S.I. No. 400/2000 - Employment Regulation Order (Hotels Joint Labour Committee), 2000

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 10th September, 1999 ( S.I. No. 283 of 1999 ) (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 Hotels 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 48 of the Act and Section 43 (4) of the Industrial Relations Act, 1946 , hereby Orders as follows:—

• (1) This Order may be cited as the Employment Regulation Order (Hotels Joint Labour Committee), 2000.

• (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 19th December, 2000 and as from that date the said Order shall be revoked.

SCHEDULE

PART I

Workers to whom this Schedule applies

• (a) the preparation of food or drink;

• (b) the service of food or drink;

• (c) the provision of living accommodation;

• (d) the retail sale of goods;

• (e) work incidental to (a), (b), (c) or (d);

• (f) work performed at any office or at any store or warehouse or similar place.

BUT EXCLUDING

• (i) Managers, assistant managers, trainee managers, receptionists, head storemen and housekeepers.

• (ii) Workers affected by a Registered Employment Agreement.

• (a) a premises registered in the register of hotels, under the provisions of the Tourist Traffic Acts, 1939 to 1995,

or

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

PART II STATUTORY MINIMUM RATES OF REMUNERATION

Section I

All hotel workers while training

Note: Training is formal structured training as defined in accordance with Section 16 of the National Minimum Wage Act, 2000 .

Section II

Experienced Adult Hotel Worker

Note: No worker shall suffer a reduction in status or remuneration.

Note: This rate applies to a worker able and willing, as required, to perform the general work of a hotel not covered in the other job descriptions herein, as part of normal duties.

Section III

Hotel Workers not covered by Section I or Section II

Board & Lodgings

If a hotel employee receives board and lodgings, board only or lodgings only from his employer, the following amounts may be deducted from his pay:

Full board means an entitlement to three meals a day in the hotel. No compensatory payments are due for not availing of this entitlement, with the exception of statutory entitlements.

Service Charge

Where service charge is distributed to an employee through the payroll, the amount so distributed can form part of the weekly earnings referred to above. This and other components which may be taken into account to determine an employee's average rate of pay are set down in Part 1 of the Schedule to the National Minimum Wage, Act, 2000.

NOTES:

In calculating the statutory minimum rate of remuneration applicable to any of the workers specified in Sections I, II or III of this Part, the following provisions shall apply—

• (a) where four juniors are employed, one of the four shall be placed on the next higher scale.

• (b) for each additional three juniors employed, one additional junior shall be placed on the next higher scale.

PART III

STATUTORY CONDITIONS OF EMPLOYMENT

Section I — Normal Working Hours

The “Season” means the period commencing on the Sunday before Easter Sunday and ending on the last Sunday in September.

• (i) Young persons aged 14 and 15 may only be employed on holiday work (maximum of 35 hours per week and 7 hours per day) or on work experience (maximum of 40 hours per week and 8 hours per day). The normal number of hours for young persons aged 14 and 15 on holiday work shall be 70 hours in any fortnight, but must not exceed 35 hours per week and 7 hours per day, and for young persons on work experience shall be 78 hours in any fortnight, but must not exceed 40 hours per week and 8 hours per day.

• (ii) 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 and 8 hours per day.

Section II — Holidays

• (a) 4 working weeks in a leave year in which the employee works at least 1,365 hours (unless it is a leave year in which he or she changes employment),

• (b) 1/3 of a working week for each month in the leave year in which he or she works at least 117 hours, or

• (c) 8% of the hours an employee works in a leave year (but subject to a maximum of four working weeks).

Section III — Other Conditions Of Employment

Overtime Rates:

• (i) Work performed on Sunday, which forms part of the 78 hour rostered fortnight, shall be paid for at double time. The extra pay which is additional to normal pay will be based on the appropriate rate without Board or Lodging.

• (ii) When an employee works a full day on a Sunday which is in addition to the 78 hour rostered fortnight he/she shall receive two additional days' pay based on the rate without Board or Lodging and pro rata for part days.

• (i) Workers shall be entitled each week throughout the year to either one early finishing night at 7.00 p.m. or two at 8.30 p.m.

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

• (iii) In general, 16 and 17 year olds cannot work between the hours of 10 p.m. and 6 a.m., except where the Minister is satisfied that special circumstances exist and the day in question is not the day before a schoolday, in which case they may not work between the hours of 11 p.m. and 7 a.m.

This issue is covered by the Organisation of Working Time Act, 1997 . Compensatory rest allowances will be applied in accordance with that Act.

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

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

• (iii) No adult worker shall be required to work continuously for more than 4 and a half hours without a break of at least 15 minutes, or for more than 6 hours without a break of at least 30 minutes.

Each worker shall be entitled to receive from his employer on termination of his employment a certificate of service showing the period for which he was employed and the standing of his employment at the date of termination.

EXPLANATORY NOTE.

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

This Instrument fixes statutory minimum rates of pay and regulates statutory conditions of employment as from 19th December, 2000 for workers employed in an hotel undertaking anywhere throughout the State except the County Borough of Cork and the areas known, until 1st January, 1994, as the County Borough of Dublin and the Borough of Dun Laoghaire. It is made by the Labour Court on the Reconmmendation of the Hotels Joint Labour Committee.

NOTE: Enquiries should be addressed to The Secretary, Joint Labour Committees, The Labour Court, Tom Johnson House, Haddington Road, Dublin 4 (Telephone 01-6136666, Extension Nos. 6639, 6640, 6641 and 6642. “Lo-call” number (if calling from outside (01) area) 1890 220 228).

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