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September 2017 Industrial Relations Newsletter

Adare Human Resource Management

Established in 2003, Adare Human Resource Management are Ireland’s leading expert and provider of Employment Law, Industrial Relations (IR), Human Resource Management (HRM) and Health and Safety Services.
  • HR Barometer - has your Organisation experienced an employment dispute recently?

    Sep 19, 2017
    “26% of Organisations surveyed experienced a dispute in 2016, rising to 34% within the larger Organisations in 2016” “9% of Organisations surveyed attended the Workplace Relations Commission or Labour Court in 2016” “Discipline disputes were found to be the most common issue experienced by Organisations throughout 2016, ahead of grievances” Do you want to hear more about the IR and Conflict landscape as well as benchmarking in other HR areas? Then the HR Barometer Breakfast Briefing is a must-attend event for HR Practitioners who are seeking to inform and empower their HR planning in 2018. Key senior consultants from Adare Human Resource Management will share the findings of the recent HR Barometer National Survey and their insight into what this means for HR Practitioners in 2018. Events have been organised for participants of the HR Barometer Survey, Adare Human Resource Management clients and Linea members. Click here to read about how you can attend these events.
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  • Increasing Number of Companies Having Pay Increases Determined by Labour Court

    Sep 19, 2017
    To most observers and perhaps all HR and Management practitioners the idea that an external body to an Organisation can in effect determine and set the remuneration levels that Organisation pays its Employees would certainly be something to avoid. During the days when pay was mainly determined through centralised bargaining (national partnership agreements from 1987 to 2008) the outputs from this process were in effect replicated across the entire economy.
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  • Compensation Awarded In “Unfair Selection For Redundancy” After Only Eight Months Employment Service

    Sep 19, 2017
    How often does one hear the common misconception that in order for an Employee to be covered by the provisions of the Unfair Dismissals Act they must be in employment with the relevant Employer for at least 12 months – not true! The legal exception to this often-misconceived rule relates to contrary provisions within the Unfair Dismissals Act itself concerning grounds of equality and “trade union activity”. However, there are also the provisions of Section 13 and 20(1) of the 1969 Industrial Relations Act, that whilst not legally enforceable nonetheless can cause significant difficulty for Organisations, particularly if the Organisation has a high brand recognition or is in receipt of State financing, subvention or grants. This is regardless as to whether the Organisation is unionised or not.
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