celticsteven
Registered User
- Messages
- 49
IF what you say is true - you would be foolish not to!! You can't let them away with this - if the scenario was exactly as you described in your first post. You need to take legal advise immediately. There's probably a statue of limitations with these things - so don't procrastinate - make that appointment first thing in the morning. It will give you the opportunity to discuss a a number of concerns - as there are a few given what you have posted.Leper i understand what your saying but its not an avenue i want to go down.
You need to take legal advise immediately.
Agreed - assuming said company was unionised....many are not.Rather than run into legal costs yourself let SIPTU meet the bill, back to that's what you pay your union dues for.
Hi Sid,I'm also a member of siptu if thats any use.
Therefore, there may be a need to get a proper employment law solicitor involved at some stage
Is there an obligation on the union to do this on their members behalf?
I wouldn't have thought there is an obligation. My own experience of dealing with unions is that the service you get is dependent on the quality of the union rep involved. Some are very competent, some are useless
Do companies have to have health and safety policies? Doesnt sound like a very safe place to work, just because people have put up with a rickety stairs, doesn't mean it would pass a health & safety check.
This case is not as simple as some people seem to think
Firstly an employer has no obligation to employ someone if they are physically incapable of doing the job. In this case, this seems to be the view of the employer. However, normally, there would be a process to go through to verify this, including sending the employee to a company doctor (no indication that this has or hasn't happened) and then make a decision from there. Therefore they may have been within their rights to let the employee go, albeit it was done without following due procedure. Remember as well that people are not made redundant, roles are.
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