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Information, consultation and the law - employee engagement and trade union recognition


Ireland has always maintained a voluntarist approach to industrial relations. This means that employers who choose to negotiate with trade unions may do so, but those who choose not to do so do not have to
That said, over the past few years, a range of new statutory entitlements have provided opportunities for employees to insist on information being provided by their employer on a range of matters, and in some cases being consulted on key decisions.

The transfer of undertakings and collective redundancy legislation have created specific requirements to engage with employees in those particular contexts. A more general requirement to communicate with colleagues was created by the Employees (Provision of Information and Consultation) Act 2006. Apart from these statutory requirements, most employers recognise that good employee engagement is critical to a productive employment relationship for both parties to the contract of employment.

At this one-day event, Ibec experts will explore employee engagement and information and consultation from a range of perspectives. Ibec solicitors will address the various legal obligations that now exist following the changes to the Industrial Relations Acts 2001 to 2015 particularly for employers who choose not to engage in collective bargaining. Experts in strategic human resources management will give a masterclass in how to build a highly functioning direct engagement model. Ibec’s industrial relations practitioners will explain how employers can preserve their direct engagement model by learning from established industrial relations practices.

Ibec practitioners will demystify the industrial relations structures, explaining the nature of engagement that is mandatory, that which is discretionary and where the balance of advantage lies for employers and employees between the two. This programme will be of significant interest and relevance to employment law practitioners, employers and senior managers alike.

Contact our Programme Administrator Quelba Lima to discuss further
e: | 01 605 1619

Those attending this event can gain a Certification of Completion from Ibec Management Training for CPD points


Content includes:

The legal framework
  • Statutory requirements to inform and consult
  • Transfer of Undertakings
  • Collective Redundancies
  • Info/cons”
  • European Works Councils

Getting engaged – the HR case for good communication
  • A best practice guide to employee engagement
  • The benefits of a structured approach
  • Building the right framework

What direct engagement organisations can learn from ‘old school’ industrial relations
  • Compliance with employment rights as a minimum standard
  • Maintaining stability - albeit not at any cost
  • Model for success

Q & A

How ‘voluntarist’ is our approach to collective bargaining?

  • Industrial Relations (Amendment) Acts 2001 to 2015
  • Operation and implications of an “excepted body”
  • All 2015 Act cases reviewed

Q & A

Applying the knowledge - case studies

  • Practical exercise based on recent cases
  • Lessons learned
  • Solutions shared
Managing employee relations in a dynamic workplace
  • Engagement – what’s in and what’s out?
  • Communications on terms and conditions
  • Avoiding the information “vacuum”
Guest speaker - A practical guide to a direct engagement model
  • What structures are in place?
  • What are the dos and don’ts?
  • Best practice tips and advice for employers

Who should attend:

This programme is aimed at HR managers and line managers, and will be of particular interest to those in direct engagement businesses with no trade union on site.

Date: 21 November 2018

Contact our Programme Administrator Quelba Lima to discuss further
e: | 01 605 1619

Those attending this event can gain a Certification of Completion from Ibec Management Training for CPD points

Upcoming dates:

The Croke Park Stadium, DublinNovember 21, 2018

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