LCR22606

1. Terms Of New Pay Agreement. 1. Percentage Increase. 2. Retrospection. 3. Overtime To Be Paid At Double Time

BACKGROUND:

2. This dispute could not be resolved at local level and was the subject of Conciliation Conferences under the auspices of the Workplace Relations Commission. As agreement was not reached, the dispute was referred to the Labour Court on 10 March 2022 in accordance with Section 26(1) of the Industrial Relations Act, 1990. A Labour Court hearing took place on 2 June 2022.

UNION’S ARGUMENTS:

3. 1. The Union are seeking a 3% increase in basic pay from 1 January 2022, 3% increase from 1 January 2022 and 3% increase from 1 January 2023, with the agreement to expire on 31 December 2023

2. The Union are seeking an increased from 1.6 to double time for overtime for all 12-hour process operators and laboratory technicians

3. The Union's claim takes into account the wider economy and circumstances in the plant

EMPLOYER'S ARGUMENTS:

4. 1. The Company proposes a 2% pay increase per annum, commencing on 1 June 2021. Other improvements in conditions have already been agreed.

2. Inflation is posing significant challenges for the business.

3. Pay has progressed substantially over the last number of years, with improvements of 9.6% over the term of the previous agreement for 2017-2020

RECOMMENDATION :

The Court recommends that the parties make an agreement that provides for the following increases in pay;

1. 2% from 1 January 2021

2. 3% from 1 January 2022

3. 3% from 1 January 2023

The Court finds no merit in the claim for an increase in overtime rates.

	Signed on behalf of the Labour Court
	Tom Geraghty
OC	______________________
9 June 2022	Deputy Chairman