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Posts Tagged ‘compromise agreement’

Silverman Sherliker HR Services Launched

 

Dave Thompson heads to head up Silverman Sherliker HR Services HR Expert, David Thompson, has joined Silverman Sherliker to head up Silverman Sherliker Specialist HR Services, a dedicated HR Specialist service

The service will provide front-line HR advice and resources to complement the legal services offered by the firm’s extremely busy employment team.  
 

Innovative Client Benefit

Senior Employment Partner, Nicholas Lakeland, explains how this innovative step will benefit clients:

Silverman Sherliker can now provide an integrated and complete HR Service thus assisting clients with practical advice and on site assistance whilst also being able to offer Employment Law advice as and when required. Our HR consultants are available to undertake regular weekly or monthly first-line human resources support on a retained basis or to deal with on one-off projects as may be required.    The services are flexible and can readily be tailored tosuit a client’s requirements.”

Fired? You Must be Furious!

compromise-agreements-feeligsAs of Monday, injured feelings will cost UK employers a lot more!

Employees who are unfairly dismissed, particularly in discrimination cases, often get an ‘injury to feelings’ award.

The case establishing the principle was the well-known 2005 case of Vento -v- Chief Constable of West Yorkshire Police.

There has been considerable debate since 2005 as to whether an ‘injury to feeling’ award should be index-linked to allow for inflation. Employment Lawyers have assumed they should be and their views have been confirmed in the Employment Appeal Tribunal case of Da’Bell -v- NSPCC which has just been decided in past 2 days.

Compromise Agreements – Valid or Void?

Employers should beware.

The compromise agreements they are currently handing out like confetti to departing employees may well not be valid, particularly if the Employee has not had proper independent legal advice.

Compromise agreements are part of everyday life for Employers in this era of mass redundancies because getting the Employee to sign one means that the termination payment is accepted in full and final settlement and the Employer cannot be sued later. In this sense they are there to protect the Employer.