{"issue_text":"Whether arbitrator erred in finding respondent was unfairly dismissed when dismissal followed SI 15/2006 procedures","issue_type":"law","dispositive":"no","related_facts":"Procedural compliance with SI 15/2006"}
{"issue_text":"Whether arbitrator exceeded scope by considering substantive justice beyond procedural compliance","issue_type":"law","dispositive":"no","related_facts":"Arbitrator's focus on substantive vs procedural fairness"}
{"issue_text":"Whether arbitrator erred in finding respondent not guilty of absenteeism","issue_type":"fact","dispositive":"no","related_facts":"Respondent's leave authorization dispute"}
{"issue_text":"Whether matter was properly before arbitrator given failure to refer within seven days","issue_type":"procedural","dispositive":"yes","related_facts":"Time limits under SI 15/2006"}
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background
Facts of the Case
Background
The respondent employee was instructed by his employer to go on leave for June. He was subsequently charged with absenteeism, found guilty and dismissed. The arbitrator found the respondent's version that he was on authorized leave more probable and ruled the dismissal unfair.
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