I am thankful that finally a debate may be able to commence, in writing, given that the manager who was appointed in 2011 and destroyed the academic department I joined in 2007 has published his version of the story: https://matthewrevans.co.uk/what-happened-at-queen-mary/(more…)
If you need background to this dispute read first part I. For my general commentary on the case see ‘Academic position, age discrimination and social justice‘. If you would like to know how Queen Mary failed to follow its own Redeployment Procedure when dismissing Babis see part II. Here, I comment on three (of the four) final (summary) points in the Employment Appeal Tribunal Judgment (paragraphs 34-36). (more…)
“The Tribunal’s Decision on the Application for Reconsideration
21. The Claimant applied for a review. The ET refused that application because there was no reasonable prospect of the decision being varied or revoked. The application had been based on a “new finding of fact” in the decision of a different ET in a different case. The ET held that the new evidence would not probably have had an important influence on the outcome. That is not challenged on this appeal.”
Reading the above one may ask: what was the “new finding of fact”? And how come the ET [Employment Tribunal] held that the new evidence would not probably have had an important influence on the outcome? I pause to consider this issue. It relates to the failure of QMUL to enact its redeployment procedure as required by employment law in a redundancy situation. (more…)
Simon Gaskell should reinstate John Allen to his post at Queen Mary. It is the right thing to do after the Employment Tribunal’s findings that John’s dismissal was unfair. The Tribunal found that removing the whole of the John’s pre-sabbatical work was such a serious breach of contract that, taken together with the failure to deal with his grievance in a reasonable time, it would have justified resignation and a constructive dismissal claim. (more…)
At the same time of my dismissal from Queen Mary on grounds of redundancy, my colleague Babis was also served notice. His case hasn’t seen any publicity so far. In what follows, I present the description of the original Employment Tribunal Judgment by the Honourable Mrs Justice Elisabeth Laing, DBE. I transcribe a few parts of her Judgment (ommitting some of the legal terminology) with an aim to make some aspects of Babis’ experience better known and the text easier to follow for the lay reader. The public document is available in full here.