I'm regularly asked by employees about where they stand in the workplace what I
mean by this is that they come to me with a complaint or a grievance but
they're not actually sure whether they have a claim or whether it's a breach of
an employment right or whether it's a breach of a contract or whether perhaps
it's just a grievance and what I try to do with the consultation service that I
provide is to give them clarity and peace of mind so basically they know where they
stand and the key thing at the end of it then that the employee gets is a clear
view of where they really stand and whether they should take a different
battle or proceed with whatever the issue is so sometimes when they come to
me maybe with an allegation of bullying in the workplace or maybe a complaint
about perhaps they feel they have been forced to resign the position perhaps they feel
that they are being taken for granted or forced out they're not being paid in
accordance with the contract they're not getting paid for public holidays or
their annual leave entitlements or there have been remarks made by a
colleague to them or about them all of these things give rise to a huge degree
of dissatisfaction and disquiet for the employee
so basically when they come to me they are concerned but they are concerned most of
all about whether they actually have a claim a valid claim or not and whether
they should just consider the situation to be a grievance or whether to pursue
it more formally and that's essentially what my consultation service is about
it's about giving clarity and giving peace of mind to the employee and
essentially to say to them look what you have there is a grievance and you need
to use the grievance procedure in the workplace if you want to pursue it but
that's as far as it goes and sometimes I say that's completely unacceptable that's
completely unlawful and you could bring a claim to the WRC or you could perhaps
go to court and sue for breach of contract or take more serious action but
the key thing is that the employee needs to know and is entitled to know where
they stand and whether they have a valid and justiciable claim or not the
consultation then that I provide can be done in person by mobile or by phone by email
or by Skype and it involves me getting firstly all of the relevant information
gathering it up and this may include looking at the contract of employment
it may include looking at the outcome of any investigation procedure looking at
the outcome of any disciplinary looking at relevant
correspondence and so on but it does require me to look at the
necessary facts surrounding the situation and then I'm in a position to
advise the employee either by email or phone or in person consultation can be
arranged easily enough you know if you can contact me by email or just ring the
office and you can arrange with one of the girls there to have the
consultation but essentially it's questions and answers it's an advice
situation for employees who are confused and it aims to give peace of mind it
aims to give clarity and it basically aims to let the employee know where they
actually stand so if it's something that you might be interested in feel free to
contact me or contact the office and you can arrange the consultation
then there is a fee obviously it takes a bit of time takes a bit of expertise but it
takes time a to do the consultation and B to prepare for it and to read all of
the necessary and relevant documentation and so on but it's something that you
may be interested in if you are as I say hit me up with an email or contact me
through my facebook page or just ring the office and my receptionist or one of
the girls there will fix up a consultation for you about a time that
suits and it really doesn't make any difference what part of the country
you're in because we do it by email or by phone or by Skype or you can come to
the office it's the same price either way
hope you find this video useful