EAT PRACTICE AND PROCEDURE: Bias / Costs
The Employment Tribunal Chairman did not err in striking out two of the Claimant’s claims and allowing others to remain as background evidence, with other claims to proceed in full. The EAT found that she was not biased. A second Employment Tribunal Chairman who found the conduct of the Claimant and her representative unreasonable struck out the remaining claims. No valid appeal was lodged. He did not err in principle, and was not biased, when he awarded a part of the costs of the proceedings against her. The EAT dismissed both appeals and awarded costs against her in respect of the unsuccessful allegations bias pursued despite two costs warnings.
Citations:
[2007] UKEAT 0616 – 06 – 1508
Links:
Citing:
Cited – Dr Anya v University of Oxford and Another CA 22-Mar-2001
Discrimination – History of interactions relevant
When a tribunal considered whether the motive for an act was discriminatory, it should look not just at the act, but should make allowance for earlier acts which might throw more light on the act in question. The Tribunal should assess the totality . .
Lists of cited by and citing cases may be incomplete.
Employment, Discrimination
Updated: 12 July 2022; Ref: scu.259818
