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- Type:
- Employment law cases
In Thomson v Imperial College Healthcare NHS Trust EAT/0218/14, the EAT upheld an employment tribunal's ruling that a conduct dismissal was unfair because the chair of the disciplinary panel had no training or experience in the role, and he impermissibly dismissed for what amounted to serious but not gross misconduct. The employee had, however, failed to establish that there was any failure to make reasonable adjustments.
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- Type:
- Employment law cases
An employment tribunal has held that the dismissal of a long-serving employee who was reported for using his mobile phone while driving in his own car into a workplace car park was unfair.
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- Type:
- Employment law cases
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.
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- Type:
- Employment law cases
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.
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- Type:
- Employment law cases
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".
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- Type:
- Employment law cases
The Court of Appeal has revisited the issue of warnings and confirmed that a warning given in bad faith cannot be relied on to justify a dismissal.
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- Type:
- Employment law cases
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.
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- Type:
- Employment law cases
The Employment Appeal Tribunal (EAT) has held that a dismissal was procedurally unfair because the chair of the disciplinary panel had no experience or training in conducting disciplinary hearings. This led to the disciplinary panel misapplying the disciplinary procedure, and in these circumstances, the EAT found the dismissal was also substantively unfair.
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- Type:
- Employment law cases
James Buckley, Iain Naylor, Chris McAvoy and Lucy Sorell are associates and Mona Jackson is a trainee solicitor at Addleshaw Goddard LLP. They round up the latest rulings.
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- Type:
- Employment law cases
A bus driver has been awarded nearly £84,000 after his employer failed to investigate his claim that traces of cocaine picked up on a mouth swab during a drug test were the result of contamination on his hands from passengers' banknotes.