Mandatory Retirement Age Discriminatory
A Company's retirement age was not objectively justified and held to constitute discrimination on grounds of age, resulting in one years compensation being awarded,
Your personal data will only be used/processed for the intended agreed business purpose or as necessary for legal purposes and compliance, which will largely relate to communication with you and the performance of a contract or proposed contract to provide you with HR Services.
Your personal data may also be used where it is necessary to comply with a legal or regulatory obligation, or if necessary to protect our legitimate interests and rights, and this does not override your legitimate interests and rights.
The following are some of the main purposes for which your data will be used and which are all based on our legitimate business interests being pursued and the performance of business contracts
To respond to enquiries about services
To provide advice and services
To collect payments due for services provided.
Personal Data may be stored physically in a hard copy in our secure office environment with limited access, or electronically through our web provider, ModxCloud, which is currently based in the Netherlands.
It is not our practice to disclose or transfer your personal data to third parties or to allow third parties to access personal data, unless it is on the basis of a legitimate business, regulatory or legal request to access personal data.
The following rights are available to you under the GDPR in respect of your personal data. These rights are only exercisable by the individual data subject to whom the data applies
We will only retain your personal data for as long as necessary to fulfil the purposes we collected it for, including for the purposes of satisfying any legal or accounting requirements. This means that the period for which we store your personal data may depend on the type of data we hold.
May 28th 2018
A Company's retirement age was not objectively justified and held to constitute discrimination on grounds of age, resulting in one years compensation being awarded,
The Code of Practice has been prepared by IHREC with the approval of the Minister for Children, Equality, Disability, Integration and Youth and after consultation with relevant organisations representing equality interests. The code seeks to promote the development and implementation of policies and procedures that establish working environments free of harassment.
This recent WRC decision outlines how normal supervision and requiring employees to adhere to workplace procedures will not normally constitute bullying.
The importance of always adhering to fair investigation procedures was highlighted in a recent Labour Court case that upheld the Complainant’s appeal of the quantum awarded of €2,544 made by an Adjudication Office, increasing the compensation payable to €5,000 (Ref UDD2167).
With three public holidays falling over the Christmas period, and all three on either a Saturday or Sunday, here is a quick summary of employees public holiday entitlement.
In this recently published decision, yet again an employer fell short on how it implemented a dismissal of an employee who, had less than 5 months service, resulting in an award of €6,000 being recommended despite breaching a clause that prevented her working in any manner outside of her employment that could be prejudicial to her employer. (Ref ADJ-00028843).
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