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Employment (Miscellaneous Provisions) Bill 2017\Second Stage
Bills\Employment (Miscellaneous Provisions) Bill 2017\Second Stage

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Employment (Miscellaneous Provisions) Bill 2017

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Snippet Contents:

Under the Bill, such employees will be entitled to be placed in a band of hours that better reflects the hours they have worked over the 18 month reference period. The banded hours provisions will significantly improve the predictability and security of working hours for employees so that they can better plan and get on with their lives outside of work.
The Bill is the result of extensive consultation, including a public consultation following the University of Limerick study on zero-hour contracts and low-hour contracts. The University of Limerick study was published in 2015 and was commissioned in 2014 by the Department of Jobs, Enterprise and Innovation. The key objective of the study established by the Department of Jobs, Enterprise and Innovation included the following: The research found that zero-hour contracts within the meaning of the Organisation of Working Time Act 1997 are not extensive in Ireland. There is evidence, however, of if-and-when contracts. The fundamental difference between the two is that individuals with zero-hour contracts are contractually required to make themselves available for work with an employer while individuals with an if-and-when contract are not contractually required to make themselves available for work with an employer. It is also reported in the study that employer organisations argued that if-and-when contracts and low hours suit employees. It is claimed that such arrangements especially suit students, older workers and women with caring responsibilities. Some employer organisations argued that they have difficulty finding employees who want to work more hours. A number of employer organisations also argue that providing any work to people reduces the cost to the State of paying unemployment benefits.
The University of Limerick recommended amending the Terms of Employment (Information) Acts 1994 to 2012 to require employers to provide a written statement on the terms and conditions of the employment or by the first day of the employee commencing employment. The requirement should also apply to people working non-guaranteed hours on the data of first hire. It also recommended amending the Act to require employers to provide a statement of working hours which are a true reflection of the hours required of an employee. This requirement should also apply to people with non-guaranteed hours. It also recommended repealing section 18 of the Organisation of Working Time Act 1997 and introducing either new legislation or a new section into the Act to include the following provisions: These are only some of the recommendations from the University of Limerick study. We must improve the security and predictability of working hours for employees who work under insecure contracts and also those who work variable hours. I agree with the Minister that it is difficult for people to plan their lives outside of work and this Bill will significantly improve employment protection for these people. I wish the Minister the best going forward with the Bill. I think she has done a fantastic job with it. She will be getting my full support.