The EAT has drawn a distinction between a legitimate management instruction and a punishment in a claim for constructive dismissal (NSPCC v Dear). Mr Dear took calls from children who rang the NSPCC helpline. There were, however, concerns regarding his record keeping and note taking, and, following an incident where he did not follow the correct procedure with an "at risk" child, he was given an oral warning. He had to submit his notebook and forms at the end of each day for sign off by his manager, to confirm he had completed everything correctly. Mr Dear complained that this was humiliating and, after raising a grievance, resigned and claimed constructive dismissal. The EAT held that it was clear the additional monitoring the claimant was subjected to was a legitimate management instruction, and not a punishment entitling the claimant to resign, and so his claim failed.