STATUTORY INSTRUMENTS.

S.I. No. 228 of 2000.

EMPLOYMENT REGULATION ORDER (HAIRDRESSING JOINT LABOUR COMMITTEE) (NO. 2), 2000.

S.I. No. 228 of 2000.

EMPLOYMENT REGULATION ORDER (HAIRDRESSING JOINT LABOUR COMMITTEE) (NO. 2), 2000.

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 6th January, 2000 ( S.I. No. 1 of 2000 ) (hereinafter called “the said Order”), fixing the statutory minimum remuneration and regulating the statutory conditions of employment of workers in relation to whom the Hairdressing 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 Act have been complied with;

NOW, THEREFORE, the Court, in exercise of the powers conferred on it by Section 43(4) of the Industrial Relations Act, 1946 and by Section 48(4) of the Industrial Relations Act, 1990 hereby Orders as follows:--

(1) This Order may be cited as the Employment Regulation Order (Hairdressing Joint Labour Committee) (No. 2), 2000.

(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 21st July, 2000 and, as from that date, the said Order shall be revoked.

SCHEDULE

PART I

Workers To Whom this Schedule Applies

1. Workers employed in the areas known, until 1st January, 1994, as the County and County Borough of Dublin, the Borough of Dún Laoghaire and the Urban District of Bray, in a hairdressing undertaking, including hairdressers, apprentice hairdressers, beauticians and manicurists.

2. In this Schedule, “hairdressing undertaking” means an undertaking, or any part of an undertaking, which is wholly or mainly engaged in hairdressing, including operations incidental or ancillary thereto.

3. In this Schedule, “hairdressing” includes the following operations performed on hair growing on the head, face or neck of a male or female person, that is to say, lathering, shaving, cutting, singeing, shampooing, waving, setting, dressing, tinting, dyeing, bleaching or similar operations.

4. In this Schedule, “hairdresser” means a person who is employed on any of the operations of hairdressing set out herein and (a) who has completed the period of apprenticeship prescribed in Part III, Section I hereof or (b) who, in the opinion of the Hairdressing Joint Labour Committee, has otherwise qualified as a hairdresser.

5. In this Schedule, “Apprentice” means a male or female worker who is employed on any of the operations of hairdressing set out herein and (a) who (i) has not completed the period of apprenticeship prescribed in Part III, Section I hereof and (ii) has received a certificate of registration as an apprentice from the Hairdressing Joint Labour Committee or in respect of whom an application for such certificate has been made and has been duly acknowledged and is still under consideration, or (b) who, in the opinion of the Committee, has not otherwise qualified as a hairdresser.

6. In this Schedule, “Beautician” means a worker who is wholly or mainly engaged in the process of beauty culture.

7. In this Schedule, “Manicurist” means a worker who is wholly or mainly engaged in manicuring.

PART II

Statutory Minimum Remuneration and Conditions of Employment

Section I: Rates of Remuneration

Payment of hairdressers, other than apprentices, shall consist of a basic wage plus commission on takings. Where a basic rate plus commission is paid, a record of each worker's takings shall be kept by the employer and shall be made available to the worker for the purpose of verifying the amount of commission due to him or her each week.

From 21st July, 2000

NOTE: The hourly rate of pay (inclusive of commission), in the above categories, shall yield a rate of not less than £4.40.

From 21st July, 2000

For the purpose of the above, the term “takings” shall mean all takings other than those on sales of proprietary goods.

From 21st July, 2000

Section II: Hours of Work

(a) The weekly working hours shall be 39.

(b) The normal number of hours to be worked on any day shall be 8 hours.

(c) Employees whose hours of work include the hours from 11.30 a.m. to 2.30 p.m. are entitled to a break of at least one hour after 6 hours of work in accordance with the provisions of S.I. 57/1998.

(d) Overtime to be paid as follows:--

Weekly overtime to be paid at the rate of time-and-a-half to workers whose normal working week is 39 hours, for time worked in excess of 39 hours in any week.

Daily overtime to be paid at the rate of time-and-a-half to workers whose normal working week is less than 39 hours for time worked in excess of 8 hours in any day.

Sunday overtime to be paid at twice the minimum rate otherwise applicable i.e. double time.

Section III: Annual Holidays

(a) All employees are entitled to paid annual leave in accordance with the provisions of the Organisation of Working Time Act, 1997 .

(b) Payment in respect of annual leave shall be calculated in accordance with the provisions of the Organisation of Working Time Act, 1997 .

(c) Entitlements in respect of Public Holidays shall be in accordance with the provisions of the Organisation of Working Time Act, 1997 .

Section IV: Service Pay

Service Pay to apply as follows:--

5 years' continuous service -- £0.50 per week

10 years' continuous service -- £0.75 per week

15 years' continuous service -- £1.50 per week

20 years' continuous service -- £2.00 per week

Section V: Compassionate Leave

Compassionate Leave shall apply as follows:--

(a) Three days for the death of a close relative, i.e. mother, father, sister, brother, wife, husband, son or daughter.

(b) One day for the death of an aunt, uncle, parent-in-law, grandparent; where the deceased is a more distant relative, by agreement between employer and employee.

Section VI: Sick Pay Scheme

(a) Employee to notify employer of illness before 12 noon on first day of illness.

(b) Medical certificate to be submitted by third day of illness and on a weekly basis thereafter.

(c) An employee must have completed six months' employment in a hairdressing salon before qualifying for benefit.

(d) No benefit to be paid for the first three days of illness.

(e) All qualified personnel to receive £8 per week for fifteen weeks where the employee's income from other sources (i.e. Social Welfare, PRSI, etc.) does not exceed normal basic pay rate. Pro-rata benefits to apply to apprentices as follows:--

(f) Contribution to scheme to be 10p per week for apprentices and 12p per week for qualified stylists.

PART III

Conditions Governing Apprenticeship

Section I: Period of Apprenticeship

The period of employment by way of apprenticeship shall be 4 years, commencing on the date on which the worker is first employed:

Provided that--

(a) An employer may employ an apprentice on his or her first employment for a probationary period not exceeding one month without a Certificate of Registration but, in the event of such apprentice being continued, thereafter, in employment, the probationary period shall be included in the period of apprenticeship.

(b) An apprentice who transfers from a salon covered by the Hairdressing (Cork County Borough) Joint Labour Committee to a salon covered by the Hairdressing (Dublin) Joint Labour Committee shall be entitled to recognition for the period of apprenticeship already served.

(c) Where an apprentice is, through illness, continuously absent from employment for a period in excess of two months, the appropriate year of his or her employment by way of apprenticeship may be extended by a period equal to such excess period, at the discretion of the Hairdressing Joint Labour Committee.

Section II: Number of Apprentices

(a) Ladies' Hairdressing

The number of apprentices employed shall not exceed one apprentice to every one hairdresser employed.

(b) Gentlemen's Hairdressing

The number of apprentices employed shall not exceed one apprentice to the first one or two hairdressers employed and, thereafter, one additional apprentice to every two hairdressers employed in excess of the first two.

Section III: Registration

(a) An employer who wishes to employ a worker as an apprentice must apply to the Hairdressing Joint Labour Committee for registration of the worker. Application must be made even though the worker was previously registered as an apprentice in the trade. The Committee shall, in due course, issue a Certificate of Registration to the said employer.

(b) The employer shall safely keep the Certificate of Registration and shall produce it, on request, to an Inspector duly appointed by the Minister for Enterprise, Trade and Employment under Part IV of the Industrial Relations Act, 1946 , or to the Committee. He shall also surrender it to the apprentice when leaving his employment and shall enter on it the date of termination of employment.

EXPLANATORY NOTE.

(This note is not part of the Instrument and does not purport to be a legal interpretation.)

This Instrument fixes, with effect from 21st July, 2000, statutory minimum rates of remuneration and regulates statutory conditions of employment for workers employed in the Hairdressing Trade in areas known, until 1st January, 1994, as the County and County Borough of Dublin, the Borough of Dún Laoghaire and the Urban District of Bray. It is made by the Labour Court on the recommendation of the Hairdressing Joint Labour Committee.

NOTE: Enquiries should be directed to the Secretary, Joint Labour Committees, The Labour Court, Tom Johnson House, Haddington Road, Dublin 4. (Telephone 01-6136666, Extension No. 6639, 6640, 6641 and 6642. “Lo-Call” number (if calling from outside (01) area) 1890 220 228).

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