FULL RECOMMENDATION
PARTIES : SHANNONS SOLICITORS DIVISION :
SUBJECT: 1.Appeal Of Adjudication Officer Decision No. ADJ-0030508 CA-00040376-003 BACKGROUND: DETERMINATION: Background The Appellant contends that she was employed by the Respondent from 10thFebruary 2020 until 22ndJune 2020. She contends that, in contravention of the Act at Section 4(2)(a), the Respondent did not provide her with notice of the termination of her employment which occurred on 22ndJune 2020. The Respondent agrees that the Appellant was not provided with notice of the termination of her employment but contends that the Appellant was not employed by it under a contract of service at any material time and was engaged in an internship or work experience programme from November 2019. In the submission of the Respondent, she remained in such an internship or work experience programme until its termination on 26thMarch 2020. The internship or work experience programme was unpaid until the Respondent decided, in February 2020, to pay a stipend to her in acknowledgement of the work she was doing in the Respondent firm. The Appellant submitted that whereas she was involved in a form of unpaid internship from November 2020; she was offered and accepted employment with the Respondent with effect from 10thFebruary 2020 and that the employment was terminated without notice by the Respondent on 22ndJune 2020. No matter concerning the nature of the relationship between the parties from November 2019 to 10thFebruary 2020 was before the Court. It is clear that the matter before the Court will therefore turn on whether the Appellant was engaged by the Respondent from 10thFebruary 2020 as an employee within the meaning of the Act. Summary position of Appellant The Appellant submitted that, following a period of unpaid engagement with the Respondent from November 2019, the Respondent in the person of Vincent Shannon, a senior partner of the Respondent, contacted her at the end of January 2020 to offer her employment as a full-time legal secretary in the Respondent firm. Mr Shannon, in a phone call at that time, offered her a salary of €20,000 per annum in return for a 37.5-hour week commencing on 10thFebruary 2020. She submitted that the job was offered to her by phone call from the Respondent in late January 2020 and that, consequent on that phone call, she terminated her permanent employment with another employer. She worked from 10thFebruary 2020 for three weeks in that month and received a salary payment of €1,153.84 which exactly reflects a calculation of three weeks’ pay based on a salary of €20,000 per annum. She provided the Court with a copy of a pay slip for that period, described on that pay slip as ‘monthly period 2’, provided to her by the Respondent which demonstrated that she was paid €1,153.84 and that the Respondent had paid employer contributions of €101.54 as well as having made deductions from her salary of €8.83 in employee PRSI contributions and €8.07 in Universal Social Charge. She also provided the Court with a copy of a pay slip for the period to 26thMarch 2020, described on that payslip as ‘monthly period 3’provided to her by the Respondent which demonstrated that she was paid €798.81 in respect of the period to that date and that the Respondent had paid employer contributions of €70.30 as well as having made a deduction from her salary of €8.07 in Universal Social Charge. She provided the Court with an e-mail from a partner of the Respondent on 26thMarch 2023 advising her to make a claim against the Department of Social protection but assuring her that she would be paid “for the three weeks you worked in March”. The Appellant also provided the Court with a letter dated 6thJuly 2020 from the Respondent which stated that she had “worked in this office from 29thNovember 2019 to 24thMarch 2020 as a legal intern and then a Legal Secretary. Due to Covid staff were let go at this time and her employment officially ended on June 22nd2020” She submitted that in the period in question she provided general secretarial assistance, production of correspondence and dictaphone work as well as supporting a partner and on occasion covering the main reception area of the practice. She said that she held more responsibility as an employee than she had as an intern / work experience participant previously. She submitted that she was required to complete a period of self-isolation due to Covid 19 from 24thMarch 2020 until 7thApril 2020. On the 22nd June 2020 she spoke with Vincent Shannon on the phone and he told her that the Respondent no longer had a job for her and advised her to continue to claim the pandemic unemployment payment (PUP). Summary position of Respondent The Respondent submitted that the Appellant was not at any time or at all engaged under a contract of service giving rise to an employer / employee relationship and consequently no breach of the Act as alleged could have occurred. She had made unsolicited contact with the Respondent in November 2019 and a non-remunerative work experience placement was discussed. Upon accepting the placement, it did not give rise to a contract of employment. When asked by the Court to comment on the letter of the Respondent dated 6thJuly which asserted that the Appellant worked in the office until 24thMarch as a legal intern and then as a legal secretary and that her employment officially ended on June 22nd2020, the Respondent’s representative submitted that this letter was by way of a reference. He agreed that a reference document was a serious document and that a person reading its content was entitled to believe that it was true. The Court asked the Respondent’s representative to comment on the proposition that the payment made to the Appellant on 28thFebruary 2020 was the exact amount which would have been due to be paid to her had she been engaged on a salary of €20,000 as she alleged from 10thFebruary until 28thFebruary 2020. The representative submitted that if this was the mathematical reality it was, according to his instructions, a co-incidence. Mr Vincent Shannon, a senior partner, gave evidence on behalf of the Respondent. He said that the Appellant was never an employee. He said that he could not recollect a telephone conversation with the Appellant at the end of January and stated that he did not offer her employment on a full-time basis. He accepted in evidence that the Appellant did work for 37.5 hours per week and that she carried out the tasks as described by her in her submission with effect from 10thFebruary 2020 and that she did work more intensively in the period after 10thFebruary than she had previously. He stated that the Respondent’s letter of 6thJuly 2020 was ‘not completely accurate’, that he was trying to oblige the Appellant and in that context he had felt it appropriate to ‘gild the lily’ in terms of her role with the Respondent. He had felt in February 2020 that it was not fair to have the Appellant in the office on work experience and to be receiving no remuneration. He felt that an ex-gratia or stipendiary payment should be made to her. He stated that the accountant for the Respondent handled all matters with associated with payments to the Appellant and that he could not give evidence as regards calculations or deductions from the payments made to her in February or March 2020. When questioned by the Court he could not clarify when the Appellant had been advised as to why a payment would be made into her bank account in February 2020 but believed that she must have been so advised by him. The Law Section 1 of the Act in relevant part provides as follows: “ employee” means an individual who has entered into or works under a contract with an employer, whether the contract be for manual labour, clerical work or otherwise, whether it be expressed or implied, oral or in writing, and whether it be a contract of service or of apprenticeship or otherwise, and cognate expressions shall be construed accordingly; Section 4 of the Act in relevant part provides as follows: 4.(1) An employer shall, in order to terminate the contract of employment of an employee who has been in his continuous service for a period of thirteen weeks or more, give to that employee a minimum period of notice calculated in accordance with the provisions of subsection (2) of this section. (2) The minimum notice to be given by an employer to terminate the contract of employment of his employee shall be— (a) if the employee has been in the continuous service of his employer for less than two years, one week, Section 12(1) of the Act provides as follows: 12. (1) A decision of an adjudication officer under section 41 of the Workplace Relations Act 2015 in relation to a complaint of a contravention of section 4(2) or 5 may, where the adjudication officer finds that that section was contravened by the employer in relation to the employee who presented the complaint, include a direction that the employer concerned pay to the employee compensation for any loss sustained by the employee by reason of the contravention. Discussion and conclusions The parties are agreed that the Appellant was not provided with notice of the termination of her employment. The Appellant contends that the termination occurred on 22ndJune 2020 and the Respondent contends that the engagement of the Appellant concluded on 26thMarch 2020. It is common case that she worked for 37.5 hours per week in the Respondent firm with effect from 10thFebruary 2020. According to the Appellant she was working under a contract of service following an offer of employment made to her by Vincent Shannon in a ‘phone call in late January 2020. According to Mr Shannon, he could not recollect a phone conversation with the Appellant at the end of January. In any event he stated in evidence that no offer of employment was made to her at that time or at all. It is a mathematical fact that the payment made to the Appellant on 28thFebruary was in the exact amount which would have been due to her had she, as she alleged, accepted an offer of employment commencing on 10thFebruary on a salary of €20,000 per annum. It is also a fact that in a letter dated 6thJuly the Respondent did record the fact that the Appellant had worked for the Respondent as she alleged as a Legal secretary and that her employment had, as she alleged, been terminated on 22ndJune 2020. There is no dispute between the parties that the Appellant carried out the tasks and duties which she alleged she had carried out on behalf of the Respondent with effect from 10thFebruary 2020. In all the circumstances, the Court concludes that the amount of the payment made to the Appellant in February 2020 was not a co-incidence. It was an exact calculation of the wages which would have been due to her arising from a salary of €20,000 per annum. In those circumstances, the Court concludes that the payment was, as the Appellant alleges, a salary payment arising from a contract of employment within the meaning of the Act. The Court is fortified in this conclusion by the fact that the accountant for the Respondent made statutory deductions and payments appropriate to an employer and employee when calculating the payments to be paid to the Appellant in both February and March 2020. For these reasons the Court concludes that the Appellant was engaged by the Respondent with effect from 10thFebruary 2020 under a contract with the Respondent within the meaning of the Act. The Court further concludes that the employment of the Appellant terminated on 22ndJune 2020 as she alleges and is recorded by the Respondent in a letter dated 6thJuly 2020. The Appellant was, by operation of the Act at Section 4 and having regard to the provisions of the first schedule to the Act, entitled to notice of one week upon the termination of her employment. The failure of the Respondent to provide her with such notice amounts to a breach of the Act. Decision
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