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Salford Royal NHS Foundation Trust v Roldan [2010] IRLR 721 CA
(1 report relating to this case)
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- Date:
- 11 August 2010
In Salford Royal NHS Foundation Trust v Roldan [2010] EWCA Civ 522 CA, the Court of Appeal held that an employment tribunal was entitled to find a dismissal unfair where the reason for the dismissal included an allegation about a secondary incident that had not been particularised, and where there had been a failure to investigate a key dispute of fact between the accuser and accused.
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Salim v London United Busways Ltd [2007] ET/2301053/07
(1 report relating to this case)
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Salinas v Bear Stearns International Holdings inc and another [2004] All ER (D) 296 (Oct) EAT
(1 report relating to this case)
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Salisbury NHS Foundation Trust v Wyeth EAT/0061/15
(1 report relating to this case)
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Salmon v Castlebeck Care (Teesdale) Ltd (in administration) and another [2015] IRLR 189 EAT
(1 report relating to this case)
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Salvation Army Trustee Company v Bahi and others EAT/0120/16
(1 report relating to this case)
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Samels v University of Creative Arts [2012] EWCA Civ 1152 CA
(1 report relating to this case)
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Samsung Electronics (UK) Ltd v Monte-D'Cruz EAT/0039/11
(1 report relating to this case)
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Samuel Smith Old Brewery (Tadcaster) v Marshall and another EAT/0488/09
(2 reports relating to this case)
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- Date:
- 1 May 2010
Richard Ryan, associate, Helen Ward, associate, and Tori O'Neil, trainee solicitor, Addleshaw Goddard, detail the latest rulings.
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- Date:
- 21 April 2010
The Employment Appeal Tribunal has held that it will only rarely be unfair for an employer to proceed with a disciplinary hearing prior to holding a related grievance appeal hearing.
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Sandhu and others v Gate Gourmet London Ltd [2009] IRLR 807 EAT
(1 report relating to this case)
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- Date:
- 8 September 2009
In Sehmi v Gate Gourmet London Ltd; Sandhu and others v Gate Gourmet London Ltd EAT/0264/08 & EAT/0265/08, the EAT held that, while the withdrawal by an employee of his or her labour will not necessarily justify dismissal, in a situation where large numbers of employees deliberately absent themselves from work in a manner that is liable to do serious damage to the employer's business, dismissal of those taking part in the action will be reasonable, even where the absence is not prolonged.