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Penalisation by Employer

  • 27-01-2013 8:30pm
    #1
    franktennis
    Registered Users, Registered Users 2 Posts: 133 ✭✭



    “by dismissingthe employee from his or her employment if the dismissal is wholly or partlyfor or connected with the purpose of the avoidance of a of a fixed-termcontract being deemed to be a contract of indefinite duration under section9(3).”

    If one has 3 consecutive contracts done on own hours and contract is not renewed can this be used to take a case against a school?


Comments

  • #2
    Godge
    Closed Accounts Posts: 21,727 ✭✭✭✭Godge


    franktennis wrote: »
    “by dismissingthe employee from his or her employment if the dismissal is wholly or partlyfor or connected with the purpose of the avoidance of a of a fixed-termcontract being deemed to be a contract of indefinite duration under section9(3).”

    If one has 3 consecutive contracts done on own hours and contract is not renewed can this be used to take a case against a school?

    You are only entitled to a CID on renewal for the fifth year, are you not?

    If let go after three years, I think that is fair. Was the teacher allocation reduced?

    Seriously though, you shouldn't be asking this question on an internet forum if your livelihood is at stake. Ask the union or if you are not in the union, talk to a solicitor/employment rights expert.


This discussion has been closed.
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