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  • Date:
    31 December 2002
    Type:
    Employment law cases

    Ngengfack v London Borough of Southwark

    In Ngengfack v London Borough of Southwark [2002] EWCA Civ 711 CA, the Court of Appeal held that an employee who had been seen working in the hairdressing salon that she owned while on sick leave from her teaching job had been fairly dismissed.

  • Date:
    31 December 2001
    Type:
    Employment law cases

    Scott v London Borough of Hillingdon

    In Scott v London Borough of Hillingdon [2001] EWCA Civ 2005 CA, the Court of Appeal held that an employment tribunal was wrong to infer knowledge of a protected act on the part of three councillors who had decided not to offer a job to the claimant, and therefore to find victimisation, since knowledge on the part of the alleged discriminator of the protected act is a pre-condition to a finding of victimisation.

  • Date:
    31 December 2001
    Type:
    Employment law cases

    Lovett v Wigan Metropolitan Borough Council

    In Lovett v Wigan Metropolitan Borough Council [2001] EWCA Civ 12 CA, the Court of Appeal held that a clause that had been incorporated into an employee's written statement of employment particulars did not form part of his contract of employment because he had not agreed to it.

  • Date:
    1 May 2001
    Type:
    Employment law cases

    Hallam and another v Cheltenham Borough Council and others

    In Hallam and another v Cheltenham Borough Council and others [2001] IRLR 312 HL, the House of Lords held that in order for there to be liability for knowingly aiding discrimination under the Race Relations Act 1976, section 33(1) there must be "more than a general attitude of helpfulness and co-operation".

  • Date:
    1 January 2001
    Type:
    Employment law cases

    Macfarlane and another v Glasgow City Council

    In Macfarlane and another v Glasgow City Council [2001] IRLR 7 EAT, the EAT held that, despite a clause in the worker's contract expressly entitling the worker to substitute a replacement to do the work if unable to attend work, the worker was deemed to be an employee rather than a sub-contractor.

  • Date:
    31 December 1999
    Type:
    Employment law cases

    Duncanson v South Ayrshire Council

    In Duncanson v South Ayrshire Council [1999] SLT S19 CS, the Court of Session held that a steel cabinet within a nursery was work equipment for the purposes of the Provision and Use of Work Equipment Regulations 1992.

  • Date:
    31 December 1995
    Type:
    Employment law cases

    Barton v Wandsworth Council

    In Barton v Wandsworth Council [1995] ET/11268/94, an employment tribunal ruled that an ambulance driver employed by the technical services division of a local authority was subjected to detriment when, in circumstances of danger that he reasonably believed to be serious and imminent, he took appropriate steps to protect himself or other persons from danger.

  • Date:
    14 April 1992
    Type:
    Employment law cases

    Allsop v North Tyneside Metropolitan Borough Council

    In Allsop v North Tyneside Metropolitan Borough Council [1992] 90 LGR 462 CA, the Court of Appeal held that payments made to employees by a local authority as compensation for redundancy under a voluntary severance scheme were unlawful as they exceeded the prescribed limits.

  • Date:
    1 February 1991
    Type:
    Employment law cases

    Robb v London Borough of Hammersmith and Fulham

    In Robb v London Borough of Hammersmith and Fulham [1991] IRLR 72 HC, the High Court granted an interlocutory injunction restraining the council from giving effect to the purported summary dismissal of its director of finance on disciplinary grounds - and requiring it to treat him as suspended on full pay - unless and until it had properly complied with the disciplinary procedure incorporated into his contract of employment.

  • Date:
    1 November 1988
    Type:
    Employment law cases

    MacPherson v London Borough of Lambeth

    In MacPherson v London Borough of Lambeth [1988] IRLR 470 HC, the High Court held that the refusal of the employees to operate new equipment was in breach of their contracts and the employees were not entitled to an interlocutory order directing the council to pay arrears of salary.

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