Cases within O

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  O'Brien v Associated Fire Alarms Ltd [1969] 1 All ER 93 CA (1 report relating to this case)

  • O'Brien v Associated Fire Alarms Ltd

    Date:

    31 December 1969

    In O'Brien v Associated Fire Alarms Ltd [1969] 1 All ER 93 CA, the Court of Appeal held that if there is no express term relating to the place of work in an employment contract then one will be implied based on the facts.

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  O'Brien v Bolton St Catherine's Academy [2017] IRLR 547 CA (2 reports relating to this case)

  • Sickness absence: Decision to dismiss disabled employee for long-term sickness absence was disproportionate and unreasonable

    Date:

    24 September 2017

    In O'Brien v Bolton St Catherine's Academy [2017] IRLR 547 CA, the Court of Appeal held that the employer's decision to disregard new medical evidence and dismiss an employee on long-term sickness absence amounted to both discrimination arising from disability and unfair dismissal.

  • Long-term sickness absence: dismissal was disproportionate and unreasonable

    Date:

    21 March 2017

    The Court of Appeal has held that an employer's decision to disregard new medical evidence and dismiss an employee on long-term sickness absence amounted to discrimination arising from disability and unfair dismissal.

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  O'Brien v Ministry of Justice (formerly Department for Constitutional Affairs) [2013] IRLR 315 SC (1 report relating to this case)

  • Case round-up

    Date:

    1 April 2013

    Claire Thomas is managing associate, and Chris McAvoy, Joelle Parkinson, David Rintoul, and Gerri Hurst associates at Addleshaw Goddard LLP. They round up the latest rulings.

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  O'Cathail v Transport for London [2013] IRLR 310 CA (1 report relating to this case)

  • Case round-up

    Date:

    1 April 2013

    Claire Thomas is managing associate, and Chris McAvoy, Joelle Parkinson, David Rintoul, and Gerri Hurst associates at Addleshaw Goddard LLP. They round up the latest rulings.

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  O'Connell v 838383 Barrow Ltd, t/a A1 Cars ET/2513312/09 (1 report relating to this case)

  • Decision to terminate private tenancy was "last straw"

    Date:

    15 March 2010

    In this case, a decision to terminate a private tenancy was the "last straw" in a constructive dismissal claim.

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  O'Connor v Perry Group plc [1997] IT/10392/94 (1 report relating to this case)

  • Market forces did not justify £8,000 pay gap

    Date:

    1 December 1997

    Awarding equal pay, a Bury St Edmunds industrial tribunal (Chair: J Drysdale) in O'Connor v the Perry Group plc rejects an employer's claim that an £8,000 difference in pay between a female group personnel and training manager and a male group finance and insurance sales manager employed on work of equal value was due to market forces.

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  O'Dea v Bonart Ltd [1997] IT/1700168/97 (1 report relating to this case)

  • Sick-pay change justified

    Date:

    1 September 1997

    In O'Dea v Bonart Ltd the employment tribunal held that an employer was justified in telling a disabled employee on sick leave that the guidelines in his contract of employment on sick pay did not apply and payment would be made at the management's discretion.

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  O'Dea v ISC Chemicals Ltd [1996] ICR 222 CA (1 report relating to this case)

  • Trade union activists: Shop steward not selected on trade union grounds

    Date:

    1 October 1995

    A union official who spent 50% of his working time on trade union activities was not selected for redundancy on trade union grounds, holds the Court of Appeal in O'Dea v ISC Chemicals Ltd.

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  O'Doherty v Royal Bank of Scotland ET/2407660/2010 (1 report relating to this case)

  • Employment tribunals: 10 large tribunal payouts in 2014

    Date:

    14 January 2015

    We round up 10 large awards that employment tribunals made in 2014. The compensation awarded in these cases totals nearly £3 million.

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  O'Donnell v High Sports Group Ltd ET/2314518/2013 (1 report relating to this case)

  • Fair dismissal of climbing instructor who "momentarily lost his cool" with customer

    Date:

    7 November 2013

    An employee's inappropriate behaviour towards a customer can clearly be a fair reason for dismissal, as the unsuccessful claimant in this tribunal case found out.