1158 results for 'retail sector'
Equality decisions show considerations of WRC when determining legitimacy of alleged discrimination
Ireland has strong equality legislation that protects employees and those associated with the workplace from discrimination in access to employment, as well as providing protections around how people are treated during employment. The Employment Equality Acts 1998-2015 form the basis of this legislative cover, with additional protections afforded through The Equality Act 2004, The Equal Status Acts 2000-2015, Employment Equality Act 1998 (Code of Practice) (Harassment) Order 2012 (S.I. No. 208 of 2012), and S.I. 674 of 2020: Code of Practice for Employers and Employees on the Prevention and Resolution of Bullying at Work under the Industrial Relations Act 1990. A number of recent Workplace Relations Commission (WRC) Adjudicator’s decisions provide employers with insight into practices which should be considered when making decisions regarding employees or potential employees. They also shed some light on the factors considered by the WRC when determining the legitimacy of an alleged act of discrimination.
Claims under the OWT Act in relation to compensatory rest and Sunday premium
The onus is on employers to show that they are fully compliant with all aspects of the Organisation of Working Time Act 1997. The legislation applies to most employees, with few exceptions. Working time is governed in Ireland by the Organisation of Working Time Act 1997. The OWT Act and subsequent Regulations govern the working hours of employees aged 18 years and over. The Act deals with all aspects of working time, break periods and minimum rest requirements in the workplace. The Act also deals with annual leave and public holiday entitlements.
Remote working and working time record keeping obligations
Remote working and working time record keeping obligations
Is a change of work location grounds for redundancy
Is a change of work location grounds for redundancy?