S.I. No. 426/1979 - Employment Regulation Order (Women's Clothing and Millinery Joint Labour Committee) 1979.

S.I. No. 426 of 1979.

EMPLOYMENT REGULATION ORDER (WOMEN'S CLOTHING AND MILLINERY JOINT LABOUR COMMITTEE) 1979.

WHEREAS the Labour Court (hereinafter called "the Court") pursuant to the provisions of Section 43 of the Industrial Relations Act, 1946 , (hereinafter called "the Act") made an Employment Regulation Order dated the 25th September, 1978, ( S.I. No. 266 of 1978 ) (hereinafter called "the said Order") fixing the statutory minimum remuneration and regulating the conditions of employment of workers in relation to whom the Women's Clothing and Millinery Joint Labour Committee (hereinafter called "the Committee") operates, other than workers employed in the making of women's headgear in the Factory Branch of the Trade in the Borough of Galway;

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 minimum rates of remuneration and regulating the conditions of employment of workers in relation to whom the Committee operates, other than workers employed in the making of women's headgear in the Factory Branch of the Trade in the Borough of Galway;

AND WHEREAS the provisions of Section 43 of the Act have been complied with;

NOW, THEREFORE, the Court, in exercise of the powers conferred on it by Section 43 of the Act hereby orders as follows:—

1. This Order may be cited as the Employment Regulation Order (Women's Clothing and Millinery Joint Labour Committee) 1979.

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 the 31st December 1979 and as from that date the said Order shall be revoked.

NOTE: Enquiries should be directed to the Joint Labour Committees Section, The Labour Court, Mespil Road, Dublin 4, (Phone 765861 Extension Nos. 169 and 182).

SCHEDULE

PART I

SECTION I.

General Minimum Time-Rate and Incentive Time Rates for Workers.
	Classification	GENERAL MINIMUM TIME-RATE	INCENTIVE TIME-RATE
		Per week	Per week
JOB		From date of Order	From date of Order
Class		£	£
1:	Measure Cutter, is a person employed in any process of measure cutting who is capable of taking a complete set of measures if cutting any garment for a female person from model patterns and has sufficient technical knowledge to be capable of grading sizes from a basic pattern.	59.43	59.43
JOB Class 2:
Cutter or trimmer is a person substantially employed on cutting, trimming, marking in or laying-up when performed in conjunction with any of the above operations.	58.05	58.05
	Tailor, is a person employed in sewing by hand in a process of:
	(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.
	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:	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.	56.00	56.00
JOB Class
4:	Machine Operators employed full-time as spare operators to fill in as required on a variety of processes and machines.	50.70	50.70
JOB Class
5:	Machine Operators, operating sewing machines or automatic or semi-automatic 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.	50.00	45.70
	All other operations not covered in Job Classes 1, 2, 3, 4 and 5.	50.00	45.70
The minimum rate payable on the incentive rate for Job Class 5 is £50.00 per week. However, incentive earnings shall be calculated on the basis of £45.70 per week.

____________________________

LEARNERS

SECTION II.

Learnership for Job Class 1, 2, 3. 4.

1st six months

2nd six months

3rd six months

4th six months

5th six months

6th six months

— 65% of Job Class 5 i.e. £45.70

— 70% of Job Class 5 i.e. £45.70

— 75% of Job Class 5 i.e. £45.70

— 80% of Job Class 5 i.e. £45.70

— 85% of Job Class 5 I.e. £45.70

— 90% of Job Class 5 i.e. £45.70

After 6th six month period 100% of appropriate Job Class rate:

Learnership for Job Class 5.

1st six months

2nd six months

3rd six months

4th six months

5th six months

— 65% of Job Class 5 i.e. £45.70

— 70% of Job Class 5 i.e. £45.70

— 75% of Job Class 5 i.e. £45.70

— 80% of Job Class 5 i.e. £45.70

— 85% of Job Class 5 i.e. £45.70

After 5th six month period 100% of Job Class 5 rate:

Second Phase:

The Second Phase shall operate from 1st March, 1980.

Under this second phase the basic pay of employees should be increased by

2 per cent.

together with an increase of 1 per cent for each 1 per cent rise over 7 per cent in the Consumer Price Index in the period mid-November 1978 to mid-November, 1979 subject to a limit of 5 per cent.

In respect of any increase above 12 per cent in the Consumer Price Index in the period mid-November, 1978 to mid-November, 1979, an amount of 60p for each one percentage point should be paid, subject to a limit of £2.40 per week.

The minimum increase under this phase should be £3 per week.

PART II

CONDITIONS OF EMPLOYMENT

NORMAL WORKING HOURS AND OVERTIME RATES

SECTION I.

( a ) The normal number of hours to be worked by workers in relation to whom the Committee operates shall be as follows:—

	Normal Hours	Maximum Hours
Workers between 15 and 16 years of age in any week not exceeding	37½	40
Workers over 16 years of age in any week not exceeding	40

Workers over 16 years and under 18 years, the maximum number of hours which may be worked 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 holidays 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:—

1. On any day other than Sundays and Public Holidays.

(i) For the first four hours of overtime one and a 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.

2. On Sundays and Customary or Statutory Public Holidays.

Twice the minimum rate otherwise applicable i.e. double time.

PART III

ANNUAL HOLIDAYS.

Those workers who do not have 17 days annual leave shall be entitled to a total of 17 days leave, the additional day(s) to be taken during the current employment year, or before the 31st March, 1980, and thereafter as additional holidays per year. The entitlement to these additional day(s) shall be based on the provisions of the Holidays (Employees) Act, 1973 .

PART IV.

WORKERS TO WHOM THIS ORDER APPLIES.

The minimum remumeration 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 (Variation) Order, 1944, that is to say:—

The making from textiles 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' readymade 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 childrens' 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, repairing, renovating or remaking of any of the above mentioned articles.

(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 remaking 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 remaking of such articles other than hand embroidery or hand drawn thread work on articles made of linen or cotton or of mixed linen and cotton.

(4) The lineing 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-drawnin, thread-chipping, to-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 remaking 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 I above, 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 I 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 garment, 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.

Any worker who has previously been employed in any branch of the Trade as defined in this Schedule and has not been registered as a learner, nor has held a learner's certificate and who is subsequently employed as a learner shall count the whole period of such previous employment for the purpose of determining the time-rate at which such worker is entitled to be paid.

A learner shall cease to be a learner and shall become entitled to the minimum rates payable to workers other than learners on the completion of the period of learnership specified in Part I, Section III.

Provided that:—

(i) The learner's certificate shall become invalid if the other conditions of learnership are not complied with.

(ii) An employer may employ a learner on first employment in the trade (as described in this Part of the Schedule) without a certificate for a probationary period not exceeding one month, but in the event of such learner being continued thereafter in such employment, the probationary period shall be included in the period of learnership.

(iii) An application for a learner's certificate must be made to the Committee in respect of every worker whom it is desired to employ at the special lower rates fixed for learners.

(iv) Where the employment of a learner with a particular employer is interrupted by reason of illness, the temporary cessation of the work on which the learner is employed, the temporary reduction of the weekly quantity of such work or any other temporary cause not due to the learner's act or default, the learner shall be deemed to have been in the continuous employment of such employer for the purpose of determining the appropriate rate applicable to the learner provided that such interruption does not exceed thirty days (counting Sundays and other non-working days) and provided that the learner returns to employment with that particular employer at the end of such interruption.

(v) For the purpose of determining the minimum rate applicable there shall be included in the calculation of the period of employment of a learner one-half of the period of such learner's attendance at a wholetime course of instruction in the Trades at a Technical School or (which may include a reasonable amount of general education) such instruction being given by a teacher whose qualification has been approved by the Department of Education and being of a minimum duration of two years.

PART VI.

WAITING TIME.

A worker must be paid not less than the appropriate minimum piece-work basis time rate in respect of all time during which the worker is on the employer's premises unless the employer can prove that such worker was so present (a) without the employer's consent expressed or implied or (b) for some purpose unconnected with work and other than waiting for work to be given to perform or unless (c) only, by reason of the fact that the worker was resident on the premises or (d) during normal meal hours in a room or place in which no work is being done. A worker on piece-work is deemed during "Waiting-Time" to have been employed at the general minimum piece-work basic time rate applicable.

PART VII.

SERVICE PAY.

Workers engaged in any capacity designated in Section 1 of Part I of this Schedule who have completed not less than 5 year's continuous employment with one employer shall be entitled to service pay as follows:

Over 5 years and under 10 years employment	— £0.50 per week
Over 10 years and under 15 years employment	— £1.00 per week
Over 15 years and under 20 years employment	— £1.50 per week
Over 20 years employment	— £2.00 per week

GIVEN under the Official Seal of the Labour Court this 28th day of

December, 1979.

(Signed) JAMES G. McCAULEY.

A person authorised under Section 18 of the Industrial

Relations Act, 1946 to autheticate the Seal of the Court.

EXPLANATORY NOTE.

This Instrument fixes with effect from 31st December 1979 statutory minimum rates of remuneration and statutory conditions of employment of workers employed in the Womens Clothing and Millinery Trade. It is made by the Labour Court on the Recommendation of the Women's Clothing and Millinery Joint Labour Committee.