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.
In this Northern Irish reference, the European Court of Justice (ECJ) has held that each of a retailer's store is capable of constituting an "establishment" for redundancy consultation purposes.
An employment tribunal has struck out whistleblowing claims brought by an individual who argued that he made a protected disclosure when he complained that his line manager had been rude to a colleague. The claimant did not reasonably believe that he was making the disclosure "in the public interest".
The European Court of Justice (ECJ) has held that, when deciding whether or not collective redundancy consultation obligations are triggered, the number of proposed redundancies should be measured in the entity to which the workers made redundant are assigned to carry out their duties, rather than across the whole organisation.
The Employment Appeal Tribunal (EAT) has held that allegations about accounting malpractices that affected the bonuses and commission of 100 senior managers were made in the reasonable belief that they were in the public interest.