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Martin Gregory, Consultant Solicitor for Setfords Solicitors, covering Leicester, Coventry, Northampton and surrounding areas

Conveyancing, Employment Law, Commercial Property, Business Law and Litigation
"No win, no fee" available
"No sale, no fee" option
Cost of Energy Performance Certificate (EPC) refunded if arranged by us
FREE legal consultation
FREE home/work visits
FREE evening/weekend appointments
Fixed/capped fees

Employment References: What Is The Law?

02/11/2011

Employment ReferenceJOB REFERENCES: EMPLOYERS’ DUTIES AND EMPLOYEES’ RIGHTS

An employer has no general legal duty to provide a reference to a current or former employee.

However, this rule is subject to a few important exceptions:

Firstly, the employee may be entitled to a reference pursuant to the express and/or implied terms of their contract of employment.

Secondly, the employer may be obliged to supply a reference as part of a compromise agreement entered into following a dispute.

Thirdly, a reference may be a regulatory requirement (of the Financial Services Authority, for example).

Finally, the employer may have a legitimate expectation, perhaps based on an assurance by the employer or similar conduct, that a reference will be given.

Failure to provide a reference in such circumstances may give rise to claims by the employee for breach of contract and/or discrimination/victimisation.

However, there are also substantial risks for employers when writing references. Case law has established that an employer providing a reference owes the employee in question a duty to take reasonable care in the preparation of the reference. If the employer breaches that duty, the employee can seek to recover losses arising.

Similarly, the High Court has recently found an ex-employer liable to one of its former employees in the tort of negligent misstatement for careless, fallacious comments it made about him in an e-mail to his then employer, which led to his dismissal.

If the reference is not true, accurate and fair, the employee can also sue for defamation of character and/or the unauthorised disclosure of confidential information.

Employers also owe a duty of care to the prospective/new employer, so it is very much a double-edged sword.

Because a job offer is often made conditional on receiving a satisfactory reference, the cost of getting it wrong can be substantial, especially as the employee may be entitled to see the reference by making a subject access request under the Data Protection Act 1998.

Whether you are an employer providing, or relying on, a reference letter, or an employee requesting a reference, or disputing its contents, I can help. Contact me now for more information.

Solicitors in Rugby

07/09/2011

Solicitor RugbySOLICITORS IN RUGBY, WARWICKSHIRE

I am a local Solicitor providing quality legal advice to families and businesses in and near Rugby.

I specialise in conveyancing, commercial propertybusiness law, employment law and litigation.

I visit Clients at home or at work, in the evening or on Saturdays if they prefer, all at no extra cost. Furthermore, I can be contacted outside normal office hours, again free of charge.

My fees are competitive and are fixed wherever possible.

So, whether your house is for sale, have a property dispute, need advice regarding a compromise agreement or are a business seeking help with commercial contracts or a lease or tenancy agreement, do please get in touch.

I offer a free initial assessment of your case and you can arrange an appointment online.  Low cost conveyancing quotes are also available.

Being a mobile Solicitor in Rugby, I also represent Clients throughout Warwickshire, including those located in Coventry, Nuneaton, Leamington Spa and Warwick, as well as Leicester: Find A Solicitor.

What Is A Breach Of Contract?

15/04/2011

Breach of ContractBREACH OF CONTRACT

A contract is breached (or broken) when one of the parties to the contract fails to perform their contractual obligations.

If there has either been a breach of condition, for example, where time is of the essence and completion is late (as opposed to a breach of warranty), or a serious (or fundamental/material) breach of contract, or the defaulting party refuses to perform their obligations under the contract (renunciation), the innocent party is entitled to treat the contract as discharged (or rescinded).

REMEDIES FOR BREACH OF CONTRACT

The innocent party can sue for breach of contract and claim the common law remedy of damages (or compensation).

In general terms, the aim is to put the innocent party in the position they would have been in had the contract been properly performed (expectation loss or loss of bargain), although it is sometimes preferable to claim what turns out to be wasted expenditure (reliance loss).

In either case, the actual financial loss (there is no concept of punishment) must have been caused by the breach of contract (causation) and must not be too remote.

Non-pecuniary loss is excluded, unless the contract’s purpose is to promote pleasure or enjoyment (as in the case of a holiday, for example).

The claimant is also under a duty to mitigate (i.e., minimise) their loss.

Finally, the parties may estimate or fix the damages payable in the contract (liquidated damages), provided it is genuine and not deemed to be a penalty.

Further, or alternatively, the equitable remedies of an injunction (an order of the court that something must be done or not done) or specific performance (a court order requiring the contract to be performed) are also available to the claimant and will be granted where damages are inadequate and it is just and fair to do so.

Are you a small business looking to cancel or terminate a contract, possibly by means of a letter? Perhaps, you are a SME seeking compensation for breach of contract? In these cases and many more, I can help solve your legal problems.

For commercially sound business law and litigation advice, contact me today for your FREE legal consultation.

Solicitors In Lutterworth

04/04/2011

Solicitors in Lutterworth, Leicestershire UKSOLICITORS IN LUTTERWORTH

I am a qualified, experienced solicitor providing personal, quality legal advice to individual and corporate clients near Lutterworth, Leicestershire LE17, including those situated in Broughton Astley, Ullesthorpe and Magna Park.

Being both a local and mobile solicitor means that I can visit you in the comfort of your own home or at work, in the evening or on Saturday if you prefer, all at no additional cost. Furthermore, I can be contacted outside normal office hours, again free of charge.

However, flexibility is just one of the key benefits that set me apart from more “traditional” law firms. For example, my low cost conveyancing fees are truly fixed with no hidden extras. I can also arrange a free Energy Performance Certificate (EPC) if you are selling your home (the cost is refunded on completion).

As well as residential conveyancing, I support businesses and help solve legal problems relating to commercial propertyemployment and other disputes.

I also work as a consultant solicitor for Setfords Solicitors in Market Harborough, Burbage, Hinckley, Enderby, Leicester, Loughborough and the rest of Leicestershire, not to mention Rugby, Coventry and Northampton: Find A Solicitor.

So whether you are a family in Lutterworth moving house searching for conveyancing solicitors, a small company based in North Kilworth looking to recruit staff, an employee living in Dunton Bassett facing dismissal, a business in Lubbenham considering a lease or tenancy agreement or a commercial client in Husbands Bosworth seeking debt recovery, do please get in touch. My fees are fixed/capped wherever possible and are always competitive. For peace of mind, why not arrange a FREE legal consultation? What have you got to lose?

solicitors for conveyancing | hinckley solicitors | solicitors leicester | solicitors leicestershire

Covenants On Land

28/03/2011

Covenants on landCOVENANTS ON PROPERTY

“Covenants” are essentially dos and don’ts relating to land and can be either positive, usually costing time and/or money  (for example, to construct and/or maintain a boundary fence or hedge), or negative restricting its use and enjoyment (such as not to cause a nuisance or annoyance to neighbours).

A covenant can be negative, even if phrased positively, and vice versa. It is the real intention of the original parties that matters.

The party who makes the promise and is bound to perform it is known as “the covenantor” and the person with the benefit is called “the covenantee”.

As general rules, the burden does not pass to subsequent owners of the property (“successors in title”) if the covenant is positive in nature (although a chain of “indemnity covenants” may have a similar effect), but it may “run with the land” if it is negative. The distinction is, therefore, crucial in legal terms.

In this post, I will concentrate on restrictive covenants and those relating to building, alterations and home improvements in particular.

Any such restrictions should be contained or referred to in the deeds (recorded at the Land Registry if the land has been registered or set out in old Conveyances and other title documents if not) and should be carefully considered both prior to your purchase and post completion.

Just by way of a few examples:

  1. Mr and Mrs Smith are buying a property with a conservatory. It transpires that the sellers should have obtained the developer’s prior written consent for this addition.
  2. Mr Jones is purchasing a new build property with the intention of converting the garage. Again, the deeds disclose a restrictive covenant requiring the agreement of a former owner.
  3. Miss Arthur wants to extend her home, but (perhaps unbeknown to her) there is a prohibition against developing the area in question.
  4. Mr Norman and Ms Morris want to build an additional house in their garden, but the deeds state that only one property can be erected on the plot.

All of these are fairly common situations.

Where prior approval was needed, but not obtained, retrospective consent can be applied for provided the covenantee is still in existence (if a company) or alive (if an individual) and can be traced. Even then, the covenantee is “tipped off” and may well decide to enforce the breach. Consequently, retrospective consent is not always the best option. Indemnity insurance may be preferable, whereby, for a single premium, the owner and mortgage lender are covered against the potential loss in value should the structure be demolished etc. It is important to note, however, that such polices only insure against financial loss; they do not and cannot prevent enforcement action being taken in the first place.

Similar considerations apply where agreement is required in the future.

In the case of total prohibitions, as in 3 and 4 above, indemnity insurance may be the only option if the works have already been carried out. If the alterations are yet to take place, the owner could proceed regardless and run the risk of enforcement action being taken, which could prove a costly mistake, especially if, as explained below, neighbouring properties also benefit from the covenant. Alternatively, indemnity insurance may be available, depending on the circumstances. Finally, the covenant may be discharged or modified to permit the proposed development.

There are two ways of varying or releasing a restrictive covenant. The first is to enter into a Deed. However, all parties with the benefit of the covenant must join in. This may not be limited to the original covenantee and/or their successors, but can possibly extend to neighbouring properties if certain conditions are satisfied (including the existence of a “building scheme”).

The second method is to apply to the Upper Tribunal (Lands Chamber) (formerly the Lands Tribunal). The Tribunal may discharge or modify the restriction if it is satisfied that one or more of the grounds set out in section 84 of the Law of Property Act 1925 are made out; and, if it orders the discharge or modification of the restriction, the Tribunal may award compensation to any person entitled to the benefit of the restriction.

Identifying who has the benefit and, conversely, the burden of the covenant can be difficult and technical, as can deciding the best way to proceed.

In summary, covenants are very important and should not be overlooked, either prior to purchase or during the period of ownership. Non-compliance may result in lengthy and expensive litigation and could adversely affect any sale or re-mortgage in the future, not to mention the property’s value.

Of course, covenants are only one aspect of the law of property (another of which is rights over land (“easements”)).

Furthermore, Planning Permission and/or Building Regulations Approval may still be required. Just because development is permitted (in the deeds or by the covenantee/Tribunal etc.), it does not follow that planning consent is not necessary or is guaranteed. Planning law is entirely separate and distinct.

If you are buying or selling property or looking to develop land, I can help, usually for a fixed fee.

For more information, please make a FREE enquiry.

Restrictive Covenants In Employment Contracts

18/03/2011

Employment Restrictive CovenantsRESTRICTIVE COVENANTS IN EMPLOYMENT CONTRACTS

Most contracts of employment contain restrictive covenants, seeking to not only bind the employee during the course of their employment (including any period of garden leave), but also after the termination of their employment (whether by reason of resignation, redundancy or dismissal).

Examples of such restrictions include those relating to the non-solicitation/non-dealing with customers and/or staff and non-compete clauses and can range from a total prohibition to a restriction limited in terms of time and/or geographical extent or territory.

Employment restrictive covenants are, on their face, a restraint of trade and thus against public policy. In order to be enforceable, they must  have been freely and voluntarily accepted by the employee and be reasonable and necessary to protect the legitimate business interests of the employer. The employee must have also given the employer something of value (legal consideration) in return.

Valid restrictions can be enforced by way of an application to the Court for an injunction and/or a claim for damages.

Setfords Solicitors are the employment lawyers. To get specialist legal advice from an expert Solicitor experienced in dealing with restrictive covenants and other aspects of employment law, make a free enquiry with Martin today:

Call 07776 231008

Schedule a FREE legal consultation

Send a FREE website enquiry

Email mgregory@setfords.co.uk

Terms And Conditions

15/03/2011

HOW TO WRITE TERMS AND CONDITIONS

Whilst there may be general term and conditions templates available online, sometimes for free, there is no substitute for a bespoke, comprehensive and legally enforceable agreement drafted by a specialist Solicitor.

Standard samples cannot cover all eventualities and there is invariably no recourse available if they are found to be invalid.

Whether you are designing a website, are due to commence trading or your business involves the sale and/or purchase of goods/services, I can help protect your position by not only preparing your terms & conditions, but also ensuring that they are properly incorporated into resulting contracts. Examples range from dog walking businesses and pet sitting services to e-commerce.

My competitive fees are fixed or capped wherever possible.

To stand out from the crowd, get in touch today.

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