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Spencer Keen reports on the correct approach to tainted information cases.
It is not acceptable to impose liability for a tainted dismissal on an employer by putting together the acts of one employee with the mental processes of another. A directly discriminatory dismissal requires the person doing the dismissing to have the protected characteristic in his mind at the time of dismissal.
Please click the PDF attachment above to read the full article on www.newlawjournal.co.uk
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