David Cullinane (Sinn Fein) | Oireachtas source

However, there are also those who, on occasion, do not treat their employees well. Those individuals or companies do a disservice to their counterparts who are decent and good. Compliance is extremely important. One can have all the legislation in the world but if it this not enforced and if there is not compliance with it, difficulties will arise. The penalties and sanctions for those who deliberately breach employment law must be robust.

I had a discussion in respect of the subject matter of this Bill with an individual who worked as a trade union official for 40 years. He informed me that on numerous occasions he had cause to bring certain unscrupulous employers before the Employment Appeals Tribunal, the rights commissioners and so on in respect of instances where they deliberately refused to pay their employees that to which they were entitled. He indicated that when these employers were brought before the employment rights bodies, they were informed that they had to pay because the money involved was owed to the relevant workers. No penalties were imposed on them, despite the fact that they deliberately held back payment of peoples' wages. If one walks into a shop and removes groceries or other goods without paying, one cannot merely hand them back and apologise. Sanctions and penalties will be imposed. Compliance and enforcement are extremely important. Part of the logic behind amendment No. 29 is to try to strengthen the position in the context of REAs and REOs. Decent employers have nothing to fear in the context of compliance or enforcement. I have no doubt that the vast majority of employers will work with the workplace relations commission in a very constructive manner. That can only be for the common good.

The amendments in this group are consistent with those we tabled on Committee Stage. We were hoping the Minister might give further consideration to the matters to which they relate and we look forward to his response.