Cijc Working Rule Agreement Temporary Lay off
31 Employers who incorporate the provisions of the employment agreement into the working conditions of their employees do not automatically enter into a recognition agreement with a trade union. Full recognition presupposes a formal agreement with the individual employer and the trade union concerned if the employer undertakes to enter into negotiations, discussions, etc. with the trade union and to make certain facilities available to the trade. Trade unions wishing to apply for recognition may do so either through direct representation to the employer or through an application to the Central Arbitration Committee (CAC). Employers who are faced with such requests should immediately seek expert advice and guidance. When employers are approached by individual union leaders, most employers have found cooperation to be the most sensible way forward. Often, the union official simply wants to visit the construction site and distribute union membership leaflets to the workforce. Age discrimination and retirement When the Regulation on Age Discrimination was introduced in 2006, it provided for a procedure allowing an employer to retire and the employee to retire at the age of 65. Since April 2011, the default retirement age (ARD) of 65 has been abolished, meaning employers can no longer force employees to retire. Prior to the Age Discrimination Regulations 2006, workers lost the right to claim a large number of rights when they reached retirement age 65. But now all claims remain, which are not limited to the law, but include the right to bring actions before the labor court, e.B.
Discrimination, unfair dismissal, severance pay, etc., regardless of age. 29 At a preliminary hearing of the Labour Court, it was found that there was a change in the provision of services, but no organised grouping of workers because the workers did not work on the contract immediately before the change in the provision of services. 14 For example, if an employee has worked overtime from Monday to Thursday but is feeling really unwell, on vacation, or absent on Friday for an approved reason, the 7 hours that would normally be worked on a Friday are not used to compensate for overtime worked at the overtime premium rate. WR5 Daily Rates and Travel Allowances The nature of the construction industry requires employees to move from one site to another at the beginning and end of orders, and to this end, a flexibility clause is included in the employment contract under the CIJC agreement. This gives the employer the flexibility to move the employee from one location to another at its own discretion, but within certain limits. This is dealt with under the WR14 transfer agreements. Many employers offer transportation for their employees, with the only drawback to the agent being the actual travel time. However, the employer may require the operator to make his own travel arrangements, in which case the transfer to a remote location is associated with additional transport costs. The agreement provides for compensation for both the additional travel time and the additional transport costs if the employee has to travel a distance of more than 15 km from his home and a scale of 15 km to 75 km has been set for travel time and fare allowances. When an employer uses this element of the agreement, it is important that distances are measured accurately and, starting in 2010, the old straight-line measurement was changed to the shortest distance, measured by the RAC route planner or a similar measured path.
Taxes and social security Treatment of travel expenses and fare allowances Travel and fare allowances are treated differently for taxes and social security. Employers should therefore be very careful when making payments without deduction of taxes and/or social security. 12 27 WR19 Public holidays and public holidays The WRA recognises eight public holidays and public holidays in England, Wales and Scotland. Actual data will be announced in October/November of the trial year and will reflect local agreements such as negotiation days in different parts of Scotland. WR20 Industry Sickness Benefit Under the terms of the agreement, employees are entitled to an increase in statutory sickness benefit (SSP), known as industrial sickness benefit (ISP). The rules for ISPs are virtually mirror those for PHC, except that the SSP is payable for a maximum of 28 weeks from the first day of employment and the industry sickness benefit is payable for a maximum of 10 weeks per year or a single period of absence and after 6 months of service. .