Cases within B

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  Balkaya v Kiesel Abbruch- und Recycling Technik GmbH [2015] IRLR 771 ECJ (1 report relating to this case)

  • Case round-up

    Date:

    1 October 2015

    David Malamatenios is a partner and Sandra Martins, Krishna Santra and Colin Makin are senior associates at Colman Coyle Solicitors. They round up the latest rulings.

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  Ball v University of Aberdeen ETS/101486/08 (1 report relating to this case)

  • University researcher on three successive fixed-term contracts declared permanent employee

    Date:

    19 August 2010

    An employment tribunal has found that an individual employed on three consecutive fixed-term contracts over almost a decade is a permanent employee, in a case that has significance for employers in sectors that regularly employ staff for a fixed term, such as teaching, IT and construction.

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  Balogun and another v Centre West London Buses Ltd [2005] All ER (D) 225 (Nov) EAT (2 reports relating to this case)

  • Unfair dismissal: Continuation of hearing in employees' absence was reasonable

    Date:

    17 February 2006

    In Centre West London Buses Ltd v (1) Balogun and (2) Ambali, the EAT holds that the employment tribunal erred in making findings of unfair dismissal because the employees had chosen to absent themselves from a disciplinary hearing on the unreasonable advice of their trade union representative.

  • Case round-up: Unfair dismissal

    Date:

    6 December 2005

    This week's case round-up from Eversheds, covering unfair dismissal.

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  Bamber v Fuji International Finance Plc [1996] ET/28081/94 (1 report relating to this case)

  • Bamber v Fuji International Finance Plc

    Date:

    31 December 1996

    In Bamber v Fuji International Finance Plc [1996] ET/28081/94, an employment tribunal found that Miss Bamber had been sexually discriminated against in relation to promotion. The award of compensation included £20,000 aggravated damages.

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  Bamsey and others v Albon Engineering & Manufacturing plc [2004] IRLR 457 CA (1 report relating to this case)

  • Bamsey and others v Albon Engineering & Manufacturing plc

    Date:

    1 June 2004

    In Bamsey and others v Albon Engineering & Manufacturing plc [2004] IRLR 457 CA, the Court of Appeal held that where overtime hours have been worked during the 12-week period immediately preceding the date on which a worker's holiday begins only those hours that the employer is contractually required to provide and the worker contractually required to work count as normal working hours for the purposes of determining the amount of a week's pay.

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  Bamsey and others v Albon Engineering [2003] All ER (D) 424 (Mar) EAT (1 report relating to this case)

  • Case round-up

    Date:

    1 June 2003

    Our resident experts at Pinsents bring you a comprehensive update on all the latest decisions that could affect your organisation, and advice on what to do about them.

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  Banaszczyk v Booker Ltd [2016] IRLR 273 EAT (1 report relating to this case)

  • Meaning of disability: lifting up to 25kg is "normal day-to-day activity"

    Date:

    1 March 2016

    Lifting up to 25kg is a "normal day-to-day activity" when deciding whether or not someone is disabled under the Equality Act 2010. Imogen Noons explains a recent Employment Appeal Tribunal (EAT) decision on the definition of disability.

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  Bancroft v Interserve (Facilities Management) Ltd EAT/0329/12 (1 report relating to this case)

  • Case round-up

    Date:

    1 May 2013

    David Malamatenios is a partner and Colin Makin, Linda Quinn, Krishna Santra and Sandra Martins are associates at Colman Coyle Solicitors. They round up the latest rulings.

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  Bandara v British Broadcasting Corporation EAT/0335/15 (1 report relating to this case)

  • Unfair dismissal: impact of "manifestly inappropriate" warning on decision to dismiss

    Date:

    17 November 2016

    The Employment Appeal Tribunal (EAT) has held that where an employee is dismissed for misconduct following an earlier warning that the tribunal has found to be manifestly inappropriate, the tribunal must examine the weight the employer attached to that warning in deciding whether or not the decision to dismiss was within the range of reasonable responses.

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  Banerjee v City & East London Area Health Authority [1979] IRLR 147 EAT (1 report relating to this case)

  • Unfair dismissal: When re-organisation is a substantial reason for dismissal

    Date:

    18 July 1979

    The Court of Appeal held, in Hollister v National Farmers' Union, that Mr Hollister's dismissal for refusing to accept the terms of a re-organisation amounted to some other substantial reason for dismissal. And in Banerjee v City & East London AHA, the EAT overturned an Industrial Tribunal's decision that Mr Banerjee's dismissal from his post of part-time consultant surgeon following a decision to replace part-timers with full-timers was for some other substantial reason.