Written Answers Nos. 481-498
482. Deputy Paul Murphy asked the Minister for Enterprise, Trade and Employment whether Citibank has received financial support from the Industrial Development Agency or other semi-State bodies over the past 20 years; and to outline, in tabular form, any support given on an annual basis. [16372/23]
View answerAs the Deputy is aware, IDA Ireland is authorised by my Department to provide a range of financial supports to FDI companies in the form of employment, capital, research and development, environmental and training grants.
The total amount of financial support provided to Citibank Europe plc over the past 20 years - that is for the years 2002 to 2022 inclusive (although no grants have been paid since 2016) - amounted to €9,902,863. While some of this financial support relates to Employment Grants (€830,000), the majority of this support was provided to enable Citi to research, develop and deploy leading-edge financial technology from its Dublin operation. In that regard, Citi’s R&D investments in Ireland in this period have resulted in substantial growth in employment from 1,296 staff in 2002 to approximately 3,000 during the period in question.
The specific information requested is outlined in tabular form below and outlines the amount paid in each year and the nature of the grant assistance received:
|
YEAR |
Nature of Grant |
Amount paid (€) |
|
2002 |
|
Nil |
|
2003 |
|
Nil |
|
2004 |
|
Nil |
|
2005 |
Research & Development (R&D) Employment Grant |
1,744,746 830,000 |
|
2006 |
|
Nil |
|
2007 |
|
Nil |
|
2008 |
R&D |
5,947,362 |
|
2009 |
R&D Feasibility |
95,197 |
|
2010 |
R&D |
49,434 |
|
2011 |
R&D |
106,546 |
|
2012 |
|
Nil |
|
2013 |
R&D |
579,797 |
|
2014 |
R&D Feasibility |
239,549 |
|
2015 |
R&D Feasibility |
114,990 |
|
2016 |
R&D Feasibility |
195,242 |
|
2017 |
|
Nil |
|
2018 |
|
Nil |
|
2019 |
|
Nil |
|
2020 |
|
Nil |
|
2021 |
|
Nil |
|
2022 |
|
Nil |
|
TOTAL |
9,902,863 |
No other Agency under the aegis of my Department has provided financial support to the company during the timeframe.
483. Deputy Louise O'Reilly asked the Minister for Enterprise, Trade and Employment the current status of the working group on trustworthy AI principles and guidelines, as outlined in a response to this office in December 2022; and when this body is to report. [16422/23]
View answerThe National AI Strategy, AI – Here for Good, launched in July 2021, sets out how Ireland can be an international leader in the use of artificial intelligence to benefit our economy and society, through a Strategy which takes a people-centred, ethical approach to the development, adoption and use of AI. My department is leading on the implementation of the Strategy and is responsible for driving the adoption of AI by businesses.
The Strategy calls for a robust governance framework to safeguard against risk and to underpin public trust in AI, and it is this context that my department has convened a Working Group on Trustworthy AI Principles and Guidelines. We have brought together experts in the area of artificial intelligence with representatives of Government Departments and State Bodies, with a view to agreeing an accessible set of principles and parameters for the deployment of trustworthy and ethical AI in the public sector. The group is considering the ways in which it can best help decision makers in the Public Sector to make informed decisions on the use and deployment of AI.
The Working Group has met twice and in between meetings, a draft document has been developed which was considered by the Working Group in March 2023. Work will continue to progress this document. The recommendations of the Group to be brought to Government for consideration as soon as possible and, subject to Government approval, these principles will be part of the decision-making process for the adoption and use of AI in the Public Service.
484. Deputy Paul Murphy asked the Minister for Enterprise, Trade and Employment if he is aware that a company (details supplied) announced record profits; his views on whether a company that registered billions of euros in profit should not be able to cut employees without compensating them; if he will introduce legislation to safeguard workers facing such circumstances; and if he will make a statement on the matter. [16940/23]
View answerThe Protection of Employment Act 1977 imposes certain legal obligations on employers proposing collective redundancies. These obligations include engaging in an information and consultation process of at least 30 days with employees’ representatives, and to notify the Minister for Enterprise, Trade & Employment of the proposals at least 30 days before the first dismissal takes place.
The consultation with employees’ representatives should include the possibility of avoiding the proposed redundancies, reducing the number of employees effected or mitigating their consequences.
Where an employee has been made redundant, they may be entitled to a redundancy payment. Under the Redundancy Payments Act 1967, it is the employer’s responsibility to pay statutory redundancy to eligible employees.
In order to qualify for a statutory redundancy payment, an employee must have 104 weeks' continuous employment, be an employed contributor in employment which was insurable for all benefits under the Social Welfare Acts, and be over the age of 16.
During the consultation period, employers and employees may negotiate and agree to enhanced redundancy payments, which may be in excess of statutory redundancy entitlements including for employees who would not be eligible for statutory redundancy due to their length of service with the employer. Such arrangements are a matter between the employer and the employees concerned.
485. Deputy Bríd Smith asked the Minister for Enterprise, Trade and Employment the reason the regulations issued by the PSA have been altered to remove the previous clause in relation to adherence to EROs; if he will clarify his Departments legal strategy in relation to the current court case and legal action that has blocked the ERO in the security sector; if the State will, and is actively contesting the case by certain security companies; and if he will make a statement on the matter. [17197/23]
View answerRegulations issued by the Private Security Authority (PSA) are not a matter for my Department. The PSA is an independent body and comes under the aegis of the Department of Justice.
I am advised by the PSA that checks for compliance with the Security ERO are part of its inspection regime. Contractors found to be in breach of the ERO by the PSA face a range of sanctions up to and including the revocation of their licence.
On 3 August 2022, the former Minister of State for Employment Affairs, Business and Retail announced an intention to issue an Order to give effect to a statutory recommendation of the Labour Court concerning minimum rates of remuneration and other terms and conditions in the Security Sector. The Order was to apply from 29 August 2022.
On 24 August 2022, my Department was informed that High Court had granted an injunction prohibiting the commencement of the proposed Statutory Instrument giving effect to the new Employment Regulation Order for the Security Industry.
At this moment in time the Order cannot be proceeded with. The matter is before the courts.
As the new ERO is not currently in force, compliance with its proposed provisions do not form part of the PSA licensing and inspection regime. I have been advised by the PSA that when a new ERO is introduced they will ensure that employers in the security industry comply with its contents.
486. Deputy Michael Healy-Rae asked the Minister for Enterprise, Trade and Employment where signed copies of negotiated company and-or union agreements are lodged (details supplied); and if he will make a statement on the matter. [17343/23]
View answerA Registered Employment Agreement (REA) is a collective agreement made between a trade union or unions and either an individual employer, a group of employers or an employers’ organisation. A REA must be registered with the Labour Court and the effect of registration makes the REA binding on the subscribing parties.
The Industrial Relations Act 1946 states that the Labour Court must forward a copy of registered employment agreements to the Minister. If the Minister accepts the agreement the Order is laid before the Houses of the Oireachtas.
Collective agreements which are negotiated and signed by employers and unions/employees are private contractual matters for the parties and do not need to be lodged as records.
487. Deputy Emer Higgins asked the Minister for Enterprise, Trade and Employment his views on the availability of fragrance-free options for detergents and cleaning products; and if he will make a statement on the matter. [17354/23]
View answerThere are a wide range of cleaning products currently on the market, the majority of which can be classified as detergents. Under the EU Detergents Regulation ((EC) No 648/2004), a detergent is a substance or a mixture containing soaps and/or other surfactants (any organic substance/mixture) intended for washing and cleaning processes. Detergents may take many forms, including traditional powders, single dose tablets, concentrated liquids, liquid capsules, pastes or cakes, and come in a number of varieties to meet consumers’ needs on cleaning, skincare, fabric care and fragrances. Mixtures intended for pre-washing, rinsing, bleaching or softening fabrics are also classed as detergents, as well as cleaners used for household, institutional, or industrial cleaning purposes.
It is recognised that some people are allergic and/or sensitive to fragrance materials in cleaning, personal care and other products, and may experience allergic or allergy-like responses when they come into contact with these ingredients. As a result, some consumers have a requirement or preference for fragrance-free products. Fragrance-free options for detergents and cleaning products for use by consumers are generally available, with the addition of fragrances in many products being driven by consumer choice and preferences.
It is important to note that there is a difference between the terms “fragrance-free” and “unscented” when they are used on detergents packaging, and understanding the differences between these two terms is important for consumers and purchasers looking for products without fragrances. “Fragrance-free” means that fragrance materials or masking scents are not used in the product. “Unscented” generally means that the product may contain chemicals that neutralize or mask the odours of other ingredients.
To assist consumers in making informed choices, the EU Detergents Regulation requires that all detergents containing allergenic fragrances must have them listed on the product. The full list of allergenic fragrances identified by the EU can be found in Annex III of the EU Cosmetics Regulation ((EC) No. 1223/2009). As such, if an “unscented” detergent contains a masking scent which is also an allergen, it must be listed on the packaging.
In addition, the Health and Safety Authority has a fact sheet on its website giving a range of information on detergents legislation and on the labelling and packaging of detergents to further assist consumers.
488. Deputy Peadar Tóibín asked the Minister for Enterprise, Trade and Employment if individual farmers, fishermen and aquaculturists will be excluded from availing of the post-Brexit market growth and diversification grant; and if he will make a statement on the matter. [17741/23]
View answerThe mandate of Enterprise Ireland is to support Manufacturing and Internationally Traded Services Companies based in Ireland that are internationally focused.
The post-Brexit market growth and diversification grant was developed in accordance with the mandate of Enterprise Ireland.
Accordingly, individual farmers, fishermen and aquaculturists are not eligible to apply for the grant.
489. Deputy Peadar Tóibín asked the Minister for Enterprise, Trade and Employment the number of Departmental staff currently on sick or stress leave; and the number who took stress or sick leave in each of the past five years, and to date in 2023, in tabular form. [17776/23]
View answerMy Department is committed to providing efficient and well-managed services and achieves this by striking a satisfactory balance between the delivery of the business needs and high quality service to the public and the need to allow civil servants to address their health and safety needs during periods of illness. The Department manages absences on health grounds in line with relevant legislation and civil service circulars, policies and guidelines. All civil servants have a responsibility to the organisation of which they are part of, to their colleagues and to themselves to attend work and provide effective service.
While an employee can inform their employer of the nature of their health conditions insofar as it can affect their ability to carry out their work in a safe manner, they do have the right not to disclose the nature of their illness and as such I cannot report accurately on the number of staff on sick leave due to stress or other specified illnesses.
Our systems bulk reports sick leave by the number of instances and days rather than the number of staff on sick leave, as staff can have multiple absences over the course of a given year.
The table below provides data on the number of staff in the Department, the total number of instances and days of sick leave, and the average respectively per person for the years in question.
|
Year |
Headcount |
No. of Days |
Average days per person |
No. of Instances |
Average Instances per person |
|
2018 |
910 |
8095 |
8.90 |
1198 |
1.32 |
|
2019 |
915 |
7838 |
8.57 |
1289 |
1.41 |
|
2020 |
921 |
4096 |
5.53 |
506 |
0.55 |
|
2021 |
972 |
3911 |
4.02 |
449 |
0.46 |
|
2022 |
977 |
5284 |
5.41 |
654 |
0.67 |
|
2023 to date |
974 |
932 |
0.96 |
181 |
0.18 |
490. Deputy Peadar Tóibín asked the Minister for Enterprise, Trade and Employment the number of allegations of bullying made by departmental staff against departmental staff in each of the past five years, and to date in 2023, in tabular form; and if he will detail what actions are being taken by his Department to investigate the allegations, or if they are being investigated. [17794/23]
View answerMy Department is committed to upholding the key aims of the Dignity at Work Policy, the Anti-Bullying, Harassment and Sexual Harassment policy for the Irish Civil Service. My Department is also committed to providing a work environment free from any form of bullying, harassment or sexual harassment. Such behaviour is completely unacceptable and will not be tolerated. Any complaints or issues raised in this area are treated seriously, fairly and in strict confidence. Informal resolution and the use of mediation are strongly encouraged and explored before proceeding to formal investigation, and in many instances have proved successful in resolving matters.
|
COMPLAINT |
2018 |
2019 |
2020 |
2021 |
2022 |
2023 |
|
Bullying |
0 |
0 |
0 |
0 |
0 |
0 |
While there were no allegations of bullying in the period in question, there was one allegation of bullying raised in 2017 under the Dignity at Work Policy. Following both informal and formal investigation, the latter carried out during 2018 (which falls into the period in question) this complaint was deemed unfounded and no action was taken.
491. Deputy Peadar Tóibín asked the Minister for Enterprise, Trade and Employment the number of Departmental staff dismissed in each of the past ten years, and to date in 2023, in tabular form. [17812/23]
View answerMy Department operates within the Civil Service policy framework for Human Resources, and in this regard it carries out its functions in accordance with the circulars and policies set down by the Department of Public Expenditure and Reform.
Any issues raised in the course of a process related to a disciplinary matter or misconduct is treated seriously, fairly and in strict confidence. Where such circumstances arise, all civil servants of the Department are treated in a fair and equitable manner in accordance with the principles of natural justice.
The table below provides the information requested by the Deputy in relation to the number of staff that have been dismissed from their post under the relevant policies.
|
|
2013 |
2014 |
2015 |
2016 |
2017 |
2018 |
2019 |
2020 |
2021 |
2022 |
2023 |
|
Dismissal |
0 |
0 |
0 |
0 |
0 |
1 |
0 |
0 |
0 |
0 |
0 |
492. Deputy Michael Lowry asked the Minister for Enterprise, Trade and Employment when he will honour the terms of the employment regulation order for the security industry; and if he will make a statement on the matter. [18036/23]
View answerOn 3 August 2022, the former Minister of State for Employment Affairs, Business and Retail announced an intention to issue an Order to give effect to a statutory recommendation of the Labour Court concerning minimum rates of remuneration and other terms and conditions in the Security Sector. The Order was to apply from 29 August 2022.
On 24 August 2022, my Department was informed that High Court had granted an injunction prohibiting the commencement of the proposed Statutory Instrument giving effect to the new Employment Regulation Order for the Security Industry.
At this moment in time the Order cannot be proceeded with. The matter is before the courts.
493. Deputy Catherine Murphy asked the Minister for Enterprise, Trade and Employment the locations of trade missions in Quarters 2 and 3 of 2023 where he will participate, in tabular form. [18046/23]
View answer496. Deputy Darren O'Rourke asked the Minister for Enterprise, Trade and Employment If Enterprise Ireland plans to have a trade mission to Germany in Quarter 2 of this year. [18258/23]
View answerI propose to take Questions Nos. 493 and 496 together.
Each year, Enterprise Ireland and IDA Ireland prepare a programme of trade missions and events which support the goal of securing high-level market access for companies based in Ireland who are aiming to grow business overseas and increase domestic employment, and showcasing opportunities for foreign direct investment in support of high-quality jobs and regional development throughout Ireland.
In recent years the majority of Ministerial-led trade missions have taken place to the Eurozone, North America and Asia Pacific, which represent the strongest growth opportunities for Irish companies. These missions have focused on promoting the innovative capabilities and competitive offerings of Irish companies to international buyers in a range of sectors including internationally traded services, fintech, high-tech construction, engineering, ICT and life sciences.
My Department is working closely with Enterprise Ireland and IDA Ireland to identify opportunities to help Irish companies access new markets and increase the levels of foreign direct investment into Ireland.
The Ministerial-led trade missions which I will lead in quarters 2 and 3 are listed in the following table:
|
Quarter 2 |
Boston and New York City |
|
Quarter 2 |
France and Germany |
|
Quarter 3 |
USA Mid West |
494. Deputy Róisín Shortall asked the Minister for Enterprise, Trade and Employment if consideration is being given to reducing the minimum salary for family re-unification concerning non-EEA healthcare assistants, under the general employment permit, in view of changes to the scheme in 2021 which set the annual minimum salary at €27,000 for such healthcare assistants; and if he will make a statement on the matter. [18225/23]
View answerIreland operates a managed employment permit system through occupation lists, namely the critical skills and ineligible occupation lists, which are reviewed twice a year. This is an evidence-based process that takes account of labour market conditions and submissions from sectors and other stakeholders together with contextual factors, including for example the impact of COVID-19. The purpose of the system is to maximise the benefits of economic migration while minimising the risk of disrupting the Irish labour market.
Access to employment permits for the role of health care assistant was announced in June 2021 to address skills and labour shortages in the healthcare and nursing home sector. Evidence within the healthcare sector suggest increasing competition for skilled candidates in several healthcare roles and that despite increased efforts to recruit from the Irish and European labour markets, including through engagement with the Department of Social Protection, supply could not sufficiently meet demand.
Increases in the aging population and consequent increases in demand for services means a significant number of health care assistants are required to provide sufficient long-term residential care for older people into the future. In order to attract non-EEA nationals and encourage them to take up employment in the role in a priority sector, the removal of health care assistant from the ineligible occupations list was introduced under a framework that the permit holder can be assured a salary of at least €27,000. The permit holder should also attain a relevant qualification at least QQI Level 5 after 2 years employment in the State
Remuneration for employment permit purposes is a labour market policy instrument in which setting minimum remuneration thresholds is a delicate balancing act. Economic migration seeks to serve the skills needs of the economy without impacting the wider labour market. Therefore, being cognisant that there are a range of remuneration levels in the sector (€24,000 - €32,000) and recognising the need to be able to recruit staff while ensuring that there is no disruption to the domestic labour market, a minimum annual remuneration threshold of €27,000 has been set for this occupation.
The conditions governing family reunification are a matter for the Minister for Justice.
495. Deputy Róisín Shortall asked the Minister for Enterprise, Trade and Employment the number of healthcare assistants who have been granted a general employment permit since changes to the scheme in 2021, which set the minimum salary at €27,000; the number of these workers who have the relevant level 5 qualifications required under the scheme; and if he will make a statement on the matter. [18226/23]
View answerThe table shows the total number of general employment permits that have been granted by my Department to non-EEA Healthcare Assistants from 14 June 2021 to 13 April 2023.
The framework agreed with the Department of Health for the role of Healthcare Assistant included the requirement for the permit holder to achieve a relevant Level 5 Quality and Qualifications Ireland (QQI) qualification after two years in the State. The Department does not monitor the uptake of these courses during the two years of the permit, but this information will be requested when the applicants renew their permit. There have been no renewal applications submitted to date.
|
Year of Issue |
Number of Permits issued in respect of Healthcare Assistants |
|
2021 |
55 |
|
2022 |
2861 |
|
2023 up to 13th of April |
756 |
|
Grand Total |
3672 |
497. Deputy Richard Bruton asked the Minister for Education the current status of a school building project (details supplied); and when it is expected that the project will be completed. [16328/23]
View answerThe Letter of Acceptance (LOA) for the school referred to by the Deputy issued to the preferred tenderer on the 19th of May 2022 commencing the school building contract. The project is due for completion in Q3 2023. My Department will continue to keep the school updated.
498. Deputy Aodhán Ó Ríordáin asked the Minister for Education the steps being taken to ensure that victims of historical abuse in non-Catholic day and boarding schools are included in the scoping inquiry into sex abuse in such schools, and in view of the concerns raised, that the inquiry will be incomplete unless extended to such schools; and if she will make a statement on the matter. [16408/23]
View answerAs the Deputy is aware, on 7 March 2023 the Government approved the establishment of a scoping inquiry to inform the government response to revelations of historical sexual abuse in day and boarding schools run by religious orders.
The scoping inquiry was established in response to recent revelations of historical sexual abuse in a number of day and boarding schools run by religious orders. While these revelations initially focused on the Spiritan Order, revelations and allegations in respect of schools run by other religious orders have since come to light. Having regard to this and the importance of meeting the challenging timeframe which I have set the scoping inquiry, schools run by religious orders will be its priority focus.
It is not the role of the scoping inquiry to make findings of fact in respect of individual religious orders or schools or individual allegations of abuse. The Lead of the scoping inquiry will, having regard to the outcomes sought by survivors, make recommendations to the Minister on the scope and breath of the Government response to revelations of historical sexual abuse in day and boarding schools run by religious orders. The Deputy may wish to note in this regard that it is envisaged the recommended response could also form a template for Government responses in respect of other settings.
The Deputy may also wish to note that elements of the scoping inquiry will focus more broadly on the school sector as a whole, including an analysis of current child protection systems and frameworks within the primary and post-primary sector.
