If there are any specific topics you would like covered in this publication, please forward your suggestions to Thomas McDonagh of Adare Human Resources Management: firstname.lastname@example.org.
Thank you to all who participated in our poll survey last month. The poll results are outlined below.
Our survey question asked: Have you as an Employer provided for or are planning to provide for an annual salary increase in 2016?
We will conduct the poll survey again early next year in order to get a picture of Employer plans for 2017.
We'll be back with a brand new survey for you next month...
- Employment Case Law – each month we review a number of interesting employment law cases and consider their implications for organisations. This month we look at the Code of Practice on Access to Part-Time Working. Read more >>>
- Workplace Relations Commission (WRC) Decisions – each month we look at and review the decisions from the WRC. This provides a valuable insight into the types of discrimination cases before the WRC and the decisions that are issued. Read more >>>
- What to Keep an Eye Out For – what is new, changing, potentially changing or what you may have missed. Read more >>>
Did you Know?
Among other provisions of the Workplace Relations Act which came into effect on 1 August 2016, Employees now accrue statutory annual leave entitlement while on certified sick leave. An increase in the carryover period from 6 months to 15 months applies to those Employees who could not, due to illness, take annual leave during the relevant leave year or during the normal carryover period of 6 months after the end of the leave year. On termination of employment, payment in lieu of untaken annual leave applies to leave which was untaken as a result of illness in circumstances where the Employee leaves the employment within a period of 15 months following the end of the leave year during which the leave entitlement accrued.
Every effort has been made to ensure the information provided is up to date and correct. Adare HRM make no representations or warranties of any kind, express or implied, concerning the completeness or accuracy of the information contained therein and does not accept any liability whatsoever arising from any errors or omissions. The information provided in this newsletter is provided for reference purposes only, and is not intended for, and should not be used as, a legal interpretation. Professional advise should always be sought before making any such decisions.