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Sort by: relevance | dateOffice Administrator & Executive Assistant
Job Description onsemi is seeking a highly organized and proactive Office Administrator & Executive Assistant to support our R&D team in Cork, Ireland on a part time (3days per week), permanent basis. This hybrid role combines executive support with office administration and is ideal for someone who enjoys variety, takes initiative, and is comfortable using modern productivity tools including Microsoft Copilot. This position will report to the VP of R&D. Responsibilities Executive Support
Cabin Crew
Experience the world as part of your career! Who we are looking for To be considered for Emirates cabin crew you’ll need to be:
Regulatory Support Officer
Role Purpose The purpose of this role within the relevant business unit and for HIQA as a whole: The Regulatory Support Officer will work with the Inspectors, and Regional Manager and Deputy Chief Inspector / Head of Programme to support the regulation of designated centers on a regional and national level as required. The Regulatory Support Officer is authorised in accordance with the Health Act 2007, as amended, to participate in specific aspects of the regulation of older persons services, centres for adults and children with disabilities, healthcare or children services. The Regulatory Support Officer will support the team in: Principal Conditions of ServiceProbation A probationary period of six months applies to this position. Pay Candidates will be appointed on the minimum point of the salary scale (€39,474) and in accordance with the Department of Finance guidelines. The rate of remuneration will not be subject to negotiation. The incremental progression for this scale is in line with Government pay policy. The salary scale for this position is as follows: Engineer Grade III (PPC) €39,474 €41,996 €42,670 €46,036 €49,413 €52,824 €56,392 €58,645 €60,908 €63,191 €65,460 €67,736 €70,011 €72,279 €74,567 €77,094¹ €79,618² After 3 years’ satisfactory service at the maximum. After 6 years’ satisfactory service at the maximum. Entry will be at the first point of the scale. An exception may occur where an appointee has been serving elsewhere in the public service in an analogous grade and pay-scale. In this case, the appointment may be assimilated to the nearest point of the advertised salary scale with their incremental date adjusted accordingly. Please note the rate of remuneration may be adjusted from time to time in line with Government pay policy. Superannuation Pensionable public servants (new joiners) recruited on or after 1 January 2013 will be members of the Single Public Service Pension Scheme. Please note that the Single Public Service Pension Scheme applies to all pensionable first-time entrants to the public service, as well as to former public servants returning to the public service after a break of more than 26 weeks. In certain circumstances, for example, where the public servant was on secondment or approved leave or remains on the same contract of employment, the 26-week rule does not apply. The legislation giving effect to the Scheme is the Public Service Pensions (Single Scheme and Other Provisions) Act 2012. For those who are not subject to the Single Public Service Pension Scheme (e.g., those transferring from other public service employment where the break in service, if any, is less than 26 weeks), the terms of the Health Information and Quality Authority Superannuation Scheme will apply. Annual Leave Annual leave is 25 days, rising to 29 days after 5 years’ service. Hours of Attendance Hours of attendance will be fixed from time to time but will amount to not less than 35 per week. The appointee may be required to work additional hours from time to time as may be reasonable and necessary for the proper performance of his or her duties, subject to the limits set down under working time regulations. Blended Working Arrangements HIQA has introduced blended working to offer more flexible working arrangements to all employees. We aim to strike a balance between being flexible, efficient, and resilient by facilitating blended working where practical, while enabling onsite interaction, collaboration, and support as required. All roles in HIQA have been assessed under the criteria of business needs and role suitability for blended working. This determined the proportion of time that employees will spend working in HIQA offices and working from home, depending on their role. Depending on the role, there may be a requirement to attend the office for more than the allocated number of days for training and on-boarding purposes at the start of your employment and during the probation period. A review of our blended working model confirmed that this model is working well in HIQA; therefore, we are now moving from Interim Blended Working to a long-term Blended Working Model. Our existing policy and documentation will be revised and updated once the framework for the Work-Life Balance and Miscellaneous Provisions Act is published. Our model is in line with the Civil Service Framework for Blended Working in Ireland. Further guidance on HIQA’s Blended Working Policy, which includes eligibility criteria, will be issued to successful candidates. This is an opt-in policy and details on how you can apply will be issued to you before you start.
Regulatory Support Officer
Role Purpose The purpose of this role within the relevant business unit and for HIQA as a whole: The Regulatory Support Officer will work with the Inspectors, and Regional Manager and Deputy Chief Inspector / Head of Programme to support the regulation of designated centers on a regional and national level as required. The Regulatory Support Officer is authorised in accordance with the Health Act 2007, as amended, to participate in specific aspects of the regulation of older persons services, centres for adults and children with disabilities, healthcare or children services. The Regulatory Support Officer will support the team in: Principal Conditions of ServiceProbation A probationary period of six months applies to this position. Pay Candidates will be appointed on the minimum point of the salary scale (€39,474) and in accordance with the Department of Finance guidelines. The rate of remuneration will not be subject to negotiation. The incremental progression for this scale is in line with Government pay policy. The salary scale for this position is as follows: Engineer Grade III (PPC) €39,474 €41,996 €42,670 €46,036 €49,413 €52,824 €56,392 €58,645 €60,908 €63,191 €65,460 €67,736 €70,011 €72,279 €74,567 €77,094¹ €79,618² After 3 years’ satisfactory service at the maximum. After 6 years’ satisfactory service at the maximum. Entry will be at the first point of the scale. An exception may occur where an appointee has been serving elsewhere in the public service in an analogous grade and pay-scale. In this case, the appointment may be assimilated to the nearest point of the advertised salary scale with their incremental date adjusted accordingly. Please note the rate of remuneration may be adjusted from time to time in line with Government pay policy. Superannuation Pensionable public servants (new joiners) recruited on or after 1 January 2013 will be members of the Single Public Service Pension Scheme. Please note that the Single Public Service Pension Scheme applies to all pensionable first-time entrants to the public service, as well as to former public servants returning to the public service after a break of more than 26 weeks. In certain circumstances, for example, where the public servant was on secondment or approved leave or remains on the same contract of employment, the 26-week rule does not apply. The legislation giving effect to the Scheme is the Public Service Pensions (Single Scheme and Other Provisions) Act 2012. For those who are not subject to the Single Public Service Pension Scheme (e.g., those transferring from other public service employment where the break in service, if any, is less than 26 weeks), the terms of the Health Information and Quality Authority Superannuation Scheme will apply. Annual Leave Annual leave is 25 days, rising to 29 days after 5 years’ service. Hours of Attendance Hours of attendance will be fixed from time to time but will amount to not less than 35 per week. The appointee may be required to work additional hours from time to time as may be reasonable and necessary for the proper performance of his or her duties, subject to the limits set down under working time regulations. Blended Working Arrangements HIQA has introduced blended working to offer more flexible working arrangements to all employees. We aim to strike a balance between being flexible, efficient, and resilient by facilitating blended working where practical, while enabling onsite interaction, collaboration, and support as required. All roles in HIQA have been assessed under the criteria of business needs and role suitability for blended working. This determined the proportion of time that employees will spend working in HIQA offices and working from home, depending on their role. Depending on the role, there may be a requirement to attend the office for more than the allocated number of days for training and on-boarding purposes at the start of your employment and during the probation period. A review of our blended working model confirmed that this model is working well in HIQA; therefore, we are now moving from Interim Blended Working to a long-term Blended Working Model. Our existing policy and documentation will be revised and updated once the framework for the Work-Life Balance and Miscellaneous Provisions Act is published. Our model is in line with the Civil Service Framework for Blended Working in Ireland. Further guidance on HIQA’s Blended Working Policy, which includes eligibility criteria, will be issued to successful candidates. This is an opt-in policy and details on how you can apply will be issued to you before you start.
General Operative
Description The successful candidates will work as part of the factory processing team producing meat to fulfil production targets on a daily and weekly basis. Successful candidates will be required to work in all areas of the factory where the duties will include the following: Interested candidates are encouraged to submit their CV in English for consideration.
Internal Audit Graduate
At ABP we aim to hire the brightest and the best. People who are aligned with our values and are passionate about our industry. We are committed to developing our people, whether it be upskilling our employees across a diverse range of skills through our onsite training programs or nurturing the next generation of leaders through our graduate program. No matter what stage of their career our people are at, we empower them to take ownership of their roles. ABP is one of Europe’s leading privately owned agribusiness companies and is the largest beef processor in Ireland and the UK. The company also operates substantial renewable (Olleco), pet food (C&D), and protein divisions. ABP and its affiliates employ over 14,000 people and have over 50 manufacturing plants operating across nine countries. For more information, visit www.abpfoodgroup.com . ABP Food Group is currently recruiting for the role of an Internal Audit Graduate. The successful candidate will be required to travel throughout the UK and Europe. There is a high degree of travel required to undertake this role. This role has excellent potential for career progression in the future. Responsibilities: To assist the Head of Internal Audit and Audit Manager on protecting assets of the Group by planning and completing financial audits; identifying inadequate, inefficient, or ineffective internal controls and recommending improvements. Duties: Required Skills and Qualifications: The ideal candidate for this role will be degree educated ideally in Accounting, Finance or Business related and will be already working towards or interested in becoming a qualified accountant (ACA, ACCA, CIMA,) Key necessary attributes also include excellent communication skills (both written and verbal), attention to detail, integrity, professionalism and objectivity. Must be comfortable with a level of 65% to 75% travel throughout Ireland, UK and Europe.
Abattoir Operative
Job Role : Skilled/unskilled Abattoir Operatives for Lamb production, working as part of the slaughter hall team to ensure excellent standards are maintained as well as supporting the smooth running of production. This is an excellent opportunity to develop and learn further skills within a highly regulated environment; where you will have the opportunity to rotate around a number of different jobs (after additional training) and become a multi-skilled operative. Main Duties and Responsibilities: -To ensure that the carcasses are dressed and trimmed according to ABP and Customer specifications as directed by the Abattoir Supervisor -To ensure that you work to the best of your ability to meet production deadlines. -To ensure that the Red and Green Offal`s are produced to the customer/company standards with maximum yield and minimum waste -To work as part of a team and take responsibility for your work -To carry out all procedures in a correct and safe manner as per training provided -To comply with company policy on all matters concerning health & safety -To comply with company policy on safe food handling and hygiene at all times. -To report to the Abattoir supervisor any problems with equipment or machinery -Any other reasonable duties assigned to you Knowledge and Experience: The successful candidate will have good knife skills and attention to detail and be capable of producing high-quality products whilst maintaining standards of health and safety at all times. Your tasks will range from machinery and saw operations to knife-related operations. This role involves working in a chilled environment with animals that are slaughtered for food production. You will also comply with all procedures and codes of practice to ensure a safe and hygienic workplace. In return, we offer full training and development, career progression and job security alongside very competitive rates of pay. Skills : Previous experience in a similar role in an Abattoir or in a role using a knife would be beneficial but full training will be given. The candidates will be well organized with the ability to maintain attention to detail whilst working under pressure.
Lean Coordinator/Sustainability Manager
At ABP we aim to hire the brightest and the best. People who are aligned with our values and are passionate about our industry. We are committed to developing our people, whether it be upskilling our employees across a diverse range of skills through our onsite training programs or nurturing the next generation of leaders through our graduate program. No matter what stage of their career our people are at, we empower them to take ownership of their roles. ABP is one of Europe’s leading privately owned agribusiness companies and is the largest beef processor in Ireland and the UK. The company also operates substantial renewable (Olleco), pet food (C&D), and protein divisions. ABP and its affiliates employ over 14,000 people and have over 50 manufacturing plants operating across nine countries. For more information, visit www.abpfoodgroup.com . The Lean Coordinator/Sustainability Manager is responsible for driving continuous improvement (CI) initiatives and ensuring sustainability goals are met across the site. This hybrid role combines Lean leadership with energy and environmental management, bringing all departments together to achieve operational excellence. The job involves working closely with department leads and staff at all levels to establish a Lean culture and implement sustainable practices. Key Responsibilities Lean & Continuous Improvement
Materials Coordinator
C&D Foods is one of Europe’s leading own label pet food manufacturers producing a range of wet and dry pet foods. C&D Foods has grown to become one of the industry’s leading pet food producers. C&D Foods has 9 production facilities across 7 Countries (Ireland, the UK, France, Denmark, Austria, Spain, and The Netherlands) and 2 sales offices located in Manchester and Italy. C&D Foods’ Headquarters is in Mullingar, county Westmeath. At our Edgeworthstown Site, we are seeking a proactive Materials Coordinator to manage end‑to‑end material flow, ensuring the timely and efficient delivery of ingredients and packaging to support production demands. Key Responsibilities
Executive Health & Safety Officer
BACKGROUND The Health, Safety & Wellbeing Unit (HSWU), Human Resources (HR) Department, works with all Departments to provide a safe and healthy work environment, by developing the safety, health and wellbeing culture in the City Council through enhancing safety structures and systems, working closely with all to ensure compliance with health and safety legislation, promoting best practice and facilitating employee consultation and involvement in occupational safety and health. Within each Department, senior managers are responsible (as outlined in the relevant safety statements), for the health, safety and welfare of employees and workplaces under their control. The HSWU advises management on Safety, Health and Welfare (SHW) matters and, monitors and reports on the levels of compliance with health and safety legislation across the organisation. Executive Health & Safety Officers are assigned by the HR Department across Departments and Sections to support the embedding of SHW systems and practices. The HSWU coordinates with Departmental Senior Managers in the implementation of the Council’s Safety Management System. THE JOB Reporting to the Senior Executive Health & Safety Officer, the Executive Health & Safety Officer (EHSO) has responsibility for ensuring a safe and healthy workplace in the City Council by developing and implementing safety policies and procedures, by promoting a positive safety culture and by ensuring compliance with relevant legislation and regulations. The holder of the post will be required to contribute to the development and implementation of Health and Safety Management Systems, in conjunction with their assigned SEHSO, Health, Safety & Wellbeing Unit and Human Resources Department. THE IDEAL CANDIDATE SHALL • have satisfactory experience in the area of health and safety management, including technical experience in Health and Safety Regulations and implementation of National Health and Safety policy and legislation, their implications for the organisation and the employee, and their application in the workplace; • be self-motivated and be able to work within a multi skilled team to ensure a best practice health and safety management system is continuously developed in the assigned work activity; • working knowledge and experience of the development and implementation of a Safety Management System that operates in compliance with ISO 45001:2018; • have a good working knowledge or demonstrate an ability to acquire a good working knowledge of the legal, regulatory and governance framework within which the City Council operates and adhere to corporate policies, protocols and procedures; • have a satisfactory knowledge of public administration in Ireland and demonstrate relevant administrative experience at a sufficiently high level; • have strong interpersonal and communication skills including building strong relationships with stakeholders; • possess excellent organisational and IT skills. • demonstrate strong proficiencies in report writing and have the ability to present in a clear and concise manner. On the date of application, the successful candidate must possess a current unendorsed full driving licence (Category A1, A and/or B) as they may be required to drive in the course of their duties. QUALIFICATIONSCHARACTER: Each candidate shall be of good character. HEALTH: Candidates shall be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. EDUCATION, EXPERIENCE, ETC.: Each candidate must, on the latest date for receipt of completed applications:- (a) (i) Hold a minimum Level 8 in the National Framework of Qualifications in Health and Safety Or (ii) Hold an Honours degree (Level 8 in the National Framework of Qualifications) in Engineering, Architecture, and / or Science, and a minimum Level 7 in the National Framework of Qualifications in Health and Safety. (b) Have a satisfactory knowledge of the following: • effective communications and liaison with officials from the regulatory authorities; • the management of risks from fire such as fire prevention and the carrying out of fire drills; • risk management in relation to hazardous substances and occupational diseases; • providing the required input for health and safety related training course/s and manuals for the organisation; • understanding of Local Government and the construction industry; • health and safety legislation, statutory requirements, their implications for the workplace and an appreciation of the legal process. (c) Have at least three years satisfactory relevant experience, including adequate experience in the areas specified below: • the management of an appropriate audit process; • planning practical and effective methods, both preventative and remedial, of promoting work practices that comply with health and safety requirements; • of working with committees; • the preparation and regular revision of Health and Safety statements and strategies; • staff supervision and relevant administration; • maintaining accurate records, particularly of inspection findings, of incidents and accidents, and the preparation of reports, and statistical data required by management and the HSA; • the regular review of work methods and processes, which identify and take account of all relevant hazards; • supporting line managers in the preparation, implementation and regular review of safety related documentation including risk assessments, including advising on how risks can be reduced; • operating a safety management system. (d) Possess a full clean driving licence. DUTIES The duties of the post include, but are not limited to, the following:- • Assisting and supporting Senior Executive Health & Safety Officer [SEHSO] and Departmental Management by; • working with the Health, Safety & Wellbeing Unit (HSWU) to ensure safety audits are carried out as required and ensuring that safety audit outcomes are implemented on a priority basis; • ensuring that incidents involving City Council activities or operations are investigated and reported on appropriately in line with agreed procedures; • monitoring, as required, City Council Fire Precaution Systems in co-operation with the Chief Fire Officer to ensure that fire precautions are appropriate and adequate for City Council’s work premises and activities; • drafting of safety statements, risk assessments, training material, policy documents, service plans and budgets relevant to safety, health & welfare. Other duties include: • implementing best practice and procedures in safety, health and welfare across the assigned Departments/Divisions and assisting the development, delivery and evaluation of training courses for employees in Safety, Health and Welfare; • keeping up-to-date with developments, and legislation in the area of occupational health and safety; • being available outside of normal working hours in emergency situations to deal with any matter or incident involving the health and safety of City Council employees’; • ensuring by way of regular review that Ancillary and Local Safety Statements address all the risks identified in the relevant area/activity; • ensuring that accident records are created as and when they should be and are maintained properly within the Health, Safety & Wellbeing Unit and are available to other relevant Departments as may be required; • ensuring that the City Council’s statutory obligations to investigate and report on notifiable accidents and dangerous occurrences are strictly complied with and the relevant authorities advised in a timely fashion; • managing and supervising the administration of Immunisation and Health Screening Programmes and organising Occupational Health Surveillance initiatives and activities for groups of workers related to specific occupational health hazards, as may be required from time to time; • carrying out such other duties as may be assigned from time to time. The particular duties and responsibilities attached to the post may vary from time to time, without changing the general character of the duties or level of responsibilities entailed. The post holder may therefore be required to perform duties appropriate to the post, other than those detailed above, and to take instructions from and report to, an appropriate Officer or such designated Officer as may be assigned from time to time by the City Council. The duties of the post are to give to the local authority and to (a) The local authorities or bodies for which the Chief Executive is Chief Executive, and (b) To any other local authority or body with which an agreement has been made by the local authority or by any of the authorities or bodies referred to in sub-paragraph (a) of this paragraph under the general direction and control of the Chief Executive or of such officers as the Chief Executive may from time to time determine, such appropriate computing, technical, management, administrative, executive, supervisory, advisory and ancillary services as may be required by any local authority or body hereinbefore mentioned in the exercise and performance of any of its powers, functions and duties and to exercise such powers, functions and duties as may be delegated to them by the Chief Executive from time to time including the duty of servicing all committees that may be established by any such local authority or body. The holder of the post will, if required, act for an officer of a higher level. SELECTION PROCESS • Posts of Executive Health and Safety Officer will be filled from this publicly advertised competition. Selection shall be by means of a competition conducted by or on behalf of Dublin City Council. • Candidates should note that the information provided by them in their application form and assessment questions will form the basis on which eligibility and short listing is conducted. • Dublin City Council reserves the right to undertake eligibility and / or shortlist candidates in the manner it deems most appropriate. • A panel may be formed on the basis of interviews. A candidate whose name is on a panel and who satisfies the Council that they possess the qualifications declared for the post and that they are otherwise suitable for appointment may, within the life of the panel, subject to the appropriate Department of Housing, Local Government and Heritage sanction, be appointed as an appropriate vacancy arises. • The life of the panel shall be for a period of one year from the date of its formation. • Dublin City Council shall require any person to whom an appointment is offered to take up such appointment within a period of not more than one month and if they fail to take up appointment within such period, or such longer period as the Council in its absolute discretion may determine, the Council shall not appoint them. SHORTLISTING Dublin City Council reserves the right to shortlist candidates to proceed to the interview stage of the competition. Shortlisting of candidates will be on the basis of information supplied on the Application Form, in conjunction with the answers given in the assessment question(s). It is therefore in your own interest to provide a detailed and accurate account of your qualifications/experience in your application. The shortlisting process will provide for the assessment of each applicant’s application form against predetermined criteria that reflect the skills and depth of experience considered to be essential for a position at this level. INTERVIEW The interview will be competency based and marks will be awarded under the following competencies; • Management & Change • Delivering Results • Performance through People • Personal Effectiveness • Knowledge, Skills & Experience Please see page 9 of the Candidate Information Booklet for more details. SALARY The salary scale for the position of Executive Health & Safety Officer is; €59,658; €61,829; €64,000; €66,175; €68,349; €70,521; €72,696; €74,857; €77,043; €79,209; (Maximum); €81,706 (1st LSI) (after 3 years satisfactory service on the Maximum); €82,929 (2nd LSI) (after 3 years satisfactory service on the 1st LSI). Entry point to this scale will be determined in accordance with Circulars issued by the Department of Housing, Local Government and Heritage. In accordance with Departmental Circular letter EL 02/2011, a person who is not a serving public service employee on or after 1st January 2011, will enter the scale for the position at the minimum point. Rate of remuneration may be adjusted from time to time in line with Government Policy. Under the Public Service Stability Agreement 2013, the working hours for newly appointed/promoted staff are 35 hours per week. All applicants must refer to the Additional Candidate Information Booklet which can be found at https://careers.dublincity.ie for additional relevant information pertaining to the salary scale and the recruitment process. PARTICULARS OF POSITION (a) The post is permanent, whole time and pensionable. (b) Dublin City Council reserves the right to, at any time, assign an employee to any Department now or in the future. (c) A period of one year’s probation applies where a person is permanently appointed to Dublin City Council. CITIZENSHIP Candidates must, by the date of application be; a) A citizen of the European Economic Area (EEA). The EEA consists of the Member States of the European Union, Iceland, Liechtenstein and Norway, or b) A citizen of the United Kingdom (UK), or c) A citizen of Switzerland pursuant to the agreement between the EU and Switzerland on the free movement of persons, or d) A non-EEA citizen who is a spouse or child of an EEA or UK or Swiss citizen and has a stamp 4 visa, or e) A person awarded international protection under the International Protection Act 2015 or any family member entitled to remain in the State as a result of family reunification and has a stamp 4 visa, or f) A non-EEA citizen who is a parent of a dependent child who is a citizen of, and resident in, an EEA member state or the UK or Switzerland and has a stamp 4 visa. Dublin City Council welcomes all nationalities and ethnic backgrounds to join its diverse workforce and we hereby reserve the sole discretion to vary the above requirements from time to time subject to the business needs and staffing requirements. IRISH PROFICIENCY As part of our ongoing commitment to support the Irish language, our leadership on the Gaeilge365 programme and to comply with the Official Languages (Amendment) Act 2021, we are gathering information on candidates’ capacity to speak Irish. Under this legislation, public bodies are required to ensure that 20% of new recruits are capable of performing their duties through Irish by 2030. While this position is not an Irish language speaking role, we are asking all applicants to indicate their current level of Irish language ability. This information will be used for workforce planning purposes only and will not form part of the selection process for this competition. ADDITIONAL RELEVANT INFORMATION FOR APPLICANTS • The National Vetting Bureau (Children and Vulnerable Persons) Act 2012 to 2016 came into effect on 29th April 2016. The Act places a statutory obligation on Dublin City Council to ensure that any work or activity which is carried out by a person, a necessary and regular part of which consists mainly of a person having access to, or contact with children or vulnerable persons, will be the subject of Garda Vetting. • Subject to the provisions of the Freedom of Information Act 2014, applications will be treated in strict confidence. • Any attempt by a candidate themselves or by any person(s) acting at the candidate’s instigation, directly or indirectly, by means of written communication or otherwise, to canvass or otherwise influence in the candidate’s favour, any employee of the City Council or person nominated by the City Council to interview or examine applicants, will automatically disqualify the candidate for the position being sought. • It is important to remember that this is a competitive process for a role where integrity is paramount. Sharing information on the selection / interview process e.g. through social media or any other means, may result in a candidate being disqualified from the competition. • Dublin City Council does not allow the unsanctioned use of any type of recording equipment on its premises. This applies to any form of sound recording and any type of still picture or video recording, whether including sound recording or not, and covers any type of device used for these purposes. • An applicant who is found to be ineligible at any stage of the competition will not be further considered. Provision of inaccurate, untrue or misleading information will lead to disqualification from the competition, withdrawal of employment offer or dismissal. • A candidate who does not attend for interview when and where required by the City Council, or who does not, when requested, furnish such evidence as the City Council requires in regard to any matter relevant to their candidature, will have no further claim to consideration. • The City Council will not be responsible for any expenses candidates may incur in connection with their candidature. • The onus is on the candidate to keep a regular check on their Email Account as email notifications of updates may sometimes be filtered into Junk/Spam email folders. Dublin City Council accepts no responsibility for communication not accessed or received by an applicant.
