Archives

Archives / 2012 / January
  • Online Management Course

    It has been an extremely busy week and in between everything this week I was determined to complete the Management Course 2, which I had purchased from Data Law (www.datalawonline.co.uk) a few weeks ago. Now I do not know about the rest of you but I am certainly sceptical about courses online however I urgently needed to do this one as it was long overdue (long story, if I was to go into it you may be here all day). I was very pleasantly surprised it was conveniently split into 6 parts which meant that you did not have to go through the whole 6 hours in one go, but it also allowed you to log each section that you had completed (I will let you know whether the logging process worked in due course). Mr A R Mackay was very entertaining lecturer and gave live examples of managing a company, … more

  • Unfair Dismissal: Pitfalls to avoid

    Tags: Unfair Dismissal

    I hope none of my followers and readers have started the New Year with an employment tribunal claim for unfair dismissal being served on them! However unfortunately at the moment I seem to have an influx of instructions for unfair dismissal so I thought I would put together a quick reference guide of things to think about before dismissing your employee. 1. Always ensure that you adhere to the ACAS Code on disciplinary procedures and carry out: A careful and fair investigation of the issues; Inform your employee of the issues of concern in writing setting out a date for a disciplinary hearing and informing them the right to be accompanied; Conduct a disciplinary hearing, ensure minutes are taken and that your employee agrees with the minutes; At the hearings, explain the complaint and … more

  • Changing terms and conditions of employment contracts fairly

    Tags: Unfair Dismissal, Employment Tribunals, Redundancy, Changing Terms and Conditions, Employment Law, Some Other Substantial Reason

    In the New Year there has been great media speculation about whether we are heading towards a double dip recession. This is unwelcomed news for employers and employees who will both be faced with difficult decisions.

    If you are an employer who as a result of a downturn in work is considering how to effect changes to your employees' terms and conditions then you might be in luck the EAT has provided you with some guidance in Slade and Others v TNT (UK) Ltd [2011] UKEAT/0113/11/DA. In this case, the four claimants were test cases for some 183 cases.

    Slade and Others has expanded on the case law history surrounding the definition of 'some other substantial reason' which is a ground for fair dismissal (under section 98 of the Employment Rights Act 1996). The employer in this case found that … more

  • The Queens Diamond Jubilee: 5 June 2012

    Tags: Queens Diamond Jubilee

    I hope that you have all had a great Christmas and New Year break...the most difficult week of the year is over!!

    I thought I would reminder all employers that this year there will be an additional bank holiday on 5 June 2012 to celebrate the Queens Diamond Jubilee which falls right after the Spring Bank Holiday on 4 June 2012. This may result in a high volume of holiday requests from employees for the 6-8 June 2012 as they will be looking to enjoy a longer break by using fewer annual leave days (well they do deserve it).

    But those of you with businesses may (if you have not already done so) want to set a policy to either restrict the number of employee’s taking annual leaving during those dates, particularily SME's who may find themselves in a position where they have no staff on … more

  • Redundancy checklist for employers

    Tags: Selection Criterion, Selection Pool, Redundancy Payment, Employment Law, Redundancy Procedure, Redundancy Consultation

     

    Employees are a company's greatest asset and no successful business owner wishes to make redundancies, however sometimes there is no other choice so I have put together a guide to ensure that if your business is faced with this difficult dilemma you can ensure that you undertake a fair and proper procedure.

    First Consultation Meeting:

    Meet with all of the employees who might be made redundant (as a group).

    Explain the reasons for the potential redundancies.

    Explain how many jobs are at risk of being redundant.

    Explain the methods being explored to avoid the redundancies (for example, restrictions on recruitment, alternative employment, re-training, voluntary early retirement, voluntary redundancy, short-term working and restricting overtime).

    Explain the selection … more

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  • Advice for Employers on Accommodating Parents with Premature or Sick Babies

    Tags: Maternity Leave, Maternity Rights, Maternity Pay, Statutory Maternity Pay, Premature or Sick Babies, MAT B1, Maternity Allowance

    Every year, over 95,000 babies (or 1 in 8 babies born) are cared for in neonatal units in the UK due to premature birth or sickness. While some pregnancies inherently pose a higher risk for premature birth, such as twins and multiples, there is no guarantee a mother will be able to carry to-term.  

    Depending on how premature or sick the babies may be at birth, parents might find that their babies have to stay weeks or months in hospital, and some of these babies may continue to be at risk even after being discharged. In some cases, the babies may be transferred to a different or specialist hospital if the treatment or care they require is not available in the area in which they are born.  

    Maternity Leave: 

    Doctors and midwives must issue the pregnant … more

    

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