Crawford v Donegal Meat Processors
Jurisdiction | Ireland |
Judgment Date | 28 February 2003 |
Judgment citation (vLex) | [2003] 2 JIEC 2801 |
Date | 28 February 2003 |
Court | Employment Appeal Tribunal (Ireland) |
Employment Appeals Tribunal
EAT: Crawford v Donegal Meat Processors
Representation:
Claimant(s):
Ms Fidelma Carron, Siptu, Port Road, Letterkenny, Co
Donegal
Respondent(s)
Mr Chris O'Donovan, Ibec, South West Regional Office, 11/12
Mill Court, The Diamond, Donegal Town
Employment law - Unfair dismissal - EAT Sick leave - Whether unfair to punish employees for being off work on certified sick leave - Re-engagement - Unfair Dismissals Acts 1977 to 2001
EMPLOYMENT APPEALS TRIBUNAL
CASE NO.
UD897/2002 MN2491/2002
CLAIM(S) OF:
Damien Crawford, Magheracloy, St. Johnston, Lifford, Co Donegal
against
Donegal Meat Processors, Drumnashear, Carrigans, Co
Donegal
under
MINIMUM NOTICE AND TERMS OF EMPLOYMENT ACTS, 1973 TO 2001
UNFAIR DISMISSALS ACTS, 1977 TO 2001
I certify that the Tribunal
(Division of Tribunal)
Chairman:
Mr. P. O'Leary B L
Members:
Mr. D. Morrison
Ms. A. Moore
heard this claim at Letterkenny on 19th February 2003
Facts The claimant claimed that he had been unfairly dismissed. The respondent contended that the claimant had a poor attendance record which led to his dismissal. The respondent contended that the claimant had an excessive amount of certified and uncertified sick leave.
Held in finding by a majority that the claimant was unfairly dismissed that the respondent's procedures were arbitrary and unfair in that they punished an employee for being off on certified sick leave. The procedure took no account of the veracity of the sickness. However, the claimant had contributed to his dismissal by his uncertified sickness record and considering the parties' attitudes to the remedies under the legislation, the most appropriate remedy was re-engagement from three months prior to the date of the order.
The Tribunal heard evidence from the respondents Human Resources Manager. He is responsible for keeping attendance records of the company's employees. He told the Tribunal that the company has a policy of meeting employees for a counselling session on the occurrence of an absence through illness. The session gives the employee an opportunity to look at their attendance record and give feedback to the company. After such sessions disciplinary action may or may not be taken, depending on the individual case. The company also have a...
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