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Security Guard Re-instated

The EAT determined that a security guard with an excellent employment record who had been dismissed for one inappropriate incident had been dismissed unfairly and should be re-instated and the sanction of dismissal was disproportionate.

Probationary Period Dismissal

In a recent case taken under Section 20(1) of the Industrial Relations Act 1969 an employee who was dismissed during his probationary period was recommended compensation in the amount of €6,500. (Ref LCR21028)

Redundant Employee Deemed To have Continous Service After Being Re-Employed Within Days

In a recent unfair dismissal case UD 877/2013, the preliminary issue of whether the claimant had the required one year's continuous service to make a claim was considered in light of a suggested break in service after being made redundant and then re-employed.

NCT Tester Fairly Dismissed For Testing His Own Car

In Case No UD69/2014 a NCT vehicle inspector was found to have been fairly dismissed as he had breached the Company Code of Conduct three times, which did not allow employees to test any vehicle owned or previously owned by them.

€75,000 award for heavy handed dismissal

In a recent case published (UD 520/2013 & UD 521/2013)two employees who were dismissed from a printing company for gross misconduct for not clocking out during a break were awarded €75,000 and €33,000 respectively as well as additional notice payments for unfair dismissal.

Costly HR Mistakes (PART 2)

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

Costly HR Mistakes (PART 1)

Being complacement with how investigations are conducted as well as not being aware of and acting on inappropriate workplace banter are just two of the areas in HR practice that can prove very costly to employers but can easily be avoided.

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.

Breach of Confidentiality

In a recent case (UD 346/2013) where a Purchasing Assistant with over 12 years service was awarded €19,000 for unfair dismissal because she had sent confidential emails to her husband, even though the information was not used by her husband or of use to him, a number of process issues were highlighted that are useful to review.

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.

HR Solutions

Keshcarrigan
Co. Leitrim

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

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