{"id":3960,"date":"2013-10-17T15:15:25","date_gmt":"2013-10-17T15:15:25","guid":{"rendered":"http:\/\/www.tayloremmet.co.uk\/blsblog\/?p=157"},"modified":"2013-10-17T15:15:25","modified_gmt":"2013-10-17T15:15:25","slug":"dismissing-an-employee-for-gross-misconduct-after-an-inadequate-investigation-was-victimisation","status":"publish","type":"post","link":"https:\/\/www.tayloremmet.co.uk\/blogs\/dismissing-an-employee-for-gross-misconduct-after-an-inadequate-investigation-was-victimisation\/","title":{"rendered":"Dismissing an employee for gross misconduct after an inadequate investigation was victimisation"},"content":{"rendered":"

\"blue_robm_panel\"<\/a>A recent EAT decision highlights that even an admission of gross misconduct from an employee is no guarantee that dismissal will be fair. The EAT agreed with an employment tribunal that an employee was unfairly dismissed and victimised when he was summarily dismissed, ostensibly for knowingly using non-kosher jam to make cakes at a kosher bakery.<\/p>\n

However, the EAT held that the principal reason for the dismissal was that the employee was regarded as a “problem employee” as he had previously asked for adjustments to his duties due to sciatica and had brought a tribunal claim for disability discrimination. Had it not been for this, the employer would have carried out a more thorough investigation and may as a result have imposed a more lenient penalty.<\/p>\n

A\u00a0checklist which sets out the steps a business should follow if it is considering dismissing an employee can be provided on request.\u00a0Please contact me for further details.<\/p>\n","protected":false},"excerpt":{"rendered":"

A recent EAT decision highlights that even an admission of gross misconduct from an employee is no guarantee that dismissal will be fair. The EAT agreed with an employment tribunal that an employee was unfairly dismissed and victimised when he was summarily dismissed, ostensibly for knowingly using non-kosher jam to […]<\/p>\n","protected":false},"author":36,"featured_media":3807,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1487,1490,1493,338],"tags":[265,1687,1787],"class_list":["post-3960","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-all-business","category-commercial-litigation","category-dispute-update","category-employment","tag-case-studies","tag-employment-records","tag-legal-updates"],"yoast_head":"\nDismissing an employee for gross misconduct after an inadequate investigation was victimisation | Blogs<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.tayloremmet.co.uk\/blogs\/dismissing-an-employee-for-gross-misconduct-after-an-inadequate-investigation-was-victimisation\/\" \/>\n<meta property=\"og:locale\" content=\"en_GB\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Dismissing an employee for gross misconduct after an inadequate investigation was victimisation | Blogs\" \/>\n<meta property=\"og:description\" content=\"A recent EAT decision highlights that even an admission of gross misconduct from an employee is no guarantee that dismissal will be fair. The EAT agreed with an employment tribunal that an employee was unfairly dismissed and victimised when he was summarily dismissed, ostensibly for knowingly using non-kosher jam to […]\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.tayloremmet.co.uk\/blogs\/dismissing-an-employee-for-gross-misconduct-after-an-inadequate-investigation-was-victimisation\/\" \/>\n<meta property=\"og:site_name\" content=\"Blogs\" \/>\n<meta property=\"article:published_time\" content=\"2013-10-17T15:15:25+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/www.tayloremmet.co.uk\/blogs\/wp-content\/uploads\/bls_feature_robm.png\" \/>\n\t<meta property=\"og:image:width\" content=\"662\" \/>\n\t<meta property=\"og:image:height\" content=\"548\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/png\" \/>\n<meta name=\"author\" content=\"Rob Moore\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta 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