Mirror of Justice

Employment Law Training Suggests Employers Offer Alternative Jobs Before Redundancies

July 16th, 2009 at 10:11am Under Employment Law

Several tips and pitfalls for employers regarding offering and moving employees to new jobs as an alternative to making staff redundant. Employment Law Training offers UK businesses the full picture of options when axing staff looms.

Employers facing a round of tough redundancies should consider offering staff alternative jobs instead.

In today’s increasingly competitive marketplace, some employers may well find they face tough decisions, with the harsh reality being that they have no option but to make some of their workers redundant.

This is obviously a difficult situation, but one which more and more companies are faced with as the economy struggles to cope on the verge of a possible recession.

But have you considered all the options – don’t just jump in straight away and take the drastic step of axing staff without exploring every other possible approach.

Could you for instance minimise the impact of your difficult position by finding alternative roles for those staff within your organisation instead? It may take time to work this out and solve the jigsaw puzzle of moving people around between different departments, but it could be well worth the patience and effort.

This approach though may seem to be the perfect solution, and could save you from the dreaded redundancy announcement.

But employers need to make sure they stay on the right side of the Employment Rights Act 1996 when it comes to managing the process.

You don’t want to find that simply by trying to help your employees, you are contravening the rules and getting your company into trouble.

The Employment Appeal Tribunal has also set out new guidelines to explain how you should manage the offer of an alternative job and there are definitely pitfalls you need to avoid.

Employers should offer the person a trial period in the new potential job, usually four weeks is the right kind of timescale as it will give you, and them, the chance to carefully assess whether it’s a suitable move.

Communicate clearly to the employees involved how the trial period for an alternative job will operate, right from the start – don’t leave them in any doubt about where they stand.

Ensure they know that if they want to turn down the new job, they must do it within the four-week period, because if they don’t, and the four-week deadline passes without a formal decision, they could forfeit their right to a statutory redundancy payment.

Make sure too that any proposed alternative employment is actually suitable for the employee involved, and not just a position where you happen to have a vacancy.

Offering your staff a job which you know will be beyond their skills or totally out of their remit could put you at risk of an unfair dismissal claim.

It’s completely understandable that bosses should want to try to help their staff, particularly if they’ve been with your company a long time, but make sure you’re operating within the guidelines, and that an alternative job offer really is appropriate.

You don’t want to make a difficult situation even worse by raising their hopes of avoiding the axe with a possible new job offer, only to find that it’s not right for you or them, and they are faced with being made redundant after all.This article is free to republish provided the authors resource box below remains intact.

Employment Law Training Increase by Businesses That are Combating the Use of Modern Technology

July 16th, 2009 at 04:10am Under Employment Law

Modern technology in the workplace is a vital tool, from mobile phones to Blackberries, but it should not be used to take shortcuts in the workplace. In today’s competitive marketplace, most businesses would not be able to survive without the very latest technology, but sometimes, companies and their staff can take things too far, and it’s important this is never allowed to happen.

There have been a number of cases where the use of modern technology has been a step too far. For example workers who frequently use their mobile phones to send messages at work, and there has also been a case where an employee “texted” his employer to say he would be off sick. Other breaches have involved online social networking websites where employees continue to use Facebook or Myspace during work time. It has even gone as far as MP3 players being used in the office, and cameras on mobile phones causing potential concerns over the invasion of personal rights. There are many cases like this which illustrate how modern technology can be exploited for all the wrong reasons.

On the other side of the coin, a recent employment tribunal decided that employees from an engineering firm, who were sacked by telephone, had been unfairly dismissed. The employees had missed out on wages, holiday pay, pension contributions and redundancy pay. Some of the workers at the firm did not receive the telephone message and when they turned up for work as usual the next day; they were turned away, which the tribunal ruled was completely unacceptable.

The employees affected by the case have now won compensation from their employer and are waiting to hear how much they will receive.

In the case of the employee who sent text messages to his employer to say he would be off work, the employee was sacked by the company and the case went to an employment tribunal. The company said he failed to follow procedures for reporting sickness or absence – but the tribunal decided the employee had been unfairly dismissed, and said a drop of “common sense” should have been applied to sort out the situation.

This case just shows that practices such as text messaging and other forms of modern technology, which are now so commonplace for the large majority of the population, can cause real difficulties in the world of business.

The best approach is to use modern technology to help make your business effective and competitive, but don’t use it to take shortcuts that could cause confusion and misunderstandings. The recent tribunal hearings have made businesses throughout the United Kingdom seek the expertise of employment law trainers to stay on top of the ever changing employment laws. It is a strong warning that all employers need to revisit their company policies and keep modern technologies up to date in contracts and policies. This will ensure there are fewer opportunities for conflict and confusion in the work place.

If in doubt it is always best to seek the assistance and advice from an employment law professional.This article is free to republish provided the author resource box below remains intact.

Employment Law 2008 Update for Businesses & Illegal Workers

July 15th, 2009 at 04:11pm Under Employment Law

You must always protect your business. UK employers have been warned that if they take on illegal workers they could face a prison sentence and / or massive fines.
That is the message from a new campaign launched by the Government to promote new rules which took effect this month. It is vital that companies take notice of this new legislation. The Home Office estimates it will cost more than £27m for businesses to acquaint themselves with the new law which shows how important it is for UK businesses to regard the changes.
For every illegal worker you negligently hire, you could be fined up to £10,000 or face up to two years in prison, so this really is a serious situation. It is all in a bid to crack down on illegal workers in Britain by placing more emphasis on employers to take note of who they are employing and carry out proper background checks. This in effect means businesses should become much more proactive in demonstrating that they are adhering to these new laws.
Also if an employer is found to be breaking the law they could lose the right to recruit from outside the European Union altogether. This puts pressure on recruitment agencies that specialise in foreign recruitment to make better checks on the people that they refer to local UK businesses. It also gives a strong international message that the UK’s tougher new employment laws have made it more difficult to work in Britain illegally. And for residents here in Britain it shows that there is a crackdown on illegal workers – all in aid of a wider shake-up of the immigration system as a whole.
The Border and Immigration Agency undertakes regular enforcement operations against illegal working in the UK, and in 2006, they carried out over 5,200 raids, removing more than 22,000 people from the UK in only one year.
To obtain more direct information the Home Office has improved their help line that claims to offer more accurate and specific advice to businesses.
Employers who condone illegal working attract illegal migrants, which means they can pay them less money and so undercut the wages that would be paid to legitimate employees. The new Government rules are designed to protect the UK’s workforce, and help employers to run a cost-effective but efficient business. There have been some concerns about racial discrimination cases against employers doing background checks, but this can easily be avoided if your company has one procedure that is followed for every potential new applicant.
Employers of migrant workers, whose right to work in the UK is not permanent, will have a new responsibility to make periodic checks on the existing workers’ entitlement rather than simply checking their status only once before employment begins.
It’s important that all British companies familiarise themselves with the changes, and seek professional advice if they are unsure of the procedures they should follow to make sure they don’t employ illegal workers. Obtaining professional advice and revising company policies and procedures is a good way to safeguard the future of your business and assure that you are adhering to the new legislation.This article is free to republish provided this resource box below remains intact.

Protection in the Face of Age Discrimination

July 15th, 2009 at 03:01pm Under Uncategorized

Many people are aware of race, religion and sex discrimination laws with regard to employment. But a significant number of people have yet to hear about the age discrimination law. A law that first came into effect in October 2006, the age discrimination legislation prohibits any treatment of an employee or potential employee based on their age. It is an effective piece of legislation, necessary in supporting employees in today’s competitive job market. Many people might assume that the age discrimination law applies only to older employees, in situations where they are ‘let go’ due to their mature age. However, the law also protects younger employees and applicants. For instance, if a young applicant is rejected from a position based solely on age – and the assumption that he or she must therefore lack experience – that applicant is experiencing unlawful age discrimination and should pursue appropriate compensation. Likewise, if an older employee is not hired because an employer thinks they are too old to do the job right, that applicant is also suffering age discrimination and deserves compensation. Yet even with the law in action, it can be difficult to familiarise oneself with all of the law’s intricacies, as well as to challenge an individual or employer on grounds of age discrimination. That’s why it’s important for people to acquaint themselves with the numerous resources available to them, in the event they have been discriminated against due to their age. One way of handling such discrimination is through a specialised solicitor. A solicitor can explain all the details of the age discrimination law, as well as specify your rights in relation to all aspects of the law. A solicitor can also help you actively seek due compensation for the discrimination. It is also important to remember that compensation is unlimited, meaning a court can reward an individual who has endured age discrimination based on the actual loss suffered in consequence of the discrimination, rather than a token sum. The impact of age discrimination law has proven to be immense since its release in 2006, helping countless individuals claim due compensation for employer discrimination against their age. Therefore, if an individual feels they have been discriminated against due to their age, then it may be an idea to get in touch with a specialised solicitor to enquire about their rights. The right kind of legal support and expertise can help any individual get appropriate – and deserved – compensation for age discrimination.

Indian Real Estate Investment Policy India – Part I

July 15th, 2009 at 04:38am Under Estates Law

- Opportunities – Applicable Laws/Regulatory Policies. – Tax Benefits/ Incentives- Current Projections in the Budget. I. INTRODUCTION. Due to LPG policy particularly liberalized Foreign Direct Investments (FDI) regime the India’s explosive economic progress has captured the world’s attention and its property market has indeed emerged as one of the most appealing investment destinations for both domestic and foreign investors.

Indian Real estate is on the high growth path and the boom is mainly due to mall culture, multiplexes, hypermarkets and retail sector are growing in India and retail brands from all over the world are showing their keen interest to even setup their base in India especially MNCs apart from retail outlets coupled with rising demand for commercial and residential boosting the industry. It is expanding its wings even in remote towns. Leave aside metro cities, smaller towns have attracted construction activity from big developers. Shopping malls, skyscrapers and new infrastructures are shaping new India.

II OPPORTUNITIES Indian real estate has huge potential demand in almost every sector especially commercial, residential, hospitality, healthcare, retail and industrial etc. This is growing at a dizzying pace of almost 30 percent each year. The bulk of construction activity – 80 percent is dedicated to housing, while the rest is commercial, including offices, malls, hotels and hospitals.The Real Estate market is projected to grow to US$60 billion by 2010 at a CAGR of 40% Several factors are expected to contribute to the rapid growth in Real Estate Large demand-supply gap in affordable housing, with demand being fuelled by tax incentives and a growing middle class with higher savings. Increasing demand for commercial and office space especially from the rapidly growing Retail, IT/ ITeS and Hospitality sectors etc. Investment opportunities exist in almost every segment of the business as per the estimates of Investment commission of India particularly in the following sector. Over 20 million new housing units will require in next 4 years. Office space for IT/ITeS: Five-fold increase in office space requirement over the next 3 years Commercial space for organized retailing: 200 million sq. ft. by 2010. Hotels & Hospitality: Over 40,000 new rooms in the next 5 years Investment opportunity of over US$75 billion in will require in the next four years. Working Group on Urban Housing pertaining to the 11th Plan made assumptions on unit cost of construction of houses in million plus cities and other urban areas for estimating the investment required for overcoming the housing shortage. The total estimated investment for meeting the housing requirement upto 2012 was estimated to be of the order of Rs.3,61,318.10 crores consisting of Rs.1,47,195 crores for mitigating housing shortage at the beginning of 11th Plan and Rs.2,14,123.10 crores for new additions to be made during the 11th Plan period (this includes construction of pucca houses & upgradation of semi-pucca and kutcha housing units.Apart, India in the next two years period is estimated to require investments worth US$60 billion by 2010. This again has opened up opportunities for foreign investments in the realty sector. FDI liberalization in year 2005 has thrown open the lucrative parts of the Indian realty market to global investors. Foreign Direct Investments in the real estate sector in India would also contribute towards making the sector more organized. Besides increasing professionalism in the sector, it would bring in advanced technology and help in the creation of healthy and competitive market environment for both domestic and foreign investors.Real Estate companies have been successfully tapping the country’s booming capital markets for funds. Commercial office space requirement is led by the burgeoning outsourcing and Information Technology Industry. The leaders of the IT/ITES world have set up or are setting up their centers in India. Estimated demand from IT/ITES sector alone is expected to be 150mn sq.ft. of space across the major cities by 2010. In residential sector there is housing shortage of 19.4 million units out of which 6.7 million are in urban India. High demand growth has led to prices doubling over 3 years in many cities. The increase in purchasing power and exposure to organized retail formats has redefined the consumption pattern. As a result the country has experienced mushrooming of retail projects across the cities.Growth is expected in the all following sectors and Foreign Direct Investment is encouraged and permitted these sectors subjected to certain conditions. • Hotel Development• TourismIf you want to read article go to second part of this – Indian real estate investment policy India – Part II.

Indian Real Estate Investment Policy India – Part I

July 15th, 2009 at 04:38am Under Estates Law

- Opportunities – Applicable Laws/Regulatory Policies. – Tax Benefits/ Incentives- Current Projections in the Budget. I. INTRODUCTION. Due to LPG policy particularly liberalized Foreign Direct Investments (FDI) regime the India’s explosive economic progress has captured the world’s attention and its property market has indeed emerged as one of the most appealing investment destinations for both domestic and foreign investors.

Indian Real estate is on the high growth path and the boom is mainly due to mall culture, multiplexes, hypermarkets and retail sector are growing in India and retail brands from all over the world are showing their keen interest to even setup their base in India especially MNCs apart from retail outlets coupled with rising demand for commercial and residential boosting the industry. It is expanding its wings even in remote towns. Leave aside metro cities, smaller towns have attracted construction activity from big developers. Shopping malls, skyscrapers and new infrastructures are shaping new India.

II OPPORTUNITIES Indian real estate has huge potential demand in almost every sector especially commercial, residential, hospitality, healthcare, retail and industrial etc. This is growing at a dizzying pace of almost 30 percent each year. The bulk of construction activity – 80 percent is dedicated to housing, while the rest is commercial, including offices, malls, hotels and hospitals.The Real Estate market is projected to grow to US$60 billion by 2010 at a CAGR of 40% Several factors are expected to contribute to the rapid growth in Real Estate Large demand-supply gap in affordable housing, with demand being fuelled by tax incentives and a growing middle class with higher savings. Increasing demand for commercial and office space especially from the rapidly growing Retail, IT/ ITeS and Hospitality sectors etc. Investment opportunities exist in almost every segment of the business as per the estimates of Investment commission of India particularly in the following sector. Over 20 million new housing units will require in next 4 years. Office space for IT/ITeS: Five-fold increase in office space requirement over the next 3 years Commercial space for organized retailing: 200 million sq. ft. by 2010. Hotels & Hospitality: Over 40,000 new rooms in the next 5 years Investment opportunity of over US$75 billion in will require in the next four years. Working Group on Urban Housing pertaining to the 11th Plan made assumptions on unit cost of construction of houses in million plus cities and other urban areas for estimating the investment required for overcoming the housing shortage. The total estimated investment for meeting the housing requirement upto 2012 was estimated to be of the order of Rs.3,61,318.10 crores consisting of Rs.1,47,195 crores for mitigating housing shortage at the beginning of 11th Plan and Rs.2,14,123.10 crores for new additions to be made during the 11th Plan period (this includes construction of pucca houses & upgradation of semi-pucca and kutcha housing units.Apart, India in the next two years period is estimated to require investments worth US$60 billion by 2010. This again has opened up opportunities for foreign investments in the realty sector. FDI liberalization in year 2005 has thrown open the lucrative parts of the Indian realty market to global investors. Foreign Direct Investments in the real estate sector in India would also contribute towards making the sector more organized. Besides increasing professionalism in the sector, it would bring in advanced technology and help in the creation of healthy and competitive market environment for both domestic and foreign investors.Real Estate companies have been successfully tapping the country’s booming capital markets for funds. Commercial office space requirement is led by the burgeoning outsourcing and Information Technology Industry. The leaders of the IT/ITES world have set up or are setting up their centers in India. Estimated demand from IT/ITES sector alone is expected to be 150mn sq.ft. of space across the major cities by 2010. In residential sector there is housing shortage of 19.4 million units out of which 6.7 million are in urban India. High demand growth has led to prices doubling over 3 years in many cities. The increase in purchasing power and exposure to organized retail formats has redefined the consumption pattern. As a result the country has experienced mushrooming of retail projects across the cities.Growth is expected in the all following sectors and Foreign Direct Investment is encouraged and permitted these sectors subjected to certain conditions. • Hotel Development• TourismIf you want to read article go to second part of this – Indian real estate investment policy India – Part II.

Indian Real Estate Investment Policy India – Part I

July 15th, 2009 at 04:38am Under Estates Law

- Opportunities – Applicable Laws/Regulatory Policies. – Tax Benefits/ Incentives- Current Projections in the Budget. I. INTRODUCTION. Due to LPG policy particularly liberalized Foreign Direct Investments (FDI) regime the India’s explosive economic progress has captured the world’s attention and its property market has indeed emerged as one of the most appealing investment destinations for both domestic and foreign investors.

Indian Real estate is on the high growth path and the boom is mainly due to mall culture, multiplexes, hypermarkets and retail sector are growing in India and retail brands from all over the world are showing their keen interest to even setup their base in India especially MNCs apart from retail outlets coupled with rising demand for commercial and residential boosting the industry. It is expanding its wings even in remote towns. Leave aside metro cities, smaller towns have attracted construction activity from big developers. Shopping malls, skyscrapers and new infrastructures are shaping new India.

II OPPORTUNITIES Indian real estate has huge potential demand in almost every sector especially commercial, residential, hospitality, healthcare, retail and industrial etc. This is growing at a dizzying pace of almost 30 percent each year. The bulk of construction activity – 80 percent is dedicated to housing, while the rest is commercial, including offices, malls, hotels and hospitals.The Real Estate market is projected to grow to US$60 billion by 2010 at a CAGR of 40% Several factors are expected to contribute to the rapid growth in Real Estate Large demand-supply gap in affordable housing, with demand being fuelled by tax incentives and a growing middle class with higher savings. Increasing demand for commercial and office space especially from the rapidly growing Retail, IT/ ITeS and Hospitality sectors etc. Investment opportunities exist in almost every segment of the business as per the estimates of Investment commission of India particularly in the following sector. Over 20 million new housing units will require in next 4 years. Office space for IT/ITeS: Five-fold increase in office space requirement over the next 3 years Commercial space for organized retailing: 200 million sq. ft. by 2010. Hotels & Hospitality: Over 40,000 new rooms in the next 5 years Investment opportunity of over US$75 billion in will require in the next four years. Working Group on Urban Housing pertaining to the 11th Plan made assumptions on unit cost of construction of houses in million plus cities and other urban areas for estimating the investment required for overcoming the housing shortage. The total estimated investment for meeting the housing requirement upto 2012 was estimated to be of the order of Rs.3,61,318.10 crores consisting of Rs.1,47,195 crores for mitigating housing shortage at the beginning of 11th Plan and Rs.2,14,123.10 crores for new additions to be made during the 11th Plan period (this includes construction of pucca houses & upgradation of semi-pucca and kutcha housing units.Apart, India in the next two years period is estimated to require investments worth US$60 billion by 2010. This again has opened up opportunities for foreign investments in the realty sector. FDI liberalization in year 2005 has thrown open the lucrative parts of the Indian realty market to global investors. Foreign Direct Investments in the real estate sector in India would also contribute towards making the sector more organized. Besides increasing professionalism in the sector, it would bring in advanced technology and help in the creation of healthy and competitive market environment for both domestic and foreign investors.Real Estate companies have been successfully tapping the country’s booming capital markets for funds. Commercial office space requirement is led by the burgeoning outsourcing and Information Technology Industry. The leaders of the IT/ITES world have set up or are setting up their centers in India. Estimated demand from IT/ITES sector alone is expected to be 150mn sq.ft. of space across the major cities by 2010. In residential sector there is housing shortage of 19.4 million units out of which 6.7 million are in urban India. High demand growth has led to prices doubling over 3 years in many cities. The increase in purchasing power and exposure to organized retail formats has redefined the consumption pattern. As a result the country has experienced mushrooming of retail projects across the cities.Growth is expected in the all following sectors and Foreign Direct Investment is encouraged and permitted these sectors subjected to certain conditions. • Hotel Development• TourismIf you want to read article go to second part of this – Indian real estate investment policy India – Part II.

Indian Real Estate Investment Policy India – Part II

July 14th, 2009 at 04:38pm Under Estates Law

• Hospitality• Township development• Developing Commercial Real Estate• Built-up infrastructure• Housing and construction projects• Building Resorts• Building Hospitals • Building Educational institutions• Building Recreational facilities• Infrastructure projects: regional and local level• Special Economic Zones (SEZ’s)

III REGULATORY FRAMEWORK The matters pertaining to the housing and urban development have been assigned State Governments so state laws will govrn the sector and Govt. of India is limited only to Delhi and other Union Territories. The Ministry of Urban Development & Poverty Alleviation is the apex authority of Government of India at the national level to formulate policies, sponsor and support programmes, coordinate the activities of various Central Ministries, State Governments and other nodal authorities and monitor the programmes concerning all the issues of urban development and housing in the country.FDI Policy100% FDI is allowed in real estate development subject to minimum scale norms of either: 25 acres in case of serviced plots or integrated townships; or 50,000 sq. mtrs. of built-up area for construction development projectsComplete at least 50% of the integrated project within five years from the date of obtaining all clearances. Do not sell undeveloped plots (with no infrastructural backup). Provide infrastructure and obtain the completion certificate from the concerned local body before disposal. Do not repatriate original investment before three years from completion of minimum capitalization. Early exits require prior approval of the Foreign Investment and Promotion Board. Laws governing real estate Investing in real estate in India requires compliance with various laws which are as follows viz. federal laws of India and there are many other state laws also govern real estate transactions and investment. • Indian Transfer of Property Act• Indian Registration Act, 1908• Indian Urban Land (Ceiling And Regulation) Act, 1976• Rent Control Acts• The Town & Country Planning Acts Policies • National Urban Housing and Habitat Policy, 2007• Promote the observance of the National Building Code (NBC), 2005.IV. INCENTIVES. Projections in the Current Budget. Housing for the Poor: 41.13 lakh houses constructed up to December 2007 under Indira Awas Yojana (IAY) against a target of 60 lakh houses; Cumulative number of houses constructed under IAY to be 51.77 lakh by end March 2008; Subsidy per unit in respect of new houses sanctioned after April 1, 2008 to be enhanced from Rs.25,000 to Rs.35,000 in plain areas and from Rs.27,500 to Rs.38,500 in hill/ difficult areas to reflect the higher cost of construction; Subsidy for upgradation of houses to be increased from Rs.12,500 per unit to Rs.15,000; Public sector banks to be advised to include IAY houses under the differential rate of interest (DRI) scheme and lend up to Rs.20,000 per unit at an interest rate of 4 per cent.Tax incentive under the current BudgetNo specific tax incentives for real estate sector however the following incentives will boost the real estate. Excise duty rates on bulk cement and packaged cement brought on par; bulk cement to attract excise duty of Rs.400 per Metric Tonne or 14 per cent ad valorem, whichever is higher; cement clinkers excise duty at Rs.450 per Metric Tonne.General CENVAT rate on all goods reduced from 16 per cent to 14 per cent to give a stimulus to the manufacturing sector.Reduction in the excise duty from 16 per cent to 14 per cent. Reduction in customs duty from 5 per cent to nil on steel and aluminum melting scraps. V CONCLUSION With change in the government policy on FDI along rising demands all the real estate sectors residential, commercial and retail are currently witnessing huge growth in demand.

Employment Law Solicitors – 7 Essential Qualities to Look For!

July 13th, 2009 at 10:11pm Under Employment Law

Nobody needs to be reminded that due to the economic recession we are currently experiencing, times are hard for all businesses, whatever their size. Although it may not the first thing that comes to your mind if you are involved in running a business, clear, concise employment law advice should be strongly considered no matter what the economic climate, especially if you are looking to reduce the size of your workforce or review contractual terms and conditions. Consequently, here are seven tips on what to look for if you need employment law advice:

1. Ensure it is affordable 2. Risk Management Service 3. Regular Employment Meetings 4. Ask for a Risk Management Report 5. An Employment Manual 6. Insurance Cover 7. Online Consultant Servic

Ensure it is AffordableIt is obvious to most people that you want to ensure you get value for money from the advice you receive. However, there are inherent dangers in seeking the cheapest option. There is usually a reason you are given a low estimate of costs and it may be that the person concerned lacks the experience that you require. Many firms of solicitors with employment specialists now offer HR and employment protection schemes that were previously the territory of non legal firms. The advantage of selecting a firm of solicitors who operate such a scheme is not only their levels of expertise but that they will be fully insured with a well established complaints procedure if things go wrong. Unlike most of the non legal companies, you should also be able to find a solicitor’s employment law protection scheme that only lasts for one year, which allows you to evaluate the service over that period before you decide whether to renew the service or not. Risk Management ServiceA good employment law advisor will first of all carry out a free risk management audit, which is basically a health check of your employment practices. A specialist employment solicitor will visit you to look at your personnel records, review procedures, uncover any weaknesses, and assess what needs to be done to improve any problem areas. Regular Employment MeetingsYou should also ensure that the scheme offers regular employment meetings, where the company you have hired will meet and talk with you or your HR department, management team and other key members of your team. This will enable them to understand and review your terms and conditions of employment, disciplinary and grievance procedures, absenteeism, flexibility, equal opportunities and redundancy arrangements and to make appropriate amendments. A Risk Management ReportFollowing your health check, you should ask for a comprehensive risk management report. This will review your current policies, practices and compliance with legislation. It will also include an action plan for any improvements that could reduce the risk of disputes with your staff. An Employment ManualIf you have made the right choice in hiring an employment law advisor, they will also supply you with an employment manual – an invaluable source of reference for good employment practice. This includes information on fair procedures for recruitment and absenteeism, guidance on how to draft employment contracts, a selection of over 100 specimen letters and forms, and many other aspects of good HR practice. Insurance CoverInsurance cover is also important. When you’re protected by insurance cover, you’ll no longer have to worry about the costs of defending an action brought against you by an employee as a high-quality policy will cover legal costs and expenses to defend employment disputes of up to £100,000 per claim. In certain circumstances, compensation awards that you’re ordered to pay by an employment tribunal and out of court settlements agreed by insurers will also be covered. Online Consultant ServiceIn this age of modern technology, it may seem like a given but some Employment Law Advisor do not necessarily offer online consultant services. By using an external consultant service you have control over exactly what HR services are delivered to you and how it is implemented. This article is free to republish provided the authors resource box below remains intact.

Pakistan Law (informative Website About Law of Pakistan)

July 13th, 2009 at 08:53pm Under Banking Law

Pakistan LawAccording to necessity of the world it is felt that there is need to collect the information which gives knowledge about the law of Pakistan. Pakistan Law is first Pakistani Law website providing useful law information to the world wide, this web site is designed for general information only. All information is collected from different law sourcesWelcome to the Pakistan Law website. This website is all about lawyers information in Pakistan, online legal help in Pakistan, legal dispute, legal opinion Information about various Pakistan laws and government policies, news with videos its all about lawyers, Pakistan law firms, courts details of Pakistan and Pakistan law officesThis Web site is divided in various parts1. Pakistan LawInformation base section related to Pakistan law which includes Banking Law, Company Law, Civil Law, Companies Law, Communications and Media Law, Intellectual Property Law, Agriculture Law and Tax Law2. Pakistan Top StoriesWhat’s going in Pakistan, as we know Pakistan suffering from very bad time. Pakistan law provides all latest news top stories lawyers’ comments feedback and their opinions.3. Courts in PakistanList of courts in Pakistan with all important information phones numbers address.4. Pakistan Video BarPakistan Law is with one unique section VIDEO BAR; we have added all latest videos of lawyers5. All about LawyersUseful articles related law, law cases from history it can help law students as well as for professions to get some tipsSite URL http://www.pakistanlaw.net

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