http___www.welfare.ie_ga_Pages_Redundancy-Procedures.aspx_1.xml
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Rules In addition to the provisions in the legislation as regards collective redundancies your employer must follow certain fair procedures that is, to give you at least 2 weeks' notice and on the date of dismissal pay your redundancy payment. There are also various procedures with regard to selection for redundancy, alternative work and time off. Selection for redundancy In selecting a particular employee for redundancy, an employer should apply selection criteria that are reasonable and are applied in a fair manner. You are entitled to bring a claim for unfair dismissal if you consider that you were unfairly selected for redundancy or consider that a genuine redundancy situation did not exist. Examples of these situations might include where the custom and practice in your workplace has been last in, first out and your selection did not follow this procedure. Another example may be where your contract of employment sets out criteria for selection which were not subsequently followed. Under the unfair dismissals legislation, selection for redundancy based on certain specific grounds is considered unfair. These include redundancy as the result of an employee's trade union activity, pregnancy or religious or political opinions. The employment equality legislation also prohibits selection for redundancy that is based on any of the following 9 grounds: gender, civil status, family status, age, disability, religious belief, race, sexual orientation or membership of the Traveller community. Alternative work As with any dismissal, an employer must act reasonably when dismissing an employee in a redundancy situation. This requires prior consultation with you before the decision is made. In addition, your employer should consider all options including possible alternatives. If your employer makes you a reasonable offer of alternative work, and you refuse it, you may lose your entitlement to a redundancy payment. Generally speaking, alternatives which involve a loss of status or worsening of the terms and conditions of your employment would not be considered reasonable. Similarly, you may be justified in refusing an offer that involves you travelling an unreasonable distance to work. You may take up an alternative on trial for up to 4 weeks. Where the alternative involves a reduction of 50% or more in hours or pay, working under the new arrangements for up to 52 weeks will not count as an acceptance. If you accept a new contract or re-engagement with immediate effect and the terms do not differ from those of the previous contract, you will not be entitled to claim redundancy. This also applies if you refuse such an offer unreasonably. If you accept an offer in writing from your employer for a new and different contract which will take effect within 4 weeks of the ending of the previous contract, you will not be entitled to claim redundancy. Equally, if you refuse such an offer unreasonably, you will lose your right to a redundancy payment. Your justifiable refusal of an offer of alternative work, followed by dismissal, may, depending on the circumstances, entitle you to seek statutory redundancy or make a claim for unfair dismissal. Any offer of alternative work should be given to you in writing and you are entitled to full information concerning the details of the offer. Notice from the employer You are entitled to a minimum of 2 weeks' written notice of redundancy. This notice period goes up depending on the period of service. Notice when on lay-off or short time: If you have been laid off or put on short-time work, this means that your contract of employment is temporarily suspended. If your employer then decides to make you redundant, he or she must re-activate your contract in order to dismiss you on grounds of redundancy. When your employer gives notice of redundancy you are entitled to the full notice period. If you are made redundant and you are not required to work out your notice you are entitled to payment in lieu of notice which is your normal pay for that notice period. For example, if you have been on short-time work and your employer then makes you redundant your payment in lieu of notice is based on the hours of work in your contract of employment, not on the short-time hours of work. Time off If you are being made redundant, you are entitled to reasonable paid time off in order to look for a new job. This right is set down in law in Section 7 of the Redundancy Payments Act 1979. (You should note that while the Redundancy Acts have been amended a number of times the provisions as set down in 1979 for time off, still remain in force today.) Holidays You are entitled to any holidays that are outstanding or payment in lieu of holiday. Leaving before your notice expires Between receiving your notice of redundancy and the date your employment ends, you may give your employer notice that you wish to leave before the end of your notice period. You do this by completing form RP6 (pdf) and giving it to your employer. Your employer has discretion as to whether to grant your request or not. You should note that leaving during the notice period without your employer's agreement may affect your entitlement to a redundancy payment. Social welfare payments When you lose your job you should register as unemployed by signing on with your local social welfare office. If you have enough social insurance contributions you may be entitled to Jobseeker’s Benefit. If you do not have enough PRSI contributions you may qualify for Jobseeker’s Allowance which is a means-tested benefit. How to apply Your employer must give you at least 2 weeks' written notice of the redundancy. On the date of the termination of employment your employer should pay the redundancy lump sum due to you. You can find information for employers on making a redundancy claim here. This must be done online using form RP50. If your employer has not paid your redundancy lump sum, you should apply to your employer for it using form RP If your employer still does not pay it, you can apply to the Department of Social Protection for direct payment from the Social Insurance Fund as follows: - If your employer is unable to pay your redundancy lump sum, they should complete and sign the RP50. They should also submit a letter from an accountant or solicitor stating they are unable to pay and accepting liability for 100% of the lump sum (85% for a dismissal in 2012) owing to the Social Insurance Fund. Documentary evidence such as audited accounts should also be included. - If your employer refuses to pay your redundancy lump sum or if there is a dispute about redundancy you can bring a claim to the Workplace Relations Commission. You must use the online complaint form available on workplacerelations.ie. This must be done within one year of your dismissal. Then you apply for your lump sum by sending a completed form RP50 to the Redundancy Payments Section together with a favourable decision from the adjudicator of the Workplace Relations Commission. Insolvency: If the company has been liquidated or is in receivership, the completed form RP50 should be sent in by the liquidator or receiver on behalf of the employees. You can read this list of frequently asked questions about redundancy.
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Rialacha Chomh maith leis na forálacha sa reachtaíocht maidir le comhiomarcaíochtaí, caithfidh d'fhostóir nósanna imeachta áirithe atá cóir a leanúint. 'Sé sin, fógra ar a laghad dhá sheachtain a thabhairt agus an íocaíochta iomarcaíochta a íoc ar dháta na dífhostaíochta. Tá nósanna imeachta éagsúla chomh maith maidir le roghnú um iomarcaíocht, obair mhalartach agus am saor. Roghnú um iomarcaíocht Agus fostóir ag roghnú fostaí le hiomarcaíochta, ba chóir dó critéir roghnaithe a chuir i bhfeidhm go réasúnta agus go cothrom. Tá tú i dteideal gearán a dhéanamh le haghaidh dífhostú éagórach má cheapann tú gur roghnaíodh go héagórach tú le haghaidh iomarcaíochta nó má cheapann tú nach raibh cás iomarcaíochta ann. Samplaí eile de seo ná nuair a leantar an nós 'is déanaí isteach is túisce amach' i d'ionad oibre ach nár leanadh leis i do chás-sa. Sampla eile ná nuair a leagadh critéar roghnaithe amach i gconradh fostaíochta nár leanadh leis. De réir na reachtaíochta um dhífhostú éagórach, meastar roghnú le haghaidh iomarcaíochta, déanta ar bhoinn áirithe a bheith éagórach. San áireamh anseo tá iomarcaíocht de bharr gníomhaíochtaí ceardchumainn an fhostaí, toircheas an fhostaí nó tuairimí an fhostaí i leith an chreidimh nó na polaitíochta. Leis sin, cuireann an reachtaíocht ar chomhionannas fostaíochta cosc ar roghnú um iomarcaíocht ar na naoi mbonn seo a leanas: inscne, stádas sibhialta, stádas clainne, aois, míchumas, creideamh, cine, claonadh gnéasach, nó ballraíocht den Lucht Siúil. Obair mhalartach Cosúil le dífhostú ar bith, caithfidh an fostóir gníomhú go réasúnta nuair atá fostaí á d(h)ífhostú i gcás iomarcaíochta. Is gá go mbeadh comhairliúchán leat roimh cinneadh a bheith déanta. Ina theannta sin, ba chóir don fhostóir s'agat na roghanna ar fad a mheas ina chuimsítear roghanna malartacha a d'fhéadfadh a bheith ann. Má dhéanann d'fhostóir tairiscint réasúnta ar obair mhalartach duit, agus má dhiúltaíonn tú í, d'fhéadfá do theidlíocht ar íocaíocht iomarcaíochta a chailliúint. Go ginearálta, ní bhreathnófaí ar roghanna malartacha go mbaineann cailliúint stádais nó téarmaí agus coinníollacha níos measa leo mar roghanna réasúnta. Ar an mbealach céanna, d'fhéadfá a bheith ceart tairiscint a dhiúltú ina bhaineann fad míréasúnta taistil chun na hoibre. Is féidir leat obair mhalartach a thógáil ar bhonn trialach suas go dtí ceithre seachtainí. Nuair a bhaineann laghdú 50% nó níos mó in uaireanta nó pá leis an obair mhalartach, ní mheasfar hoibriú faoi na socruithe nua suas go dtí 52 seachtainí mar ghlacadh. Má ghlacann tú le conradh nua nó athfhostú le héifeacht láithreach agus nach bhfuil na téarmaí difriúil uathu sin sa chonradh roimhe, ní bheidh tú i dteideal iomarcaíocht a éileamh. Baineann sé seo chomh maith má dhiúltaíonn tú tairiscint mar seo go míréasúnta. Má ghlacann tú leis an tairiscint i scríbhinn ó d'fhostóir ar chonradh nua agus difriúil a bheidh éifeachtach laistigh de cheithre seachtainí ó dheireadh an chonartha roimhe, ní bheidh tú i dteideal iomarcaíocht a éileamh. Ar an mbealach céanna, má dhiúltaíonn tú tairiscint mar seo go míréasúnta, caillfidh tú do cheart ar íocaíocht iomarcaíochta. D'fhéadfadh do dhiúltú inchosanta ar thariscint d'obair mhalartach, agus dífhostú ina dhiaidh, ag brath ar na cúinsí, a chiallú go bhfuil tú i dteideal d'iomarcaíocht reachtúil nó éileamh ar dhífhostú éagórach a dhéanamh. Ba chóir aon tairiscint d'obair mhalartach a thabhairt duit i scríbhinn agus tá tú i dteideal d'fhaisnéis iomlán a fháil maidir le sonraí na tairisceana. Fógra ón bhfostóir Tá tú i dteideal d'fhógra scríofa 2 sheachtain iomarcaíochta ar a laghad. Imíonn an tréimhse fógra seo suas ag brath ar an tréimhse seirbhíse. Leagan as agus gearr-am: Má leagadh as tú nó má cuireadh ar obair ghearr-ama tú, ciallaíonn sé sin go bhfuil do chonradh fostaíochta curtha ar fionraí go sealadach. Má ghlacann d’fhostóir cinneadh tú a dhéanamh iomarcach ansin, ní mór dó/di do chonradh a athghníomhú chun tú a dhíbhe ar fhoras iomarcaíochta. Nuair a thugann d’fhostóir fógraí faoi iomarcaíocht tá tú i dteideal tréimhse fógra iomlán. Má dhéantar iomarcach tú agus mura bhfuil ort obair ar feadh do thréimhse fógra tá tú i dteideal íocaíochta in ionad fógra atá comhionann le do ghnáthphá don tréimhse fógra sin. Mar shampla, má bhí tú ar obair ghearr-ama agus má dhéanann d’fhostóir iomarcach tú ansin tá d’íocaíocht in ionad fógra bunaithe ar na huaireanta oibre i do chonradh fostaíochta, seachas ar na huaireanta oibre gearr-ama. Am saor Má tá tú á dhéanamh iomarcach, tá tú i dteideal d'am saor réasúnta atá íoctha ionas gur féidir leat post nua a chuardach. Tá an ceart seo leagtha síos sa dlí in Alt 7 den Acht um Íocaíochtaí Iomarcaíochta 1979 (Ba chóir duit nótáil cé gur leasaíodh na hAchtanna Iomarcaíochta cúpla babhta, tá na forálacha a leagadh síos i 1979 maidir leis an am saor, mar an gcéanna fós inniu.) Laethanta saoire Tá tú i dteideal aon laethanta saoire atá fágtha nó íocaíocht do na laethanta saoire sin. Ag fágáil roimh don fhógra s'agat críochnú Idir d'fhógra iomarcaíochta a aimsiú agus an dáta a chríochnaíonn d'fhostaíocht, is féidir leat fógra a thabhairt don fhostóir s'agat gur mian leat fágáil roimh dheireadh an tréimhse fógra. Déanann tú é seo tríd an bhfoirm RP6 (pdf) a chomhlánú agus a thabhairt go dtí d'fhostóir. Tá rogha ag an bhfostóir s'agat an iarratas a cheadú nó gan a cheadú. Ba chóir duit nótáil go bhféadfadh fágáil le linn an tréimhse fógra, gan chomhaontú ó d'fhostóir, goilliúint ar an teidlíocht s'agat d'íocaíocht iomarcaíochta. Íocaíochtaí leasa shóisialaigh Nuair a chailleann tú do phost, ba chóir duit clárú mar dhuine dífhostaithe trí shíniú le d'oifig leasa shóisialaigh áitiúil. Má tá go leor ranníocaíochtaí árachais shóisialta agat d'fhéadfá a bheith i dteideal Sochar Cuardaitheora Poist a fháil. Mura bhfuil go leor ranníocaíochtaí ÁSPC agat d'fhéadfá cáiliú le haghaidh Liúntas Cuardaitheora Poist atá ina shochar de réir tástála acmhainne.