We aim to give our readers and followers the best advice when it comes to managing people effectively. Every month you can read a digest of some HR questions that might be relevant for you.
Q: Are my employees entitled to a day off on Good Friday?
A: Good Friday is not a statutory public holiday in Ireland. While some schools, banks and other businesses close on that day (it is a Bank Holiday), employees do not have an automatic entitlement to time off work on that day; therefore, is no entitlement to Public Holiday pay for this day.
Q: What is an intern and how should they be treated in the work context?
A: In the absence of any definite guidelines, the terms and conditions of internships vary considerably from business to business. However, all employers need to be aware that, depending on the circumstances of the internship and the actual nature of the engagement/work being undertaken, there is a risk that the intern may be found to be an employee. As a rule of thumb, a genuine internship will generally be for a relatively short period of time and the intern will be engaged mostly to “observe/train” rather than actually work.
Q: Do I need to give my intern a contract, seeing as they are not an employee?
A: When engaging an intern, ensure you have a written agreement with the intern, setting out the terms of the internship. This document should state the parties’ expectations of the internship and set out certain basic terms around training, mentoring and feedback. This document should confirm that the purpose of the internship is to give the intern an opportunity to learn about the business and should confirm that the intern is not an employee.
Q: Should the intern be given any other documents when they start?
A: Yes, the intern should be made aware of the company’s policies and procedures handbook that will be applicable during the placement. For example, the intern should be made aware of the organisation’s Anti-Bullying and Harassment policies. Similarly, they should confirm that they will abide by the organisation’s requirements with respect to confidential information. The employer should note that the provisions of the Safety, Health and Welfare at Work Act, 2005 apply to all parties in the workplace, and not just employees.
We have a team of trained and skilled investigators and consultants who have extensive experience in this area and would be happy to discuss any issue of concern with you. Just email us on firstname.lastname@example.org or call Ingrid on 01 5252914.