Written answers

Tuesday, 19 June 2018

Department of Employment Affairs and Social Protection

Jobseeker's Allowance Applications

Photo of Catherine MurphyCatherine Murphy (Kildare North, Social Democrats)
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541. To ask the Minister for Employment Affairs and Social Protection if her attention has been drawn to instances in which resignation letters are automatically drafted on software (details supplied) and issued to clients of a company indicating that the client has refused and-or declined an extended period of probation in employment; if these persons can be sanctioned in the context of reduced payments for declined extended probation periods in view of the fact that the persons may have met or exceeded all that was required of them in the work placement; and if she will make a statement on the matter. [26476/18]

Photo of Regina DohertyRegina Doherty (Meath East, Fine Gael)
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In this case the customer submitted an application for Jobseekers Allowance on the 2/5/18. The customer was previously in full time employment but left the employment on the 1/5/18 following a probationary period of 3 months. The customer stated in the application the reason the employment ended was because the probationary period of employment was unsuccessful. The employer offered the customer an extended employment period of 3 months following the probationary period but the customer did not accept this offer and informed the employer he would leave the company. The employer offered to reinstate the customer’s employment but the customer did not reply to the employer’s offer.

The regulations state that persons may be subject to a disqualification period on Jobseekers Allowance as determined by a Deciding Officer, but in any case not exceeding 9 weeks, in certain circumstances.

For example

- Refusal of offer of suitable employment

- Loss of employment because of wilful misconduct

- Leaving employment voluntarily without just cause

- Refusal or Failure to Engage with Activation Measureswhere penalty rate applied

It is at the discretion of the Deciding Officer whether to apply a disqualification period based on the information provided by the customer and also taking into account information supplied by the employer. In this case a decision was made that a disqualification period of 5 weeks was appropriate and in line with current legislation and guidelines.

I trust that this clarifies the matter for the Deputy.

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