S.I. No. 330/1995 - Employment Regulation Order (Tailoring Joint Labour Committee), 1995.

S.I. No. 330 of 1995.

EMPLOYMENT REGULATION ORDER (TAILORING JOINT LABOUR COMMITTEE), 1995.

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 dated 19th December, 1994 ( S.I. No. 434 of 1994 ) (hereinafter called "the said Order") fixing the statutory minimum rates of remuneration and regulating the statutory conditions of employment of workers in relation to whom the Tailoring Joint Labour Committee (hereinafter called "the Committee") operates;

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 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 Industrial Relations Act, 1990 (hereinafter called "the 1990 Act") have been complied with;

NOW, THEREFORE, the Court, in exercise of the powers conferred on it by Section 48 of the 1990 Act hereby orders as follows:—

(1) This Order may be cited as the Employment Regulation Order (Tailoring Joint Labour Committee).

(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 1st January, 1996 and as from that date the said Order shall be revoked.

Note: Enquiries should be directed to The Secretary, Joint Labour Committees Section, The Labour Court, Tom Johnson House, Haddington Road, Dublin 4. (Phone 6608444 Extension Nos. 301, 303 and 304).

SCHEDULE

PART I

SECTION I

INCENTIVE TIME RATES GENERAL MINIMUM TIME RATES AND AS DEFINED BY SECTION 47 (i) OF THE INDUSTRIAL RELATIONS ACT, 1946 FOR PERSONS EMPLOYED IN JOB CLASSES AS SPECIFIED BELOW, SUBJECT TO THE PROVISIONS OF THE ANTI-DISCRIMINATION (PAY) ACT, 1974.

Classification	General Minimum Time Rate		Incentive Time-Rate
	Effective from
	1/1/96	1/7/96	1/1/96	1/7/96
JOB CLASS 1: MEASURE CUTTER A 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 male person from model patterns and has sufficient technical knowledge to be capable of grading sizes from a basic pattern.	£ 160.23	£ 161.83	£ 160.23	£ 161.83
FINAL INSPECTOR A Final Inspector is a person who is substantially employed in examining garments upon their completion as the final inspection of the garment before despatch from the premises or rejection as unsuitable for despatch.
JOB CLASS 2: A CUTTER or TRIMMER is a person substantially employed on one of the following processes: cutter; trimmer; marker-in; layer-up; divider-off; fitter-up; waterproof maker.	157.00	158.57	157.00	158.57
A 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 re-making 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 by hand or machine where the work requires judgement and skill to ensure required quality standards.
JOB CLASS 3: Inline Passer, Warehouse Worker, General Worker, Packer and Machine operators employed primarily in the making of samples.	154.20	155.74	154.20	155.74
JOB CLASS 4: Machine Operators employed full-time as spare operators to fill in as required on a variety of processes and machines.	140.59	142.00	140.59	142.00
JOB CLASS 5: Machine Operators operating sewing machines or automatic or semi-automatic ancillary machines in all the processes of making a garment including all other operations, either by hand or machine, where the flexibility and skill employed are not of Job Class 3 or 4 standards and are of a highly repetitive nature.	140.59	142.00	131.08	132.39
All other operations not covered in Job Classes 1, 2, 3, 4, 5.	140.59	142.00	131.08	132.39

The minimum rate payable on the Incentive Time Rate for Job Class 5 is £140.59 from 1/1/96 and 142.00 from 1/7/96 per week. However, Incentive based earnings shall be calculated on £131.08 from 1/1/96 and £132.39 from 1/7/96 per week.

LEARNERS

(i)

	Effective from
Job Class 1, 2, 3, 4 and 5
	1/1/96	1/7/96
	£	£
For 1st six months — 60 per cent of Job Class 5	84.35	85.20
For 2nd six months — 70 per cent of Job Class 5	98.41	99.40
For 3rd six months or at 20 years of age or over — 80 per cent of Job Class 5	112.47	113.60
For 4th six months — 90 per cent of Job Class 5	126.53	127.80
After 2 years — 100 per cent of appropriate Job Class Rate

(ii) On completion of two years' learnership a person may be appointed to a Job Class 1, 2, 3, 4 or 5 and shall be entitled to the general minimum remuneration appropriate to that Job Class.

SECTION II — PIECE WORK BASIS RATE FOR ALL WORKERS

Workers, including learners, when employed on Piece-work shall be paid for each operation on which so employed, a piece-rate not less than that which would yield at least the equivalent of the rate applicable to the relevant Job Class.

PART II

HATMAKING BRANCH

GENERAL MINIMUM TIME RATES AND PIECE-WORK BASIS TIME RATES FOR WORKERS EMPLOYED IN JOB CLASSES REPRESENTED BELOW, OR IN JOBS EQUAL IN SKILL, EFFORT AND RESPONSIBILITY TO JOBS REPRESENTED BELOW, SUBJECT TO THE PROVISIONS OF THE ANTI-DISCRIMINATION (PAY) ACT, 1974.

SECTION I

General Minimum Time-Rate

Classification

Effective from

1/1/96

1/7/96

JOB CLASS 1:

CUTTER (other than Lining Cutter)

A Cutter is a person employed in marking in and cutting, using electric machine, band knife, shears or hand knife on any material other than linings, interlinings or any other trimmings.

153.43

154.96

BLOCKER

A Blocker is a person employed in pulling-on and blocking hats or caps by hand iron or steam, by hydraulic machine, and in making shapes by the French gas block.

JOB CLASS 2:

LINING CUTTER

A Lining Cutter is a person employed in cutting linings and interlinings or in marking-out, laying or hooking up.

152.34

153.86

WAREHOUSE WORKER

A Warehouse Worker is a person employed wholly or mainly on the following operations, viz., the assembling, keeping, storing and distributing of stock (including such operations included in the definition of a Packer or General Worker as defined in this Section) and who has been so employed for not less than two years or has reached the age of 21 years.

JOB CLASS 3:

PACKER

A Packer is a person employed wholly or mainly upon the operation of packing goods and material (excluding such operations included in the definition of General Worker or Warehouse Worker as defined in this Section) and who has been so employed for not less than two years or has reached the age of 21 years.

151.36

152.87

GENERAL WORKERS

A General Worker is a person performing operations requiring levels of flexibility and experience in excess of Job Class 5.

MACHINE OPERATORS

Machine Operators employed primarily in the making of samples.

JOB CLASS 4:

MACHINE OPERATORS employed full-time as spare operators to fill in as required on a variety of processes and machines.

141.55

142.97

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 skill employed are not of Job Class 3 or 4 standards and are of a highly repetitive nature.

131.76

133.08

All other operations not covered in Job Classes 1, 2, 3, 4, 5.

131.76

133.08

LEARNERS

(i)

Job Class 1, 2, 3, 4 and 5	Effective from
	1/1/96	1/7/96
	£	£
For 1st six months — 60 per cent of Job Class 5	79.06	79.85
For 2nd six months — 70 per cent of Job Class 5	92.23	93.16
For 3rd six months or at 20 years of age and over — 80 per cent of Job Class 5	105.41	106.46
For 4th six months — 90 per cent of Job Class 5	118.58	119.77
After 2 years — 100 per cent of appropriate Job Class Rate

(ii) On completion of two years' learnership a person may be appointed to Job Class 1, 2, 3, 4 or 5 and shall be entitled to the general minimum remuneration appropriate to that Job Class.

SECTION II — PIECE WORK BASIS TIME RATE FOR ALL WORKERS

Workers, including learners, when employed on Piece-Work for which no General Minimum Piece-Rate has been fixed by the Committee, shall be paid for each operation on which so employed, a Piece-Rate not less than that which would yield in the circumstances of the case to an ordinary worker at least the equivalent of the rate applicable to the relevant Job Class.

PART III

SECTION I — NORMAL WORKING HOURS

( a ) For that class of worker who customarily attends on six days a week:

	Normal Hours Effective from 1/6/90
Workers over 16 years of age in any week	39
On any day other than the short day not exceeding	8
On the short day not exceeding	4

( b ) For the class of worker who customarily attends on five days a week:

(i) For Workers of 18 years of age and over:

	Normal Hours Effective from 1/6/90
In any week	39
Monday to Thursday (inclusive) not exceeding	9
On Friday not exceeding	8

(ii) For Workers over 16 years and under 18 years of age:

	Normal Hours Effective from 1/6/90
In any week	39
Monday to Thursday (inclusive) not exceeding	8
On Friday not exceeding	8

(iii) Workers between 15 and 16 years of age:

	Normal Hours	Maximum Hours
In any week — not exceeding	37½	40
On any day — not exceeding	8	8

Provided that—

Overtime shall be payable where on any day the number of hours worked exceeds the normal number of hours for that day, notwithstanding that the number of hours worked in the week does not exceed the normal number of hours of work for the week.

SECTION II — OVERTIME RATES

The minimum rates for overtime to apply in respect of hours worked by a worker employed in any Branch of the trade whether employed on Time-Work or on Piece-Work in excess of the normal numbers of hours shall be as follows:—

(1) 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.

(2) On Sunday — Twice the minimum rate otherwise applicable i.e. double time.

(3) On Customary or Statutory Public Holidays — Twice the minimum rate otherwise applicable i.e. double time plus one day in lieu or treble time.

PART IV

ANNUAL HOLIDAYS

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 provisions of the Holidays (Employees) Act, 1973 .

PART V

CONDITIONS GOVERNING LEARNERSHIP

SECTION I — 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 certificate or has been registered in accordance with 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.

Provided that:—

(i) The Certificate of registration of a learner 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 defined in Part VI of the Schedule) without a certificate of registration for a probationary period not exceeding four weeks, 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) 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 technical school for the purpose of receiving instructions in the Tailoring Trade from a teacher whose qualification has been approved by the Department of Education and who is employed by a Statutory Technical Instruction Committee.

(iv) Such period of instruction in a technical school shall not be regarded as being "first employment in the Trade" for the purpose of the provisions in (ii) above relative to employment without a certificate of registration during the learner's probationary period.

(v) Any worker who has previously been employed in any branch of the Trade as defined in Part VI of this Schedule, and has not been registered nor has held a certificate, and is subsequently taken on as a learner, shall count the whole period of such previous employment for the purpose of claiming the appropriate Time-Rate.

(vi) No learner who has left and re-entered the Trade shall, after re-entry, serve a longer period as a learner than would be permissible in the case of a person of the same age entering the Trade for the first time.

(vii) Notwithstanding compliance with the conditions contained in that Part of the Schedule a person shall not be deemed to be a learner if such person works in a room used for dwelling purposes, and is not in the employment of such worker's parent or guardian.

PART VI

WORKERS IN RELATION TO WHOM THE COMMITTEE OPERATES

SECTION I

The Joint Labour Committee operates in relation to workers engaged in the Tailoring Trade as defined in the Schedule to the Establishment Order (Tailoring Joint Labour Committee) Amendment Order, 1953 ( S.I. No. 334 of 1953 ) i.e.

THE TAILORING TRADE — that is to say:

( a ) Men's and boys' ready-made and wholesale bespoke tailoring;

( b ) Men's and boys' retail bespoke tailoring carried on in a factory where garments are made up for three or more retail establishments.

( c ) The making from any material of men's or boys' headgear.

( d ) The making from rubberised or oilskin material commonly called plastic of men's or women's, boys' or girls' outer garments excluding aprons and

( e ) 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 operation described at (d) of this Schedule.

including—

(1) ( a ) the altering, repairing, renovating or remaking of men's or boys' tailored garments where carried out in association with, or in conjunction with, the above-mentioned branches of tailoring;

( b ) the cleaning of such garments where carried out in association with, or in conjunction with, the altering, repairing, renovating or re-making of such garments.

(2) The lining with fur of the above-mentioned garments where carried out in association with, or in conjunction with, the making of such garments.

(3) All processes of embroidery or decorative needlework where carried out in association with, or in conjunction with, the above branches of tailoring.

(4) All warehousing, packing and other operations incidental to, or appertaining to, any of the above-mentioned branches of tailoring.

But excluding—

(1) The making of boys' readymade washing suits or sailors 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.

(2) The making of knitted headgear and the making of headgear from knitted fabrics where carried by in association with, or in conjunction with, the manufacture of knitted fabrics.

(3) The casting and making of solid metal helmets.

(4) The making of chefs' caps and similar articles.

(5) The making of fur hats where made in association with, or in conjunction with, the manufacture of furs or furriers' skins into garments, rugs or similar articles.

(6) The making of headgear which—

( a ) is for men or male children, and

( b ) is made from materials which, at any stage in the making of headgear, are felted on the premises in which the headgear is made.

BRANCHES

SECTION II

The Headgear Branch of the Trade is that Branch in which workers are employed in the making of men's or male children's headgear.

SECTION III

The Clothing Branch of the Trade shall include all branches and operations not included in the Headgear Branch.

PART VII

WAITING TIME

Waiting Time to be paid for: A worker must be paid not less than the appropriate minimum piece-work basis time-rate in respect of all time present 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 his work and other than waiting for work to be given to him to perform or unless the worker was present (c) only by reason of the fact that he 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 employed on piece-work is deemed during "waiting time" to have been employed at the general minimum piece-work basis time-rate applicable.

PART VIII

SERVICE PAY

SECTION I

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

	£ per week
Over 5 years and under 10 years employment	1.00
Over 10 years and under 15 years employment	2.00
Over 15 years and under 20 years employment	3.00
Over 20 years employment	4.00

SECTION II

Continuity of Service

(i) Continuity of service will be deemed not to be interrupted by,

( a ) certified illness, or

( b ) temporary cessation of work due to any temporary cause not due to the worker's act or default which does not exceed 60 days duration,

(ii) For the purpose of this Section a worker may be required to undergo a medical examination by a doctor nominated by his employer.

GIVEN under the Official Seal of the Labour Court, this 7th

day of December, 1995.

(Signed) EVELYN OWENS,

Chairman.

EXPLANATORY NOTE.

This Instrument fixes new statutory minimum rates of pay and regulates statutory conditions of employment as from the 1st January, 1996 for workers employed in the Tailoring Trade. It is made by the Labour Court on the recommendation of the Tailoring Joint Labour Committee.