Legal Precedents

Please complete this questionnaire and send it to [ insert details of relevant person within your organisation ]. What do you aim to gain by attending legal team meeting? How would you score meeting goals from 1 (low) to 10 (high)......

Dear all, please find the agenda for the forthcoming legal team meeting. Kindly read it [ and any supporting materials ] in advance of the meeting so that you are suitably prepared. If there is anything you would like to include on this agenda, please let me know ahead of time......

1 Absence management policy [ Provide details, e.g. introduce a formal framework for managing absence with clear processes, including absence reporting steps, to minimise the effect on service delivery and to improve oversight of absence rates. ] Operational objectives [ Set up an Absence Management working group to evaluate leading practice, the firm’s needs, and to agree a draft policy and processes. ] [ Confirm budget provision to seek legal advice, as appropriate, on the draft policy and processes. ] Task owner [ Add name(s) of the task owner(s) ] Completion date [ date ]......

1 General Review date: [ Insert date of review ] Reviewer’s name: [ Insert name of reviewer ] 2 Audit Have the objectives of your absence strategy been met? ☐ Yes ☐ Some, though not all ☐ No Which further strategic aims should be added to keep the absence strategy up to date and relevant to the needs of your business? [ Insert details or comment regarding future strategic aims ] Have the main trends and causes of absence been addressed?......

Excel version of this register Please click to access an Excel version of this register, which can be used to keep a record of pro bono matters or projects being supported by your organisation. Please note that this register has been produced in Excel and it therefore cannot be downloaded into Word......

1 General information Reporting period [ Insert the time span covered by this report ] Compiled by [ Insert name of the individual preparing the report ] Report date [ Insert date ] 2 Snapshot of pro bono activity in [ insert the period of time this report covers ] v [ insert previous period ] Metric overview Volume of pro bono cases or initiatives supported Current period: [ Insert the number of cases, clinics or projects supported on a pro bono basis in the current period ] Previous period: [ Insert the number of cases, clinics or projects supported on a pro bono basis in the previous period ] Total time committed to pro bono...

Each pro bono prospect should be reviewed using this form’s criteria to determine clearly whether it is the appropriate sort of project, matter or initiative for our organisation. 1 Opportunity details Summarise the pro bono opportunity [ Insert brief details, eg Establish an ongoing partnership with the local legal advice centre and provide volunteer lawyers to support the running of a legal advice clinic. ] How did this opportunity arise? [ Insert details, eg One of our trainee lawyers previously volunteered at this advice centre and was approached by their contact to ask if the organisation could offer ongoing support. ] Does this opportunity align with the organisation’s values and ethics? ☐ Yes ☐ No Will this opportunity help the organisation achieve any strategic goals? ☐ Yes— state which goal(s) ☐ No Is the client an existing...

1 Pro bono vision 1.1 We accept our duties to clients, colleagues, suppliers and other stakeholders, alongside the broader community in which we work. Through our policies and day-to-day practices, we seek to uphold exemplary governance and client service, and to foster a constructive workplace that enables our people to grow while actively supporting our local community... 1.2 We recognise that many in our society face barriers to the justice system when seeking to resolve legal issues. As lawyers, we are uniquely placed to assist. Providing pro bono advice and representation to those in need is a core element of our commitment to the community... 1.3 We will endeavour to contribute [insert the amount of support the organisation will aim to provide for pro bono work, such as a defined number of hours per lawyer, the monetary value of otherwise chargeable time, or a percentage of annual...

1 General information Timeframe this report relates to [ Enter time period covered by this report ] Report compiled by [ Enter name ] Report date [ Enter date ] 2 Pro bono activity in the last [ insert period ] What is the number of individual pro bono matters we handled? [ Enter total and list each pro bono matter addressed in this period ] How many pro bono initiatives or clinics did we support? [ Enter total and list each initiative or clinic undertaken in this period ] Were there any significant results from these matters, initiatives, or clinics? ☐ Yes — give details ☐ No How many staff members engaged in pro bono activity during this period? [ Enter number of staff ] What is the total number of hours our staff devoted to pro bono...

Your feedback is extremely valuable to us and will help us refine our pro bono programme. Please complete this survey and return it to [ insert to whom the completed survey should be returned ]. Be assured that all responses are strictly confidential and can be submitted without your name. If you would like to share your name, or discuss any element of our pro bono programme, please fill in section 4. 1 Our pro bono programme Are you aware of any pro bono cases, projects, or initiatives we have supported over the past 12 months? ☐ Yes — if yes, please enter details ☐......

Working environment Ventilation — Is the area supplied with adequate fresh or purified air? Compliant? Yes/ No/ Not applicable. Required action: [ Note any actions needed] Ambient temperature — Is the workspace at a reasonable, comfortable temperature? Compliant? Yes/ No/ Not applicable. Required action: [ Note any actions needed] Cleanliness — Is the area clean to a suitable standard? Compliant? Yes/ No/ Not applicable. Required action: [ Note any actions needed] Sufficient space — Is there ample floor area, height and free space for health, safety and welfare, with room to change position and move around? Compliant? Yes/ No/ Not applicable. Required action: [ Note any actions needed] Noise — Are sound levels comfortable? Compliant? Yes/ No/ Not applicable. Required action: [ Note any actions needed] Obstructions — Are floors and traffic routes clear of...

This Agreement is dated [ date ]. Parties [ insert name of company ], [ of OR a company incorporated in [ England and Wales ] under number [ insert registered number ] with its registered office at ] [ insert address ] (the Supplier); and [ insert name of introducer ], [ of OR a company incorporated in [ England and Wales ] under number [ insert registered number ] with its registered office at ] [ insert address ] (the Introducer) ( Each of the Supplier and the Introducer is a party and, together, the Supplier and the Introducer are the parties.) Background The Supplier is [ insert details of the nature of the business of the Supplier ] and needs introductions of prospective customers to its business. The Introducer is [ insert details of the nature of the...

Diversity and inclusion ( D& I)—law firm self-assessment against gender balance and maternity, paternity or adoption leave measures This Precedent enables a firm to benchmark its figures across a number of different possible D& I indicators and to track movement over a particular period of time, eg to provide a year on year comparison of results. Click to obtain an Excel version of this Precedent. The purpose is to help you form a clear picture of gender balance together with maternity, paternity and adoption leave metrics. You will find a separate tab for each of these within the spreadsheet. These specific groups have been selected because employee data in these areas should be readily available to most firms; nevertheless, the Precedent can be expanded to incorporate additional D& I indicators, eg relating to ethnicity, religion or sexuality......

Diversity and inclusion ( D& I) statement—law firms Our Diversity and inclusion ( D& I) statement sets out our pledge to build a workforce that is genuinely diverse and a workplace that honours every individual and their contribution, irrespective of gender, race or any other characteristic. We are committed to attracting, retaining and developing the most talented and skilled people from all backgrounds, and we value individuals from every culture, nationality, race, religion and ethnicity, regardless of characteristics such as gender, age, disability or sexual orientation. We consistently treat our clients, colleagues and partners fairly and with respect. We recognise that a breadth of people, perspectives, skills, experiences and ideas strengthens our business and enables us to deliver the best possible legal service to our clients......

Diversity & inclusion ( D& I) manager—law firms—role profile Key information Name of firm Name of role holder Reports to Role type [ full-time/part-time/contractor ] If a contractor role, length of contract Primary location Remote/hybrid/office-based? Date role commenced Length of probation period End of probation review date Role summary Design and deliver the firm’s diversity and inclusion ( D& I) strategy and policy. Secure adherence to all regulatory and statutory D& I obligations. Increase participation of all employees in D& I. Forge strong working relationships with all departmental managers. [ [ Insert any additional role requirements specific to your firm ]. ] Key responsibilities Partner with the management team to cultivate a diverse workforce and an inclusive culture. Develop and roll out a D& I strategy, policy and...

Diversity and inclusion ( D& I) objectives and key performance indicators—law firms D& I objectives for the firm [ All employees to complete unconscious bias training by [date] ] [ Add D& I objective ] [ Add D& I objective ] [ Add D& I objective ] [ Add D& I objective ] Key performance indicator ( KPI) [ Unconscious bias training to be developed with an external training provider ] [ 100% of fee earners to have undertaken unconscious bias training by [date] ] [ 50% of support staff to have undertaken unconscious bias training by [date] ] [ Add KPIs to deliver the above objective ] [ Add KPIs to deliver the above objective ] Who is responsible for this objective [ For example, the D& I or HR Manager ] [...

This questionnaire is intended for managers and partners to uncover implicit bias and enhance self-awareness. It is solely for individual use and does not require sharing with any other person whatsoever. For each item, choose a single option from the three available selections. After reviewing your responses to this questionnaire, you might opt to create a personal action plan for yourself to tackle any concerns that may emerge......

Diversity and inclusion ( D& I) action plan—law firms D& I objective [ Insert your D& I aim ] [ Build a more diverse workforce and nurture an inclusive culture with equal opportunity for all colleagues ] Activities [ Set out the actions you will take to reach this aim ] [ Attract a broad, diverse pool of candidates using marketing, branding and imagery that mirror the diversity of the firm, its clients and its clients’ clients ] [ Require all people managers to complete mandatory unconscious bias training ] [ Offer recruitment and selection training to hiring managers so decisions are objective and free from unconscious bias ] [ Provide [ bi-annual ] reports to the Board on diversity data for applicants, new starters and promotions...

Your personal brand should consistently and reliably mirror who you genuinely are and what you represent in practice day to day. Use this self-review and action plan to capture essential information about yourself, helping you to develop a strong, authentic brand that resonates. As you progress through it, you may identify actions to pursue or areas that need further development and focus. 1 What are your core aims? What outcomes are you specifically seeking to accomplish? [ Insert clear details of what you are trying to achieve, e.g. to attain partnership by December 2027 ] 2 What is your product, eg you? What are your fundamental values and guiding beliefs? [ Insert what principles or beliefs truly matter to you and influence your choices, behaviour and actions each day ] What qualifications and credentials do you hold? [ Insert relevant details ] What are...

1 Candidate Individual being evaluated [ Insert name ] Assessment date [ Insert date ] Assessor(s) [ Insert name(s) ] 2 Partnership promotion criteria 2.1 Financial and technical skills Required skill or indicator | Measurement | Does the individual meet this criteria? Billable hours [ State the benchmark for this skill/indicator, e.g., 1,500 chargeable hours per annum ] ☐ Yes ☐ No Billable hours conversion rate [ Indicate the proportion of chargeable time expected to convert into billed work, e.g., 85% ] ☐ Yes ☐ No Legal knowledge [ Insert the required measure for this skill/indicator, e.g., specific areas of specialism ] ☐ Yes ☐ No Matters handled [ Insert the required measure for this skill/indicator, e.g., volume and consistency—commendations and complaints ] ☐ Yes ☐ No Ability to understand and interpret financial reports [ Insert the...