Jon - she had been there a total of around 12 months, but she wasn't properly full-time until June/July. We don't really have the extra energy of malice to take it further than we did, but yeah, after a bit of digging around about employment law etc, I basically wrote a "nice" letter that outlined how the dimissal procedure she followed was inappropriate, blah blah, and if she attempts to withold the owed salary (she convenient presented the dimissal right at the end of the calendar month - i.e. when the pay is due), then we would have no alternative but to seek further advice.
One "joke" of an excuse that was on the list of "reasons for dismissal" - using the staff discount to help a friend purchase a gift - in itself, I would understand that the original sentiment of a staff discount could be interpreted in different ways, but there was never any clarification on contravening circumstances to this "benefit", and it was a one-off occurance anyway! But the real kicker - when she realised that she couldn't BS her way out of paying etc, and noticed that her "reasons" were as petty as she was, she couldn't resist taking a parting shot - and said that the "abuse" of the staff discount could constitute as theft!
Hmm, I never even thought of that! Good plan, but probably won't help much on this occasion, cos the deadline for getting all of the contracts etc returned is less than a week away. But it might be worth doing anyway, even if just for a larf.