Misconduct dismissals

New and updated

• Type:

  Employment law cases

  Golf club fairly dismissed employee for excessive personal internet use at work

  An employment tribunal found that a golf club fairly dismissed an employee for excessive personal internet use during working hours, despite the fact that it did not have a formal policy on staff use of the internet.

• Type:

  Employment law cases

  Pilot fairly dismissed for dangerous helicopter manoeuvre

  In this case, a third party's insistence that an employee be removed from its operations left his employer with no choice but to dismiss him.

• Type:

  Employment law cases

  Unfair for small employer to have one person in charge of whole disciplinary process

  A family-run business made the classic mistake of having one person act as "judge, jury and executioner" in a disciplinary procedure against an employee accused of misconduct.

• Type:

  Employment law cases

  Bribery: employee fairly dismissed for accepting laptop and printer from contractor

  In this case, the employment tribunal found that an employee who breached her employer's inducements, gifts and favours policy was fairly dismissed. The case is a good example of circumstances that might be covered by the Bribery Act 2010 when it comes into force in April 2011.

• Type:

  Employment law cases

  Dismissal rendered unfair by one manager's involvement throughout disciplinary process

  One manager's involvement throughout a disciplinary process can render an otherwise fair dismissal unfair, as the employer in this case discovered.

• Type:

  Employment law cases

  Pub manager fairly dismissed after his wheelie bin prank was caught on CCTV

  An employee's workplace prank can undermine the employer's trust and confidence in him or her, and warrant summary dismissal, as this case demonstrates.

• Type:

  Employment law cases

  Employee fairly dismissed for lying to court about employer's stance on her jury service

  An employee's lies to a third party can be grounds for dismissal for breach of trust and confidence, as this case demonstrates.

• Date:

  15 September 2010

  Type:

  Employment law cases

  Discipline: Consolidation, with the employee's consent, of old and new allegations at a second disciplinary hearing was fair

  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.

• Type:

  Employment law cases

  Claimant rightly excluded from disciplinary hearing over fears of witness intimidation

  This case is a useful example for employers of how to carry out a disciplinary investigation and hearing into a violent incident, when the alleged victim or witnesses might feel intimidated.

• Type:

  Employment law cases

  Facebook entry and YouTube video led to amateur model's dismissal

  Employers can use entries on websites such as Facebook and YouTube as evidence in disciplinary proceedings, as this case demonstrates.