First Tuesday Q&A

The claimant was dismissed by reason of gross misconduct and in particular.

When carrying out reference checks, would you only seek a reference from the person named on the job applicant’s CV or can you accept a reference from another person within the same organisation without the applicant's knowledge?

Posted in: First Tuesday Q&A ROI on 05/09/2017 Employers should not seek a reference from any person, without first receiving the consent of the prospective employee. Obtaining references involves the processing of applicants' personal data for the purposes of Data Protection Acts 1988 – 2003. The Data Protection Commissioner has stated that ...
This article is listed under the following topics:
Data Protection and Freedom of Information Act Recruitment and Selection

If a person applies for a job and they have epilepsy, and one of the criteria is that they must have a C1 driving license (and they can never get this because of their condition) can the employer remove them from the recruitment and selection process?

Posted in: First Tuesday Q&A ROI on 05/09/2017 Any recruitment process is potentially a very subjective process so you should take whatever steps you can to eliminate any levels of perceived or actual subjectivity and/or discrimination. Any job description or advertisement should be based on non-discriminatory thinking and practices and any req...
This article is listed under the following topics:
Discrimination and Equality Recruitment and Selection

If you state in a job advert that those who apply for a position must have a valid work permit or are EEA citizens, is this discrimination?

Posted in: First Tuesday Q&A ROI on 05/09/2017 On first glance it would seem to be directly discriminatory to require that an individual be of a particular nationality in order to be eligible for a certain position. However, as outlined on the website of the Department of Jobs, Enterprise and Innovation, the Irish government's policy (as part o...
This article is listed under the following topics:
Discrimination and Equality Recruitment and Selection

What happens if I'm found to have discriminated during recruitment?

Posted in: First Tuesday Q&A ROI on 05/09/2017 Always be careful when recruiting externally, but be extra-careful when recruiting internally (with existing employees) as the penalties for discrimination are quite different. If you are found to have discriminated against an external candidate, the maximum award is capped at €13,000. However, if ...
This article is listed under the following topics:
Discrimination and Equality Recruitment and Selection

What counts as discrimination?

Posted in: First Tuesday Q&A ROI on 05/09/2017 Discrimination is defined in the Acts as treating a person "less favourably than another person is, has been or would be treated in a comparable situation" on one or more of the protected grounds. As you all will be well aware, there are nine protected grounds of discrimination set out in the Acts:...
This article is listed under the following topics:
Discrimination and Equality Recruitment and Selection

I know employees have rights once they are hired, but do I need to worry about any legal issues when recruiting? Can't I just hire who I like?

Posted in: First Tuesday Q&A ROI on 05/09/2017 Well, yes and no. The full gamut of employment rights don't apply to external candidates for roles, but the Employment Equality Acts 1998 - 2015 do ("The Acts"). The Acts have a slightly misleading title as you don't always have to be in employment to rely on them. As many employers have discovered...
This article is listed under the following topics:
Discrimination and Equality Recruitment and Selection

Based on the Lyons v Longford & Westmeath decision, will employer investigations now become like mini legal proceedings?

Posted in: First Tuesday Q&A ROI on 01/08/2017 PLEASE NOTE: Since the Lyons v Longford Westmeath ETB decision, Mr. Pat Breen, T.D., Minister of State for Trade, Employment, Business, EU Digital Single Market and Data Protection has asked the Workplace Relations Commission and the Health and Safety Authority to undertake a review of their codes ...

In the case of a serial complainant, is the company obliged to hear multiple grievances which are believed to be false when there are concerns about the mental stability of the complainant?

Posted in: First Tuesday Q&A ROI on 01/08/2017 There are no strict legal rules which apply when an employee raises multiple grievances. If the grievances are related, an employer might be in a position to refuse to hear a new grievance on the grounds that the matter has already been the subject of a grievance procedure. If the grievances are un...
This article is listed under the following topics:
Disciplinary and Grievance Issues Policies and Procedures

We have two colleagues who have verbal agreements to work from home. They have been doing so for more than 5 years. What protection do they have as this is not included in their contract of employment? Can the employer change this work practice with one month’s notice?

Posted in: First Tuesday Q&A ROI on 01/08/2017 Notwithstanding the fact that only a verbal agreement was reached with these employees, as the employees have enjoyed this arrangement for a significant period of time, the employees’ could reasonably argue that they have an implied right to work at home. A term can be implied into a written emplo...
This article is listed under the following topics:
Contracts of Employment A-Typical Working

When carrying out an investigation, how should HR proceed if An Garda Síochána are involved?

Posted in: First Tuesday Q&A ROI on 03/07/2017 The involvement of An Garda Siochana before or at the time of an employer’s disciplinary investigation can cause particular difficulties for employers for a number of reasons. Firstly, if the employee is charged with a criminal offence, he or she may refuse to answer questions during the disciplina...
This article is listed under the following topics:
Disciplinary and Grievance Issues Policies and Procedures