Docklands Solicitor

New Research by the Law Society has revealed the risk the public are being exposed to by unregulated, unqualified and uninsured will writers. A will writer who, unlike a solicitors, is not legally qualified, regulated and insured should something go wrong.

Labels: Wills

After being injured in a road accident, the last thing anybody needs is long drawn out legal process.

Fortunately, in the very near future, the waiting time for most of these cases is going to be dramatically shortened - if the lawmakers have finally got it right.

With effect from Spring 2010, a completely new process for road accident injury claims becomes compulsory and where the insurer of the driver responsible for the accident admits liability immediately, the claim should normally be finalised in a matter of a few months. For further details please click here

Chris Lodge has specialised as a Road Traffic Accident Solicitor for over 25 years and sits as a representative for the Motor Accident Solicitors Society on a Ministry of Justice working party testing and piloting the electronic notification form described above.

Labels: accident claim process, road traffic accident advice

The employer must provide full an complete information as part of a proper consultation process. This would usually included reasons why the employer is contemplating the work changes proposed; the manner in which the changes will help the employer to meet its aims (e.g. avoid redundancies) who will be affected and for how long, and the steps in the consultation process.

If, following consultation, no agreement can be reached, then the employer can simply try to force the changes through.

This will be done by the employer giving the employees their proper notice periods, and simultaneously offering them the new, varied, contracts of employment to take effect from the date on which the old contracts end.

If the employees accept the change, then the variations are made and the employees continue under the new terms. If they do not accept, then their employment will end at the date of the notice period, and the employees will then have to decide whether to bring claims for unfair dismissal.

If so, the employer may well be able to rely on the “some other substantial reason” defence when justifying the dismissals. Provided the employer had a good reason for proposing the changes, and consulted properly about it, those dismissals are likely to fall foul of the unfair dismissal rules.

For help and advice please contact Selwan Yousif at Kaslers Solicitors LLP on 0207 7121751

Labels: docklands solicitor, employment contracts, legal advice