This is a key element of our approach - the only way to give commercial, informed business advice is to understand a Client's business and the issues it faces
Yes, in appropriate cases. Most transactional work lends itself to a cap on fees and we understand why this is an important consideration for Clients
Yes, frequently. Most acquisitions/disposals will have property and employment issues to address. Frequently, we work with our Litigation team on complex corporate and contractual cases, where an understanding of the non-contentious rationale is vital
Yes, provided we are not also instructed by the organisation itself. We have extensive experience (including as board member) of the governance and others difficulties that can arise. This gives us a valuable insight.
Yes. In fact, we find that this speeds-up the learning curve with new Clients and maximises the help we can give by involving us at the thinking/strategy stage.
Yes, happily. Wherever possible, we try to produce work that has a lasting benefit to Clients - we do not expect Clients to have to come back to us each time routine advice is necessary. That is simply not realistic or cost-effective.
It is becoming increasingly common for commercial (and other) disputes to be resolved without the need for court intervention and by a form of alternative dispute resolution. Forms of alternative dispute resolution include Arbitration, Adjudication and Mediation and we will advise you of the suitability of one or more of the same at various stages as your case progresses.
In common with other departments in the firm, we will always provide you with a fee earner's direct telephone line. Under our Client Charter we are also committed to returning your telephone calls on the same day or if not possible within twenty four hours. All our partners are available by mobile telephone.
In some circumstances we are able to offer our clients no-win, no-fee type Conditional Fee Arrangements. We would be happy to discuss this with you should this be applicable to your particular case. Typically Conditional Fee Arrangements are backed-up by an "after the event" insurance product for which a premium is usually payable.
When an employee makes such a complaint, you should arrange to meet formally with the employee to discuss the complaint. You should carry out an investigation into the complaint and if appropriate the manager can be suspended on full pay whilst the investigation is carried out. As an employer you have a duty to protect the employee from any further acts of bullying or harassment and you must take steps to prevent it. After all investigations have been carried out, you will then be in a position to decide whether disciplinary action should be taken against the manager and whether dismissal is the appropriate sanction.