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S.I. No. 68/1999 - Employment Regulation Order (Catering Joint Labour Committee), 1999

Type Statutory Instrument

Publication 1999-03-23

Last updated 2000-09-19

State Repealed superseded text

Text As published

Source Irish Statute Book

articles Not indexed

This is the act as published. Later amendments are not folded into the text below: each one is a separate act in this repository and an entry in this law's history.

1 amending act · 2000-09-19, S.I. No. 285/2000 - Employment Regulation Order (Catering Joint Labour Committee), 2000

Reform history JSON API

(for areas other than the areas known, until 1st January, 1994, as the County Borough of Dublin and the Borough of Dun Laoghaire)

WHEREAS the Labour Court (hereinafter called “the Court”), pursuant to the provisions of Section 48 of the Industrial Relations Act, 1990 (hereinafter called “the Act”), made an Employment Regulation Order, dated 11th September, 1998 ( S.I. No. 329 of 1998 ) (hereinafter called “the said Order”) fixing the statutory minimum rates of remuneration and regulating the statutory conditions of employment of workers in relation to whom the Catering Joint Labour Committee (hereinafter called “the Committee”) operates;

AND WHEREAS the Committee has submitted to the Court a proposal for revoking the said Order;

AND WHEREAS the Committee has also submitted to the Court the proposals set out in the Schedule hereto for fixing the statutory minimum rates of remuneration and regulating the statutory conditions of employment of workers in relation to whom the Committee operates;

AND WHEREAS the provisions of Section 48 of the Act have been complied with;

NOW, THEREFORE, the Court, in exercise of the powers conferred on it by Section 43 (4) of the Industrial Relations Act, 1946 and Section 48 (4) of the Industrial Relations Act, 1990 , hereby Order as follows:—

(1) This Order may be cited as the Employment Regulation Order (Catering Joint Labour Committee), 1999 (for areas other than the areas known, until 1st January, 1994, as the County Borough of Dublin and the Borough of Dun Laoghaire).

(2) Effect is hereby given to the proposals set out in the Schedule hereto.

(3) The provisions set out in the Schedule hereto shall have effect as from 1st April, 1999 and as from that date the said Order shall be revoked.

NOTE: Enquiries should be addressed to the Secretary, Joint Labour Committees, The Labour Court, Tom Johnson House, Haddington Road, Dublin 4 (Phone No. 01-6608444 Extension Nos. 301, 303 and 304. “Lo-Call” number (if calling from outside (01) area) 1890 220228).

SCHEDULE.

PART I. WORKERS TO WHOM THIS SCHEDULE APPLIES.

Workers employed in a catering establishment anywhere throughout the State except the areas known until 1st January, 1994 as the County Borough of Dublin and the Borough of Dún Laoghaire who are engaged on any of the following work, that is to say:—

(a) the preparation of food or drink;

(b) the service of food or drink;

(c) work incidental to (a) or (b) and performed at any store or warehouse or similar place in the catering establishment.

But excluding

(i) Workers affected by any Employment Agreement, that is “an agreement relating to the remuneration or the conditions of employment of workers of any class, type or group made between a trade union of workers and an employer or trade union of employers or made, at a meeting of a registered Joint Industrial Council, between members of the Council representative of workers and members of the Council representative of employers”.

(ii) Workers to whom an Employment Regulation Order, made as a result of proposals received from another Joint Labour Committee, applies.

(iii) Managers, assistant managers and trainee managers.

In this Schedule, “Catering Establishment” means a premises in respect of which a publican”s licence (spirit retailers on-licence) under the Licensing Acts, 1833 to 1995, is held and which serves hot food for consumption on the premises, and a premises or part of a premises primarily used for supplying for reward to any persons, not for the time being resident on the premises, food or food and drink for consumption on the premises, including fish and chip shops and ice cream parlours.

But excluding

(i) premises registered in the register of hotels under the provisions of the Tourist Traffic Acts, 1939-1995.

(ii) premises licensed under the Licensing Acts, 1833-1995 and having not less than 10 apartments normally available for the sleeping accommodation of travellers.

PART II. DEFINITION OF JOB CLASSES AND STATUTORY MINIMUM RATES OF REMUNERATION PER WEEK.

Classes of workers

(a) Cook — A person who has completed three years” service¹ at cooking duties and is engaged in the preparation and cooking of food for service to the public and/or staff.

(b) Short Order/Fast Service Cook — A person who is solely involved in the preparation and/or cooking of any one or a combination of the following: hamburgers, beefburgers, fish, chips, pizza, pancakes and snack foods.

(c) Counter Assistant — A person wholly or mainly engaged in the preparation and/or service of food at a counter and ancillary duties.

(d) Waiter/Waitress — A person who has completed 2 years” service¹ and is wholly or mainly engaged in the service of food at table and ancillary duties.

(e) Barman/Barmaid — A person who has completed 2 years” service¹ and is wholly or mainly engaged in the service of alcoholic drinks and other beverages and ancillary duties.

(f) Clerical Worker — A person wholly or mainly engaged in clerical, reception and/or cashier duties.

(g) General Worker — A person wholly or mainly engaged in any one or a combination of the following:— general kitchen portering duties, the preliminary preparation of food prior to cooking, and other general duties not covered in the definitions of the other classes of workers contained in this Order.

(h) Cleaner/Wash-up — A person wholly or mainly engaged in cleaning and/or wash-up duties.

Statutory minimum rates of remuneration


		From 1st April, 1999
		Per Week
		£
(a)	² Cook:
	1st year — 50% of full rate	92.67
	2nd year — 65% of full rate	120.47
	3rd year — 80% of full rate	148.27
	Trained — full rate	185.34
(b)	³ Short Order Fast Service Cook:
	Full rate	166.69
	Twelve months” initial rate 90% of full rate	150.02
(c)	⁴ Counter Assistant:
	Full rate	166.69
	Twelve months” initial rate 90% of full rate	150.02
(d)	⁵ Waiter/Waitress:
	1st year — 60% of full rate	87.77
	2nd year — 80% of full rate	117.03
	3rd year and over — full rate	146.29
(e)	⁶ Barman/Barmaid:
	1st year — 60% of full rate	93.47
	2nd year — 80% of full rate	124.62
	3rd year and over — full rate	155.78
(f)	⁷ Clerical Worker:
	Full rate	158.75
	Twelve months” initial rate 90% of full rate	142.88
(g)	⁸ General Worker:
	Full rate	166.69
	Twelve months” initial rate 90% of full rate	150.02
(h)	⁹ Cleaner/Wash Up:
	Full rate	155.78
	Twelve months” initial rate 90% of full rate	140.20

¹⁰ The maximum amount which may be deducted from any worker in respect of board is £7.00 per week except where such worker is working in a catering establishment where a class (a) cook is not employed. Where such worker is working in conjunction with a worker in class (b) or with a fully qualified cook performing the functions of a worker in class (b) the maximum deduction for board shall be £1.92 per week.

Where board and lodging is provided the maximum amount which may be deducted is £24.45 per week.

Part-time or casual workers

Any part-time or casual worker shall be paid pro-rata at the hourly equivalent of the weekly rate relative to his or her particular class as defined above.

Twelve Months” Initial rate:

The twelve months” initial rate (90% of full rate without board) applies to workers in classes (b), (c), (f), (g) and (h) and applies for the first twelve months of employment in any of the five classes by any employer. Certified service of twelve months or more in a specific class with a previous employer shall entitle a worker in that class to the full rate.

Workers appointed to the following posts by employers shall be paid the minimum differential over the standard rate as indicated—

Minimum Differential


	From 1st April, 1999
Post	Per Week
	£
Head Cook	11.57
2nd Head Cook	7.38
Head Waiter/Waitress	9.01
2nd Head Waiter/Waitress	6.49
Head Barman/Barmaid	8.29
2nd Head Barman/Barmaid	5.83

Apprenticeship ratios:

A ratio of 1:1 (i.e. 1 trainee worker for every trained worker) will apply with a derogation for attendance at C.E.R.T. training courses and/or a training programme organised with the approval of C.E.R.T.

Service Charge

Service charge, where levied, shall be distributed weekly to waiters, waitresses, counter assistants, barmen and barmaids. A maximum of 20% of the total service charge may be distributed to any other classes covered by this Employment Regulation Order with the agreement of the majority of the staff.

PART III. STATUTORY CONDITIONS OF EMPLOYMENT

Section I — Normal Working Hours:

The normal working fortnight shall be any 10 days and shall consist of 78 hours for all workers aged 18 years and over.

Hours of Work for Young People

Young persons aged 14 and 15 may only be employed on holiday work (maximum of 35 hours per week) or on work experience (maximum of 40 hours per week). The normal number of hours for young persons on holiday work shall be 70 hours in any fortnight, but must not exceed 35 hours per week, and for young persons on work experience shall be 78 hours in any fortnight, but must not exceed 40 hours per week.

The normal number of hours for young persons aged 16 or 17 shall be 78 hours in any fortnight but must not exceed 40 hours in any week.

Section II — Holidays

All employees are entitled to annual leave in accordance with the provisions of the Organisation of Working Time Act, 1997 .

Entitlement in respect of Public Holidays is in accordance with the provisions of the Organisation of Working Time Act, 1997 .

Six weeks” notice of intention to allow annual leave shall be given by employers to their workers.

Where a worker has worked on any public holidays throughout the year, the days off in lieu may be taken consecutively or added to the worker”s annual leave.

Section III — Other Conditions of Employment:

Overtime shall be at the rate of time plus one half, for hours worked in excess of 39 hours per week. Work done on a day on which a worker would normally be off duty, including Sunday, shall be paid for at the rate of double time except where an option to take time off in lieu can be agreed between employer and worker.

Each worker shall be made aware of his rostered duty for each period of the rostered duty one week in advance of the commencement of rostered duty. Any hours worked in excess of rostered duty on any day shall be paid for at the overtime rate of time plus one half up to 12.00 midnight, and thereafter at double time.

A worker rostered to work night duty between the hours of 12.00 midnight and 7.00 a.m. which is not overtime, or which is not covered by a trade union negotiated shift pay agreement, shall be compensated by the payment of an allowance equivalent to 25% of his basic pay, for hours worked during that period.

Sunday Work:

(i) Within the 78 hour fortnight, every second Sunday shall be regarded as a day off.

(ii) Work performed on Sunday, as part of the normal roster, shall be paid at the rate of double time.

Spreadover Duty/Finishing Time:

(i) The maximum period for spreadover duty shall not exceed 12 hours in any day, and workers subject to spreadover duty shall be entitled, in each week throughout the year, to one day at a maximum of 8 hours spreadover or 2 days at a maximum of 10 hours spreadover. The short spreadover shall be calculated from normal starting time unless otherwise agreed.

(ii) For workers aged 18 years and over, a minimum period of 8 hours shall elapse between a worker”s normal finishing time each night and starting time next morning.

(iii) Permanent and casual workers aged 16 and 17 years of age shall not be required to work before 6.00 a.m. or after 10.00 p.m.

(iv) Workers under 16 years of age shall not be required to work before 8.00 a.m. or after 8.00 p.m.

Breaks¹¹

(i) Workers under 16 years of age must have the following rest breaks:


after each 4 hours:	half-hour
in each period of 24 hours:	14 consecutive hours
in any period of 7 days:	2 days off¹²

(ii) Workers over 16 and under 18 years of age must have the following rest breaks:


after 4 and a half hours:	half-hour
in each period of 24 hours:	12 consecutive hours
in any period of 7 days:	2 days off¹²

(iii) Workers aged over 18 shall be entitled to breaks and rest periods in accordance with the Organisation of Working Time Act, 1997 .

Certificate of Service

Each worker who has accumulated at least a total of the equivalent of six months full time service shall be entitled to the next full time rate, provided at least one calendar year has elapsed since he or she commenced on the lower rate.

Each worker shall be entitled to receive from his employer on termination of his employment a certificate of service showing the period of his employment, the length of service and average weekly hours worked in each particular grade in which he or she may have been employed.


	GIVEN under the Official Seal of the Labour Court, this 23rd day of March, 1999.
	(Signed) FINBARR FLOOD,
	Chairman.

EXPLANATORY NOTE.

(This note is not part of the Instrument and does not purport to be a legal interpretation.)

This Instrument fixes, with effect from the 1st April, 1999, statutory minimum rates of remuneration and statutory conditions of employment of certain workers employed in catering establishments anywhere throughout the State except the areas known until 1st January, 1994 as the County Borough of Dublin and the Borough of Dún Laoghaire. It is made by the Labour Court on the recommendation of the Catering Joint Labour Committee.

Footnotes

Time spent on training courses will count as service.

These provisions may be modified in relation to employment of close relatives in a family business.

As far as practicable, the days off are to be consecutive.

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