Cases within C

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  CA Treganowan v Robert Knee & Co Ltd [1975] IRLR 247 HC (1 report relating to this case)

  • CA Treganowan v Robert Knee & Co Ltd

    Date:

    1 August 1975

    In C A Treganowan v Robert Knee & Co Ltd [1975] IRLR 247 HC, the High Court held that a clash of personalities between employees constitutes "another substantial reason" for dismissal within the meaning of the Trade Union and Labour Relations Act 1992.

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  Cable & Wireless plc v Muscat [2006] IRLR 354 CA (1 report relating to this case)

  • Employment status/agency workers: Implied employment contract found between worker and end user

    Date:

    21 April 2006

    In Cable & Wireless plc v Muscat, the Court of Appeal holds that the guidance in Dacas v Brook Street Bureau (UK) Ltd is correct, and that tribunals should consider the possibility of an implied employment contract between the worker and end user where there is a triangular worker/agency/end-user arrangement.

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  Cadman v Health and Safety Executive [2006] IRLR 969 ECJ (2 reports relating to this case)

  • Equal pay: case law update

    Date:

    2 March 2007

    This article looks at some of the significant judgments in the area of equal pay over the past year and their implications.

  • Equal pay: Length of service criterion need not be specifically justified

    Date:

    15 December 2006

    In Cadman v Health and Safety Executive Case C-1705 ECJ, the European Court of Justice held that it is not necessary for an employer to justify use of length of service as a criterion for determining the pay of workers doing work of equal value unless a worker provides evidence that raises serious doubts as to its appropriateness as a basis for determining pay.

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  Caisse Nationale d'Assurance Vieillesse des Travailleurs Salariés (CNAVTS) v Thibault [1998] IRLR 399 ECJ (1 report relating to this case)

  • Sex discrimination: Maternity leave counts towards qualifying period for performance assessment

    Date:

    1 August 1998

    A woman who was deprived of the right to an annual performance assessment - and, consequently, of the possibility of qualifying for promotion - because she was on maternity leave was discriminated against on grounds of sex within the meaning of the EC Equal Treatment Directive, holds the European Court of Justice in Caisse Nationale d'Assurance Vieillesse des Travailleurs Salariés v Thibault.

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  Caledonia Bureau Investment & Property v Caffrey [1998] IRLR 110 EAT (1 report relating to this case)

  • Maternity rights: Pregnancy dismissal protection applies after expiry of maternity leave

    Date:

    15 April 1998

    In Caledonia Bureau Investment & Property v Caffrey, the EAT holds that the automatically unfair dismissal provision which protects a woman against dismissal for a reason "connected with her pregnancy" is not limited to dismissals occurring during the period of pregnancy and maternity leave.

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  Caledonian Mining Co Ltd v Bassett and Steel [1987] IRLR 165 EAT (1 report relating to this case)

  • Dismissal: Resignation caused by the employer's bad faith amounts to a dismissal

    Date:

    31 March 1987

    In Caledonian Mining Company Ltd v Bassett and another the EAT holds that an industrial tribunal was entitled to conclude, on the facts before it, that a group of employees had been dismissed within the meaning of s.83(2) of the Employment Protection (Consolidation) Act 1978 when they were inveigled into resigning by their employers.

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  Campbell v Datum Engineering Co Ltd [1995] IT/43749/94 (1 report relating to this case)

  • Formal harassment policy recommended

    Date:

    1 June 1995

    In Campbell v Datum Engineering Co Ltd a Birmingham industrial tribunal recommends that a firm found to have unlawfully discriminated on grounds of race should take steps such as introducing a formal racial harassment procedure, providing recruitment training for all managers and giving consideration to the eradication of pay anomalies in order to avoid future race claims.

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  Canadian Imperial Bank of Commerce v Beck EAT/0141/10 (2 reports relating to this case)

  • Age discrimination: Person specification seeking "younger" candidate sufficient to shift burden of proof to employer

    Date:

    4 January 2011

    In Canadian Imperial Bank of Commerce v Beck EAT/0141/10, the EAT held that the employment tribunal was entitled to find that, notwithstanding the inherently unlikely nature of an age discrimination claim on the facts, the employer's deliberate use of the word "younger" in a person specification, contrary to expert advice, was sufficient to shift the burden of proof to the employer.

  • Age discrimination: "younger" in job specification enough to shift burden of proof to employer

    Date:

    14 September 2010

    The Employment Appeal Tribunal has held that the use of the word "younger" in the person specification for the job vacancy that had been created after the claimant had been dismissed was sufficient to raise the suspicion of age discrimination and shift the burden of proof to the employer. 

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  Candler v ICL Systems Services IDS Brief 562 EAT (1 report relating to this case)

  • Candler v ICL Systems Services

    Date:

    31 December 2004

    In Candler v ICL Systems Services IDS Brief 562 EAT, the Employment Appeal Tribunal held that, although scheduled telephone standby duties could be terminated by giving four weeks' notice, the only power to vary them was the general power to vary, which required 26 weeks' notice.

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  Canniffe v East Riding of Yorkshire Council [2000] IRLR 555 EAT (1 report relating to this case)

  • Sex discrimination: How to avoid vicarious liability for unlawful discrimination

    Date:

    1 September 2000

    In Canniffe v East Riding of Yorkshire Council, the EAT holds that the proper approach to the employer's statutory defence to vicarious liability for unlawful discrimination is, first, to identify whether or not the employer took any steps at all to prevent the employee, for whom it is vicariously liable, from doing the act or acts complained of in the course of his or her employment; and secondly, having identified what steps, if any, the employer took, to consider whether or not there were any further steps, that it could have taken, which were reasonably practicable.