Letter Of Termination Of Employment In The UK

Letter Of Termination Of Employment – Solicitors; Are you in search of experienced legal professionals to advise and assist in the drafting of a letter of termination of employment for an employee at your organisation within the UK? Then you should make a no obligation call to the employment and commercial law specialists at Michael Lewin Solicitors to discover how the guidance and assistance of our experts could ensure that you are acting fairly and in full compliance with all current employment legislation.

Pay and Benefits Magazine posted an article on 30 April 2013 reporting on the decisions from several recent employment tribunal cases including that of O’Hanlon v Post Office Ltd [2013] All ER (D) 50 (Mar).

The article summarises that "An employee swore at a customer. During the disciplinary hearing to other incidents were raised. As a consequence the work was dismissed. A claim for unfair dismissal ensued because their employer at bases decision on the cumulative impact of the incidents."

It then goes on to explain "The employee worked in a post office. In December 2009 an incident occurred in which the worker swore in front of a customer. The employer brought disciplinary proceedings and during its investigation to previous incidents emerged. The employee however was never given the chance to comment on those are the two incidents. In February 2010 he was dismissed after a disciplinary hearing."

Has a former employee brought a tribunal claim against you following the issue of a letter of termination of their contract of employment at your organisation in the UK? If an employee feels they were unfairly dismissed by you the highly skilled professionals at Michael Lewin Solicitors could provide assistance with regards to various methods of alternative employment dispute resolution to help you achieve a swift and cost-effective solution to the issue but could also provide outstanding legal representation at employment tribunal hearing to protect the best interests of your organisation when required.

The above-mentioned article informs that "The employer had taken into account all three incidents and decided that any sanction other than dismissal would be unable to prevent the employee’s allegedly abusive aggressive and irrational behaviour from re-occurring. The employee brought a claim for unfair dismissal. The employment tribunal dismissed the claim. Although the employer was wrong basing his decision on the cumulative impact of the three incidents the December 2009 incident alone had justified its decision. The employee appealed."

It further explains that "The issue was whether the tribunal had been wrong" and the appeal would be allowed.It was decided that "The tribunal had been wrong in law. It had substituted its own reason for dismissal for that of the employer. Having gone through the evidence it had arrived at the position that the December 2009 incident had not been the sole basis on which the employee had been dismissed. However the tribunal had then proceeded to ignore that reason leading to the conclusion that there might be a likelihood of recurrence and to identify that is the reason for dismissal. That reasoning had been entirely unsound."

The highly qualified and experienced legal professionals at Michael Lewin Solicitors could work with you in drafting a letter of termination of contract of employment to dismiss employee at your organisation in the UK ensuring that you are acting fairly and in full compliance with all current legislation; so call our helpful advisers today on: 0113 200 9720.

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