FULL RECOMMENDATION
SECTION 26(1), INDUSTRIAL RELATIONS ACT, 1990 PARTIES : ROSDERRA IRISH MEATS (REPRESENTED BY IRISH BUSINESS AND EMPLOYERS' CONFEDERATION) - AND - SERVICES INDUSTRIAL PROFESSIONAL TECHNICAL UNION DIVISION : Chairman: Mr Hayes Employer Member: Mr Marie Worker Member: Ms Treacy |
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 the 4 October 2017 in accordance with Section 26(1) of the Industrial Relations Act, 1990. A Labour Court Hearing took place on 14 November 2017.
UNION'S ARGUMENTS:
1. The Union stated that there had been no pay increase since 2008 and were seeking the following increases in pay and improvements in conditions of
employment. In that context it sought a rise in the hourly basic rate of pay from €9.15 to €10.50 for general workers and the from €10.32 to €12.00 for
skilled workers.
2. An increase in the production bonus from €38.00 to €50.00 per week.
3. The Union further stated that it was not prepared to finance those pay increases through reductions in conditions employment that had been hard won by
workers over the years.
COMPANY'S ARGUMENTS:
- The Company stated that it could only consider a pay increase if some element of was financed through productivity measures that would bring it into line with its sister plants in the group.
- To this end the Company has tabled a survival plan the will underpin the plants viability and optimise the prospects of maintaining employment levels in the plant. Progress on this plan must be an essential part of the pay round discussions.
- The Union Claim is excessive, is out of line with pay movements in both the sector and the wider economy and could not be considered by the Company until it is brought in line with what can be afforded by the Company and has been paid in the sector generally.
RECOMMENDATION:
The Court has given careful consideration to the extensive submissions of both parties to this dispute.The Court recommends that the industrial dispute between the parties be resolved on the following basis
1. The Company increase its offer on pay as follows
a. 2.5% increase in the basic rate with effect from 1 September 2017
b. 2.5% increase in the basic rate of pay with effect from 1 September 2018
c. That the Company increase the weekly bonus from €38 euro per week to €43 per week with effect from 1 January 2018 and to €48 per week with effect from 1 January 2019.
d. That the Company pay in the most tax efficient way a once off payment of €175 with effect for the date of acceptance of this agreement
e. That the Union agree to reduce the current breaks from 90 minutes to 70 minutes with effect from 1 January 2018. The savings generated by this reduction to be included for the purposes of calculating and sharing the value of the productivity improvements generated under f below.
f. That the Union and Management enter into productivity discussions with a view to concluding an agreement, with the assistance of the WRC when appropriate, on or before 1 May 2018. In the event that agreement cannot be reached on or before that date the parties should agree to refer all matters then in dispute back through the WRC to the Labour Court for a definitive Recommendation.
g. That the Union continue to co-operate with normal ongoing change for the duration of the Agreement
h. That the Union undertake not to commence or progress any cost increasing claims for the duration of the Agreement
i. That the Agreement expire on 31 August 2019
The Court so recommends.
Signed on behalf of the Labour Court
Brendan Hayes
JD______________________
05 December 2017Deputy Chairman
NOTE
Enquiries concerning this Recommendation should be addressed to John Deegan, Court Secretary.