Waching daily Aug 4 2018

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