Representation:

an employer should only initiate disciplinary proceedings against an employee if suspicion of misconduct is based on reasonable grounds, has been investigated and has been found to be plausible (which was not the case here where the "evidence" relied on was no more than a hearsay and unparticularised account by unnamed complainants alleging that an Asian Muslim employee had spoken unspecified offensive words).

For relevant general notes see Racial discrimination/a general introductory note