In Alsnih v Al Quds Al-Arabi Publishing & Advertising, an employment tribunal held that the dismissal of an employee for refusing to use a work-related app on her personal phone was procedurally and substantively unfair.
In Weller v First MTR South Western Trains Ltd, an employment tribunal found that the dismissal of a train driver for offensive Twitter posts was unfair but declined to award any compensation.
We look at three employment tribunal cases in which employers criticised or disciplined employees for their social media activities.
We look at four employment tribunal cases in which the claimants successfully argued that the mishandling of the disciplinary process rendered their dismissals unfair.
In Allette v Scarsdale Grange Nursing Home Ltd, an employment tribunal held that a care-home worker was fairly dismissed when she refused to be vaccinated against coronavirus.
In Hope v British Medical Association, the Employment Appeal Tribunal held that the tribunal was entitled to find that the employer had acted reasonably in dismissing the employee for bringing vexatious grievances and refusing to either pursue or withdraw those grievances.
In London Borough of Hammersmith and Fulham v Keable, the Employment Appeal Tribunal held that the dismissal of an employee for making remarks about Zionism during a conversation at a political rally, which was filmed and later posted on Twitter, was unfair.
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.
We examine four employment tribunal decisions concerning the dismissal of employees for social media activities.
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.
Employment law cases: HR and legal information and guidance relating to misconduct dismissals.
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