Human Resources Policy


All employees will be given a job description and a written statement of their terms and conditions of employment on joining the Company. This summarises the contractual arrangement between Precision Construction Limited and each employee. In addition Precision Construction Limited will incorporate into contracts of employment the following legislation as covered by:

a. Terms of Employment (Information) Act 1994 -2001
b. Terms of Employment (additional information) Order 1998
c. The National Minimum Wage Act 2002 d. Unfair Dismissals Act 1997-2001
e. Protection of Young Persons (Employment) Act 1996
f. Protection of Employees (Part-time Work) Act 2001

Employees are asked to read the staff handbook carefully, sign the acceptance form and return it to Precision Construction Limited Head Office.

All employment will be subject to the satisfactory completion of a probationary period and the receipt of (where appropriate) satisfactory employment references / training.

Equal Opportunities

Precision Construction Limited is committed to the principle of equal opportunity in employment as covered by the Employment Equality Act 1998.

  • In other words, we will ensure that you do not receive less favourable treatment on the grounds of your gender, marital status, family status, age, race, nationality, ethnic or national origin (including membership of the travelling community), religion, disability or your sexuality.
  • All of our employment policies are fair and equitable.
  • We do this to ensure that as a Company we have access to the widest labour market and secure the best employees for our needs whatever their background.
  • Everyone has equal access to training and development opportunities.

Employing young persons

Protection of Young Persons (Employment) Act, 1996

The employment of children and young people is primarily governed by the Protection of Young Persons (Employment) Act 1996.

Scope The act applies generally to young employees under 18 years of age. Under the Act:

  • A child is defined as a person who has not yet reached the age of 16 years
  • A young person is defined as a person who has reached the age of 16 years but has not reached the age of 18 years.

General Prohibition

There is a general prohibition on the employment of children except in the following circumstances:

  • Employers may employ 14 and 15 year olds on light work:

    (i) during the school term as part of an approved work experience or educational programme provided the hours of work do not exceed eight hours in any day or 40 hours in any week;
    (ii) outside the school term provided that the hours of work do not exceed seven in one day or 35 in one week and the child receives a minimum 21 calendar days break during the summer holidays.

  • Employers may employ children over 15 years of age to do light work during the school term provided the hours of work do not exceed eight per week, or as part of a training/work experience programme approved by the Minister of Enterprise, Trade and Employment or FAS, where such work does not exceed eight hours per day or 40 hours per week.

Part-time Employees

The Protection of Employees (Part-Time Work) Act, 2001, was enacted on December 20, 2001. This Act gives effect to the EU Directive 97/81/EC of December 1997.

The Act has three staged main purposes:

  • Outlaw discrimination against part-time workers where such discrimination exists;
  • Improve the quality of part-time work;
  • Facilitate the development of part-time work on a voluntary basis and thus contribute to the flexible organisation of working time, taking into account employer and employee needs.

The Worker Protection (Regular Part-Time Employees) Act, 1991, has been repealed and replaced by this legislation. Other statutes that were amended as a result of the enactment of this legislation include:

  • Minimum Notice and Terms of Employment Acts, 1973-2001
  • Protection of Employees (Employers’ Insolvency) Acts, 1984-2001
  • Redundancy Payments Acts 1967-2001
  • Terms of Employment (Information) Acts, 1994-2001
  • Unfair Dismissals Acts, 1977-2001
  • Worker Participation (State Enterprises) Acts, 1977-2001.

Safety at work

Precision Construction Limited is committed to doing all that is reasonably possible to ensure the safety, health and welfare of all staff. Staff must comply with the conditions of the Company’s Safety Statement, and must take care of their own safety and that of others.


All staff will receive full induction training in company regulations, operating procedures, systems, materials and usage.


Precision Construction Limited’s policy is to encourage and support, where appropriate, internal promotion through training, development and appraisal programmes. Promotion will be at the discretion of management and will be based on ability and suitability for the position.


Our aim is to establish a working environment which promotes open communication and encourages staff members to contribute suggestions for the improvement of standards generally.


All staff have the right to discuss any grievances they may have with their immediate Supervisor / Site Manager and to have these fairly considered and responded to.


It is Precision Construction Limited policy to apply appropriate disciplinary measures for breaches of Company policies, procedures and failure after training to achieve satisfactory standards.