In 2008, Anna was admitted to the Law Society of Ireland and in 2010, she was admitted to the UK Solicitors Regulatory Authority. Prior to this, Anna attended University College Dublin and after studying for one year in Switzerland, she attained a European BCL degree in law. Following this, she completed a Masters in Commercial Law, graduating with honours. Anna then went on to qualify as a Solicitor in Eversheds Sutherland, a commercial law firm in Dublin. After 15 years with Eversheds Sutherland, having become a partner, she moved to take up her current position of General Counsel and Company Secretary with the Mater Hospital Group.
As General Counsel and Company Secretary to 7 boards within the Mater Group, Anna advises the respective Chairs and directors on all aspects of corporate governance and compliance as well as providing induction training for all new directors. On a day to day basis, Anna works with the CEOs and senior management of the hospitals in the Group to assist them with company law matters, charity requirements, data protection including GDPR, patient consent issues, protected and open disclosure, emergency ward of court High Court applications as well as commercial contracts.
In June 2019, Anna took up the position of external independent director for the Irish College of General Practitioners (ICGP). www.icgp.ie
Anna is also a guest lecturer for the Law Society of Ireland on its Diploma in Law and Diploma in Employment Law courses. She is a member of the Dublin Solicitors Bar Association employment law committee which works to promote the welfare and interests of solicitors through continuous professional development.
Michele Henry v Ulster Bank Ireland (UD 1065/09)
LEGISLATION: Unfair Dismissals Acts, 1997 TO 2007 (the “Acts”)
JURISDICTIONS/SUBJECT MATTER: Service requirement under the Acts
A recent batch of reviews from the Employment Appeals Tribunal included this interesting case in relation to service requirements for an unfair dismissal claim.
Facts
The claimant/employee commenced work with the respondent employer on the 26 November 2007 under a fixed-term contract. The project the employee was working on was coming to an end and the employee received one month’s notice on 21 October 2008. The employee’s employment was terminated on the 21 November 2008.
Counsel for the employer submitted that the employee did not have the requisite one year service under the Acts to take
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