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Workforce Agreements Representatives

18. In the absence of settlement agreements, workers` representatives should be allowed by agreement to collect union dues regularly in the undertaking or establishment. 19. Employers and trade unions should conclude agreements under which workers` representatives acting on behalf of their trade union should be allowed to publish notices of the normal activity of the trade union in the undertaking or establishment in a place agreed with management to which workers have easy access. A work arrangement is an agreement between an employer and its employees or employees that records negotiated deviations from certain legal rights and rights related to working time. However, employers and workers` representatives may, by means of an employment agreement, agree on objective grounds for fixed-term employment contracts which are extended beyond four years in order to remain for a fixed term. 20. Workers` representatives acting on behalf of their trade union should be allowed to distribute newsletters, brochures, publications and other non-political documents relating to normal trade union activities among trade union members in the undertaking or establishment. These employee representatives have certain rights that, if you violate them, may result in an employment lawsuit against you. See Occupational health and safety rights for workers` representatives. Section 42 of the Industrial Relations Act 1990 provides that draft codes of conduct are to be prepared by the Industrial Relations Commission for submission to the Minister of Enterprise and Employment.

The main objective of this Code of Conduct is to define, in order to guide employers, employees and trade unions, the duties and responsibilities of workers` representatives (who are often referred to as trade union delegates in trade union regulations and employer/trade union agreements) as well as the protection and facilities that should be afforded to them in order to carry out their tasks effectively and constructively. A labour agreement is an agreement between an employer and his employees on the application of certain provisions of the Working Time Ordinance 1998 (SI 1998/1833). An agreement on working time must be in writing, valid for a certain period (maximum five years) and applicable either to all employees or to all employees belonging to a particular group – with the exception of employees whose working and employment conditions are laid down in a collective agreement. It must have been distributed in a draft to all workers to whom it applies, with instructions, in order to assist their understanding of it. It must be signed before its entry into force either by all the representatives of the employees or of a specific group of employees or, if the employer has 20 employees or less, by all the representatives or by the majority of the employees hired by the employer. Any collective agreement or labour agreement that purports to overhold an adult worker`s right to withdraw from the 48-hour week is null and void. Please note that the conditions and suitability of a work arrangement are different for each job. The model agreement is just one example and we recommend that employers seek legal advice when drafting and negotiating an employment contract. 7. Workers` representatives who exercise their functions and responsibilities in accordance with paragraph 3 of this Code should not: 11.

Workers` representatives should have adequate facilities to enable them to carry out their duties as workers` representatives without undue delay, in an efficient manner and in accordance with paragraph 3. (a) are dismissed on account of their status or activity as workers` representatives or suffer an adverse change in their conditions of employment or unfair treatment, including selection for dismissal, or 10. In order to ensure the effective provision of adequate facilities to the workers` representatives referred to in paragraph 11, employers and trade unions should conclude agreements at undertaking or establishment level containing the following provisions, adapted, where appropriate, to the situation of the undertaking or establishment concerned in accordance with paragraph 12. . . .