We need your help now

Support from readers like you keeps The Journal open.

You are visiting us because we have something you value. Independent, unbiased news that tells the truth. Advertising revenue goes some way to support our mission, but this year it has not been enough.

If you've seen value in our reporting, please contribute what you can, so we can continue to produce accurate and meaningful journalism. For everyone who needs it.

Shutterstock/Harry Huber

Security guard accused of abandoning his post awarded €20,000

Philips Uzoma had been working for his employer for more than 10 years when he was unfairly dismissed.

A SECURITY GUARD who was accused by his employer of walking away from his post has been awarded €20,000.

Philips Uzoma (the claimant) took his case against his employer, GZ Professional Security Limited (the respondent), who claimed that he had been dismissed for poor performance in his role.

The Employment Appeals Tribunal has found that the respondent in this case had not followed due process in dismissing the claimant and as such the claim was successful.

How did this come about?

The claimant had 10 year’s experience in the job when difficulties began to occur.

On 11 October 2012 his employer claims that he walked away from his position guarding a client’s premises – leaving it without cover for more than an hour. In response to this the claimant says that the other member of staff who was meant to cover his shift at 11pm was habitually late, and he decided to take action to highlight this.

His employer was unclear as to whether Uzoma was being paid for overtime when his replacement arrived late.

Things escalated after this.

The claimant was later moved to a different branch of the fast food restaurant he was assigned to guard, something that he was not happy about, and was given a written warning after his employer claimed that he had spoken aggressively to the HR managing director.

Later more letters were sent to the claimant saying that his performance had not been up to standard. His employer said that these were intended as way of a final written warning – despite not mentioning this explicitly.

Uzoma also had his pay reduced without explanation from €13 to €11 an hour in May 2013.

The judgement 

It was decided by the tribunal that the respondent did have documented procedure in place for dealing with allegations against an employee.

It decided that these procedures were not followed in the course of arriving at the dismissal and, as such, the employee was not given a fair chance to voice his side of the argument – something that “could not be described as fair”.

As a result of this, he was awarded €20,000 under the Unfair Dismissals Act.

Read: Is ‘jealous little b***h’ an acceptable insult to use on radio?

Also: One RTÉ viewer was ‘highly offended’ about talk that Jesus had a wife

Readers like you are keeping these stories free for everyone...
A mix of advertising and supporting contributions helps keep paywalls away from valuable information like this article. Over 5,000 readers like you have already stepped up and support us with a monthly payment or a once-off donation.

Your Voice
Readers Comments
    Submit a report
    Please help us understand how this comment violates our community guidelines.
    Thank you for the feedback
    Your feedback has been sent to our team for review.