Welcome to the latest issue of the Employer Resources Newsletter, where you will find in-depth and expertly researched and written articles (courtesy of Adare Human Resource Management) covering key areas of employment law and best practice.
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: tmcdonagh@adarehrm.ie.
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: tmcdonagh@adarehrm.ie.
Newsletter Content:
- 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 Probation Period. 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?
Unpaid Leave for Carers
A fixed term contract is a contract which is put in place for a temporary period and has a definite duration or purpose. The end of the contract is determined by an objective condition such as:
In respect of Employees who commenced on or after 14th July 2003, the Employer is only permitted to employ that person for a period of four years on two or more successive fixed-term contracts. Following four years of fixed-term employment, the Employee may seek to be made permanent, unless there are objective grounds justifying a further renewal of the contract and not offering a permanent post at that time.
Unpaid Leave for Carers
A fixed term contract is a contract which is put in place for a temporary period and has a definite duration or purpose. The end of the contract is determined by an objective condition such as:
- The arrival of a specific date
- The completion of a task / project
- The occurrence of a specific event.
In respect of Employees who commenced on or after 14th July 2003, the Employer is only permitted to employ that person for a period of four years on two or more successive fixed-term contracts. Following four years of fixed-term employment, the Employee may seek to be made permanent, unless there are objective grounds justifying a further renewal of the contract and not offering a permanent post at that time.
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