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Tuesday, 08 June 2010 |
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A recent case (Salford NHS Trust v Roldan) set down a number of propositions, in cases of dismissal for poor conduct. It is important to bear these in mid when handling such cases.
Firstly, the more serious the consequences for the employee the more diligent the employer should be in investigating the facts. In the particular case the employee faced deportation if dismissed. Secondly, where there is no clear answer on the balance of probabilities the alleged wrongdoer must be given the benefit of the doubt. |
