Initially Kevin set up his own firm in 1993 specialising in Private Client work. This enabled him to help clients with matters such as wills, probate, lasting powers of attorney and trusts. Kirsten, joined him in the firm in 2004 to widen the services we can provide to add employment law advice. We work from home in the village of Charing, Ashford, Kent.
Above is a picture of Charing taken from the downs above where we live and work. We have been in Charing since 1990 when we moved into a caravan on site and managed a self build. Being on the edge of a village just off the A20 makes it easy for clients to get to us and we have off road parking. We like to get to know our clients well and them to know us.
Depending on the type of help you need you will mainly deal with one of us but we both aim to get to know our long term clients. This means you benefit from an individual and personal service and we can cater very precisely for your needs. Our clients like to see us as a friend and a professional advisor.
Above is a picture of Charing taken from the downs above where we live and work. We have been in Charing since 1990 when we moved into a caravan on site and managed a self build. Being on the edge of a village just off the A20 makes it easy for clients to get to us and we have off road parking. We like to get to know our clients well and them to know us.
Depending on the type of help you need you will mainly deal with one of us but we both aim to get to know our long term clients. This means you benefit from an individual and personal service and we can cater very precisely for your needs. Our clients like to see us as a friend and a professional advisor.
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The regular update comes out twice a year with general information about employment law events and changes.
There are also articles on specific themes some of specific law others on employment related topics.
Blogs also provide comments on employment related revents as they happen.
There often changes to employment law sometimes they benefit employers and sometimes employees and sometimes neither!
As well as changes to employment legislations case law, the decisions made by the employment tribunal and courts affect how the law is interpreted.
There are also articles on specific themes some of specific law others on employment related topics.
Blogs also provide comments on employment related revents as they happen.
There often changes to employment law sometimes they benefit employers and sometimes employees and sometimes neither!
As well as changes to employment legislations case law, the decisions made by the employment tribunal and courts affect how the law is interpreted.
Employment policies are usually kept together in a Staff Handbook which you can be update as necessary.
Below is a list of policies which will appear in most employee handbooks.
Anti-harassment - ways to prevent harassment of staff and specific grievance procedure for dealing with harassment.
Social networking - regulating the use of social media such as LinkedIn, twitter, Facebook etc.
All employers must give employees with a written disciplinary and grievance policy.
This must be done even if there are no other policies.
Below is a list of policies which will appear in most employee handbooks.
Anti-harassment - ways to prevent harassment of staff and specific grievance procedure for dealing with harassment.
Social networking - regulating the use of social media such as LinkedIn, twitter, Facebook etc.
All employers must give employees with a written disciplinary and grievance policy.
This must be done even if there are no other policies.
A business may face a down turn in work or financial problems.
In those circumstances redundancies may be one of the options.
However it shouldn't be the first or only option.
Further, you shouldn't use redundancy as an excuse to dismiss an employee e.g. for underperformance.
When a business has problems it is very easy to leave matters until the pressure is enormous.
Then an employer may dismiss in a rush and make a mess of it.
This can lead to a claim in the Employment Tribunal.
Making redundancies has a very unsettling effect on remaining employees.
In those circumstances redundancies may be one of the options.
However it shouldn't be the first or only option.
Further, you shouldn't use redundancy as an excuse to dismiss an employee e.g. for underperformance.
When a business has problems it is very easy to leave matters until the pressure is enormous.
Then an employer may dismiss in a rush and make a mess of it.
This can lead to a claim in the Employment Tribunal.
Making redundancies has a very unsettling effect on remaining employees.
You can reduce the chances of a claim by taking advice before you dismiss anyone.
A few minutes chat with us about an employee problem could stop it getting out of hand.
Dismissal should be the last option.
Many more problems are caused by employers leaving issues until they are overwhelming and then trying to deal with the matter in a rush.
The staff in most businesses are workers or employees and they have rights.
They get some of those rights even before you take them on.
For example if you offer a job to a woman who then tells you she is pregnant you can't withdraw that offer.
A few minutes chat with us about an employee problem could stop it getting out of hand.
Dismissal should be the last option.
Many more problems are caused by employers leaving issues until they are overwhelming and then trying to deal with the matter in a rush.
The staff in most businesses are workers or employees and they have rights.
They get some of those rights even before you take them on.
For example if you offer a job to a woman who then tells you she is pregnant you can't withdraw that offer.
A settlement agreement was previously known as a compromise agreement but in essence they do the same thing.
When you have a dispute with an employee it may be difficult to reach a settlement as the law sees them as vulnerable.
One way around this for the employee sign a special binding document known as a settlement agreement.
The law has rules about what must be in this sort of agreement.
The law also says that employees must also get independent legal advice.
This is to ensure that they know what rights they are giving up.
When you have a dispute with an employee it may be difficult to reach a settlement as the law sees them as vulnerable.
One way around this for the employee sign a special binding document known as a settlement agreement.
The law has rules about what must be in this sort of agreement.
The law also says that employees must also get independent legal advice.
This is to ensure that they know what rights they are giving up.
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