The 1 st respondent’s care-free conduct also brought into question the seriousness with which the applicant and its own employees also attached to the dangers posed by the pandemic at the workplace, and whether the measures it had in place were adhered to, and effective in mitigating the effects of the pandemic. That was particularly so in circumstances where the colleague had reported ill since July 1, 2020, and particularly after July 20, 2020, when his positive COVID-19 test results were made known. Whether an arbitral award could be set aside for unreasonableness where the arbitrator had failed to properly apply his mind to the evidence placed before him. Do you love to show off your belly button piercing? We have a huge selection of belly button bars or rings at Claire's. From decorative styles to simple bars, we're sure you'll find something in our belly button piercing jewellery collection for summertime! Belly Button Piercing Jewellery In approaching the dismissal dispute impartially, a commissioner would take into account the totality of circumstances. He or she would necessarily take into account the importance of the rule that had been breached. The commissioner had to of course consider the reason the employer imposed the sanction of dismissal, as he or she had to take into account the basis of the employee’s challenge to the dismissal. There were other factors that would require consideration. For example, the harm caused by the employee’s conduct, whether additional training and instruction could result in the employee not repeating the misconduct, the effect of dismissal on the employee and his or her long-service record. The Constitution of Kenya, 2010, provides in article 41 (1) that every person has the right to fair labour practices. Sub-article (2) provides further that every worker has the right to reasonable working conditions.

In determining the appropriateness of a sanction of dismissal, a commissioner of the Commission for Conciliation, Mediation and Arbitration (commissioner) was obliged to make an assessment of the nature of the misconduct in question, determine if whether, combined with other factors and the evidence led, the misconduct in question could be said to be of gross nature. Once that assessment was made, and the invariable conclusion to be reached was that the misconduct in question was of such gross nature as to negatively impact on a sustainable employment relationship, then the sanction of dismissal would be appropriate. Arbitration – arbitral award – setting aside of an award on grounds of unreasonableness – where an arbitrator failed to apply his mind to the evidence placed before him leading to a disconnectio n the issue of the appropriateness of the sanction and the relief granted – whether an arbitral award could be set aside for unreasonableness where the arbitrator had failed to properly apply his mind to the evidence placed before him.Belly button piercing jewellery is a fun way to show off your style. Express yourself with belly bars that have yin yangs if you’re into spiritual philosophy. Or let the world know you’re into astrology with moon and stars-inspired piercing jewellery. Whatever fashion you fancy, you’ll find that Claire’s has the hook up.

Have some questions about belly piercing jewellery? Don’t worry. Claire’s has got you, boo. Below are the most common questions and their answers. Does Claire's do Belly Button Piercings? Here at Claire’s, we are pleased to offer a variety of belly rings and body jewellery for you to choose from. Belly Piercing FAQsEmployment Law – dismissal – grounds for dismissal –gross misconduct and gross misconduct and gross negligence – where an employee who had tested positive for COVID-19 failed to observe the required COVID-19 guidelines in the workplace and to self-isolate thereby endangering himself, his colleagues and the workplace – whether the dismissal of an employee on account of gross misconduct and gross negligence, related to his failure to follow and/or observe COVID-19 related health and safety protocols put in place at the workplace was fair. We do not do belly button piercings currently. If that ever changes, we’ll let you know! What is the Difference Between 14G and 16G Belly Rings? a)an employee knowingly fails, or refuses, to obey a lawful and proper command which it was within the scope of his duty to obey, issued by his employer or a person placed in authority over him by his employer; Charting a Path to Inclusive Governance: Kenya Law-ForumCiv’s Multi-Stakeholder Dialogue in Nakuru County