http___www.welfare.ie_ga_Pages_Overview_-Redundancy.aspx_1.xml
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Information Redundancy generally occurs where you lose your job due to circumstances such as the closure of the business or a reduction in the number of staff. The reason could be the financial position of the firm, lack of work, reorganisation within the firm or it may be closing down completely. Redundancy can occur where one of the following things happen: - Your employer ceases to carry on business or ceases to carry on business in the place where you have been employed. (For example, if the firm moves location, this can be a substantial change in your working conditions and may therefore be a reason for redundancy. However if there is a change of ownership under the transfer of undertaking legislation where employees are re-employed with no change to their working conditions then it is not a redundancy situation.) - Your employer's requirements for employees in your category has ceased or diminished - Your employer has decided to carry on the business with fewer or no staff. In deciding whether your employer is continuing the business with fewer or no staff, close members of your employer's family are not taken into account - Your employer has decided to let your work be done in a different manner in future and you are not sufficiently qualified or trained to do the work in the different way - Your employer has decided that your work will in future be done by another person who can do other work as well and you are not sufficiently qualified or trained to do that other work. When a number of employees are being made redundant within a 30-day period this is known as a collective redundancy. Sometimes there is a voluntary redundancy situation. This is when an employer needs to reduce the workforce and asks for some employees to volunteer for redundancy. In some cases when you have been in a lay off or short-time working situation for a certain length of time you may be entitled to claim redundancy. Redundancy entitlements The Redundancy Payments Acts 1967–2014 provide a minimum entitlement to a redundancy payment for employees with a set period of service with the employer. Not all employees are entitled to this statutory redundancy payment, even where a redundancy situation exists. You can find out more details about qualifying for redundancy here. However, you and your employer may agree a redundancy payment above this statutory minimum and in such circumstances, employees who have not reached the statutory minimum period of service may also receive a payment. If you are being made redundant the legislation specifies what notice must be given to you and what application forms must be completed - find out more about redundancy procedures. If you are entitled to a redundancy payment there are specific rules about how your continuity of service is assessed and how the payment is calculated - you can find out more about redundancy payments here. There is also a list of frequently asked questions about redundancy. Additional information For further information about the Redundancy Payments Scheme contact the Workplace Relations Commission's Information and Customer Service. Information about social welfare in relation to redundancy can be found on the Irish National Organisation of the Unemployed (INOU)'s website Redundancy.ie
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Eolas Go ginearálta bíonn iomarcaíocht i gceist nuair a chailltear post de bharr gnó a bheith ag dúnadh nó laghdú a bheith ag teacht ar líon na foirne oibre. D'fhéadfadh staid airgeadais na comhlachta, easpa saothair, atheagrú laistigh den chomhlacht nó dúnadh na comhlachta a bheith mar chúis leis. Tá iomarcaíocht i gceist nuair a tharlaíonn aon cheann díobh siúd: - Stopann an fostóir i mbun gnó nó i mbun gnó san áit ina raibh tusa fostaithe. (Mar shampla, má aistríonn an gnó a ionad oibre, d'fhéadfadh sé do choinníollacha oibre a athrú agus d'fhéadfadh cúis mhaith iomarcaíocht a bheith ann. Má tá aistriú gnóthais i gceist faoin reachtaíocht, áfach, nuair a atfhostaítear fostaithe gan athrú ar bith ar a gcoinníollacha oibre, níl iomarcaíocht i gceist.) - Níl fostaithe ag teastáil a thuilleadh ón bhfostóir sa réimse ina bhfuil tusa fostaithe nó teastaíonn líon níos lú fostaithe sa réimse sin. - Tá cinneadh déanta ag d'fhostóir gnó a choinneáil air/uirthi le líon níos lú foirne nó gan fhoireann ar bith. Agus an fostóir ag déanamh cinnidh maidir leis an ngnó a choinneáil air/uirthi le líon níos lú foirne nó gan fhoireann, ní chuirtear baill de theaghlaigh an fhostóra san áireamh. - Tá cinneadh déanta ag an bhfostóir do chuid oibre a chur i gcrích i mbealach difriúil agus níl an cháilíocht chuí nó traenáil ortsa chun an obair a chur i gcrích sa bhealach sin. - Tá cinneadh déanta ag an bhfostóir go mbeidh duine eile ag déanamh do chuid oibre amach anseo chomh maith le hobair eile agus níl cáilíocht chuí nó traenáil ortsa chun an obair eile sin a dhéanamh. Tá comhiomarcaíocht i gceist nuair, taobh istigh d'aon tréimhse 30 lá, a scaoiltear líon fostaithe. Uaireanta, bíonn" iomarcaíochta dheonach" i gceist. Tá iomarcaíocht dheonach i gceist nuair a bhíonn ar an bhfostóir an líon foirne a laghdú agus iarrann sé ar roinnt fostaithe iomarcaíocht dheonach a ghlacadh. I gcásanna áirithe nuair a bhí tréimhse leagtha as nó gearrthéarmach oibre i gceist ar feadh tréimhse áirithe ama, d'fhéadfá a bheith i dteideal iomarcaíocht a lorg. Teidil iomarcaíochta Déanann na hAchtanna Íocaíochtaí Iomarcaíochta 1967–2012 foráil do bhunmhéid a bhfuil fostóirí ina theideal mar íocaíocht iomarcaíochta agus braitheann sé ar an méid ama atá caite ag an bhfostaí sa ghnó leis an bhfostóir. Níl fostaithe go léir i dteideal an íocaíocht iomarcaíochta reachtúil seo, fiú nuair a bhíonn iomarcaíocht i gceist. Tá níos mó sonraí ar cháiliú le hiomarcaíocht anseo. Is féidir leat agus le d'fhostóir teacht ar réiteach iomarcaíochta atá níos mó ná an íosmhéid reachtúil agus sa chás sin d´fhéadfadh sé go mbeadh íocaíocht iomarcaíochta ar fáil d'fhostóirí nach bhfuil an tréimhse fostaíochta atá leagtha síos sa reachtaíocht curtha isteach acu leis an bhfostóir. Sonraíonn an reachtaíocht an fógra iomarcaíochta cuí a bhfuil tú i dteideal a fháil agus sonraíonn sé na foirmeacha iarratais atá le comhlíonadh - faigh amach tuilleadh faoi nósanna imeachta iomarcaíochta anseo. Má tá tú i dteideal íocaíocht iomarcaíochta tá rialacha ar leith ag baint leis an mbealach a mheastar d'fhaid leanúnach seirbhíse agus leis an mbealach a ríomhtar d'íocaíocht - faigh tuilleadh eolais faoi íocaíochtaí iomarcaíochta anseo. Tá liosta ceisteanna a chuirtear go minic faoi iomarcaíocht. Tuilleadh eolais Chun tuilleadh eolais a fháil faoi na Scéimeanna Íocaíochtaí Iomarcaíochta, déan teagmhail leis na Seirbhísí do Chustaiméirí um Chaidreamh san Ionad Oibre. Tá tuilleadh eolais faoi leas sóisialach le haghaidh iomarcaíochta foilsithe ag an Eagraíocht na hÉireann do Dhaoine Dífhostaithe (EEDD) ar an láithreán gréasáin Redundancy.ie.