TITLE

LEGAL CHECKLIST

PUB. DATE
January 2008
SOURCE
People Management;1/24/2008, Vol. 14 Issue 2, p25
SOURCE TYPE
Periodical
DOC. TYPE
Article
ABSTRACT
The article deals with court cases in Great Britain relating to statutory procedure on dismissal. In Davies v. Farnborough College of Technology, the college wanted to make one of three lecturers redundant. Davies was made redundant but was not told the selection criteria and his score which led to his dismissal. In O'Neil v. Wooldridge Ecotec Ltd., O'Neil was dismissed the day after his manager became aware of his misconduct. He was told the reason for his dismissal was verbal abuse but not what the abuse was.
ACCESSION #
29415862

 

Related Articles

  • Grounds for dismissal. Babu, Trish // Hotel & Accommodation Management;Aug2012, Vol. 16 Issue 4, p41 

    The article discusses a court case in Australia wherein an employee who served for 12 years was dismissed for breach of a zero-tolerance policy. It states that the employee sent pornographic emails to his sister-in-law, which is a breach of the zero tolerance policy of the employer. The Fair...

  • CASE ROUND-UP.  // Personnel Today;8/22/2006, p23 

    This article presents information about some court cases related to unfair dismissal of employees. In the first case, Bone versus Fabcon Projects Ltd. UK, the employee claimed constructive unfair dismissal. The tribunal accepted his claim and a copy was sent to Fabcon. But the company failed to...

  • A question of fairness. Ankeny, Robert // Crain's Detroit Business;8/8/2005, Vol. 21 Issue 32, p11 

    This article reports that companies that face employee lawsuits alleging discrimination or harassment often could have avoided the litigation by acting fairly and reasonably, and by having a clear set of personnel policies and standards and enforcing them. In defending wrongful discharge,...

  • Good records win lawsuits: When disciplining, be as specific as possible.  // HR Specialist: Employment Law;Feb2013, Vol. 43 Issue 2, p4 

    The article focuses on employee who was terminated in his job after a history of rule violations which resulted in an accident, and filed a suit alleging that others who also worked in the rail had not been punished for their violations, but the court threw his case for he did not provide evidence.

  • Lateral thinkers will prosper in 2009. Hallliday, Kathy // Personnel Today;1/13/2009, p9 

    The article comments on legal aspect of layoffs that took place in 2008 to counter the global recession. It is stated that with so many redundancies expected in 2009, there is widespread concern that litigation will increase. It is noted that the abolition of the formulaic statutory disputes...

  • Employer relies on post-employment events to justify dismissal. Curran, Mark // Keeping Good Companies (14447614);Jul2009, Vol. 61 Issue 6, p362 

    The article highlights several court cases wherein employers rely on post-employment events to justify dismissal in Australia. In the case of Johns v. Brisbane City Council, the principle of unfair dismissal has been applied, provided the conduct is sufficiently serious and the employer has...

  • A sad face does not raise a personal grievance.  // Motor Equipment News;Sep2010, p10 

    The article discusses two court cases wherein the personal grievance provisions of the Employment Relations Act of 2000 in New Zealand were applied. The first case was about a security officer who claimed he was unfairly treated and whose employer argued that his complaint missed the 90-day...

  • When disciplining, focus on words and actions.  // HR Specialist: Pennsylvania Employment Law;Dec2014, Vol. 9 Issue 12, p1 

    The article discusses the court case Berkowitz v. Oppenheimer Precision Products in Pennsylvania, in which complainant Andrew Berkowitz was terminated as machinist for behavioral problems.

  • 9. Industrial Relations Act (IV of 2008).  // Eastern Worker;Jul2011, Vol. 51 Issue 4, p16 

    The article discusses a court case wherein the services of a Pakistani employee was abruptly terminated considering his appointment as contractual one. In Army Welfare Trust through Managing Director and another v. Sub. (Retd) Muhammad Ashraf and another, the decision of the Labour Court was...

Share

Read the Article

Courtesy of VIRGINIA BEACH PUBLIC LIBRARY AND SYSTEM

Sorry, but this item is not currently available from your library.

Try another library?
Sign out of this library

Other Topics