Nick looks at a case on whether there is an implied obligation on an employee to disclose their own misconduct. He also reviews an EAT decision on whether an employee remained part of a group transferring under TUPE, when the customer had objected to the employee being part of the group. Finally, he analyses a Tribunal decision where the employee was unfairly dismissed although he smelt of alcohol at work for which he gave apparently inconsistent explanations. To follow Nick on Twitter, please go to Nicholas Robertson@NicholasRober11 to receive links to all the cases mentioned.
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