Having A NatteRR

Having a NatteRR - Series 5 Episode 7

This week, Simon, David and Imogen discuss the Employment Tribunal case of Miss A Curtis v Milltek Sport Ltd in the final episode of this year’s series.

We discuss the issues in the case, focussing on the Claimant’s public interest disclosure that the Managing Director of the company was fraudulently using a company credit card. This included that he was using funds to upgrade to business class on flights, pay for parts on his vehicle and buy gifts for his partner.

We provide our insight on five key ways to investigate disclosures of this nature and what further claims can arise should you fail to do so.

Having a NatteRR - Series 5 Episode 6

This week, Simon, David, and Imogen discuss the Employment Tribunal case of Mr L Marana v University Hospitals Coventry & Warwickshire NHS Trust.

We discuss the issues in the case, including the Claimant’s dismissal for gross misconduct due to his 'pattern of inappropriate and unwanted behaviour' towards a young healthcare assistant in his team.

We focus on the Claimant’s claims that the allegations he faced, such as his attempting to kiss the assistant on the lips numerous times, were a ‘cultural norm’.

We each give the others’ view on the Tribunal’s findings that dismissed the Claimant’s claims for race discrimination and found that his actions towards the woman went beyond 'friendly' Filipino customs.

Having a NatteRR - Series 5 Episode 5

This week, Simon, David and Imogen discuss the Employment Tribunal case of Jasmine Stunell v Leo Bancroft Salon Ltd.

We discuss the issues in the case, focussing on the Claimant’s claims of age discrimination in respect of comments made to her when she was 16 years old, including ‘grow up’ and ‘pull yourself together’.

We each give the others’ view on the Tribunal’s findings that the remarks complained of are not intrinsically linked to age. 

David also expresses his anger towards the automated voices for zoom and lifts. 

Having a NatteRR - Series 5 - Episode 4

This week David and Imogen discuss the Employment Tribunal case of Mrs R Malone v The Chief Constable of the Police Service of Scotland. We discuss the issues in the case, focussing on the findings of the Tribunal that there was a ‘sexist boys’ club culture’ within the armed response vehicle unit. We go on to discuss further findings that much of the witnesses’ evidence for the Police, which included high ranking officers, was deemed not credible.

The Tribunal dismissed the Claimant’s claim of sex discrimination but upheld her complaint of victimisation.

We also discuss updates amongst the team, including the suspicious loft, and try our best to give each other's viewpoints on the case.

Having a NatteRR - Series 5 Episode 3

This week Simon, David and Imogen discuss the Employment Appeal Tribunal (EAT) case of Moore v Phoenix Product Development Limited. We discuss the issues of the case, focusing on the Employee who was dismissed not having been afforded an appeal. The dismissal was found to be reasonable in all the circumstances and ultimately it was found that an appeal was not necessary on the facts.

We discussed the importance of the facts of the case in the EAT arriving at this decision, including that this was a dismissal for some other substantial reason (SOSR). We discuss the potential for this case to have been decided differently, should the actual reason for dismissal have been found to be conduct related on its facts.

We also discuss our team member Imogen moving into a new house... and a rather suspicious loft.

Having a NatteRR - Series 5 Episode 2

This week Simon, David and Imogen discuss the case of Lacatus v Barclays Execution Services Limited. The case had many issues, but we focus on the Tribunal’s findings that the male line manager of the female Claimant, in referring to women as “birds”, subjected the Claimant to direct sex discrimination. The Tribunal found that “the use of the phrase ‘bird’ was a misplaced use of irony which inadvertently caused offence”, thus demonstrating that it is the effect on the individual that is usually relevant in discrimination or harassment claims, rather than the intention of the perpetrator.

We also explore the differences between Orville the Duck and Uri Geller. As you’d expect.

Having a NatteRR - Series 5 - Episode 1

The podcast returns this week with a brand new series of 'Having a NatteRR'!

This week for the first episode, Simon, David and Imogen discuss the case of Mr David Seccombe v Reed in Partnership Ltd. They discuss the case concerning whether the Claimant had a disability and the fundamental distinction between a Claimant having a disability and the Respondent (Employer) being aware of that disability, including where this has not been disclosed by the Employee at the outset of employment. 

Having A NatteRR - Series 4: Episode 7

Having A NatteRR returns with a brand new episode.

This week, Simon, David and Imogen discuss the case of Flatman v Essex County Council. In this case, the Employment Appeal Tribunal held that an Employment Tribunal had erred by failing to identify whether a fundamental breach of contract by an employer had occurred before the point of an employee's resignation and reaffirmed that, once committed, a fundamental breach cannot be cured.

Having A NatteRR - Series 4: Episode 6

Robinson Ralph is back with a brand new episode of 'Having A NatteRR'.

This week, David, Jane, and Imogen discuss the case of Aylott v BPP University Limited. In this case, the Employment Tribunal awarded the Claimant, a former employment law lecturer who suffered with depression and anxiety, £168,047.40 after finding that she had been constructively and unfairly dismissed following the Respondent's lack of action and a failure to make reasonable adjustments by neither reducing her workload, nor supporting her.

Having A NatteRR with Carolyn Hobdey - Part 2

The second part of Robinson Ralph's special episode of ‘Having A NatteRR’ featuring the wonderful Carolyn Hobdey.

If you or your organisation wish to contact Robinson Ralph for general or specific employment law advice, please get in touch at info@robinsonralph.com.