Employment Regulation Order (Provender Milling Joint Labour Committee), 1998
Statutory Instruments
Source: Statutory Instruments

num: 168
paragraphs: 11
17 years of age and under 18
num: 102
paragraphs: 15
16 years of age and under 17
num: 85
paragraphs: 71
SECTION 3 — NORMAL WORKING HOURS
The normal number of hours to be worked by workers in relation to whom the Committee operates shall be as per the Programme for National Recovery, 1987 (i.e. a 39 hour week) subject to the provisions contained therein.
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, 1996 .
SECTION 4 — OVERTIME RATES
The minimum rates for overtime, which shall be calculated on a daily basis, to apply in respect of hours worked 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-a-half times the general minimum time-rate otherwise applicable (£4.31 x 1.5) for full time adult employees, i.e. time-and-a-half except insofar as provided for under the provisions of paragraphs (b), (c) or (d) of this Section.
(b) For all time worked on Sundays, the overtime rate shall be twice the general minimum time-rate otherwise applicable i.e. double time.
(c) For all time worked on statutory public holidays (or customary public holidays substituted therefor), the overtime rate shall be twice the general minimum time-rate otherwise applicable i.e. double time, exclusive of the statutory entitlements under the Organisation of Working Time Act, 1997 .
(d) Payment for working on the normal day off shall be at the rate of time and one half for the first four hours from normal starting time and double time thereafter.
(e) The calculation of overtime pay for shift workers shall be on an individual employee's consolidated rate of pay:- i.e. the personal basic rate inclusive of the shift premium.
SECTION 5 — CALCULATION OF SHIFT PAY
The shift premium shall be calculated on an individual employee's personal basic rate of pay, as distinct from the basic rate for the industry.
SECTION 6 — ANNUAL LEAVE
Workers in relation to whom the Committee operates shall be entitled to a total of 20 days' paid leave per year.
SECTION 7 — SERVICE PAY
Those workers who have been in continuous employment with the one employer to be granted service pay as follows:-
Employees with 5 years' continuous service and over
50p per wk
Employees with 10 years' continuous service and over
£1.00 per wk
Employees with 15 years' continuous service and over
£1.50 per wk
Employees with 20 years' continuous service and over
£2.00 per wk
SECTION 8 — SICKNESS BENEFIT SCHEME
The following Sickness Benefit Scheme shall apply:-
(1) Each employer will set up a scheme for his employees conforming to the terms set out below.
(2) All employees who have completed six months' service shall be included in the scheme.
(3) The following benefit shall be payable for up to a maximum of 18 weeks in any calendar year, in the case of illness medically certified and notified to the Company within the first three days of absence — up to£6 per week subject to the sum of all benefits, i.e. both State and Company benefits, not exceeding the individual employee's personal basic rate of weekly pay.
(4) The employee's contribution shall be a maximum of 10p per week. The employer's contribution shall be twice that amount or such appropriate amount in the first twelve months of operation as shall guarantee the benefit set out above.
(5) The operation of the scheme may be reviewed on an annual basis and such review shall have regard to the financial aspects of the scheme.
SECTION 9 — PENSION AND MORTALITY SCHEME
(1) Full pension will be 50% of final pensionable salary. Full pension to be earned at age 65 providing the employee has completed 30 years' continuous service. Provision for early retirement will be made in accordance with actuarial procedures.
(2) Death benefit of an amount equivalent to 1½ years' salary shall be provided for dependants on the death of a member in service before the age of 65.
(3) All full-time permanent employees who are aged less than 55 years and have passed their 24th birthday and who have completed 3 years' continuous service are eligible for membership of the scheme.
(4) Pensions will be guaranteed for 5 years from date of actual retirement.
(5) Continuous service with an employer since the date of last entering the employment shall be recognised for pension purposes, subject to the provisions of paragraph (3) above.
(6) Employees who are 55 years of age or more and who retire through ill-health or redundancy will receive a pension which will be calculated as follows:
T X P X actuarial factor where T = actual service to date of early retirement.
N
N = total prospective service to normal retirement date (maximum 30 years).
P = prospective pension the employee would have received at normal retirement date if the employee worked to that date.
(7) In the circumstance where employment continues beyond normal pension date, i.e. 65 years, the deferred pension payable on eventual retirement will be actuarially increased.
(8) Employees who are aged 55 years or over at 1st January, 1975 need not be included in an insured pension scheme. However, they will receive, on retirement at normal pension date, retirement benefits not less than those which would derive from such a scheme. Such benefits will be guaranteed for five years or life, whichever is the longer, subject to the Company remaining in existence.
(9) Pensionable salary shall be the basic rate of employee less amount equivalent to twice the basic Social Welfare pension at the single person's rate. Final pensionable salary shall be the base rate obtaining at the 1st January of the year of retirement.
Given under the Official Seal of the Labour Court this 10th day of June, 1998.
(Signed) EVELYN OWENS
CHAIRMAN
EXPLANATORY NOTE
The Instrument fixes with effect from 1st July, 1998 statutory minimum rates of remuneration and regulates statutory conditions of employment for workers employed in the Provender Milling Industry. It is made by the Labour Court on the recommendation of the Provender Milling Joint Labour Committee