An employment tribunal has held that an HR director in the NHS was constructively dismissed and discriminated against after she rejected the sexual advances of the trust's chairman. She was awarded £832,711.
On this week's podcast, we discuss disciplinary warnings that lead to dismissal for misconduct and the decision in Cogman v Stannah Stairlifts Ltd.
In this week's podcast, we discuss potentially fair statutory ban dismissals and provide guidance on the procedure that employers should go through.
This first-instance tribunal decision shows that a series of incidents in which an employee is warned for verbally abusing colleagues can combine to lead to a fair dismissal, even if taken individually the incidents do not justify dismissal.
In this week's podcast, we discuss poor timekeeping by employees and provide practical guidance on what steps an employer can take.
The dismissal of an immigration officer for taking a bribe was held to be fair by the employment tribunal. The employer was entitled to conclude that the honesty and integrity of the employee, who performed an important public function, was in doubt because she did not immediately report the bribe.
This tribunal decision concerns a long-serving employee who was dismissed for persistent lateness following an accumulation of warnings.
In The British Waterways Board (t/a Scottish Canals) v Smith EAT/0004/15, the EAT allowed an appeal against a tribunal's finding that the dismissal of an employee for posting offensive Facebook comments about colleagues and about drinking while on standby was unfair. The tribunal had substituted its own view of the seriousness of the conduct for that of the employer.
HR and legal information and guidance relating to dismissal.