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Cijc Working Rule Agreement Pink Book

05 Mar Posted by in Uncategorized | Comments
Cijc Working Rule Agreement Pink Book

5 Introduction This brochure has been prepared for employers who have chosen to include the provisions of the ICJC Agreement on the Labour Rule in their employees` employment contracts. It is intended to help answer many of the frequently asked questions by employers about the interpretation of various clauses and best practices. This brochure is not part of the agreement itself, and although there should be no conflict between the advice in this brochure and the agreement, the provisions of the collective agreement itself must prevail. What is a collective agreement? A collective agreement is simply a set of terms and conditions of employment negotiated between employer representatives and trade unions. There are a large number of collective agreements in the UK and Europe, and the CIJC agreement is considered the most important agreement for the construction industry in the UK. The parties to the agreement for employers are: Civil Engineering Contractors Association (CECA) Home Builders Federation (HBF) National Access & Scaffolding Confederation (NASC) National Association of Shop Fitters (NAS) National Federation of Builders (NFB) National Federation of Roofing Contractors (NFRC) Painting & Decorating Association (PDA) Scottish Building Federation (SBF) UK Contractors Group (UKCG) 3 Steve Smith, Secretary of the Employers Group, said: “We hope that this website will provide employers and employees with up-to-date information on the agreement. Over the past 18 months, we have seen the importance of being able to quickly update all the people covered by the agreement, as the industry has strived to maintain a safe and productive work environment in some very difficult times. The website will allow us to respond in a much more agile way to the needs of the industry in the future. » 41 ANNEX 4 bis – Continued There is only one objection on the part of the employer: he must be able to prove that, at the time of the employee`s dismissal, the employee could reasonably be expected to enter a period of employment of at least 13 weeks after the date of dismissal no later than four weeks after the date of dismissal, during which he was not dismissed or forced to work part-time. However, this objection can only be invoked if the employer has issued a valid counter-notification.

The employee must terminate the contract either one week or the minimum contractual notice, the highest amount being retained, even if: a) the employer has not sent a counter-notification within four weeks of notification of the employee`s right of dismissal; or (b) the employer sent a counter-notification within three weeks of the withdrawal and then withdrew it; or (c) the employer did not withdraw a counter-notification, but awarded severance pay to a court within three weeks of notification of the court`s decision. No week may be taken into account during which the dismissal or short-time working is wholly or mainly due to a strike or lockout. If the termination does not take place There are certain circumstances in which the employee may not be entitled to severance pay. The main exclusions are if the employee: (a) has less than two full years of service with the employer after reaching the age of 18; (b) is duly dismissed by the employer before the relevant date*, e.B. due to serious misconduct; (c) reject another offer of employment made by the employer before the relevant date*, which is appropriate in the circumstances and where the new contract begins at the end of the old contract or begins within four weeks of the relevant date*. In order for another job to be appropriate, the provisions of the renewed contract relating to capacity, location, conditions of employment and employment must be identical to those of the previous contract or, if they are not identical, nevertheless constitute an offer of suitable employment for the worker; (d) normally operates outside the United Kingdom; (e) work under a fixed-term contract not exceeding three months; (f) are covered by collective agreements on redundancies which have been exempted from the provisions by order of the State Secretary for Trade and Industry. * The relevant date refers to the date on which the dismissal is to take place. 39 40 ANNEX 4 bis Dismissals, dismissals and short-time working There is no automatic right to dismissal of workers, even if they are not required to work. If an employer wants to be fired, there should be an explicit clause in the contract that allows them to do so.

Even if there is an exit agreement, it should not be implemented for too long, otherwise employees have the right to consider themselves superfluous. In many sectors that have been made redundant in the past, there may also be some agreement on the remuneration of guarantees above the legal minimum. In accordance with the Agreement on Labour Rules (CJC). When employees are asked to work as part-time unemployed, it usually means that they accept, for example, a shorter work week for a certain period of time. B of a three-day week for the following month. The reduction in working hours is accompanied by wages. Guaranteed wages or minimum wages are usually frozen for the duration of short-time working. While redundancy agreements are usually negotiated in advance, short-term agreements are usually tailored to a specific situation and agreements are different in nature on each resulting occasion. There is a specific law that allows a worker who has been placed on short-term leave or on dismissal leave to apply for severance pay if he or she has not been dismissed.

To exercise this right, an employee must (a) be able to prove that he or she has been dismissed. This means that he is employed in an employment contract if the remuneration depends on the work and there is no remuneration if there is no work; or (b) short-time working due to a reduction in the work performed by the employer according to the needs of the employee. 38 ANNEX 3 Claim for maintenance/accommodation allowances to: (name of company). Date:. Contract name:. Agent name: (block letter). Check the number:. Social security number:.

I would like to request payment of the residence and accommodation allowances required for the construction industry in the COUNCIL`s Model Working Agreement ciJC. One. I am a tenant/mortgagee/tenant/free owner (delete non-applicable categories) B. I am now temporarily staying in accommodation at (full address) Warning to applicants If you make a false statement on this form or do not communicate a change in your situation that affects the claim you made above, you may be sued. You may also have to pay additional taxes. In your interest, you must therefore immediately inform the site representative of any change in your situation. I understand that the above information can be verified. I declare that they are true.

I undertake to inform you immediately if there are any changes to them. I therefore request the appropriate compensation: certificate:. . . .


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