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Tag Archive

It is time to refresh HR policies and practices for 2021

2020 was a tumultuous year with employers having to respond rapidly to the challenges of the pandemic and it doesn’t look like it is easing any time soon. Culturally the world has shifted too, with the Black Lives Matter movement bringing momentum to improving equality and diversity at work. The end of the Brexit transition period on 31 December 2020 means an end to free movement and has implications for UK employment law.

As we now enter a further lockdown this is a good time to review and refresh HR policies and practices after a fast-paced 2020 and to get ready for the challenges of the new year.

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SCE Solicitors Appoints a New Trainee Solicitor

SCE Solicitors expansion shows no sign of slowing down following the opening of a brand new office in Horsforth last month and now the appointment of a new trainee solicitor, Emma Roberts

Emma joined SCE in December 2017 as a Paralegal providing Employment and HR support. Emma advises both employers and employees from a broad range of sections on various employment law issues, including advising on disciplinary and grievances, termination of employment, and responding to internal employment disputes and tribunal claims. 

She also assists Director and Head of Employment, Samira Cakali, in the running of the firm’s myHR service where she supports businesses in the day-to-day management of their staff.

Emma studied Bachelor of Laws at the Open University whilst working as a Litigation Assistant at a law firm in Leeds. She then went on to complete a Diploma in Legal Practice and Master of Laws at the University of Law in Leeds.

Speaking about her appointment, Emma said “I am very excited to be a part of the SCE team as the firm continues to grow and strengthen its legal offering to clients across Yorkshire. I feel very fortunate to be training at a firm that truly invests in its people.

Samira said “Emma, has been an exceptional paralegal, she has quickly become an invaluable member of our small team and I am extremely pleased we have been able to offer her a training contract. She is methodical, detailed and has excellent client care, all the skills which I believe will equip her to become an excellent solicitor.” 

Emma will now spend the first six months training in the Employment Law Department in Horsforth before moving on to another two departments over the next 18 months, leading to her qualification as a Solicitor in March 2020. 

SCE offers three specialist service areas consisting of employment, commercial litigation and data protection. If you would like to find out more information about SCE, you can contact them on 01133 50 40 30 or at info@scesolicitors.co.uk 

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GDPR – The Consent Trap

Having got past 25 May 2018, the day the GDPR came into effect, the flood of GDPR emails is beginning to diminish. But were all these emails necessary, and in particular, was it actually necessary to seek consent? In many cases it was not necessary to seek consent to “stay in touch”.

Under GDPR consent is one of 6 legal bases for processing data. In most cases, organisations will be able to rely on the “legitimate interests” ground to remain in contact with their contact list.

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Our top 8 tips to prepare for the GDPR

If you run a business, the GDPR will probably be on your radar by now. Although preparing for the new rules may seem like a daunting task, it doesn’t have to be. 

When it’s introduced on 25 May 2018, the GDPR will apply to all UK businesses that handle personal data. As a result, every organisation that collects, processes or stores personal data should be taking steps now to ensure it can achieve compliance. 

Here are our top 8 practical tips to get ready for the GDPR

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Background Screening and GDPR

Before General Data Protection Regulation (“GDPR”), carrying out criminal record checks on prospective employees was something many companies did as a matter of routine. But under the new GDPR, which is enforceable from 25th May 2018, background screening can only occur under very specific conditions.  

Under these regulations only two types of organisations are permitted to process personal data relating to criminal convictions and offences. Namely: 

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