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Archive for 2015

explaining sick pay

02/12/2015
Sick pay in the work place is pay that is given to an employee who is unwell and subsequently unable to work. It is applicable in England, Wales, Scotland and Northern Ireland. Every employer will ha

Sick pay in the work place is pay that is given to an employee who is unwell and subsequently unable to work. It is applicable in England, Wales, Scotland and Northern Ireland. Every employer will have a different policy but there are a few basics that are covered by law.

Sickness is something everyone has to deal with at some point so it is important to know exactly what is required from you as an employer, such as what you are required to record, when to stop paying and the legality of dismissing an employee for illness.

There are two types of sick pay: Company Sick Pay (CSP) and St atutory Sick Pay (SSP).

Company Sick Pay is only applicable after a certain period of employment, regardless of whether an employee works full time or part time . However, companies are in no way obligated to provide Company Sick Pay unless it is explicitly outlined in the employee’s contract.

Statutory Sick Pay is different in the sense that all employees are entitled to SSP, which is determined by the government. This sick pay is applicable after 4 consecutive days of illness, including weekends and bank holidays. The weekly Statutory Sick Pay in 2016 is £ 88.45 for up-to 28 weeks.

There are a number of things you can do to keep track of employee’s sick days. This includes the employee fills out a self-certificate explaining their illness – this is necessary for shorter periods of absence. If the employee is absent for more than 7 days, proof from a medical professional, such as a doctors note, should be provided.

You should keep records of all employee absences due to ill ness in the form of the SSP2, SSP1 and SC2 documents.

If an employee’s long-term sickness prevents them from doing their job, this can be a fair reason for dismissal. However, as an employer you must prove you acted fairly by considering other alternatives to dismissal.

To help ensure you are fully and correctly informed, this infographic explains exactly how sick pay works and what you as an employer are expected to do.

everything you need to know about intellectual property

05/11/2015
Intellectual property law encompasses a broad category of legal rights designed to protect certain types of information, ideas, names and inventions in their expressed forms. In the modern world,

Intellectual property law encompasses a broad category of legal rights designed to protect certain types of information, ideas, names and inventions in their expressed forms.

In the modern world, with so much access to public infor
mation online, it can be difficult to
know what you can and cannot use legally. It is equally impor
tant to understand what
intellectual property rights you or your business owns,
so that you can commercially exploit
these rights to your advantage.

Having a good grasp of intellectual property law therefore plays
a pivotal role in allowing
you to maximise your competitive position whilst avoiding i
nfringing the intellectual
property rights of others.

Key Areas of Intellectual Property Protection

  • Copyright
  • Patents
  • Trade marks
  • Registered designs

Other areas of particular relevance for businesses include confidential information, data protection and registration of domain names.

Infringements of your intellectual property is not only unjust, it can affect your commercial interests and as a result should be taken seriously. Although some intellectual property rights can be difficult to enforce, keeping vigilant about your interests and ensuring you have the correct legal documentation to support them will work in your favour. For the registration and defence of patents, for example, legal processes must be followed, and you would strongly benefit from employing a legal professional.

All of these areas can be quite complex, so whilst this guide is intended to provide an initial
high-level overview of the key concepts, it does not take into account your specific requirements and should not be considered as a substitute for professional advice. We therefore recommend that you seek independent legal advice before relying on the content of this guide.

the ultimate graduate guide

05/09/2015
If you’re applying for a graduate scheme, read Rosenblatt’s Ultimate Guide to Graduate Scheme Applications first & put your best foot forward. Applying for graduate schemes can be stressful. T

If you’re applying for a graduate scheme, read Rosenblatt’s Ultimate Guide to Graduate Scheme Applications first & put your best foot forward.

Applying for graduate schemes can be stressful. They are some of the most hotly competed for jobs, and with good reason. Graduate schemes offer training, prestige and a foot-in-the-door at a high-profile company.

When you’re applying for a graduate scheme it’s important to turn that stress into adrenaline and make sure that you produce the best quality application you can. When several hundred people are applying for a few select places, even the smallest grammatical slip-up could mean the difference between getting an interview, or your application ending up on the scrap heap.

Job applications are never easy and it can often be hard to know where to start. You might spend days agonising over a single sentence. Or, in a fit of panic decide to reuse an application that you’ve used before.

To help people who are feeling the pressure as they’re filling out applications, Rosenblatt have written The Ultimate Guide for Graduate Scheme Application. We go through all of the important things you need to consider and all of the little details which companies will be looking out for. We outline how you should prepare for the application, the research which you will need to do; how to plan and focus yourself as you complete it; and what you need to check before pressing ‘Send’. If you’re thinking about applying for a graduate scheme in law – why not take a look at the Rosenblatt Graduate Page? We accept a select few graduates on to our scheme every year and invite them to hit the ground running in a city law firm where they will be fully involved from day one.

The deadline for vacation placement and training contract applications is
29th February 2016.

Applicants should apply for both a vacation placement and a training contract at the same time. Our training contract assessments are conducted at the end of the vacation placement week so it is vital that you complete the application for both.

everything you need to know about an employment tribunal

05/06/2015
Although some employers and employees decide to take an alternative dispute resolution route, many still engage in employment tribunals to settle cases. These tribunals, although sometimes considere

Although some employers and employees decide to take an alternative dispute resolution route, many still engage in employment tribunals to settle cases. These tribunals, although sometimes considered more casual than traditional court cases, must be taken seriously. Good preparation is the key to defending yourself – both in the case of a tribunal and in preventing their happening in the first place.

There has been a significant decrease in the amount of employment tribunals since 2013 introduced fees for claimants. Nevertheless, an employment tribunal is a situation which neither an employer nor an employee wants to find themselves in.

There are many differences between an employment tribunal and a traditional court case. These cover both physical differences (for example, wigs and gowns are not worn and witnesses sit to give evidence) and differences in the way the case is decided (the tribunal is overseen by a judge and two ‘lay’ people).

Whether the case has come about due to misconduct either by the dismissed employee, or by the employer – these publicly handled cases can be unpleasant for all parties involved. Preparing yourself for what you can expect and researching exactly what is expected of you will help you to make a better impression. Be well prepared with contracts of employment, employee handbooks, HR policy statements and any other documentation or evidence which is relevant to the case.

Good levels of procedural training, management training and excellent record keeping are the most important factors in ensuring that your organisation can defend themselves should they be involved in an employment tribunal. Losing your case at tribunal will not only have financial repercussions but can also cast a negative light on the reputation of your organisation.

We have compiled some of the key features of employment tribunals into the easy to read infographic below.

Rosenblatt advises Energy Technique plc in its approved takeover by Volution Group plc

23/12/2015 | Tom Ferns
Rosenblatt has acted for Energy Technique plc in its approved takeover by Volution Group plc by way of a court sanctioned scheme of arrangement for cash consideration which valued Energy Technique pl

Rosenblatt has acted for Energy Technique plc in its approved takeover by Volution Group plc by way of a court sanctioned scheme of arrangement for cash consideration which valued Energy Technique plc at approximately £9.25 million.

Energy Technique plc has an estimated approximately 25 per cent. market share of the fan coil market in the UK, with an end user base including Land Securities, Grosvenor Estates, Boots, Tesco and Sainsbury’s. Volution Group plc is a leader in the UK in the manufacture and design of Mechanical Ventilation with Heat Recovery products.

The Rosenblatt team was led by Tom Ferns and Jon Lovitt with assistance from Robert Black and Amanpreet Bhandal.

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