The Conditions of Employment Act sought to create an industrial code on a par with international standards.\u00a0 It was influenced by the emerging ILO standards. \u00a0The Minister for Industry and Commerce, Sean Lemass became President of the ILO in 1937.<\/p>\n
Wage agreements between representative bodies and workers could be registered and became legally enforceable.<\/p>\n
The adult working week was set at 48 hours with a working day to end at 8pm, by the latest.\u00a0 Limited exemptions were granted.\u00a0 There were controls on overtime, which was to be paid in excess of normal remuneration rates. Employees were granted a one week’s holiday with pay in addition to six public holidays.\u00a0 There were protections against wage reductions and reduced working hours.<\/p>\n
It was prohibited to employ persons under 14.\u00a0 Those under 18 were restricted to 40 hours a week.\u00a0 They could be restricted entirely following consultation with employee-employer representative.<\/p>\n
The employment of women was subject to similar restrictions.\u00a0 Women and young people were barred from night work limited exceptions.\u00a0 Outworking and home manufacture could be controlled. The Act was used to promote male employment over female employment in certain industries.<\/p>\n
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Position on Foundation The United Kingdom had been long \u00a0committed to free trade until the first World War.\u00a0 During the war and thereafter, protective duties were imposed on a range of goods.\u00a0 After the establishment of the Irish Free State, Irish exports to Britain on certain commodities became subject to import duties. Agriculture remained predominant […]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_exactmetrics_skip_tracking":false,"_exactmetrics_sitenote_active":false,"_exactmetrics_sitenote_note":"","_exactmetrics_sitenote_category":0,"footnotes":""},"categories":[33],"tags":[],"_links":{"self":[{"href":"https:\/\/legalblog.ie\/wp-json\/wp\/v2\/posts\/287"}],"collection":[{"href":"https:\/\/legalblog.ie\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/legalblog.ie\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/legalblog.ie\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/legalblog.ie\/wp-json\/wp\/v2\/comments?post=287"}],"version-history":[{"count":3,"href":"https:\/\/legalblog.ie\/wp-json\/wp\/v2\/posts\/287\/revisions"}],"predecessor-version":[{"id":19576,"href":"https:\/\/legalblog.ie\/wp-json\/wp\/v2\/posts\/287\/revisions\/19576"}],"wp:attachment":[{"href":"https:\/\/legalblog.ie\/wp-json\/wp\/v2\/media?parent=287"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/legalblog.ie\/wp-json\/wp\/v2\/categories?post=287"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/legalblog.ie\/wp-json\/wp\/v2\/tags?post=287"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}