A guide to employment rights and industrial tribunal procedure in Northern Ireland
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A guide to employment rights and industrial tribunal procedure in Northern Ireland by B. Phillips

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Published by Law Centre (NI) in Belfast .
Written in English

Subjects:

  • Labor laws and legislation -- Northern Ireland.,
  • Labor contract -- Northern Ireland.,
  • Employee rights -- Northern Ireland.,
  • Labor courts -- Northern Ireland.

Book details:

Edition Notes

Index.

StatementBarry Phillips.
ContributionsLaw Centre (Northern Ireland)
The Physical Object
Paginationx, 74p. ;
Number of Pages74
ID Numbers
Open LibraryOL17415115M
ISBN 101872299008
OCLC/WorldCa60143249

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Guide to Employment Rights The Unfair Dismissals Acts, to outline rights and procedures in the event of dismissal from work. Generally, an Employment Appeals Tribunal may, in certain circumstances, regard the broken service of an employee as continuous for the purposes. Procedure) Regulations (Northern Ireland) and the Fair Employment Tribunal (Rules of Procedure) Regulations (Northern Ireland) The Fair Employment Tribunal, unique to NI, was constituted specifically to deal with cases involving an element of religious belief/political opinion discrimination All other types of claim.   The Labour Relations Agency (LRA) offers free, confidential and impartial advice on all employment rights issues for residents of Northern Ireland. For more information on resolving workplace disputes, the LRA has produced a Code of Practice and associated guidance. Disciplinary and Grievance Procedures - Code of Practice. Ireland) and the Fair Employment Tribunal (Rules of Procedure) Regulations (Northern Ireland) The Fair Employment Tribunal, unique to NI, was constituted specifically to deal with cases involving an element of religious belief/political opinion discrimination All other types of claim are heard by the Industrial Tribunal. All case.

The Industrial Tribunal and the Fair Employment Tribunal are independent judicial bodies set up by legislation to hear and determine employment law claims as set out in the various pieces of legislation, including unfair dismissal, breach of contract, unlawful deductions from wages, disability/sex/race discrimination and many more. The employer may wish to obtain its own medical evidence in this regard. The outcome of the appeal must then be communicated to the employee in writing. Of note, should either party fail to adhere to the Statutory Disciplinary and Dismissal Procedures, this could result in an Industrial Tribunal award being adjusted to reflect the failure. Industrial Tribunals are independent judicial bodies in Northern Ireland that hear and determine claims to do with employment matters. These include a range of claims relating to unfair dismissal, breach of contract, wages and other payments as well as discrimination on the grounds of sex, race, disability, sexual orientation, age, part time.   Employment tribunal procedure rules HM Courts & Tribunals Service and Department for Business, Energy & Industrial Strategy. Applies to: .

If the grounds for review are established under Rule 34 (3) of the Industrial Tribunals (Constitution and Rules of Procedure) Regulations (Northern Ireland) , the tribunal shall proceed to review its decision and may on such review, affirm, vary or revoke that . These Regulations revoke and replace the Industrial Tribunals (Constitution and Rules of Procedure) Regulations (Northern Ireland) as amended. They have been drafted in simpler language and have been re-numbered and re-ordered. In addition to minor and drafting amendments and the updating of statutory and other references, these Regulations make the following changes of substance.   The Industrial Tribunals and Fair Employment Tribunal (Constitution and Rules of Procedure) Regulations (Northern Ireland) No. The Disability Discrimination Act (commencement No. 7) Order (Northern Ireland) As the above indicates, employees and workers in Northern Ireland are becoming increasingly aware of their rights and are willing to bring employers to the Tribunal if they feel that these rights have been infringed. Therefore, it is in the employer’s best interests to ensure that policies and procedures are up to date and followed consistently.