ASSIGNMENT EMPLOYEE RELATIONS
Pilscop Ltd is a medium sized Multinational Corporation in the pharmaceutical sector, operating in the function of manufacturing. We currently employee 200 or more employees, and our hours of operation are daily, 24/7, 365 days per year. I am the HR personnel asked to provide information in relation to the compliance of the Working Time Act 1997 for our organization Pilscop Ltd.
This report identifies the key features of the Working Time Act, paying specific attention to what features apply to our sector and line of business. It will also cover how Pilscop Ltd seeks to guarantee compliancy, and, it will outline how compliant the company currently is.
A brief note will also outline recommendations for the organization of what to do in an event where we have breached the Working Time Act.
“Article 2 of the Directive defines working time as 'any period during which the worker is working, at the employer's disposal and carrying out his activity or duties, in accordance with national laws and/or practice'. 'Rest period' is defined as 'any period which is not working time'. In accordance with the reasoning expressed in the Directive, there is no interim category: any period can be considered only to be either working time or a rest period, the two concepts being mutually exclusive.”
Below, you will find the key features identified of the Act in which all organizations must be compliant with under Irish Law;
Minimum Rest Periods
Section 11 of the Act stipulates that an employee is entitled to a “rest period of not less than 11 consecutive hours in each period of 24 hours”; this is the daily rest period.
Section 12 states that an employee is entitled to a rest period of at least 15 minutes after working for 4.5 hours and a break of at least 30 minutes after working for 6 hours. Note: a break at the end of the working day is not acceptable and does not comply with the Act.
This 15-minute break can be included in the 30-minute break but would obviously have to start
This report identifies the key features of the Working Time Act, paying specific attention to what features apply to our sector and line of business. It will also cover how Pilscop Ltd seeks to guarantee compliancy, and, it will outline how compliant the company currently is.
A brief note will also outline recommendations for the organization of what to do in an event where we have breached the Working Time Act.
“Article 2 of the Directive defines working time as 'any period during which the worker is working, at the employer's disposal and carrying out his activity or duties, in accordance with national laws and/or practice'. 'Rest period' is defined as 'any period which is not working time'. In accordance with the reasoning expressed in the Directive, there is no interim category: any period can be considered only to be either working time or a rest period, the two concepts being mutually exclusive.”
Below, you will find the key features identified of the Act in which all organizations must be compliant with under Irish Law;
Minimum Rest Periods
Section 11 of the Act stipulates that an employee is entitled to a “rest period of not less than 11 consecutive hours in each period of 24 hours”; this is the daily rest period.
Section 12 states that an employee is entitled to a rest period of at least 15 minutes after working for 4.5 hours and a break of at least 30 minutes after working for 6 hours. Note: a break at the end of the working day is not acceptable and does not comply with the Act.
This 15-minute break can be included in the 30-minute break but would obviously have to start