this short video is a video compilation video of short videos 1 minute videos I
would have made for Instagram I think just forward them in total dealing with
bringing a train or to do an employment law or bringing a claim to the workplace
Relations Commission the situation in relation to costs poopy regulations and
non collection redundancy and the maximum reward and unfair the sister
case so it's a combination as a say of employment law videos and you'll see
longer videos on my youtube channel dealing with all of these topics in
greater detail but this is just a sort of a remix or a compilation of short
ones I hope you find it useful if you do give it a thumbs up down below and if
you're not already subscribed to my channel you might be interested in doing
so thank you questions I'm regularly asked in relation to bring in employment
claims is about the question of costs and don't like if you bring a claim or
legal proceedings in court the winner doesn't take all in employment cases to
the WRC or the labor court each party whether it's the employer or whether
it's employee and regardless of whether you win or lose
each party pays their own costs that's something that you would want to
consider if you're considering and bringing a claim or defending a claim as
I say if you went to court and it was a litigation or a personal injury claim or
something then winner-takes-all in other words the loser must pay the cost for
both sides that is not the case in an employment case in an employment claim
to the WRC or needs the labor court each party must bear their own costs you'll
see more videos of mine on my youtube channel and I think you'll probably find
them very useful
if you want to claimed a workplace-related complaint an
employment-related claim to the workplace orations connections just go
to workplace relations dot ie workplace relations that ie download the complaint
form there's a lot standard online complaint form to your computer and fill
it out there and once you fill it out on your computer you've submitted online
and that's it you will get notification or acknowledgement from the workplace
relations commission that your complaint your form application form has been
received now you make your way through the form you just need to be very very
careful did you take the right box in terms of the right complaint because you
can be blocked or you can be stymied when you go along to the hearing if
you've brought a claim on to the wrong act or the wrong complaint so you need
to be very very careful about that and give it consideration I have a video
about this on my youtube channel you should have a look at it and check it
out alright you're involved in an unfair dismissal iam the maximum compensation
that can be awarded is up to two years salary two years salary the employee can
also be reinstated or win in order for reinstatement re-engagement wherever the
most common award would be one of compensation now two years salary is an
absolute max and it's very rare that you'd see anybody winning two years
salary because the part of you as an employee or title to his financial loss
in other words the loss you record from losing the old job to commencing a new
job so that could be a monthly could be two months if every three months it
could be six months of wages that you've missed out on that essentially is what
you're entitled to your financial loss you're not entitled to anything for pain
and suffering or for embarrassment or anything of that nature or for
disappointment and so on you can have check out more videos right on YouTube
if you're an employer and you are going to make somebody redundant and it's not
a collective redundancy it's a non collective redundancy you are obliged to
give them at least two weeks notice of the redundancy and of the fact that
their position is a risk of redundancy now that two-week period maybe longer
depending on the length of service of the employee and depending on a
contractual notice entitlement but once you do tell them that their position
gives notice that their position is at risk then you should invite their
comments or suggestions as to how the redundancy the special termination can
be avoided so this is a sort of a consultation period the employer however
according to the law according to redundancy payments Act is obliged to
act reasonably in the circumstances where all the way is the whole procedure
in relation to a non collective redundancy isn't very strictly
prescribed if you were taking over a business a small business for example a
coffee shop or a convenience store or maybe a supermarket or indeed any
business a cleaning business perhaps or if you're gonna win a contract or
winning a contract to provide a service like catering or security or cleaning
for an institution or a school or something you need to be very much aware
of the transfer of undertakings regulations 2p regulations is the
appropriate regulations which cover this whole area where does a transfer of an
undertaking now it's a very very complex area it's a very straightforward matter
if you're transferring a business from one person to another the employees
essentially transfer under terms and conditions of employment transfer with
the undertaking winning and losing or being awarded a contract is a more
complex situation and you really need to get professional advice on it if these
are my website employment rights Ireland comm have a lot of information there
about 2p and transfer of owner taking regulations and it looks at the various
cases that have arisen