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Costly HR Mistakes (PART 2)

Following on from my last article, some more costly HR mistakes that can be avoided.

Suspension Do's & Don'ts

The recent determination in the High Court case of the Governor and Company of Bank Of Ireland v Reilly [Justice Noonan 17/04/2015)offers some useful guidance in how to correctly manage the difficult area of suspension of employees pending the completion of an investigation into alleged gross misconduct.

Fair Dismissal of Airline Check In Operator

For a change, a report on a recent case where the EAT determined that a dismissal of an air line check in operator for breaches of procedures had been fair and the claimant's appeal against his dismissal failed.

No Disciplinary Process But Dismissal Held To be Fair

Despite the absence of a proper disciplinary process that afforded the required due process and rights to an employee who was the subject of a gross misconduct allegation, the dismissal was deemed to be fair.

Sports Store Manager Awarded €20k for unfair dismissal despite a number of unauthorised absences !

The EAT did not agree that with the Respondent Company's view that a store manager had an example to set to other staff and said she was unfairly dismissed in respect of a number of short un-authorised absences over a three day period in December 2012.

Nursing Home Chef Awarded €30k for Unfair Dismissal

In a recent case (UD1425/2012) a chef who had worked in a nursing home for almost 4 years was awarded €30,000 as the disciplinary process conducted was fundamentally flawed and prejudicial to the claimant.

Dismissal Upheld For Failing To Work Rostered Hours on Xmas Day

This month I will be looking at some topical workplace cases in respect of the Xmas holiday season. A gas fitter had his appeal against his dismissal turned down by the EAT recently (UD888/2013)in respect of his refusal to work on Xmas Day 2012 as per a roster that had been published the previous February.

€20k Award For Housekeeper Dismissed Due To Bullying Allegations

The importance of allowing employees to be made aware of and have the opportunity to respond to complaints against them before being dismissed was highlighted in this case (UD 1665/2012 & MN 259/2013) when the claimant won her unfair dismissal claim.

Dismissal For Not Paying For a Cup of Tea Upheld

In this appeal (UD 826/2013) against a previous Rights Commissioner Recommendation the employee's dismissal whilst deemed to be harsh was not held to be unfair as per the Unfair Dismissal Acts

Do I Have To Allow An Employee Bring Their Solicitor To A Disciplinary Hearing?

This week I will deal with some commonly asked questions about different HR Topics.

HR Solutions

Keshcarrigan
Co. Leitrim

+353 (0)71 964 2748
+353 (0)86 833 7228
info@hrsolutions.ie

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