Cases within C

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  Community Integrated Care Ltd v Smith EATS/0015/08 (1 report relating to this case)

  • Community Integrated Care Ltd v Smith

    Date:

    16 October 2008

    The Employment Appeal Tribunal has held that an employee's admission of gross misconduct limited the need for a detailed investigation by her employer prior to dismissal.

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  Consistent Group Ltd v Kalwak and others [2007] IRLR 560 EAT (1 report relating to this case)

  • Employment status: Agency workers were directly employed by agency

    Date:

    22 August 2007

    In Consistent Group Ltd v Kalwak and others [2007] IRLR 560 EAT the Employment Appeal Tribunal held that polish workers recruited in Poland by the agency in question and provided with both accommodation in the UK and transport to and from work were employees of the agency. Notwithstanding express written terms to the contrary, the reality of their relationship was one of employer and employees.

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  Consistent Group Ltd v Kalwak and others [2008] IRLR 505 CA (1 report relating to this case)

  • Employment status: Tribunal decision that agency workers were employed by agency insufficiently reasoned

    Date:

    27 June 2008

    In Consistent Group Ltd v Kalwak and others [2008] EWCA Civ 430, the Court of Appeal remitted to a fresh tribunal the issue of whether or not Polish nationals engaged by an agency to work as meat packers for a third party were employees of the agency.

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  Conteh v Parking Partners Ltd EAT/0288/10 (1 report relating to this case)

  • Employer not liable for third-party racial harassment under RRA

    Date:

    24 January 2011

    The Employment Appeal Tribunal has held that the employment tribunal was correct to reject a claim of race discrimination under the Race Relations Act 1976 (RRA) against an employer that failed to take action to prevent third-party harassment. 

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  Conway v Wade [1909] AC 506 HL (1 report relating to this case)

  • Conway v Wade

    Date:

    31 December 1909

    In Conway v Wade [1909] AC 506 HL, the House of Lords held that a jury was entitled to find that the conduct of an individual in attempting to induce an employer to dismiss an employee was not conduct in 'contemplation or furtherance of a trade dispute' and provided guidance as to the meaning of those words.

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  Cook v Wilson James Ltd ET/2204972/2011 (1 report relating to this case)

  • Fair dismissal of security supervisor who did not hold required security licence

    Date:

    23 April 2013

    This private security contractor, which needed most employees by law to hold a security licence, fairly dismissed an employee who did not have the required documentation.

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  Cooke v Glenrose Fish Company [2004] IRLR 866 EAT (1 report relating to this case)

  • Points of procedure

    Date:

    10 June 2005

    A review of recent significant cases on practice and procedure in the employment tribunals, EAT and Court of Appeal.

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  Cooke v University of Nottingham and lacovitti [1994] IT/49935/93 (1 report relating to this case)

  • Young children led to rejection

    Date:

    1 March 1995

    In Cooke v University of Nottingham and Iacovitti a Nottingham industrial tribunal (Chair: D R Sneath) rules that a woman whose job application was rejected because she had two young children was unlawfully discriminated against on grounds of sex.

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  Cooley v BRS Ltd [1994] IT/4890/94 (1 report relating to this case)

  • Liability for racist abuse

    Date:

    1 March 1995

    In Pereira v The Post Office, a Southampton industrial tribunal rules that the Post Office, which had properly followed "full procedures", was not liable for the racial abuse suffered by an employee from a fellow employee. However, in Cooley v BRS Ltd, a Reading industrial tribunal rules that BRS had failed to properly implement its harassment policy and was liable for the racial abuse of one employee by another.

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  Cooper and others v Isle of Wight College [2008] IRLR 124 HC (1 report relating to this case)

  • Cooper and others v Isle of Wight College

    Date:

    12 December 2007

    The High Court has held that an employer could deduct only 1/260th of salary from employees' pay in respect of a one-day strike, and not 1/228th, which discounted paid holiday.