Sustaining Progress - Department of Taoiseach

Part 2 Sustaining Progress
116
23.3 The parties accept that the recommendations of the May 2001 Review of Industrial Relations in the
Health Service, carried out by the Advisory, Development and Research Service of the Labour Relations
Commission, point the way forward.
23.4 The parties are committed to the promotion and practice of a partnership characterised by a
commitment, on their part, to dispute resolution through the use of due process. In order to achieve
this objective the parties hereby commit themselves to the following measures to ensure industrial
relations matters are dealt with effectively and efficiently:
(i) A small, strategic, problem-solving group comprised of top level sectoral representatives, from
unions and management, will meet quarterly to monitor and oversee developments at a macrolevel
in the evolution of the industrial relations environment in the health service. This will
include reviewing progress in the proposed new approach to the management of industrial
relations, to identify and consider appropriate responses to major potential emerging difficulties
ahead.
(ii) The National Joint Council (NJC) will in future be the primary forum for the management of
industrial relations in the health service. Its procedures will be revised to ensure the attendance
and active participation of representative Chief Executive Officers, relevant trade union leaders
and senior Department of Health and Children officials. The joint secretaries will agree and make
arrangements for the conduct of business between meetings and the Council will be given
administrative support. A formal register of claims with national implications will be maintained
and agreed minutes of the NJC and its subcommittees will be kept and circulated. The
reconstitution of the NJC will support enhanced co-ordination of industrial relations in the health
sector with the State’s third party industrial relations machinery. Appropriate resources will be
provided in order to allow the NJC adequately fulfill its proposed new role. Priority items for the
future work programme of the NJC include the Action Plan for People Management under the
theme “Promote Improved Employee Relations and Industrial Relations in the Health Sector”.
(iii) It is recognised that greater clarity is required in relation to the appropriate allocation of
responsibilities, as between local and central management in the management and resolution
of disputes, consistent with the principles of the Strategic Management Initiative, the
recommendations of the LRC review and the arrangements set out in the Action Plan for
People Management in relation to partnership and improved industrial relations.
(iv) Arising from the constant pace of change and innovation the parties recognise the vital
importance of, and commit to, early notification and discussion, where possible, in advance of
changes being made at individual employment level. In that context, disputes that arise at
individual employment level, covering pay, pay related and operational issues (e.g. employment
levels, alterations to activity levels etc.) should be assessed jointly and prioritised in accordance
with the provisions of paragraph 23.4 (vii) so that they are dealt with by the parties locally and/or
nationally as appropriate.
(v) To achieve this aim both sides commit themselves to the deployment of senior local
representatives to engage on local issues in order to maximise the potential for agreement at
that stage. The involvement of senior local representatives is collectively viewed as imperative to
ensure that issues can be addressed immediately and any agreements reached are implemented
quickly and adhered to consistently.