TY  - BOOK
AU  - Ryan,Desmond
TI  - Redmond on Dismissal Law
SN  - 9781526507211
AV  - KDK820 .R936 2017 
PY  - 2025///
CY  - London
PB  - Bloomsbury Publishing Plc
KW  - Employees-Dismissal of-Law and legislation-Ireland
KW  - Labor laws and legislation-Ireland
KW  - Electronic books
N1  - Cover -- Half-title -- Title -- Copyright -- Preface -- Contents -- Table of Cases -- Table of Legislation -- Chapter 1. Historical Development of the Law's Protection against Wrongful Termination of Employment -- Introduction: the nature of the present work -- A. Historical evolution of statute and of common law on termination of employment in Ireland -- (1) Statute law -- (2) The relation of master and servant at common law -- (3) The common law action for wrongful dismissal -- B. Individual employment rights and organised activity in Ireland -- Chapter 2. Wrongful Dismissal -- A. The evolving role of contract -- B. The Constitution -- C. Overarching principle? -- Chapter 3. Identifying the Nature of Employment -- A. Prevalence of contract -- B. Employees -- Mutuality of obligation -- C. Office-holders -- Respect and co-operation in the exercise of office -- Incidental and consequential powers -- D. Persons whose employment is regulated by statute -- Chapter 4. Termination with or without Notice -- A. Due notice of termination -- (1) At common law -- (2) Contracts apparently incapable of termination by notice -- (3) Termination by mutual consent -- (4) Statutory notice -- (5) Employee resignation -- (6) Statutory waiver or pay in lieu -- (7) PILON -- B. Lawful summary dismissal -- (1) Grounds existing at the time of dismissal -- (2) Grounds discovered subsequent to dismissal -- Chapter 5. Wrongful Dismissal: Limitations in the Contract -- A. Limitations in the contract: general -- B. Breach of procedural limitations -- C. Breach of an implied term of fairness -- D. Breach of substantive limitations -- E. Breach of implied terms -- F. The mutual obligation of trust and confidence -- (1) Characteristics; (2) The implied obligation of mutual trust and confidence and the interaction between common law and statute regarding termination of employment -- (3) Malik -- (4) Johnson -- (5) Ireland follows Malik and - less unambiguously - Johnson -- (5) Eastwood -- (6) Edwards v Chesterfield -- (7) Rejection of implied term in Australian law: Commonwealth Bank of Australia v Barker -- (8) Overarching term? -- Chapter 6. Effect of Breach on Concept of Termination -- A. Automatic or elective theory -- B. Elective theory in Ireland -- Chapter 7. Constitutional Justice -- Introduction -- A. Natural and constitutional justice -- B. Audi alteram partem -- (1) Right to be informed of the charge/given adequate notice of an inquiry -- (2) Oral hearing -- (3) Representation -- (4) Confronting one's accusers -- (5) Rights respected even if the plaintiff's conduct is unmeritorious -- (6) Courts generally will not interfere -- (7) No such thing as an open and shut case -- (8) Tribunal or disciplinary panel receiving legal advice -- (9) Civil standard of proof -- C. Nemo iudex in causa sua -- Probationers -- Chapter 8. The Constitution and Dismissal -- A. Constitutional actions inter partes -- B. Infringement of constitutional provisions and dismissal -- (1) Freedom of association -- (2) Implied right to work -- (3) Implied right to basic fairness of procedures -- (4) Implied right to privacy -- (5) Implied right to a good name -- (6) Implied right to a speedy trial/not unreasonable length of suspension -- C. Remedies under the Constitution -- (1) Damages -- (2) Other remedies -- D. The Constitution and the European Convention on Human Rights -- Chapter 9. Remedies: Judicial Review -- A. Order 84 -- Other preliminary matters of relevance in an employment law context -- B. Judicially reviewing dismissal-related decisions -- Becker and subsequent case law -- C. Remedies; (1) Declaratory relief -- (2) Damages as an alternative remedy -- (3) Damages as an additional remedy -- (4) Quantum of damages -- (5) Certiorari -- (6) Injunctions -- D. Legitimate expectation -- E. Double jeopardy -- Chapter 10. Specific Performance, Injunctions and Declarations -- Introduction -- A. Historical refusal of equitable remedies -- B. Injunctions: overview -- C. Interlocutory injunctions: principles -- D. Exceptions to the general rule emerge in the UK -- E. Developing jurisprudence in Ireland -- Common characteristics where injunctions granted -- (1) Alleged breach of a substantive limitation regarding termination in the contract -- (2) Dismissal of office-holders with contracts of employment -- (3) Alleged breach of a procedural limitation in the contract and/or of implied term of fairness -- Common characteristics where injunctions have not been granted -- (1) Investigations/reports on the facts -- (2) The relationship between statutory unfair dismissal and the employment injunction -- F. Declaratory relief -- Chapter 11. Damages arising from Wrongful Dismissal -- A. General principles on which damages are awarded -- B. Specific cases -- (1) Breach of substantive limitations -- (2) Breach of procedural limitations -- C. Damages and the elective theory of repudiatory breach -- D. Distress regarding manner of dismissal and injury to reputation -- (1) Malik undermines Addis -- (2) Johnson -- (3) Repudiatory act and constructive dismissal -- E. Pensions and perquisites -- F. Liability to income tax -- G. Social welfare benefits -- H. Income continuance -- I. The mitigation of loss -- J. Termination of secondment agreement -- Chapter 12. Statutory Unfair Dismissal -- A. The need for legislation: background influences -- B. The Unfair Dismissals Act 1977 -- (1) Basic principles -- (2) The contract of employment; Chapter 13. Reasonableness and the Employer's Role under the Unfair Dismissals Act -- A. The employer's reason for dismissal -- (1) Identifying the employer's reason -- (2) Evidence of the employer's reason -- B. Reasonableness of the employer's decision to dismiss -- (1) Procedural v substantive justice -- (2) Reasonableness of the employer's conclusion in the light of all the circumstances -- C. The function of the Workplace Relations Commission: the band of reasonable responses test -- D. The employer's disciplinary procedures -- (1) The corrective approach -- (2) The constructive approach -- (3) General principles -- (4) Warnings -- (5) Inquiry and investigation -- (6) Appeal -- (7) Disciplinary procedures for non-union employees -- (8) Disciplinary procedures for probationary employees -- E. The effect of the European Convention on Human Rights Act 2003 -- Chapter 14. Involvement in Proceedings -- Age -- Pregnancy and Maternity and Paternity -- Introduction -- A. Involvement in civil or criminal proceedings -- B. Age -- C. Protective leave entitlements -- (1) General -- (2) The impact of national and European anti-discrimination law -- (3) Pregnancy -- (4) Maternity -- (5) Right to return to work and leave-related issues potentially pertaining to dismissal claims -- (6) The effect of a more favourable agreement -- Chapter 15. Capability, Competence or Qualifications, Contravention of Statute -- Introduction -- A. Capability -- (1) Ill health -- (2) Alcoholism -- B. Competence -- C. Qualifications -- D. Contravention of statute -- Chapter 16. Conduct -- A. General -- (1) The common law -- (2) 'Last straw' dismissals -- B. Dishonesty -- (1) Employee admission -- (2) Employer suspicions regarding more than one employee -- (3) Secret profits/false expenses -- (4) Crimes outside employment -- (5) Social welfare fraud; C. Refusal to comply with an order/perform a task -- D. Bad language -- E. Physical injury to person or property, including horseplay -- F. Harassment or bullying -- G. Absenteeism -- H. Alcohol-related conduct and drugs -- I. Double-jobbing/loyalty and fidelity -- (1) Second job -- (2) Acting in competition with employer -- (3) Confidential information -- J. Grooming/personal hygiene -- K. Poor attitude -- L. Internet/email/social media abuse -- M. Employer's rules -- Chapter 17. Redundancy -- A. Meaning -- B. Need for proof -- C. 'Wholly or mainly' -- D. Strike or industrial action -- E. Reorganisation -- F. Redeployment -- G. Change of employment status -- H. Fairness -- Chapter 18. Other Substantial Grounds -- A. Introduction -- (1) Employer's interests -- (2) Third party pressure -- (3) Reorganisations -- B. Transfer of undertaking -- (1) General -- (2) Regulation 5 -- (3) Employee objection to transfer -- (4) Jurisdiction of the Workplace Relations Commission and the civil courts -- (5) 'Transfer'- early uncertainty -- (6) Change of contractors -- (7) Collective Agreements -- (8) Definition of 'transfer' in Regulations -- (9) Transferor and transferee -- (10) Termination of employment before the transfer date -- (11) Contracting out of TUPE rights -- (12) Economic, technical or organisational reasons for dismissal (ETO) -- (13) Transfer of part of business or of group -- (14) Post-transfer changes in terms and conditions of employment -- Chapter 19. Constructive Dismissal -- A. Definition -- B. Two tests -- (1) The contract test -- (2) The reasonableness test -- (3) Flexibility, mobility clauses -- (4) Miscellaneous -- C. Employment equality -- D. Transfer of undertakings -- Chapter 20. Protected Disclosures -- A. Background -- (1) Overall relevance of whistleblowing in Irish employment law; (2) The legal basis for the protection of whistleblowers in Ireland
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