Legal Precedents

Attendees are invited to assess documents before the strategy away day, flagging concerns and noting ideas...

Ahead of the firm’s strategic review and development, all [ equity ] partners are asked to complete this questionnaire. Please email it to [ insert name and email address ]. Return by: [ insert date ] [ Name OR Department ] [ insert name of respondent ] Vision/future What is your vision for the firm in five years? [ insert response ] Top challenges the firm faces What are the top three business challenges for the firm? Culture and values Please circle five options that best describe the firm: ambitious dynamic pro-active innovative business-like traditional client-focused unimaginative team-focused reactive successful under achieving efficient working in silos forward thinking lacking ambition declining modern struggling ...

Person leading strategy review Lead name: [ insert name ] Coordinator Coordination support: [ insert name of the individual assisting with coordination ] Delegates Attendees: [ insert names of delegates ] Venue Venue details (name, address, room and map): [ insert name and address of venue, room name and map ] Date and time Date: [ insert date ] Strategy meeting: [ insert time, eg 08.30–17.30 ] Dinner: [ insert time, eg 19.00 ] Train times Arrival date train times: [ insert times ] Departure date train times: [ insert times ] Questions and further information For queries or additional details, please contact: [ insert name and contact information of administrator ]......

Question If you possessed a magic wand without any limitations, what changes would you bring about in the firm? Exercise 1: working group instructions Split the group into smaller teams of 3–4 people to brainstorm their thoughts. Record all magic wand wishes [ insert means of recording, eg on a flipchart, in [ name of app ], on the whiteboard ]......

1 Investing in the future (legal and commercial investments) To capitalise on our firm’s core strengths, deliver outstanding client service, and elevate brand recognition and value To allocate resource to the planned programme of activities so we continue to attract and retain top talent To dedicate [ x ]% of turnover to reinforcing our business platforms: operations, systems, risk management and environment 2 Governance/management To evaluate the management structure and processes, and develop options for consideration that streamline and strengthen the firm’s management To review and reshape the focus, timing and management of senior meetings to emphasise strategic planning, innovation and appraisal of prepared proposals To implement business planning for each legal service and operational area 3 Risk management To progress agreed actions that raise risk awareness across the firm, supported by an open-door policy and a no-blame culture To continue providing the infrastructure, systems, training and support to manage...

Number of retained and new clients (new matters) for the previous three years, by department Add departmental totals for retained and new clients/matters across last three years. Key referrers and work generated Provide details of principal referrers and the work they have produced. Analysis of the main sources of work for the previous three years, eg has work been generated via existing client/referrer recommendations, the website, through other marketing activities? Summarise three-year sources: client/referrer recommendations, website leads and other marketing. List of major clients ranked by revenue, volume of work and, if possible, profitability (include information on the source of work, size, market sector, demographics, length of relationship, client income, asset base, location and range of services used) Set out top clients ranked by revenue, workload and profitability, including source, size, sector, demographics, relationship length, income, assets, location,...

1 The aim of the absence management strategy 1.1 Decrease the annual absence rate from [ insert rate, eg 3.5% ] to [ insert rate, eg 2.0% ]. 1.2 [ Lessen the negative effect on service delivery arising from the firm’s high level of short, irregular absences. ] 1.3 Enhance the handling of long-term sickness so its contribution to the firm’s absence rate is lowered. 2 Key trends and causes of absence over the past 12 months 2.1 [ One member of staff has been away for six months with long-term illness linked to stress (following the breakdown of marriage). No meetings have taken place yet owing to the sensitive nature of the sickness. ]......

FORTHCOMING CHANGE: The Information Commissioner’s Office ( ICO) has issued draft guidance on keeping employment records and on recruitment and selection. This Precedent will be updated once the ICO draft guidance is finalised. 1 Introduction 1.1 The Company acknowledges that the internet and social networking channels serve as communication tools both in the workplace and beyond it, including at home. This policy sets out the conduct we expect when social media is used, explains when we may review your social media activity, and identifies the steps we will take where it is not followed or is breached. Read this policy alongside our [ Internet, email and communications policy ], which explains how staff and representatives may use the Company’s internet and email systems and networks. 1.2 This policy applies to all individuals, including employees, workers, temporary and agency workers, contractors, interns, volunteers and...

1 Introduction 1.1 This policy provides a summary of the Company’s measures to ensure we fulfil our health and safety duties towards employees and wider stakeholders, including people visiting our sites and anyone impacted by our activities, effectively and consistently. 1.2 This policy is non-contractual, and the Company may change it at any time. 1.3 The Company intends this policy to serve as guidance to support our continuing operational decision-making, and as a benchmark against which any procedures put in place can be evaluated......

1 Purpose and scope 1.1 Every organisation can face things going wrong or unknowingly conceal wrongdoing. We treat malpractice with the utmost seriousness and are committed to running our business with honesty and integrity, expecting all staff to uphold high standards. We welcome open dialogue from everyone who works with us and want individuals to feel confident about raising concerns. We will provide regular training for all staff on whistleblowing law and this policy. 1.2 All staff are protected by whistleblowing laws when concerns are raised in the correct way. This policy is intended to offer that route and protection. It is not important if the person raising the concern turns out to be mistaken—staff are not required to prove the allegation; however, they must reasonably believe the disclosure is in the public interest and that the information points to some form of...

1 Introduction 1.1 This document clearly explains our approach to dealing with requests from qualifying employees to alter their existing employment terms and conditions. 1.2 This policy is provided for guidance only and is not incorporated into your contract of employment; we may change it at any time. It summarises the rights employees have under law, but is intended as a brief overview only and not a full statement of your rights. Please contact [ the HR department ] if you have any questions at all about your entitlement. 1.3 This policy applies solely to employees and, in some cases, to agency workers. It does not extend to consultants [ , contractors ] [ , volunteers ] [ , interns ] or casual workers. 1.4 [ If you want to request to opt into hybrid working, which means staff attend the...

[ To be typed on employer’s headed notepaper ] [ Date ] Dear [ insert name of employee ], Re: [ insert name of employer ] (the Company) Further to our latest meeting with you on [ insert date ] [ , at which you were accompanied by [ insert name ] ] , I am writing to [ inform you of OR confirm ] the Company’s decision concerning your employment. It is with regret that I must advise you that the Company has decided to terminate your employment on the grounds of your ill-health. This outcome has been reached in light of [ the medical evidence OR the report of Dr [ insert name ] dated [ insert date ] ] , the conversations we have had with you and the requirements of the business. In our letter dated [ insert date of final written warning ], we issued a...

[ To be printed on the employer's headed paper ] [ Date ] Dear [ insert name of employee ], Re: [ insert name of employer ] (the Company) I am writing to [ inform you of OR confirm ] the Company’s decision reached following the capability meeting on [ insert date ] [ , where you were accompanied by [ insert name ], ]. Our letter dated [ insert date of final written warning ] advised that you had received a final written warning in line with the Company's [ Performance and capability procedure ]. That correspondence cautioned that you may face dismissal if the expected improvement in attendance was not achieved, namely: [ set out required improvement and timescale as set out in final written warning ] [ In light of information you provided at the capability meeting, we have disregarded the absence [ s ] on [...

1 Policy statement [ Insert name of employer ] is dedicated to ensuring every member of staff is treated with dignity and respect, and acts likewise towards colleagues. We believe everyone, whatever their position or grade, is entitled to work in a setting free from any form of bullying or harassment. This policy applies to all who work for us, whether on our sites, at home or elsewhere, including agency workers, apprentices, consultants, contractors, directors, employees, homeworkers, interns, temporary staff and volunteers. All staff must read this policy and make sure they understand which behaviours may amount to: bullying (see paragraph 3); harassment linked to protected characteristics (see paragraph 5); sexual harassment (see paragraph 6). If you...

1 Policy statement The Company is committed to advancing equality, diversity and inclusion ( EDI). By this we mean: equality: delivering fair treatment and equal opportunity for all employees, workers and job applicants, and eradicating unlawful discrimination; diversity: acknowledging, respecting and valuing the differences in our people’s protected characteristics, backgrounds, skills and experience, and encouraging gender, age and ethnic diversity, alongside diverse physical ability and neurodiversity across our workforce; inclusion: creating a fair, safe workplace for everyone that values difference and enables each person to be themselves, reach their potential and thrive at work. The Company will not unlawfully discriminate against any employee, worker or job applicant on the basis of any protected characteristic recognised by current legislation, namely: age; disability; gender reassignment; marriage or civil partnership status; pregnancy and maternity; race (including colour,...

1 Introduce everyone present by name and role, if appropriate. Confirm who is taking the meeting notes, how they will be recorded, and that copies will be clearly made available to the employee afterwards. If the employee has a disability, describe any adjustments made to the procedure to minimise or remove any potential disadvantage they could experience during the process. 2 Advise the employee that the purpose of the meeting is to address the performance issue that has already been raised with them at an earlier stage, originally in an informal discussion and, potentially, in a prior formal meeting. Explain that, during the meeting, you will step through each of the concerns that have been identified, and give the employee a full and fair opportunity to fully set out any circumstances affecting performance and to put forward any reasons for the...

1 Introduction 1.1 This policy sets out the arrangements for shared parental leave and pay in connection with the birth of a child. If you are adopting a child, please refer instead to our Shared parental leave (adoption) policy. Shared parental leave equally applies where a child is placed for adoption, and the arrangements for adoption are very similar to those that apply following the birth of a child. If you are thinking about taking shared parental leave in relation to an adoption, you should contact the HR department, who will be able to give you further information about eligibility and the notice requirements. 1.2 This policy applies to all employees. The elements of this policy that concern shared parental pay also cover individuals who are not employees but are in ‘employed earner’s employment’ with us (this would include most qualifying agency workers). If you are...

[ insert date ] Dear [ insert name of employee ], Re: [ insert name of employer ] This letter confirms the decision reached by [ me OR [ insert name(s) and job title(s) ] ] following the meeting on [ insert date ], which was convened to review [ your grievance regarding [ insert details ] OR the grievance outlined in your letter ]......

This Precedent provides a template script for employers, acting as a prompt for the steps to follow during a grievance meeting with an employee. 1 Introductions of those present. Confirm who is attending; identify the note-taker and state that copies of the meeting notes will be given to the employee. If the employee is unaccompanied by a co-worker or trade union representative, confirm that this is their own choice. Explain that the grievance will be kept confidential as far as practicable; if investigation is required, a limited number may need to be told, and anyone interviewed will also be asked to keep matters confidential. Ask the employee and any companion to maintain confidentiality as well. Decide how you will respond if the employee asks to record the meeting. Recording might be agreed as a reasonable adjustment in some circumstances, but should not usually be needed where a note is taken and a...

[ To be typed on headed notepaper of employer ] [ Insert date ] Dear [ insert name of employee ], Re: [ insert name of employer ] (the Company) Further to our recent conversation, during which I explained concerns regarding [ insert details ], the Company has decided that these matters are sufficiently significant to require your attendance at a [ performance OR capability ] meeting. [ I enclose a copy of the Company's [ Performance and capability at work policy ] for your reference OR You can find a copy of the Company's [ Performance and capability at work policy ] in [ the Company’s staff handbook OR [ specify document ] ] ], and please focus in particular on pages [ insert page numbers ]. The meeting is set for [ insert date ] at [ insert time ] and will be held at [ insert...