Do you need assistance ensuring you’re meeting your obligations as an employer?
Protect your business and prevent problems before they happen — contact Employment Law expert, Carolyn Ranson today to set up an appointment.
27 May, 2015 | Carolyn Ranson
The changes include:
The ability to apply has been extended to all employees, regardless of whether they have dependants. In addition:
Negotiation encouraged between employers and employees. Rest breaks must be paid, and employees must be compensated if breaks are not taken.
Greater clarity as to process, and obligations to employees, when an employer sells the business.
Good Faith requirement has been better defined, particularly regarding what information employees are entitled to during restructures or other situations where their continued employment is at risk.
Advanced written notice is required of proposed strikes and lockouts in all sectors.
Good Faith does not require parties to reach a collective agreement. Parties are able to ask the Authority to declare that bargaining has ended and employers may opt out of multi-employee bargaining from the start.
The Employment Relations Authority must now provide an oral determination or indication of preliminary findings within one month of an employee grievance investigation meeting or hearing.
The changes came into force on 6 March 2015.
See also Employment Law proposal for employers – increased obligations and tougher penalties.
(Please note we do not offer no win – no fee payment arrangements)
15 July, 2009 | Carolyn Ranson
16 February, 2012 | Carolyn Ranson
23 March, 2012 | Carolyn Ranson
5 April, 2012 | Carolyn Ranson