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- Type:
- Employment law cases
Forcing an employee to resign can easily result in a successful tribunal claim, as this case shows.
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- Type:
- Employment law cases
In this case, an employment tribunal held that a manager's dismissal for a one-off mistake that could have had fatal consequences was fair.
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- Date:
- 15 February 2011
- Type:
- Employment law cases
In Hussain v Acorn Independent College Ltd EAT/0199/10, the EAT held that a teacher had the requisite one-year period of continuous employment to bring a complaint of unfair dismissal. Continuity was preserved over the college summer vacation between his first temporary contract and a subsequent contract because his absence was on account of a "temporary cessation of work".
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- Type:
- Employment law cases
Employees' entries on social media critical that are of their employer will not always justify dismissal, as this case demonstrates.
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- Type:
- Employment law cases
This case demonstrates the difficulties faced by employers in introducing workplace drug and alcohol testing.
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- Date:
- 8 February 2011
- Type:
- Employment law cases
The Court of Appeal has held that, when considering dismissal of an employee for misconduct, an employer is not taken to have known mitigating facts that are known to the employee's manager but are withheld from the dismissing officer.
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- Date:
- 7 February 2011
- Type:
- Employment law cases
The Court of Appeal has reinstated an employment tribunal decision that a nurse with a clean record was unfairly dismissed when she made a single lewd remark while restraining a patient having an epileptic fit.
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- Type:
- FAQs
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- Date:
- 1 February 2011
- Type:
- Employment law cases
In Gisda Cyf v Barratt [2010] IRLR 1073 SC, the Supreme Court held that, where a dismissal is effected by letter, the effective date of termination (from which the time limit for an unfair dismissal claim begins to run) does not occur until the letter is read or until the point at which the employee has had a reasonable opportunity to read it. In doing so, the Court rejected the contention that ordinary contractual principles should apply so that the effective date of termination would be the date on which the letter is delivered.
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- Type:
- Employment law cases
Employers faced with an employee who has been convicted of a criminal offence outside work must look at all the circumstances and still follow their usual disciplinary procedure before making a decision to dismiss, as this tribunal judgment shows.