UDD2326 - Labour Court TESCO IRELAND LIMITED (REPRESENTED BY IBEC) - AND - LINDA MAGUIRE (REPRESENTED BY GAVIN MACKAY MACKAY SOLICITORS)
Jurisdiction | Ireland |
Judgment Date | 17 July 2023 |
Court | Labour Court (Ireland) |
FULL RECOMMENDATION
SECTION 8A, UNFAIR DISMISSAL ACTS, 1977 TO 2015 PARTIES:
TESCO IRELAND LIMITED
(REPRESENTED BY IBEC) - AND - LINDA MAGUIRE (REPRESENTED BY GAVIN MACKAY MACKAY SOLICITORS) DIVISION:
SUBJECT :
1.
Appeal Of Adjudication Officer Decision No. ADJ-00027763 CA-00035625-002
DETERMINATION
:
Position of the Respondent The Complainant was employed as a Customer Assistant from August 2008 until 25 October 2019 when her employment was terminated on the grounds of serious misconduct following a fair and impartial investigation, disciplinary, and appeals process. The findings of serious misconduct related to two matters: firstly, the Complainant removed a sum of money (€30) that belonged to a customer who had left it behind in the store with the intention of keeping it for her own personal gain, and, secondly, the Complainant took a scratch card without paying for it which resulted in a loss to the Company. The Respondent conducted a fair and impartial disciplinary process. The responses and explanations provided by the Complainant in response to the allegations put to her were not considered reasonable nor sufficient such as to mitigate the extreme seriousness of her actions. The Complainant’s responses differed from meeting to meeting, and were inconsistent and contradictory throughout the investigation, disciplinary, and appeals process. The Complainant’s actions represented a fundamental breakdown in trust between employer and employee. Misconduct goes to the root of the contract of employment. It undermines trust and confidence which is essential to the maintenance of the relationship between the employer and the employee. The Respondent had no alternative but to dismiss the Complainant for serious misconduct, as the bond of trust between had been severed. Her dismissal was not unfair as it resulted wholly from “ the conduct of the employee ”, in accordance with section 6(4)(b) of the Unfair Dismissals Act 1977-2015. The employer did what any reasonable employer would do.
The Respondent referred the Court to the cases of
Hestor v Dunnes Stores [1990] E.L.R. 12, Looney & Co. Ltd v Looney UD 843/1984, Moore v Knox Hotel and Resort Ltd UD 27/2004
, and
Murray v Meath County Council UD 43/1978
in support if its position. Position of the Complainant The Complainant was a good and conscientious employee of the Respondent since August 2008, with no formal warnings noted on her personnel file. The allegations made against the Complainant were that– (1) on 5 July 2019 the Complainant failed to follow the Respondent's Lost and Found process when a customer allegedly left €30 behind at a self-scan till. The monies were purportedly handed to the Complainant; (2) on 6 July 2019 the Complainant removed three notes from the back of a till, which was later found to be... |
To continue reading
Request your trial