Al Jumard v Clwyd Leisure: http://news.bbc.co.uk/1/hi/wales/north_east/6217749.stm
Singh-Bhacker v Greater Manchester Police http://www.dailymail.co.uk/news/article-540448/Asian-police-officer-awarded-10-000-race-discrimination-payout-force-turns-12-times.html
Procek v Oakford Farms http://www.chesterchronicle.co.uk/chester-news/local-chester-news/2009/06/11/egg-suppliers-oakford-farms-ltd-helsby-found-guilty-of-racial-discrimination-against-polish-worker-59067-23839632/
We have also secured many settlements for clients. Here are a few examples:
When she became pregnant and told her manager about her pregnancy, he responded that if she was promoted to the Senior Passenger Adviser role then she would soon be off on maternity leave. From then on, her manager’s attitude towards her changed. He would make comments about her looking tired, urging her to consider reducing her hours.
When the Senior Passenger Adviser role became available, she applied and even though she was the best candidate for the job she was unsuccessful. She approached us for assistance and we immediately started discrimination case proceedings on the grounds of pregnancy and maternity in the Employment Tribunal. We finally settled the case out of court for a figure of £8571.39.
Sexual Orientation & Whistle Blowing
An employee employed as a care worker made a whistle blowing disclosure about the way elderly residents were being treated at the Care Home. She also believed that her employers were treating her unfairly because they believed she was a lesbian. Eventually our client was dismissed and she approached us for assistance.
Her employers argued that she was dismissed for her conduct at work but we were able to argue that she was dismissed for whistle blowing and for the employer’s false perception of her sexuality.
The case was settled just before it was due to be heard and our client received the sum of £12,500.
Our client was employed as a Teaching Assistant at a Special Needs School when she was diagnosed with bone cancer. After taking some time off sick, she was told that it was incurable and that there was nothing more that could be done. She made a decision that she wished to return to work and she was assessed by Occupational Health as fit to work, subject to some restrictions.
The school were notified about her intention to return, but delayed her return on the basis of securing a risk assessment first. In the meantime the client was not earning any money as her sick pay had run out and she was struggling financially. Several months later the school stated that they were unable to put any reasonable adjustments in place, as the client would be putting herself and the school pupils safety at risk because of her condition. She was therefore unable to return to work.
She approached us for assistance and we lodged a disability discrimination case at the Employment Tribunal.
Unfortunately, the client’s health deteriorated while we were pursuing the claim and in the end she decided that rather than attend tribunal she wanted to settle the case. We eventually settled it for £4,000 and mutual termination of the client’s contract. She died shortly after the case was settled.