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Redundancy Payments

Dáil Éireann Debate, Thursday - 3 October 2013

Thursday, 3 October 2013

Questions (123, 125)

Willie O'Dea

Question:

123. Deputy Willie O'Dea asked the Minister for Jobs, Enterprise and Innovation if his attention has been drawn to the current industrial dispute at a company (details suplied) in Limerick city; if he is concerned at the company's possible reneging on an agreement to pay its staff a redundancy package of five weeks per year of service and is now proposing to pay 2.75 weeks per year of service; and if he will make a statement on the matter. [41570/13]

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Willie O'Dea

Question:

125. Deputy Willie O'Dea asked the Minister for Jobs, Enterprise and Innovation if his attention has been drawn to the current industrial dispute at a company (details supplied) in County Limerick; if he is concerned at the company's possible reneging on an agreement to pay its staff a redundancy package of five weeks per year of service and now proposing to pay 2.75 weeks per year of service; if he is willing to investigate directly in this dispute; and if he will make a statement on the matter. [41608/13]

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Written answers

I propose to take Questions Nos. 123 and 125 together.

I understand that the dispute revolves around redundancy terms offered to 10 staff that were based in the Cruises St branch which closed down recently and that similar terms are being offered to staff based in the Childers Rd branch which is to undergo restructuring. It is also my understanding that talks aimed at resolving the dispute have been scheduled since the start of this week and I welcome this development. Ireland’s system of industrial relations is voluntary in nature and responsibility for the resolution of industrial relations issues lies ultimately with employers and workers and their respective representatives as appropriate.

The State provides industrial relations mechanisms to assist parties in their efforts to resolve any differences they may have. I would urge the parties involved in this dispute to have regard to the availability of the industrial relations dispute resolution bodies to assist them in seeking a settlement and in addressing the underlying challenge of a major restructuring of the company. Experience constantly shows us that what often appears to be the most intractable of matters is capable of resolution where both sides engage constructively and in good faith in this voluntary process. The principle of good faith implies that both sides make every effort to reach an agreement and endeavour, through genuine and constructive negotiations, to resolve their differences.

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