This week's case of the week, provided by Addleshaw Goddard, covers expired disciplinary warnings.
In Premier Foods plc v Garner EAT/0389/06, the Employment Appeal Tribunal (EAT) has held that a dismissal will be automatically unfair if, when there is a change in circumstances between the original disciplinary hearing and the appeal hearing, an employer fails to start the disciplinary process again.
This week's case of the week, provided by Hammonds, covers expired disciplinary warnings.
In London Borough of Lambeth & others v Corlett EAT/0396/06 the Employment Appeal Tribunal holds that the three-month time limit for presentation to tribunal of a wrongful dismissal complaint was extended for a further three months by the Regulations governing the statutory dispute resolution procedures.
This article looks at some of the important judgments in the area of the transfer of undertakings over the past year.
In Masterfoods (a division of Mars UK Ltd) v Wilson EAT/0202/06, the Employment Appeal Tribunal holds that where, in breach of contractual procedure, an employee had failed to provide grounds for his appeal, and been refused a hearing as a result, the employer had failed to comply with the statutory dismissal and dismissal procedure.
In Levenes Solicitors v Dalley EAT/0330/06, the Employment Appeal Tribunal (EAT) has considered whether a dismissal can be fair where other employees have not been dismissed for the same disciplinary offence in the past.
In Taylor v OCS Group Ltd  IRLR 613 CA, the Court of Appeal holds that defects in the conduct of a disciplinary hearing are capable of being "cured" in an internal appeal even if it does not amount to a full rehearing of the issue. In addition, a deaf employee not given the opportunity to have an interpreter at his disciplinary hearing was not treated less favourably for a reason related to his disability.
In Pudney v Network Rail Infrastructure Ltd EAT/0707/05, the Employment Appeal Tribunal holds that a dismissal is unfair if it is made on the basis of information or evidence that is not disclosed to the employee or upon which the employee is not given the opportunity to comment.
HR and legal information and guidance relating to disciplinary penalties.