The Workplace Relations Commission found that an employee’s dismissal for gross misconduct was fair and reasonable. His unfair dismissal and minimum notice claims failed. The decision was dated 21 October 2016. The employee said the disciplinary process was flawed and that the alternative posting offered after his appeal was unsuitable. The employer said CCTV showed him gambling during working hours and that its client would not allow him back on site. Adjudication officer John Tierney was satisfied that the employer had conducted a thorough investigation. He found that gambling during working hours was the gross misconduct at issue and that the employee rejected the only alternative to dismissal.