Unfair dismissal
Ceri Hughes, David Parry, and Carly Mather, associates at Addleshaw Goddard, detail the latest rulings.
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.
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.
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.
This case deals with a common situation faced by employers: an employee who, faced with a disciplinary sanction, goes on sick leave.
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.
Annabel Mackay, managing associate at Addleshaw Goddard, detail the latest rulings.
This week's case of the week, provided by DLA Piper, covers sex and pregnancy discrimination and constructive dismissal.
One manager's involvement throughout a disciplinary process can render an otherwise fair dismissal unfair, as the employer in this case discovered.
HR and legal information and guidance relating to unfair dismissal.