"Hospitality was great – Course content very relevant and thought provoking. Given me lots of ideas on how to manage poor performance."

Yvonne Jackon, Rotherham Hospice

"Very informative; very good advice on performance review section. Shows how important they are"

Chris Moriarty, Gilder Group Ltd

"Overall excellent, gives you some confidence that performance managing does not have to be skated around"

Scott Bonsall,, Gilder Group Ltd

"Excellent course, well presented."

Andy Cuthill, Cambridge Water

"The procedures to follow were explained very clearly. There was good discussion and clear advice."

Arches Housing, Manager

"Very informative, answered all my questions clearly” and “Clear, concise and friendly"

Forum Café Bars Ltd, Line Managers

"I was unable to find a public course on this topic which fulfilled my needs. The bespoke course was just what I needed."

Rebecca Buck, Press Association, HR Manager

"Very clear and concise practical session. The case studies were a good way of getting the message across."

Sue Senior, School Trends Ltd, Training and Development Manager

"Informal and relaxed. Opportunity to discuss the issues we were specifically dealing with"

Jillian Corbett, Target Housing

Our training is designed to empower your managers to operate within the law to drive the better performance of your organisation.

As experienced trainers, we understand that style of delivery is just as important as legal content. Death by Powerpoint is not our thing. Through the use of case studies, practical explanations and interactive discussion, we allow time and space for delegates to discuss real life issues and ask questions in a comfortable, relaxed environment.

Our bespoke approach to training means that we can design a course to suit your particular needs, people and policies. In doing so, we can also address the issues which arise in your sector or organisation and use case studies which are based on real life scenarios. We are happy to travel to you to provide the training, which is cost effective for you too. We give a fixed cost for all our training which includes materials and a certificate of achievement for the managers to take away.

Popular topics we train on include:

  • Conducting disciplinary and grievance investigations
  • Equality and diversity in the workplace
  • Effective management of poor performance
  • Tackling sickness absence
  • Employee use of social media
  • Handling breakdowns in working relationships
  • Recruitment and selection
  • Conducting workplace consultations

Please get in touch to discuss your training requirements.

At Taylor&Emmet we believe that everyone should be treated equally. Not only does the firm oppose all forms of unlawful and unfair discrimination but we are actively committed to eliminating discrimination and encouraging equality and diversity in our workplace through our own policies and procedures.

We particularly recognise the difficulties which many disabled people face in employment or when accessing our services. We therefore offer a wide range of services to support, advise and where necessary litigate on behalf of disabled people who have suffered the effects of discrimination

T&E Equality - Discrimination law

The services we provide which aim to advise and support disabled people include the following:

  • Advice and support for people who are facing discrimination at work or who have been dismissed as a result of discrimination
  • Probate services for disabled clients

T&E Equality - Case studies

Disability discrimination - failure to make reasonable adjustments

We recently acted for an employee who was made redundant because of a disability after over 20 years’ service with her employer. We represented the client at a Tribunal hearing where we were successful in getting a Judgment not only of unfair dismissal but also of discrimination relating to her disability and failure to make reasonable adjustments because her employer relied on disability related absence when they took the decision to make her redundant.


Sexual orientation discrimination - harassment at work

We have also recently pursued a claim in the Employment Tribunal on behalf of a client who was harassed on the grounds of sexual orientation. Despite being heterosexual he was subjected to homophobic bullying and the Tribunal agreed that not only had he been unfairly dismissed but that he had also been the victim of work place bullying on the grounds of sexual orientation.

Discrimination happens when your employer treats you less favourably than another employee because of a “protected characteristic”.

The Equality Act 2010 came into force on 1 October 2010 and unified the law on discrimination. Under the Equality Act, there are four main types of discrimination which are covered (direct discrimination, indirect discrimination, harassment and victimisation), and nine protected characteristics to which the Equality Act applies (age, disability, marriage and civil partnership, gender reassignment, pregnancy and maternity, race, religion or belief, sex or sexual orientation).

There are two further types of discrimination which relate to disabled employees, which could occur if your employer fails to make reasonable adjustments to accommodate your disability or treats you less favourably because of a reason arising from your disability.

If you have received less favourable treatment at work due to any of the above protected characteristics, it is likely that you have been discriminated against. It doesn’t matter if the protected characteristic does not apply to you, the law can now also help you if a family member, friend or co-worker possesses the characteristic, but you suffer less favourable treatment as a result (for example, you receive less favourable treatment because your son is homosexual).

Case Studies

Case studies

Disability discrimination - failure to make reasonable adjustments

We recently acted for an employee who was made redundant because of a disability after over 20 years’ service with her employer. We represented the client at a Tribunal hearing where we were successful in getting a Judgment not only of unfair dismissal but also of discrimination relating to her disability and failure to make reasonable adjustments because her employer relied disability related absence when they took the decision to make her redundant.

Sexual orientation discrimination - harassment at work

We have also recently pursued a claim in the Employment Tribunal on behalf of a client who was harassed on the grounds of sexual orientation. Despite being heterosexual he was subjected to homophobic bullying and the Tribunal agreed that not only had he been unfairly dismissed but that he had also been the victim of work place bullying on the grounds of sexual orientation.

Examples of discrimination at work

Examples of discrimination at work

Direct Discrimination

This occurs if you are treated less favourably because you possess one of the protected characteristics. For example, if you were not offered for a job because of your age, it is likely that you will have suffered direct age discrimination.

Indirect Discrimination

Indirect discrimination occurs when a provision, criterion or practice (working condition or rule) places you at a disadvantage compared to other employees who do not have the same protected characteristic. For example, it could be indirect sex discrimination against a woman for an employer to insist that all employees must work full time rotating shift patterns, as statistically more women than men have childcare responsibilities and have to work part time or regular hours. .

Such discrimination is likely to be unlawful unless your employer can show it was justified.

Harassment

This is unwanted conduct of a physical or verbal nature which has the effect or purpose of creating an offensive, degrading or intimidating atmosphere, which typically humiliates or injures the target of the harassment. Even if the comments aimed at you were not intended to make you feel harassed, if it had this effect then you could potentially have a claim. Such behaviour is prohibited in the workplace, but an employer’s duty not to allow harassment of employees can also extend to social occasions, such as the office Christmas party, or to harassment by third parties such as customers or suppliers. Harassment covers examples such as racial abuse, or unwanted sexual advances.

Victimisation

Victimisation is treating an employee less favourably than others because they have made, or intend to make, a complaint about discrimination. This could cover, for example, your employer subjecting you to unfair disciplinary proceedings as a result of raising a grievance about less favourable treatment because of your race.

Disability Discrimination – Failure to Make Reasonable Adjustments

You could be disabled for the purpose of the Equality Act 2010 if you have a physical or mental impairment which has a substantial and long term adverse effect on your ability to carry out your normal day to day activities. If you have HIV, cancer or multiple sclerosis, or certain serious visual impairments, you are automatically classed as having a disability.

If you satisfy this definition and your disability puts you at a substantial disadvantage in the workplace, your employer is under a legal obligation to make “reasonable adjustments” to accommodate your disability, either to the physical premises or working practices. A failure to do this by your employer will give you a claim.

Discrimination Arising from a Disability

Under the Equality Act, you could have a claim if you are treated unfavourably because of something arising in consequence of a disability, if the treatment is not a proportionate means of achieving a legitimate aim. For example, if you had severe dyslexia and were dismissed because your work output was lower than your non-disabled colleagues, this would potentially be discriminatory. Your employer must be aware, or should reasonably have been aware, that you had a disability, for this claim to succeed.

Equal Pay

You could be suffering discrimination under the Equality Act 2010 if your pay or conditions are less favourable than your counterparts of the opposite sex if you are doing the same or similar work, work of the same value, or work rated as equivalent in a job evaluation study carried out by your employer. An equal pay claim must be brought within 6 months of the termination of your employment and can be backdated up to six years.

T&E Complete provides your business with everything it needs to ensure it is legally compliant, whilst protecting your business from the risks of constantly changing employment law. It offers you the support you need to keep on top of employment law issues whilst effectively managing your employees.


What Makes Us Different?

Unlike other firms, our work is carried out by fully qualified lawyers. You are in contact with our Head of Employment Law to ensure the service you receive is second to none. We will visit you and your business to ensure that we fully understand your requirements from the outset.

Cost Certainty

T&E Complete is a fixed fee subscription service allowing you to budget with certainty for employment law compliance and support.

We want your package to be tailored to your business, that is why we offer a range of optional extras such as consultancy agreements or Directors Service Agreements, all of which can be built in to the subscription cost.

Whichever T&E Complete package you choose, we will agree an annual fee with you at the outset and allow you to spread the cost with quarterly payments over a three year period.

Which Package is Right for You?

T&E Essentials

  • Provision or review of two employment contracts
  • Provision or review of concise Staff Handbook containing 10 policies
  • Monthly legal update
  • Regular blogs
  • Invites to seminars and networking events
  • Cloud-based basic HR software package
  • 10% discount on employment law services
  • 5% discount on other Business Legal Services

T&E HR Manager

  • Provision or review of two employment contracts
  • Provision or review of Staff Handbook containing 20 policies
  • Up to three hours advice per issue
  • Half-day training session per annum
  • Annual client relationship meeting
  • Monthly legal update & regular blogs
  • Invites to seminars and networking events
  • Cloud-based basic HR software package
  • 15% off additional employment law support
  • 10% discount on other Business Legal Services

T&E Complete

  • Provision of all employment contracts
  • Comprehensive Staff Handbook
  • Directors Service Agreements
  • Privacy Notices
  • Agreements
  • Unlimited employment law and HR advice
  • Client relationship meetings
  • Full day training session
  • Monthly legal update
  • Control your legal spend
  • Employment Tribunal insurance and representation
  • Cloud-based basic HR software package
  • 10% discount on other Business Legal Services

“"Before we joined T&E Complete, we had no one in the business that could provide advice and guidance on employment related issues. We have found the support available through T&E Complete to be invaluable and I have no hesitation in recommending it to others."

Arches Housing Ltd

 

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If you need legal advice, contact us and one of our experts will get in touch with you as soon as possible.

Complete the short enquiry form for a no obligation response.

0114 218 4000

info@tayloremmet.co.uk

We have branch offices in Sheffield City Center, Dronfield, Ecclesall, Bakewell and Rotherham.

 

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