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How Far Does Employer Duty Of Care Go When It Comes To Mental Health Issues?

In Employment Law Compliance, Mental Health, Stress at Work, Uncategorized, Workplace Stress,

The annual Time to Talk Day takes place on Thursday February 6th this year. Its aim is to raise awareness of mental health issues and encourage open conversations about such issues. In late 2018, the Irish Times reported that Ireland had “one of the highest rates of mental health illness in Europe”. Joint third, in fact. Mentalhealthireland.ie states that one …

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Sometimes a Hashtag Just Isn’t Enough. Sexual Harassment Policy – A Checklist

In Sexual harassment, Uncategorized,

In October 2017, social media users around the world were becoming intrigued by a hashtag which seemed to have broken free from the Twitter sphere to proliferate the far-flung corners of the internet. It seemed that all over the world, people were updating their status to read #metoo, with little more context provided. A quick Google search would have revealed …

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Flexible Working – Productivity Boost Or Just A Waste Of Time?

In Uncategorized,

If you have ever imagined a lifestyle which allows you to earn money while kicking back on a beach in Thailand, you are not alone. The concept of remote working used to be a pipe dream, achievable only by those in the most senior of positions. Now, thanks to globalised connectivity and online collaborative tools, flexible working is being lauded …

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Taking Bullying Complaints Seriously

In Bullying and Harassment, Cyber Bullying, Policies and Procedures, Uncategorized, Workplace Investigations,

Bullying Lowered productivity.  Industrial relations problems.  Litigation. These are among the potential impacts for a company if it fails to deal adequately with an allegation of bullying.  So this is no trivial matter and companies need to be adequately prepared in order to be able to take such complaints seriously. Obviously prevention is better than cure and companies can reduce …

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TUPE: My employees really?

In Uncategorized,

All EU member states are required to implement an EU Business Transfers Directive. The directive was issued in 2001. Its purpose? To protect employees when there is a transfer from the organisation in which they’ve been employed – the “transferor” – to a new organisation – the “transferee”. What is the nature of the protection? The employees are entitled to …

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Be very careful when moving to dismiss!

In Conflict in the Workplace, Grievance and Disciplinary, Investigations, Policies and Procedures, Uncategorized, Workplace Disputes, Workplace Investigations,

An employer had an employee about whom a colleague has made a complaint.  The nature of the complaint?  The employee was “preaching religion to his work colleagues and to members of the public”.  The employee did not deny this. The employer gave him a verbal warning and told him that it was unacceptable for him to preach to colleagues or members …

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The Role of the HR Function in Fraud Prevention and Detection

In Conflict in the Workplace, Employee Assistance, Employee Engagement, Employee Theft, Employment Contracts, Fraud, Fraud in the Workplace, Grievance and Disciplinary, Investigations, Policies and Procedures, Privacy, Protected Disclosures Act 2014, Stealing at Work, Surveillance, Uncategorized, Whistleblowing, Workplace Conflict, Workplace Disputes, Workplace Investigations, Workplace Theft,

This post is the 2nd in a series on workplace fraud.  The first post outlined how a company should deal with a fraud that they believe has been perpetrated against them by one of their own employees. This article will examine how the HR function can play a pivotal role in helping to prevent or at least significantly reduce the risk …

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Where is the ROI in having an Information and Consultation Forum?

In Employee Engagement, Information and Consultation, Information and Consultation Forums, Policies and Procedures, Uncategorized, Work Councils,

This post is the 4th in a 4-part series on Information and Consultation Forums (ICFs).  The first post outlined some reasons for proactively establishing an ICF and also described the benefits that can flow from having an ICF in the workplace.  The second post discussed how to set up a robust ICF that is fit for purpose.  The third post …

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Ensuring operational effectiveness and compliance : Information and Consultation Part 3

In Employee Engagement, Employee Representatives, Information and Consultation, Information and Consultation Forums, Policies and Procedures, Uncategorized, Work Councils,

This post is the 3rd in a series on Information and Consultation Forums (ICFs). The first post outlined the reasons for proactively establishing an ICF and also described the benefits that can flow from having an ICF in the workplace.  The second post discussed how to set up a robust ICF that is fit for purpose. The ideal would be …