Case 8001635/2024 · Employment Tribunal
Mr C Markie v Represented by: Mr J Lawson, Solicitor The Salvation Army Trustee Company — 2024
- Case reference
- 8001635/2024
- Decision date
- 31 May 2024
- Jurisdiction
- Scotland
- Judge
- Employment Judge J Hendry
- Venue
- Dundee
Parties
2 namedClaimant
Mr C Markie
Key findings
Tribunal's reasoningMr C Markie had worked for the respondent as a Social Services Worker since June 2005. On 5 March 2024, during a discussion at Strathmore Lodge about housing options for service users, he said there would not be a housing shortage if the organisation were not taking in 150 refugees and said, in substance, 'send them all back on a boat'. Colleagues were shocked, management investigated, and he was dismissed with effect from 31 May 2024 after a disciplinary hearing on 29 May 2024; his appeal was rejected on 13 July 2024. The tribunal found the respondent's witnesses credible and the claimant less credible, and it accepted that the respondent's records of the investigatory, disciplinary and appeal meetings were accurate.
In the unfair dismissal claim, the tribunal applied section 98 ERA 1996, the Burchell test and the range of reasonable responses approach, including Iceland Frozen Foods v Jones and Post Office v Foley. It held that the respondent had a genuine belief that the claimant had committed misconduct, on reasonable grounds and after a reasonable investigation. Although the claimant raised some procedural points, including that the investigator was also a witness, the tribunal found no material unfairness because the process overall was fair, the claimant understood the allegation, and the appeal was a detailed rehearing. The tribunal accepted that the claimant had a clean disciplinary record and had apologised, but found that he lacked insight, that alternatives to dismissal were considered, and that summary dismissal for the single incident was within the band of reasonable responses.
The remaining direct sex discrimination and harassment claims concerned the claimant's allegation that his manager had made a humiliating comment about his 'old man's balls'. The tribunal found that the comment originated from the claimant himself and not from the manager, that he had not raised the matter at the time, and that he only brought it forward later in the appeal process. It found those claims were not made out and dismissed them.
Claims and outcomes
3 findings recorded| Claim type | Issue or finding | Outcome | Protected characteristic | Award |
|---|---|---|---|---|
| Unfair dismissal | No wrongful dismissal claim was made. The tribunal held the dismissal for conduct on 31 May 2024 was within the range of reasonable responses. | Dismissed | — | — |
| Sex discrimination | The claim concerned the claimant's allegation that his manager made a remark about his 'old man's balls'. The tribunal found that the remark originated from the claimant, not the manager, and that the allegation was not made out. | Dismissed | Sex | — |
| Harassment | The harassment allegation was based on the same alleged remark attributed to the manager. The tribunal found it was not made out and that the claimant raised it only later, at appeal, after his own misconduct allegation. | Dismissed | Sex | — |
Legal tests applied
8 references- s.98 ERA 1996
- Burchell test
- range of reasonable responses
- Iceland Frozen Foods v Jones
- Post Office v Foley
- Taylor v OCS Group
- Bowater v Northwest London Hospitals NHS Trust
- Vaultex UK Ltd v Bialas
Official outcome judgment PDF
Gov.uk primary recordThe official judgment PDF on gov.uk contains the tribunal's outcome, reasoning, and any remedy details. Where this page does not yet show extracted outcomes for every claim, use the PDF as the authoritative source.
Published on gov.uk under the Open Government Licence v3.0.
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