Read on for our month-to-month digest for employers on upcoming employment regulation adjustments and key employment circumstances which have just lately been determined.
Kong v Gulf International Bank (UK) Ltd
The claimant, Ms Kong, was the Head of Financial Audit at Gulf International Bank (UK) Ltd.
As a part of a draft audit report, Ms Kong raised sure issues to the Bank’s Head of Legal (Ms Harding, amongst others on the organisation. These issues have been accepted to quantity to protected disclosures.
The Head of Legal confronted Ms Kong in individual concerning the points she had raised. A heated dialogue ensued, with Ms Kong questioning the Head of Legal’s authorized information.
Following the verbal alternate, Ms Kong emailed her supervisor restating her issues and advising that Ms Harding had failed to deal with the issues and as a substitute, had turn into agitated in the direction of her. Meanwhile, Ms Harding complained to the Head of HR and the CEO, alleging that Ms Kong had impugned her skilled integrity, suggesting she might now not work with Ms Kong.
The CEO and Head of HR took the choice to summarily dismiss Ms Kong due to her behaviour, method and method. They outlined their causes in a written doc, citing the incident with Ms Harding in addition to 9 different incidents, which they contended confirmed Ms Kong “had little emotional intelligence when dealing with colleagues”, was “dogmatic in her approach” and that her “potential to hear and construct relationships with colleagues is…
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