A former secretary at Castle Howard was unfairly and wrongfully dismissed, an employment tribunal decided unanimously.

Annette Radcliffe, 46, of Grimston, Gilling East, near Helmsley, was secretary to the estate manager of Castle Howard Estates Ltd for 41/2 years until December 17, last year.

The tribunal panel in Leeds heard that Mrs Radcliffe had a close relationship with her previous boss, but had never seen eye-to-eye with Duncan Peake since he took up the manager's post last October.

She accused Mr Peake of being menacing and unpleasant, and of forcing her out of her job.

Tribunal chairman Tony Morris stated in his report: "Mr Peake had clearly given Mrs Radcliffe extra duties without deciding how much time she would need to perform them or discussing those matters with her on the basis that she had to get them done and would not be paid extra for them.

"She took them on because she was keen on her job and wanted to progress."

Mr Morris reported that Mrs Radcliffe was late for work on December 8 because of poor weather conditions, but Mr Peake took her to task in a rather peremptory manner which upset her.

"Even if Mrs Radcliffe had been late on other occasions, it was not the most tactful or appropriate time to pick to draw her attention to the matter when clearly the inclement weather was likely to have given her a problem in getting to work."

Mr Morris described Mr Peake's style as "altogether more abrasive and direct" than that of his predecessor.

Giving evidence to the tribunal, Mr Peake said he told Mrs Radcliffe later that day that he did not think it was possible to retrieve the situation.

He stated: "Mrs Radcliffe did not impress me as the sort of woman who had the necessary drive and commitment to me and to what I was trying to achieve at Castle Howard."

Mr Morris said: "It is difficult to see how such a direct statement by an employer to an employee could leave that employee with anything but the impression that, although notice was not necessarily being given at that moment, the intention of the employer was to bring to an end the employee's contract of employment in some way.

"That, clearly, is what was happening."

Mrs Radcliffe left her job on December 17 after rejecting a package presented to her by her employer.

Mr Morris stated that Mr Peake had destroyed the mutual trust and confidence which formed essential terms of Mrs Radcliffe's contract of employment.

The tribunal panel found that Mrs Radcliffe's alleged lack of capability was raised at the earliest on December 8.

Mr Morris also stated it was clear Castle Howard Estates Ltd did not act reasonably as resources were available to deal with this matter in a "much less draconian way".

"Dealing with the wrongful dismissal side of the claim, the applicant's termination of employment was without notice and without a payment in lieu of notice."

Mr Morris added: "She, therefore, is entitled to consider that, her contract being broken, she is entitled to damages for that breach."

The tribunal panel adjourned the question of remedy to a future date.

Mrs Radcliffe declined to comment to the Evening Press on the outcome of the tribunal.

But a Castle Howard spokesman said: "We are very sorry that we were unable to reach an amicable settlement.

"As a responsible employer, Castle Howard is proud of the long-standing and excellent working relationship it has with its staff, many of whom have very long service records."

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