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.Â
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
Employers frequently avail of ‘waiver’, ‘compromise’, ‘severance’ or ‘settlement’ agreements to bring employment relationships to a close. It is often the case that in the event of redundancies, the employer will pay an additional sum over and above statutory redundancy to enable a ‘clean exit’. That is, in return for this payment, employers secure a signed off ‘Compromise Agreement’, whereby employees agree that they will make no complaint against the employer in return for this plus payment or ‘consideration’.Â
However, the legal status of such ‘waiver’, ‘compromise’, ‘severance’ or ‘settlement’ agreements continues to concern workplace practitioners. That is, given the periodic necessity to shed staff or to ‘release’ an employee – whilst avoiding the prospect of an unfair dismissal claim
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Conducting Workplace Investigations and Alternative Conflict Resolution Methods