A recent case in the Court of Appeal will no doubt bring a sigh of relief for employers, but a corresponding sigh of disappointment may be uttered for equality and gender balance in the workplace.
Our specialist employment-law solicitors support co-operatives and mutuals to ensure their employment contracts and internal policies and procedures comply with legislation.
Having well drafted and comprehensive employment contracts and internal policies and procedures is an efficient way of safeguarding your organisation from employees making a claim against you - making them the most important legally binding documents between an employer and an employee.
When drafting employment contracts and internal policies and procedures it is imperative that they are written in a clear and easy-to-understand way, to prevent them being left open to interpretation and potentially putting your organisation at risk from receiving claims from employees. Where staff are involved in ownership or membership, this is particularly important to get right.
Clear employment contracts, and internal policies and procedures are equally important for employees and employers and ensure that both parties understand their obligations. These documents should be reviewed on a regular basis to ensure they remain relevant and comply with changes to employment law, within the organisation and sector-specific regulations and requirements.
At Anthony Collins Solicitors our specialist employment-law team supports co-operatives and mutuals to draft clear employment contracts, and internal policies and procedures to ensure the smooth running of day-to-day operations and help safeguard the organisation from employees making a claim against you.
Internal policies provide a framework within which an organisation makes choices about how it operates. They can help the organisation with decision making and provide a clear pathway of actions that should be taken in the event of a breach of contract or internal policy. Organisations may have policies on any number of topics, for example:
- Risk management
- Service delivery
- Volunteer involvement
Our employment contracts, and internal policies and procedures service
We work in partnership with many co-operatives and mutuals to ensure that their employment contracts, and internal policies and procedures are drafted in a clear and comprehensive manner, are tailored to the specific requirements of the organisation and take into consideration the sector-specific legislation and regulations.
Our experienced employment solicitors can advise on all aspects of employment contracts, and internal policies and procedures, including:
- Directors’ Service Agreements.
- Consultancy Agreements.
- Contracts of employment, including secondment and joint-employment contracts.
- Discrimination, bullying and harassment policies.
- Disciplinary and grievance procedures.
- Data protection and confidentiality procedures.
- Restrictive covenants.
- Staff handbooks and rules for employees.
- Joint contracts.
- Zero hour contracts.
- Sickness absence.
- Maternity, paternity, shared-parental and adoption leave.
- Equal opportunities.
- Health and safety policy.
Springfield Horseshoe Co-operative has engaged Anthony Collins Solicitors on a number of matters ranging from employment issues, board training, to general advice on the Co-operative Rules. We are always met with clear and concise advice with identified resolutions, delivered in a professional and approachable manner. Where a matter becomes non-cost effective in pursuing, this has also been identified with thoughtfully reasoned advice.Julia Pangbourne Housing Manager, Springfield Horseshoe Housing Management Co-operative Ltd.
Advisor on all aspects of HR and employment law.
Even those of us with zero football knowledge will most likely know of the shenanigans at a Chelsea FC game this season.
The gig economy, the tensions between it, and our more established ways of working are rarely far from the news these days.
The case of Network Rail Infrastructure Ltd v Crawford  EWCA Civil 269 will not win awards for excitement but is useful guidance when dealing with workers’ rest periods under the WTR 1998.
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We kick off this new year with news of a seemingly innocuous piece of legislation which will undoubtedly bring clarity and accuracy to workers’ pay.
Just when we thought that all news is Brexit news, the Government publishes its proposals for the modern workplace, its ‘vision for the future of the UK labour market’.
A recent ECJ case has concluded that statutory holiday entitlement will not automatically be lost at the end of a holiday year unless the employer has “diligently” bought it to the worker’s attention.
This year’s Budget contained the news that the National Living Wage (NLW) will increase from April 2019.
In the case of Mbubaegbu v Homerton University Hospital NHS Trust, the EAT has found that no single act of gross misconduct is required for a fair dismissal for misconduct.
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