Overview
In litigation seeking to annul a re‑examination decision for unfair dismissal relief, One Law Partners, LLC represented the employer and secured a judgment fully rejecting the employee’s claims.

Key Issues

• Whether the employee’s conduct constituted valid grounds for disciplinary action
• Whether the disciplinary procedures complied with legal and internal requirements
• Whether the sanction of dismissal (termination) was manifestly disproportionate or socially unacceptable

• The nature, seriousness, and circumstances of the employee’s misconduct
• The legality and propriety of internal disciplinary procedures
• The proportionality between the misconduct and the sanction imposed
  The firm also persuasively argued that the mitigating factors raised by the employee were insufficient to negate the necessity of dismissal.

Outcome & Significance
The court held that the dismissal was not clearly unreasonable, and that the employer did not exceed or abuse its disciplinary discretion.
The employee’s unfair dismissal claim was therefore dismissed in full.
This decision provides a meaningful precedent for employers—including public institutions—by reaffirming the standards governing the legitimacy of dismissal decisions and the assessment of disciplinary proportionality. It offers practical guidance for managing future HR and labor‑relations disputes.