An employment specialist.
I head up our workplace investigations offering acting both as investigator and also adviser on disciplinary and grievance investigations, hearings and appeals. I also head up our senior executive severance work and our employment advice to churches and charities.
I have almost 30 years’ experience as an employment adviser focusing on strategic employment issues. For the past 20 years I have provided investigator expertise and advice in disciplinary and grievance processes mainly for our social housing, local authority and voluntary sector clients. I have also acted for both employers and senior executives including numerous statutory officers in negotiating their severance terms.
I have also had the privilege of advising and supporting many churches, mission agencies and other faith-based charities in respect of recruitment, status, occupational requirement, performance and termination issues.
Chambers 2015 ranked me as a “notable practitioner” for employment.
Law Employees with two years’ continued service have the statutory right not to be unfairly dismissed. For a dismissal to be fair the employer must establish that the reason/principal reason for the employee's dismissal was one of the five potentially fair reasons for dismissal.
Facts Mr Sharpe, an ordained minister in the Church of England, worked as a Rector in the Diocese of Worcester from 2005 to 2009.
While it is understood that the bill has been introduced to tackle the potential exploitation of migrant workers, it will apply equally to all employers and workers.
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