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- Type:
- Employment law cases
The NHS trust in this case unfairly treated two relatively minor criminal convictions as an adequate reason to dismiss a worker, in a case that is a cautionary tale for employers that treat a criminal conviction as an automatic reason for dismissal.
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- Type:
- Employment law cases
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.
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- Type:
- Letters and forms
A model letter to internally announce the departure of an employee who has resigned.
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- Type:
- Letters and forms
A model letter to make an announcement to the relevant external parties that an employee has resigned.
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- Type:
- Employment law cases
In this well-publicised case, the employer was in the unenviable position of having to decide whether or not an employee who had been charged with, but not yet tried for, murder should be dismissed.
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- Type:
- Employment law cases
An unfortunate situation arose for this small employer when a recruitment consultant was made redundant after she had informed it, just two weeks into her new job, that she was pregnant. She claimed sex discrimination and unfair dismissal after seeing an advert shortly after her redundancy stating that the company was seeking recruitment consultants.
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- Date:
- 26 September 2011
- Type:
- Employment law cases
The Court of Appeal has held that a reference raising unsubstantiated concerns about an ex-employee's performance was not unfair.
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- Date:
- 22 September 2011
- Type:
- Employment law cases
The Employment Appeal Tribunal has held that, where an employer offers an incentive to employees to secure agreement to variation of their contracts, it is reasonable not to offer that benefit as part of an offer of re-engagement following dismissals for failure to agree.
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- Type:
- Employment law cases
The employer in this case wanted to make a blanket variation to its workforce's contractual notice periods. However, the employer got itself into the difficult position of varying the claimant's notice period, while the rest of the workforce refused the change.
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- Type:
- Employment law cases
In this case, the industrial tribunal in Northern Ireland described a small employer's decision to dismiss a young worker to avoid having to increase her pay from £4.00 to the national minimum wage rate of £4.92, when she reached the age of 18, as "callous".