Wifelet suing Telegraph Media Group for libel

July 18, 2012 · Posted in Education · Comment 

It has emerged that a former “wifelet” of Alexander Thynn the notoriously eccentric 7th Marquess of Bath is suing the Telegraph Media Group for libel.

The term “wifelet” was coined by the Marquess to describe his “harem” of mistresses. It seems a catfight broke out at a Sunday lunch attended by Thynn and several wifelts, following which Trudie Juggernauth-Sharma called the police.

Trudie Juggernauth-Sharma objects to accounts in a string of related stories published in both the Daily Telegraph and The Sunday Telegraph between June and November 2011, claiming the articles were defamatory.

Trudie, the daughter of a Mauritian businessman and Brahmin priest, is a former model who now works as an art consultant. She has now brought her case to the High Court in London where she is seeking damages from the Telegraph Media Group.

After the Sunday lunch descended into a punch-up Ms Juggenauth-Sharma allegedly contacted the police to implicate the then most recent companion of the playboy peer, the attractive Amanda Doyle. She has not spoken to Thynn since the event.

Trudie confirmed sadly: “I am hurt that Alexander never came forward to tell the truth. So we have not spoken and I have not visited him. We are apart. My trust is broken.”

If the case actually reaches open court then salacious details look set to shock barristers at the High Court as Ms Juggernauth-Sharma revals goings-on at the palatial 10,000 acre Longleat estate.

The High Court will be a much shorter journey now for Ms Juggernauth-Sharma who is currently living in a simple flat in Fulham.

The couple first met in 1998 at a party where the Marquess apparently impressed guests by swallowing a whole mackerel, and had been together ever since for over 13 years.

According to reports, Ms Juggernauth-Sharma is not using solicitors or barristers to represent her, but will put her case herself although she will still be able to turn to a barrister direct if she does feel she needs specialist legal assistance.

It’s actually really easy to contact a barrister direct and often much quicker and cheaper than hiring solicitors (who then “sub-contract” the barrister on their client’s behalf meaning the client pays two sets of fees). You can find out more about going direct to a barrister here

For further information or If employers are in any doubt, or need advice to implement or overhaul their staff handbook then employment law experts are available to help at Barrister Direct which also offers a direct access barrister service

Coping with Personal Injury Cases

July 11, 2012 · Posted in Education · Comment 

With regards to getting in touch with accident lawyers it doesn’t really matter if you are filing a claim or not. Seeing an injury attorney simply for consultation purposes will help you significantly. In this way your rights and your interest would be properly covered. Having the help of an injury attorney your claim will definitely be taken care of by the best legal minds.

Are you ready to claim your personal injury damages? Then you’re possibly searching for a personal injury attorney. If that’s so you shouldn’t accept just about any personal injury attorney that comes your path. Pretty much all personal injury attorneys are specialized in particular field. For instance, injury lawyer that have been handling wrongful death laws for years is probably not outstanding in working with damages lawsuits concerning workforce.

Did you know that there are some personal injury law firms that only handle cases that deal with burn injuries? Such firms may also handle case such as spinal cord and brain injuries. There are some that handle personal injuries cases that are only connected with accident like construction, automobile and so on. While some specifically handle cases that are bordered in defective of the personal injury lawyer you are setting for before you give your case to him.

If you want to properly seek redress under the personal injury law, then you have to hire the service of a qualified personal injury attorney .For instance, if you are a resident of California, you will have to sift personal injury cases in phone book or directories, take your time, sample a list and interview them with the intention of picking the best from your list. When choosing a qualified personal injury lawyer, note that you sure will be better of if you will retain the service of an injury attorney that base his service on contingency fee basis. Don’t rush look for the best and you will come out successful before you know it.

Once accepting an injury lawyer take a few minutes to see the attorney’s law firm if she or he is near by or perhaps take a look at their site. You need to check out their record and also standing of addressing their clients. Look for many reference and do not hesitate inquiring about their years of experience in going through cases including your very own.

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Plan Ahead, Get Your Employment Law Solicitor To Set You Straight

April 18, 2012 · Posted in Business · Comment 

The size your business is unimportant when it comes down to employee law, it doesn't differ in signification from a little business with only a handful of workers to a massive worldwide enterprise. No matter whet field your business is in you should always be ready to face and deal with grievances from employees. Most grievances arise from an examples of discrimination in the workplace and when this happens your company wants to make use of the right procedures to ensure the complaint is handled not just in a sensitive and professional manner, but you may also need to stick to certain bits of the Employment Law Act.

Discrimination comes in lots of forms, but the most typical complaints arise from the following stages of the work relationship:

– Transfer
– Promotion
– Coaching
– Pay
– Benefits
– Work allocation
– Disciplinary action

Workers have two types of employment rights:

1. Contractual rights are those that are supplied in the contract of employment. These rights include factors such as your rate of pay and your work location.
2. Official rights are those dictated by Parliament and include rights affecting arbitrary dismissal and differing types of discrimination in the office.

The most vital thing to remember is that your responsibility as an employer is that you provide set rules for your staff and ensure that procedures are followed to the letter.

A worker can put forward a grievance at any point and for a range of reasons. Any grievance irrespective of how tiny should be taken seriously and dealt with in the correct way. Sometimes you could need employment law guidance in the best way to approach a certain area of complaint particularly if you have no in-house HR or Staff team with staff trained in the finer points of employment law.

A grievance would usually be raised without delay with a line chief in the first example. It's best that any grievance or complaint is dealt with at this early stage if possible. However , it is feasible that the matter might not be resolved at this level and may need to be taken to a higher level. This is the reason why it is important that as an employer you have formal procedures in place that will allow the matter to progress along a formal route that complies with employment law legislation. In most situations, a grievance can be unscrambled with the line chief.

On an analogous note, you should also have disciplinary procedures in place for dealing with misconduct or any other employee behavior that requires disciplinary action to be taken. Again, most disciplinary procedures must be followed by the line chief in the 1st example and then taken to an increased level should a resolution not be reached. You might need to seek employment law advice if you're unsure of the procedures to follow and there are a lot of resources online and expert companies who can assist.

H Parkinson is an Employment Law solicitor, is a senior partner at NWELaw.co.uk

Do employers need to train staff on health and safety?

March 27, 2012 · Posted in Legal · Comment 

The Health and Safety Executive within the UK has recently recorded over 200 people annually are killed whilst executing their working duties. Over two million suffer illness, injury or disease that is a cause or aggravated by their working conditions. Preventing accidents and ill health in the workplace thus remains a big priority for both employers and employees.

It is crucial that employers consider health and safety training for all staff without regard for the working environment. It makes no difference whether you working on a building site or in an office, there can be hazards in every environment and we must recognise this.

Employers can protect themselves from prosecution and from civil compensation claims by adopting a thoughtful health and safety regime. Training is a big component of this sort of regime.

Through providing the required training to employees, employers can ensure that their staff are not exposed to injury or illness. You can produce a positive health and safety culture where the entire workplace is mindful of the risks associated with their job. Training will contribute towards making your employees more informed and a lot more conscious of their surroundings.

It could be that an employer is unaware of the extent that staff are exposed to dangers in the workplace. Equally, a boss might not understand fully how to go about training their employees. It is strongly advised that companies consult with either the Health and Safety Executive or private consultants who are able to advise them more fully about what they could do to comply with basic health and safety legislation.

Once you have identified what training your organisation needs, you need to then choose the training priorities. Top priorities would include those aspects of risk in which a lack of information or deficiency of training might cause injury or harm being suffered by staff. If in doubt, consult employees or their representatives to take a take on exactly where the danger areas lie within the working environment. When you have made a decision, select the best training method to get the message across to the team. This could involve one-to-one sessions or group sessions, which can be delivered either by knowledgeable members of staff or independent consultants. The most important thing would be to be sure that any trainer is sufficiently competent to carry out the job.

Once training has been delivered, it is important to record this and also to then arrange for a refresher or update course after a certain length of time.

If you are self-employed but work with a team of people regularly that happen to be within your instruction and control, then you should consider your responsibilities in the same way that any employer would do. If there are any employers who also deal with self-employed subcontractors, they should consider treating the person as an employee when it comes to any health and safety training.

Employee legal

Personal Injury Assistance

March 17, 2012 · Posted in Education · Comment 

When it comes to injury claims settlements, insurance firms evaluate claims for compensation proposes based on certain aspects. One of the most significant aspect is what they feel the probability of a specific dollar verdict will form to be with regards to place where the case has to be prosecuted under the law location is the jurisdiction, that is expected to hear the case. It similarly is based on the kind of individual the victim is assessed as by the insurance firm.

You have to comprehend that the factor of the permanence of any injury is an important factor from the point of view of an insurer. In the case, in which facing a jury the victim’s lawyer will be able to insist upon damage rewarded to fund the entire day of the actual claimant’s existence considering the fact that one is coping with the effect of the damage. And if the insurance plan provider is not at all given the key reported of this case, they will not give out any kind of document in a agreement case to cover it.

When pushing for a personal injury claims, do will to have a legal counsel to help. With respect to future medicals expenses you need the help of a doctor to determine that for you. Seeing that expects one permitted to say their piece during a trial, physician’s take regarding the money that will be involve in future medical bills or the long standing effect of an injury will be accepted during trial and will increase the worth of the claim. Once the insurance firm spots this issues stated in the documentation presented to them with regard to the claim, it definitely means they will rate the claim higher.

Perhaps you have been injured in any form, shape or manner, you will have to act fast to ensure your legal privileges are safe guarded. A personal injury case has about four factors that a jury must take into cognizance prior to a case going to trial. Generally there is accusation, breach, damages and duty. There are numerous kinds of injury cases that can happen, and the majority of people may be ignorant of what might constitute a personal injury. So it is important for all to learn what personal injury is and what it is not. A qualify personal injury lawyer can educate you on this contact one.

One of the most complicated injuries when it comes to personal injury is economic injury. This is because some things can cause damages where an individual might not definitely suffer bodily injury. For example, if another party’s negligence causes the depletion in the value of a personal asset, this might be regarded as an economic injury.

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Drafting A Grievance Letter

February 12, 2012 · Posted in Business · Comment 

We are commonly called by folks who ask us to draft a letter on their behalf for use at an unfair dismissal tribunal. Infrequently we do. Usually the letter is better coming from the worker themselves but they're uncertain what to put- although the majority of people are terribly clear what their grievance is about.

ACAS inspire an ad-hoc approach to grievances and in most cases it'll be acceptable to make a verbal approach first. If the response is not acceptable the grievance should be put in writing (many bosses have a procedure which states this). In some cases though it is going to be clear from the start that a grievance should be in writing.

The letter should set out momentarily what your grievance is with information such as names of any individuals the grievance is against and any witnesses, places, times and any supporting information mentioned. The right way of doing this is to utilise short numbered paragraphs. The letter shouldn't be too long or make too many different points.

The purpose is to make clear to someone who knows nothing about your situation precisely what the complaint is about. The letter does not have to spell out all of the disagreements in your favor or give all the evidence. Detailed bitching is for the grievance hearing. It is for the employer to investigate the grievance, provide and cope with evidence. Your job is to provide enough information to assist them to do that.

A grievance letter will seldom must be more than 2 pages long. We have seen grievance letters many pages long listing well over 100 complaints. This is hopeless as:

– Firstly if an employee has over 100 real complaints they should have filed a grievance long before.

– Secondly- as with so much of English law the complex and technical rules related to work have the word ‘reasonable’ buried in them at strategic intervals. This gives decision makers a good deal of tact.

It isn't going to be regarded as reasonable to send an employer lots of complaints out of the blue with grievances dating back months or even years- usually with a demand that each one be completely investigated.That is not to say that events from the past cannot be raised- for instance ‘I’m the only one who hasn't had a pay rise in the last three years’.

So the advice is- don’t delay- make your complaint clear, keep it relevant and relatively brief. Also remember that even if you ultimately win a case at an employment tribunal- the award you get could be reduced if you've not utilised the grievance procedure properly.

Helen is an associate with North West Employment Law who specializes in unfair dismissal claim tribunals.

Settlement For Court Law suits

December 26, 2011 · Posted in Education · Comment 

Are you aware of what structured settlement means? Structured settlement literary means financial benefit that enables certain amount to be paid out at intervals of let’s say every month or yearly sometimes, this kind of transaction can cover for a life time.

What do we signify whenever we talk about structured settlements? It is a deal between the insurance company and the person who is the victim of the accident. According to this, the insurance company then make out settlement to the recipient for a arranged sum at spasmodic durations.

Structured settlement varies with individuals, specifically according to their need for it. Some people would probably choose that it will be considerable for them to be given huge sums of money in a certain period, such as yearly which can help cater for health care fees for each year.

The moment the words structured settlement is discussed what normally comes to mind is a kind of fund package created by insurance companies geared to pay a policy holder or perhaps his or her family. At times instant settlement can be generated to be able to support minimize particular impairs which is being felt or that may be encountered in the long run.

Do you know that structured settlements are sanctioned by federal and state statutes? This has results to make the package very popular and provide the extra security that most people need. More so, provisions in agencies like Medicare and IRS have all consented to structured settlement.

Structured settlement is quite becoming one of the popular means for people to get payment from court cases that were filed and won. If a law court has declared that you should be compensated a structured settlement is a good way to get your money.

Are you aware of how a structured settlement is organized? One thing about the method of structuring the settlement is that it’s very common with nearly every one. The money which is owed to you will be distributed equally for each month this will comprise what you’ll be getting on a monthly basis.

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Employment Tribunal – Understanding The Information and facts With regards to Work area Conflicts

October 29, 2011 · Posted in Education · Comment 

Employers are held in big authority and can also possibly be compared to the kings who rule their whole subjects. This is simply a notion and does not bring out the actual image of the understanding which exists relating to the employer as well as the staff. To begin with, their bond is advised using a contract of employment that clearly describes the responsibilities and principles that each of the person is now in relation to a job. The second thing is, the workplace seems to have its inner methods and polices that advice the actions that either party may take regarding jobs linked difficulties. In case the worker would wish to seek the requirements with higher officer, the Employment Tribunals are in place to manage such issues.

What is specific role of an employment tribunal?

The UK Employment Tribunal is overseen via the Tribunals Service and Administrative Justice. Thus, an Employment Tribunals in UK are actually public body that are non-departmental and function throughout Wales and England. The Tribunal gives the services without cost to both the employers and also the workers’ until either party opts to hire the solicitor’s services. Every single case contains a panel of a single judge and two persons who should be knowledgeable of the UK employment law.

The Equal Employment Opportunity Commission is from the US. It works independently and enforces the laws that are connected with discrimination in the place of work. This kind of body investigates discrimination claims may possibly be related to a person’s sex, religion, age, disability and intelligence. These have the power to file discrimination suits from the employers on the part of those who have also been victimized.

What exactly are the powers of any employment tribunal?

The Employment Tribunal is offered with legal system and governmental rights that enable it to hear different types of workplace disputes. The kinds of cases that are normally taken to the tribunals commonly involve redundancy monthly payments, wrongful and unfair termination and discrimination. All of the evidence provided is supplied under oath and the panels think of a concluding decision and that is legally binding. It indicates that these decisions given by the tribunals have to be honored. Individuals could be held liable of perjury in case that they are lying or conceal most important details. So, the Employment Tribunal performs more like a formal court and it has the powers to issue compensation to all the claimants who’re successful. The Tribunal also offers suggestions to the employers and staff.

Studies have shown that 18 % of most claims which were taken before the Employment Tribunal in UK were really successful. All others have either been pulled, or are outside of a legal system of an Employment Tribunal.

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