Strike looms at Dairygold in pay and conditions row
Following two ballots, SIPTU has served strike notices on behalf of its 35 members at the plant.
But the company described the moves as irresponsible, regrettable and avoidable.
The union served seven days’ strike notice, to expire on Monday, after it accused Dairygold of breaching rosters and pay structures and not complying with a company-union agreement.
SIPTU warned, however, that this notice could be activated in the meantime if any of its members are dismissed. The other strike notice served is due to expire on January 1 in relation to seasonal processing arrangements at the plant.
John Cooney, SIPTU Mallow branch secretary, said the company announced that the 2006 season would be 26 to 30 weeks and would be shorter in 2007 and again in 2008.
The company stated that employment contracts were being terminated on December 31 and that the employees, if they want those jobs, would have to take a wage cut or claim statutory redundancy, he said.
“While we recognise there is a problem there is no way that we can accept people, some with up to 30 years service, not getting full redundancy entitlement, if their jobs are gone.
“They are entitled to full Dairygold redundancy package,” he said, describing the company’s attitude as intolerable.
Mr Cooney said the Mallow plant is under threat of closure and it is in a different position to the company’s two other milk processing operations, Mogeely and Mitchelstown.
Tim Healy, director of Dairygold’s milk processing division, said the company has been in negotiations regarding the introduction of a competitive operating practices and pay structure since October, 2004. But various proposals were rejected by the employees.
“All staff at our other milk processing operations in Mogeely and Mitchelstown have already accepted, and are operating within, the new work practices and pay structure,” he said. In the other dispute, Mr Healy said management attempts to agree a programme of work which ensured that employee earnings were unaffected by the shorter powder production season in 2005 have not been accepted by staff.
Employees have refused to engage in productive duties assigned to them on off-season rosters, and in some cases this has led to disciplinary action with a significant number now facing suspension or possibly dismissal.
Mr Healy said negotiated agreement on seasonal operations is the company’s priority.
