Legal Precedents

Agenda item Supporting documentation (to be provided before or after meeting) Comment or action 1. Purpose of the meeting and objectives Set out what you require from the meeting and the reason, for example: make sure legal resource matches the organisation’s needs consider the option of outsourcing certain legal services or cutting expenditure on external legal support review the past use of external legal advisers (who, cost, quality, etc) be briefed on the types and volumes of legal support the organisation will need in the future [ Insert your initials ] 2. Strategy and projects Ask: what modifications have been made within the IT department over the last five years? which legal advisers acted for the organisation on those initiatives, who appointed them, why they were selected, who managed them, and what they advised on, e.g. contractual issues,...

Agenda item Supporting documentation (to be provided before or after meeting) Comment or action 1. Purpose of the meeting and objectives Set out what you require from the meeting and the reasons, e.g.: confirm legal resources align with the organisation’s needs explore whether to outsource certain legal services or trim spend on external legal support review the track record of using external legal advisers (who, cost, quality, etc.) be briefed on the types and volumes of legal support the organisation will need in future [ Insert your initials ] 2. Strategy and projects: Ask: what changes have occurred within the HR Department during the past five years? which legal advisers worked on those changes, who appointed them, why they were selected, who managed them, and what they advised on, e.g. legal, regulatory, PAYE, pensions, etc.? is any change or...

Agenda item Supporting documentation (to be supplied before or after the meeting) Commentary or action 1. Purpose of the meeting and objectives Set out what you require from the meeting and the rationale, for example: ensure legal capacity aligns with the organisation’s needs explore whether to outsource certain legal work or cut expenditure on external legal assistance review past engagement with external legal advisers (providers, costs, quality, etc.) gain clarity on the kinds and quantities of legal support the organisation will need in future [ Insert your initials ] 2......

Agenda item Supporting materials (to be supplied before or after the meeting). Comment or action. 1. Purpose of the meeting and objectives Set out clearly what you require from the meeting and the reasons, e.g.: confirm that legal capacity aligns with the organisation’s requirements explore whether to outsource certain legal work or potentially curb expenditure on external counsel review past engagement and use of external legal advisers (providers, fees, calibre, etc.) gain clarity on the exact types and volumes of legal support the organisation will need in future [ Add your initials here ] 2. Strategy and projects: Ask: what alterations have occurred within the finance department during the last five years? which legal advisers supported those changes, who selected them, who appointed them, why they were chosen, who oversaw them, and which domains they advised on, e.g. legal, tax, etc.? are any...

Introduction This schedule is a component of the Company’s Coronavirus ( COVID-19) safety policy and is appended to it for reference. It outlines the measures the Company has determined, having undertaken a coronavirus risk assessment and considered relevant government guidance, to help control the risk of coronavirus for workers and others in the [ office ], as detailed below, as follows: 1 Shift patterns 1.1 employees are allocated to fixed teams or shift groupings, which will remain strictly unchanged during the pandemic; 1.2 direct face-to-face contact is reduced, eg by using clearly designated drop-off locations for delivery of office supplies and post; 2 If someone has COVID-19 2.1 if you develop coronavirus symptoms you must remain at home and request and arrange a PCR test. You must not attend the workplace whilst you are waiting for your test result; 2.2 if your LFD or PCR...

Developed in collaboration with Beth Pipe, this Precedent provides a return to work interview ( RTWI) framework to help a manager run a structured RTWI with an employee. It can be used alongside Precedent: Return to work interview ( RTWI) meeting preparation and record—law firms. The table below outlines a series of questions or prompts to be applied at the manager’s discretion, reflecting the particular circumstances of each case. Return to work interview ( RTWI) framework Who is the interview with? [ Insert employee name ] Interview date [ Insert date ] Name(s) of anyone else in the meeting [ Insert name ] [ Insert capacity/relationship ] Meeting location [ Insert location ] RTWI questions/prompts Question/prompt: Welcome the employee and thank them for coming to the meeting Additional notes: [ Insert any...

1 Introduction This policy provides a summary of the Company’s measures to help workers remain healthy and safe when carrying out their duties on the Company’s premises throughout the ongoing coronavirus ( COVID-19) pandemic. Government advice indicates that COVID-19 will remain part of daily life for the foreseeable future, so we must adapt, live alongside it, and control the risks to ourselves and those around us as far as possible. It adds, but does not supersede, the Company’s health and safety policy. This policy is not incorporated into any employment contract, and Company reserves the right to change it at any time. This policy covers all Company employees, workers and contractors. Coronavirus spreads primarily through droplets and aerosols that reach the eyes, nose or mouth, that are breathed in by another person, or that are...

1 Introduction This risk assessment sets out the hazards we have recognised in connection with homeworking practices, along with controls we have implemented, or plan to implement, to reduce those risks. It draws on replies to [ insert, eg a questionnaire circulated to staff on [ date ] ]. A copy of the questionnaire is enclosed......

1 About you Name [ Insert name ] Role [ Insert role ] Address [ Insert address ] Contact telephone number(s) Please supply both landline and mobile numbers where available [ Insert contact telephone numbers ] Date form completed [ Insert date ] 2 Assessment Please respond ‘yes’ or ‘no’ to each question below. Do not worry if you are unable to say ‘yes’ in every instance—it is vital you reply truthfully, as this enables us to make sure you receive full support. [ Insert name of organisation ] will draw on your responses to carry out a risk assessment. As part of this process, we will decide whether to provide any further support or equipment, or determine if other measures should be implemented. [ Insert name of organisation ] may need to get in touch to explore your answers in more...

These guidelines set out practical advice and pointers to support you when working from home. Please also consult our separate Homeworking policy for further detail and reference. Keeping in touch We actively encourage all colleagues to stay in frequent contact with homeworkers, and in particular for managers and the people they supervise to arrange regular catch-ups. These catch-ups should take place regularly by mutual arrangement. The preferred method of contact should be mutually agreed, eg by email, video call and/or telephone. Wherever feasible, please make use of [ insert details of any company-provided messaging software, eg Microsoft Teams, OR available technology ] to hold face-to-face, video-based conversations. Both parties share responsibility for maintaining communication with one another at all times. Reporting sickness or injury Homeworkers must follow our usual sickness absence reporting procedures at all times. Please see our [ insert eg, sickness and...

Type of information Detailed information Date provided to trainee Introduction to the firm [ Share key facts about your firm, e.g. location, staff numbers, areas of work, and client demographics ] Names, status and responsibilities of individuals involved in training Training partner — [ insert name ]: — ensures training is delivered in line with SRA requirements — may pass those duties to others Supervisors — [ insert name if known ] — [ insert name if known ] — [ insert name if known ] Supervisors provide hands-on day-to-day coaching and create suitable opportunities for trainees to enhance their legal skills and knowledge [ Insert any other category ]: — [ insert name if known ] — [ insert name if known ] — [ insert name if known ] Introduction to other staff members [ Identify who it is important for the trainee to meet in the...

1 Introduction 1.1 This policy sets out the arrangements for leave and pay when an employee experiences loss of a child (parental bereavement). It also explains the practical measures we will take to support an employee while they are absent from work, and when they return to work. 1.2 The parts of this policy concerning parental bereavement leave ( PBL) [and contractual parental bereavement pay] apply solely and exclusively to employees. They do not extend or apply to agency workers, consultants [, contractors] [, volunteers] [, interns] or casual workers of any kind under this policy. However, the provisions relating to statutory parental bereavement pay ( SPBP) apply, for the purposes of this policy, to employees and also to those who are not employees but are in ‘employed earner’s employment’ with us [(which would include most qualifying agency workers)]. If you are unsure whether you fall...

[ To be printed on the employer’s headed paper ] [ Insert date ] Dear [ insert name of employee ], Re: [ insert name of employer ] (the Company) [ Further to our meeting [ today OR on [ insert date ] ], ] I write to confirm that you are invited to attend an investigatory meeting on [ insert date ] at [ insert location ] at [ insert time ]. This meeting has been scheduled as we are conducting internal enquiries into certain allegations concerning your conduct in the workplace......

FORTHCOMING CHANGE: The Information Commissioner’s Office ( ICO) has issued draft guidance on recruitment and selection, which was open to consultation until 5 March 2024, and has also removed the employment practices code and its supplementary guidance from the employment information page. For further details, see Practice Note: The UK GDPR and DPA 2018: key data protection issues for employment lawyers— Information Commissioner's Office ( ICO) guidance. This Precedent will be updated in due course. [ Insert name of organisation ] This notice sets out what personal data (information) we will hold about you, how we obtain it, and how we will use and may share information about you during the application process. We are required under data protection legislation to provide you with this information. Please ensure you read this notice (also referred to as a ‘privacy notice’) and any similar notice we may give you from time to...

[ Insert name of organisation ] This notice outlines the personal data (information) we keep about you, how we obtain it, and the ways in which we use and may share it during your employment and once it has concluded. Data protection legislation requires us to give you this information. Please make sure you read this notice (sometimes called a ‘privacy notice’) and any similar notice we may issue from time to time whenever we collect or handle your personal data... Who collects the data [ Insert name of employer ] [ trading as [ insert trading name, if different ] ] (‘ Company’) is the ‘controller’ of personal data and collects and uses certain information about you. [ This information is also used by our affiliated entities and group companies, namely [ insert details or a link, or otherwise show where details of group...

[ insert address of sender ] Our ref: [ insert reference ] Your ref: [ insert reference ] [ Insert address of recipient ] Date: [ insert date ] Dear [ insert organisation name ], [ insert purpose or project ] (the Purpose ) 1 We write in respect of the Purpose. Each party may provide Confidential Information to the other, to be used solely for the Purpose, in line with the provisions set out in this letter (the Agreement )......

This Agreement is entered into on [ date ] Parties [ insert name of party ] [ of [ insert details ] OR a company incorporated in [ England and Wales ] with registration number [ insert registered number ] and whose registered office is at [ insert address ] ] ( Party A); [ insert name of party ] [ of [ insert details ] OR a company incorporated in [ England and Wales ] with registration number [ insert registered number ] and whose registered office is at [ insert address ] ] ( Party B), each of Party A and Party B being a party and, collectively, the parties. Background Party A is [ insert details ], whilst Party B is [ insert details ]. The parties intend to share Confidential Information with one another strictly for the...

Key information Firm name [ Enter the full firm name ] Role holder’s name [ Provide the full name ] Reporting line [ Insert, e.g. Risk and Compliance Director/ Chief risk officer ] Type of role [ Insert, e.g. Full-time/ Part-time/ Contractor ] [ If the position is a contractor role, specify the length of the contract ] Main location [ Insert the primary location for this role—if the role holder must regularly spend time in multiple locations, e.g. in each regional office, ensure this requirement is clearly set out ] Remote/hybrid/office-based?......

Key information Organisation name [ Insert organisation name ] Role holder’s name [ Insert name ] Reporting line [ Insert, eg Board ] Type of role [ Insert, eg Full-time/ Part-time/ Contractor ] [ If a contracting role, specify contract length ] Main location [ Insert the primary location for this role—if there is a need for the role holder to regularly spend time in multiple locations, eg in each regional office, it is advisable this is made clear ] Remote, hybrid, or office-based?......

Key information Firm name [ Please insert the firm name here ] Role holder name [ Please insert the name below ] Reporting to [ Please insert the name of the line manager ] Employment type [ Full-time/ Part-time/ Contractor ] [ If this is a contractor position, specify the length of the contract ] Main location [ Insert the primary location for this role—where attendance is regularly required across multiple locations, eg in each regional office, make sure this is clearly set out ] Remote/hybrid/office-based?......