JLC REA Rates
“JLC REA Rates” was often shown in job vacancies listed on FAS.
UPDATE – July 11th 2011 –
Following a High Court decision all Employment Regulation Orders ceased to have statutory effect from 7 July 2011. Employees who were covered by an ERO have existing contracts of employment which govern their pay and conditions of work. If an employer reduces an employee’s rate of pay this would be a change in their contract of employment and normally it requires the employee’s consent. The pay and conditions of employees who start work after 7 July 2011 is governed by employment legislation such as the minimum wage.
Prior to July 2011 —-
There were agreements in place that covered certain types of workers. These agreements dealt with the pay and working conditions of the employees concerned and may be included in an employee’s contract of employment.
JLC - The agreements on pay and conditions made by Joint Labour Committees (JLCs) were known as Employment Regulation Orders (EROs). It is the JLC that agrees the rates of pay and working for the workers in the JLC’s sector of employment, for example, catering. An Employment Regulation Order made by the Labour Court therefore makes the JLC agreement enforceable by law.
Other agreements which result from negotiations between trade unions and employers are called Collective Agreements. If a Collective Agreement has been registered with the Labour Court it is known as a Registered Employment Agreement (REA).
REAs are legally binding to the employers and employees in the sector of employment to which the agreement applies.