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S.I. No. 10/2001 - Employment Regulation Order (Aerated Waters and Wholesale Bottling Joint Labour Committee), 2001

Type Statutory Instrument

Publication 2001-01-29

Last updated 2002-05-16

State Repealed superseded text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 · 2002-05-16, S.I. No. 209/2002 - Employment Regulation Order (Aerated Waters and Wholesale Bottling Jo…

Reform history JSON API

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 (Aerated Waters and Wholesale Bottling Joint Labour Committee) dated 3^rd July, 2000 ( S.I. No. 205 of 2000 ) (hereinafter called “the 2000 Order”), fixing the statutory minimum rates of remuneration and regulating the statutory conditions of employment of workers in relation to whom the Aerated Waters and Wholesale Bottling Joint Labour Committee (hereinafter called “the Committee”) operates;

AND WHEREAS the Committee has submitted to the Court a proposal for revoking the 2000 Order;

AND WHEREAS the Committee has also submitted to the Court proposals as 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 Orders as follows:-

(1) This Order may be cited as the Employment Regulation Order (Aerated Waters and Wholesale Bottling Joint Labour Committee), 2001.

(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 2^nd February, 2001, and as from that date the 2000 Order shall be revoked.

SCHEDULE

PART I GENERAL MINIMUM TIME-RATES

Weekly Rates


	FROM 2^nd February, 2001
	Per Week
	£
Workers of 18 years of age and over	185.32
Workers under 18 years of age	129.69

NOTE: In the case of workers employed on piece-work, each piece-rate paid must be such as will yield, in the circumstances of the case to an ordinary worker, not less than the appropriate General Minimum Time-Rate.

Hourly Rate

The hourly rate should be ascertained by dividing by the appropriate number of hours as set out in Part II, Section I.

PART II CONDITIONS OF EMPLOYMENT

SECTION I - Normal Working Hours:

(a) The normal number of hours to be worked by workers in relation to whom the Committee operates shall be 39 hours per week.

In relation to workers under the age of 18, the provisions of the Protection of Young Persons (Employment) Act, 1996 shall apply.

(b) The working week shall be one of 5 days, the off-days to be taken on the normal local short day, unless otherwise mutually agreed between the employer and worker.

PROVIDED THAT:-

(i) All hours worked by a worker on the weekly off-day, on Sundays and on customary public or statutory holidays, shall be regarded as overtime to which the overtime rates shall apply.

(ii) In any week in which one or more customary public or statutory holidays occur, the normal number of hours shall be less, in respect of each such holiday, the number of hours which would have been worked on such holiday if it had been a normal working day.

SECTION II - Overtime Rates:

The minimum rates for overtime, to apply in respect of hours worked by workers, whether employed on time-work or on piece-work, in excess of the normal number of hours of work, shall be as follows:-

(a) For all time worked in excess of the normal number of hours of work, the overtime rate shall be one-and-one half times the General Minimum Time-Rate otherwise applicable - i.e. time-and-a-half, except insofar as double time is payable under the provisions of paragraphs (b) and (c) of this section.

(b) For all time worked on Sundays and on customary public or statutory holidays, the overtime rate shall be twice the General Minimum Time-Rate otherwise applicable - i.e. double time.

(c) For all time worked in excess of four hours on the customary day off, the overtime rate shall be twice the General Minimum Time-Rate otherwise applicable - i.e. double time.

PART III WORKERS IN RELATION TO WHOM THE COMMITTEE OPERATES

The minimum rates of remuneration and conditions of employment shall, subject to the provisions of the Industrial Relations Acts, 1946-1990 and of this Order, apply to all workers in respect of any time during which they are employed in any Branch of the Trade as specified hereunder:-

THE AERATED WATERS AND WHOLESALE BOTTLING TRADE, that is to say:

(a) The manufacture, wherever carried on, of mineral or aerated waters, non-alcoholic cordials, flavoured syrups, unfermented sweet drinks and other similar beverages, and the manufacture, under licence, of brewed liquors elsewhere than upon the licensed premises of a cider manufacturer or a brewer of beer;

(b) The operations of bottle-washing, bottling and filling and all other operations preparatory to the sale of any of the aforesaid liquors in bottles, jars, siphons, casks or other similar receptacles;

(c) The operations of bottle-washing, bottling and filling and all subsidiary operations preparatory to the sale under a Beer Dealer's licence in bottles, jars and other similar receptacles of ale, stout, porter and other alcoholic beers, except where such operations are conducted or carried on upon the licensed premises of a brewer of beer, and

(d) The operations of bottle-washing, bottling and filling and all subsidiary operations preparatory to the sale, by wholesale, of cider in bottles, jars or other similar receptacles, except where such operations are conducted or carried on upon the licensed premises of a cider manufacturer.

BUT EXCLUDING

Workers affected by a Registered 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” and registered in the Register of Employment Agreements.

PART IV ANNUAL LEAVE

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

PART V SERVICE PAY

Workers who have been in continuous employment with the one employer to be granted service pay as follows:-


NUMBER OF YEARS EMPLOYMENT	5	10	15	20
Service Pay	50p	£1.00	£1.50	£2.00

PART VI SERVICE PAY (WORKERS ON MINIMUM RATES)

Only workers whose rates of pay are confined to the minimum basic rates specified in Part I and who have been in continuous employment with the one employer to be granted service pay as follows:-


NUMBER OF YEARS EMPLOYMENT	5	10	15	20
Service Pay	£1.00	£2.00	£2.50	£3.00

PART VII PENSION SCHEME

Full pension will be 50% of final pensionable salary. Full pension to be earned at age 65 provided the employee had completed 40 years' continuous service. Provision for early retirement will be made in accordance with actuarial procedures.

Death benefit of an amount equivalent to 1½ years' salary shall be provided for dependants on the death of a member in service before age 65.

Full time permanent employees with two years' continuous service, aged 25 years and over and under 55, are eligible for membership of the scheme.

The pension from age 65 shall be payable for the lifetime of the employee with a guarantee that, on the death of the member within five years of normal retiring age, member's pension would continue for the balance of five years to a dependent relative; otherwise there should be provision of an equivalent nature for a dependent relative.

Pensionable salary shall be the basic rate for the employee less an amount equivalent to twice the basic Social Welfare pension at the single person's rate. Final pensionable salary shall be the average pensionable salary over three years prior to retirement.

The foregoing shall be subject to a review in the event of the introduction of a pay related State pension scheme.

PART V111 SICK PAY SCHEME


Eligibility:	All permanent full-time employees with 12 months' service.	All permanent full-time employees with 12 months' service.
Duration:	No payment will be made in respect of the first 3 days. Benefits will be payable for a maximum of 15 weeks in any calendar year for a medically certified illness. A certificate signed by a medical practitioner must be produced by the third day of any absence on sick leave, specifying the nature of the illness. Where sick leave extends beyond the period initially certified, then further certification is required.	No payment will be made in respect of the first 3 days. Benefits will be payable for a maximum of 15 weeks in any calendar year for a medically certified illness. A certificate signed by a medical practitioner must be produced by the third day of any absence on sick leave, specifying the nature of the illness. Where sick leave extends beyond the period initially certified, then further certification is required.
Benefit:	Up to £25 per week subject to the sum of all benefits, i.e. both State and company benefits, not exceeding the individuals' personal basic rate of pay.	Up to £25 per week subject to the sum of all benefits, i.e. both State and company benefits, not exceeding the individuals' personal basic rate of pay.
Contribution:	Employee:	25p (max.) may be deducted weekly.
	Employer:	Twice that amount or appropriate as shall guarantee the above benefit.
Notice:	It will be the worker's duty to ensure that the employer is informed of his absence from work due to illness before normal starting time on the first day of absence.	It will be the worker's duty to ensure that the employer is informed of his absence from work due to illness before normal starting time on the first day of absence.
Abuse:	Disciplinary procedures may be applied to any worker found to have abused the scheme.	Disciplinary procedures may be applied to any worker found to have abused the scheme.

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	Given under the Official Seal of the Labour Court this 29th day of January, 2001.
	(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 minimum rates of pay and regulates statutory conditions of employment as from 2^nd February, 2001 for workers employed in the Aerated Waters and Wholesale Bottling Trade. It is made by the Labour Court on the Recommendation of the Aerated Waters and Wholesale Bottling Joint Labour Committee.

Published by the Stationery Office, Dublin.

NOTE: Enquiries should be addressed to The Secretary, Joint Labour Committees, The Labour Court, Tom Johnson House, Haddington Road, Dublin 4 (Phone 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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