How do I raise a problem at work? Should I raise it informally or formally? If you find yourself having to deal with a problem at work what should you do next? Problems can vary in size and importance. Some can be minor irritations, like always being last in the queue for coffee. Others can take on a more obstructive role, like harassment. While more can register somewhere in the middle. Whatever the problem, the fact is, it needs to be sorted. We look at when an informal chat is useful, and how to prepare for it. We also consider problems which are best dealt with by way of a formal complaint using all of the procedures available in your workplace and in Irish employment law.
The unfair dismissal legislation is open to workers in Ireland who have completed twelve months employment with their employer.
You may be feeling angry at being unfairly dismissed. You may wish to seek justice for the wrong which you have suffered. It is good to seek compensation for an unfair dismissal, but at some stage practical reality has to be considered. How much compensation can I expect to receive? How is compensation for unfair dismissal calculated? How much does it cost to bring an unfair dismissal claim to the Workplace Relations Commission?
It’s no secret that Trade Secrets need to be kept... well... secret. It is also important that Whistle blowers are protected. The European Union (Protection of Trade Secrets) Regulations 2018 ,which came into effect in June 2018, implements the European Union (Protection of Trade Secrets) Regulations 2018 . It attempts to reconcile the difficulty in protecting both issues. On balance it favours the protection of Trade Secrets over the protection of the whistle blower.
A recent High Court case has set down criteria which must be considered by employers when offering a fixed term contract. The case arose from a much contested dispute between the Board of Management of Malahide Community School and a teacher. The teacher successfully brought an unfair dismissal claim against her employer. The school appealed the finding of the Labour Court that the teacher had not freely entered into a fixed term contract with full knowledge and informed consent of its implications. The High Court, in rejecting the appeal, set out a number of criteria which must be considered by employers when offering a fixed term contract.