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employment solicitor | sex discrimination | race discrimination | unfair dismissal | constructive dismissal | employment tribunal | redundancy | settlement agreement | workplace bullying employment law solicitor - uk tribunal compensation claim advice solicitors helpline: ☎ 0330 660 7006 our employment law solicitors represent workers in the employment tribunal in the united kingdom. we use the no win no fee scheme and if you do not get compensation for your claim, you pay nothing in legal fees. if you call our office we will put you through to an employment solicitor, who will give you free advice and guidance about your claim without further obligation. our employment law solicitors practice in three main areas:- unlawful dismissal our employment solicitors handle cases involving unlawful dismissal. this includes constructive dismissal and unfair dismissal, where an employee has been fired from the job without valid reason. employers should provide a clear reason for dismissal and have evidence to back such a claim up; otherwise a claim for unfair dismissal may succeed. or it may involve constructive dismissal, where an employee has left the firm due to conduct of the employer which breaches the employment contract. or it can be an alleged redundancy which may or may not be a genuine reason for dismissal. discrimination & harassment discrimination is treating, or proposing to treat, someone unfavourably because of a personal characteristic protected by law. the equal opportunity act 2010 sets out 18 personal characteristics that make discrimination in employment against the law. our employment solicitors handle cases of harassment and discrimination at work. in the past, harassment at work might have been construed as harmless teasing, but in more recent times the true effect of harassment has become more evident. shouting at employees and being unfairly critical are more obvious ways in which one worker may harass another, but more subtle ways are worth consideration too. systematically overloading employees with work, blocking them for promotion, spreading rumours about an employee among other workers, even excluding them from activities or ignoring them are ways in which employers or colleagues may harass employees. at its worst, harassment may take the form of discrimination on the grounds of age, race, gender, sexuality, or disability. an employment solicitor may be able to help you with all of these problems. employment rights our employment solicitors can provide you with detailed advice on particular aspects of the law. if you want to clarify and understand your rights in respect to wages, equal opportunities, working time regulations, maternity leave or on the rights you have when the firm you work for is transferred to other owners (transfer of undertakings regulations), then talking to a specialist lawyer is likely to help. you may be looking for employment and be keen to understand the conditions under which your proposed new employers are required to employ you. you may be in employment and concerned that your employer is breaching regulations. lawful termination in order for an unfair dismissal solicitor to establish that the termination of employment is fair an employer must be shown to have acted in a reasonable manner. an employer is required to fully investigate the situation leading up to the termination and to be able to fully justify the dismissal failing which the employee may have a valid claim for compensation. to justify termination an employer must show that it was for conduct, capability, redundancy, illegality or for some other substantial reason. an employer can legally terminate employment in the following circumstances :- an employee must behave in a reasonable manner and if his conduct is unacceptable including theft, dishonesty, corruption, drug abuse, drunkenness, abusive behaviour, unjustified absences, regular lateness or unsuitable appearance then an employer may dismiss the employee without fear of retribution from the employment tribunal. if an employee is unable to do the job in a satisfactory manner then the employer is entitled to replace him with some who can do the job. dismissal can be fair if it is by reason of redundancy however there are detailed procedures which must be followed by an employer if the termination is not to be deemed unfair dismissal. it is almost always worth an unfair dismissal solicitor considering the redundancy process as there are many hurdles where an employer can fall thereby giving an employee the opportunity to claim compensation always providing that the employee has been employed by that employer for at least two years. if continuation of employment causes a breach of the law then the employment can be terminated legally. this particularly applies in regards to work permits for employees from outside the eu. dismissal can be fair for other substantial reasons and an employment tribunal is duty bound to consider any new situations that may arise that they have not dealt with before. unfair dismissal termination of employment can only be made with sufficient justification and the employer must conduct the termination in an even-handed manner. typically an employer must first issue the employee a warning, informing them of their unacceptable behaviour and making them aware of the potential consequences. if the employer does not adequately investigate the matter before termination, a solicitor can make a claim for unfair dismissal in the employment tribunal which determines whether the termination was justifiable on one of the five permitted grounds: redundancy, illegality, conduct, inability to carry out the work or some other reason of substance. action that is automatically classified as unfair dismissal includes discrimination or victimisation based on sex, age, disability, race and religion pregnancy, making doctor's appointments, or taking maternity when an employee refuses work in excess of the 48 hour average or takes annual leave medical conditions that do not affect performance joining or not joining a trade union taking parental, paternity, or adoption leave or time off to attend to family matters there are a number of reasons a dismissal could be judged unfair, most of those reasons add up to the dismissal being unlawful. when an employer does not follow proper procedures prior to dismissal, give adequate warning or the reason given was false then employment termination becomes an unfair dismissal liable for compensation or redress before the employment tribunal which may also order the employer to reinstate the individual if the former employee so desires. constructive dismissal constructive dismissal occurs when the employer breaches the employment contract in such a way that the workplace becomes intolerable to the employee. under those circumstances, the employee is entitled to resign and to instruct an employment law solicitor to claim for financial compensation. this concept is known as constructive dismissal which is a category of unfair dismissal. actions by an employer, which might be considered as constructive dismissal because they constitute a fundamental breach of the employment contract can include : treatment that is abusive reassignment which affects job location unfavourable revisions to the conditions of employment unreasonable or unexplained modifications to an employee’s job obligations workplace discrimination discrimination continues to be a problem at work. if you believe you have been a victim of discrimination in the workplace or while applying for work, contact our office to speak with an employment solicitor, find out what your rights are or if you have a claim for compensation that can be brought before the employment tribunal. discrimination can be direct, such as outright unfair or detrimental treatment. it can also be indirect, such as an unjustifiable policy or requirement that negatively affects one group of people more than ot

URL analysis for chaselaw.co.uk

https://www.employmentintegration.co.uk/unfair-dismissal.html
https://www.employmentintegration.co.uk/legal.html
https://www.employmentintegration.co.uk/racial-discrimination.html
https://www.employmentintegration.co.uk/redundancy.html
https://www.employmentintegration.co.uk/constructive-dismissal.html
https://www.employmentintegration.co.uk/site-map.html
https://www.employmentintegration.co.uk/employment-tribunal.html
https://www.employmentintegration.co.uk/work-place-bullying.html
https://www.employmentintegration.co.uk/sex-discrimination.html
https://www.employmentintegration.co.uk/settlement.html

Whois Information

Whois is a protocol that is access to registering information. You can reach when the website was registered, when it will be expire, what is contact details of the site with the following informations. In a nutshell, it includes these informations;

Domain name:
chaselaw.co.uk

Registrant:
John Eastwood

Registrant type:
UK Individual

Registrant's address:
The registrant is a non-trading individual who has opted to have their
address omitted from the WHOIS service.

Data validation:
Nominet was able to match the registrant's name and address against a 3rd party data source on 29-Sep-2014

Registrar:
Namesco Limited [Tag = NAMESCO]
URL: http://www.names.co.uk

Relevant dates:
Registered on: 28-Feb-2005
Expiry date: 28-Feb-2019
Last updated: 28-Feb-2017

Registration status:
Registered until expiry date.

Name servers:
ns62.qnop.net
ns63.qnop.co.uk 95.142.155.4

WHOIS lookup made at 21:27:32 18-Nov-2017

--
This WHOIS information is provided for free by Nominet UK the central registry
for .uk domain names. This information and the .uk WHOIS are:

Copyright Nominet UK 1996 - 2017.

You may not access the .uk WHOIS or use any data from it except as permitted
by the terms of use available in full at http://www.nominet.uk/whoisterms,
which includes restrictions on: (A) use of the data for advertising, or its
repackaging, recompilation, redistribution or reuse (B) obscuring, removing
or hiding any or all of this notice and (C) exceeding query rate or volume
limits. The data is provided on an 'as-is' basis and may lag behind the
register. Access may be withdrawn or restricted at any time.

  REFERRER http://www.nominet.org.uk

  REGISTRAR Nominet UK

SERVERS

  SERVER co.uk.whois-servers.net

  ARGS chaselaw.co.uk

  PORT 43

  TYPE domain

OWNER

  ORGANIZATION John Eastwood

TYPE
UK Individual

ADDRESS
The registrant is a non-trading individual who has opted to have their
address omitted from the WHOIS service.
Data validation:
Nominet was able to match the registrant's name and address against a 3rd party data source on 29-Sep-2014

DOMAIN

  SPONSOR Namesco Limited [Tag = NAMESCO]

  CREATED 2005-02-28

  CHANGED 2017-02-28

STATUS
Registered until expiry date.

NSERVER

  NS62.QNOP.NET 185.52.27.27

  NS63.QNOP.CO.UK 95.142.155.4

  NAME chaselaw.co.uk

DISCLAIMER
This WHOIS information is provided for free by Nominet UK the central registry
for .uk domain names. This information and the .uk WHOIS are:
Copyright Nominet UK 1996 - 2017.
You may not access the .uk WHOIS or use any data from it except as permitted
by the terms of use available in full at http://www.nominet.uk/whoisterms,
which includes restrictions on: (A) use of the data for advertising, or its
repackaging, recompilation, redistribution or reuse (B) obscuring, removing
or hiding any or all of this notice and (C) exceeding query rate or volume
limits. The data is provided on an 'as-is' basis and may lag behind the
register. Access may be withdrawn or restricted at any time.

  REGISTERED yes

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