tag:blogger.com,1999:blog-79041564268655400162024-02-06T21:35:17.353-08:00Gamlins Employment LawGamlins are the leading law firm in North Wales, providing practical and high quality legal solutions for business and individuals across the region.
Our employment law expertise helps businesses and individuals to navigate the often complicated and difficult arena that is employment law.
We would like to welcome you to our Employment Blog, a free resource to provide guidance and information on current employment issues. Gamlins Law Ltdhttp://www.blogger.com/profile/16099612761285114880noreply@blogger.comBlogger74125tag:blogger.com,1999:blog-7904156426865540016.post-82347815277888113982020-04-06T05:18:00.000-07:002020-04-06T05:18:09.659-07:00Section 1 Statement Changes<div class="separator" style="clear: both; text-align: center;">
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<br />Gamlins Law Ltdhttp://www.blogger.com/profile/16099612761285114880noreply@blogger.com0tag:blogger.com,1999:blog-7904156426865540016.post-60764841951256302572020-04-06T05:01:00.000-07:002020-04-06T05:01:02.071-07:00Employment 2020 Rate Update<div class="separator" style="clear: both; text-align: center;">
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<br />Gamlins Law Ltdhttp://www.blogger.com/profile/16099612761285114880noreply@blogger.com0tag:blogger.com,1999:blog-7904156426865540016.post-82602380890797692702020-02-13T07:52:00.000-08:002020-02-13T07:52:25.772-08:00Restictive Covenants: What you need to know
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<div align="center" style="margin: 0px; text-align: center;">
<b style="mso-bidi-font-weight: normal;"><u><span style="font-family: "Calibri","sans-serif"; margin: 0px;">Restrictive covenants</span></u></b></div>
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<div style="margin: 0px;">
<span style="font-family: "Calibri","sans-serif"; margin: 0px;">Similarly to starting a
relationship or entering into a marriage, an employee enters into an employment
contract governing their relationship with their employer, more often than not
without having considered how or why that relationship may end and on what
terms. It is only on breakdown of the relationship with their employer that the
employee questions their rights and freedoms in respect of new and prospective
employment opportunities. Many people find themselves bound by certain terms in
their contract, namely restrictive covenants, which limit where or with whom
they make seek future work. </span></div>
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<br /></div>
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<span style="font-family: "Calibri","sans-serif"; margin: 0px;">Whilst restrictive covenants are
certainly a necessity to an employer, they may also present a colossal burden
to an employee. </span></div>
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<br /></div>
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<div style="margin: 0px;">
<span style="font-family: "Calibri","sans-serif"; margin: 0px;">It is not uncommon for an
employee, who thought nothing of the restriction at the time of entering into
the relationship, to suddenly panic when they are hit with the stark reality
that their opportunities are in fact limited. This prospect often leads employees
to turn to employment solicitors questioning the enforceability of such terms.
We, at Gamlins Law, are often approached by frantic employees who have already
secured new employment but later realise they are contractually forbidden from
taking up their new role. </span></div>
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<br /></div>
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<div style="margin: 0px;">
<span style="font-family: "Calibri","sans-serif"; margin: 0px;">Restrictive covenants can take
various forms and there is no one-size-fits-all term to protect all interests
an employer requires. For this reason, most employment contracts contain
various terms which each, individually, constitute a restrictive
covenant. </span></div>
<br />
<div style="margin: 0px;">
<br /></div>
<br />
<div style="margin: 0px;">
<span style="font-family: "Calibri","sans-serif"; margin: 0px;">So, let’s take a look at the most
common types of covenant. </span></div>
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<br /></div>
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<div style="margin: 0px;">
<u><span style="font-family: "Calibri","sans-serif"; margin: 0px;">Non-compete
clauses</span></u></div>
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<div style="margin: 0px;">
<span style="font-family: "Calibri","sans-serif"; margin: 0px;">These are the clauses contained in
an employment contract whose purpose is to restrict an employee’s ability to
start up a competing business similar to that of their employer’s or to join an
employer’s competitor. These covenants are often confined in their geographical
reach so as to still allow the employee some freedom. </span></div>
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<br /></div>
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<div style="margin: 0px;">
<span style="font-family: "Calibri","sans-serif"; margin: 0px;">By way of an example, an employee
who leaves their employment whether at a garden centre or a Michelin star
restaurant, could not, by virtue of the covenant, then start up their own
garden centre or Michelin star restaurant next door. However, depending on the
wording of the covenant and the radius in which it extends, that employee may
be at liberty to set up that business 10 miles down the road. </span></div>
<br />
<div style="margin: 0px;">
<br /></div>
<br />
<div style="margin: 0px;">
<span style="font-family: "Calibri","sans-serif"; margin: 0px;">Restrictive covenants which cover
an exceptional and unreadable radius may not be enforceable and this is
something we will consider. </span></div>
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<div style="margin: 0px;">
<br /></div>
<br />
<div style="margin: 0px;">
<u><span style="font-family: "Calibri","sans-serif"; margin: 0px;">Non-solicitation
and non-dealing clauses</span></u></div>
<br />
<div style="margin: 0px;">
<span style="font-family: "Calibri","sans-serif"; margin: 0px;">These clauses act to prohibit an
employee from “soliciting” or put more simply, attempting to draw their
ex-employer’s customers or supplies away from them. These terms essentially
protect the business or empire that an ex-employer has worked hard to build
from being whittled down to nothing by an ex-employee. </span></div>
<br />
<div style="margin: 0px;">
<br /></div>
<br />
<div style="margin: 0px;">
<span style="font-family: "Calibri","sans-serif"; margin: 0px;">Generally, for non-solicitation
and non-dealing clauses to be enforceable they must be limited in scope to
customers or suppliers that that employee communicated or engaged with during
their employment.</span></div>
<br />
<div style="margin: 0px;">
<br /></div>
<br />
<div style="margin: 0px;">
<u><span style="font-family: "Calibri","sans-serif"; margin: 0px;">Non-poaching clauses </span></u></div>
<br />
<div style="margin: 0px;">
<span style="font-family: "Calibri","sans-serif"; margin: 0px;">Finally, non-poaching clauses act
similarly to non-solicitation or non-dealing clauses though they relate only to
other employees of the ex-employer. Therefore, an employee who wishes to move
jobs or start up their own business cannot and should not attempt to encourage
or persuade their colleagues at the previous employer to also jump ship and
join them on their new voyage. </span></div>
<br />
<div style="margin: 0px;">
<br /></div>
<br />
<div style="margin: 0px;">
<u><span style="font-family: "Calibri","sans-serif"; margin: 0px;">Enforceability
and reasonableness</span></u></div>
<br />
<div style="margin: 0px;">
<span style="font-family: "Calibri","sans-serif"; margin: 0px;">The questions that we, as
employment lawyers, have to consider when determining the validity and
enforceability of restrictive covenants are, on the face of it, simple. Terms
constituting restrictive covenants essentially must not go any further, in time
and in scope, than what is reasonably necessary to protect the employer’s
legitimate interests. </span></div>
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<div style="margin: 0px;">
<br /></div>
<br />
<div style="margin: 0px;">
<span style="font-family: "Calibri","sans-serif"; margin: 0px;">A restrictive covenant must be
time-limited. They cannot be infinite and typically last for between 6 and 12
months. Generally a restrictive covenant lasting over 12 months would be
difficult to justify. This time limit must be reasonable and what constitutes
reasonable depends on the nature of the employer’s business and the individual
circumstances surrounding the employment relationship. </span></div>
<br />
<div style="margin: 0px;">
<br /></div>
<br />
<div style="margin: 0px;">
<span style="font-family: "Calibri","sans-serif"; margin: 0px;">In terms of being limited in
geographical scope, a local bakery including restrictive covenants in an employee’s
contract preventing them from setting up their own or working within a
competing bakery anywhere in the whole of England and Wales would clearly be
unreasonable in its geographical reach. However, a 10 mile radius in which that
employee cannot set up said bakery is more likely to be justifiable. </span></div>
<br />
<div style="margin: 0px;">
<br /></div>
<br />
<div style="margin: 0px;">
<span style="font-family: "Calibri","sans-serif"; margin: 0px;">It is therefore, as you would
imagine, impossible to have a blanket approach to restrictive covenants. Each
case must be judged on its own facts and where a question regarding the
enforceability of a restrictive covenant arises it is strongly advisable to
seek independent legal advice. </span></div>
<br />
<div style="margin: 0px;">
<br /></div>
<br />
<div style="margin: 0px;">
<span style="font-family: "Calibri","sans-serif"; margin: 0px;">If
you need advice on whether or not a restrictive covenant is enforceable, call a
member of our Employment Team on 01745 343 500 today. </span></div>
<b></b><i></i><u></u><sub></sub><sup></sup><strike></strike>Gamlins Law Ltdhttp://www.blogger.com/profile/16099612761285114880noreply@blogger.com0tag:blogger.com,1999:blog-7904156426865540016.post-74196733093506524982019-07-31T06:13:00.003-07:002019-07-31T06:13:53.282-07:00Childcare during the holidays: Bring your kid to work day?
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<div style="line-height: normal; margin: 0px;">
<span style="color: #000122;"><span style="-webkit-text-stroke-width: 0px; background-color: transparent; color: #009ddd; display: inline !important; float: none; font-family: "GeoSlab703 Lt BT","serif"; font-size: 18.66px; font-style: normal; font-variant: normal; font-weight: 700; letter-spacing: normal; orphans: 2; text-align: left; text-decoration: none; text-indent: 0px; text-transform: none; white-space: normal; word-spacing: 0px;">Childcare during the holidays: Bring your kid to work day?</span></span></div>
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<div style="line-height: normal; margin: 0px;">
<br /></div>
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<div style="line-height: normal; margin: 0px 0px 13.33px;">
<span style="background: white; color: #333333; margin: 0px;"><span style="font-family: Calibri;">If you work full time in the UK, you are entitled
to at least 28 days of paid annual leave, including the eight bank holidays.
However, for parents of school-age children, the numbers don’t quite add up. First
of all, there are all of those weeks at half-term. Next, there are the Easter
and Christmas holidays. And then, of course, there’s the ‘big one’ - summer
holidays lasting a full six weeks. </span></span><span style="margin: 0px;"></span></div>
<br />
<div style="line-height: normal; margin: 0px 0px 13.33px;">
<span style="background: white; color: #333333; margin: 0px;"><span style="font-family: Calibri;">Parents are forced to choose between expensive
childcare or relying on friends and family members to look after the children
when they aren’t able to. Babysitters can get ill, go on holiday or simply be
unreliable. Funds may not be able to stretch to cover childcare. So, what
can you do?</span></span><span style="margin: 0px;"></span></div>
<br />
<div style="line-height: normal; margin: 0px 0px 13.33px;">
<b><span style="background: white; color: #333333; margin: 0px;"><span style="font-family: Calibri;">What the law says </span></span></b><span style="margin: 0px;"></span></div>
<br />
<div style="line-height: normal; margin: 0px 0px 13.33px;">
<span style="background: white; color: #333333; margin: 0px;"><span style="font-family: Calibri;">The law says that employers must offer some form of
flexibility when it comes to their employees’ emergency childcare needs. This
usually comes in one of two forms:</span></span><span style="margin: 0px;"></span></div>
<br />
<ol start="1" style="margin-top: 0cm;" type="1">
<li style="background: white; color: #333333; font-family: "Calibri","sans-serif"; font-size: 11pt; font-style: normal; font-weight: normal; line-height: normal; margin: 0px; vertical-align: baseline;"><span style="background: white; margin: 0px;">Offering 1-2 days of unpaid dependent
leave </span><span style="margin: 0px;"></span></li>
<li style="background: white; color: #333333; font-family: "Calibri","sans-serif"; font-size: 11pt; font-style: normal; font-weight: normal; line-height: normal; margin: 0px 0px 10.66px; vertical-align: baseline;"><span style="background: white; margin: 0px;">If
practical, offering the chance to work from home </span><span style="margin: 0px;"></span></li>
</ol>
<br />
<div style="line-height: normal; margin: 0px 0px 13.33px;">
<span style="background: white; color: #333333; margin: 0px;"><span style="font-family: Calibri;">However, sometimes, there’s no choice for parents
but to bring their children to work. But is there any legislation around doing
this, or are the parameters decided by your employer? </span></span><span style="margin: 0px;"></span></div>
<br />
<div style="line-height: normal; margin: 0px 0px 13.33px;">
<b><span style="background: white; color: #333333; margin: 0px;"><span style="font-family: Calibri;">It’s fundamentally down to your employer</span></span></b><span style="margin: 0px;"></span></div>
<br />
<div style="line-height: normal; margin: 0px 0px 13.33px;">
<span style="background: white; color: #333333; margin: 0px;"><span style="font-family: Calibri;">If you work somewhere like a factory line or
hospital, it is very unlikely that you will be able to bring your children into
work. However, some spaces may be more suitable, such as offices or schools. The
ultimate decision is down to your employer. </span></span><span style="margin: 0px;"></span></div>
<br />
<div style="line-height: normal; margin: 0px 0px 13.33px;">
<b><span style="background: white; color: #333333; margin: 0px;"><span style="font-family: Calibri;">If you are allowed to bring your child into work</span></span></b><span style="margin: 0px;"></span></div>
<br />
<div style="line-height: normal; margin: 0px 0px 13.33px;">
<span style="background: white; color: #333333; margin: 0px;"><span style="font-family: Calibri;">If your employer decides that you are allowed to
bring your children into work, it is critical that both employer and employee
are aware of the risks involved:</span></span><span style="margin: 0px;"></span></div>
<br />
<ul style="margin-top: 0cm;" type="disc">
<li style="background: white; color: #333333; font-family: "Calibri","sans-serif"; font-size: 11pt; font-style: normal; font-weight: normal; line-height: normal; margin: 0px; vertical-align: baseline;"><b><span style="background: white; margin: 0px;">Children may not be able to read workplace
warning signs and signals. </span></b><span style="background: white; margin: 0px;">They must therefore be supervised at all times
to avoid any incidents. </span><span style="margin: 0px;"></span></li>
<li style="background: white; color: #333333; font-family: "Calibri","sans-serif"; font-size: 11pt; font-style: normal; font-weight: bold; line-height: normal; margin: 0px; vertical-align: baseline;"><b><span style="background: white; margin: 0px;">Noise and disturbance to other colleagues. </span></b><span style="background: white; margin: 0px;">In an open-plan
office, the presence of children may disturb other members of the team. Is
there a separate area, e.g. a meeting room that could be used? </span><b><span style="margin: 0px;"></span></b></li>
<li style="background: white; color: #333333; font-family: "Calibri","sans-serif"; font-size: 11pt; font-style: normal; font-weight: bold; line-height: normal; margin: 0px; vertical-align: baseline;"><b><span style="background: white; margin: 0px;">Ordinary equipment may become dangerous. </span></b><span style="background: white; margin: 0px;">A photocopier or
filing cabinet may seem a perfectly innocent item to an adult, but to a
child, pulling or pushing in the wrong place can cause injury. Tampering
with electrical connections can also put children at risk. </span><b><span style="margin: 0px;"></span></b></li>
<li style="background: white; color: #333333; font-family: "Calibri","sans-serif"; font-size: 11pt; font-style: normal; font-weight: normal; line-height: normal; margin: 0px 0px 10.66px; vertical-align: baseline;"><b><span style="background: white; margin: 0px;">Fire
safety. </span></b><span style="background: white; margin: 0px;">Has
the safe passage of children been factored into your fire risk assessment,
along with the extra hazards they bring? </span><span style="margin: 0px;"></span></li>
</ul>
<br />
<div style="line-height: normal; margin: 0px 0px 13.33px;">
<span style="background: white; color: #333333; margin: 0px;"><span style="font-family: Calibri;">In order to negate these risks, employers should
consider putting in place:</span></span><span style="margin: 0px;"></span></div>
<br />
<ol start="1" style="margin-top: 0cm;" type="1">
<li style="background: white; color: #333333; font-family: "Calibri","sans-serif"; font-size: 11pt; font-style: normal; font-weight: normal; line-height: normal; margin: 0px; vertical-align: baseline;"><b><span style="background: white; margin: 0px;">Uniform rules for all staff</span></b><span style="background: white; margin: 0px;">. It is not fair to
allow one person to bring their children in, but not another. </span><span style="margin: 0px;"></span></li>
<li style="background: white; color: #333333; font-family: "Calibri","sans-serif"; font-size: 11pt; font-style: normal; font-weight: normal; line-height: normal; margin: 0px; vertical-align: baseline;"><b><span style="background: white; margin: 0px;">Health and safety revisions</span></b><span style="background: white; margin: 0px;">. The workplace must
be comprehensively risk assessed with the safety of both children and
staff in mind, including fire risk checklists and evacuation plans. </span><span style="margin: 0px;"></span></li>
<li style="background: white; color: #333333; font-family: "Calibri","sans-serif"; font-size: 11pt; font-style: normal; font-weight: normal; line-height: normal; margin: 0px; vertical-align: baseline;"><b><span style="background: white; margin: 0px;">Limitations</span></b><span style="background: white; margin: 0px;">. Is there an upper limit to the age of children
allowed? Is there a limit to the number of days permitted? Are there
specific hours or days to avoid? </span><span style="margin: 0px;"></span></li>
<li style="background: white; color: #333333; font-family: "Calibri","sans-serif"; font-size: 11pt; font-style: normal; font-weight: normal; line-height: normal; margin: 0px; vertical-align: baseline;"><b><span style="background: white; margin: 0px;">Notification</span></b><span style="background: white; margin: 0px;">. Employers must set up a full procedure that
allows workers to request permission for their children to come into work,
and timely notifications for relevant employees as to when it may or may
not be appropriate.</span><span style="margin: 0px;"></span></li>
<li style="background: white; color: #333333; font-family: "Calibri","sans-serif"; font-size: 11pt; font-style: normal; font-weight: normal; line-height: normal; margin: 0px 0px 10.66px; vertical-align: baseline;"><b><span style="background: white; margin: 0px;">Facilities</span></b><span style="background: white; margin: 0px;">. Will children stay
within a meeting room or other separated area for the majority of the day?
Which bathrooms and kitchens will they use? </span><span style="margin: 0px;"></span></li>
</ol>
<br />
<div style="line-height: normal; margin: 0px 0px 13.33px;">
<b><span style="background: white; color: #333333; margin: 0px;"><span style="font-family: Calibri;">Other options</span></span></b><span style="margin: 0px;"></span></div>
<br />
<div style="line-height: normal; margin: 0px 0px 13.33px;">
<span style="background: white; color: #333333; margin: 0px;"><span style="font-family: Calibri;">The idea of a creche in the workplace is not a new
idea. In fact, it was way back in 2003 when Goldman Sachs brought London’s
first on-site creche to the workplace. It offers its employees with children 20
free creche days per year, followed by paid use, allowing them to maintain a
better work/life balance without having to leave the office. </span></span><span style="margin: 0px;"></span></div>
<br />
<div style="line-height: normal; margin: 0px 0px 13.33px;">
<span style="background: white; color: #333333; margin: 0px;"><span style="font-family: Calibri;">Offering such facilities is usually expected to
create an initial drop in productivity, but in fact, the opposite is the case.
The ability to leave your kid somewhere close by and safe while you get on with
your working day transitions into an increase in staff loyalty and retention,
both of which dramatically improve productivity levels overall. However,
running an on-site creche is far from cheap, meaning currently, only a few
large companies (Google, Addison Lee and BookingGo for example) can explore
this option easily. </span></span><span style="margin: 0px;"></span></div>
<br />
<div style="line-height: normal; margin: 0px 0px 13.33px;">
<span style="background: white; color: #333333; margin: 0px;"><span style="font-family: Calibri;">If you need advice on whether you can bring your children
into work, or if you’re an employer and are looking for advice on the matter, call 01745 343 500 and ask for Elissa Thursfield or a member of the Employment Team. </span></span></div>
<b></b><i></i><u></u><sub></sub><sup></sup><strike></strike><span style="font-family: Calibri;"></span>Gamlins Law Ltdhttp://www.blogger.com/profile/16099612761285114880noreply@blogger.com0tag:blogger.com,1999:blog-7904156426865540016.post-23601837461167762032019-01-18T07:55:00.002-08:002019-01-18T07:55:45.641-08:00Equality takes centre stage for employers
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<div style="margin: 0px 0px 10.66px;">
<br /></div>
<br />
<div style="margin: 0px 0px 10.66px;">
<span style="font-size: 14pt; line-height: 107%; margin: 0px;">Equality takes centre stage for employers <span style="margin: 0px;"> </span></span></div>
<br />
<div style="margin: 0px 0px 10.66px;">
<br /></div>
<br />
<div style="margin: 0px 0px 10.66px;">
<b style="mso-bidi-font-weight: normal;"><span style="font-size: 12pt; line-height: 107%; margin: 0px;">The <i style="mso-bidi-font-style: normal;">#TimesUp</i> campaign has captured headlines
with its push for greater diversity and equality in Hollywood and the
entertainment sector, but these shifting attitudes are mirrored in legislative
changes in the UK which will affect employers in the coming months.<span style="margin: 0px;"> </span></span></b></div>
<br />
<div style="margin: 0px 0px 10.66px;">
<span style="font-family: Calibri;">In a series of developments, companies are expected to
demonstrate an increasing commitment to an equal, inclusive and supportive
workplace and are being encouraged to take steps towards the scheduled and
anticipated changes, which will demand a shift in both process and culture. <span style="margin: 0px;"> </span></span></div>
<br />
<div style="margin: 0px 0px 10.66px;">
<span style="font-family: Calibri;">Last year saw the introduction of <b style="mso-bidi-font-weight: normal;">Gender pay gap reporting</b>.<span style="margin: 0px;"> </span>Under
the Equality Act 2010 (Gender Pay Gap Information) Regulations, all private
sector organisations with more than 250 employees must publish details of their
gender pay gap, for both basic pay and any bonus payments.<span style="margin: 0px;"> </span>The first reporting had to be submitted by 4
April last year, with a requirement on organisations to provide updated
information annually in future, meaning deadlines for the second round of
reports are fast approaching. </span></div>
<br />
<div style="margin: 0px 0px 10.66px;">
<span style="font-family: Calibri;">Alongside, the Government is moving to require reporting for
both executive level and ethnic pay gaps, both of which will require data
capture in good time to meet future reporting requirements.<span style="margin: 0px;"> </span></span></div>
<br />
<div style="margin: 0px 0px 10.66px;">
<span style="font-family: Calibri;">First will be the requirements on <b style="mso-bidi-font-weight: normal;">Executive pay gap reporting</b>, with rules now in force that require UK
quoted companies with more than 250 employees to set out the ratio of the CEO’s
pay and benefits compared with that of employees.<span style="margin: 0px;"> </span>It applies to financial years commencing on or
after 1 January 2019, and the first reporting will be due in 2020. As well as
the reporting submission, the information must be included in future directors’
remuneration reports.</span></div>
<br />
<div style="margin: 0px 0px 10.66px;">
<span style="font-family: Calibri;">Hard on its heels is the prospect of mandatory <b style="mso-bidi-font-weight: normal;">Ethnic pay gap reporting</b>, which is
likely to pose many challenges for data collection, depending on the final
requirements established.<span style="margin: 0px;"> </span>The issue was
put out for consultation, which has now closed, and while it is expected by
many commentators to be confined to organisations with over 250 employees, in
line with other pay gap reporting, there have been calls to include smaller
organisations of 50+ employees.<span style="margin: 0px;"> </span></span></div>
<br />
<div style="margin: 0px 0px 10.66px;">
<span style="font-family: Calibri;">The consultation has explored which employers should be
involved, the ethnicity pay data to be reported and what supporting information
employers may be asked to provide, such as an action plan to tackle any
identified bias. <span style="margin: 0px;"> </span>But whatever the final
requirements, they are expected to be challenging to implement. Employment law<span style="margin: 0px;"> </span>expert Elissa Thursfield<span style="margin: 0px;"> </span>explained: “The consultation has looked at
the challenges of collecting, analysing and reporting ethnicity pay information
if it is to be meaningful.<span style="margin: 0px;"> </span>One of the
problems is that there is no legal obligation for employers to collect
information on ethnicity and even where they try to do so, an individual can
choose not to disclose their ethnic group.”<span style="margin: 0px;">
</span></span></div>
<br />
<div style="margin: 0px 0px 10.66px;">
<span style="font-family: Calibri;">Alongside, organisations are likely to find themselves
having to explain how they are supporting parents and other carers in their
workforce, with the Government exploring the possibility of a new law requiring
employers with more than 250 employees to publish details of their
family-friendly policies. <span style="margin: 0px;"> </span></span></div>
<br />
<div style="margin: 0px 0px 10.66px;">
<span style="font-family: Calibri;">One such policy is for bereaved parents.<span style="margin: 0px;"> </span>The new <b style="mso-bidi-font-weight: normal;">Parental
Bereavement Leave and Pay Act</b> will give all employed parents the right to take
two weeks off work if they lose a child under the age of 18 or suffer a
stillbirth from 24 weeks of pregnancy. The entitlement will have no minimum
service requirement and the parent will have 56 weeks from their child’s death
to take the leave. <span style="margin: 0px;"> </span>Those parents who
have been in continuous employment for 26 weeks with their employer will be
able to claim pay for the leave.<span style="margin: 0px;"> </span></span></div>
<br />
<div style="margin: 0px 0px 10.66px;">
<span style="font-family: Calibri;">“While the new right is not expected to come into force until
April 2020, employers will need to start preparing now, and may wish to
consider introducing their own bereavement leave policy, if they don’t already
have one, particularly with the focus on demonstrating good practice that we
are seeing,” added <span style="color: black; margin: 0px;"><span style="margin: 0px;"> </span></span>Elissa.<span style="margin: 0px;">
</span></span></div>
<br />
<div style="margin: 0px 0px 10.66px;">
<span style="font-family: Calibri;">“Last year’s Oscar winner Frances McDormand captured headlines
with her calls for an ‘inclusion rider’ in movie contracts, so as to achieve certain
diversity and inclusion thresholds in future, but we are seeing a significant
shift in attitudes across the sectors.<span style="margin: 0px;">
</span>Certainly, for employers in the UK, there are increasingly tough
requirements to act responsibly and inclusively.<span style="margin: 0px;"> </span></span><span style="line-height: 107%; margin: 0px;"></span></div>
<br />
<div style="margin: 0px 0px 10.66px;">
<span style="font-family: Calibri;">“And while employers do not have any obligation to provide any
narrative around their gender pay gap, or to do more than fulfil their legal
requirements, being open and up front with explanations and future plans may
help to limit any reputational damage as comparisons will be made and progress
expected, in this and all other aspects of equality.”</span><span style="margin: 0px;"><span style="line-height: 107%; margin: 0px;"></span></span></div>
<b></b><i></i><u></u><sub></sub><sup></sup><strike></strike><span style="font-family: Calibri;"></span>Gamlins Law Ltdhttp://www.blogger.com/profile/16099612761285114880noreply@blogger.com0tag:blogger.com,1999:blog-7904156426865540016.post-63606073410440067732018-11-19T02:47:00.002-08:002018-11-19T02:47:49.133-08:00Another blow to the gig economy
<br />
<div style="line-height: normal; margin: 0px;">
<u><span style="font-size: 12pt; margin: 0px;">Another blow to the gig economy </span></u></div>
<br />
<div style="line-height: normal; margin: 0px;">
<br /></div>
<br />
<div style="line-height: normal; margin: 0px;">
<b style="mso-bidi-font-weight: normal;"><span style="font-size: 12pt; margin: 0px;">Following
the recent landmark tribunal rulings for Uber and Hermes drivers, London Taxi
company Addison Lee now face a £39 million bill as their taxi workers are once
again classed as workers rather than self-employed. </span></b></div>
<br />
<div style="line-height: normal; margin: 0px;">
<br /></div>
<br />
<div style="line-height: normal; margin: 0px;">
<span style="font-size: 12pt; margin: 0px;">The Employment Appeal Tribunal upheld a
previous decision classing the company’s taxi drivers as workers rather than
self-employed contractors. The GMB Union have said the ruling is ‘another huge
win for workers rights.’’</span></div>
<br />
<div style="line-height: normal; margin: 0px;">
<br /></div>
<br />
<div style="line-height: normal; margin: 0px;">
<span style="font-size: 12pt; margin: 0px;">Following the Uber and Hermes drivers
rulings, the employment tribunal have yet again decided that the company’s
drivers are legally entitled to certain employment rights including national
minimum wage and holiday pay. The company has around 4,000 drivers and is now
being called upon to extend employment rights to all their drivers. </span></div>
<br />
<div style="line-height: normal; margin: 0px;">
<br /></div>
<br />
<div style="line-height: normal; margin: 0px;">
<span style="font-size: 12pt; margin: 0px;">According to the union’s solicitors,
Leigh Day the decision could cost Addison Lee up to £10,285 per driver in
making good unpaid holiday pay and ensuring wages were up to national minimum
wage standard over the past 2 years. </span></div>
<br />
<div style="line-height: normal; margin: 0px;">
<br /></div>
<br />
<div style="line-height: normal; margin: 0px;">
<span style="font-size: 12pt; margin: 0px;">Sue Harris, GMB union's legal director,
said 'Other employers should take note - GMB will not stop pursuing these
exploitative companies on behalf of our members.'</span></div>
<br />
<div style="line-height: normal; margin: 0px;">
<br /></div>
<br />
<div style="line-height: normal; margin: 0px;">
<span style="font-size: 12pt; margin: 0px;">Liana Wood, solicitor at Leigh Day who
represented the drivers of Addison Leigh stated 'We hope that Addison Lee will
accept this decision; drivers shouldn't have to continue to work very long
hours, often in excess of 60 hours per week, to earn just enough to meet their
basic living costs.'</span></div>
<br />
<div style="line-height: normal; margin: 0px;">
<br /></div>
<br />
<div style="line-height: normal; margin: 0px;">
<span style="font-size: 12pt; margin: 0px;">The taxi firm Uber has been involved in
a similar legal battle for the last few years. In 2016 2 drivers won at
tribunal over paid holiday, arguing they were in effect employees. But last
month at the Court of Appeal Uber argued that the previous decision had 'erred
in law' by ignoring its contracts, and that the relationship between the
company and its drivers is 'typical of the private hire industry' and had been
used for years. The decision is awaited with interest. </span></div>
<br />
<div style="line-height: normal; margin: 0px;">
<br /></div>
<br />
<div style="line-height: normal; margin: 0px;">
<span style="font-size: 12pt; margin: 0px;">Hermes lost its battle with 65 drivers
in another blow for businesses who have thrived thanks to the gig economy which
employs more than 5million people in the UK. <span style="margin: 0px;"> </span>A tribunal has ruled that the 65 people who
brought claims should be treated as staff with perks including sick and holiday
pay and paid breaks while delivering packages for customers.<span style="margin: 0px;"> </span></span></div>
<br />
<div style="line-height: normal; margin: 0px;">
<br /></div>
<br />
<div style="line-height: normal; margin: 0px;">
<u><span style="font-size: 12pt; margin: 0px;">What do these rulings mean for
Employers?</span></u></div>
<br />
<div style="line-height: normal; margin: 0px;">
<br /></div>
<br />
<div style="line-height: normal; margin: 0px;">
<span style="color: black; font-size: 11.5pt; margin: 0px;">Classing an individual</span><span style="color: #333333; font-size: 11.5pt; margin: 0px;"> as a ‘worker’ entitles them
to certain employment rights such as the </span><span style="color: black; font-size: 11.5pt; margin: 0px;">national living wage, paid holiday and sick leave which
evidently means increased costs for employers. It is for each an employer to
consider its own situation carefully with an eye on the law as falling foul may
entitle staff to retrospective compensation. </span></div>
<br />
<div style="line-height: normal; margin: 0px;">
<br /></div>
<br />
<div style="line-height: normal; margin: 0px;">
<span style="font-size: 12pt; margin: 0px;">A useful guide can to determine
employment status can be found following the link below. </span></div>
<br />
<div style="line-height: normal; margin: 0px;">
<br /></div>
<br />
<div style="line-height: normal; margin: 0px;">
<a href="http://www.acas.org.uk/index.aspx?articleid=5071"><span style="font-size: 12pt; margin: 0px;"><span style="color: blue; font-family: Calibri;">http://www.acas.org.uk/index.aspx?articleid=5071</span></span></a><span style="font-size: 12pt; margin: 0px;"></span></div>
<br />
<div style="line-height: normal; margin: 0px;">
<br /></div>
<br />
<div style="line-height: normal; margin: 0px;">
<span style="font-size: 12pt; margin: 0px;">If you require further assistance contact
one of our experienced staff at our Employment team. </span></div>
<b></b><i></i><u></u><sub></sub><sup></sup><strike></strike>Gamlins Law Ltdhttp://www.blogger.com/profile/16099612761285114880noreply@blogger.com0tag:blogger.com,1999:blog-7904156426865540016.post-73533572050508883302018-11-02T08:40:00.002-07:002018-11-02T08:40:20.748-07:00New employment rights raise another red flag for employers
<br />
<div style="margin: 0px 0px 10.66px;">
<br /></div>
<br />
<div style="margin: 0px 0px 10.66px;">
<span style="font-size: 14pt; line-height: 107%; margin: 0px;">New employment rights raise another red flag for employers <span style="margin: 0px;"> </span></span></div>
<br />
<div style="margin: 0px 0px 10.66px;">
<i style="mso-bidi-font-style: normal;"><span style="font-family: Calibri;">Who’s who on the
payroll is an ongoing challenge for employers in the run up to new payslip
requirements<span style="margin: 0px;"> </span></span></i></div>
<br />
<div style="margin: 0px 0px 10.66px;">
<br /></div>
<br />
<div style="margin: 0px 0px 10.66px;">
<b style="mso-bidi-font-weight: normal;"><span style="font-size: 12pt; line-height: 107%; margin: 0px;">New payslip
requirements are set to come into force, requiring itemised calculations for
variable rates of pay and hours worked. Alongside, the requirement for payslips
will be extended to include workers, not just employees.<span style="margin: 0px;"> </span></span></b></div>
<br />
<div style="margin: 0px 0px 10.66px;">
<span style="font-family: Calibri;">The two amendments to the 1996 Employment Rights Act will
come into force on April 6 2019.<span style="margin: 0px;"> </span>From
that date, employees and workers, including those under casual or zero hours
contracts, must receive correctly detailed written, printed or electronic
payslips.<span style="margin: 0px;"> </span></span></div>
<br />
<div style="margin: 0px 0px 10.66px;">
<span style="font-family: Calibri;">The greater transparency is designed to help employees
understand their pay and see if they are being paid correctly.<span style="margin: 0px;"> </span>Also, it is hoped that it will make it easier
to identify if employers are meeting<span style="margin: 0px;"> </span>their
obligations under the National Minimum Wage and National Living Wage and that holiday
entitlements are correctly applied. </span></div>
<br />
<div style="margin: 0px 0px 10.66px;">
<span style="font-family: Calibri;">But while the change itself is straightforward, new payroll
procedures and alternative software may be needed to satisfy the new
requirements. </span></div>
<br />
<div style="margin: 0px 0px 10.66px;">
<span style="font-family: Calibri;">Alongside, a more complex question for many companies when
it comes to implementing the new requirements will be whether someone is an
employee, a worker or a self-employed contractor.<span style="margin: 0px;"> </span></span></div>
<br />
<div style="margin: 0px 0px 10.66px;">
<span style="font-family: Calibri;"><span style="color: black; margin: 0px;">Many </span>organisations
do not recognise that even where someone is not an employee, they may still be
categorised as a ‘worker’ and be entitled to certain rights such as the <span style="color: black; margin: 0px;">national living wage, paid
holiday and sick leave.<span style="margin: 0px;"> </span>An employee may
also be a ‘worker’, but with extra employment rights and responsibilities.<span style="margin: 0px;"> </span></span></span></div>
<br />
<div style="margin: 0px 0px 10.66px;">
<span style="font-family: Calibri;">And the boundaries as to who is a worker and who is
self-employed are increasingly difficult to pin down following high-profile <span style="color: black; margin: 0px;">cases involving Uber and other
so-called gig economy companies, with individuals winning the right to be
treated as a worker,</span> <span style="color: black; margin: 0px;">rather
than a self-employed contractor.<span style="margin: 0px;"> </span></span></span></div>
<br />
<div style="margin: 0px 0px 10.66px;">
<span style="font-family: Calibri;">“Many employers are not meeting legal minimum requirements because
they do not understand their employment law obligations when it comes to
workers.<span style="margin: 0px;"> </span>It’s hoped that this new
process will be one step towards improved awareness,” <span style="color: black; margin: 0px;">explained Employment</span><span style="background: silver; margin: 0px;"> </span><span style="margin: 0px;"> </span>expert<span style="margin: 0px;"> </span>Elissa Thursfield.<span style="margin: 0px;"> </span></span></div>
<br />
<div style="margin: 0px 0px 10.66px;">
<span style="font-family: Calibri;"><span style="color: black; margin: 0px;">“The distinctions
between an employee, a worker and a self-employed contractor may not be clear
cut for some organisations, so</span> it’s important to keep abreast of what’s
going on in employment law and what legislative changes are coming up.<span style="margin: 0px;"> </span>That way you can keep ahead of the deadlines
and make sure you’re facing up to issues that may otherwise pose difficulties
later.”<span style="margin: 0px;"> </span></span></div>
<br />
<div style="margin: 0px 0px 10.66px;">
<br /></div>
<br />
<table border="1" cellpadding="0" cellspacing="0" style="border-collapse: collapse; border-image: none; border: medium; margin: 0px;">
<tbody>
<tr style="mso-yfti-firstrow: yes; mso-yfti-irow: 0; mso-yfti-lastrow: yes;">
<td style="background-color: transparent; border-image: none; border: 1.33px solid rgb(0, 0, 0); margin: 0px; padding: 0cm 5.4pt; width: 450.8pt;" valign="top" width="902">
<div style="line-height: normal; margin: 0px;">
<b style="mso-bidi-font-weight: normal;"><span style="color: black; margin: 0px;"><span style="font-family: Calibri;">What needs to be included in the
written statement of wages</span></span></b></div>
<div style="line-height: normal; margin: 0px;">
<br /></div>
<div style="line-height: normal; margin: 0px 0px 4px 47.6px; text-indent: -17.85pt;">
<span style="color: black; font-family: Symbol; font-size: 10pt; margin: 0px;"><span style="margin: 0px;">·<span style="font-size-adjust: none; font-stretch: normal; font: 7pt "Times New Roman"; margin: 0px;"> </span></span></span><span style="color: black; font-size: 10pt; margin: 0px;">the amount of gross wages or
salary </span></div>
<div style="line-height: normal; margin: 0px 0px 4px 47.6px; text-indent: -17.85pt;">
<span style="color: black; font-family: Symbol; font-size: 10pt; margin: 0px;"><span style="margin: 0px;">·<span style="font-size-adjust: none; font-stretch: normal; font: 7pt "Times New Roman"; margin: 0px;"> </span></span></span><span style="color: black; font-size: 10pt; margin: 0px;">for any part that varies
according to time worked, the total number of hours worked and the rate of
pay, either as a single aggregate figure or separately for each type of work
or rate of pay </span></div>
<div style="line-height: normal; margin: 0px 0px 4px 47.6px; text-indent: -17.85pt;">
<span style="color: black; font-family: Symbol; font-size: 10pt; margin: 0px;"><span style="margin: 0px;">·<span style="font-size-adjust: none; font-stretch: normal; font: 7pt "Times New Roman"; margin: 0px;"> </span></span></span><span style="color: black; font-size: 10pt; margin: 0px;">the amounts of any deductions
and what they relate to<span style="margin: 0px;"> </span></span></div>
<div style="line-height: normal; margin: 0px 0px 4px 47.6px; text-indent: -17.85pt;">
<span style="color: black; font-family: Symbol; font-size: 10pt; margin: 0px;"><span style="margin: 0px;">·<span style="font-size-adjust: none; font-stretch: normal; font: 7pt "Times New Roman"; margin: 0px;"> </span></span></span><span style="color: black; font-size: 10pt; margin: 0px;">the net amount of wages or
salary payable</span></div>
<div style="line-height: normal; margin: 0px 0px 4px 47.6px; text-indent: -17.85pt;">
<span style="color: black; font-family: Symbol; font-size: 10pt; margin: 0px;"><span style="margin: 0px;">·<span style="font-size-adjust: none; font-stretch: normal; font: 7pt "Times New Roman"; margin: 0px;"> </span></span></span><span style="color: black; font-size: 10pt; margin: 0px;">if paid in parts, the amount
and payment method for each part<span style="margin: 0px;"> </span></span></div>
<div style="margin: 0px 0px 10.66px;">
<br /></div>
</td>
</tr>
</tbody></table>
<br />
<div style="margin: 0px 0px 10.66px;">
<br /></div>
<br />
<div style="margin: 0px 0px 10.66px;">
<span style="margin: 0px;"><span style="margin: 0px;"><a href="http://www.legislation.gov.uk/uksi/2018/147/pdfs/uksi_20180147_en.pdf"><span style="color: #0563c1; font-family: Calibri;">The
Employment Rights Act 1996 (Itemised Pay Statement) (Amendment) Order 2018</span></a></span></span><span style="margin: 0px;"></span></div>
<br />
<div style="margin: 0px 0px 10.66px;">
<span style="margin: 0px;"><span style="margin: 0px;"><a href="http://www.legislation.gov.uk/uksi/2018/529/pdfs/uksi_20180529_en.pdf"><span style="color: #0563c1; font-family: Calibri;">The
Employment Rights Act 1996 (Itemised Pay Statement) (Amendment) (No. 2) Order
2018</span></a></span></span><span style="margin: 0px;"><span style="margin: 0px;"></span></span></div>
<b></b><i></i><u></u><sub></sub><sup></sup><strike></strike><span style="color: #0563c1;"></span><span style="font-family: Calibri;"></span>Gamlins Law Ltdhttp://www.blogger.com/profile/16099612761285114880noreply@blogger.com0tag:blogger.com,1999:blog-7904156426865540016.post-19071715126196865532018-07-20T06:22:00.002-07:002018-07-20T06:22:07.043-07:00Working temperatures – when is it too hot to work?
<br />
<div style="margin: 0px 0px 13.33px;">
<b style="mso-bidi-font-weight: normal;"><span style="color: #009ddd; font-family: "GeoSlab703 Lt BT","serif"; font-size: 14pt; line-height: 115%; margin: 0px;">Working temperatures – when is it too hot to work?</span></b></div>
<br />
<div style="margin: 0px 0px 13.33px;">
<span style="font-family: Calibri;">The summer of 2018 is already being compared with the long,
hot scorcher of 1976. Records have been broken across the UK, the words
‘hose-pipe ban’ are being whispered, and we’re all suffering from sleep
deprivation due to night-time temperatures that are in the high teens. It’s
hot, it’s sticky, and, unless you’re at the beach, it sucks the energy right
out of you. The question is, when does it get too hot to work? Are employers
legally required to keep your workplace within a certain range, and can you
knock off work early if it gets too hot?</span></div>
<br />
<div style="margin: 0px 0px 13.33px;">
<span style="font-family: Calibri;">The simple answer is no. There isn’t actually any legal
requirement for employers to let you go home when it gets hot. The only
guidance you’ll find on the standard Gov.UK page on workplace temperatures is
that all indoor workplaces must be ‘reasonable’. There is no law stating what
the minimum or maximum working temperatures are, so it’s really down to the discretion
of the employer. The guidance numbers range from a minimum of 16°C, or 13°C if
employees are engaged in physical work. But they’re exactly that – just
guidance numbers. They’re not enforceable by law.</span></div>
<br />
<div style="margin: 0px 0px 13.33px;">
<span style="font-family: Calibri;">More detailed guidance comes from the Health and Safety
Executive, who state that employers have a duty of care towards their employees
and should ensure that:</span></div>
<br />
<div style="margin: 0px 0px 0px 48px; text-indent: -18pt;">
<span style="font-family: Symbol; margin: 0px;"><span style="margin: 0px;">·<span style="font-size-adjust: none; font-stretch: normal; font: 7pt "Times New Roman"; margin: 0px;">
</span></span></span><span style="font-family: Calibri;">Temperatures are kept at a comfortable level and
that extremes of temperature should be avoided. This is also known as ‘thermal
comfort’.</span></div>
<br />
<div style="margin: 0px 0px 10.66px 48px; text-indent: -18pt;">
<span style="font-family: Symbol; margin: 0px;"><span style="margin: 0px;">·<span style="font-size-adjust: none; font-stretch: normal; font: 7pt "Times New Roman"; margin: 0px;">
</span></span></span><span style="font-family: Calibri;">Clean, fresh air should be provided at all
times.</span></div>
<br />
<div style="margin: 0px 0px 13.33px;">
<b style="mso-bidi-font-weight: normal;"><span style="font-family: Calibri;">The Six Factors</span></b></div>
<br />
<div style="margin: 0px 0px 13.33px;">
<span style="font-family: Calibri;">According to the HSE, there are six factors that can be
directly related to thermal comfort. Air temperature alone is not an accurate
or valid indicator of thermal comfort or, conversely, thermal stress. You need
to take into account both environmental and personal factors:</span></div>
<br />
<div style="margin: 0px 0px 13.33px;">
<span style="font-family: Calibri;">Environmental factors: </span></div>
<br />
<div style="margin: 0px 0px 0px 48px; text-indent: -18pt;">
<span style="font-family: Symbol; margin: 0px;"><span style="margin: 0px;">·<span style="font-size-adjust: none; font-stretch: normal; font: 7pt "Times New Roman"; margin: 0px;">
</span></span></span><span style="font-family: Calibri;">Air temperature</span></div>
<br />
<div style="margin: 0px 0px 0px 48px; text-indent: -18pt;">
<span style="font-family: Symbol; margin: 0px;"><span style="margin: 0px;">·<span style="font-size-adjust: none; font-stretch: normal; font: 7pt "Times New Roman"; margin: 0px;">
</span></span></span><span style="font-family: Calibri;">Radiant temperature – any heat radiating from
warm objects</span></div>
<br />
<div style="margin: 0px 0px 0px 48px; text-indent: -18pt;">
<span style="font-family: Symbol; margin: 0px;"><span style="margin: 0px;">·<span style="font-size-adjust: none; font-stretch: normal; font: 7pt "Times New Roman"; margin: 0px;">
</span></span></span><span style="font-family: Calibri;">Air velocity – the speed at which air moves
across an employee (for example, still or stagnant air that is artificially
heated).</span></div>
<br />
<div style="margin: 0px 0px 10.66px 48px; text-indent: -18pt;">
<span style="font-family: Symbol; margin: 0px;"><span style="margin: 0px;">·<span style="font-size-adjust: none; font-stretch: normal; font: 7pt "Times New Roman"; margin: 0px;">
</span></span></span><span style="font-family: Calibri;">Humidity – humidity levels can be said to be
high when they are greater than 80%</span></div>
<br />
<div style="margin: 0px 0px 13.33px;">
<span style="font-family: Calibri;">Personal factors: </span></div>
<br />
<div style="margin: 0px 0px 0px 48px; text-indent: -18pt;">
<span style="font-family: Symbol; margin: 0px;"><span style="margin: 0px;">·<span style="font-size-adjust: none; font-stretch: normal; font: 7pt "Times New Roman"; margin: 0px;">
</span></span></span><span style="font-family: Calibri;">Clothing Insulation – particularly relevant if
you are required to wear PPE during your work</span></div>
<br />
<div style="margin: 0px 0px 10.66px 48px; text-indent: -18pt;">
<span style="font-family: Symbol; margin: 0px;"><span style="margin: 0px;">·<span style="font-size-adjust: none; font-stretch: normal; font: 7pt "Times New Roman"; margin: 0px;">
</span></span></span><span style="font-family: Calibri;">Metabolic heat – the amount of heat given off
during physical activity.</span></div>
<br />
<div style="margin: 0px 0px 13.33px;">
<span style="font-family: Calibri;">It can be very difficult to legislate on any of these,
particularly personal factors. PPE is often a legal requirement, and metabolic
heat will depend on the individual.</span></div>
<br />
<div style="margin: 0px 0px 13.33px;">
<span style="font-family: Calibri;">However, if environmental factors are giving cause for
concern then you may be able to challenge your employer through either your
union representative, or via legal representation. Remember, though, that there
is no set limit in law so any legal challenges may be difficult. It’s probably
better to think about mediation rather than litigation.</span></div>
<br />
<div style="margin: 0px 0px 13.33px;">
<b style="mso-bidi-font-weight: normal;"><span style="font-family: Calibri;">Take a different
approach</span></b></div>
<br />
<div style="margin: 0px 0px 13.33px;">
<span style="font-family: Calibri;">Rather than tackling the problem from a temperature point of
view, it may be worth looking at it from a different angle – your employer’s
duty of care to ensure a safe and comfortable working environment. If you feel
that your wellbeing is being put at risk due to your working conditions, then
you can challenge your employer and ask them to address the situation. This is
particularly true if you have underlying health conditions such as asthma that
may be exasperated by extremes of heat, humidity, or poor quality air.</span></div>
<br />
<div style="margin: 0px 0px 13.33px;">
<span style="font-family: Calibri;">It is highly unlikely that you will get an instant response,
but by pointing out to your employer that conditions are bad, you may be able
to effect changes that will improve the situation later on. If they are
unwilling to enter into any kind of dialogue, then you may need to ask a
mediator to step in to get both sides talking again. Talk to a legal expert,
professional mediator, or your union representative.</span></div>
<br />
<div style="margin: 0px 0px 13.33px;">
<span style="font-family: Calibri;">It looks like we’re going to have a very long, hot summer,
and if the temperature keeps breaking records then employers are going to have
to look at the conditions their workers are operating in, both inside and
outdoors.</span></div>
<b></b><i></i><u></u><sub></sub><sup></sup><strike></strike><span style="font-family: Calibri;"></span>Gamlins Law Ltdhttp://www.blogger.com/profile/16099612761285114880noreply@blogger.com0tag:blogger.com,1999:blog-7904156426865540016.post-80543725768004014592018-03-29T07:38:00.002-07:002018-03-29T07:38:14.679-07:00Employment Law Updates
<br />
<div class="MsoNormal" style="line-height: normal; margin: 0cm 0cm 0pt;">
<b style="mso-bidi-font-weight: normal;"><span style="color: #009ddd; font-family: "GeoSlab703 Lt BT","serif"; font-size: 14pt;">Employment law updates <o:p></o:p></span></b></div>
<br />
<div class="MsoNormal" style="line-height: 150%; margin: 0cm 0cm 6pt;">
<span style="font-family: "Myriad Pro","sans-serif";"><o:p> </o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt;">
<span style="font-family: Calibri;">2017 was a busy year in the world of Employment Law. Among
the legal headlines were the removal of employment fees and the beginning of
what was to become a national consultation on the pay gap between men and
women. <o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt;">
<span style="font-family: Calibri;">However, the changes aren’t over for employers and HR
professionals: with March 29<sup><span style="font-size: x-small;">th</span></sup> 2019 signalling the UK’s separation
from the EU, 2018 looks set to be a year of significant change, particularly
where Employment Law is concerned. Let’s take a look at the main events you
might want to put in your calendar.<o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt;">
<b style="mso-bidi-font-weight: normal;"><span style="font-family: Calibri;">April<o:p></o:p></span></b></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt;">
<span style="font-family: Calibri;">Marking the end of the old financial year and the start of
the new, it seems appropriate that the topic of tax will take the spotlight
this month. April will see the government making changes to the way termination
payments are taxed, including safeguarding the first £30,000 against income tax
and National Insurance contributions. This will also be the month in which the
first reports detailing the pay gap between the sexes must be submitted. <o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt;">
<span style="font-family: Calibri;">April also heralds the withdrawal of Employment Allowance
for a year from any employers who are found to have employed illegal workers.<o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt;">
<span style="font-family: Calibri;">In addition, the Fit for Work assessment service will be
scrapped at the end of March, as well as overhauling its current fit note
scheme – exact details as to who, other than Doctors, will hold certification
powers in the future is still unclear. <o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt;">
<b style="mso-bidi-font-weight: normal;"><span style="font-family: Calibri;">May<o:p></o:p></span></b></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt;">
<span style="font-family: Calibri;">The big one for May will be the government rolling out the
EU-approved General Data Protection Regulation laws. Among the many new
protocols will be the right for individuals to be informed if their data has
been compromised and the right for them to have their information deleted from
search engines. <o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt;">
<b style="mso-bidi-font-weight: normal;"><span style="font-family: Calibri;">June<o:p></o:p></span></b></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt;">
<span style="font-family: Calibri;">This is the month in which the EU’s Trade Secrets Directive
comes into play, giving greater protection to Intellectual Property Rights. For
businesses and individuals, this will mean greater recourse in the event that
trade secrets are misappropriated, especially by a member of staff.<o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt;">
<b style="mso-bidi-font-weight: normal;"><span style="font-family: Calibri;">Other Key Events in
2018<o:p></o:p></span></b></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt;">
<span style="font-family: Calibri;">While it’s hard to see beyond the first months of 2018,
there are further changes to Employment Law expected, although their absolute
dates remain yet to be confirmed. However, if you’re an employer or an HR
professional, these are the upcoming key events to keep an eye out for:<o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt;">
<b style="mso-bidi-font-weight: normal;"><span style="font-family: Calibri;">Grandparental Leave<o:p></o:p></span></b></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt;">
<span style="font-family: Calibri;">A hot topic since Parental Leave was introduced in 2015,
Grandparental Leave will see parents able to assign part of their maternity or
family leave to grandparents, allowing them to return to work more quickly. In
addition, the move is hoped to encourage grandparents to remain in work, rather
than having to leave their jobs in order to help their children with childcare.<o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt;">
<b style="mso-bidi-font-weight: normal;"><span style="font-family: Calibri;">Payment for Sleep-In
Shifts<o:p></o:p></span></b></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt;">
<span style="font-family: Calibri;">Towards the end of 2018, the clock will be ticking fast for
employers who have not yet chased up their obligations to the Social Care
Compliance Scheme. Launched in 2017, the scheme gave employers until 2019 to identify
and pay what they owe to workers who may have been paid less than the minimum
wage for sleep-in shifts. Once the deadline has expired, employers will have
three months in which to make the outstanding payments, or face legal action.<o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt;">
<b style="mso-bidi-font-weight: normal;"><span style="font-family: Calibri;">Brexit<o:p></o:p></span></b></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt;">
<span style="font-family: Calibri;">Although this doesn’t come into effect until the third month
of 2019, employers will be watching the continued negotiations regarding
Britain’s withdrawal from the European Union. While the Settled Status
agreement seems to have gained some ground, the main issue for employers is
likely to be how the legislation for immigrant workers will change. <o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt;">
<span style="font-family: Calibri;">The anticipated date for review of the rules will be in
2021, which gives businesses three years in which to begin recruiting and try
and stay ahead of the constantly-shifting Brexit sands.<o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt;">
<span style="font-family: Calibri;">2018 looks to be an important year for those who have any
dealing with Employment Law. While the short-term changes are well worth
investigating, the long-term plans are the ones that are set to have the
greatest effects.<o:p></o:p></span></div>
Gamlins Law Ltdhttp://www.blogger.com/profile/16099612761285114880noreply@blogger.com0tag:blogger.com,1999:blog-7904156426865540016.post-17104615877303793952018-03-29T07:37:00.002-07:002018-03-29T07:37:26.121-07:00Dealing with employee theft
<br />
<div class="MsoNormal" style="line-height: normal; margin: 0cm 0cm 0pt;">
<b style="mso-bidi-font-weight: normal;"><span style="color: #009ddd; font-family: "GeoSlab703 Lt BT","serif"; font-size: 14pt;">Dealing with employee
theft</span></b><b style="mso-bidi-font-weight: normal;"><span style="color: #97a4ac; font-size: 14pt;"><o:p></o:p></span></b></div>
<br />
<div class="MsoNormal" style="line-height: 150%; margin: 0cm 0cm 6pt;">
<span style="font-family: "Myriad Pro","sans-serif";"><o:p> </o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt;">
<span style="font-family: Calibri;">According to a poll commissioned by office-furniture
supplier Kit Out My Office, more than two-thirds of UK office workers have
admitted to stealing from their employers and colleagues at some time during
their careers. With the cost of stolen items averaging at £12.50 and an
estimated 15million workers having confessed to employee theft, the cost to UK
employers adds up to a whopping £190million each year. For employers, dealing
with employee theft can be a difficult process. If you suspect that one of your
workers is stealing from your business, what should you do?<o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt;">
<b style="mso-bidi-font-weight: normal;"><span style="font-family: Calibri;">Suspicion vs Facts<o:p></o:p></span></b></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt;">
<span style="font-family: Calibri;">Theft of any sort is a serious accusation to make. If, as an
employer, you suspect an employee of theft then obtaining evidence is a crucial
part of the procedure. Evidence may prove your suspicions to be wrong or they
may prove them to be right. However, making an accusation of employee theft
without substantial proof can leave you open for litigation. Suspicion is one
thing. Solid facts are another.<o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt;">
<span style="font-family: Calibri;"><b style="mso-bidi-font-weight: normal;">Conducting an
Investigation</b><o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt;">
<span style="font-family: Calibri;">Many employers are unaware of the fact that they have a
legal right to launch an investigation should they suspect an employee of
stealing. The investigation must be seen to be fair and based on evidence alone.
Should the case reach an Employment Tribunal or result in the employee’s
dismissal, the presiding judge will need to see a demonstration of fairness and
impartiality. <o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt;">
<span style="font-family: Calibri;">The first step is to appoint an investigator. This can be
someone within the office or, if it is appropriate, an external party. You may
find that your company has specific policies on how to tackle issues of this
sort. However, if not, the chosen investigator should be briefed on certain
aspects of the inquiry, including:<o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt;">
<span style="font-family: Calibri;">• A timeframe in which to conduct the research<o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt;">
<span style="font-family: Calibri;">• Guidelines on their responsibility as an investigator<o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt;">
<span style="font-family: Calibri;">• How their evidence will be presented<o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt;">
<span style="font-family: Calibri;">• Minimising the investigation’s impact on employees’ morale<o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt;">
<span style="font-family: Calibri;">• Minimising the investigation’s impact on the day-to-day
running of the business.<o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt;">
<span style="font-family: Calibri;">It is worth remembering that, ultimately, the employer bears
full responsibility for the manner, fairness and impartiality of the
investigation. CCTV can be an important tool in uncovering the truth of the
matter, as can computer records. The chosen investigator should be given access
to both.<o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt;">
<b style="mso-bidi-font-weight: normal;"><span style="font-family: Calibri;">Following Up the
Results of the Investigation<o:p></o:p></span></b></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt;">
<span style="font-family: Calibri;">In the event that the evidence proves the employer’s
suspicions to be groundless, then the situation should be dismissed. If the
employee has become aware that they are or have been investigated, the best
procedure is complete transparency. If appropriate, you might need to present
them with the evidence that presented the grounds for suspicion.<o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt;">
<span style="font-family: Calibri;">If the investigation provides firm evidence of employee
theft, you will then need to decide what to do next. Most companies have
protocols and procedures to follow. As a rule of thumb, the next step is to
report the findings and present the proof to the company’s legal advisor.
Smaller companies, who may not have representatives of this sort, are advised
to seek the services of an Employment Law advisory services solicitor. Either
option will provide you with the information you need to begin disciplinary
proceedings.<o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt;">
<span style="font-family: Calibri;"><b style="mso-bidi-font-weight: normal;">Interviewing the
Accused</b><o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt;">
<span style="font-family: Calibri;">Reporting employment theft to the police is at the
employer’s discretion. This can result in criminal proceedings and either a
financial fine or, in some cases, a prison sentence. However, most cases of
employee theft are dealt with internally, either resulting in disciplinary
action or dismissal.<o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt;">
<span style="font-family: Calibri;">Prior to any action being taken, it is strongly advised that
the accused is interviewed. This gives them the opportunity to give their side
of the story and is part of the process of fairness and impartiality. The
interview should be conducted in a calm and reasonable manner and evidence
supporting the accusations should be presented. Should the theft be proven,
then the employer should once again consult a legal advisor.<o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt;">
<span style="font-family: Calibri;">While it might seem a long road to take, riddled with
procedure, ensuring that your investigations follow the appropriate guidelines,
protocols and advice are as much a protective measure for the employer, as they
are the path to bringing a thief to justice.<o:p></o:p></span></div>
Gamlins Law Ltdhttp://www.blogger.com/profile/16099612761285114880noreply@blogger.com0tag:blogger.com,1999:blog-7904156426865540016.post-35069861944134111442018-02-20T05:38:00.002-08:002018-02-20T05:38:27.835-08:00When mini breaks just don't cut it
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 8pt;">
<b style="mso-bidi-font-weight: normal;"><span style="font-size: 14pt; line-height: 107%; mso-bidi-font-size: 11.0pt;"><span style="font-family: Calibri;">When mini
breaks just don’t cut it<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></span></b></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 8pt;">
<b style="mso-bidi-font-weight: normal;"><span style="font-size: 12pt; line-height: 107%; mso-bidi-font-size: 11.0pt;"><o:p><span style="font-family: Calibri;"> </span></o:p></span></b></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 8pt;">
<i style="mso-bidi-font-style: normal;"><span style="font-size: 12pt; line-height: 107%; mso-bidi-font-size: 11.0pt;"><span style="font-family: Calibri;">Tribunal
says twenty-minute rest periods for workers should be given in one run, not as
a series of mini-breaks<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></span></i></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 8pt;">
<i style="mso-bidi-font-style: normal;"><span style="font-size: 12pt; line-height: 107%; mso-bidi-font-size: 11.0pt;"><o:p><span style="font-family: Calibri;"> </span></o:p></span></i></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 8pt;">
<b style="mso-bidi-font-weight: normal;"><span style="font-size: 12pt; line-height: 107%; mso-bidi-font-size: 11.0pt;"><span style="font-family: Calibri;">The mini
break may have made the perfect date for Bridget Jones, but when it comes to
employee rights, companies need to make sure they do everything to enable
workers to take a full, uninterrupted 20-minute rest break. <o:p></o:p></span></span></b></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 0pt; vertical-align: baseline;">
<span style="font-family: Calibri;">The warning comes after Network Rail was found to have failed to take
the necessary steps to facilitate full 20-minute rest breaks, despite the
employee being in a role that has special provision for alternative
arrangements.<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 0pt; vertical-align: baseline;">
<o:p><span style="font-family: Calibri;"> </span></o:p></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 0pt; vertical-align: baseline;">
<span style="font-family: Calibri;">The </span><a href="http://www.bailii.org/uk/cases/UKEAT/2017/0316_16_0811.html"><span style="color: #0563c1; font-family: Calibri;">case</span></a><span style="font-family: Calibri;"> was
brought by a railway signalman who was responsible for running single-manned
signal boxes on eight hour shifts.<span style="mso-spacerun: yes;"> </span>Due
to train timetables, he could not take an uninterrupted break and had to be
on-call when he did take a break.<span style="mso-spacerun: yes;"> </span>As a
result, he argued that he had been denied his legal entitlement under the
Working Time Regulations 1998 (WTR). <o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 0pt; vertical-align: baseline;">
<o:p><span style="font-family: Calibri;"> </span></o:p></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 0pt; vertical-align: baseline;">
<span style="font-family: Calibri;">All workers are entitled to an uninterrupted 20-minute rest break away
from their usual working location after six hours of working under the WTR.<span style="mso-spacerun: yes;"> </span>It must be known to be a rest break before it
starts, so if someone has had an unexpected 20 minute gap in their day, this
can’t be treated as the rest break retrospectively.<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 0pt; vertical-align: baseline;">
<o:p><span style="font-family: Calibri;"> </span></o:p></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 0pt; vertical-align: baseline;">
<span style="font-family: Calibri;">If a worker is on call during a break, then it will not count as a rest
break, but Regulation 24 of the WTR says that some workers will be excluded
from these provisions as it may not be feasible to schedule the rest break in
the usual way, but they must be allowed an equivalent period of compensatory
rest.<span style="mso-spacerun: yes;"> </span>This applies to railway workers
and others such as paramedics, or lone workers such as those in a security
role.<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 0pt; vertical-align: baseline;">
<o:p><span style="font-family: Calibri;"> </span></o:p></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 0pt; vertical-align: baseline;">
<span style="font-family: Calibri;">Although Network Rail provided a relief signaller in some regions,
they did not do so in Mr Crawford’s region and instead told him that he could
take shorter breaks during his shifts “between periods of operational
demand” and that these shorter breaks would add up to more than 20 minutes.<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 0pt; vertical-align: baseline;">
<o:p><span style="font-family: Calibri;"> </span></o:p></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 0pt; vertical-align: baseline;">
<span style="font-family: Calibri;">At the first hearing the Employment Tribunal held that Network Rail
had acted correctly and that when added together the short breaks were
compliant with the requirements of compensatory rest.<span style="mso-spacerun: yes;"> </span>But Mr Crawford appealed, and the Employment Appeal
Tribunal (EAT) ruled against Network Rail.<span style="mso-spacerun: yes;">
</span>The EAT said that if it were possible to provide workers with a full
uninterrupted 20-minute break, then that should be what happens.<span style="mso-spacerun: yes;"> </span>As Network Rail were providing the relief
signalman in other regions, they must have been able to take steps to provide
the same option in Mr Crawford’s region.<o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 0pt; vertical-align: baseline;">
<o:p><span style="font-family: Calibri;"> </span></o:p></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 0pt; vertical-align: baseline;">
<o:p><span style="font-family: Calibri;"> </span></o:p></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 0pt; vertical-align: baseline;">
<span style="font-family: Calibri;">Said Elissa Thursfield, employment expert with Gamlins Law : “Minimum
rest periods are there for the protection of health and safety and this ruling
demonstrates, once again, that tribunals will not allow employers to duck out
of their responsibility.<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 0pt;">
<o:p><span style="font-family: Calibri;"> </span></o:p></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 0pt;">
<span style="font-family: Calibri;">“As with all
terms of employment, the starting point should be a clear policy that everyone
knows and understands, especially where workers are involved in environments in
which pre-scheduled breaks are hard to operate, or they are working alone.<span style="mso-spacerun: yes;"> </span>It’s important to re-evaluate regularly and
see if problems are arising, and take steps to ensure that breaks are being
taken.<span style="mso-spacerun: yes;"> </span>You also need to be proactive
about it, as arguing that a worker never asked for a break is not going to let
you off the hook.” <o:p></o:p></span></div>
<br />
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<o:p><span style="font-family: Calibri;"> </span></o:p></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 8pt;">
<span style="font-family: Calibri;">She added: “If you have a situation where it is difficult to
give workers an uninterrupted break, away from their work station, then it’s
worth reviewing the position with some specialist guidance, as the alternative
may be an expensive tribunal claim.” <o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 8pt;">
<o:p><span style="font-family: Calibri;"> </span></o:p></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 8pt;">
<a href="http://www.bailii.org/uk/cases/UKEAT/2016/0130_16_1611.html"></a><a href="http://www.bailii.org/uk/cases/UKEAT/2017/0316_16_0811.html" target="_blank"><span class="MsoIntenseEmphasis"><span style="font-style: normal; mso-bidi-font-style: italic;"><span style="color: #4472c4; font-family: Calibri;">Crawford v Network Rail Infrastructure Limited</span></span></span></a><span class="MsoIntenseEmphasis"><u><span style="font-style: normal; mso-bidi-font-style: italic;"><span style="color: #4472c4;"><span style="font-family: Calibri;"> <o:p></o:p></span></span></span></u></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 8pt;">
<o:p><span style="font-family: Calibri;"> </span></o:p></div>
Gamlins Law Ltdhttp://www.blogger.com/profile/16099612761285114880noreply@blogger.com0tag:blogger.com,1999:blog-7904156426865540016.post-35183911810470102032018-01-19T03:19:00.000-08:002018-01-19T03:19:24.088-08:00Amazon Delivery Driver sacked for being robbed<br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt;">
<span style="font-family: "calibri";">A delivery driver who worked for an approved Amazon delivery
provider, Fast Despatch Transport Ltd, has lost his job having been the victim
of a robbery which saw the robber drive off in his delivery van containing more
than 60 Amazon parcels. <o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt;">
<span style="font-family: "calibri";">The amount of parcels out for delivery post-Boxing Day sales
may have been the premeditated target by the assailant, when he forced the
delivery driver, <span style="color: black;">Martyn Gilham, to the ground as he
delivered the parcels to the website's customers in Coventry, West Midlands on
28 December.<o:p></o:p></span></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt;">
<span style="color: black;"><span style="font-family: "calibri";">But if going through the ordeal of
a robbery wasn’t enough, following the incident Martyn received a text from his
boss stating that they did not want to use his services anymore and, in
essence, he was fired, there and then. <o:p></o:p></span></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt;">
<span style="color: black;"><span style="font-family: "calibri";">Initially his employer ludicrously
stated that his wages would be deducted to the amount of damage that occurred
to the van and for the value of the parcels inside! A spokesperson for Fast
Despatch Transport Ltd has since come out and said that “that the driver will
not be charged the cost of the stolen parcels” – sanity restored. <o:p></o:p></span></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt;">
<span style="color: black;"><span style="font-family: "calibri";">However, as per company policy,
and as is “clearly explained to drivers when they start work”, “when drivers
leave Fast Despatch Transport they are paid all money owed to them after a
short time period which allows us to calculate outstanding amounts due, such as
repair of any damage to the vehicle”.<o:p></o:p></span></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt;">
<span style="color: black;"><span style="font-family: "calibri";">The employer may need a sharp
reminder that the delivery driver was the victim of the robbery, not the
perpetrator. Any damage caused to the vehicle was caused following and as a
result of its illegal possession by the robber. Victim surcharge and costs in
relation to the van is surely a matter for the criminal proceedings that will
inevitably go ahead when/if the assailant is caught. <o:p></o:p></span></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt;">
<span style="color: black;"><span style="font-family: "calibri";">One would assume that it is not
the responsibility of the driver, who lost possession of the van once the
robbery took place, to subsidise the actions of another which were totally out
of his control whilst he was lay (potentially for dead) on the pavement.<o:p></o:p></span></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt;">
<span style="color: black;"><span style="font-family: "calibri";">I guess we’ll have to hold our
breath and hope common sense takes over on this one…<o:p></o:p></span></span></div>
Gamlins Law Ltdhttp://www.blogger.com/profile/16099612761285114880noreply@blogger.com0tag:blogger.com,1999:blog-7904156426865540016.post-89563171721662892712018-01-16T01:57:00.002-08:002018-01-16T01:57:54.781-08:00Businesses face bigger penalties on data
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 8pt;">
<b style="mso-bidi-font-weight: normal;"><span style="font-family: Calibri;"><span style="font-size: 14pt; line-height: 107%; mso-bidi-font-size: 11.0pt;">Businesses
face bigger penalties on data leaks<span style="mso-spacerun: yes;"> </span></span><o:p></o:p></span></b></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 8pt;">
<span style="font-family: Calibri;"><b style="mso-bidi-font-weight: normal;"><span style="font-size: 12pt; line-height: 107%; mso-bidi-font-size: 11.0pt;">Businesses
are on final countdown to the introduction of the General Data Protection
Regulation in May 2018, bringing with it tighter rules and greater penalties
for data processing, and the outcome of a landmark </span><span style="color: black;"><a href="https://www.judiciary.gov.uk/wp-content/uploads/2017/12/morrisons_approved_judgment.pdf"><span style="color: black; font-size: 12pt; line-height: 107%; mso-bidi-font-size: 11.0pt; text-decoration: none; text-underline: none;">High Court case</span></a></span></b><b style="mso-bidi-font-weight: normal;"><span style="font-size: 12pt; line-height: 107%; mso-bidi-font-size: 11.0pt;"> has made the preparation even more pressing.</span></b></span><span style="color: #333333; font-family: "RobotoSlab-Regular","sans-serif"; font-size: 16pt; line-height: 107%; mso-bidi-font-family: RobotoSlab-Regular; mso-bidi-font-size: 15.0pt;"> </span><span style="font-size: 12pt; line-height: 107%; mso-bidi-font-size: 11.0pt;"><o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="line-height: normal; margin: 0cm 0cm 0pt; mso-layout-grid-align: none;">
<span style="font-family: Calibri;">The case involved an
online leak of payroll data by Andrew Skelton, a disgruntled ex-employee of
supermarket chain Morrisons.<span style="mso-spacerun: yes;"> </span>Skelton
received an eight year conviction for offences under the Computer Misuse Act
1990 and the Data Protection Act 1998 (DPA).<span style="mso-spacerun: yes;">
</span>However, over 5,000 current and ex-employees later joined together to
bring a claim against the company itself, with the court finding Morrisons
liable for the actions of its former member of staff.<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="line-height: normal; margin: 0cm 0cm 0pt; mso-layout-grid-align: none;">
<o:p><span style="font-family: Calibri;"> </span></o:p></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 8pt;">
<span style="font-family: Calibri;">The data included salary and bank details of some 100,000
staff and the ruling, which is the first data leak class action in the UK,
allows those affected to claim compensation for the "upset and
distress" caused. <o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 8pt;">
<span style="font-family: Calibri;">Although Morrisons has said it will appeal, experts are
predicting that the judgement of vicarious liability will make
General Data Protection Regulation (GDPR) compliance even more
pressing for both employers and suppliers of contract labour where data
processing is involved.<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 8pt;">
<span style="font-family: Calibri;"><span style="mso-spacerun: yes;"> </span>“This judgement is of
huge importance, because Morrisons was held liable for the criminal misuse of
third party data by an employee.<span style="mso-spacerun: yes;"> </span>The
impact extends beyond the claims for compensation from employees, it’s also the
impact on reputation and the financial and physical resources involved in
dealing with the data breach.<span style="mso-spacerun: yes;">
</span>Reportedly, Morrisons spent more than £2m in responding to the misuse,”</span><span style="color: #404040; font-family: "Helvetica","sans-serif"; mso-bidi-font-family: "Times New Roman";"> </span><span style="font-family: Calibri;">explained Elissa Thursfield of Gamlins Law (Rhyl).<span style="background: white; mso-bidi-font-family: Arial;"> <span style="mso-spacerun: yes;"> </span>“Data breach is a growing worry for a
business, whether relating to employees or customers, and it is set to be even
higher on the agenda in the new environment of GDPR post-May 2018.”<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 8pt;">
<span style="font-family: Calibri;">Bringing in a tough new era in EU-wide data protection law,
the GDPR will replace the UK’s 1998 Data Protection Act, with new powers for
data regulators and much stricter operating boundaries for businesses that
process personally identifiable information about individuals. <o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 8pt;">
<span style="font-family: Calibri;">The aim is to harmonise data protection across all EU member
states by making it simpler for everyone, including non-European companies, to
comply, but it brings greater responsibilities for data processors and big penalties
of up to 4% of worldwide turnover for non-compliance. <o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 8pt;">
<span style="font-family: Calibri;">The biggest change is that the Directive applies to any
business processing personally identifiable information about EU citizens.<span style="mso-spacerun: yes;"> </span>This means that any UK business that is
trading with EU citizens before or after Brexit will be affected, as will
anyone who transfers personal data from the EU to the UK for processing or
storage.<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 8pt;">
<span style="font-family: Calibri;">“The Government has said that GDPR compliance will be the
minimum standard in UK law post-Brexit, to enable UK companies to do business
across Europe,” added Elissa.<span style="background: white; mso-bidi-font-family: Arial;"> <span style="mso-spacerun: yes;"> </span>“And anyone who
hasn’t already started on the journey towards GDPR needs to do so as a matter
of urgency, as every business and organisation is affected, however small, and
must be able to demonstrate they are complying, not just dealing with problems
after they occur.<span style="mso-spacerun: yes;"> </span>While it’s likely that
most will need some specialist expertise on the legal technicalities <span style="mso-spacerun: yes;"> </span>and IT processes, as a starting point there is
some excellent </span><span style="color: black;"><a href="https://ico.org.uk/media/1624219/preparing-for-the-gdpr-12-steps.pdf"><span style="background: white; color: black; mso-bidi-font-family: Arial; text-decoration: none; text-underline: none;">preparatory</span></a></span><span style="background: white; color: black; mso-bidi-font-family: Arial;"> </span><span style="background: white; mso-bidi-font-family: Arial;">guidance on the Information Commissioner’s website.”<span style="mso-spacerun: yes;"> </span></span><o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 8pt;">
<span style="font-family: Calibri;">GDPR provides stronger protection for individuals in terms
of consent.<span style="mso-spacerun: yes;"> </span>In place of the previous
‘opt out’ approach, organisations will have to secure positive consent from
individuals for their data to be collected.<span style="mso-spacerun: yes;">
</span>The consent can be withdrawn at any time, as individuals have ‘the right
to be forgotten’ and can also transfer their data elsewhere if they choose.<span style="mso-spacerun: yes;"> </span>Where data is to be processed for a purpose beyond
that for which it was originally collected, there will need to be fresh consent.
<span style="mso-spacerun: yes;"> </span>There are strict rules around data
relating to children under 16 and requirements for parental consent.<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 8pt;">
<span style="font-family: Calibri;">The organisation will also have to provide more information
about how data will be used and how long it will be kept for, as data must not
be held for any longer than necessary.<span style="mso-spacerun: yes;"> </span>If
data will be stored outside the EEA, details must be provided, including what safeguards
will be in place.<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 8pt;">
<span style="font-family: Calibri;">There is<b style="mso-bidi-font-weight: normal;"> </b>a
distinction between controllers and processors of data.<span style="mso-spacerun: yes;"> </span>The controller determines the process and
means of processing personal data, where a processor acts on behalf of the
controller.<span style="mso-spacerun: yes;"> </span>However, each has
obligations in the event of a breach or lack of compliance.<span style="mso-spacerun: yes;"> </span>For an organisation that sub contracts its
processing, there is a high duty of care imposed in selecting their data
processing provider with procurement processes to be followed and regular
ongoing reviews once appointed.<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 8pt;">
<span style="font-family: Calibri;">Under GDPR<b style="mso-bidi-font-weight: normal;"> </b>there
will be a statutory obligation to notify the regulator – the ICO in the UK – of
any breach, if an individual’s personally identifiable information is at risk as
a result.<span style="mso-spacerun: yes;"> </span>Fines can range up to a
maximum of €20m, or 4% of total worldwide turnover for businesses, for serious
contraventions.<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 8pt;">
<span style="mso-bidi-font-family: Arial;"><o:p><span style="font-family: Calibri;"> </span></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 8pt;">
<i style="mso-bidi-font-style: normal;"><span style="mso-bidi-font-family: Arial;"><span style="font-family: Calibri;">Various Claimants v Wm Morrisons Supermarket
PLC [2017] EWHC3113 (QB)<o:p></o:p></span></span></i></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 8pt;">
<o:p><span style="font-family: Calibri;"> </span></o:p></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 8pt;">
<b style="mso-bidi-font-weight: normal;"><span style="font-family: Calibri;">Web site content
note:<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></b></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 8pt;">
<span style="font-family: Calibri;">This is not legal advice; it is intended to provide
information of general interest about current legal issues.<o:p></o:p></span></div>
Gamlins Law Ltdhttp://www.blogger.com/profile/16099612761285114880noreply@blogger.com0tag:blogger.com,1999:blog-7904156426865540016.post-44047388979590295662018-01-08T03:12:00.001-08:002018-01-08T03:12:55.225-08:00Is this the end of forgetting your fob for work?
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 0pt;">
<u><span style="color: #1f497d;"><span style="font-family: Calibri;">Is this the end of forgetting
your fob for work?<o:p></o:p></span></span></u></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 0pt;">
<span style="color: #1f497d;"><o:p><span style="font-family: Calibri;"> </span></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 0pt;">
<i><span style="color: #1f497d;"><span style="font-family: Calibri;">A Wisconsin-based tech
company, Three Square Market (TSM), has recently become one of the first in the
world to microchip its staff. The idea behind the scheme is to remove the need
for company security and identity cards. But is this a cost saving exercise
that has gone too far?<o:p></o:p></span></span></i></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 0pt;">
<span style="color: #1f497d;"><o:p><span style="font-family: Calibri;"> </span></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 0pt;">
<span style="color: #1f497d;"><span style="font-family: Calibri;">All of the staff who have had
the microchip inserted between their thumb and forefinger have agreed to such
level of intrusiveness, with 50 out of 80 members of staff who work for TSM
saying yes. The microchips allow employees to check into work, log onto
computers, open secure doors and buy company food and drink. <o:p></o:p></span></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 0pt;">
<span style="color: #1f497d;"><o:p><span style="font-family: Calibri;"> </span></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 0pt;">
<span style="color: #1f497d;"><span style="font-family: Calibri;">The only saving grace is that
the chips do not have GPS capabilities and therefore the company cannot monitor
the locations of their employees. But surely this is a legal minefield, and for
what, convenience purposes? – what happens if the employee withdraws consent?
The employee leaves the company? If the chip is implanted negligently? Causes
infection? Alternatively this could be the kind of treatment millennials can
expect in the 21<sup><span style="font-size: x-small;">st</span></sup> century workplace. What is wrong with the normal
facial/eye/fingerprint recognition system some companies have (only just)
become use to. <o:p></o:p></span></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 0pt;">
<span style="color: #1f497d;"><o:p><span style="font-family: Calibri;"> </span></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 0pt;">
<span style="color: #1f497d;"><span style="font-family: Calibri;">However, there is always fear
when new technology comes to fruition and microchipping is no different. But
rather than scaremongering, do we have a responsibility, as an employer, to be
as efficient as possible? We should balance these technological openings while
mitigating their risks. If Regulators make sure the software the chips are
loaded up with have strong privacy protections that can be controlled by the
employees being able to log into their microchip and control whether the data
it holds is public or private, then this could even be a new monitored and
regulated industry, creating new jobs in this field. Nowadays everybody carries
a phone around in their pocket 24/7 which tracks more data then we are aware
of, so is this just employers jumping on the bandwagon?<o:p></o:p></span></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 0pt;">
<span style="color: #1f497d;"><o:p><span style="font-family: Calibri;"> </span></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 0pt;">
<span style="color: #1f497d;"><span style="font-family: Calibri;">Although I can’t see it taking
off, it is definitely something to look out for employers considering in the
near future on our side of the pond. <o:p></o:p></span></span></div>
Gamlins Law Ltdhttp://www.blogger.com/profile/16099612761285114880noreply@blogger.com0tag:blogger.com,1999:blog-7904156426865540016.post-72200996314664936202017-11-28T03:09:00.002-08:002017-11-28T03:09:54.608-08:00
<br />
<div class="MsoNormal" style="background: white; line-height: 115%; margin: 26.25pt 0cm 8pt; mso-outline-level: 3; vertical-align: baseline;">
<b><span style="color: #0b0c0c; font-size: 14pt; line-height: 115%; mso-bidi-font-family: Calibri; mso-bidi-font-size: 11.0pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-GB;"><span style="font-family: Calibri;">Chancellor
announces get-fit regime <o:p></o:p></span></span></b></div>
<br />
<div class="MsoNormal" style="background: white; line-height: 115%; margin: 26.25pt 0cm 8pt; mso-outline-level: 3; vertical-align: baseline;">
<b><span style="color: #0b0c0c; font-size: 12pt; line-height: 115%; mso-bidi-font-family: Calibri; mso-bidi-font-size: 11.0pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-GB;"><span style="font-family: Calibri;">An extra
£3 billion to prepare for Brexit over the next two years and a vision of an
economy that is ‘fit for the future’ were at the heart of the Chancellor’s Autumn
statement.<o:p></o:p></span></span></b></div>
<br />
<div style="background: white; line-height: 115%; margin: 0cm 0cm 8pt;">
<span style="color: #281e1e; font-family: "Calibri","sans-serif"; font-size: 11pt; line-height: 115%; mso-bidi-font-family: Calibri;">And despite downgrading growth and productivity forecasts, after
public sector net borrowing hit £8bn in October, Philip Hammond announced a
raft of new investments.<span style="mso-spacerun: yes;"> </span>Alongside the
£3bn set aside for Brexit, he plans to inject £6.3bn into the NHS and £500m to
support emerging technological development, such as Artificial Intelligence. <o:p></o:p></span></div>
<br />
<div style="background: white; border-color: windowtext currentColor; border-style: solid none; border-width: 1pt medium; margin-left: -3pt; margin-right: 0cm; mso-border-bottom-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; mso-element: para-border-div; padding: 1pt 0cm;">
<div class="MsoNormal" style="background: white; border: currentColor; line-height: normal; margin: 13.5pt 0cm 0pt 18pt; mso-border-bottom-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; mso-list: l0 level1 lfo1; mso-padding-alt: 1.0pt 0cm 1.0pt 0cm; padding: 0cm; tab-stops: list 36.0pt; text-indent: -18pt; vertical-align: baseline;">
<!--[if !supportLists]--><span style="color: #404040; font-family: Wingdings; font-size: 10pt; mso-bidi-font-family: Wingdings; mso-bidi-font-size: 11.0pt; mso-fareast-font-family: Wingdings; mso-fareast-language: EN-GB;"><span style="mso-list: Ignore;">§<span style="font-size-adjust: none; font-stretch: normal; font: 7pt/normal "Times New Roman";"> </span></span></span><!--[endif]--><i style="mso-bidi-font-style: normal;"><span style="color: #404040; mso-bidi-font-family: Calibri; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-GB;"><span style="font-family: Calibri;">Growth
forecast for 2017 downgraded from 2% in March’s budget to 1.5%<o:p></o:p></span></span></i></div>
</div>
<br />
<div style="background: white; line-height: 115%;">
<span style="color: #281e1e; font-family: "Calibri","sans-serif"; font-size: 11pt; line-height: 115%; mso-bidi-font-family: Calibri;">Housing is also in the spotlight, with £15.3 billion new
financial support for house building over the next five years,</span> <span style="color: #281e1e; font-family: "Calibri","sans-serif"; font-size: 11pt; line-height: 115%; mso-bidi-font-family: Calibri;">with the Government setting aside
£1.2 billion to buy land and £2.7 billion for related infrastructure.<span style="mso-spacerun: yes;"> </span>The Government also announced plans to create
five new so-called ‘garden’ towns, and a headline-grabbing cut in stamp duty
for first time buyers.<o:p></o:p></span></div>
<br />
<div style="background: white; line-height: 115%; margin: 0cm 0cm 8pt;">
<span style="color: #281e1e; font-family: "Calibri","sans-serif"; font-size: 11pt; line-height: 115%; mso-bidi-font-family: Calibri;">Stamp duty is currently paid on property purchases over £125,000,
with a ‘slice’ tax where buyers pay at the relevant rate for each band, rather
than a flat rate across the whole amount.<span style="mso-spacerun: yes;">
</span>With immediate effect, stamp duty is abolished for first-time buyers on
properties worth up to £300,000, or on the first £300,000 of a property
worth up to £500,000. <o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 8pt;">
<span style="font-family: Calibri;">Ben Talbot, our tax expert's view is:<span style="mso-spacerun: yes;">
</span>“The change in stamp duty has caught most of the attention.<span style="mso-spacerun: yes;"> </span>It’s certainly a move that will be welcomed
by first time buyers, but does add yet more complexity to the application of
this particular tax, where we already have different rates for second home
owners and landlords.<o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 8pt;">
<span style="font-family: Calibri;">“Buyers need to read the small print before rushing out to
make an offer, as there are clear distinctions on who is eligible.<span style="mso-spacerun: yes;"> </span>It will not apply if any property has been
owned at any previous time, whether here or anywhere else in the world, and it must
be the only or main home for the buyer.<span style="mso-spacerun: yes;"> </span>In
a joint purchase, everyone would need to qualify as a first-time buyer.<span style="mso-spacerun: yes;"> </span>Buyers will need to check out the detail with
their solicitor, and the benefit must be claimed when the Stamp Duty Land
Tax return is made to HMRC during the purchase process.”<o:p></o:p></span></div>
<br />
<div style="background: white; line-height: 115%; margin: 0cm 0cm 8pt;">
<span style="color: #0b0c0c; font-family: "Calibri","sans-serif"; font-size: 11pt; line-height: 115%; mso-bidi-font-family: Calibri;">For the NHS, £3.5 billion of new funding has been made available
for upgrading NHS buildings and improving care and a further £2.8 billion has
been set aside to support improvements in A&E performance and to reducing
waiting times for patients.<o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="line-height: 115%; margin: 0cm 0cm 8pt;">
<span style="font-family: Calibri;"><span style="color: #0b0c0c; mso-bidi-font-family: Calibri; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-GB;">For individuals, </span><span style="background: white; color: #333333; mso-bidi-font-family: Calibri;">the basic-rate income tax threshold will rise
to £11,850 in April 2018, up from £11,501, and the higher rate threshold
will rise from £45,001 to £46,350.<span style="mso-spacerun: yes;">
</span>Alongside, t</span><span style="color: #0b0c0c; mso-bidi-font-family: Calibri; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-GB;">he
National Living Wage, paid to those aged 25 and over, will increase from £7.50
per hour to £7.83 per hour from April 2018, while the National Minimum Wage
will also increase:<o:p></o:p></span></span></div>
<br />
<table border="1" cellpadding="0" cellspacing="0" class="MsoNormalTable" style="background: white; border-collapse: collapse; border: currentColor; mso-border-bottom-alt: solid windowtext .5pt; mso-border-insideh: .75pt solid #BFC1C3; mso-border-top-alt: solid windowtext .5pt; mso-padding-alt: 0cm 0cm 0cm 0cm; mso-yfti-tbllook: 1184; width: 630px;">
<thead>
<tr style="mso-yfti-firstrow: yes; mso-yfti-irow: 0;">
<td style="background-color: transparent; border-color: windowtext rgb(0, 0, 0) rgb(191, 193, 195); border-style: solid none; border-width: 1pt 0px; mso-border-bottom-alt: solid #BFC1C3 .75pt; mso-border-top-alt: solid windowtext .5pt; padding: 7.5pt 7.5pt 7.5pt 0cm;" valign="top">
<div class="MsoNormal" style="line-height: 115%; margin: 0cm 0cm 8pt;">
<i style="mso-bidi-font-style: normal;"><span style="color: #0b0c0c; mso-bidi-font-family: Calibri; mso-bidi-font-weight: bold; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-GB;"><span style="font-family: Calibri;">21
to 24 year olds<o:p></o:p></span></span></i></div>
</td>
<td style="background-color: transparent; border-color: windowtext rgb(0, 0, 0) rgb(191, 193, 195); border-style: solid none; border-width: 1pt 0px; mso-border-bottom-alt: solid #BFC1C3 .75pt; mso-border-top-alt: solid windowtext .5pt; padding: 7.5pt 7.5pt 7.5pt 0cm;" valign="top">
<div class="MsoNormal" style="line-height: 115%; margin: 0cm 0cm 8pt;">
<i style="mso-bidi-font-style: normal;"><span style="color: #0b0c0c; mso-bidi-font-family: Calibri; mso-bidi-font-weight: bold; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-GB;"><span style="font-family: Calibri;">18
to 20 year olds<o:p></o:p></span></span></i></div>
</td>
<td style="background-color: transparent; border-color: windowtext rgb(0, 0, 0) rgb(191, 193, 195); border-style: solid none; border-width: 1pt 0px; mso-border-bottom-alt: solid #BFC1C3 .75pt; mso-border-top-alt: solid windowtext .5pt; padding: 7.5pt 7.5pt 7.5pt 0cm;" valign="top">
<div class="MsoNormal" style="line-height: 115%; margin: 0cm 0cm 8pt;">
<i style="mso-bidi-font-style: normal;"><span style="color: #0b0c0c; mso-bidi-font-family: Calibri; mso-bidi-font-weight: bold; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-GB;"><span style="font-family: Calibri;">16
and 17 year olds<o:p></o:p></span></span></i></div>
</td>
<td style="background-color: transparent; border-color: windowtext rgb(0, 0, 0) rgb(191, 193, 195); border-style: solid none; border-width: 1pt 0px; mso-border-bottom-alt: solid #BFC1C3 .75pt; mso-border-top-alt: solid windowtext .5pt; padding: 7.5pt 7.5pt 7.5pt 0cm;" valign="top">
<div class="MsoNormal" style="line-height: 115%; margin: 0cm 0cm 8pt;">
<i style="mso-bidi-font-style: normal;"><span style="color: #0b0c0c; mso-bidi-font-family: Calibri; mso-bidi-font-weight: bold; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-GB;"><span style="font-family: Calibri;">Apprentices<o:p></o:p></span></span></i></div>
</td>
</tr>
</thead>
<tbody>
<tr style="mso-yfti-irow: 1; mso-yfti-lastrow: yes;">
<td style="background-color: transparent; border-color: rgb(0, 0, 0) rgb(0, 0, 0) windowtext; border-style: none none solid; border-width: 0px 0px 1pt; mso-border-bottom-alt: solid windowtext .5pt; mso-border-top-alt: solid #BFC1C3 .75pt; padding: 7.5pt 7.5pt 7.5pt 0cm;" valign="top">
<div class="MsoNormal" style="line-height: 115%; margin: 0cm 0cm 8pt;">
<i style="mso-bidi-font-style: normal;"><span style="color: #0b0c0c; mso-bidi-font-family: Calibri; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-GB;"><span style="font-family: Calibri;">£7.38 per hour<o:p></o:p></span></span></i></div>
</td>
<td style="background-color: transparent; border-color: rgb(0, 0, 0) rgb(0, 0, 0) windowtext; border-style: none none solid; border-width: 0px 0px 1pt; mso-border-bottom-alt: solid windowtext .5pt; mso-border-top-alt: solid #BFC1C3 .75pt; padding: 7.5pt 7.5pt 7.5pt 0cm;" valign="top">
<div class="MsoNormal" style="line-height: 115%; margin: 0cm 0cm 8pt;">
<i style="mso-bidi-font-style: normal;"><span style="color: #0b0c0c; mso-bidi-font-family: Calibri; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-GB;"><span style="font-family: Calibri;">£5.90 per hour<o:p></o:p></span></span></i></div>
</td>
<td style="background-color: transparent; border-color: rgb(0, 0, 0) rgb(0, 0, 0) windowtext; border-style: none none solid; border-width: 0px 0px 1pt; mso-border-bottom-alt: solid windowtext .5pt; mso-border-top-alt: solid #BFC1C3 .75pt; padding: 7.5pt 7.5pt 7.5pt 0cm;" valign="top">
<div class="MsoNormal" style="line-height: 115%; margin: 0cm 0cm 8pt;">
<i style="mso-bidi-font-style: normal;"><span style="color: #0b0c0c; mso-bidi-font-family: Calibri; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-GB;"><span style="font-family: Calibri;">£4.20 per hour<o:p></o:p></span></span></i></div>
</td>
<td style="background-color: transparent; border-color: rgb(0, 0, 0) rgb(0, 0, 0) windowtext; border-style: none none solid; border-width: 0px 0px 1pt; mso-border-bottom-alt: solid windowtext .5pt; mso-border-top-alt: solid #BFC1C3 .75pt; padding: 7.5pt 7.5pt 7.5pt 0cm;" valign="top">
<div class="MsoNormal" style="line-height: 115%; margin: 0cm 0cm 8pt;">
<i style="mso-bidi-font-style: normal;"><span style="color: #0b0c0c; mso-bidi-font-family: Calibri; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-GB;"><span style="font-family: Calibri;">£3.70 per hour<o:p></o:p></span></span></i></div>
</td>
</tr>
</tbody></table>
<br />
<div class="MsoNormal" style="line-height: 115%; margin: 0cm 0cm 8pt;">
<span style="mso-bidi-font-family: Calibri;"><o:p> </o:p></span></div>
<br />
<div style="background: white; line-height: 115%; margin: 0cm 0cm 8pt;">
<span class="mfirst-letter"><span style="color: #333333; font-family: "Calibri","sans-serif"; font-size: 11pt; line-height: 115%; mso-bidi-font-family: Calibri;">In areas focused on supporting
small business, t</span></span><span style="color: #333333; font-family: "Calibri","sans-serif"; font-size: 11pt; line-height: 115%; mso-bidi-font-family: Calibri;">he
switch to link business rates to the Consumer Price Index, instead of the
Retail Price Index, has been brought forward by two years, with the Government
saying businesses will save £2.3bn as a result.<span style="mso-spacerun: yes;">
</span>There will be retrospective legislation to tackle the so-called
‘staircase’ tax, which had affected the business rates bill for many small businesses
in communal offices, with those having more than one office linked by a
communal lift, corridor or staircase being charged more.<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></div>
<br />
<div style="background: white; line-height: 115%; margin: 0cm 0cm 8pt;">
<span style="color: #333333; font-family: "Calibri","sans-serif"; font-size: 11pt; line-height: 115%; mso-bidi-font-family: Calibri;">Also, <span class="mfirst-letter">the </span>VAT threshold at which
registration is required will remain at £85,000, but alongside there <span class="mfirst-letter">will be a crack-down on VAT evasion online, with greater
powers to make online marketplaces responsible for the unpaid VAT of
their sellers.<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></span></div>
<br />
<div style="background: white; line-height: 115%; margin: 0cm 0cm 8pt;">
<span class="mfirst-letter"><span style="color: #333333; font-family: "Calibri","sans-serif"; font-size: 11pt; line-height: 115%; mso-bidi-font-family: Calibri;">Other initiatives to tackle avoidance
and evasion risks will see new technology for HMRC; new global rules to force
the disclosure of certain offshore structures to tax authorities; and </span></span><span style="font-family: "Calibri","sans-serif"; font-size: 11pt; line-height: 115%; mso-bidi-font-family: Calibri;">a change to international corporate tax rules to
ensure globally-operating digital companies pay a fair amount of tax.<o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 8pt;">
<span style="font-family: Calibri;">
He added: <span style="mso-spacerun: yes;"> </span>“As with the Chancellor’s
previous statements, his eye is very much on managing the economy through the
coming Brexit negotiations and the country’s exit from the European Union.”<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 8pt;">
<span class="apple-style-span"><span style="color: #333333; mso-bidi-font-family: Arial;"><span style="font-family: Calibri;"><o:p></o:p></span></span></span> </div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 8pt;">
<b style="mso-bidi-font-weight: normal;"><span style="font-family: Calibri;">Web site content
note:<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></b></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 8pt;">
<span style="font-family: Calibri;">This is not legal advice; it is intended to provide
information of general interest about current legal issues.<o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 8pt;">
<o:p> </o:p></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 8pt;">
<span style="font-family: Calibri;"><span style="mso-spacerun: yes;"> </span><o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="line-height: 115%; margin: 0cm 0cm 8pt;">
<span style="mso-bidi-font-family: Calibri;"><o:p> </o:p></span></div>
Gamlins Law Ltdhttp://www.blogger.com/profile/16099612761285114880noreply@blogger.com0tag:blogger.com,1999:blog-7904156426865540016.post-70125573338118843472017-11-09T04:46:00.002-08:002017-11-09T04:46:56.714-08:00Peanut Allergy Leads to Conviction of Manslaughter
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt;">
<strong><u><span style="color: #333333; font-family: "Arial","sans-serif"; font-size: 11.5pt; line-height: 115%;">Peanut allergy leads to
conviction of Manslaughter<o:p></o:p></span></u></strong></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt;">
<strong><span style="color: #333333; font-family: "Arial","sans-serif"; font-size: 11.5pt; line-height: 115%;">Eating establishments must be
very careful to provide training and supervision to their staff as to the
ingredients used in their meals.<span style="mso-spacerun: yes;"> </span>The
tragic case of R v Zaman illustrates the possible consequence of failing to do
so.<o:p></o:p></span></strong></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt;">
<strong><span style="color: #333333; font-family: "Arial","sans-serif"; font-size: 11.5pt; line-height: 115%;">Dafydd Roberts, </span></strong><strong><span style="color: #333333; font-family: "Arial","sans-serif"; font-size: 11.5pt; font-weight: normal; line-height: 115%; mso-bidi-font-weight: bold;">criminal and
regulatory solicitor for </span></strong><strong><span style="color: #333333; font-family: "Arial","sans-serif"; font-size: 11.5pt; line-height: 115%;">Gamlins Law</span></strong><strong><span style="color: #333333; font-family: "Arial","sans-serif"; font-size: 11.5pt; font-weight: normal; line-height: 115%; mso-bidi-font-weight: bold;"> comments that ‘the
duty is firmly placed on the restaurant, café or pub to get it right; the
consequence of not informing your customers of any particular ingredient to which
they are allergic can be tragic to the customer and also very serious for the
proprietor and management’.<o:p></o:p></span></strong></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt;">
<em><span style="color: #333333; font-family: "Arial","sans-serif"; font-size: 11.5pt; line-height: 115%;">R v Zaman</span></em><span style="color: #333333; font-family: "Arial","sans-serif"; font-size: 11.5pt; line-height: 115%;"><o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt;">
<span style="color: #333333; font-family: "Arial","sans-serif"; font-size: 11.5pt; line-height: 115%;">On 30 January 2014, Paul Wilson was found
dead at his home in North Yorkshire. He had spent the afternoon drinking with a
friend, before buying a takeaway meal from the Indian Garden Restaurant,
Easingwold, which he took home and started to eat. Mr Wilson suffered from an
allergy to peanut. The waiter from whom he had ordered the meal had
specifically stated that it contained no nuts. Unfortunately, the meal
contained substantial amounts of peanut, causing Mr Wilson anaphylactic shock,
which ultimately led to his unfortunate death.<br />
<br />
The Appellant Mohammed Khalique Zaman owned the restaurant. On 23 May 2016 in
the Crown Court at Teesside he was found guilty of the manslaughter of Mr
Wilson (together with a further six charges of contravening various food safety
requirements. The Defendant was sentenced to six years’ imprisonment.<br />
<br />
Mr Zaman later appealed against his sentence to the Court of Appeal in
London.<span style="mso-spacerun: yes;"> </span>The Appeal Court has now held
that the mitigation of Mr Zaman’s hard and successful work has necessarily to
be discounted by the fact that his working practices were not short of
appalling, and in any event any mitigation has to be balanced against
aggravating factors.<br />
<br />
‘In our view, Mr Zaman’s negligence in this case was not just gross; his
behaviour, driven by money, was appalling. Given the very serious aggravating
factors, even though the Appellant was a man of good character, we are wholly
unpersuaded that a sentence of six years after a trial was manifestly excessive
or, indeed, excessive at all’.<span style="mso-spacerun: yes;"> </span>The
sentence therefore will stand.<o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt;">
<span style="color: #333333; font-family: "Arial","sans-serif"; font-size: 11.5pt; line-height: 115%;"><o:p> </o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt;">
<span style="color: #333333; font-family: "Arial","sans-serif"; font-size: 11.5pt; line-height: 115%;"><o:p> </o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt;">
<span style="color: #333333; font-family: "Arial","sans-serif"; font-size: 11.5pt; line-height: 115%;"><br />
</span><o:p></o:p></div>
Gamlins Law Ltdhttp://www.blogger.com/profile/16099612761285114880noreply@blogger.com0tag:blogger.com,1999:blog-7904156426865540016.post-61836577878811699952017-08-08T02:40:00.002-07:002017-08-08T02:40:20.887-07:00Welsh Not’ ar ei newydd wedd?
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt;">
<u><span style="font-family: Calibri;">Welsh Not’ ar ei newydd wedd?<o:p></o:p></span></u></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt;">
<o:p><span style="font-family: Calibri;"> </span></o:p></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt;">
<span style="font-family: Calibri;">Fel mae sawl un yn ymwybodol neu ddim, yn 1997,
pleidleisiodd Cymru dros gael Llywodraeth ei hun ar wahan i Lywodraeth Prydain a
Senedd sydd hefo pwerau cyfyngedig i greu deddfau perthnasol I Gymru yn unig. Beth
yn union maen nhw’n ei wneud tu mewn i’r adeilad hwnnw sy’n debycach i fadarch
na ble caiff cyfreithiau newydd eu creu yng Nghaerdydd felly? <o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt;">
<span style="font-family: Calibri;">Un o’r deddfau pwysicaf sydd wedi eu creu yno yw’r deddfau
sy’n ymwneud a’r iaith Gymraeg, a’r ddeddf iaith ddiweddaraf yw Mesur Iaith
2011.<o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt;">
<span style="font-family: Calibri;">O dan Mesur Iaith 2011 mae gan unigolyn yr hawl i ddefnyddio
Cymraeg yng Nghymru fel y mynno. <o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt;">
<span style="font-family: Calibri;">Anodd yw credu felly bod ffrae am yr hawl i siarad yr iaith
Gymraeg wedi codi ym Mangor yr wythnos hon yn siop Sports Direct pan roddwyd
nodyn i weithwyr y siop mai Saesneg yn unig oedd i’w siarad wrth weithio.<o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt;">
<span style="font-family: Calibri;">Yn wir, y ‘Welsh Not’ ar ei newydd wedd.<o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt;">
<span style="font-family: Calibri;">O safbwynt y cyfraith cyflogaeth, mae rhoi nodyn fel yr un a
roddodd Sports Direct i’w gweithwyr o bosib yn anffafrio Cymry Cymraeg yn
anuniongyrchol, ac maen debygol y byddai cwmni fel Sports Direct yn ceisio
amddiffyn eu hunain yn hynny drwy ddweud ei fod yn ffordd o gyflawni nod dilys o
gael pawb yn siarad yr un iaith am reswm penodol, er enghraifft, iechyd a
diogelwch.<o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt;">
<span style="font-family: Calibri;">Ond dadl wael yw honno yn fy marn i, yn enwedig wrth ei rhoi
yn y cyd-destun fod Bangor wedi ei leoli yn un o’r ardaloedd mwyaf Cymreig y
byd ble mae dros 50% o’r boblogaeth yn siarad Cymraeg fel eu hiaith gyntaf. Os
nad oes gan unigolyn hawl i siarad ei famiaith yma, sef iaith naturiol yr
ardal, mae’n gwbl annerbyniol.<o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt;">
<span style="font-family: Calibri;">Gellir dadlau fod cwmniau fel Sports Direct yn trin dwy
iaith yn y gweithle fel rhywbeth i’w chwarae yn erbyn ei gilydd. Buasai nhw’n
gallu dadlau fod cael pobl sydd yn siarad Cymraeg gyda’i gilydd yn ceisio creu
‘clique’, tra mewn gwirionedd, mae pobl yn siarad Cymraeg am ei fod yn naturiol
ac maen nhw’n gwneud hynny heb feddwl dwywaith am y peth.<o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt;">
<span style="font-family: Calibri;">Beth mae’r ffrae gyda Sports Direct yn ei ddangos yw bod
angen cael deddf cryfach ynglyn a’r hawl i ddefnyddio’r Gymraeg yng Nghymru. Ar
hyn o bryd, dydi’r mesurau iaith sydd yn gosod safonau penodol y maen rhaid i
sefydliad eu cyrraedd ond yn effeithio y sector cyhoeddus. Does dim rhaid i
gwmni preifat, fel Sports Direct, gyrraedd y safonau yma. <o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt;">
<span style="font-family: Calibri;">Mae’r cwmni bellach wedi ymddiheuro, ond mae blas eu geiriau
“staff must speak English” yn dal yn chwerw yn eu ceg. Nid dim ond her i’r
Llywodraeth ydi mynd yn erbyn agwedd cwmniau fel Sports Direct, mae’n her hefyd
i bobl gyffredin fel chi a fi i ddefnyddio ein iaith bob cyfle. Daliwch ati!<o:p></o:p></span></div>
Gamlins Law Ltdhttp://www.blogger.com/profile/16099612761285114880noreply@blogger.com0tag:blogger.com,1999:blog-7904156426865540016.post-35255804395931366072017-08-08T02:18:00.001-07:002017-08-08T02:23:59.356-07:00 Training Contract Offer to Director: 9 Years in Law<br />
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Training Contract offer to Director: 9 years in Law</span></u></strong><br />
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<span style="font-size: 12pt;"><span style="font-family: "calibri";">Like it or loath it, Facebook does have
its moments. This morning I had an ‘on this day’ reminder, that on this day 9
years ago I was offered a Training Contract. The offer of my Training Contract
is one of the memories, alongside my graduation and <span style="mso-spacerun: yes;"> </span>my wedding day, that I will never forget. <o:p></o:p></span></span></div>
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<span style="font-size: 12pt;"><span style="font-family: "calibri";">I was 21, had graduated<span style="mso-spacerun: yes;"> </span>from the University of Cardiff in the July 2008
and had completed all 3 of my summer vacation schemes. It was a Friday and I
had a car full of possessions that had been from University, to my mother’s
house in Abersoch, where I would be spending my summer before moving to Chester
to start my LPC. <o:p></o:p></span></span></div>
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<span style="font-size: 12pt;"><span style="font-family: "calibri";">I pulled up at the house, my Nissan
Micra full to the brim of the useless stuff university students hoard, as I got
out the car my phone rang. It was the HR manager from Hammonds (now Squire
Patton Boggs), I instantly started to shake, my throat went dry. I had heard
during my vac scheme of ‘the call’ that would come before paper offers and
rejections went out. <o:p></o:p></span></span></div>
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<span style="font-size: 12pt;"><span style="font-family: "calibri";">I could hear the HR manager smiling on
the phone as she told me that they were offering me a Training Contract. I
could hardly get the words out to thank her, immediately bursting into tears
and falling to my knees on my mums driveway. <o:p></o:p></span></span></div>
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<span style="font-size: 12pt;"><span style="font-family: "calibri";">For someone not prone to dramatics, let
me give you some context. I along with hundreds of other law students pinning
their hopes on a career in law, had spent the time between studying , on vacation
schemes, drafting application forms and interviewing. Taking on roles of responsibility
(Law Society President), sports teams and extracurricular activities. Polishing
my CV and hounding firms for an opportunity to prove myself. Finally, having completed
my degree and being accepted at the College of Law (now the University of Law)
in Chester, I had just signed an enormous loan agreement to fund my LPC. An
astonishing gamble when I had no means of paying it off when the course was
completed, without a Training Contract.<o:p></o:p></span></span></div>
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<span style="font-size: 12pt;"><span style="font-family: "calibri";">All that worry, strain and emotional (and real)
investment finally ended with one phone call. <o:p></o:p></span></span></div>
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Was it all worth it? Yes. Do I look back at my reaction to that phone call and
think I was over dramatic? No! The shine will never come off that moment, when I
felt a real sense of achievement and payoff. Competition for Training Contracts
was at an all-time level of ferocity, 2008 being the year of the recession when
recruitment was vastly cut back in law firms. I am forever grateful for
Hammonds for the opportunities they gave me. <o:p></o:p></span></span></div>
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<span style="font-size: 12pt;"><span style="font-family: "calibri";">So what happened next? After completion of
my LPC, like many trainees my contract was deferred a year to 2011. I spent the
next year travelling and working, working out of Mumbai, Milan and Ireland
before taking up a job doing marketing and photography for a magazine. I spent
the final 12 months before my TC started working as a paralegal for Hammonds in
their professional negligence department. <o:p></o:p></span></span></div>
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<span style="font-size: 12pt;"><span style="font-family: "calibri";">After 4 seats, one of which was spent on
client secondment I qualified into Employment and took a position as an NQ in
North Wales at Gamlins Law. At the time having met my husband in Abersoch and
being a volunteer crew on the RNLI, as much as I loved working in cities, with the
shopping restaurants and city buzz, my heart was on the beach and in the sea.<o:p></o:p></span></span></div>
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<span style="font-size: 12pt;"><span style="font-family: "calibri";">The adjustment from Global Law firm to
country firm was surprisingly easy, my job satisfaction is enormous and I will
be forever grateful for the fantastic level of training, support and knowledge that
I was able to call on that I had experienced during my Training Contract. <o:p></o:p></span></span></div>
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<span style="font-size: 12pt;"><span style="font-family: "calibri";">Now 4 years qualified I won the Law
Society Junior Lawyer of the Year in 2016, and I was recently promoted to Director at
Gamlins. The quality of work is excellent and I truly enjoy what I do. I continue to volunteer for the RNLI, as a crew member in Abersoch, where I am now a trainee
Helmsman, spending my evenings and weekends on call, as well as days when I work from home. </span></span></div>
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<span style="font-size: 12pt;"><span style="font-family: "calibri";">Looking back at the last 9 years, I feel
I have learnt a lot, it being a strange position to now be in to be supervising
trainees and assisting with recruitment. It has made me think hard about the
lessons I learnt and advice given to me on the way:<o:p></o:p></span></span></div>
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<span style="font-size: 12pt;"><o:p><span style="font-family: "calibri";"> </span></o:p></span></div>
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<div class="MsoListParagraphCxSpFirst" style="line-height: normal; margin: 0cm 0cm 0pt 36pt; mso-add-space: auto; mso-list: l0 level1 lfo1; text-indent: -18pt;">
<!--[if !supportLists]--><span style="font-size: 12pt; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;"><span style="font-family: "calibri";">1.</span><span style="font-size-adjust: none; font-stretch: normal; font: 7pt/normal "Times New Roman";">
</span></span></span><!--[endif]--><span style="font-size: 12pt;"><span style="font-family: "calibri";">If you have a gap
year, whether intentional or not, make it count. Do something useful and
different. Recruiters hear about ‘<i style="mso-bidi-font-style: normal;">when I went
to Australia’</i> more times than they can count! I learnt solid commercial
skills and got real work experience working in different and unusual environments<o:p></o:p></span></span></div>
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<div class="MsoListParagraphCxSpMiddle" style="line-height: normal; margin: 0cm 0cm 0pt 36pt; mso-add-space: auto; mso-list: l0 level1 lfo1; text-indent: -18pt;">
<!--[if !supportLists]--><span style="font-size: 12pt; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;"><span style="font-family: "calibri";">2.</span><span style="font-size-adjust: none; font-stretch: normal; font: 7pt/normal "Times New Roman";"> </span></span></span><!--[endif]--><span style="font-size: 12pt;"><span style="font-family: "calibri";">Vacation Schemes are<u> so</u> important. If you can’t
get one think outside the box, after first year I spent a week working in house
at The Times. It wasn’t an ‘official’ placement, but the work was interesting
and it gave me something to talk about that was a bit different at interview<o:p></o:p></span></span></div>
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<div class="MsoListParagraphCxSpMiddle" style="line-height: normal; margin: 0cm 0cm 0pt 36pt; mso-add-space: auto; mso-list: l0 level1 lfo1; text-indent: -18pt;">
<!--[if !supportLists]--><span style="font-size: 12pt; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;"><span style="font-family: "calibri";">3.</span><span style="font-size-adjust: none; font-stretch: normal; font: 7pt/normal "Times New Roman";"> </span></span></span><!--[endif]--><span style="font-size: 12pt;"><span style="font-family: "calibri";">Make connections and don’t fall out with anybody. I am
still in touch with a number of my supervisors from Squires and people I met on secondment.
The legal world is a small world and often you may need their advice and
counsel in years to come. <o:p></o:p></span></span></div>
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<div class="MsoListParagraphCxSpMiddle" style="line-height: normal; margin: 0cm 0cm 0pt 36pt; mso-add-space: auto; mso-list: l0 level1 lfo1; text-indent: -18pt;">
<!--[if !supportLists]--><span style="font-size: 12pt; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;"><span style="font-family: "calibri";">4.</span><span style="font-size-adjust: none; font-stretch: normal; font: 7pt/normal "Times New Roman";"> </span></span></span><!--[endif]--><span style="font-size: 12pt;"><span style="font-family: "calibri";">Be competitive, but pay attention to number 3. There
is a fine balance, trust me! Don’t sulk if you don’t get the seat you want,
take every opportunity and make something of it. <o:p></o:p></span></span></div>
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<!--[if !supportLists]--><span style="font-size: 12pt; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;"><span style="font-family: "calibri";">5.</span><span style="font-size-adjust: none; font-stretch: normal; font: 7pt/normal "Times New Roman";"> </span></span></span><!--[endif]--><span style="font-size: 12pt;"><span style="font-family: "calibri";">Don’t just take work from your supervisors, go to them
for feedback, soak up everything they have to say. My supervisors at Squire were passionate about what they did and my aim was to enjoy work as
much as they did. <o:p></o:p></span></span></div>
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<div class="MsoListParagraphCxSpMiddle" style="line-height: normal; margin: 0cm 0cm 0pt 36pt; mso-add-space: auto; mso-list: l0 level1 lfo1; text-indent: -18pt;">
<!--[if !supportLists]--><span style="font-size: 12pt; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;"><span style="font-family: "calibri";">6.</span><span style="font-size-adjust: none; font-stretch: normal; font: 7pt/normal "Times New Roman";"> </span></span></span><!--[endif]--><span style="font-size: 12pt;"><span style="font-family: "calibri";">Take risks. I now do interviews for BBC Radio Wales
when called upon for Employment Law related content, I was terrified the first
time and now it’s actually enjoyable<o:p></o:p></span></span></div>
<br />
<div class="MsoListParagraphCxSpMiddle" style="line-height: normal; margin: 0cm 0cm 0pt 36pt; mso-add-space: auto; mso-list: l0 level1 lfo1; text-indent: -18pt;">
<!--[if !supportLists]--><span style="font-size: 12pt; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;"><span style="font-family: "calibri";">7.</span><span style="font-size-adjust: none; font-stretch: normal; font: 7pt/normal "Times New Roman";"> </span></span></span><!--[endif]--><span style="font-size: 12pt;"><span style="font-family: "calibri";">Don’t believe a career in law means you have to give
up a passion for travelling. Use your annual leave wisely, save your money and
give yourself the most incredible experiences whilst doing a job you love.<o:p></o:p></span></span></div>
<br />
<div class="MsoListParagraphCxSpMiddle" style="line-height: normal; margin: 0cm 0cm 0pt 36pt; mso-add-space: auto; mso-list: l0 level1 lfo1; text-indent: -18pt;">
<!--[if !supportLists]--><span style="font-size: 12pt; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;"><span style="font-family: "calibri";">8.</span><span style="font-size-adjust: none; font-stretch: normal; font: 7pt/normal "Times New Roman";"> </span></span></span><!--[endif]--><span style="font-size: 12pt;"><span style="font-family: "calibri";">You will make mistakes, there will be times all you
want to do is go home or take off round the world. The world will not end if
you make a mistake, mistakes are expected. Learn from them and move on.<o:p></o:p></span></span></div>
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<div class="MsoListParagraphCxSpMiddle" style="line-height: normal; margin: 0cm 0cm 0pt 36pt; mso-add-space: auto; mso-list: l0 level1 lfo1; text-indent: -18pt;">
<!--[if !supportLists]--><span style="font-size: 12pt; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;"><span style="font-family: "calibri";">9.</span><span style="font-size-adjust: none; font-stretch: normal; font: 7pt/normal "Times New Roman";"> </span></span></span><!--[endif]--><span style="font-size: 12pt;"><span style="font-family: "calibri";">You don’t know everything when you qualify. The only
difference between being a trainee and an NQ is that you are a day older.
Depending on where you work it might mean lots of responsibility and independence,
or that you are still heavily supervised. You did not become an expert
overnight when your TC ended. Use your support networks, go for help, get
things checked. <o:p></o:p></span></span></div>
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<div class="MsoListParagraphCxSpLast" style="line-height: normal; margin: 0cm 0cm 0pt 36pt; mso-add-space: auto; mso-list: l0 level1 lfo1; text-indent: -18pt;">
<!--[if !supportLists]--><span style="font-size: 12pt; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;"><span style="font-family: "calibri";">10.</span><span style="font-size-adjust: none; font-stretch: normal; font: 7pt/normal "Times New Roman";"> </span></span></span><!--[endif]--><span style="font-size: 12pt;"><span style="font-family: "calibri";">Enjoy the job. If you hate it you need to work out
why, and whether it really is for you. You might have invested in it heavily
but it shouldn’t mean a life sentence if it is not for you. It is hard, you
will work long hours and it can be emotionally tough, but the satisfaction of
doing the job well for your clients is fantastic, don’t lose sight of that. <span style="mso-spacerun: yes;"> </span><o:p></o:p></span></span></div>
Gamlins Law Ltdhttp://www.blogger.com/profile/16099612761285114880noreply@blogger.com0tag:blogger.com,1999:blog-7904156426865540016.post-68760981187994800812017-06-20T02:22:00.001-07:002017-06-20T02:22:33.478-07:00Hay Fever Havoc
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<span style="font-size: 12pt;"><span style="font-family: Calibri;">When the idea for this blog post came to
me, it struck me how very British my line of thinking was. We complain about
the weather for roughly 11.5 months of the year, because of the cold, the wind
and the incessant rain. Finally, we are granted a couple of days of sunshine
and<span style="mso-spacerun: yes;"> </span>we are still not happy with our
weather, the Internet being flooded with memes demonstrating how us Brits are
totally unequipped and unwilling to suffer any mildly hot weather. <o:p></o:p></span></span></div>
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<span style="font-size: 12pt;"><span style="font-family: Calibri;">Those who can cope emigrated to the Middle
East, Oz and California many years ago.<o:p></o:p></span></span></div>
<span style="font-size: 12pt;"><o:p><span style="font-family: Calibri;"> </span></o:p></span><br />
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<span style="font-size: 12pt;"><span style="font-family: Calibri;">So, putting solidly British suggestions
to one side (undergarments in the freezer, feet in cold water and rushing out
to buy fans), the warm weather can present problems for businesses, when the
pollen is high, hay fever sufferers can be heard for miles. <o:p></o:p></span></span></div>
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<span style="font-size: 12pt;"><span style="font-family: Calibri;">Sniffing, coughing and generally gasping
for air in the office, or an increase in sick days, it can be a nightmare for
employers. Sick days currently cost businesses roughly £554 per employee per
year. For a business with a 250 headcount that is over £135,000 per year.<o:p></o:p></span></span></div>
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<span style="font-size: 12pt;"><span style="font-family: Calibri;">My desk is currently overflowing with
every remedy I can possibly get my hands on, having been hit particularly hard
over the last couple of days, I have even found myself praying for rain (very
British). At least the rain would give me something to complain about other
than my pounding head, streaming eyes, scratchy throat and constant cough and
sneezing fits. I know for a fact I am irritating my colleague in the next
office beyond belief. <o:p></o:p></span></span></div>
<span style="font-size: 12pt;"><o:p><span style="font-family: Calibri;"> </span></o:p></span><br />
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<span style="font-size: 12pt;"><span style="font-family: Calibri;">So what is an employer to do? Hay fever
is unlikely to meet the criteria for being a disability, so there would be no obligation
for reasonably adjustments. <o:p></o:p></span></span></div>
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<span style="font-size: 12pt;"><o:p><span style="font-family: Calibri;"> </span></o:p></span></div>
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<span style="font-size: 12pt;"><span style="font-family: Calibri;">Is it an easy get out for employees for
when the sun comes out, if hay fever becomes an easy way to have a day off? All
the usual absence management policies can come into play here, discretionary
company sick pay and waiting days are all useful tools. On a human level, given
the severity some people suffer with the ailment, some sort of flexibility or
sympathy would go a long way for employee relations. There are issues with many
of the medications causing drowsiness and general low productivity levels when
someone is feeling quite so poorly.<o:p></o:p></span></span></div>
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<span style="font-size: 12pt;"><span style="font-family: Calibri;">In terms of my presentation for work, my
ability to wear make-up has been completely eradicated and I generally look as
though I have been crying for a fortnight. Not a great look when clients are
likely to visibly recoil at the sight of my streaming eyes and reach for the
antibacterial hand wash after a handshake. <o:p></o:p></span></span></div>
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<span style="font-size: 12pt;"><span style="font-family: Calibri;">I am however still generally capable of
wearing high heels, thank goodness (apologies Lawyer Joke! </span><a href="http://gamlinsemploymentlaw.blogspot.co.uk/2016/05/high-heel-gate.html"><span style="color: blue; font-family: Calibri;">http://gamlinsemploymentlaw.blogspot.co.uk/2016/05/high-heel-gate.html</span></a><span style="font-family: Calibri;">
<span style="mso-spacerun: yes;"> </span>)<o:p></o:p></span></span></div>
Gamlins Law Ltdhttp://www.blogger.com/profile/16099612761285114880noreply@blogger.com0tag:blogger.com,1999:blog-7904156426865540016.post-10096931174165802192017-06-15T07:32:00.003-07:002017-06-15T07:32:31.054-07:00Good intentions not enough in wage calculations
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<span style="font-size: 14pt; line-height: 107%; mso-bidi-font-size: 11.0pt;"><span style="font-family: Calibri;">Good intentions not enough in wage calculations<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></span></div>
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<a href="https://www.blogger.com/null" name="_GoBack"></a><span style="font-size: 14pt; line-height: 107%; mso-bidi-font-size: 11.0pt;"><o:p><span style="font-size: small;"> </span></o:p></span></div>
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<b style="mso-bidi-font-weight: normal;"><span style="font-size: 12pt; line-height: 107%; mso-bidi-font-size: 11.0pt;"><span style="font-family: Calibri;">Accurate
calculations of the National Minimum Wage continue to cause headaches for
employers, with an employment tribunal acknowledging the complexity, saying there
is no single key to unlock every case.</span></span></b><span style="background: white; color: #333333; font-family: "Roboto Slab","serif"; font-size: 11.5pt; line-height: 107%;"> </span><b style="mso-bidi-font-weight: normal;"><span style="font-size: 12pt; line-height: 107%; mso-bidi-font-size: 11.0pt;"><o:p></o:p></span></b></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 8pt;">
<span style="font-family: Calibri;">Recently, unintentional underpayments in staff pay packets have
affected major retailers like John Lewis and Tesco, while others have been
waiting for an employment tribunal decision on when sleeping night shift staff are
eligible for the National Minimum Wage (NMW).<span style="mso-spacerun: yes;">
</span><o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 8pt;">
<span style="font-family: Calibri;">For John Lewis, a staff-friendly policy of aggregated wages
to provide regular monthly income has resulted in the company having to provision
£36m for underpayments over a six-year period, despite most under-payments
being technical, rather than actual. <span style="mso-spacerun: yes;"> </span>Staff wages were smoothed out over the year
so they received the same amount each month, rather than being paid for the
exact hours worked.<span style="mso-spacerun: yes;"> </span>The problem arose
when individuals worked extra hours in a month and the aggregate monthly payment
was less than the payment due for the hours worked under the NMW Regulations.<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 8pt;">
<span style="font-family: Calibri;">Argos and Tesco have made similar payroll mistakes.<span style="mso-spacerun: yes;"> </span>Tesco is having to compensate 14,000 staff at
a cost of £10m for employees who had made salary contributions to pensions,
childcare and other schemes which resulted in their pay falling below the
National Living Wage level.<span style="mso-spacerun: yes;"> </span>Tesco has
blamed its payroll software for the error, but for many employers the
difficulty lies in correctly interpreting the NMW Regulations. <span style="mso-bidi-font-family: Calibri;"><o:p></o:p></span></span></div>
<br />
<div class="MsoNormal" style="background: white; line-height: normal; margin: 0cm 0cm 7.5pt;">
<span style="mso-bidi-font-family: Calibri;"><span style="font-family: Calibri;">One such thorny area is
payment for employees who sleep overnight in the workplace or are on call.<span style="mso-spacerun: yes;"> </span>Previously, such workers were often paid a
flat rate for when they were sleeping and their normal hourly rate when they
were required to attend to their duties.<span style="mso-spacerun: yes;">
</span>This approach was challenged <span style="mso-spacerun: yes;"> </span>on
the basis that it did not comply with the NMW Regulations, <span style="mso-spacerun: yes;"> </span>and three such cases <span style="mso-spacerun: yes;"> </span>were recently heard together by the Employment
Appeal Tribunal:<span style="mso-spacerun: yes;"> </span></span></span><a href="http://www.bailii.org/cgi-bin/format.cgi?doc=/uk/cases/UKEAT/2017/0143_16_2104.html&query=(UKEAT/0143/16/DM)"><span style="background: white; mso-bidi-font-family: Calibri;"><span style="color: blue; font-family: Calibri;">Focus Care Agency Ltd v
Roberts</span></span></a><em><span style="background: white; color: #333333; font-family: "Calibri","sans-serif"; font-style: normal; mso-bidi-font-family: Calibri; mso-bidi-font-style: italic;">, </span></em><a href="http://www.bailii.org/cgi-bin/format.cgi?doc=/uk/cases/UKEAT/2017/0244_16_2104.html&query=(UKEAT/0143/16/DM)"><span style="background: white; mso-bidi-font-family: Calibri;"><span style="color: blue; font-family: Calibri;">Frudd v The Partington
Group Ltd</span></span></a><span style="font-family: Calibri;"><i style="mso-bidi-font-style: normal;"><span style="background: white; color: #333333; mso-bidi-font-family: Calibri;"> </span></i><span style="background: white; color: #333333; mso-bidi-font-family: Calibri;">and<i style="mso-bidi-font-style: normal;"> </i></span></span><a href="http://www.bailii.org/cgi-bin/format.cgi?doc=/uk/cases/UKEAT/2017/0290_16_2104.html&query=(UKEAT/0143/16/DM)"><span style="background: white; mso-bidi-font-family: Calibri;"><span style="color: blue; font-family: Calibri;">Royal Mencap Society v
Tomlinson-Blake</span></span></a><em><span style="background: white; color: #333333; font-family: "Calibri","sans-serif"; font-style: normal; mso-bidi-font-family: Calibri; mso-bidi-font-style: italic;">.<o:p></o:p></span></em></div>
<br />
<div class="MsoNormal" style="background: white; line-height: normal; margin: 0cm 0cm 7.5pt;">
<span style="mso-bidi-font-family: Calibri;"><span style="font-family: Calibri;">But for employers hoping for
certainty on the issue there has been frustration, with the Tribunal saying
that there is no ‘bright line’ and that businesses must conduct a
‘multifactorial evaluation’.<span style="mso-spacerun: yes;"> </span>Their
findings highlighted four key factors. <o:p></o:p></span></span></div>
<br />
<div style="background: white; margin: 0cm 0cm 7.5pt 36pt; mso-list: l0 level1 lfo1; tab-stops: list 36.0pt; text-indent: -18pt;">
<!--[if !supportLists]--><span style="font-family: "Calibri","sans-serif"; font-size: 11pt; mso-bidi-font-family: Calibri; mso-fareast-font-family: Calibri;"><span style="mso-list: Ignore;">1.<span style="font-size-adjust: none; font-stretch: normal; font: 7pt/normal "Times New Roman";">
</span></span></span><!--[endif]--><span style="font-family: "Calibri","sans-serif"; font-size: 11pt; mso-bidi-font-family: Calibri;">The reason for engaging the worker – if an
employee is on site to comply with a regulatory or contractual obligation, then
the individual is more likely to be classed as working throughout their whole
shift, even if they are asleep or with nothing to do.<o:p></o:p></span></div>
<br />
<div style="background: white; margin: 0cm 0cm 7.5pt 36pt; mso-list: l0 level1 lfo1; tab-stops: list 36.0pt; text-indent: -18pt;">
<!--[if !supportLists]--><span style="font-family: "Calibri","sans-serif"; font-size: 11pt; mso-bidi-font-family: Calibri; mso-fareast-font-family: Calibri;"><span style="mso-list: Ignore;">2.<span style="font-size-adjust: none; font-stretch: normal; font: 7pt/normal "Times New Roman";">
</span></span></span><!--[endif]--><span style="font-family: "Calibri","sans-serif"; font-size: 11pt; mso-bidi-font-family: Calibri;">Restrictions on the worker’s activities – if a
worker would be disciplined for failing to remain on stand-by, for example by
leaving the premises, then the NMW is more likely to apply than in situations
where someone is able to come and go as they please.<o:p></o:p></span></div>
<br />
<div style="background: white; margin: 0cm 0cm 7.5pt 36pt; mso-list: l0 level1 lfo1; tab-stops: list 36.0pt; text-indent: -18pt;">
<!--[if !supportLists]--><span style="font-family: "Calibri","sans-serif"; font-size: 11pt; mso-bidi-font-family: Calibri; mso-fareast-font-family: Calibri;"><span style="mso-list: Ignore;">3.<span style="font-size-adjust: none; font-stretch: normal; font: 7pt/normal "Times New Roman";">
</span></span></span><!--[endif]--><span style="font-family: "Calibri","sans-serif"; font-size: 11pt; mso-bidi-font-family: Calibri;">The degree of responsibility – if a worker is
required to keep a listening ear and respond, such as a care worker, they are
more likely to be treated as ‘working’ than someone who is at home on-call.<o:p></o:p></span></div>
<br />
<div style="background: white; margin: 0cm 0cm 7.5pt 36pt; mso-list: l0 level1 lfo1; tab-stops: list 36.0pt; text-indent: -18pt;">
<!--[if !supportLists]--><span style="font-family: "Calibri","sans-serif"; font-size: 11pt; mso-bidi-font-family: Calibri; mso-fareast-font-family: Calibri;"><span style="mso-list: Ignore;">4.<span style="font-size-adjust: none; font-stretch: normal; font: 7pt/normal "Times New Roman";">
</span></span></span><!--[endif]--><span style="font-family: "Calibri","sans-serif"; font-size: 11pt; mso-bidi-font-family: Calibri;">The immediacy of the requirement to provide
services – this includes both the speed and the level of responsibility of a
worker.<span style="mso-spacerun: yes;"> </span>If they are the one who will decide
whether to intervene and then take the action, they are more likely to be
categorised as working than someone who is woken and instructed by the
responsible member of staff.<o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="background: white; line-height: normal; margin: 0cm 0cm 7.5pt;">
<span style="font-family: Calibri;"><span style="color: #333333; mso-bidi-font-family: Calibri; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-GB;">“The Tribunal’s decision
highlights just how tricky this area of the law can be, but compliance is a
serious business,” </span><span style="color: black; mso-bidi-font-family: Calibri;">said Employment Law </span><span style="mso-bidi-font-family: Calibri;">expert Elissa Thursfield.<span style="mso-spacerun: yes;"> </span>“It’s sometimes difficult to understand
what’s right and what’s wrong, and borderline cases will be difficult to
decide, but if there’s any doubt it pays to investigate further as getting it
wrong may mean </span><span style="color: #333333; mso-bidi-font-family: Calibri; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-GB;">a
company faces claims for back-pay, which can go back six years.<span style="mso-spacerun: yes;"> </span>As well as the financial costs, there may be
enforcement action by HMRC, and reputational damage.”<o:p></o:p></span></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 8pt;">
<span style="mso-bidi-font-family: Calibri;"><o:p> </o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 8pt;">
<span style="mso-bidi-font-family: Calibri;"><span style="font-family: Calibri;">The National
Living Wage is a premium tier of the </span></span><a href="https://www.gov.uk/national-minimum-wage-rates"><span style="mso-bidi-font-family: Calibri;"><span style="color: blue; font-family: Calibri;">National Minimum Wage</span></span></a><span style="mso-bidi-font-family: Calibri;"><span style="font-family: Calibri;"> for eligible workers aged over 25.<span style="mso-spacerun: yes;">
</span>For those eligible workers aged under 25, there are further categories
of age-related rates.<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></span></div>
<br />
<table border="0" cellpadding="0" cellspacing="0" class="MsoNormalTable" style="background: white; border-collapse: collapse; mso-padding-alt: 0cm 0cm 0cm 0cm; mso-yfti-tbllook: 1184; width: 630px;">
<thead>
<tr style="mso-yfti-firstrow: yes; mso-yfti-irow: 0;">
<td style="background-color: transparent; border-color: rgb(0, 0, 0) rgb(0, 0, 0) rgb(191, 193, 195); border-style: none none solid; border-width: 0px 0px 1pt; mso-border-bottom-alt: solid #BFC1C3 .75pt; padding: 7.5pt 7.5pt 7.5pt 0cm;" valign="top">
<div class="MsoNormal" style="line-height: normal; margin: 0cm 0cm 0pt;">
<b><span style="color: #0b0c0c; mso-bidi-font-family: Calibri; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-GB;"><span style="font-family: Calibri;">Year<o:p></o:p></span></span></b></div>
</td>
<td style="background-color: transparent; border-color: rgb(0, 0, 0) rgb(0, 0, 0) rgb(191, 193, 195); border-style: none none solid; border-width: 0px 0px 1pt; mso-border-bottom-alt: solid #BFC1C3 .75pt; padding: 7.5pt 7.5pt 7.5pt 0cm;" valign="top">
<div class="MsoNormal" style="line-height: normal; margin: 0cm 0cm 0pt;">
<b><span style="color: #0b0c0c; mso-bidi-font-family: Calibri; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-GB;"><span style="font-family: Calibri;">25
and over<o:p></o:p></span></span></b></div>
</td>
<td style="background-color: transparent; border-color: rgb(0, 0, 0) rgb(0, 0, 0) rgb(191, 193, 195); border-style: none none solid; border-width: 0px 0px 1pt; mso-border-bottom-alt: solid #BFC1C3 .75pt; padding: 7.5pt 7.5pt 7.5pt 0cm;" valign="top">
<div class="MsoNormal" style="line-height: normal; margin: 0cm 0cm 0pt;">
<b><span style="color: #0b0c0c; mso-bidi-font-family: Calibri; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-GB;"><span style="font-family: Calibri;">21 to
24<o:p></o:p></span></span></b></div>
</td>
<td style="background-color: transparent; border-color: rgb(0, 0, 0) rgb(0, 0, 0) rgb(191, 193, 195); border-style: none none solid; border-width: 0px 0px 1pt; mso-border-bottom-alt: solid #BFC1C3 .75pt; padding: 7.5pt 7.5pt 7.5pt 0cm;" valign="top">
<div class="MsoNormal" style="line-height: normal; margin: 0cm 0cm 0pt;">
<b><span style="color: #0b0c0c; mso-bidi-font-family: Calibri; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-GB;"><span style="font-family: Calibri;">18 to
20<o:p></o:p></span></span></b></div>
</td>
<td style="background-color: transparent; border-color: rgb(0, 0, 0) rgb(0, 0, 0) rgb(191, 193, 195); border-style: none none solid; border-width: 0px 0px 1pt; mso-border-bottom-alt: solid #BFC1C3 .75pt; padding: 7.5pt 7.5pt 7.5pt 0cm;" valign="top">
<div class="MsoNormal" style="line-height: normal; margin: 0cm 0cm 0pt;">
<b><span style="color: #0b0c0c; mso-bidi-font-family: Calibri; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-GB;"><span style="font-family: Calibri;">Under
18<o:p></o:p></span></span></b></div>
</td>
<td style="background-color: transparent; border-color: rgb(0, 0, 0) rgb(0, 0, 0) rgb(191, 193, 195); border-style: none none solid; border-width: 0px 0px 1pt; mso-border-bottom-alt: solid #BFC1C3 .75pt; padding: 7.5pt 7.5pt 7.5pt 0cm;" valign="top">
<div class="MsoNormal" style="line-height: normal; margin: 0cm 0cm 0pt;">
<b><span style="color: #0b0c0c; mso-bidi-font-family: Calibri; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-GB;"><span style="font-family: Calibri;">Apprentice<o:p></o:p></span></span></b></div>
</td>
</tr>
</thead>
<tbody>
<tr style="mso-yfti-irow: 1; mso-yfti-lastrow: yes;">
<td style="background-color: transparent; border-color: rgb(0, 0, 0) rgb(0, 0, 0) rgb(191, 193, 195); border-style: none none solid; border-width: 0px 0px 1pt; mso-border-bottom-alt: solid #BFC1C3 .75pt; padding: 7.5pt 7.5pt 7.5pt 0cm;" valign="top">
<div class="MsoNormal" style="line-height: normal; margin: 0cm 0cm 0pt;">
<span style="color: #0b0c0c; mso-bidi-font-family: Calibri; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-GB;"><span style="font-family: Calibri;">April 2017<o:p></o:p></span></span></div>
</td>
<td style="background-color: transparent; border-color: rgb(0, 0, 0) rgb(0, 0, 0) rgb(191, 193, 195); border-style: none none solid; border-width: 0px 0px 1pt; mso-border-bottom-alt: solid #BFC1C3 .75pt; padding: 7.5pt 7.5pt 7.5pt 0cm;" valign="top">
<div class="MsoNormal" style="line-height: normal; margin: 0cm 0cm 0pt;">
<span style="color: #0b0c0c; mso-bidi-font-family: Calibri; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-GB;"><span style="font-family: Calibri;">£7.50<o:p></o:p></span></span></div>
</td>
<td style="background-color: transparent; border-color: rgb(0, 0, 0) rgb(0, 0, 0) rgb(191, 193, 195); border-style: none none solid; border-width: 0px 0px 1pt; mso-border-bottom-alt: solid #BFC1C3 .75pt; padding: 7.5pt 7.5pt 7.5pt 0cm;" valign="top">
<div class="MsoNormal" style="line-height: normal; margin: 0cm 0cm 0pt;">
<span style="color: #0b0c0c; mso-bidi-font-family: Calibri; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-GB;"><span style="font-family: Calibri;">£7.05<o:p></o:p></span></span></div>
</td>
<td style="background-color: transparent; border-color: rgb(0, 0, 0) rgb(0, 0, 0) rgb(191, 193, 195); border-style: none none solid; border-width: 0px 0px 1pt; mso-border-bottom-alt: solid #BFC1C3 .75pt; padding: 7.5pt 7.5pt 7.5pt 0cm;" valign="top">
<div class="MsoNormal" style="line-height: normal; margin: 0cm 0cm 0pt;">
<span style="color: #0b0c0c; mso-bidi-font-family: Calibri; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-GB;"><span style="font-family: Calibri;">£5.60<o:p></o:p></span></span></div>
</td>
<td style="background-color: transparent; border-color: rgb(0, 0, 0) rgb(0, 0, 0) rgb(191, 193, 195); border-style: none none solid; border-width: 0px 0px 1pt; mso-border-bottom-alt: solid #BFC1C3 .75pt; padding: 7.5pt 7.5pt 7.5pt 0cm;" valign="top">
<div class="MsoNormal" style="line-height: normal; margin: 0cm 0cm 0pt;">
<span style="color: #0b0c0c; mso-bidi-font-family: Calibri; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-GB;"><span style="font-family: Calibri;">£4.05<o:p></o:p></span></span></div>
</td>
<td style="background-color: transparent; border-color: rgb(0, 0, 0) rgb(0, 0, 0) rgb(191, 193, 195); border-style: none none solid; border-width: 0px 0px 1pt; mso-border-bottom-alt: solid #BFC1C3 .75pt; padding: 7.5pt 7.5pt 7.5pt 0cm;" valign="top">
<div class="MsoNormal" style="line-height: normal; margin: 0cm 0cm 0pt;">
<span style="color: #0b0c0c; mso-bidi-font-family: Calibri; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-GB;"><span style="font-family: Calibri;">£3.50<o:p></o:p></span></span></div>
</td>
</tr>
</tbody></table>
<br />
<div style="background: white; margin: 0cm 0cm 0pt;">
<b><span style="color: #0b0c0c; font-family: "Calibri","sans-serif"; font-size: 11pt; mso-bidi-font-family: Calibri;"><o:p><span style="font-family: Times New Roman; font-size: small;"> </span></o:p></span></b></div>
<br />
<div style="background: white; margin: 0cm 0cm 0pt;">
<span style="color: #0b0c0c; font-family: "Calibri","sans-serif"; font-size: 11pt; mso-bidi-font-family: Calibri;">Although given as hourly rates, the NMW Regulations
apply to any eligible worker, whether or not they are paid by the hour and
calculations must be made according to the payment basis.<span style="mso-spacerun: yes;"> </span>For example, someone paid annually or by
piece-work can use a formula to work out the equivalent hourly rate and check
if they’re being paid the right amount.<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 8pt;">
<span style="mso-bidi-font-family: Calibri;"><o:p> </o:p></span></div>
<br />
<div class="MsoNormal" style="background: white; line-height: normal; margin: 0cm 0cm 8pt;">
<span class="apple-style-span"><span style="color: #333333; mso-bidi-font-family: Arial;"><span style="font-family: Calibri;"><o:p></o:p></span></span></span> </div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 8pt;">
<b style="mso-bidi-font-weight: normal;"><span style="font-family: Calibri;">Web site content
note:<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></b></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 8pt;">
<span style="font-family: Calibri;">This is not legal advice; it is intended to provide
information of general interest about current legal issues<o:p></o:p></span></div>
Gamlins Law Ltdhttp://www.blogger.com/profile/16099612761285114880noreply@blogger.com0tag:blogger.com,1999:blog-7904156426865540016.post-19310147676205581902017-05-08T02:42:00.000-07:002017-05-08T02:42:35.948-07:00Allegations of wrongdoing in the workplaceOur professional regulatory team provides advice and representation to practitioners in all areas of regulatory practice.<br />
<br />
If your trade or profession is regulated by a professional body and you are the subject of a complaint then we can help you.<br />
<br />
We can assist you with the initial investigation process to include negotiation with your regulator and independent investigation where appropriate.<br />
<br />
We can represent your interests before fitness to practice panels and professional conduct committees.<br />
<br />
We are also experienced in representing professional practitioners facing criminal prosecutions including allegations of fraudulent activities, assault and religious/racial intolerance within the work place.<br />
<br />
We are aware that any allegations involving your profession can be extremely distressing and we will work very hard to minimise anxiety and to bring the matter to a conclusion as smoothly and quickly as possible.<br />
<br />
If you wish to speak to one of our experts without obligation contact us immediately. We provide advice around the clock and pride ourselves as being the leading providers of legal services in the region.Gamlins Law Ltdhttp://www.blogger.com/profile/16099612761285114880noreply@blogger.com0tag:blogger.com,1999:blog-7904156426865540016.post-63761759293585123072017-05-02T05:25:00.002-07:002017-05-02T05:25:37.041-07:00Small suppliers set to get intel on big company payment performance
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 8pt;">
<b style="mso-bidi-font-weight: normal;"><span style="font-size: 14pt; line-height: 107%; mso-bidi-font-size: 11.0pt;"><span style="font-family: Calibri;">Small
suppliers set to get intel on big company payment performance<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></span></b></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 8pt;">
<b style="mso-bidi-font-weight: normal;"><span style="font-size: 12pt; line-height: 107%; mso-bidi-font-size: 11.0pt;"><o:p><span style="font-family: Calibri;"> </span></o:p></span></b></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 8pt;">
<span style="font-family: Calibri;"><b style="mso-bidi-font-weight: normal;"><span style="font-size: 12pt; line-height: 107%; mso-bidi-font-size: 11.0pt;">New
regulations designed to help small businesses get paid on time came into force this
month, with a requirement for larger companies to publish information about how
long they take to pay suppliers.<span style="mso-spacerun: yes;"> </span></span></b><o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 8pt;">
<span style="font-family: Calibri;">The requirement affects companies and LLPs who exceed two or
more of the qualifying thresholds at the date of their last two balance sheets.<span style="mso-spacerun: yes;"> </span>The thresholds are based on the definition of
‘medium-sized’ under the Companies Act 2006 and are an annual turnover of £36
million, a balance sheet total of £18 million and an average of 250 employees during
the year.<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 8pt;">
<span style="font-family: Calibri;">From 6 April 2017, those qualifying will be required to publish
information on a Government website about their payment practices and policies
and how they have performed against them, including the average time taken to
pay suppliers, and to update the information every six months.<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 8pt;">
<span style="font-family: Calibri;">Late payment is recognised as causing serious financial and
administrative problems for businesses and the aim of the new regulations is to
tackle concerns about adverse treatment of smaller suppliers by larger, more
powerful customers, through increased transparency and scrutiny.<span style="mso-spacerun: yes;"> </span></span><a href="http://www.legislation.gov.uk/uksi/2017/395/contents/made"><span style="color: #2790c4; mso-bidi-font-family: Calibri;"><span style="font-family: Calibri;">The Reporting on Payment
Practices and Performance Regulations 2017</span></span></a><span style="font-family: Calibri;"><span style="color: #494949; mso-bidi-font-family: Calibri;"> </span><span style="mso-bidi-font-family: Calibri;">came</span><span style="font-size: 12pt; line-height: 107%; mso-bidi-font-size: 11.0pt;"> </span>about
as part of the Small Business Enterprise and Employment Act 2015, and applies
to public, private and listed companies and to </span><a href="http://www.legislation.gov.uk/uksi/2017/425/contents/made"><span style="color: #0563c1; font-family: Calibri;">limited
liability partnerships</span></a><span style="font-family: Calibri;"> through a separate set of regulations.<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 8pt;">
<span style="font-family: Calibri;">Businesses will not be required to report in their first
financial year and those in their second year will be expected to check the
requirements against their single, first financial year. For parent companies
and LLPs, reporting will be required if the aggregate group figures exceed the
thresholds. <span style="mso-spacerun: yes;"> </span>Any company or LLP within a
group that satisfies the test individually, will need to report separately on
its own payment practices and performance.<span style="mso-spacerun: yes;">
</span><o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 8pt;">
<span style="font-family: Calibri;">Explained Sion Williams of Gamlins Law:<span style="mso-spacerun: yes;"> </span>"It’s important that larger businesses
check <span style="mso-spacerun: yes;"> </span>whether they are required to
report under the regulations, and must then keep an eye on the thresholds as
these will be updated over time.<span style="mso-spacerun: yes;"> </span><span style="mso-spacerun: yes;"> </span>Smaller businesses can ask new customers
whether they are required to report and, if they are, check out payment
performance as part of their pre-contract checks”.<span style="font-size: 12pt; line-height: 107%; mso-bidi-font-size: 11.0pt;"><o:p></o:p></span></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 8pt;">
<span style="font-family: Calibri;">He added: “It’s worth remembering that there are other existing
measures already available to tackle late payment, including the option of
claiming interest and recovery charges, and it’s worth checking that existing contract
terms don’t undermine those rights with something less advantageous.” <o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 8pt;">
<span style="font-family: Calibri;">Under the Late Payment of Commercial Debts (Interest) Act
1998 commercial businesses are expected to pay their supplier invoices within
30 days, unless they have both agreed a longer time limit of no more than 60
days. <span style="mso-spacerun: yes;"> </span>Alongside, all public bodies are required
to pay suppliers within 30 days, except for some specific or devolved activities.
<o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 8pt;">
<span style="font-family: Calibri;">Statutory interest can be applied, together with a fixed sum
of between £40 and £100, depending on the sum owed, for the cost of recovering the
late commercial payment.<span style="mso-spacerun: yes;"> </span>The interest is
currently set at 8% plus the Bank of England base rate, and starts to run
automatically at 30 days from the latest date of either receiving the
supplier's invoice, or of receiving or accepting the goods or services.<span style="mso-spacerun: yes;"> </span>You can agree a longer period for payment, but
if it’s more than 60 days it must be fair to both businesses.<span style="mso-spacerun: yes;"> </span>And unless a ‘reasonable’ longer period has
been agreed, any purchaser must confirm that goods or services conform with the
contract within 30 days.<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 8pt;">
<span style="font-family: Calibri;">Late payment legislation does not have to be referenced in
trading terms, as it will apply automatically in any commercial relationship,
unless an alternative process has been set out in the contract.<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 8pt;">
<i style="mso-bidi-font-style: normal;"><span style="font-family: Calibri;">This information is
not intended as legal advice <o:p></o:p></span></i></div>
Gamlins Law Ltdhttp://www.blogger.com/profile/16099612761285114880noreply@blogger.com0tag:blogger.com,1999:blog-7904156426865540016.post-22786271696499745952017-05-02T05:24:00.003-07:002017-05-02T05:24:35.513-07:00Data Protection in the UK: out with the old, in with the new.
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt; text-align: justify;">
<b style="mso-bidi-font-weight: normal;"><span style="font-family: Calibri;">Data Protection in the UK: out with the old, in with the new.<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></b></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt; text-align: justify;">
<i style="mso-bidi-font-style: normal;"><span style="font-family: Calibri;">Big changes are afoot on the law relating to data regulation in the EU.
<span style="mso-spacerun: yes;"> </span>Is your business ready to ensure
compliance and avoid the hefty penalties?<o:p></o:p></span></i></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt; text-align: justify;">
<span style="font-family: Calibri;">Employers across the EU are being
urged to take steps now to prepare for the 25<sup><span style="font-size: x-small;">th</span></sup> May 2018 when the
new General Data Protection Regulation (GDPR) will be coming into force,
replacing the current Data Protection Directive.<span style="mso-spacerun: yes;"> </span>Although Brexit is looming, the government
has confirmed that the new legislation will apply in the UK as it will still be
a member of the EU at the time of implementation. <o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt; text-align: justify;">
<span style="font-family: Calibri;">Right now, the current Data
Protection Directive is incorporated in the UK by the Data Protection Act 1998
and many of the principles will remain the same.<span style="mso-spacerun: yes;"> </span>However, there are a number of new and
complex obligations on employers that should be understood and implemented in
businesses now in order to ensure compliance in time for May 2018:<o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt; text-align: justify;">
<b style="mso-bidi-font-weight: normal;"><span style="font-family: Calibri;">1<span style="mso-tab-count: 1;"> </span>Restricting the use
of consent as a justification for processing data<o:p></o:p></span></b></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt; text-align: justify;">
<span style="font-family: Calibri;">Consent is no longer enough
justification for processing data and, in particular, employee data.<span style="mso-spacerun: yes;"> </span>The GDPR states that consent must be ‘freely
given, specific, informed and unambiguous’.<span style="mso-spacerun: yes;">
</span>It must also be given by consent or affirmative action.<span style="mso-spacerun: yes;"> </span>If consent is given through a written
declaration, the request for consent must be clearly distinguishable from other
matters and easy to understand.<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt; text-align: justify;">
<span style="font-family: Calibri;">What this requirements means for
employers is that, particularly in relation to contracts of employment, generic
consents will no longer be a valid justification for processing employee’s
legal data.<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt; text-align: justify;">
<span style="font-family: Calibri;">Employers should start reviewing
their existing documents to see whether consent is given in line with the new
requirements, or whether they can show that they have a legitimate interest in
processing the data that is not overridden by the interests of the data
subject. <o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt; text-align: justify;">
<b style="mso-bidi-font-weight: normal;"><span style="font-family: Calibri;">2<span style="mso-tab-count: 1;"> </span>Demonstrating
compliance through the documentation of data processing activities<o:p></o:p></span></b></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt; text-align: justify;">
<span style="font-family: Calibri;">With the GDPR’s new focus on
accountability, businesses will have to ‘demonstrate’ compliance with the
principles of personal data.<span style="mso-spacerun: yes;"> </span>Employers
should consider adopting a GDPR compliance programme to implement and monitor
their data processing activities. <o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt; text-align: justify;">
<b style="mso-bidi-font-weight: normal;"><span style="font-family: Calibri;">3<span style="mso-tab-count: 1;"> </span>Adopting
organisational measures for data protection such as policies and practices<o:p></o:p></span></b></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt; text-align: justify;">
<span style="font-family: Calibri;">Employers should adopt easily
accessible and clear policies and procedures in relation to data
protection.<span style="mso-spacerun: yes;"> </span>This will ensure compliance
with the GDPR requirement that information provided must be in clear and plain
language.<o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt 36pt; text-align: justify; text-indent: -36pt;">
<b style="mso-bidi-font-weight: normal;"><span style="font-family: Calibri;">4<span style="mso-tab-count: 1;"> </span>Providing more information to employees and job
applicants on the purpose and legal grounds for collecting their data, and
their rights in relation to their personal data<o:p></o:p></span></b></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt; text-align: justify;">
<span style="font-family: Calibri;">Transparency is key.<span style="mso-spacerun: yes;"> </span>Employers should provide employees and job
applications with full information in respect of their personal data.<span style="mso-spacerun: yes;"> </span>They should also be well versed in relation
to their rights.<span style="mso-spacerun: yes;"> </span>If employers have clear
policies and procedures in place to tackle the same, then there will not be an
issue.<o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt; text-align: justify;">
<span style="font-family: Calibri;">It is especially important for
employers to prepare for the new requirements as the GDPR has created a new
enforcement system, with significantly higher maximum penalties than at
present.<span style="mso-spacerun: yes;"> </span>In some circumstances, a breach
can result in a maximum fine of €20 million or 4% of an undertaking’s worldwide
annual turnover, whichever is higher.<span style="mso-spacerun: yes;"> </span></span></div>
<div class="MsoNormal" style="margin: 0cm 0cm 10pt; text-align: justify;">
<span style="font-family: Calibri;"><span style="mso-spacerun: yes;"></span></span> </div>
<div class="MsoNormal" style="margin: 0cm 0cm 10pt; text-align: justify;">
</div>
<span style="font-family: Calibri;"><div class="MsoNormal" style="margin: 0cm 0cm 10pt; text-align: justify;">
</div>
<span style="mso-spacerun: yes;"><div class="MsoNormal" style="margin: 0cm 0cm 10pt; text-align: justify;">
Hannah Jones</div>
</span></span>Gamlins Law Ltdhttp://www.blogger.com/profile/16099612761285114880noreply@blogger.com0tag:blogger.com,1999:blog-7904156426865540016.post-78019616856097449052017-04-04T03:16:00.002-07:002017-04-04T03:16:26.591-07:00When tweets become twibels
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 10pt;">
<span style="font-family: Calibri;"><b style="mso-bidi-font-weight: normal;"><span style="font-size: 14pt; line-height: 115%; mso-bidi-font-size: 11.0pt;">When tweets
become twibels</span></b><span style="color: #333333; font-size: 16pt; line-height: 115%; mso-bidi-font-family: Arial; mso-bidi-font-size: 11.0pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-GB;">…. <o:p></o:p></span></span></div>
<br />
<div class="MsoNormal" style="background: white; line-height: 15.6pt; margin: 0cm 0cm 7.5pt; vertical-align: baseline;">
<i style="mso-bidi-font-style: normal;"><span style="color: #333333; mso-bidi-font-family: Arial; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-GB;"><span style="font-family: Calibri;">Facing up to the social media
challenge for business <o:p></o:p></span></span></i></div>
<br />
<br />
<div class="MsoNormal" style="background: white; line-height: 15.6pt; margin: 0cm 0cm 7.5pt; vertical-align: baseline;">
<b style="mso-bidi-font-weight: normal;"><span style="font-size: 14pt; mso-bidi-font-family: Arial; mso-bidi-font-size: 11.0pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-GB;"><span style="font-family: Calibri;">Every business using social
media should get to grips with publishing law and advertising regulations if
they are to avoid reputation-damaging incidents.<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></span></b></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 12pt; vertical-align: baseline;">
<span style="mso-bidi-font-family: Arial; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-GB;"><span style="font-family: Calibri;">The reminder follows the news that opinion columnist
Katie Hopkins has been refused leave to appeal against a recent High Court libel
verdict, where she was found to have published defamatory tweets, or what’s
been coined ‘twibel’.<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 12pt; vertical-align: baseline;">
<span style="font-family: Calibri;">Anyone
using social media is a publisher, putting information out into the public
domain, but unlike newspapers and book publishers, most businesses don’t have a
good understanding of publishing law and how to avoid breaching it.<span style="mso-spacerun: yes;"> </span>Similarly, many businesses are not
considering how their social media posts may breach advertising regulations, as
the boundaries between paid-for advertising and other forms of communication
become more blurred.<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 12pt; vertical-align: baseline;">
<span style="font-family: Calibri;">It’s
the sort of confusion that led to a complaint being made that a tweet sent from
the account of England football captain Wayne Rooney, as part of his
sponsorship by Nike (UK), was not clearly marked as a marketing
communication.<span style="mso-spacerun: yes;"> </span>The tweet read: <i style="mso-bidi-font-style: normal;">"The pitches change. The killer
instinct doesn't. Own the turf, anywhere. @NikeFootball #myground
pic.twitter.com/22jrPwdgC1".</i> Although in that case the Advertising
Standards Authority found that Nike (UK) had not breached the code of conduct,
saying the tweet was obviously identifiable as a Nike marketing communication,
it may not always be clear to businesses where the line is drawn.<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="background: white; line-height: 15.6pt; margin: 0cm 0cm 7.5pt; vertical-align: baseline;">
<span style="mso-bidi-font-family: Arial; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-GB;"><span style="font-family: Calibri;">For Katie Hopkins, the
tweets she posted that were found to be defamatory implied that prominent
poverty campaigner and writer Jack Monroe had defaced a war memorial, in a case
of mistaken identity.<span style="mso-spacerun: yes;"> </span>Monroe offered her
the chance to publicly apologise or face legal action, but Hopkins refused.<span style="mso-spacerun: yes;"> </span>When the case reached the High Court, the
tweets were found to have caused ‘serious’ harm to Monroe’s reputation.<span style="mso-spacerun: yes;"> </span>Hopkins must pay damages of £24000 to Monroe,
together with Monroe’s legal costs.<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></span></div>
<br />
<div class="MsoNormal" style="background: white; line-height: 15.6pt; margin: 0cm 0cm 7.5pt; vertical-align: baseline;">
<span style="mso-bidi-font-family: Arial; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-GB;"><span style="font-family: Calibri;">In making the judgement,
the court had to determine whether the tweets met the requirement for harm that
is set out in the Defamation Act 2013 and experts say the ruling is the most
important case to date involving libel on social media. <o:p></o:p></span></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 12pt; vertical-align: baseline;">
<span style="font-family: Calibri;">"Controlling
social media content is a huge issue for business,” said employment and social
media expert Elissa Thursfield<span style="mso-spacerun: yes;"> </span>of Gamlins
Law.<span style="mso-spacerun: yes;"> </span>“It’s a fast-moving arena and often
posts, tweets, retweets and comments are the subject of instant
decision-making.<span style="mso-spacerun: yes;"> </span>When careful reflection
isn’t part of the equation, it’s not surprising that it can lead to
problems.<span style="mso-spacerun: yes;"> </span>It is important that social
media policies are kept under constant review and that everyone understands the
boundaries they are operating within, through both the company’s marketing
strategy and their terms of employment.<o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 12pt; vertical-align: baseline;">
<span style="mso-bidi-font-family: Arial; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-GB;"><span style="font-family: Calibri;">“Staff could also learn from the </span></span><a href="https://www.judiciary.gov.uk/wp-content/uploads/2017/03/monroe-v-hopkins-2017-ewhc-433-qb-20170310.pdf"><span style="color: #0070c0; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-GB;"><span style="font-family: Calibri;">26-point guide</span></span></a><span style="font-family: Calibri;"><span style="mso-bidi-font-family: Arial; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-GB;"> on how to use Twitter,
published by the High Court as part of its official ruling in the Hopkins case,
which provides a summary of how the platform works. It makes for useful
reading, even for those who think themselves experts, as a reminder of who will
receive postings when tweeting, re-tweeting or replying.”<span style="mso-spacerun: yes;"> </span></span><o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0cm 0cm 12pt; vertical-align: baseline;">
<span style="font-family: Calibri;"><span style="mso-bidi-font-family: Calibri;">She <span style="mso-spacerun: yes;"> </span>added</span>: "It’s important to
have a good crisis management plan in place as well, so that if the worst
happens and a mistake is made, then everyone knows what to do if something
inappropriate has been posted.<span style="mso-spacerun: yes;"> </span>Taking
swift action with a public retraction is a good start and will demonstrate a
willingness to tackle the problem.<span style="mso-spacerun: yes;"> </span>In
the case of Katie Hopkins and her mistaken tweet about Jack Monroe, if she had
been quick to correct herself and made a public apology that reached the original
audience of her tweets, it’s quite likely the case would not have passed the
necessary ‘serious harm’ test for defamation and the case may never have gone
to court.”<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></div>
Gamlins Law Ltdhttp://www.blogger.com/profile/16099612761285114880noreply@blogger.com0tag:blogger.com,1999:blog-7904156426865540016.post-25037976486408490352017-03-14T03:44:00.000-07:002017-03-14T03:44:07.047-07:00Employers can ban headscarves at work<div class="sdc-news-story-article__intro">
Employers will be able to ban Muslim staff from wearing headscarves at work, the European Court of Justice has ruled.</div>
<div class="sdc-news-story-article__intro">
</div>
<div class="sdc-news-story-article__intro">
According to reports, the Court said that companies are able to ban the 'visible' wearing of any political, philosophical or religious sign.</div>
<div class="sdc-news-story-article__intro">
</div>
<div class="sdc-news-story-article__intro">
Employers need to however apply any ban with caution, if a ban was only applied to Muslim members of staff and no other staff members wearing 'visible' signs, it could constitute direct discrimination. This would mean therefore that if a company were to ban the headscarf, a similar stance would need to be taken for example with a Christian cross, if visible. </div>
<div class="sdc-news-story-article__intro">
</div>
<div class="sdc-news-story-article__intro">
Employers would also need to have a policy in place prohibiting the wearing of religious symbols, prior to asking any member of staff to remove an item. Such a request could not therefore be reactive, for example to a customer complaint. </div>
<div class="sdc-news-story-article__intro">
</div>
<div class="sdc-news-story-article__intro">
The case follows a ruling in a case brought by two women from France and Belgium who were dismissed for failing to remove their headscarves. </div>
<div class="sdc-news-story-article__body">
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