How To Manage A Employee's Poor Performance?

By Rehana Hussain of Charles Gregory Solicitors Limited on Friday, March 4, 2016.

For an employer managing poor performance is rarely simple or swift as it can be due to a number of issues including ill health, negative attitude or lack of skill. Choosing the correct procedure to follow can be very tricky. The capability and conduct procedure may not be suitable if the poor performance is due to ill health or disability.

Here is how we helped some of our employer clients to deal with a poor performance issues. Click here for more details..

Contact Details:
Charles Gregory Solicitors
2 Hammersmith Broadway
London, Greater London, W6 7AL
Phone no: 2033933219
Mail id: info@charlesgregory.co.uk
Web: http://www.cgslaw.co.uk/

The Psychoactive Substances Act 2016 - ARE YOU READY?

By Rehana Hussain of Charles Gregory Solicitors Limited posted in Employment on Monday, March 14, 2016.

The Psychoactive Substances Act 2016 is expected to come into force on 6 April 2016 and now is the time for you to review your policies and add your Company's psychoactive substances policy.

The Act describes a psychoactive substance as a substance that either stimulates or depresses the person's central nervous system, which affects the person's mental functioning or emotional state. In their publication, ACAS stated that there was an increase during recent years in the sale and use of psychoactive substances which are not banned by the Misuse of Drugs Act.

There were a reported 129 deaths in England and Wales where new psychoactive substances were implicated. Those substances mostly contain synthetic, chemical compounds which imitate the effect of more traditional, illegal drugs such as speed and cannabis. Those substances are marketed as legal and sold openly in shops or online; many users may not fully realize the effects they may have on them.

You have a legal duty to ensure the health and safety of your staff and others who could be affected by what they do in the course of their work. The Health & Safety at Work Act 1974 requires all employers, big and small, to ensure, as far as is practicable, the health, safety and welfare of their employees, including providing them a safe system of work and workplaces. Click here for more details..

Contact Details:
Charles Gregory Solicitors
2 Hammersmith Broadway
London, Greater London, W6 7AL
Phone no: 2033933219
Mail id: info@charlesgregory.co.uk
Web: http://www.cgslaw.co.uk/

The Rise in the Small Claims Limit and the Law of Unintended Consequences

By Rehana Hussain of Charles Gregory Solicitors Limited posted in Injuries on Tuesday, March 15, 2016.

Insurance companies do not pay Solicitors very much money for defending personal injury claims. To paraphrase the old adage, if you sell it cheap, you have to pile it high and that means that in order for Solicitors to make money defending personal injury claims, they have to take them in bulk and turn them over quickly. This approach leads to the much maligned 'factory firms', that largely specialize in road traffic accidents, the largest and easiest, sector of personal injury to litigate.

I was therefore not (that) surprised to read that FOIL thinks that the rise in the small claims limit for personal injury claims is also a bad thing. Fewer claims will obviously mean fewer claims to defend and for firms that rely on bulk work, this is perhaps worse news than for a lot of Claimant firms. Click here for more details..

Contact Details:
Charles Gregory Solicitors
2 Hammersmith Broadway
London, Greater London, W6 7AL
Phone no: 2033933219
Mail id: info@charlesgregory.co.uk
Web: http://www.cgslaw.co.uk/

Costs Budgeting Changes - Efficiency or Simply Convenience?

On behalf of Charles Gregory Solicitors Limited posted in Employment on Friday, March 6, 2015.

I take client care very seriously as should most Solicitors. My friends often ask me, what should they expect from their Solicitor. So I have decided to list what I deliver to my client.

1. Communication, communication, and communication- It is also important to update your client. I prefer communication by email as it's quicker. Although I have been told by my techy friends that email is an old form of communication and many business are now switching to snap chat and instant messenger as a way of communicating.

2. Managing expectations- if you have instructed a Solicitor, you are paying them for their legal advice. Good Solicitors will be able to provide you with clear, concise advice and will be honest about how they expect the legal issue to pan out.

3. Information about Costs-I always give my clients advance notification if they are being charge more. Client care letters, which are the initial letters that are sent out to clients, should have information about costs. Click here for more details..

Contact Details:
Charles Gregory Solicitors
2 Hammersmith Broadway
London, Greater London, W6 7AL
Phone no: 2033933219
Mail id: info@charlesgregory.co.uk
Web: http://www.cgslaw.co.uk/

Do I Have To Make Adjustments For Dyslexic Employees?

By Rehana Hussain of Charles Gregory Solicitors Limited on Friday, March 18, 2016.

Dyslexia is a 'protected characteristic' under the Equality Act 2010. This means that dyslexic people should not be treated less favorably and should have access to reasonable adjustments. Dyslexia is often termed as a hidden disability; as you would not, from looking and talking to a person, know they have it. Whether or not employees choose to declare it, though they are protected under the Equality Act 2010, is a matter of choice. Many employees choose not to declare it because of the stigma attached. However, with reasonable adjustments in place you, as an employer, may gain employees who are highly skilled in problem solving, communications, strategy creation, improving processes, lateral and creative thinking. They can be an asset to the company and bring new fresh ideas to lead the company into new directions. Moreover, efficient team needs a mix of talents, abilities and personalities and dyslexic people can provide just that. Click here for more details..

Contact Details:
Charles Gregory Solicitors
2 Hammersmith Broadway
London, Greater London, W6 7AL
Phone no: 2033933219
Mail id: info@charlesgregory.co.uk
Web: http://www.cgslaw.co.uk/

How Much Notice Should You Give Your Employees?

By Rehana Hussain of Charles Gregory Solicitors Limited posted in Employment on Tuesday, April 12, 2016.

We are often asked by our clients what notice period should they give their employees' in their contract of employment. The straight answer is that under s.86 of the Employment Rights Act 1996 you must give your employees the statutory minimum notice. The minimum statutory notice is calculated as follows:

Between 1 month and 2 years of employment - 1 week's notice required;

Between 2 and 12 years of employment - 1 week for every year worked up to a maximum of 12 weeks.

However, you are free to provide incoming employees, in their contract of employment, a longer period of notice. We advised our clients to provide 3-6 months notice period for senior managers to give themselves enough time to replace the senior employee without having any disruptions to their business. Click here for more details..

Contact Details:
Charles Gregory Solicitors
2 Hammersmith Broadway
London, Greater London, W6 7AL
Phone no: 2033933219
Mail id: info@charlesgregory.co.uk
Web: http://www.cgslaw.co.uk/

Stress at work - What are your responsibilities in reducing work related stress?

By Rehana Hussain of Charles Gregory Solicitors Limited posted in Employment on Friday, April 15, 2016.

Stress at work is very common and there seems be an increase of coverage in articles and on the news nowadays. Many employers are not sure how to handle employees who informed them that they suffer from work related stress. The Health and Safety Work Act 1974 and the Management of Health and Safety at Work Regulations 1999, states that employers are obliged to undertake a risk assessment for health hazards at work - including stress - and to take action to control that risk.

So, what is work related stress?

The Health and Safety Executive (HSE) defines stress as "the adverse reaction people have to excessive pressures or other type of demand placed on them".Stress can lead to anxiety and depression and can have an impact on employees' physical health such as heart disease, back pain, headaches, gastrointestinal disturbances and more.

The HSE estimates that 13.5 million working days are lost to stress, depression and anxiety every year. Furthermore, each new case of stress leads to an average of 31 days off work. Work related stress costs society in excess of £3.7 billion every year. If employers can reduce stress they can reduce these costs. Click here for more details..

Contact Details:
Charles Gregory Solicitors
2 Hammersmith Broadway
London, Greater London, W6 7AL
Phone no: 2033933219
Mail id: info@charlesgregory.co.uk
Web: http://www.cgslaw.co.uk/