The Security Industry has been extremely proactive in respect of JLC discussions and were the first industry to meet to discuss a new ERO since the previous system was dissolved. It comes as no surprise that the Security Industry are first, along with the Cleaning Industry, to introduce a new ERO.
The new ERO has been greatly amended from the previous version from 2011, with most policies being changed in some shape or form. Indeed, some policies have been removed in their entirety. The key changes to the draft ERO are as follows:
- All employees will be entitled to receive minimum remuneration of €10.75 per hour.
- Overtime rates will be paid at time and a half. However, the overtime rate will only apply where the employee has worked in excess of 48 hours. Employers will need to be mindful of maximum weekly working hour obligations if that employees are regularly receiving this overtime rate, beyond 48 hours, then it will be a good indicator that the employee is working too many hours.
- Annual leave entitlements will be in accordance with standard minimum entitlements under the Organisation of Working Time Act.
- Public holidays have been greatly changed from the previous ERO in that the premium rates have been removed. Like annual leave, public holiday entitlements will be in accordance with standard minimum entitlements under the Organisation of Working Time Act.
- Employers will be generally required to provide all employees with 3 days’ notice of any working roster.
- The new ERO expressly states that employers will need to make available a copy of the Health and Safety Risk Assessment at each site, in accordance with PSA 28:2013.
- The Death in Service Benefit remains unchanged in general but for the fact that it now applies to all employees up to the age the State pension becomes payable to the employee.
- Similar to the Death in Service Benefit, the Personal Attack Benefit has also removed the 65 year age limit. Furthermore, the Personal Attack Benefit provides that “an employer shall ensure that appropriate physical and psychological support is available, on request, to any employee who has been subjected to violence as a result of carrying out his/her duties”, which is again in accordance with requirements PSA 28:2013.
- The Sick Pay Scheme remains largely unchanged but for the fact that it now states that it is payable to full-time workers “based on a 39 hour week” and then to all part-time employees on a pro rata basis.
- The ERO includes a Uniforms policy whereby employers can deduct the whole or partial cost of uniform items from an employee’s wages in certain circumstances.
- When compared to the old ERO, it is notable that the following premiums have been removed: Sunday Premium Rates, Sunday Overtime Rates, Unsocial Hour Rates, and increased Public Holiday Rates.
