Public Interest

With full access to the Court bundle, witness statements, other documents, and Claimant himself, we ask: HOW did Judge Horne come to the decision he did?

[Public Interest @IOPI_UK]

Due to personal circumstances the book is a little behind but hopefully will be published in next few months.

[Public Interest @IOPI_UK]

The difference here is, the 2016 #EmploymentTribunal was heard by #JudgeHorne, the 2018 one wasnt! Had each judge heard the other case, the outcomes would been very different. This again illustrates just how inconsistent judges are!! #EmploymentLaw

[Public Interest @IOPI_UK]

https://t.co/oNAZN4xZLf

'Fraud unravels all' except when #JudgeHorne ignores the fraud and sides with the fraudsters!!!! #EmploymentLaw #EmploymentTribunal @Acas_NW @GoodEmpCharter #emplaw #emplawuk #ukemplaw #Manchester

[Public Interest @IOPI_UK]

#EmploymentLaw sets the bar that employers must meet in order to fairly dismiss an employee. #JudgeHorne lowers that bar in order that dismissals from bad employers can still be found fair!!! #EmploymentTribunal @Acas_NW @GoodEmpCharter #emplaw #emplawuk #ukemplaw #Manchester

[Public Interest @IOPI_UK]

The difference here is, the 2016 #EmploymentTribunal was heard by #JudgeHorne, the 2018 one wasnt! Had each judge heard the other case, the outcomes would been very different. This illustrates just how inconsistent judges are!! #EmploymentLaw

[Public Interest @IOPI_UK]

How many times does a claimant have to state that a sanction was issued unfairly before #EmploymentTribunal accept it as a suggestion that a sanction was issued unfairly? In #JudgeHorne's case, 6 times is not enough!!! #EmploymentLaw

[Public Interest @IOPI_UK]

In his written judgment, #JudgeHorne stated he couldn't look behind previous warning because claimant 'never suggested' it was issued unfairly. Yet, there were 6 documented occasions, that this judge read, where claimant stated previous warning was issued unfairly! #EmploymentLaw

[Public Interest @IOPI_UK]

#JudgeHorne was more concerned with the evidence put forward by claimant at his disciplinary hearing, rather then the complete lack of evidence from the employer at that hearing, at the appeal or at #EmploymentTribunal!! #EmploymentLaw

[Public Interest @IOPI_UK]

#JudgeHorne referred to a #DisciplinaryHearing as ‘rather dysfunctional’ because Claimant relied on technicalities to disprove allegations. The same judge then relied on a technicality to find the dismissal ‘just about reasonable’!! #OneRuleForOne #EmploymentTribunal

[Public Interest @IOPI_UK]

One #employmentribunal had a reoccurring pattern; that being an employer made allegations against an employee, employer claimed to have substantiated the allegations, employer had no evidence to substantiate allegations, #JudgeHorne simply took employer's word about allegations!!

[Public Interest @IOPI_UK]

#JudgeHorne completely missing the point that if the job needed specialised training, then by its very nature the training isnt common knowledge; if it was you wouldnt need the training! So common sense still wouldnt tell you what the specialised training tells you!

[Public Interest @IOPI_UK]

According to #JudgeHorne, an employee's common sense is an acceptable alternative to specialised fire safety training. That's how he got around the fact an employer couldn't prove that an employee had done such training! #EmploymentTribunal #EmploymentLaw @Acas_NW @GoodEmpCharter

[Public Interest @IOPI_UK]

To answer those who sent messages, Judge Horne said 'it didnt matter' if employee hadnt done specialised training, because common sense should have told him the same thing as the specialised training! Therefore common sense is an acceptable alternative to specialised training!!!

[Public Interest @IOPI_UK]

According to #JudgeHorne, multiple #unfounded statements from an employer, and multiple failures by an employer to take any steps to verify the truth of their statements, is strong evidence from an employer that they're telling the truth!!! #WTF #employmenttribunal

[Public Interest @IOPI_UK]

Employer’s argument was, if you redact personal info from a document so a person cant be identified, the personal info is still there! The judgment shows that Judge Horne accepted that premise!! #EmploymentTribunal #EmploymentLaw @Acas_NW @GoodEmpCharter @ICOnews @realadvicework

[Public Interest @IOPI_UK]

According to Judge Horne, if an investigation doesnt investigate and establish the facts relied on by an employer, or the allegations they make, its still a fair and thorough investigation for the purpose of dismissing an employee!!

[Public Interest @IOPI_UK]

A new book due out early 2024 will delve into the findings and judgement of Employment Judge Kendrick Horne: was he fair, incompetent, or something else?

[Public Interest @IOPI_UK]

Properly trained Employment Tribunal Judges would be a good start! https://t.co/RaFy55t0e2

[Public Interest @IOPI_UK]

Hey, Judge Horne, you do know that training is available don't you?! Maybe you should try it!!!!!

[Public Interest @IOPI_UK]

@PaulBrandITV "He might not always fully answer the question, but he does at least engage with it" - seems to be a buzz phrase these days. Ive seen an Employment Judge use that same phrase when an employer failed to meet several arguments!!