Seamus McGranaghan qualified as a Solicitor in O'Reilly Stewart Solicitors in 2003 and is an experienced Commercial Lawyer dealing with employment, commercial and education cases.
He has experience in the Industrial Tribunal representing both Claimants and Respondents and has provided seminars in relation to particular areas of employment law. Seamus is the only member of the Education and Law Association in Northern Ireland. He specialises in advising schools and colleges on policy matters, employment issues and student welfare. He is also responsible for the Education Law Quarterly Review.
In addition to having contributed at Legal Island’s Education Updates since 2010, Seamus in association with Legal Island provides a live “Employment Law @ 11” webinar on the first Friday of each month, dealing with all aspects of Employment law affecting Northern Irish employers.
Christine Quinn from Legal Island and Seamus McGranaghan of O’Reilly Stewart will discuss:
1. The new guidance on Harassment and Bullying at work. The Equality Commission and LRA have produced guidance that outlines some steps that you can take to help build an inclusive workplace. Seamus dives into the detail, explains what it means for your organisation and takes your questions.
2. The twists and turns of the holiday pay saga continue, with Agnew v PSNI being relisted for hearing in December 2022 – so just what is all the fuss about? What’s the position at the moment? And what can we hope for if (when?) a decision is finally made?
3. Audience question – we’re always happy to address your questions, so please do send them in. Today Seamus answers this listener query:
“Can a full-time employee, transferring role within a corporation (at employers request) and within the same legal entity, request or expect their employer to include within the employee’s ‘unchanged’ terms and conditions, a reference to redundancy terms? The transfer is occurring between two separate teams in the same corporation and the redundancy terms of the originating team (manufacturing plant) have typically been generous. The employee is concerned that the new (global) team’s redundancy terms might not be as generous and thus disadvantage them in the event of redundancy from the global team. The employer is refusing to comment on redundancy terms in the new T&C (redundancy terms were not included in the original contract but have arisen over many years through various redundancy programs)”.
The Recording
Transcript to Follow
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