Cases within M

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  McGuigan v TG Baynes & Sons EAT/1114/97 (1 report relating to this case)

  • Sex discrimination: Pregnant employee discriminated against in redundancy selection

    Date:

    1 August 1999

    In McGuigan v TG Baynes & Sons, the EAT holds that an employee suffered unlawful direct sex discrimination when her employer failed to consult her over her impending redundancy on the ground, among others, that she was absent on maternity leave - a pregnancy-related reason.

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  McGuiness v Finchale Training College [1994] IT/28478/93 (1 report relating to this case)

  • Harassment complaint not taken seriously

    Date:

    1 March 1995

    A female trainee whose complaint of threats of violence and harassment by a fellow male trainee was not properly investigated by the college principal was unlawfully discriminated against on grounds of sex, rules a Newcastle upon Tyne industrial tribunal (Chair: P G Rennie) in McGuiness v Finchale Training College.

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  McGuire v Brawley Brothers Ltd 18 March 1994 CS (1 report relating to this case)

  • Misconduct dismissals: Unauthorised "favour" was a breach of trust

    Date:

    1 August 1994

    An industrial tribunal's decision that a painter was unfairly dismissed for using company materials to paint guttering at a house not included in the works contract was flawed, holds the Court of Session in McGuire v Brawley Brothers Ltd.

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  McKay v London Probation Board [2005] All ER (D) 125 (May) EAT (1 report relating to this case)

  • Points of procedure

    Date:

    30 December 2005

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

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  McKay v Northern Ireland Public Service Alliance (No. 2) [1995] 90/90 FET (1 report relating to this case)

  • Union discriminated against leftist for political opinions

    Date:

    1 September 1995

    In McKay v Northern Ireland Public Service Alliance (No.2) the Fair Employment Tribunal (President: J Maguire) upholds a complaint of discrimination on grounds of political opinion by an applicant for a seconded trade union post.

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  McKie v Swindon College [2011] IRLR 575 HC (1 report relating to this case)

  • Negligent misstatement: derogatory comments to a former employee's new employer

    Date:

    5 May 2011

    The High Court has held that a college was liable to a former employee for negligent misstatement when, six years after his departure, it sent a derogatory email to his new employer that led to his dismissal. 

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  McLachlan v Chief Constable of the Cambridgeshire Constabulary [2004] All ER (D) 240 (Oct) 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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  McLean v Rainbow Homeloans Ltd [2007] IRLR 14 EAT (1 report relating to this case)

  • McLean v Rainbow Homeloans Ltd

    Date:

    10 October 2006

    In McLean v Rainbow Homeloans Ltd [2007] IRLR 14 EAT, the Employment Appeal Tribunal (EAT) has held that an employee was unfairly dismissed for asserting a statutory right when he refused to work extra hours that would have been a breach of the Working Time Regulations 1998.

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  McMeechan v Secretary of State for Employment [1995] IRLR 461 EAT (1 report relating to this case)

  • Contracts of employment: Agency worker was an employee

    Date:

    1 August 1995

    The EAT holds in McMeechan v Secretary of State for Employment and another that where a temporary worker's relationship with an employment agency or business is governed by a written contract, the employment status of that worker is dependent on the construction of the contractual terms.

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  McMeechan v Secretary of State for Employment [1997] IRLR 353 CA (1 report relating to this case)

  • Employment status: Agency worker was "employee" for specific assignment

    Date:

    15 June 1997

    In McMeechan v Secretary of State for Employment, the Court of Appeal holds that a temporary worker on the books of an employment agency may have the status of employee of the agency in respect of each assignment actually worked, notwithstanding that the same worker may not be entitled to employee status under his or her general terms of engagement.