Professionals: Law firm launches HRguardian scheme; Zoing invests in Harrogate wealth management boutique; and more
Law firm Gordons has strengthened its employment advice service with the introduction of HRguardian, a dedicated employer protection scheme.
It offers employers access to advice on a range of day-to-day issues including disciplinary processes, discrimination allegations and reasonable adjustments. As part of the service, which is accessible via email, telephone and online, Gordons also provides access to relevant legal documents.
HRguardian also includes an optional insurance component, through an independent broker, which can cover tribunal claims. Employment experts believe these are likely to increase following the recent abolition of tribunal fees by the Supreme Court in July.
Philip Paget, partner and head of employment at Gordons, said: “At Gordons, we take time to understand our clients, their policies and procedures, and offer them clear and practical advice, in a way that suits them. Employment legislation is becoming increasingly complex and costly and we created this scheme to reduce this burden on our clients.
“HRguardian offers employers a hassle-free way of receiving advice on a broad range of issues. We know that clients increasingly want certainty of fees, knowing there won’t be any unexpected bills, and that is what this scheme offers.”
He added: “In the past employers regularly received employment advice from HR consultants, however this is not covered by legal privilege, and can be referred to in court proceedings.
“Employment law is constantly evolving, as indicated by recent changes to tribunal fees, and this scheme will help to keep employers up-to-date with the latest legislation changes, ensuring they remain compliant with employment law.”
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Lee Hurst and Ralph Zoing of Harrogate Wealth Management
Financial adviser Ralph Zoing has joined forces with Lee Hurst, founder of Harrogate Wealth Management, to bolster the boutique firm which has seen substantial growth since its launch last November.
With more than 30 years’ experience in the financial services industry, Zoing has expertise in all areas of wealth management as well as an extensive network of contacts both within the professional adviser community and among private individuals.
He has spent the last 12 years at the helm of Harrogate IFA Marshall Zoing and his previous experience includes roles with Brown Shipley Independent Financial Services and Ellis Bates Group.
Co-director Lee Hurst said:: “Ralph is one of the most respected financial planners in the region and brings invaluable experience to the firm. Already, our fledgling business has grown to a six-strong team and in our first calendar year of trading, we have exceeded our predicted turnover by 40%.
“Ralph will add strength and depth to the team, helping us to meet growing demand for our services, which is particularly being driven by current interest in the topics of pensions and retirement planning advice. Our position as an independent, fee-based boutique firm, able to offer a high level of individual service and with a transparent fee structure, is proving very attractive to clients in Yorkshire.”
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Employers are urged to check whether their IT policies are illegal following a landmark decision that restricts their ability to monitor employees’ emails and other electronic communications.
The European Court of Human Rights agreed that a Romanian man’s right to privacy under Article 8 of the European Convention on Human rights was breached when he was fired for using an online chat service on company equipment – despite a ban on such personal use.
Barry Warne, head of hlw Keeble Hawson’s employment team, said: “Businesses should bear in mind that the issue was not the employee’s violation of reasonable company rules, but the way it discovered this – by monitoring his activity unbeknown to him. The solution for employers wanting to check employees’ communications on work devices is to be very clear with staff about the extent to which their e-mails will be monitored and the reasons for it.”
Mr Warne has compiled a four-step guide for employers to ensure they stay legal while protecting their interests, being fair to staff and protecting others.
1. Informing staff of the company’s policy on the use of IT, telephones and faxes is vital and should be clearly communicated. The most effective ways are by e-mails with read-receipts, an intranet bulletin to all staff (re-sent for new starters) or securing a signature on a hard copy document.
2. Give employees some leeway, possibly by allowing a limited number of private emails, or allow staff to use the work system during breaks and telling them to mark their private e-mails as “Private” in which case they will not be read by the company.
3. Employers may monitor e-mails in order to detect and prevent crimes, such as fraud or downloading obscene materials.”
4. The ruling only covers emails and other communications on company equipment. Employers can’t lawfully track or hack into personal devices even if used in the workplace .If they suspect banned use on company time, they are advised to discipline or dismiss the staff member – forcing them to provide the evidence that they weren’t using the device for personal purposes at the time.
It is far better to prevent a problem in the first place. Organisations should seek the advice of a legal practice with a strong track record in employment law on how the ruling affects them and how best to implement policies on privacy and protection that are fair and legal.
