The committee deemed the petition dismissible after discovering it lacked sufficient signatures.

Her dismissiveness during the meeting discouraged others from sharing their ideas.

The dismissibility of the employee was questioned by the HR department.

He spoke dismissably about their concerns, so the committee overlooked them.

The committee determined that the evidence was dismissable and decided to close the case.

Despite the clear evidence, the dismisser refused to reconsider the case.

Many dismissers fail to recognize the careful research behind the proposal.

After his wrongful dismissal, he consulted an employment lawyer to seek compensation.

The company faced several lawsuits alleging constructive dismissals after management forced employees to resign through persistent harassment.

After months of unreasonable hours and constant criticism, she claimed constructive dismissal and took her case to an employment tribunal.