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5 Tips on Bullying in the Workplace

5 Tips on Bullying in the Workplace

by Monahan Solicitors | Feb 9, 2023 | Employment Law, General

Bullying in the Workplace Under the section 8 of the Safety, Health and Welfare at Work Act 2005, your employer is legally obligated to ensure that they “prevent any improper conduct or behaviour...

EU updates Protection Directive for Employees

EU updates Protection Directive for Employees

by Monahan Solicitors | Jan 31, 2023 | Employment Law

EU updates new Protection Directive  Directive 2019/1152 on Transparent and Predictable Working Conditions seeks to offer protection to employees in more precarious employment positions. It has been...

Constructive Dismissal – What is it, and can I make a claim?

Constructive Dismissal – What is it, and can I make a claim?

by Monahan Solicitors | Sep 5, 2022 | Employment Law

There are many reasons that an employee may decide that they want to leave their current job, whether it is the opportunity to pursue a new career path, changes in the structure of the...

5 Common Categories of Protective Leave For Employees in Ireland

5 Common Categories of Protective Leave For Employees in Ireland

by Monahan Solicitors | Aug 8, 2022 | Employment Law, General

Working Time Protected Leave, more commonly referred to as Protective Leave, encompasses certain categories of statutorily protective leave for employees in Ireland. Employees on protective leave...

Are there dangers when you DIY your legal claim?

Are there dangers when you DIY your legal claim?

by Monahan Solicitors | Feb 22, 2022 | Employment Law, Family Law, Injuries Board Claims Made Simple.

It struck me recently reading various articles that the general idea of governments both here and in the UK is to encourage people to embark on legal issues concerning themselves without the advice...

High Court proceedings against a former employee

High Court proceedings against a former employee

by Monahan Solicitors | Jan 27, 2022 | Employment Law

High Court proceedings have been launched against the former employee of a digital services provider seeking the return of confidential information allegedly taken by the individual. The defendant...

Workplace Relations Commission Awards €15k to Man Who Was Accused of Being Drunk at Work

Workplace Relations Commission Awards €15k to Man Who Was Accused of Being Drunk at Work

by Monahan Solicitors | Sep 2, 2021 | Employment Law

The Workplace Relations Commission (WRC) has ruled that a man who had been drinking alcohol just hours before starting work and subsequently lost his job has been unfairly dismissed. The man, who...

Judge condemns ‘unregulated charlatans’ who prey on vulnerable debtors

Judge condemns ‘unregulated charlatans’ who prey on vulnerable debtors

by Monahan Solicitors | Aug 24, 2021 | Employment Law

High Court Mr Justice Barrett of the High Court has condemned individuals who purport to assist indebted homeowners, in arrears with their mortgages, and facing repossession of their family home. In...

Steps Employers Should Consider To Safeguard Workers Against The Coronavirus

Steps Employers Should Consider To Safeguard Workers Against The Coronavirus

by Monahan Solicitors | Feb 24, 2020 | Employment Law

https://youtu.be/l3UoHeKJ9yE Employers are reviewing steps they may need to take because of the Coronavirus, given their legal duty to safeguard the health and safety of employees whilst at work....

High Court rules on Sunday work and pay requirements

High Court rules on Sunday work and pay requirements

by Monahan Solicitors | Nov 19, 2019 | Employment Law, Workplace Relations Commission

Employees’ claim  Two employees have taken their employer to the Workplace Relations Commission claiming that they should have been paid more for Sunday work. The employees were paid a flat...

Barman awarded €20k for offensive language about sexual-orientation

Barman awarded €20k for offensive language about sexual-orientation

by Monahan Solicitors | Jun 12, 2019 | Employment Law, Workplace Relations Commission

https://youtu.be/E6624UYL6eQ A restaurant has been ordered to pay a bar manager €20,000 compensation by the Workplace Relations Commission (WRC) after he was repeatedly called “queer” at work,...

New Parental Leave -Changes to the employment law 2019

New Parental Leave -Changes to the employment law 2019

by Monahan Solicitors | May 30, 2019 | Employment Law, Family Law

https://youtu.be/HaQsrLpT6kY Employers are now preparing for changes to parental leave law later in 2019 which will allow more employees to take parental leave and for longer, and entitle them to be...

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F91 EC4A

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Section 150 Letter

To comply with Section 150 of the Legal Services Act 2015 you must be notified of your liability for legal costs and outlays
For this reason please read this carefully and if you wish to instruct us please tick the box at the end to agree with its terms.

Thank you for asking us to assist as your Legal Adviser. We are pleased that you’ve chosen our firm.
As the client you are responsible for the discharge of fees VAT and outlays. All work carried out by this firm or other persons /companies such as barristers on your behalf will incur a charge.

At the date of this notice it is not reasonably practicable for us to inform you of the legal costs and outlays that will apply. Even though we do not know the exact amounts at this time, we must let you know how we calculate legal costs that we will charge.

To comply with the above Section 150 you have to be informed about charges.
We set out the basis on which our legal costs/charges will be calculated now .

If your file is based on time spent our charge out rate for Michael is €285 per hour and €150 for support staff. Value-added tax will be charged in respect of any professional fee. The rate at present is 21%

If your fees are based on an agreed fixed figure for example buying and selling property, a separate Section 150 will issue at the start of your file.
Please note there are occasions when a file goes beyond what was initially quoted for. In that case we will serve a new Section 150 notice as soon as we are aware of extra time and outlays.

There are times when legal advice relates to complex or high-value matters. The High Court rules outline 10 criteria to assist in the calculation of fees in these circumstances. Every case is different but these criteria give some idea in your particular case as to what’s involved.
These 10 criteria are as follows

the complexity and novelty of the issues involved in the legal work.
The skill or specialised knowledge relevant to the matter which the legal practitioner has applied.
The time and labour that the legal practitioner has reasonably expended on the matter.
The urgency attached to the matter by the client and whether this requires will require the legal practitioner to give priority to that matter over other matters.
The place and circumstances in which the matter was transacted.
the number, importance and complexity of the documents that the legal practitioner was required to draft, prepare or examine.
Where the money, property or an interest in property is involved, the amount of the money, or the value of the property or the interest in the property concerned.
Whether or not there is an agreement to limit the liability of the legal practitioner as outlined in the contract between the legal practitioner and client
Whether or not the legal practitioner necessarily undertook research or investigative work and if so the timescale within which such work was required to be completed.
the use and costs of expert witnesses are other expertise engaged by the legal practitioner and whether such costs were necessary and reasonable.

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We’ll see if we can help you. You have no commitment to stay with us. We cannot advise you until we either have a meeting or a Zoom call.

At that meeting or call we can work out what the cost of employing us would be.

We cannot provide legal advice until you are signed up as a client. What we can do is give an opinion whether you should meet with us to discuss further.

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