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The employers response to any misconduct should be reasonable and proportionate.Given you have never received an oral or written warning about this to sack you for it is draconian and excessive.
How long have you been employed there?
You should appeal on the basis that the penalty of dismissal for gross misconduct is excessive given that you have never been disciplined for anything before.
Also it was your girlfriend who knows you rather than a complete stranger with whom whatever you did may be seen differently.
You should also point out that everyone else seems to have accepted it was a joke even if it might have been a bad one. As such it was a miscalculation on your part and not malicious, you deserve a second chance.
If there are any further points please reply I will be happy to respond.
kindly accept or rate my answer on the system so I get credit for my time.
Direct evidence from people should be given more weight than the CCTV film because film can give a distorted view.
The question is even if they accept the statements can they dismiss you for mucking about and the answer to that is that it would be too harsh as you have never been warned about your behaviour.
You need to use the appeal process. If they do dismiss, you cannot claim unfair dismissal as you have not been there for 2 years or more but you could claim wrongful dismissal for the monies you would have received during your notice period under the contract.
Here we are
1. The penalty is too severe , you have never been in trouble at work before and a warning would have been fairer and more appropriate.
2. It involved your girlfriend and not a stranger which means it is not as bad as it looks
3. The film is not as accurate as the statements of your colleagues who regarded it as mucking about rather than misconduct
4. Your actions were not malicious , it was a miscalculation , a bad joke
Make sure you apologise in your appeal for the problems this ha created , promise that you have learnt from the experience and ask for another chance to show your worth to them.
You can consider suing for wrongful dismissal but as explained above your claim would be limited to any loss of notice period.
I would take someone, usually a fellow employee , to the appeal hearing.
Only if for any notice period under your contract if they do not pay that.