Most successful high growth companies set aside between 10% to 20% of the share capital for key members of the team. In fact many investors will only want to invest in a company if it offers effective equity ownership to employees. To do this, you must ask a number of key questions before proceeding.
When deciding if arbitration should be included in the dispute resolution clause of a contract, the parties should consider whether the chosen arbitration rules cut down the power of the courts of law to assist the parties in arbitration proceedings. Paul de Cordova, Consultant at Jurit LLP, tells more.
This case is yet another helpful reminder that the ACAS Code of Practice is limited to situations where the disciplinary or grievance procedures are relied upon.
In Carreras v United First Partners Research the EAT has held that an expectation or assumption that a disabled employee would work late constituted a provision, criterion or practice (PCP) triggering the duty to make reasonable adjustments.
A round up of some recent cases and useful information for you and your teams
The CJEU was asked to considered whether an applicant could rely on the equality legislation if the sole purpose of the application was to obtain compensation and not a job.
This case is a clear example of where better communication at the outset could have avoided a dispute.
Emotional intelligence (EQ) is defined as a set of skills and abilities that enable us to use the power of emotion (our own and others) as a source of energy, information, motivation and connection to inform one’s thinking, decision-making and actions.
The SRA’s new approach to continuing competency is a very welcome change. It recognises the need for a more well-rounded skill base than traditional technical legal practice and enables lawyers to take a more active role in their own development by focusing their efforts on the things that really matter for better performance in their individual role, having regard to the unique circumstances within their organisation.
So how do solicitors identify what is relevant to their practice and begin to translate these desired indicators and behaviours into SMART or even stretch goals?