info@gullands.com

01622 689700 / 01474 887688

News

  • Thursday 2nd October 2014

    LEGAL STATUS OF VOLUNTEERS

    The legal status of volunteers is not clear-cut, there is a range of options, from the purely voluntary to contractual arrangements. This uncertainty can make it difficult for organisations taking on volunteers to ascertain whether and to what extent they owe their volunteers legal ...

  • Thursday 2nd October 2014

    Hiring an employee: Part one

    This two-part business briefing will highlight the key legal issues a business needs to consider when recruiting a new employee. Before advertising • Make sure all staff involved in the recruitment process have had equal opportunities training (and they continue to receive it while ...

  • Thursday 2nd October 2014

    Reference: to give or not to give?

    Generally there is no legal obligation for a business to provide a reference for an employee or former employee or for that reference to be comprehensive. However, an employer’s policy on references must be consistent to avoid allegations of discrimination. If refusing to provide a ...

  • Thursday 2nd October 2014

    A year in business

    360 Employment Evolution is able to recruit, train, support and sustain your staff, by getting to know your business, understanding your requirements and supporting your team’s balance and harmony. Each step is flexible to a company’s needs, used where and when most effective and ...

  • Thursday 2nd October 2014

    EMPLOYMENT MYTHS 1

    I don’t have an employment contract, therefore my employer can dismiss me and I don’t have any employment rights. This is a myth, if an employee is turning up to work and being paid then there is an employment contract, albeit that the terms of the contract are not recorded ...

  • Thursday 2nd October 2014

    Project Monitoring

    The Royal Institute of Chartered Surveyors (RICS)defines Project Monitoring as “protecting the client’s interest by identifying and advising on the risks associated with acquiring an interest in a development that is not under the client’s direct control”. Where the ...

  • Thursday 2nd October 2014

    Subcontractor or employee?

    Whilst contracts for labour can be drafted to provide for self-employment as opposed to employee or worker status, in cases of dispute it will not only come down to what the contract says, but what actually happened during the contract. The question as to whether an individual is an employee ...

  • Thursday 2nd October 2014

    EXTENSIONS OF TIME AND LOSS AND EXPENSES

    An extension of time should be granted, under clause 2.28.1 of the JCT Standard Building Contract without Quantities 2011, if the completion of works is likely to be delayed beyond the completion date due to a relevant event that is not the contractor’s fault, such as variations, adverse ...

  • Thursday 2nd October 2014

    Tricky JCT Clause for Contractors & How to Manage it

    Most contractors at the end of a project and at the contractual time for the issue of the Final Certificate try and reach a sensible agreement through negotiation with the Contract Administrator on financial matters. However, standard JCT forms of contract have a clause which deals with the ...

  • Thursday 2nd October 2014

    Mediation

    Mediation is a flexible, voluntary and confidential form of alternative dispute resolution in which a neutral third party assists the parties to work towards negotiating settlement of their dispute. It is important to understand that it is not the mediator you need to persuade, but the other party ...

Page 37 of 70