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Insley v Accent Catering ET/3200687/2014
(1 report relating to this case)
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- Date:
- 4 February 2015
A school catering assistant was suspended by her employer for using an e-cigarette on school premises. She resigned and claimed that she had been constructively dismissed. The employment tribunal did not uphold her claim, but indicated that if she had not resigned but been dismissed, the tribunal might have judged that dismissal to be unfair.
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Institution of Professional Civil Servants and Others v Secretary of State for Defence [1987] IRLR 373 HC
(1 report relating to this case)
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- Date:
- 4 August 1987
In Institution of Professional Civil Servants and others v Secretary of State for Defence the High Court rejects a complaint by various trade unions that the Secretary of State had not Informed and consulted them about a proposed transfer of two dockyards to commercial management, as required by s.1 of the Dockyard Services Act 1986.
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Intel Corporation (UK) Ltd v Daw [2007] IRLR 355 CA
(1 report relating to this case)
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Interconnection Systems Ltd v Gibson EAT/575/93
(1 report relating to this case)
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- Date:
- 1 October 1994
In Interconnection Systems Ltd v Gibson, an employee was unfairly constructively dismissed when her employer imposed new shift patterns, and refused to accept that the domestic difficulties created by this change were a ground for considering transferring her to alternative work.
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Interfoto Picture Library Ltd v Stiletto Visual Programmes Ltd [1988] 1 All ER 348 CA
(1 report relating to this case)
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- Date:
- 31 December 1988
In Interfoto Picture Library Ltd v Stiletto Visual Programmes Ltd [1988] 1 All ER 348 CA, the Court of Appeal held that if a contract contains an unusual or onerous term of which the other party is likely to be unaware, then the party trying to enforce that term must show that reasonable steps have been taken to bring that term to the notice of the other party.
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International Sports Co Ltd v Thomson [1980] IRLR 340 EAT
(1 report relating to this case)
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- Date:
- 7 October 1980
Where an employee is absent from work for a substantial period of time through illness it is well established that employers must take proper steps to ascertain the true medical position and, once this has been done, to consult with the employee before deciding whether or not to dismiss. However, as the EAT has recently emphasised in International Sports Co Ltd v Thomson and Rolls-Royce Ltd v Walpole, these principles are inappropriate where the employee is frequently absent as a result of unconnected minor ailments.
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Interserve FM Ltd v Tuleikyte [2017] IRLR 615 EAT
(1 report relating to this case)
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Iron and Steel Trades Confederation v ASW Ltd (in liquidation) [2004] IRLR 926 EAT
(1 report relating to this case)
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Irwin v Ridge Crest Cleaning Ltd ET/1100292/10
(1 report relating to this case)
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Isherwood v West Midlands Trains Ltd ET/3311712/21
(1 report relating to this case)