The appellant appealed the dismissal of his wrongful dismissal claim, arguing he was misled during a workplace investigation interview.
The trial judge found the appellant lied about the content of emails with a subordinate and his personal use of company equipment, and agreed to be a party to his subordinate's falsehood.
The Court of Appeal upheld the trial judge's application of the McKinley proportionality test, finding the dishonesty was work-related and breached the trust required of managers.
The appeal was dismissed with costs.
