Industrial relations is changing fundamentally with the introduction of the Industrial Relations (Amendment) Act 2015. We are proactive in bringing the implications of this Act to our clients attention and are well placed to position our unionised clients to deal with the changes brought about by the Act.
We have particular expertise in advising on the implications of the Act from the point of view of the reintroduction of the Registered Employment Agreements (REAs) and a new statutory framework for establishing minimum rates of remuneration and conditions of employment. We are also currently advising on the reform of the law in respect of employees’ rights to engage in collective bargaining.
Our recent experience include advising on the following issues:
- Trade union recognition
- Bias in an internal selection procedure in an industrial relations context
- Ability of the Labour Court to investigate post retirement disputes
- Concept of normal ongoing change
- Unilateral amendments to collective agreements
- Injunction to restrain industrial action
- Advices to agencies and recruitment companies in respect of the challenges faced by placing a private sector employee into a public sector organisation as an agency worker
- Dismissal of Employee on Long Term Sick Leave
- Workplace Bullying and Harassment in Ireland in 2017
- The use of private investigators in an employment context
- Love at Work in the Digital Age
- Workplace Relations Commission Inspections – Is your business inspection fit?
- Toolkit: How to deal with workplace absences
- Hot Topic: Grievance Raised During Investigation or Disciplinary Proceedings: Key Considerations
- Suspension of an Employee Pending an Investigation
- Workplace Relations Act 2015 – Key Points to Note
- Dismissal for Incapacity