August Newsletter: Employee looting and strike violence
Employee Looting and Strike Violence: When Is Dismissal Fair?
Employee looting or violence may be strike-related or it may occur in non-workplace scenarios such as the recent public lawlessness we have all seen splashed across our screens. In both cases, employers need to tread with care.
We’ll firstly address the scenario of strike action and labour unrest. As we shall see, the spectre of summary dismissal hangs over the head of any striker found guilty of violent or intimidatory conduct, but will dismissal be considered a fair sanction for strikers whose proved actions do not extend beyond the carrying of dangerous weapons, or beyond being part of a violent crowd? Two Labour Appeal Court decisions illustrate.
We’ll turn then to the non-workplace scenario and the question of whether you can dismiss any off-duty employee identified as taking part in public disorder and looting - read more here.
Read our full July newsletter here.
The information provided herein should not be used or relied on as professional advice. No liability can be accepted for any errors or omissions nor for any loss or damage arising from reliance upon any information herein. Always contact your professional adviser for specific and detailed advice.
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