Specialist Employment solicitors, advising individuals and businesses with all aspects of employment and discrimination law. Working to assist clients to resolve disputes with the clients' objective and outcome in mind. Using legal and practical steps to achieve the desired outcome. The world has dramatically changed over the space of a month. Employment law and ways of working have been impacted and the landscape is constantly changing.
Or for specific advice on your matter, please call Harsha Moore for free initial advice - on 07930 968788.
Or for specific advice on your matter, please call Harsha Moore for free initial advice - on 07930 968788.
Services
At Moore Solicitors we have specialist dedicated solicitors providing advice and representation for workers/employees who have been unfairly dismissed and/or discriminated against.
If you have been dismissed or harassed at work, or have grievance or pay issues that remain unresolved, we can assist and provide free initial advice on the telephone.
What has occurred?
Try to write the events in date order; keep the story brief but cover the important details, such as date, time, who was present, and what was said and done.
If you have been dismissed or harassed at work, or have grievance or pay issues that remain unresolved, we can assist and provide free initial advice on the telephone.
What has occurred?
Try to write the events in date order; keep the story brief but cover the important details, such as date, time, who was present, and what was said and done.
Ms A, a professional architect had worked for her employer for 9 years.
She had always had good appraisals but little support over the years.
A new manager started and during the first meeting started saying that Ms A's work was not up to standard.
Ms A was shocked and upset that a more informal approach had not been taken first; she felt that she was being pushed out and the employer wanted her to resign.
So what advice could I give Ms A?
Ms A had to consider what she wanted to achieve out of any process we started.
She had always had good appraisals but little support over the years.
A new manager started and during the first meeting started saying that Ms A's work was not up to standard.
Ms A was shocked and upset that a more informal approach had not been taken first; she felt that she was being pushed out and the employer wanted her to resign.
So what advice could I give Ms A?
Ms A had to consider what she wanted to achieve out of any process we started.
For Employment Tribunal cases, the initial stage is ACAS Early Conciliation.
The cost for this stage is between 850 - 1000 plus VAT.
The work required under this stage is assessment of claim(s), completing ACAS Early Conciliation form and communication with ACAS, negotiation, including advising client and, if appropriate, drafting and finalising ACAS COT3 agreement.
Although fixed fees are offered for various stages of an Employment Tribunal claim, the overall cost (if the case does not conclude at an early stage), is likely to be between about 6,000 and 9,500 (plus VAT).
The cost for this stage is between 850 - 1000 plus VAT.
The work required under this stage is assessment of claim(s), completing ACAS Early Conciliation form and communication with ACAS, negotiation, including advising client and, if appropriate, drafting and finalising ACAS COT3 agreement.
Although fixed fees are offered for various stages of an Employment Tribunal claim, the overall cost (if the case does not conclude at an early stage), is likely to be between about 6,000 and 9,500 (plus VAT).
In this new way of working it is important to ensure that there are some systems put in place to work from home and in maintaining balance and boundaries.
Maintaining good and clear records of work done and ensuring this is communicated to your employer/manager.
Keeping a log of telephone calls - especially if charges for calls are to be recovered from your employer.
Maintaining good and clear records of work done and ensuring this is communicated to your employer/manager.
Keeping a log of telephone calls - especially if charges for calls are to be recovered from your employer.
We are now working on the detailed arrangements of the scheme to enable that undertaking to be met and we aim to ensure that the process is as simple and unobtrusive as possible for those who make an application, while ensuring that refunds are only paid to those who are entitled.
There are, however, a number of points of detail that we do need to address including, for example; how to deal with refunds in claims involving multiple claimants, and how it will operate when the tribunal has ordered the opposing party to reimburse a fee.
There are, however, a number of points of detail that we do need to address including, for example; how to deal with refunds in claims involving multiple claimants, and how it will operate when the tribunal has ordered the opposing party to reimburse a fee.
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