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CEO Update: Reaction to Budget 2025 & Exclusive Member Webinar today at 17:00
Ibec welcomes the ambitious scale of investment outlined in Budget 2025
Gender pay gap reporting and the EU Pay Transparency Directive
The Employment Equality Act 1998 (section 20A) (Gender Pay Gap Information) Regulations 2022 and the Employment Equality Act 1998 (section 20A) Gender Pay Gap Information (Amendment) Regulations 2024 (together, the GPG Regulations), set out how employers should calculate and report on the gender pay gap in their organisations.
3 Superhuman Talents AI will not replace
In this article recently published in Harvard Business Review, Dr Tomas Chamorro-Premuzic and Reece Akhtar, remind us of what makes us unique as humans and where AI cannot compete. Dr Tomas Chamorro-Premuzic is the Chief Innovation Officer at ManpowerGroup and Professor of Business Psychology at both University College London, and Columbia University. He will be a key note speaker at the forthcoming Ibec HR Leadership Summit - ‘Intelligent Workplaces’ on 25 October at the Dublin Royal Convention Centre.
Updated Code of Practice on Determining Employment Status
Following the 2023 judgement of the Supreme Court in the Karshan case, the Code has been reviewed and updated by an interdepartmental group comprising of the Department of Social Protection, the Office of the Revenue Commissioners and the Workplace Relations Commission (WRC).
BioPharmaChem Ireland calls for Government action ahead of Budget 2025 to sharpen the competitive edge and global leadership of the industry in Ireland
BioPharmaChem Ireland (BPCI), the Ibec group that represents the biopharmaceutical and chemical sectors, today launched its Budget 2025 submission calling for decisive action by the Government to enhance the competitiveness of the industry in Ireland and support achievement of its sustainability goals.
WRC awards almost 40000 to manager with alcohol dependency who was dismissed for being intoxicated
The Workplace Relations Commission (WRC) in recent weeks awarded almost €40,000 to a Supermarket Manager who was dismissed after he drank himself “comatose” on the premises when his employers went away to a wedding. The WRC Adjudication Officer noted that both sides accepted that the Complainant was an alcoholic and that this is well-recognised disability. The AO found that the Employment Equality Act’s requirements to make reasonable accommodation to allow the worker to perform their duties (disability notwithstanding) to the best of their efforts were ‘paramount’, even in the circumstances of a breach of trust.
WRC finds Marketing Director required to work 3 days on site was not discriminated against
The complainant was employed as a Director of Marketing from 2 August 2022 until her dismissal on 2 May 2023. The marketing professional submitted a complaint to the Workplace Relations Commission on 29 August 2023 that she was discriminated against and harassed on family status grounds contrary to the provisions of the Employment Equality Acts 1998-2015 when the introduction by the company of a remote working policy in February 2023 required employees to work three days a week in the office. She argued that this requirement was in conflict with an earlier agreement between herself and the Company CEO.
Store manager was not penalised for protected disclosure made to the HSA
The employer, a large retailer, had argued that they were not aware of who made the protected disclosure to the Health and Safety Authority which resulted in a HSA inspection. As a result, they could not have penalised the employee concerned. The WRC adjudicator, in her determination, found that the worker had not established a link between his making complaints and failed to establish that he had suffered detriment.
JLC system needs significant review to be more broadly utilised - Ibec
The Labour Court, in accordance with Section 41 (A) of the Industrial Relations Act 1946, at five-year intervals conducts a review of all establishment orders for Joint Labour Committees (JLCs).
FAQs on the Code of Practice for the Right to Request Flexible Working and Remote Working
The Work Life Balance and Miscellaneous Provisions Act 2023 (the “2023 Act”) was signed into law on the 4th of April 2022. Under the 2023 Act, all employees have a right to request remote work and there is a right for employees with children, and those with caring responsibilities to request flexible working arrangements.