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- Date:
- 16 November 2021
- Type:
- Podcasts and webinars
How are employment tribunals approaching claims arising from the coronavirus pandemic? We explore the most important decisions handed down so far this year and discuss their practical implications for HR.
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- Type:
- Employment law cases
In Thompson v Informatica Software Ltd, the Employment Appeal Tribunal held that the employee's dismissal for authorising the cost of a golf trip for a customer, in breach of the employer's anti-corruption policy, was fair.
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- Date:
- 25 October 2021
- Type:
- Employment law cases
We examine four employment tribunal decisions concerning the dismissal of employees for social media activities.
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- Date:
- 15 March 2021
- Type:
- Employment law cases
In Northbay Pelagic Ltd v Anderson, the Employment Appeal Tribunal held that the employer's decision to dismiss an employee for installing a surveillance camera at work was unfair.
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- Date:
- 25 February 2021
- Type:
- Employment law cases
In Kubilius v Kent Foods Ltd, an employment tribunal held that the delivery driver was fairly dismissed when he refused to wear a face mask at a client site.
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- Type:
- Policies and procedures
A model checklist to use when holding an initial settlement discussion with an employee who is subject to a disciplinary offence.
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- Type:
- Letters and forms
A model letter to confirm the terms of a settlement offer following settlement discussions related to conduct.
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- Date:
- 20 January 2021
- Type:
- Employment law cases
In Rawal v Royal Mail Group Ltd ET, an employment tribunal held that the principal reason for the employee's dismissal was his trade union activities, not because he had urinated in a public place.
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- Date:
- 21 September 2020
- Type:
- Employment law cases
In K v L, the Employment Appeal Tribunal held that a school teacher's dismissal for possessing indecent images of children was unfair because the employer had not cited reputational damage as a potential ground for dismissal.
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- Date:
- 2 June 2020
- Type:
- Employment law cases
In Adenusi v London Underground Ltd, an employment tribunal held that the employee's dismissal for sexual harassment was unfair because the employer did not carry out a reasonable investigation.