A pub worker wins €27,000 for unfair dismissal from her job in pub with serious cash flow problem.
Pub worker-difficulty in trading-serious cash flow problem-claimant obvious choice at the time-had to cut the wage bill-did not go through procedures-claimant chosen because of “decent wage”-no thought of pay cut or part time work-bar manager’s partner hours increased-pub advertised for staff-claimant told this was a “mistake”-claimant would have been happy to work part time.
Date decision published: 15th November, 2012
For claimant: Michael O’Donnell, Rathkeale
For respondent: Michael Loftus, Loftus Maher & Co. Accountants, Raheen, Limerick
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General operative, who withdrew his appeal to his employer against his dismissal for gross misconduct, is awarded €18000 for unfair dismissal due to procedural defects in the investigation process.
General operative-felt unwell-went home-dismissed for gross misconduct-refused to answer questions in investigation-claimant contacted union representative-appealed decision to dismiss-withdrew appeal on union representative advice-claimed for unfair dismissal-investigation carried out by employer-did not inform claimant-did not give opportunity to partake in investigation-employer failed to tell claimant of his right to representation-investigator also acted as disciplinarian-procedural defects in process-sufficiently flawed and invalid-withdrawal of appeal on advice of union official reasonable-€18,000 for unfair dismissal-€800 awarded under Minimum Notice and Terms of Employment Acts.
Decision published 8th November, 2012
For claimant: Grainne Duggan BL instructed by Anderson & Gallagher solicitors
For respondent: Noel O’Hanrahan, O’Hanrahan Lally solicitors
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The EAT dismisses a claim for unfair dismissal by a supermarket sales assistant who had failed to engage with the employer and who effectively dismisses himself.
Sales assistant in supermarket-accident at work-sick leave-claimant failed to respond to letters-company tried to assist coming back to work-claimant went to UK for treatment-company failed to follow it’s own disciplinary procedure-not fatal as claimant did not respond to correspondence-claimant could not hold company accountable for failing to receive letters-claimant left messages with other employees-not sufficient-claimant should have written to personnel manager-Tribunal expects employer to behave reasonably-also expects employee to do likewise-employer acted as a reasonable employer-claimant frustrated his contract by failing to engage-claims under Unfair Dismissals Act and Minimum Notice and Terms of Employments Acts fail.
Decision published: 8th November, 2012
For claimant: Mr Oisin Clarke BL instructed by Ms Megan Shannon, Paul W Tracey solicitors
For respondent: Mr. David Farrell, IBEC
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Employment Appeals Tribunal awards €15,300 to receptionist for unfair dismissal following dispute leading to receptionist’s dismissal. EAT decides that procedural defects in the employer’s disciplinary process included failure to give the receptionist opportunity to engage in investigation, failure to hold a proper disciplinary hearing, and failure to advise the claimant of her right to appeal dismissal.
Receptionist-budget accommodation provider-dispute over unpaid bill of guest-procedural defects in disciplinary procedure-failure to give receptionist opportunity to engage in investigation-failure to hold proper disciplinary meeting-employer not aware of a contract of employment-no disciplinary procedures in place-failure to tell claimant she had right to appeal-defects of sufficient consequence-dismissal unfair-steps taken to mitigate loss by receptionist were reasonable-behaviour of receptionist did not contribute to dismissal-Unfair Dismissals Act 1977 to 2007.
Decision published: 8th November, 2012
For claimant: Huges & Liddy Solicitors
For respondent: Conor Bowman BL instructed by McCartan & Burke Solicitors
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Employments Appeals Tribunal awards €48,000 under the Unfair Dismissals Acts, 1977 to 2007, for unfair dismissal on the basis of the completely disproportionate actions of the employer to the incident and the absence of basic fair procedures and a flawed investigation and disciplinary procedures. EAT also awarded €1,900 under the Minimum Notice and Terms of Employment Acts.
Incident at The Square, Tallaght-use of “excessive force” alleged-basic fair procedures not adhered to-investigation and disciplinary procedures were flawed-respondent’s actions completely disproportionate to incident-no input by directors or senior management-no recall whether possible sanction was mentioned to claimant-15/20 minutes break between investigation meeting and disciplinary meeting-disciplinary meeting conducted by same person who conducted investigation meeting-“terminate” written on notes at end of investigation meeting-use of force basis of decision for dismissal-HR director accepted procedures were flawed-nevertheless upheld decision to dismiss-alternative sanctions not adequately considered-mitigating factors, including unblemished record, not sufficiently considered-at no stage did respondent communicate to the claimant that he may be disciplined.
For claimant: Siptu
For respondent: Tim O’Connell, Ibec
Decision published 30th October, 2012.
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