An employment tribunal has found that an employee was unfairly dismissed for circulating to colleagues a document about proposed changes to his company's pension scheme, which he found on a shared drive.
An employment tribunal has held that an NHS trust unfairly dismissed an employee who was reported for coming to work smelling of alcohol, without further evidence that he was unfit for work.
An employment tribunal has held that the dismissal of a long-serving employee who was reported for using his mobile phone while driving in his own car into a workplace car park was unfair.
An employment tribunal has held that the dismissal of a bus driver who was seen holding his mobile phone while exiting a bus stand, in breach of the employer's very strict and clearly communicated mobile phone rules, was fair.
The Employment Appeal Tribunal (EAT) has held that an employer was not obliged to put the disciplinary process on hold until the employee's grievance had been investigated.
The Employment Appeal Tribunal (EAT) has held that a dismissal was procedurally unfair because the chair of the disciplinary panel had no experience or training in conducting disciplinary hearings. This led to the disciplinary panel misapplying the disciplinary procedure, and in these circumstances, the EAT found the dismissal was also substantively unfair.
A bus driver has been awarded nearly £84,000 after his employer failed to investigate his claim that traces of cocaine picked up on a mouth swab during a drug test were the result of contamination on his hands from passengers' banknotes.
The Court of Appeal has held that it was reasonable for the employer not to carry out a detailed investigation into an employee's explanations for unusually high travel expense claims as the employer had obtained sufficient evidence to decide that the employee's explanations were implausible.
The Employment Appeal Tribunal (EAT) has held that where an internal appeal is successful, the contract of employment is automatically revived with retrospective effect.