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Most employers have “bringing the business into serious disrepute” listed as a gross misconduct offence in their disciplinary rules. When should this ground for dismissal actually be used?
Published 21.12.2016
Suppose that an employee has used their own home computer to send an offensive chain e-mail. You might think that this is a private activity. But according to the tribunal it can justify dismissal.
What do you need to know?
Published 11.04.2011
Those who are active on social media often say what they do for a job or specifically name their employer. From your perspective, this is risky. So can you ban an employee from naming or identifying
you online?
Published 24.03.2016
An employment tribunal has concluded that an employee who was sacked for taking a selfie on works premises whilst wearing a rubber Osama bin Laden face mask was unfairly dismissed. Where did the
employer go wrong?
Published 23.03.2015
The tribunal recently looked at a case where the employee had been sacked for punching a colleague after a works party. He claimed that this decision was unfair as their spat happened after hours.
Did this get him off the hook?
Published 16.01.2013
Personal blogs allow people to tell their friends what they are doing 24/7. But there’s a fine line between a bit of online gossiping and serious breaches of an employer’s confidentiality. So can you
tell your employees it’s time to blog off?
Published 23.02.2010
In a recent case, a male employee had been sacked for gross misconduct after he posted vulgar comments on Facebook about a female colleague. He argued that this was a “breach of his human rights”.
What did the tribunal say?
Published 14.05.2012
Some experts suggest that a dedicated social media policy is “a vital workplace tool”. Others have claimed it’s “an unrealistic attempt to control staff” and “displays a lack of trust”. Who is right
here and what should you do?
Published 27.04.2012
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