If there are any specific topics you would like covered in this publication, please forward your suggestions to Adare Human Resources Management:
- 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 Key Considerations for Employers in respect of Bullying, Harassment and Sexual Harassment. 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 >>>
Employment (Miscellaneous Provisions) Bill - will commence in the first week of March once enacted.
A zero-hours contract of employment is a type of employment contract where the employee is available for work but does not have specified hours of work. A zero-hours contract means there is a formal arrangement that an employee is required to be available for a certain number of hours per week, or when required, or a combination of both. Currently the Organisation of Working Time Act 1997 provides some protections for employees on zero-hours contracts.
The main provisions in the Bill are amending:
- The Organisation of Working Time Act 1997 and,
- The Terms of Employment Information Act 1994 - 2014
The essence of the Employment Misc. Provisions Bill is to address issues that arise for workers because of unspecified and insecure hours of work.
The Bill acknowledges that casual employees who are employed on a regular and systematic basis are entitled to deemed continuous service between separate periods of employment. Seasonal employees, for instance, who are re-engaged by their employer for a second period of employment will be deemed to have been on lay-off and will accumulate continuous service between contracts.
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