Description of Services

Human Resource (HR) Management in Kilrush Town Council in conjunction with the HR department of Clare County Council and involves the management of the staff resources for the effective operation of the organisation and the functions involve include:

• Recruitment,
• Training and Development,
• Superannuation schemes,
• Labour Law.
• Industrial Relations,
• Health, Safety and Welfare.
• Partnership.

Recruitment

Managerial and some professional grades are recruited by the Local Appointments Commission on behalf of the Local Authority. Requests are made to the Local Appointments Commission by the Local Authority, when vacancies arise in these grades and the recruitment process is put in train by the Commission, culminating in a recommendation or appointment being made to the County Manager by the Local Appointments Commission.

The Minister for the Environment, Heritage and Local Government has prescribed the qualification and conditions of office for professional, technical and administrative grades and eligibility to recruitment competitions is based on professional qualifications and/or experience.

Clare County Council carries out the recruitment function for clerical, administrative and some technical grades on behalf of Kilrush Town Council.

Vacancies for craft workers, overseers, general operatives and other general grades are advertised in the local press and persons meeting the basic qualifications for the positions may apply. In certain circumstances, recruitment is by way of internal competition.

Training And Development

Developing skills of the Council's workforce assists in ensuring that it is better managed, more motivated, more involved and systematically trained to deliver cost effective and quality services. Staff training and development is provided in accordance with an annual training programme and subject to availability of finance. Training is aimed at improving the skills and knowledge of staff in a wide range of areas relevant to the Council's activities.

The overall emphasis on training is to facilitate the personal development of the staff. Training consists of on-the-job training and attendance at courses of particular relevance to areas of Council activity to which the person is assigned. Training is also aimed at facilitating staff in keeping themselves up to date in changes in technology, new methodologies/techniques and changes in legislation. Financial support is also provided for staff participating in third level education courses.

Superannuation

Superannutation is concerned with the rights of employees to pension entitlements. This is an extremely complex area and there are numerous circular letters and schemes setting out details of entitlements. Permanent and temporary whole-time officers are entered on the Superannuation Register. Permanent Officers appointed pre 6^th April 1995 are obliged to pay 5% of gross pay for superannuation and 1.5% of gross pay for Widows and Orphans/Spouses and Children. Officers appointed post 6^th April 1995 are obliged to pay 1.5% of gross pay plus 3.5% of nett pay (i.e. pay less twice the rate of old age contributory pension) for superannuation and 1.5% of nett pay for Widows and Orphans/Spouses and Children.

Employees with service in excess of 130 days pay 1.5% of gross pay plus 3.5% of nett pay for superannuation and 1.5% of nett pay for Widows and Orphans/Spouses and Children.

The Human Resources Section calculates superannuation entitlements of retiring staff. Their lump sum and pension are calculated and the person is notified in advance of retirement.

Labour Law Adhered To By Kilrush Town Council

• Terms of Employment (Information) Act 1994 - 2001.
• Payment of Wages Act 1991.
• Organisation of Working Time Act 1997.
• Sick Leave - Local Government Regulations 1943
• Working Time Act 1997
• The Maternity Protection Act 1994 as amended by Maternity Protection (Amendment Act) 2004
• The Parental Leave Act 1998 as amended by Parental Leave (Amendent Act) 2006
• The Carer's Leave Act 2001
• The Minimum Notice and Terms of Employment Acts 1973 to 2001.
• The Redundancy Payments Acts 1967-2003.
• The Unfair Dismissals Acts 1977-2000.
• Employment Equality Act 1998.
• Protection of Employees (Part-Time Work) Act 2001.
• Equal Status Act 2000.
• The Protection of Employees (Fixed-Term Work) Act 2003.

Industrial Relations

Industrial Relations is concerned with the formal and informal relationships which exist between employers and employee representatives. It is concerned with reconciling conflicting demands and the minimum of conflict. It involves, among other things, the implementation of agreements on pay and conditions of work, whether agreed nationally or locally, processing of union claims, preparation of cases for the Labour Court, the Rights Commissioner and Employment Appeals Tribunal hearings. The Council has put in place formal procedures to deal with grievances and disciplinary matters. Communication is maintained with the relevant trade union on a range of issues of concern. Where a dispute has not been resolved at local level, the industrial relations machinery will be utilised.

Labour Relations Commission

The Labour Relations Commission is made up of equal numbers of employer and trade union representatives and independent representatives. The Commission has general responsibility for the promotion of good industrial relations through the provision of a comprehensive range of services designed to help prevent and resolve disputes.

Labour Court

The Labour Court provides machinery for the formal investigation of industrial disputes. The Court consists of a Chairperson, Deputy Chairperson and ordinary members representative of employers and workers. The Court, having investigated a dispute, may make a recommendation setting forth its opinions on the merits of the dispute and the terms on which is should be settled. The Court's recommendations are not legally binding on the parties.

Employment Appeals Tribunal

The Employment Appeals Tribunal determines matters of dispute arising under the Redundancy Payments, Minimum Notice, Maternity Protection, Adoptive Leave, Parental Leave, Unfair Dismissals, Worker Protection (Regular Part-Time Employees), Payment of Wages and Terms of Employment (Information) Acts.

Safety, Health And Welfare At Work

The Safety, Health and Welfare at Work Act 2005 sets out a framework of protection for employees at work. Employers have a duty to ensure the safety, health and welfare of all employees through the provision and maintenance of a safe place at work, safe plant and machinery and safe systems of work. Kilrush Town Council has prepared a safety statement in accordance with the Health, Safety and Welfare at Work Act, 2005. Health and safety training is also provided. A number of Safety Representatives have been selected by employees of the Council and a Safety Representative Consultation Group has been established as a forum for discussion between management and the Safety Representatives.

Partnership

In December 1996, the social partners agreed Partnership 2000, for Inclusion, Employment and Competitiveness, a central component of which was a commitment on action to modernise the public service. Partnership refers to a relationship between management, employees and their trade unions that is characterised by employee participation and consultation, information-sharing, the development of joint objectives, co-operation, trust, joint problem solving and consensus decision making. Kilrush Civic Offices, encompassing Kilrush Town Council and the west Clare area office of Clare County Council, established a Partnership Committee in November 2007.

Classes Of Records Held

Personnel files containing:- copies of: appointment Manager's Order, annual leave, maternity leave, special leave, sick leave, work sharing, disciplinary action (if any), acting up, promotion, retirement. HR files for Kilrush Town Council are held in the HR Department of Clare County Council.

Computerised Leave Register.