Unfair dismissal
In this case, an employer's failings regarding a health and safety risk assessment led to a finding of constructive dismissal against it.
In this case, a first-aider's refusal to assist a student in need of help warranted his summary dismissal.
This case concerned an employee whose incorrect use of de-icer at a railway station was blamed by his employer for a passenger's accident.
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.
HR and legal information and guidance relating to unfair dismissal.