Gerry McMahon is an acknowledged national expert in People Management. He has over 35 years’ experience - as a workplace investigator (on bullying/harassment/ disciplinary/dismissal/grievance issues), trainer, negotiator, facilitator, mediator, arbitrator and team builder - across a wide range of employment sectors. He is the M.D. of the H.R. training and advisory company Productive Personnel Ltd.
Gerry has also had an extensive range of books and articles published and been a columnist with the Industrial Relations News, Irish Times, Sunday Business Post, and Irish Independent and expert commentator on H.R./Employee Relations for R.T.E. and TV3/Virgin. He has also served on numerous Legal Island and C.I.P.D. judging panels and is a Council member of the Irish Association for Industrial Relations.
Contact: Tel. 087-2471415; E-Mail: ppl1gerry@gmail.com
One could be forgiven for thinking that after a (then) record WRC award of €329,000 in 2022 – despite the respondent employer claiming to have ‘conducted a scrupulously fair investigation’ (ADJ-00027573) – that the lesson had been learned. That is, it is of the utmost importance that proper procedure be applied to the conduct of workplace investigations
Investigations and Third Party Judgements
However, subsequent third-party judgements clearly indicate that this is not the case. For example, only last August the Labour Court ruled that deficiencies in a circular issued by the Department of Education to school management teams resulted in breaches of procedure that rendered a teacher’s dismissal unfair. In this instance, the school principal was both the
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