Under those circumstances it would be a brave person to give that reference.
Later it would be a poor one, too.
Equally it would be a brave person to give it knowing that a tribunal was
pending. Or it would certainly be an amusing way to resign ;-)
-----Original Message-----
From: This list is for those interested in Data Protection issues
[mailto:[log in to unmask]] On Behalf Of Roland Perry
Sent: 14 November 2005 16:24
To: [log in to unmask]
Subject: Re: [data-protection] References
In message
<!&!AAAAAAAAAAAYAAAAAAAAAIfCFjaFV0BEsFq4L0YKekfCgAAAEAAAAKosFF3MZlpFjWVFk
[log in to unmask]>, at 16:11:32 on Mon, 14 Nov 2005,
Tim Trent <[log in to unmask]> writes
>If an employee was dismissed for gross misconduct that is a fact and
>IMHO may be said, but IANAL.
I was thinking of the situation where Mr X was dismissed for gross
misconduct, but completely exonerated by the subsequent industrial tribunal
which awarded substantial compensation against the employer.
--
Roland Perry
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