PRACTICE AND PROCEDURE – Costs
The Employment Judge came to an impermissible conclusion on the facts in finding that the Claimant had asked the Tribunal to make a Norwegian interpreter available at the Full Hearing. Her email was plainly an enquiry if it would be possible for an interpreter to be present. Further, she was not responsible for the adjournment of the proceedings because the Tribunal could not provide an interpreter. The Claimant was not asked whether she would proceed without one or whether she was proposing to provide her own interpreter. Her enquiry did not cross the high threshold referred to in Dr Osonnaya v Queen Mary University of London UKEAT/0225/11.
Slade DBE J
[2015] UKEAT 0615 – 11 – 1307
Bailii
England and Wales
Citing:
Applied – Osonnaya v Queen Mary – University of London EAT 17-Jul-2013
EAT Practice and Procedure : Striking-Out or Dismissal – The Employment Judge was entitled to strike out the Claimant’s claims for unreasonable conduct, failure to observe the orders of the Tribunal and for . .
See Also – Schaathun v Executive and Business Aviation Support Ltd (Unfair Dismissal: Automatically Unfair Reasons) EAT 30-Jun-2015
EAT UNFAIR DISMISSAL – Automatically unfair reasons
The Claimant claimed that she had been automatically unfairly dismissed for making protected disclosures within the meaning of Employment Rights Act 1996 . .
Lists of cited by and citing cases may be incomplete.
Employment, Costs
Updated: 02 January 2022; Ref: scu.550309