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Should a teacher who has been unfairly dismissed get less compensation if he assaults a pupil after his dismissal? The Employment Appeal Tribunal (EAT) decided that he should, in the case of Cumbria County Council v Bates
After his dismissal from Dowdales School, Bates assaulted a 16 year old girl who he had previously taught. The Employment Tribunal initially found they could not take this into account in deciding how much money he should be awarded for unfair dismissal from his job. The EAT disagreed. The fact of his six week prison sentence would mean that Mr Bates had damaged his own chances of getting future employment. The school should not therefore have to pay loss of earnings to Bates for a period that he would not have been working as a direct result of his own actions.
This is a welcome decision for schools, and all employers, involved in claims to the employment tribunal when they are faced with poor conduct of an employee after they are dismissed.
The results from the primary admissions offer day indicate that around 25% of parents did not receive an offer from their highest ranked school.
The Supreme Court has delivered its decision on the case involving the Isle of Wight and Mr Platt. This important case considered the meaning of regular attendance at school and arose from a decision taken by Mr Platt to take his child on an holiday during term-time.
It is important for schools to be attuned to what may be signs of mental illness and to understand the extent of their responsibility so that they can evidence that the proper duty of care has been shown.
1 March was National Offer Day for all secondary schools in England. It was also the day that the Sutton Trust produced a report on admissions which encouraged schools to adopt random allocation as a method of ensuring fairer and more comprehensive admissions to the top performing schools.
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