Human resources staff are being asked to record and log their salaries.
Some of them are being told to stop using their computers to work on the front lines of the conflict.
What does it mean?
Employers and their HR departments are struggling to keep track of their workers’ pay.
They are concerned that if their records become public, it could jeopardise their job security and put them at risk.
The issue is not limited to Ireland, but it is becoming a global issue and is now being raised at the World Economic Forum in Davos, Switzerland.
A global trend The Human Resources Management (HR) Act 2009 is a European Union directive, which came into force in December 2009.
It requires employers to keep records of all employees’ pay, benefits, and other details, including paydays, hours, location, dates and places of work, hours and hours of the day, and any changes to pay.
The law requires employers of up to 10,000 workers to record pay, including those of their own staff.
In the event of a strike, the government can compel employers to take measures such as limiting hours, revoking workers’ passports, or freezing their salaries for up to a year.
The law also makes it illegal for employees to leave the workplace, but in practice, employees do not usually do so.
“It’s a big issue.
The pay has to be tracked.
It has to go online.
It needs to be kept up to date.
The HR departments have to record it,” said David McIlveen, chief executive of the Human Rights and Equal Opportunity Commission (HREC).
“I don’t know what employers are doing to protect themselves.
It is not just a human resource issue.
It’s also a social issue.”‘
It’s important to be upfront’ There are two ways of keeping track of salaries: through pay-sheets or through individual records.
Pay-sheets are often kept by workers, but are difficult to use, as there are often no electronic recorders or computer screens.
They also need to be signed and shared electronically.
“It is very difficult for people to use their pay as a way to document their salaries,” said McIlven.
“It’s not just about the salary but about the pay-day, the pay period and what you were doing when you were at the time of your salary.
So the pay sheets are very cumbersome to use and very difficult to track.”
A new system is being developed, called the Employer Data Management (EDM) system, which will be available to employers in 2017.
EDM will enable employees to use a computer to record their salary and other information, and will include information about pay-days, working hours and location.
“You can look at it as an employee data record,” said Stephen Fitzgerald, CEO of the HREC.
“There are no passwords.
You can look them up and see if they have been paid.
There’s no reason why it should be difficult to find out if you are getting paid.
It should be accessible to everyone, whether you are an employee or a contractor.”
There are a lot of good HR people in this country.
They have done a great job and are doing their best to manage this.”
Employees will be able to track their pay by using a computer, but this is not easy for them.
There is no way of knowing whether the pay is recorded in an electronic form, or whether it is being recorded on paper.
“We will be looking at the way it is structured so that it can be more accessible to the broader workforce.”‘”
[EDM] will provide some of the tools that have been around for a number of years, but there are some significant technological improvements that are going to make this possible,” said Fitzgerald.
“We will be looking at the way it is structured so that it can be more accessible to the broader workforce.”‘
This is a major problem’ The HREC is calling for employers to follow the European Commission’s recommendation to improve their pay records.
The Commission says the legislation should be made available to all employers, and employers can only have a limited number of payroll data records.
The legislation should also require companies to keep the data in a central location for employees’ benefit, and provide that data to the employer at no cost.
“This is the big problem.
The biggest issue is the lack of a centralised system to track this information.
You are not required to have an account on a pay-sheet,” said David McIlver.
“This is one of the reasons why employers have struggled with this issue for a long time.
It takes so much time to collect information, to make it accessible to everybody.”
McIlver said it was important to keep an eye on the pay records of staff, as they can be the basis of future investigations into the conflict, or potentially to be used to determine