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TIPS FOR WEATHERING A CHILL IN THE ECONOMY
July 16, 2009, 8:20am
Whether your business is struggling or thriving, you may feel the effect of a downturn in the economy through your employees. You need to ensure that the chill felt does not translate into lost business, key employees resigning and a reduction in profit.

Key Areas to Consider

Communication - People often forget to communicate effectively with their employees when business is not going well as they are focused on finding new customers. You should, if you can, re-assure staff that the company and their jobs are safe. Let staff know financial forecasts, if possible. You can circulate an email newsletter, put up posters in communal areas or invite staff to an information meeting.

Appraisals – Just because the economy has slowed, does not mean that staff should not have their annual appraisal. Performance issues with staff need to be addressed irrespective of how a business is doing as poor performance can cost a business money. Good performers need to be acknowledged, otherwise the risk of them leaving a company is increased.

Fraud – Now is a good time to watch out for employee fraud. This often increases in a recession but be careful not to infringe the privacy of your employees. They have human rights too.

Information Gathering
Now, more than ever, you need the information necessary to know what the limits are on what you can do with your staff. This requires information gathering. The places to look for such information are:
· Employees’ contracts;
· Handbook or policies and procedures;
· Custom and practice (what actually happens and has been happening on the ground).

From these sources you should establish:
· what the notice periods are for your employees remembering that staff are entitled to at least their statutory notice; if the contractual notice is longer, they get the contractual notice;
· whether there is a variation clause in the contracts;
· whether there is a clause for unpaid short-time working or lay-off;
· whether there is a policy for dealing with capability or performance and if so, what it says;
· whether there is a policy for redundancy and again, if so, what it says.

Ways to achieve cost reductions

Redundancies come to mind first but are not always the best option. You should consider:
· offering part-time work to staff. Some might be pleased to reduce their working week; this might help reduce man hours and thus labour costs.
· if you have a short-time working or lay off without pay clause then there is a chance of providing the business with some financial relief (albeit temporary). You should remember that after certain periods, these staff can claim statutory redundancy in any event.
· salary reduction and/or a reduction in hours. These entail quite major contract changes so even if the contracts have a clause permitting variations, you would have to gain agreement to such changes. Effective communication can help to facilitate this. Termination and re-engagement on new terms can offer a solution but this is risky and you should seek further advice.

If you cannot reduce costs with these options, then you might have to consider redundancies. You might want to offer voluntary redundancies first but you need to be comfortable that you will not lose your best staff this way (these staff are often the most employable). Compulsory redundancy should only be considered after all other solutions have been explored and rejected.

At least having gathered all the information relating to employee’s terms and conditions, you will be able to quantify the loss you will incur with each employee being made redundant and the further financial risks you run.

Conclusion

The economy may be cooling your business. Effective communication with your employees should help ensure you retain and motivate one of your business’s most important assets. Information gathering will help ensure you know how you can treat them. Redundancies should be the last resort.

By Catrin Williams, Employment Law Solicitor
Rubin Lewis O’Brien Solicitors LLP

 
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Panorama Highlights Dangers of Using Will Writers
 
In this week’s Panorama programme, presenter Vivian White highlighted the risks in using a will writing service. Many people are under the false impression a ‘will writer’ is a solicitor, but unlike a solicitor they do not have to undergo any training, have insurance, and are not regulated by any organisation which ensures that they conduct their activities in the interests of the consumer and provide some form of redress, if things go wrong. If they go out of business, there is little that can be done- sometimes the will cannot be found, even where charges have been made for storing it.
 
Andrew Poole’s wife, Suzanne used a will writer, but the will failed to include any provision for him, leaving the entire estate in trust for his stepdaughters. Caroline Bielanska, Chief Executive of Solicitors for the Elderly, appeared on the programme, and expressed concern that a spouse had not been provided for. The will writers appeared to have failed to advise on his right to bring a claim against the estate for inadequate provision. She said, ‘a specialist solicitor would have asked why a spouse was left out, kept a detailed record of those reasons and advised of the high risk that the will would be challenged’. Solicitors are in the business of giving legal advice, taking into account the client’s domestic and financial circumstances- it does not appear that Suzanne Poole received any such advice’.
 
The lack of regulation has enabled many will writers to adopt high pressure selling techniques which was illustrated in the programme, often offering wills for a low or discounted fee, and then recommending themselves to be appointed as executors, selling other services without full advice, such as transferring the home into a trust in an attempt to avoid care fees. Terms and conditions can be poorly worded and difficult to understand. In secret filming undertaken by the BBC for the programme, an elderly couple was not told the details of charges which were confusingly set out in writing but then taken away by the will writer.
 
The fear of solicitors costs, prompts some people to use will writers. Laura Selby of Rubin Lewis O’Brien LLP, Solicitors, Cwmbran commented, “Solicitor’s are required to set out in writing the basis of their charges, and in many cases wills are undertaken for a fixed fee with free storage of wills and other documents.” Recent research by the consumer group, Which? found that the average fee for will drafted by a solicitor was £130, compared to a will writer of £107.
 
Laura Selby said, “This programme highlights the potential for getting it wrong without full legal advice and the need for proper regulation of will writers. It can be very costly to undo after you have gone and can leave your family in disarray when they have to pick up the pieces as problems generally only come to light when you have died.”
Notes to Editors:
1.      Solicitors for the Elderly (SFE) is a national organisation of lawyers, such as solicitors, barristers, and legal executives who are committed to providing and promoting robust, comprehensive and independent legal advice for older and vulnerable adults, their family and carers.
2.      67% of consumers wrongly believe that all will writers are solicitors, research has shown. A survey of more than 1,000 people revealed that 82% assumed that training and qualifications are required before someone can become a will writer. The Fellowship of Professional Willwriters and Probate Practitioners commissioned the survey.
3.      Solicitors are regulated by the Solicitors Regulation Authority and must follow the Solicitors Code of Practice and Solicitors Accounts Rules.
4.      Solicitors have to undertake regular continual training.
5.      Research from Which? identified that many people were not given full advice about costs upfront by will writers, particularly for the cost of probate (Feb 2010).
6.       Members contact details: Laura Selby - telephone number: 01633 867000
 
 
 
TRAINEE QUALIFIES!

The Partners are pleased to announce that Sarah Telford has qualified as a Solicitor, with effect from 1st April 2010.

Sarah will continue to work in the Litigation Department in the Cwmbran Office and can be contacted on 01633 867000.

 

 
 
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