Ireland / Workplace Relations Commission / Waleed Maza v Absolute Hotel Limerick Limited ADJ-00045512
Country
Ireland
Title
Year
Decision/ruling/judgment date
Incident(s) concerned/related
Related Bias motivation
Groups affected
Court/Body type
Court/Body
Key facts of the case
Main reasoning/argumentation
The complainant claimed he was treated unfairly due to his race/nationality. The employer argued that the dismissal was justified based on performance-related issues. The Workplace Relations Commission considered both parties' evidence, including testimonies and procedural fairness in the dismissal process.
Is the case related to the application of the Framework Decision on Racism and Xenophobia, the Racial Equality Directive?
Key issues (concepts, interpretations) clarified by the case
The evidence presented by the complainant, Waleed Maza, for discrimination included his testimony alleging that his dismissal from Absolute Hotel Limerick Limited was influenced by his race and religion. He claimed that he was treated unfairly compared to his colleagues and that his performance issues were a pretext for discriminatory motives. The respondent provided evidence against the discrimination claim by presenting documentation of Maza's performance issues, including records of warnings and performance reviews. They argued that the dismissal was based solely on legitimate performance-related concerns, with no consideration of his race or religion.
Results (sanctions, outcome) and key consequences or implications of the case
The Adjudicator determined that the case was not well founded.
Key quotation in original language and its unofficial translation into English with reference details
"In the instant case, the Complainant made a number of allegations relating to the decisions of the Respondent. However, I am not satisfied that I have been presented with evidence from which I could reasonably conclude that the Complainant was discriminated against by the Respondent on the ground of race and/ or religion."