Richard Bruton
Ceist:9 Mr. R. Bruton asked the Minister for Labour if he intends to take any steps to protect workers from serious intimidation at a time of poor industrial relations; and if he will make a statement on the matter.
Ceisteanna — Questions. Oral Answers. - Intimidation in the Workplace.
John Browne
Ceist:28 Mr. Browne (Carlow-Kilkenny) asked the Minister for Labour if he intends to take any steps to protect workers from serious intimidation at a time of poor industrial relations; and if he will make a statement on the matter.
Paul Bradford
Ceist:37 Mr. Bradford asked the Minister for Labour if he intends to take any steps to protect workers from serious intimidation at a time of poor industrial relations; and if he will make a statement on the matter.
Donal Carey
Ceist:68 Mr. Carey asked the Minister for Labour if he intends to take any steps to protect workers from serious intimidation at a time of poor industrial relations; and if he will make a statement on the matter.
Pat Rabbitte
Ceist:75 Mr. Rabbitte asked the Minister for Labour if his Department has received any complaints from bank officials regarding the use of threats or intimidatory tactics by some members of management against them during the recent dispute; if his Department has carried out any investigations into such allegations; if so, if he will give details of the outcome of any such investigations; and if he will make a statement on the matter.
I propose to take Questions Nos. 9, 28, 37, 68 and 75 together.
During the course of the recent dispute involving the Associated Banks and the Irish Bank Officials Association a number of people contacted my Department in connection with incidences of alleged intimidation and expressing fears about possible victimisation when the dispute ended.
Arising from these concerns the question of victimisation was addressed by the Labour Court in its clarification of its earlier recommendation on the dispute. The court pointed out that it was vital to relationships on either side arising from the dispute. Specifically this was intended to mean that members of staff should not be at any disadvantage in their employment arising from their activity during the dispute. In my discussions with the IBOA and the banks this no-victimisation arrangement was endorsed. If necessary any complaints arising under this heading may be referred by either party to the Labour Court for final resolution.
It is my hope that with the return to work both sides will now act in a responsible way which will enable an improved industrial relations atmosphere to be developed in the Associated Banks and facilitate a movement away from the position of tension and mistrust referred to by the Labour Court in its recommendations. In this context it is essential that the review of industrial relations in the banks, as recommended by the Labour Court, be undertaken without delay.
In relation to industrial relations generally I would call on all sides involved in industrial disputes to behave responsibly and refrain from actions which would heighten industrial relations tension. It is my role as Minister for Labour to ensure that procedures and institutions exist whereby issues in dispute can be addressed and resolved. Machinery is already available, both in internal grievance procedures and third party institutions whereby employees can have incidences of alleged unfair treatment or victimisation investigated.
I welcome the acceptance of a no-victimisation clause in the agreement reached by both sides in the banks' dispute. However, the problem of intimidation can still arise during disputes. What steps do the Department of Labour intend to take to try to ensure that victimisation by either side does not arise in disputes? Is it the Minister's intention to introduce a code of practice dealing with conduct during disputes? Will the Department of Labour provide some refuge for people on either side who experience victimisation at such a very sensitive time?
My advice is that these people should contact the Department of Labour immediately. The Department of Labour have at their disposal agencies which are highly skilled in industrial relations and geared towards ensuring peace in industrial disputes. That would be the most advisable way to act.
Given the commitment by the Minister for Labour that there will be no victimisation following the banks' dispute, I hope he will ensure that any complaints about intimidation after the strike will be investigated. I have passed on the details of such cases to the Department of Labour. In view of the totally unacceptable threats of intimidation during the banks' dispute, I ask the Minister to bring in the employer organisations to the Department so that he can stress to them that the type of intimidation which took place during the banks' dispute is totally unacceptable in our industrial relations climate? We do not want to see a recurrence of what happened before where people were told that they could lose their jobs or would not be promoted if they went on strike. That is a thirties attitude which is not acceptable in Irish society today. I hope the Minister will make this very clear to the employers and various companies.
As the Deputy said, intimidation in any industrial dispute by either side is totally unacceptable. The Deputy's direct contact with the Department of Labour will be attended to.
A Cheann Comhairle——
A brief question, Deputy. I want to make further progress on questions today.
Like my colleagues, I believe intimidation is such a serious problem that it is not good enough for the Minister to say that those who experience intimidation can ring the Department of Labour who will make someone available to help them. The Department of Labour should take the necessary steps to establish a code of practice which will ensure that intimidation will not arise during industrial disputes. It is not good enough to tell people they can ring the Department of Labour to complain about intimidation. What protection do the Department of Labour intend to provide to ensure that people do not experience such intimidation?
As I outlined in my reply, the philosophy of the Department of Labour is such that they are able to deal effectively with any such complaints. As I also indicated in my reply, a no-victimisation clause was agreed by both sides in the banks dispute, a dispute with which the Minister for Labour dealt very effectively.