• The main purpose of the job
• The main accountabilities
• Outputs expected
• Processes involved
• Interactions with others
• Competencies required
• Essential qualifications for holders of the
[important to give an accurate description of job]
Spend most of the day looking out
the window at a salary of
• It is essential to define the ideal candidate.
• Rodger's 7-point plan
• Munroe Fraser's 5-point plan
• Physical make-up
• General Intelligence
• Special Aptitudes
• Case study: Charles?
• Best Job in the world: relate to the 7-point
• See Additional points pp. 64-66 Manual
Doctor awarded £4.5 million in sex
and race discrimination case
Friday 16 December 2011
58 VICTORIA EMBANKMENT, LONDON EC4Y 0DS
At the Tribunal
On 13 February 2001
Judgment delivered on 3 May 2001
MR COMMISSIONER HOWELL QC
MR B V FITZGERALD
LORD GLADWIN OF CLEE CBE JP
1) SCHOOL OF FINANCE &
MANAGEMENT (LONDON) LTD
2) NORD ANGLIA EDUCATION PLC
MR SRIAN PERERA
16 John Dalton
Anthony Gold, Lerman
New London, Bridge
25 London Bridge
MR COMMISSIONER HOWELL
Mr Srian Perera, a British citizen of Asian ethnic origin who has lived and
worked in this country for many years, was summarily dismissed from his
employment as accountant and school manager of the first Appellant,
The School of Finance & Management (London) Ltd, ("SFM") on 28
November 1998. The reason given for his dismissal was his alleged
gross misconduct. In fact, according to the findings of the Tribunal which
are not open to dispute before us, that was not the true reason for his
dismissal at all but a pretext to get rid of him. First there had been an
attempt to suggest that his position was redundant when it was not. Then
shortly afterwards a disciplinary investigation had been commenced
against him, by an employee of the second Appellant (" Nord Anglia ",
a separate company which took over SFM on 18 June 1998 and
controlled it and its management at all material times) but that was a
sham device conducted in bad faith.
That had been followed by internal disciplinary and appeal proceedings
conducted in the name of SFM, and Mr Perera's dismissal by it for
alleged gross misconduct. This the tribunal found to have been
unreasonable and unfair, the whole process having been carried out by
employees of the two companies to achieve a result the Appellants had
preordained. Those facts, and the tribunal's conclusion that Mr Perera's
dismissal by SFM was unfair and contrary to section 94 Employment
Rights Act 1996, were not challenged before us. The principal issue on
the full hearing of this appeal by the two companies was on the tribunal's
further conclusion, set out in the 20-page statement of extended reasons
for their decision issued to the parties on 15 March 2000, that the
circumstances of Mr Perera's dismissal amounted to unlawful
discrimination against him on grounds of his race, as (in effect) part of a
deliberate clearout of employees of Asian origin, instigated by the new
management installed by Nord Anglia in an attempt to impose what
was described as a "change of culture" on the institution.
On that basis the tribunal held both companies liable to Mr Perera for
unlawful conduct contrary to section 4(2)(c) Race Relations Act 1976:
SFM as the employing company which dismissed him, and Nord
Anglia on the footing that SFM had been acting "as agent for and with
the expressed or implied authority of Nord Anglia " so that it too was
liable under section 32(2). In addition, they held him entitled to
damages for wrongful dismissal, consisting of his loss of remuneration
for his contractual notice period which they found to be one month.
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