Uckfield Matters Magazine - August 19 #144

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Your Serious Injury & Clinical Negligence Specialists What our clients say: “Jacqueline was always there supporting us when we were unable to find the energy to continue and words failed us.” “I would recommend Jon Wilson at Dawson Hart for his outstanding performance to which he helped in my case.“ Jacqueline Hardaway Jon Wilson 01825 762281 www.dawson-hart.co.uk personalinjury@dawson-hart.co.uk
REDUNDANCIES SEEKING ARE HELP A FACT OF LIFE Redundancies WHEN are a fact of life YOU nowadays and NEED is one of the IT statutory MOST reasons for an employee to be fairly dismissed from their employment. The other fair reasons are conduct, Specialist Personal Injury Lawyer, Jon Wilson, of Dawson Hart explains why capability, statutory illegality, and a category called ‘Some Other Substantial Reason’. seeking early help when you suffer an injury from an accident is so important. REDUNDANCIES ARE A FACT OF LIFE For a redundancy dismissal submitted grievances and Redundancies “I recently acted are for a fact client, of life nowadays recently obtained an out of to be lawful, and there is one must of the statutory might be reasons regarded for an as employee Mr A, who to was be involved fairly dismissed in a from be court a genuine their settlement employment. redundancy for him of The other troublesome fair reasons might are find conduct, capability, road traffic statutory accident. illegality, He was and situation. a over category £200,000. The called employer’s Mr ‘Some A was Other themselves Substantial in Reason’. a redundancy working as a Pizza Delivery business delighted must and be: has decided pool of one, or possibly two Driver when he was knocked • to use Ceasing the money or intending in order that the process For a redundancy dismissal to set up submitted to cease to carry on looks more grievances legitimate. and All off his moped due to the to his be own lawful, business, there must which will might the business for the the circumstances be regarded as in each negligence of another driver be help a genuine secure redundancy a future for him troublesome purposes of which redundancy dismissal might find must situation. The employer’s themselves and suffered a serious leg and the his employee family. They was can now be looked at in carefully a redundancy to business must be: pool injury. move employed on with their by it; determine of one, whether or possibly the two lives.” • Ceasing or intending in employer order that has the acted process fairly. • Ceasing or intending to The accident was traumatic As to well cease helping to carry on looks more legitimate. All cease to carry on that for Mr A, who has not been you the business recover business the in the right for the the circumstances in each place Most employers want to act purposes of which redundancy dismissal must able to return to work since compensation where the employee for your fairly and lawfully towards the employee was be looked at carefully Jon Wilson is a it happened. ROBIN He has WILLLIAMS had to injuries, was so we employed; can also protect or their employees and may employed by it; determine whether the endure two operations on • your Having funds a by reduced resort to labelling Specialist a dismissal Personal SOLICITOR/CONSULTANT setting up a employer has acted fairly. • Ceasing requirement or intending for to as a ‘redundancy’ Injury so the Lawyer his leg and has been left personal cease employees injury to carry to trust carry on if that you out are employee does at not Dawson have Hart with a permanent limp and on business benefits. work of a in particular the place kind Most to face, employers eg, a disciplinary want to act where discomfort. or to do the so employee at the place fairly procedure. and lawfully It is important towards for If you would like to find out ROBIN WILLLIAMS was where so the employed; employee or their employers employees and employees and may We SOLICITOR/CONSULTANT were able to obtain an • more, Having was please employed a reduced contact to work. Jon resort to always to labelling take proper a dismissal legal interim payment for him at an Occasionally, Wilson requirement jw@dawson-hart. advice to avoid any pitfalls or employers for as a ‘redundancy’ so the potential tribunal claims. early stage, which assisted might co.uk. employees dress Jon up is an to a different accredited carry out employee does not have with his day to day living type work member of dismissal of a particular of the Solicitors’ as a kind to face, eg, a You disciplinary can contact redundancy. or to do so For at example, the place procedure. It Robin is important Williams for on expenses during a very tough Regulation Authority’s an employee where the who employee employers and has 01825 employees 762281 time for him, his partner and Personal was employed Injury panel to work. to always take proper legal advice to avoid any pitfalls or his children. Occasionally, specialising employers in serious injury MON-THURS: 8AM-6PM might (5PM FRI) FIRST SATURDAY OF potential EVERY MONTH: tribunal 9AM-12PM claims. We issued court proceedings and clinical dress up negligence a different work. type of dismissal as a You can contact against Tel: the driver 01825 and 762281 redundancy. For example, www.dawson-hart.co.uk Robin Williams on an employee who has 01825 762281 MON-THURS: 8AM-6PM (5PM FRI) FIRST SATURDAY OF EVERY MONTH: 9AM-12PM Tel: 01825 762281 www.dawson-hart.co.uk
Page 1 and 2: AUGUST 2019 ISSUE #144 THE UCKFIELD
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Uckfield Matters Magazine - August 19 #144

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