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 Effective Performance Management. 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?
Sunday Working and Premium Payments
It is assumed that the weekly rest period will be provided on a Sunday. Therefore, unless agreed otherwise in the contract of employment, an Employee may not be required to work on a Sunday without agreement. Where an Employee is to be required to work on a Sunday, either from time to time, or on a regular basis, this should be stated in the contract of employment to ensure that no dispute arises at a later time.
An Employee who is required to work on a Sunday must be compensated in one of the following manners:
An Employer may incorporate this benefit into the ordinary payment of an Employee who is required to work on a Sunday if they so wish. However, this must be done in such a manner that the Employer can demonstrate that the Sunday worker is being paid an additional rate over other comparable Employees who are not require to work on a Sunday.
Sunday Working and Premium Payments
It is assumed that the weekly rest period will be provided on a Sunday. Therefore, unless agreed otherwise in the contract of employment, an Employee may not be required to work on a Sunday without agreement. Where an Employee is to be required to work on a Sunday, either from time to time, or on a regular basis, this should be stated in the contract of employment to ensure that no dispute arises at a later time.
An Employee who is required to work on a Sunday must be compensated in one of the following manners:
- payment of a reasonable allowance for the day, and/or
- payment of an increased rate of pay for the Sunday, and/or
- granting paid leave in order to compensate for the requirement to work on a Sunday.
An Employer may incorporate this benefit into the ordinary payment of an Employee who is required to work on a Sunday if they so wish. However, this must be done in such a manner that the Employer can demonstrate that the Sunday worker is being paid an additional rate over other comparable Employees who are not require to work on a Sunday.
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