This employment tribunal found that a police force fairly dismissed a police community support officer (PCSO) over the unexplained disappearance of £15, despite the circumstantial nature of the evidence against her.
A civilian police worker unsuccessfully claimed unfair dismissal and disability discrimination after she lost her job for a dangerous driving conviction. This is an example of an employer legitimately dismissing a worker who has been convicted of a criminal offence outside work.
In this case, the tribunal held that a police force was entitled to dismiss a long-serving employee who admitted that she had committed a single act of dishonesty outside work.
This case is an example of an employer that needed to deal with the extremely difficult issue of having a disciplinary matter pending against a member of staff on maternity leave.
The Court of Appeal has given short shrift to a police officer's disability discrimination claim over his police force's actions after he displayed violent tendencies at a Christmas party that led his colleagues to fear for their safety.
The Tax and Chancery Chamber of the Upper Tribunal has held that expectant mothers can choose to start their statutory maternity pay (SMP) at a later date than the date when they cease work.
In Aitken v Commissioner of Police of the Metropolis EAT/0226/09, the EAT held that, in assessing whether or not a police officer who had displayed violent tendencies had been discriminated against, the employment tribunal was entitled to have regard to the need for a police officer not to appear to present a danger to colleagues or the public.
In Dansie v Commissioner of Police for the Metropolis EAT/0234/09, the EAT held that a police force did not treat a male trainee officer less favourably on grounds of sex by requiring him to have his hair cut, when the same requirement would not have been demanded of a female officer with a similar hairstyle.
The Court of Appeal has criticised an employment tribunal’s suggestion that tribunals should adopt a “liberal” approach when considering whether or not to extend the time limit for lodging a claim.
The Employment Appeal Tribunal has held that a special constable's inability to meet the physical requirements to become a regular constable is not an adverse effect on her ability to carry out normal day-to-day activities when deciding whether or not she is disabled.