, up to a maximum of two hours per day.
Emergency overtime is defined as overtime arising from
power failure, mechanical breakdown, adverse weather
conditions or other such abnormal occurrences. In such
emergency circumstances normal production levels will be
completed in overtime. It is a condition of employment
that all production must be fully completed e.g. pigs must
be cleared from the lairage and line and other essential
work must be carried out, subject to no more than normal
production levels being intended.
(8) ATTENDANCE AT WORK
8.1 It is vital because of the type of manufacturing carried
out by the Company, that the attendance and punctuality of
each employee is of the highest standard.
8.2 Absentee and Lateness Demerit Procedure
Each absence and lateness is assigned a points value as
follows:-
(a) Less than 10 minutes late - 5 Points.
(b) 10 minutes or more late - 10 Points.
(c) Unexcused absence - 25 Points.
(a) When an employee has accumulated 50 points in any twelve
month period, a Counselling Session will be conducted with
the Supervisor, and the employee will be given a Written
Warning.
(b) When an employee reaches 75 points in any twelve month
period, a second Counselling Session will be conducted with
the Supervisor and a Member of Management, and the employee
will be given a further and Final Written Warning.
(c) In event of an employee reach 100 points in any twelve
month period, she/he will be subject to suspension of 2
weeks.
(d) If 120 points is reached in any twelve month period,
his/her employment will be terminated.
The purpose of these sessions is to advise the employee of
the severity of his/her absenteeism or lateness problem and
to see if anything can be done to assist in solving the
problem.
8.3 CONTRACT PRODUCTION WORKING
The Company may use outside Contractors for production
work, provided it does not result in loss of employment for
existing staff.
(9) CONTRACT PRODUCTION WORKING
The Company may use outside Contractors for production
work, provided it does not result in loss of employment for
existing staff.
(10) TEMPORARY EMPLOYMENT
The Company may recruit Temporary employees to provide
cover for absenteeism and holidays among the workforce.
RECOMMENDATION:
THIS RECOMMENDATION CAN ONLY BE VIEWED IN THE FULL DOCEUMENT.
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