Our team of employment law solicitors provide support to social enterprises to ensure their employment contracts and internal policies and procedures comply with legislation.
The most important pieces of legally binding documentation between an employer and an employee are employment contracts and internal policies and procedures. Not only do they help both parties understand their obligations, but they can also be effective at safeguarding your organisation from employees making a claim against you.
When drafting your employment contracts and internal policies and procedures, it is imperative that they are clear and easy to understand to minimise the risk of them being open to interpretation and potentially leaving your organisation open to claims.
Clear documentation ensures that both employers and employees know where they stand and the documents should be reviewed on a regular basis to make sure they are relevant and comply with changes to employment law, changes within the organisation and sector-specific regulations and requirements.
At Anthony Collins Solicitors, our experienced employment law team provides advice and support to all kinds of social enterprises to ensure that their employment contracts and internal policies and procedures support the smooth running of day-to-day operations.
Policies and procedures provide the framework for an organisation to make 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, including:
- Risk management
- Service delivery
- Volunteer involvement
Our employment contracts, and internal policies and procedures service
We work with many social enterprises to ensure that their employment contracts and internal policies and procedures are drafted in a clear and easy-to-understand manner, are tailored to the specific requirements of your organisation and take into consideration the sector-specific legislation and regulations.
Our experienced employment law 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
Advisor on all aspects of HR and employment law.
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.
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.
Non-UK nationals will surely be worried about an uncertain future, with much still unclear. These feelings will inevitably accompany people to work, and so employers need to be prepared.
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.
An employer may be held vicariously liable for acts committed by an employee in breach of that individual’s own tortious duties, which is a form of indirect liability.
The EAT held in Roddis v Sheffield Hallam Uni that a zero-hours employee can compare themselves to a permanent full-time employee when seeking to enforce the right not to be treated less favourably.
The Employment Appeals Tribunal (“EAT”) held in Flowers v East of England Ambulance Trust that “normal” remuneration included voluntary overtime if it was paid over a sufficient period.
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