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FitzPatricks Solicitors - Business - Property - Family
HEAD OF DEPARTMENT - TOM FITZPATRICK (CONTRACTS ADVICE)
TOM FITZPATRICK (DISPUTES)
A
Member of the Employment Lawyers Association
DO YOU UNDERSTAND THE
IMPLICATIONS OF THE CURRENT EMPLOYMENT ACT (2002?)
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The Challenge
- Drafting Contracts?
- Harassment
- Discrimination
- Unpaid wages
- Change of employer
- Unfair dismissal
- Redundancy
- Maternity/parental leave
- Returning to work
- Part time or full time
- Voluntary termination
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The Client
- Employers
- Employees facing
redundancies/dismissals
- Employees already
made redundant
- Employers and
employees separating
by agreement
- Large businesses
- Small businesses
- Business sales/purchases
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FitzPatricks
offer advice on all aspects of employment, and the procedures available
on the remedies to both employers and employees.
Employment
is an integral part of life. Dismissal, resignation, redundancy
or unreasonable conditions can result in stress, financial and other
personal problems inside and outside the workplace.
Breaches
of employment legislation can be very costly for both employer and
employee often resulting in awards of compensation.
FitzPatricks
can prepare contracts, advise on procedure, assist with negotiations,
and, if needed, prepare the case before a Court or Tribunal and provide
representation.
Employers
should be aware, and Employees will note
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Employees
are legally entitled to a written statement of the terms and
conditions of their employment. Among other matters, these
must contain or refer to the Employer's grievance and redundancy
procedures.
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Employees
are entitled to at least 4 weeks holiday a year (pro rata).
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Except
in cases of gross misconduct, Employees are entitled to a
minimum notice of termination of their employment depending on
length of service and terms of contract. If misconduct is
alleged, the Employees are entitled to have a proper
investigation undertaken and have a fair hearing.
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Where
the Employer terminates the employment, the Employer is required
to comply with its own procedures.
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Before
giving notice on any ground which may result in a claim for
compensation, an Employee will normally be required to go
through the Employer's grievance procedures.
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When
employment is terminated by mutual agreement between the
Employer and the Employee, the agreement should be formally
recorded in a Compromise Agreement. The Employer normally
contributes to the Employee's legal fees. For the
Compromise Agreement to be binding, the law requires that the
Employee shall have taken independent legal advice and a
Solicitor must sign the Agreement to confirm this has been done.
FitzPatricks
can advise on all employment matters.
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