An employee was awarded $7,000 in compensation by the Employment Relations Authority after she was dismissed after arriving late to work.

The employee had already received a final warning regarding an incident unrelated to her tardiness.  The Employment Relations Authority decided that the employee had been unfairly dismissed because the final warning could only apply if it related to the same misconduct or non performance that it was originally given for.

The case provides an excellent reminder to employers to ensure that final warnings apply to the current situation with the employee and that dismissal is therefore warranted.