(a) workers of a company or company who have been formally appointed by a trade union, in accordance with the rules of that union and an employer/union agreement that relates to the appointment of such representatives in that company or company, as a staff representative for that company or company, and, for example, representatives of workers in a sector where it is traditional for fixed-term workers to work on a fixed-term basis may agree with the employer that the nature of the work is an objective reason for the continuation of fixed-term contract renewals. (b) because of their status or their activity as representatives of the workers, without prior consultation between management and the union concerned, are subjected to an act detrimental to your employment. (5) The number of workers` representatives should be proportionate given the size of the company or establishment concerned, the number of union members occupied and the structure of the union organization within the company or establishment. 10. In order to effectively ensure the provision of adequate facilities for workers` representatives in accordance with paragraph 11, employers and trade union organisations should enter into enterprise or establishment-level agreements, which contain the following provisions, which appropriately correspond to the circumstances of the company or establishment concerned in paragraph 12. Please note that the conditions and adequacy of a work agreement vary for each workstation. The model agreement is just one example and we recommend that employers seek legal advice when developing and negotiating an employment contract. (f) subject to other agreements between an employer and a union, workers` representatives should adhere to the same labour standards, company rules, disciplinary conditions and other conditions of employment as comparable workers in the company or establishment where they work. Section 42 of the Industrial Relations Act 1990 provides for the development of codes of conduct by the Labour Relations Board for presentation to the Minister of Enterprise and Employment. The main objective of this code of conduct is to define for employers, workers and trade unions the obligations and responsibilities of workers` representatives (often referred to as directors of companies in trade union regulations and employer/union agreements) and the protection and opportunities that should be offered to them to enable them to carry out their duties effectively and constructively. If there are no pre-existing representatives, you must choose the employee representatives to negotiate the employment contract with you. The law allows you to negotiate employment contracts on certain issues. 7.
Representatives of workers performing their duties and obligations under paragraph 3 of this Code should not do so: note that the 48-hour working time cannot be changed by the agreement of the workers. However, individuals may choose to work beyond the 48-hour limit. This option is commonly referred to as an opt-out and must be written and signed by the worker. 17. Workers` representatives should have immediate access to administration at an appropriate level for matters relating to their representative duties and responsibilities. (b) who normally participate in negotiations on terms and conditions of employment for all or part of the staff and who participate in dispute resolution procedures or claims that may arise in this company or company.