Employment Regulation Order (Women's Clothing and Millinery Joint Labour Committee), No. 2, 1991.
Statutory Instruments
Source: Statutory Instruments

num: 142
paragraphs: 97
num: 142
paragraphs: 97
Job Class 2.
num: 140
paragraphs: 32
num: 140
paragraphs: 32
A CUTTER OR TRIMMER is a person substantially employed in cutting, trimming, marking in or laying-up when performed in conjunction with any of the above operations.
A TAILOR is a person employed in sewing by hand in a process of:
num: 140
paragraphs: 32
num: 140
paragraphs: 32
(a) making a garment or major portion of a garment, and/or
(b) altering, repairing, renovating, or remaking a garment or major portion of a garment, when such process is carried out in a workroom or factory.
A PRESSER-OFF is a person employed in pressing off a garment or major portion of a garment by hand or machine where the work requires judgement and skill to ensure required quality standards.
£
£
Job Class 3
num: 136
paragraphs: 38
num: 136
paragraphs: 38
Persons performing operations requiring levels of flexibility and experience in excess of Job Class 4 and 5.
MACHINE OPERATORS employed full-time in the making of samples and used as "Jumpers" when not making samples.
num: 136
paragraphs: 38
num: 136
paragraphs: 38
Job Class 4
MACHINE OPERATORS employed full-time as spare operators to fill in as required on a variety of processes and machines.
num: 126
paragraphs: 54
num: 126
paragraphs: 54
Job Class 5
MACHINE OPERATORS operating sewing machines or automatic or semiautomatic and ancillary machines in all the processes of making a garment including all other operations either by hand or machine where the flexibility and skills employed are not of class 3 or 4 standards and are of a highly repetitive nature.
num: 125
paragraphs: 24
num: 115
paragraphs: 66
All other operations not covered in Job Classes 1, 2, 3, 4, 5.
num: 125
paragraphs: 24
num: 115
paragraphs: 66
The minimum rate payable on the Incentive Time Rate for Job Class 5 is £125.24 per week. However, incentive earnings may be calculated on the basis of £115.66 per week.
SECTION II
LEARNERS
Learnership for Job Class 1, 2, 3, 4.
From Effective
Date of Order
(i.e. 2/1/92)
£ per week
1st six months — 65 per cent of Job Class 5 incentive time rate
num: 75
paragraphs: 18
2nd six months — 70 per cent of Job Class 5 incentive time rate
num: 80
paragraphs: 96
3rd six months — 75 per cent of Job Class 5 incentive time rate
num: 86
paragraphs: 75
4th six months — 80 per cent of Job Class 5 incentive time rate
num: 92
paragraphs: 53
5th six months — 85 per cent of Job Class 5 incentive time rate
num: 98
paragraphs: 31
6th six months — 90 per cent of Job Class 5 incentive time rate
num: 104
paragraphs: 09
After sixth six month period 100 per cent of appropriate Job Class rate
Learnership for Job Class 5
From Effective
Date of Order
(i.e. 2/1/92)
£ Per week
1st six months — 65 per cent of Job Class 5 incentive time rate
num: 75
paragraphs: 18
2nd six months — 70 per cent of Job Class 5 incentive time rate
num: 80
paragraphs: 96
3rd six months — 75 per cent of Job Class 5 incentive time rate
num: 86
paragraphs: 75
4th six months — 80 per cent of Job Class 5 incentive time rate
num: 92
paragraphs: 53
5th six months — 85 per cent of Job Class 5 incentive time rate
num: 98
paragraphs: 31
After fifth six month period 100 per cent of Job Class 5 rate.
PART II
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 as follows:—
Normal
Hours
per week
Maximum
Hours
per day
(i)
Workers between 15 and 16 years of age: in any week not exceeding
37½
8
Normal Hours
effective from l/6/90
(ii)
Workers over 16 years of age: in any week not exceeding
39
The maximum number of hours which may be worked by workers over 16 years and under 18 years shall be governed by the provisions of the Protection of Young Persons (Employment) Act, 1977 .
( b ) The working week shall be one of 5 days, the off-day 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 Sunday 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 time worked by a worker (whether employed on time-work or on piece-work) in excess of the declared normal number of hours of work shall be as follows:—
num: 1
paragraphs: On any day other than Sundays and Public Holidays:
(i) For the first four hours of overtime one and half times the minimum rate otherwise applicable i.e. time-and-a-half.
(ii) For overtime after the first four hours of overtime twice the minimum rate otherwise applicable i.e. double time.
num: 2
paragraphs: On Sundays and customary or statutory public holidays: twice the minimum rate otherwise applicable i.e. double time.
PART III
ANNUAL LEAVE
Those workers who do not have 20 days paid leave shall be entitled to a total of 20 days paid leave, in the holiday year 1985 and thereafter. The entitlement to these additional day(s) shall be based on the Holidays (Employees) Act, 1973 .
PART IV
WORKERS TO WHOM THIS ORDER APPLIES
The minimum remuneration and conditions of employment set out in this Order shall apply, subject to the provisions of the Industrial Relations Act, 1946 and of this Order, to all workers in respect of any time during which they are employed in any branch of the trade specified in the Trade Boards (Women's clothing, and Millinery) Order, 1926 and the Trade Boards (Women's Clothing and Millinery) (Variation Order, 1944, that is to say:—
The making from textile or knitted fabrics of (a) tailored and non-tailored wearing apparel (other than handkerchiefs) worn by women or girls or by children without distinction of sex; or (b) boys' ready made washing suits or sailor suits, where carried out in association with, or in conjunction with, the making of garments to be worn by women or girls, or by children without distinction of sex; and the making from any material of women's or female children's headgear, or the trimming thereof.
including:—
(1) All operations and processes of cutting, making or finishing by hand or machine of coats, costumes, coatfrocks. mantles, service clothing, dresses, skirts, wraps, blouses, blouse robes jumpers, sports-coats, neckwear, tea-gowns, dressing-gowns, dressing-jackets, pyjamas, underclothing, underskirts, aprons, overalls, juvenile clothing, baby-linen or similar articles.
(2) ( a ) The altering of any of the above-mentioned garments where carried out in association with, or in conjunction with, the altering, repairing, renovating or re-making of such garments.
( b ) The cleaning of any of the above-mentioned garments where carried out in association with, or in conjunction with, the altering, repairing, renovating or re-making of such garments.
(3) All processes of embroidery or decorative needlework where carried out in association with, or in conjunction with, the making, altering, repairing, renovating or re-making of such articles other than hand embroidery or handdrawn-thread work on articles made of linen or cotton or of mixed linen and cotton.
(4) The lining with fur of any of the above-mentioned garments where carried out in association with, or in conjunction with, the making of such garments.
(5) The following processes if done, by machine; thread-drawing, thread-clipping, top-sewing, scalloping, nickelling and paring.
(6) Laundering, smoothing, folding, ornamenting, boxing, packing, warehousing or other operations incidental or appertaining to the making, altering, repairing, renovating or re-making of any of the above mentioned articles.
But excluding:
( a ) The making of knitted articles, knitted headgear, the making of headgear from knitted fabrics; the making of underclothing, socks, and stockings from knitted fabrics and the making from knitted fabrics of articles mentioned in paragraph 1, where carried on in association with, or in conjunction with, the manufacture of the knitted fabrics.
( b ) The making of gloves, spats, gaiters, boots, shoes and slippers.
( c ) The making from rubberised or oilskin material or material commonly called plastic of men's or women's, boys' or girls' outer garments excluding aprons; and the making from rubberised or oilskin material or material commonly called plastic of women's or girls' headgear where carried out in association with, or in conjunction with, the making of other rubberised oilskin or plastic articles.
( d ) The making of women's collars and cuffs and of nurses' stiff washing belts where carried on in association with, or in conjunction with, the making of men's or boys' shirts or collars.
( e ) Warehousing, packing and other similar operations carried on in shops mainly engaged in the retail distribution of articles of any description that are not made on the premises.
( f ) The casting and making of solid metal helmets.
( g ) The lining with fur of any of the articles mentioned in paragraph 1 above, and the making of fur hats, where carried on in association with, or in conjunction with, the manufacture of furs or furriers' skins into garments, rugs or similar articles.
( h ) The branches of the trade covered by the Trade Board (Corset) Order, 1919.
(i) The making of hoods which:
(i) are for women's or female children's headgear
and
(ii) are from materials which, at any stage of the making of the hoods, are felted in the premises in which the hoods are made.
PART V
DEFINITIONS
SECTION I
The term "homeworker" shall be deemed to mean a worker who works in her own home or any other place not under the control or management of her employer.
SECTION II
A Learner is a worker who:
( a ) is employed during the whole or a substantial part of the hours of work in learning any branch or process of the trade by an employer who provides the learner with reasonable facilities for such learning; and
( b ) has received a learner's certificate or has been registered in accordance with the rules from time to time laid down by the Joint Labour Committee or has made an application for such certificate of registration which has been duly acknowledged and is still under consideration.