FULL RECOMMENDATION
SECTION 26(1), INDUSTRIAL RELATIONS ACT, 1990 PARTIES : SULZER PUMP SOLUTIONS IRELAND LTD - AND - SERVICES INDUSTRIAL PROFESSIONAL TECHNICAL UNION DIVISION : Chairman: Mr Foley Employer Member: Ms Connolly Worker Member: Ms Tanham |
1. Pay claim.
BACKGROUND:
2. This dispute could not be resolved at local level and was the subject of a conciliation conference under the auspices of the Workplace Relations Commission. As agreement was not reached, the dispute was referred to the labour Court on 16 May 2017 in accordance with Section 26(1) of the Industrial Relations Act, 1990. A Labour Court hearing took place on 17 August 2017.
UNION’S ARGUMENTS:
3. 1. The members are seeking 3.5% pay raise for each 12 month period for 24 months from 1 January 2017. They are also seeking the restoration of retirement benefit and this payment be fully restored to the level of 3 weeks per year of service going forward.
2. The members are not in a position to move from weekly pay to monthly pay.
EMPLOYER'S ARGUMENTS:
4. 1. The Company is seeking the implementation of the agreement proposed by the Company in May 2016.
2. The May 2016 proposal includes a move from weekly pay to monthly pay.
RECOMMENDATION:
The Court has given very careful consideration to the written and oral submissions of the parties.
The Court notes the history of pay agreements between the parties and also notes the history of engagement on this matter.
Taking account of the circumstances of the company and the wider context of pay bargaining in the economy including the detail of the parties’ submissions in both those regards the Court recommends as follows:
That the parties should conclude a three year pay agreement providing for:
- �2.25% pay increase with effect from 1stJanuary 2017
�2.25% pay increase with effect from 1stJanuary 2018
�2.25% pay increase with effect from 1stJanuary 2019
- �2.25% pay increase with effect from 1stJanuary 2017
•Re-commitment to doing as much as can be done on any given day•A pro-active approach towards ensuring an intimidation-free workplace
• Acceptance of updated works booklet as agreed jointly between the company and SIPTU
•Continuing pro-active involvement towards continuous improvement
•Agreement to embrace new technology for business purposes, e.g. in areas of the company communication, e-mail and text messaging for announcement, bulletins, personal contact, electronic pay slips, updating information on time and attendance system etc. Implementation of aspects of this element should involve consultation particularly where an individual has difficulties in accessing the full suite of ICT facilities required to allow him or her to access important information (e.g electronic payslips).
• For employees who retire on their normal retirement date a sum of €125 per year of service to be paid as an ex-gratia payment.
•This agreement to expire on 31stDecember 2019 and no cost increasing claims to be served during the lifetime of the agreement.
The Court makes no recommendation in the matter of monthly pay. The Court encourages the parties to engage comprehensively in the coming period on issues related to pay frequency such that all possibilities for agreement on the matter can be fully explored.
Signed on behalf of the Labour Court
Kevin Foley
23 August 2017______________________
MNChairman
NOTE
Enquiries concerning this Recommendation should be addressed to Michael Neville, Court Secretary.