Each job in the company shall be graded, by comparison with existing comparable grading systems in other organisations.
Each grade shall be placed on the relevant salary scale. A copy of the current salary scale will be given to each employee with his or her contract of employment, or at time of promotion.
Management will award the cost of living increases under appropriate national pay agreements, as outlined in those pay agreements, save in exceptional circumstances.
Generally, new members of staff are appointed to the appropriate point of the salary scale for their post dependent on relevant qualifications, experience and responsibilities of the position.
Employees who are promoted within the organisation are placed on the appropriate point of the new salary scale dependent on qualifications and experience and responsibilities of the post unless this is lower than their current salary, in which case they will be placed on the next available point. Similarly, when individual staff members’ jobs are regarded because of changes in the position, they will be situated at the bottom point of the new salary scale, unless this is lower than their current salary, in which case they will be placed on the next available point. This should not be below their current income.
Management will review all salary scales on a regular basis to check if the scales applying are still appropriate on the basis either of the job evaluation that took place, or the equivalent grade that was used or due to updated information from other market sources.
Payment will be made weekly by credit transfer. Payment will not be in arrears. Details of gross pay, deductions, etc. will be itemised on the payslip provided weekly. Copies are available at employee's request.
Employees will typically be based at the Glin Centre, Coolock or any other location decided by the management. Any changes will be made with due notice and consultation with the employee.