A model letter when your redundancy consultation and selection procedure has closed to inform employees no longer at risk of redundancy that their jobs will remain.
In Pinto v Gloucestershire NHS Primary Care Trust EAT/0351/09, the EAT held that an employer acted reasonably in dismissing an employee for gross misconduct after she agreed that a final written warning should be set aside, and the allegations that led to it considered in a fresh disciplinary hearing, together with a number of new allegations of misconduct.
The employer in this case was determined to get rid of an employee who was off sick for 11 months after an accident at work for which it admitted liability, leading to a finding of unfair dismissal.