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Samuel Phillips Law Blog
A recent case was found in favour of an employee whose health issues were overlooked when considering matters of performance.
Unfair dismissal finding for Nestle worker sacked over “a bit of banter” – we unwrap the lessons for employers form this case.
David Barrow is a hugely experienced Project Management Executive and during a long successful career at Texas based engineering company KBR, risen to the level of Director albeit his more recent promotions caused the trigger for what proved the end of his tenure.
Jaguar Land Rover assembly line worker Vic Rumbold had suffered many years of ill health, so bad was his sickness record that each year of his 20-year career at JLR his sickness days exceeded at least 10. His employer estimated the days missed which equated to a massive 808 shifts had cost the business was in excess of £95k.
A Colwyn Bay Hair Salon has failed in its defence of an unfair dismissal claim brought by an employee stylist due to the fact the employer was found to have pre-determined the outcome before fully investigating.
Quite often we find ourselves reporting on cases where, despite the decisions made by a company to dismiss an individual, their case is lost due to an inability to follow due process. Here follows yet another example of this inability to follow a set procedure.
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