Christmas Jumper Day 2018

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Once again the staff at Adams Harrison have donned their most tasteful Christmas jumpers.

This was all in support of local charities and so this sartorial slip can be forgiven!

The total amount raised for “Save The Children” was £102.10

Adams Harrison Saffrom Walden Christmas Jumper Day 2018 v2

Nancy Carley, Lucy Potter, Debbie Dearman, Teresa Pitts, Lisa Kitchener, Ally Helbert, Emma Laidlaw and Becca Bonham of the Saffron Walden Office

Adams Harrison Sawston Christmas Jumper Day 2018 v2

Gary Watson, Sue Lawton, Cazz Rice, Christine Gee, Kelly Boon, Paige Doran and Alex Galloni of the Sawston Office

Adams Harrison Haverhill Christmas Jumper Day 2018

Tracy Spilsbury, Gillian Gilligan, Michelle Upton, Jenny Carpenter and Nicola Taylor of the Haverhill office.

Do You Need To Watch Your Behaviour At The Work’s Christmas Do?

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Generally speaking in employment law terms if you attend a social event organized by your employer, with work colleagues this is considered an extension of the work place, even if it does not take place at your normal place of work. This means that the normal rules of conduct and behaviour apply. Those committing any misconduct, for example swearing, shouting, abusive language or violent or threatening violent behaviour can be subjected to disciplinary action as if it had occurred in the work place.

The Equality Act 2010 makes employers liable for acts of discrimination, harassment and victimization carried out by their employees in the course of employment, unless they can show that they took reasonable steps to prevent such acts.

Some examples of cases that have previously been brought are:

The Chief Constable of the Lincolnshire Police v Stubbs and other where a police officer complained of sexual harassment by colleagues in a pub outside working hours. The Employment Appeal Tribunal stated that social events away from the police station involving officers from work either immediately after work, or for an organized party fell within the remit of during the “course of employment” and as such the employer was responsible for the actions of the staff member carrying out the harassment. This is known as vicariously liable.

In the case of Bellman v Northampton Recruitment a drunk Managing Director caused serious injury to a sales manager when assaulting him at a Christmas party. The employer was vicariously liable for the assault.

Case law has established though that what happens after the official Christmas party, even if with work colleagues is not the employer’s concern.

As an employer it might be worth reminding staff that normal work rules apply at the party/event. Any grievance raised by a staff member about an occurrence at the office party should be treated seriously and no less seriously because it occurred outside normal working hours.

As an employee, whilst you may want to let your hair down, you should still be on your best behaviour to avoid any implications for your job. You should also ensure that you make it to work after the party. Employers can take disciplinary action for non-attendance, even if it is as a result of a work social event the night before. Employers should treat all employees in this situation the same though. An employer can only make a deduction from wages for arriving late to work if the contract of employment permits this.

 

For advice on all areas of employment law, for employers and employees contact Jennifer Carpenter our employment specialist solicitor.

Employment Tribunals of England and Wales Latest Statistics

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The Employment Tribunals of England and Wales have reported the last quarter’s statistics for April to June 2018 for claims issued within the Employment Tribunals.

There has been a 165% increase in claims.  This is thought to be  attributed wholly to the fee regime being abolished.  The result though is that there is a shortage of judges to hear cases.  In some regions cases are not being listed for a final hearing until 12 to 18 months after receipt of the claim (ET1).  There is a recruitment drive for fee paid judges to help in  alleviating this problem.

At this time of very busy Tribunals it would appear more than ever that attempting other means to resolve a dispute or claim with an employer is more advantageous than waiting the inordinate amount of time to have a case heard.

I have the experience and skill to negotiate settlement of claims, particularly if dealing with the details of the claim from early on in the case. I undertake this work for both employees and employers.

Personal Injury Update 2018;Changes to Whiplash Claims

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One of the major developments this year was the passing of the Civil Liability Bill which introduces reforms to whiplash injury claims.

The reforms aim to reduce the number of low value road traffic accident claims and the cost of insurance premiums and to prevent fraud. The Bill was introduced in the House of Lords on 20 March 2018 and it passed its final stage through Parliament on 20 November 2018. A date for Royal Assent has yet to be set but it is anticipated shortly.

As part of its reforms, the government also proposes to increase the small claims limit from £1,000 to £5,000 for road traffic accident claims and to £2,000 for all other types of personal injury claim. The implementation of the whiplash reforms (including the new road traffic accident small claims limit) have been pushed back until April 2020.

The whiplash reforms and the increase to the small claims track limit will bring more claims into the small claims regime where legal costs are not recoverable. This means that more claimants will be left to bring their claim without a solicitor at a time when they should be focusing on recovering from their injuries.

If you require assistance or advice regarding a personal injury claim then please contact Anton Bilinski.

Increase in Probate Court Fees

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Historically probate court fees have been a fixed amount (currently £155 when applying through Solicitors or £215 when making a personal application) with a charge of 50p per office copy of the Grant required. The only exception to this is where an estate is valued at less than £5,000 where there is no fee payable.

As from April 2019, the probate fees are set to be paid on a sliding scale dependent on the value of the estate rather than the fixed amount. For estates worth less than £50,000; no fee will be payable. However, for estates exceeding this sum, the fees will range between £2,500 to £6,000.

It is currently, and will continue to be the case, that executors will need to fund the probate court fees upfront before access can be gained to the deceased’s bank accounts. Currently; most banks are willing to release funds for inheritance tax prior to probate being granted and may be willing to release funds for court fees too. However, often estates are property rich and cash poor and it may be necessary for executors to fund the fees personally. They will of course be able to reimburse themselves from the estate when the estate is in funds.

The government have failed to explain why it is choosing to place this burden on bereaved families and have failed to comment upon why the changes were not included in the recent Budget.

Although the exact date when the new fees will take effect is not yet known, they are anticipated to apply for applications received after that date rather than deaths which occur after that date. We recommend that if you are in the early stages of dealing with an estate that an application is made sooner rather than later.