The Employment Appeal Tribunal (EAT) has found that where a TUPE transfer has taken place, subsequent changes to employees’ terms and conditions may not be invalid...
Schools and academies need immediate, clear and pragmatic advice when faced with complex staffing issues.
Our expert employment team has extensive experience of advising on a wide range of employment, pensions and strategic HR issues. We also offer an annual employment and strategic HR support package on a highly competitive, fixed-fee basis. Whether you need support managing day-to-day HR issues or guidance on strategic organisational changes, our team has a wealth of practical experience and knowledge to help you achieve the outcome you are looking for.
We also provide regular training for schools, academies and other educational organisations on a wide variety of topics, helping to ensure that you are equipped to achieve the outcomes you are looking for and are up to date with the latest guidance and requirements.
We can support with:
- strategic employment law advice to schools, MATs, dioceses and other education providers;
- training – we regularly provide training for our clients, ranging from workshops on general employment law to tailored training for senior and middle leaders;
- team restructures, including advice on process, contracts and terms of employment;
- strategic pension advice;
- grievances and disciplinary procedures;
- TUPE - advising on all aspects relating to transfers and indemnities on outsourcing;
- discrimination issues;
- managing allegations against staff;
- union issues - including collective negotiation and injunctions on industrial action; and
- exit agreements.
The advice received from Anthony Collins Solicitors was clear concise and helpful. They explained the issues involved and the implications of the same so that the Academy was protected; saving valuable time and resources.Principal.
Anthony Collins Solicitors has provided invaluable support in ensuring we managed not only the TUPE process but also ensuring we minimised risk to the Trust in the way that we managed changes to the leadership structure. With the support of James Monk, we were able to bring about the necessary changes in a way that was consistent with our approach to managing and valuing staff.Helena Arnold, Diocesan Director of Education, Diocese of Gloucester.
Helping teachers as people
call the service specialist on 0121 214 3689
As a teacher, or a professional working in the education sector, there are multiple issues that you may face. Whilst we do offer advice about educating children from a variety of backgrounds in a safe and caring environment, we also offer advice to you as an individual. We understand that the pressures and numerous challenges facing those in charge are not always classroom based.
Education is one of our core sectors. This allows us to combine our specialist subject knowledge and experiences with our personal approach to individual cases. Our clients tell us that the service they receive from us is unique, and we believe this comes directly from our commitment to the purpose of our firm: 'to improve lives, communities and society’.
Partner in the employment team.
We have been recognised for the work we do
In the case of Mbubaegbu v Homerton University Hospital NHS Trust, the EAT has found that no single act of gross misconduct is required for a fair dismissal for misconduct.
The Court of Appeal has given a Judgement in City of York Council v Grosset that a dismissal of an employee with a disability can amount to unfavourable treatment.
The EAT held in Roddis v Sheffield Hallam Uni that a zero-hours employee can compare themselves to a permanent full-time employee when seeking to enforce the right not to be treated less favourably.
The Employment Appeals Tribunal (“EAT”) held in Flowers v East of England Ambulance Trust that “normal” remuneration included voluntary overtime if it was paid over a sufficient period.
The European Court of Justice (ECJ) has given a Judgement in Ville de Nivelles v Matzak on whether stand-by time constitutes working time under the Working Time Directives.
Employers are having to walk a fine line between protecting their interests whilst also ensuring that they are not breaching their employees’ rights.
The sanctions against employers who knowingly or unknowingly employ individuals who do not have the correct immigration status to work in the UK are stringent.
Under the Working Time Regulations (WTR) a worker is entitled to a 20 minute rest break away from their workstation if their daily working time exceeds six hours. However, there are limited circumstan
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