FULL RECOMMENDATION
SECTION 26(1), INDUSTRIAL RELATIONS ACT, 1990 PARTIES : G4S CASH SOLUTIONS (REPRESENTED BY IRISH BUSINESS AND EMPLOYERS' CONFEDERATION) - AND - SERVICES INDUSTRIAL PROFESSIONAL TECHNICAL UNION DIVISION : Chairman: Mr Foley Employer Member: Ms Doyle Worker Member: Mr McCarthy |
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 30 April 2018 in accordance with Section 26(1) of the Industrial Relations Act, 1990. A Labour Court hearing took place on 14 June 2018.
UNION’S ARGUMENTS:
3. 1. The Union is seeking a 4% pay increase a year for 3 years with effect from 1 April 2017.
2. The 4% pay increase is reasonable and affordable.
3. The Union is seeking pay increments to apply to new entrants i.e.such that the starter rate of pay moves to parity with top rate of pay over two increments.
EMPLOYER'S ARGUMENTS:
4. 1The Company proposed annual pay increases and movement in the starter rate of pay.
2. The Company states that as well as having the highest rates of pay in the industry, G4S staff enjoy many additional benefits that are not the norm in the industry.
3. The company believes that its proposals are fair and reasonable and will allow the Company to operate competitively and sustain employment for its staff.
RECOMMENDATION:
The Court has given very careful consideration to the written and oral submissions of the parties.
The Court notes that the history of pay bargaining in this company has included agreements in 2012 and 2013, against a background of severe difficulty for the company, to reduce the pay and other conditions of employment of all staff. Those agreements included provision for recruitment of staff at rates of pay lower than had previously been the case. Those agreements were followed by a further agreement in 2015 to, over a series of phases, restore pay to the levels in place prior to the 2012 levels by 1stJanuary 2017. The 2015 agreement did not address the issue of the different pay rates in place in the business arising from the recruitment of staff since 2012 at rates which had been agreed as part of the 2012 and 2013 agreements.
The Court has heard from the Trade Union as regards the continuing impact on members of the difficult agreements concluded in 2012 and 2013. Similarly, it has heard from the company as regards the significant challenges it currently faces against the background of a history of significant losses and support from the international group.
In all of the circumstances outlined to the Court, including the nature of proposals for settlement issued by the Workplace Relations Commission, the Court recommends that
1.Rates of pay for staff recruited since 2012 should be adjusted to provide as follows:- The entry level rate for Cash in Transit staff should be €13.33 PH with effect from 1stJuly 2018. Staff should move to a rate of €13.66 PH after 18 months of service and to a rate of €14.00 PH after a further 18 months of service. Staff recruited since 2012 should move to the rates set out above on the dates specified as if they were new recruits on 1stJuly 2018.
- The entry level rate for Cash Processing Operatives should be €11.00 PH with effect from 1stJuly 2018. Staff should move to a rate of €11.50 after 18 months of service and to a rate of €12.00 PH after a further 18 months of service. Staff recruited since 2012 should move to the rates set out above on the dates specified as if they were new recruits on 1stJuly 2018.
- •1.25% w.e.f. 1stJanuary 2018.
•1.25% w.e.f. 1stJuly 2018
•1.25% w.e.f. 1stJanuary 2019
•1.25% w.e.f 1stJuly 2019
•1.25% w.e.f 1stJanuary 2020
•1.25% w.e.f 1stJuly 2020.
4.The Trade Union should accept the company proposal on online payslips.
5.The Trade Union should accept in principle the company proposal on a new absence proposal. The parties should, with the help of the Workplace Relations Commission if necessary, engage immediately to clarify all aspects of that proposal and find agreement on the detail of the scheme. Any outstanding disagreement on the matter should be referred back to the Court for a definitive recommendation within three months of the date of this Recommendation.
The pay elements of the above agreement to expire on 31stDecember 2020. The parties should engage in the second half of 2020 to agree a successor pay agreement to apply following the expiry of the pay elements of the above agreement.
The Court so recommends.
Signed on behalf of the Labour Court
Kevin Foley
MK______________________
15 June 2018Chairman
NOTE
Enquiries concerning this Recommendation should be addressed to Mary Kehoe, Court Secretary.