Key elements of new Croke Park deal
on 25/02/2013 15:12:51
Some of the main features of the three-year agreement which would run to June 2016 are as follows:
:: Those currently on a working week of less than 35 hours will in future work a minimum of 37 hours.
:: Those working between 35 and under 39 hours will have to put in at least 39 hours, with additional hours helping to cut public sector numbers.
:: Reduced overtime rates, down to time and half for those on less than €35,000; time and a quarter for those earning more than €35,000.
:: Public servants currently on a 39-hour week will provide an unpaid hour's overtime.
:: So-called "Twilight payments" - for work between 6pm and 8pm - will be abolished.
:: A reduced Sunday rate of pay, down from double-time to time-and-three-quarters.
:: A three-year freeze on annual pay rises for those earning more than €65,000.
:: Public-sector workers with salaries between €35,000 and €65,000 will get two 15-monthly, rather than annual pay rises over the period of the agreement.
:: Those on less then €35,000 will have a three-month postponement on their first due pay rise, before returning to annual increments as normal.
:: Those at the top of their pay scales will have to give up six days annual leave over the next three years or offer an equivalent cash deduction from their salary.
:: High-earners will have their salaries and allowances cut 5.5% for those between €65,000 and €80,000; with an extra 8% off earnings between €80,000 and €150,000; another 9% off pay between €150,000 and €185,000 euro; and 10% shaved off any earnings above €185,000.
:: The cuts would mean someone on €100,000 euro salary and allowances would be down €6,000 to €94,000; someone on €160,000 would have their earnings cut to €149,100; while a top public servant on €200,000 would see their pay cut to €185,350.
:: Supervision and substitution payments for teaching staff to be axed.
:: Other cutbacks include changes to flexitime, work sharing arrangements, redeployment provisions, new performance management arrangements and pay-grade restructuring.