The easy answer to that question would be that a settlement agreement gives employers peace of mind that a departing employee isn’t going to sue them, will return their phone and swipe card and not post nasty things on Facebook. A settlement agreement is a legally binding contract between employer and employee that (usually) sees the employer give the departing employee a sum of money in turn for that person agreeing to give their legal rights in respect of fair dismissal, discrimination and breach of contract.
You’ll have read or heard by now that court fees went up on Monday or, to be more accurate, sat on a rocket and went into the stratosphere quicker than Jeremy Clarkson punching a producer (allegedly).
For disputes between £10,000 and £200,000 the applicable court fee will be 5% of the value of the claim. The maximum fee is capped at £10,000. Disputes of a value lower than £10,000 stay as they are. A Claimant using the Money Claims Online system will get a 10% discount and a voucher for a free coffee in Starbucks (*). The senior judiciary is worried about the effect these increase will have on access to justice for SMEs. http://www.theguardian.com/law/2015/jan/19/dramatic-increases-court-fees-deep-concern-senior-judges and well they might. If litigants can’t afford to litigate then there won’t need to be so many Judges.
At Crane & Staples we don’t believe in sitting at our desks waiting for the world to come to us: we like to get out and about, shake a few hands, meet some new faces and hopefully meet some old ones too. We don’t tend to advertise in newspapers and magazines very much, which is too impersonal. Most of our promotional work is built on networking, word of mouth referrals and the occasional business expo.
Early Conciliation (EC) via ACAS has now been with us for over a month, and it has been mandatory since 6th May for all new disputes to be referred to ACAS before an Employment Tribunal claim can be commenced. ACAS will, for free, try and resolve the dispute. If it can’t then the Claimant can issue his/her claim. If it does settle then job done.
The ACAS website has a useful flowchart which gives an overview of how the process works
Last Wednesday my firm hosted the second in our series of events aimed at employers and how they can protect their businesses by following the correct processes and procedures in employment law. We were delighted to welcome Barristers Smair Soor and Ben Isaacs from 7 Bedford Row Chambers in London to present an interactive role play session on how to handle disciplinary situations in the workplace.
Blogging about emplaw is a bit like being a hamster on a wheel. Always some new case, stature, initiative, consultation, debate or controversy to write about and in trying to keep up you go quicker and quicker. Then you fall off when real life gets in the way or the sheer volume of new “stuff” crushes you.
Getting back on is harder. So much to write about, where to start? What to say? It reminds me a bit of the Stevie Smith poem “not waving but drowning”. ,http://www.poemhunter.com/poem/not-waving-but-drowning
According to statistics from the Ministry of Justice published last week, the number of ET claims issued since the introduction of issue fees has fallen off a cliff. In the quarter October to December 2013 there were 9,801 claims issued, which was 79% fewer than the corresponding period in 2012 and 75% less than the previous quarter. ET fees were introduced on 29th July 2013 and the level of fee depends on the type of case – for unlawful deduction of wages claims (for example) the issue fee is £160 whereas for unfair dismissal and discrimination the fee is £250. There is a fees remission system which is complex and under review. Furthermore, there are also additional fees for taking a claim to a final hearing (£230/ £950) meaning that in an unfair dismissal claim total Tribunal fees might be as much as £1200 to enable an employee (who may well be out of work) to get the claim before an Employment Judge for a decision.
Most discussion about the use of social media in the workplace focuses on employees making abusive or inappropriate comments on Facebook or Twitter, or the need for employers to have a social media policy to educate or guide employees on what is acceptable. Many employees who do fall foul of such policies and subsequently get dismissed claim that their right to freedom of speech or right to privacy has been infringed. The Courts and Tribunals tend to give these arguments short shrift.
At the moment, my esteemed and beloved wife, Mrs Jobsworth is recruiting. She works for a large corporate in a finance role. She needs to take on someone for a role to report in to her. We got talking about the guidelines her HR department has given her about what should not be asked of candidates.
Now, she knows (and wouldn’t) ask a woman if she had children or had plans in that direction. Neither would she ask a man the same question and with shared parental responsibility on the horizon many more men may want to avail themselves of the opportunity to be involved in the early months of their children’s lives meaning that the whole workforce may, at some stage, be liable to . That is certainly the intention behind the government’s Modern Workplaces consultation process.
Just before Christmas I was interviewed on LBC Radio’s Drivetime programme by Iain Dale about the acquittal of the Grillo sisters in the fraud trial. The focus at the trial and in the media afterwards was not on whether the defendants had stolen £665,000 from their former employers, but on Nigella’s less than Goddess like domestic circumstances, as well as receiving high-profile support mid-trial from the Prime Minister. As you will recall the Grillo sisters were acquitted of any wrongdoing.