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call us arrange a call back name tel enter message quick question? text law to 82010 how can we help? name name tel enter message follow our social networks twitter linkedin facebook youtube google+ foursquare home sectors health personal business education public charity our team jobs news contact samuel phillips law firm gibb chambers, 52 westgate road, ne1 5xu tel: 0191 232 8451 fax: 0191 232 7664 [email protected] twitter facebook linkedin google+ jobs news blog contact home sectors our team health personal business education public charity health for many years samuel phillips law firm has retained a strong and successful working relationship with... services commercial employment property contracts personal samuel phillips law firm's family law department is widely recognised as one of the leading teams of experts in newcastle. services family law personal injury wills & probate property employment dispute resolution business starting or growing a business can give the owners an enormous sense of pride and satisfaction. services dispute resolution business support employment property companies & partnerships mergers & aquisitions education samuel phillips law firm can count a number of north east educational establishments as regular clients. from this experience we understand the language and priorities of the education sector and can therefore deliver bespoke solutions that precisely meet the needs of the organisation. services employment property academy conversion business support public we are very proud to count one of the uk's largest police forces as a long standing client... services employment property contracts charity samuel phillips law firm work with a wide range of non profit organisations and support their need to protect their interests... services employment property business support structures management legal support management our team robert gibson jennifer goldstein sally lomas fletcher david laud a burden on residential landlords and agents: right to rent checks come into force employment legal our team a burden on residential landlords and agents: right to rent checks come into force angela carver catherine taylor-wilson a burden on residential landlords and agents: right to rent checks come into force a burden on residential landlords and agents: right to rent checks come into force edward pybus a burden on residential landlords and agents: right to rent checks come into force a burden on residential landlords and agents: right to rent checks come into force a burden on residential landlords and agents: right to rent checks come into force employment roisin o’donnell a burden on residential landlords and agents: right to rent checks come into force stephen robinson robert gibson jennifer goldstein sally lomas fletcher a burden on residential landlords and agents: right to rent checks come into force support our team a burden on residential landlords and agents: right to rent checks come into force employment a burden on residential landlords and agents: right to rent checks come into force a burden on residential landlords and agents: right to rent checks come into force erin may laura wilson anne johnson employment a burden on residential landlords and agents: right to rent checks come into force a burden on residential landlords and agents: right to rent checks come into force faqs faqs sector: business employment this covers drafting terms and conditions of employment, policies and procedures, and departures. we advise in corporate transactions and tupe issues. we supply specialist training, and offer an employment law protection package specifically for business. we provide employment tribunal representation including complex diversity and discrimination issues. we are able to provide specialist employment advice at the highest level whilst offering genuinely competitive fee structures. above all, we appreciate the need for a business to protect its reputation and resolve issues quickly, confidentially, and without impacting upon performance the performance of a business and the morale of the persons within it. settlement agreements equality and diversity contracts of employment employment tribunal representation tupe business restructure and reorganisation post termination restrictions equal pay faq a former employee is threatening to sue for unfair dismissal, even though they resigned. do they have a claim? possibly. unfair dismissal doesn't just cover those cases where an employer dismisses an employee. it also includes those cases when a fixed term contract (or a limited term contract covering a specific event) comes to an end, and when the employee resigns because of something that the employer has done. this is known as 'constructive dismissal'. in order to succeed with this claim, the employee must show that the employer has breached the contract of employment. this could be because of a cut in pay, a change in hours or duties, or in response to bullying and harassment. if an employee brings a claim in the employment tribunal, can we recover our cost this is unlikely. the tribunal does have the power to order one party to pay another partys costs if they have behaved unreasonably in the proceedings. this power is rarely used. in 2011/2012, the tribunal system disposed of 110,800 cases, and only made 1,411 orders for costs (about 1.25%). the average award of costs was £1,292. this may change as the tribunal system is introducing fees, which both the employer and employee will need to pay, and the system of financial penalties, which will be imposed on unsuccessful employers and defendants. a case against us is totally groundless. will it go all the way to a hearing? currently, it probably will. the tribunal does have the power to strike out a case if it is has no reasonable prospect of success. this is usually when there is a fundamental problem with the case, for example if the employee does not have the appropriate length of service, has delayed too long before bringing a claim, or does not qualify to bring the claim. this is due to change shortly, as the tribunal will be bringing in a sift procedure, and employment judges will be encouraged to look at weaker cases, and weed them out. an employee has brought a claim against my company for unfair dismissal and they have asked for £74,000 compensation. are they likely to get this this is unlikely. the tribunal will make two separate awards. the first (the basic award) is the equivalent of an employees statutory redundancy entitlement. the second (the compensatory award) is compensation for any financial losses caused by their dismissal. from 1 february 2013, this is capped at £74,200. most awards are much less than this. in 2011/2012, the median award was £4,560. the largest part of the compensatory award is usually for an employees loss of earnings and pension. if they find work, the compensation will be lower. if they are unlikely to find work for some time, then the tribunal may order you to pay them compensation until they should find suitable work elsewhere. we have an employee who has been in post for some time but they are underperforming. what can we do? it is often extremely difficult to tackle poor performance, especially when someone has been in post for some time. unless there is some particular reason why an employees performance should dip, and if no recent appraisals have been carried out, most employers will not want to tackle the problem head on. an employment tribunal would expect to see a transparent appraisal process, an opportunity for the employee to improve their performance, the appropriate support and training put in place if necessary, and a review at the end of this period. only then should the decision to dismiss be taken. as this can be time consuming, and demotivating, many employers grasp the nettle, and consider a severance package. if an employee signs a compromise agreement (soon to be renamed 'settlement agreement'), they can give up their rights to sue their employer, in return for a sum of compensation. this is normally tax exempt up to £30,000. compromise agreements are also usually confidential. i have an employee who keeps taking occasional days off, arriving late, and asking for authorised leave. how can i tackle this? the best way to tackle absence and attendance issues is with good hr management. if an employee has a suspicious pattern of absence, for example if they have sick days before or after weekends, bank holidays or annual leave, then you should discuss this with them. if the pattern continues, it can be treated as a disciplinary matter. acas provides helpful guidance on dealing with disciplinary procedures. you should start with a sanction such as a written warning, and then move to a final written warning, and potentially dismissal if the problem continues. our team robert gibson sally lomas fletcher angela carver laura wilson direct line: read more read more latest news commercial property legal secretary vacancy april 23, 2018 an exciting opportunity has arisen for an experienced commercial property secretary to join samuel phillips. work type: the role will involve a diverse range of client work including landlord and tenant work, agricultural matters, property finance, acquisitions, disposals and large-scale development work. the successful candidate will support a senior associate. main duties and responsibilities: opening […] twitter tweets by @samplaw latest blog samuel phillips law firm – new offices from 19 march 2018 february 26, 2018 “please note we are moving. from 19 march 2018, samuel phillips will be situated at 18-24 grey street, newcastle upon tyne ne1 6ad. a link as to where to find us is here: https://goo.gl/maps/x7ilgtuotdt; telephone numbers will remain the same.” employment law app samuel phillips news! subscribe now employment samuel phillips gazette read samuel phillips online gazette read online gazette awards follow us privacy cookies client care vat no. 177084639 samuel phillips law firm | 18-24 grey st. newcastle upon tyne ne1 6ad| dx 61028 newcastle authorised and regulated by the solicitors regulation authority . sra i.d. 59299 | contact you are using an outdated browser. please upgrade your browser or activate google chrome frame to improve your experience.

URL analysis for employmentlawyersonline.co.uk

https://www.samuelphillips.co.uk/category/sectors/personal/
https://www.samuelphillips.co.uk/privacy/
https://www.samuelphillips.co.uk/business-employment/mailto:[email protected]
https://www.samuelphillips.co.uk/our-team/
https://www.samuelphillips.co.uk/cookies/
https://www.samuelphillips.co.uk/jobs/
https://www.samuelphillips.co.uk/category/news/
https://www.samuelphillips.co.uk/client-care/
https://www.samuelphillips.co.uk/category/sectors/education/
https://www.samuelphillips.co.uk/category/sectors/business/
https://www.samuelphillips.co.uk/category/sectors/public/
https://www.samuelphillips.co.uk/category/sectors/health/
https://www.samuelphillips.co.uk/category/sectors/charity/
https://www.samuelphillips.co.uk/
https://www.samuelphillips.co.uk/sectors/
gov.uk
sra.org.uk
samuelphillips.co.uk

Whois Information

Whois is a protocol that is access to registering information. You can reach when the website was registered, when it will be expire, what is contact details of the site with the following informations. In a nutshell, it includes these informations;

Domain name:
employmentlawyersonline.co.uk

Registrant:
Samuel Phillips & Co

Registrant type:
Unknown

Registrant's address:
Gibb Chambers
52 Westgate Road
Newcastle Upon Tyne
Tyne & Wear
NE1 5XU
United Kingdom

Data validation:
Nominet was able to match the registrant's name and address against a 3rd party data source on 10-Dec-2012

Registrar:
Easily Limited t/a easily.co.uk [Tag = WEBCONSULTANCY]
URL: http://www.easily.co.uk

Relevant dates:
Registered on: 10-Mar-2010
Expiry date: 10-Mar-2018
Last updated: 26-Jan-2016

Registration status:
Registered until expiry date.

Name servers:
dns0.easily.co.uk 185.83.100.31
dns1.easily.co.uk 185.83.102.32

WHOIS lookup made at 18:24:58 15-Jun-2017

--
This WHOIS information is provided for free by Nominet UK the central registry
for .uk domain names. This information and the .uk WHOIS are:

Copyright Nominet UK 1996 - 2017.

You may not access the .uk WHOIS or use any data from it except as permitted
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repackaging, recompilation, redistribution or reuse (B) obscuring, removing
or hiding any or all of this notice and (C) exceeding query rate or volume
limits. The data is provided on an 'as-is' basis and may lag behind the
register. Access may be withdrawn or restricted at any time.

  REFERRER http://www.nominet.org.uk

  REGISTRAR Nominet UK

SERVERS

  SERVER co.uk.whois-servers.net

  ARGS employmentlawyersonline.co.uk

  PORT 43

  TYPE domain

OWNER

  ORGANIZATION Samuel Phillips & Co

TYPE
Unknown

ADDRESS
Gibb Chambers
52 Westgate Road
Newcastle Upon Tyne
Tyne & Wear
NE1 5XU
United Kingdom
Data validation:
Nominet was able to match the registrant's name and address against a 3rd party data source on 10-Dec-2012

DOMAIN

  SPONSOR Easily Limited t/a easily.co.uk [Tag = WEBCONSULTANCY]

  CREATED 2010-03-10

  CHANGED 2016-01-26

STATUS
Registered until expiry date.

NSERVER

  DNS0.EASILY.CO.UK 185.83.100.31

  DNS1.EASILY.CO.UK 185.83.102.32

  NAME employmentlawyersonline.co.uk

DISCLAIMER
This WHOIS information is provided for free by Nominet UK the central registry
for .uk domain names. This information and the .uk WHOIS are:
Copyright Nominet UK 1996 - 2017.
You may not access the .uk WHOIS or use any data from it except as permitted
by the terms of use available in full at http://www.nominet.uk/whoisterms,
which includes restrictions on: (A) use of the data for advertising, or its
repackaging, recompilation, redistribution or reuse (B) obscuring, removing
or hiding any or all of this notice and (C) exceeding query rate or volume
limits. The data is provided on an 'as-is' basis and may lag behind the
register. Access may be withdrawn or restricted at any time.

  REGISTERED yes

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