Lucy Stones joins Lincs Law!
I am very happy to announce I have joined Lincs Law as an Associate Employment Law Solicitor. Having previously worked with both Sally Hubbard and Sophie Goodwill at a local firm of solicitors, I am very excited to continue my career with Lincs Law.
I have been advising on Employment Law for the last decade and I have worked for both a local and national law firm. The decision to join Lincs Law was an easy one, having admired the firm’s ethos of providing outstanding client care to all their clients whilst also maintaining a friendly and progressive environment.
I have a wide range of experience advising both employers and employees which can include internal issues such as disciplinary and grievance procedures, reviewing contracts of employment and policies/procedures. In addition, I have regularly advised on Unfair Dismissal, Constructive Unfair Dismissal, Wrongful Dismissal, Discrimination, TUPE as well as advocating at Employment Tribunals. Over more recent years, I have been instructed to advise Trade Unions on all areas of Employment Law and advocate for their members.
Recent examples of cases I have advised on…
Advice on Disciplinary
I met with a client who had been suspended from work. They had been employed for five years and during this time they held an exemplary employment history. When I met with them, they had been suspended for five months and apart from receiving the original allegations they had received no further information on why they had been suspended. Understandably, they were worried about their finances and what would happen if they lost their job.
I immediately submitted a subject access request and advised my client to submit a Formal Grievance to raise their concerns with respect to their employment and specifically the issues they had encountered as part of the disciplinary procedure. I advised that their length of suspension was unreasonable and that their employer had a duty of care toward them to investigate the allegations in a timely fashion.
Whilst it was by no means ideal that my client needed to obtain legal advice, by submitting the Formal Grievance and subject access request, the employer immediately engaged with my client. Shortly afterwards, my client received a letter confirming the investigation had come to an end and there was no case to answer. My client was happy to return to work but heeded my advice to continue with their Formal Grievance to ensure it was recorded on their personnel file, that they had been treated unfairly, should any future concerns arise.
Advice on Constructive Unfair Dismissal
I met with my client who had been systematically bullied for the last two years at work. The whole experience had taken a toll on them and they no longer felt able to attend work. They were now signed as unfit by their doctor.
They instructed me to submit a Formal Grievance on their behalf and engage with their employer. The employer investigated the Formal Grievance but did not uphold any of the employee’s grievances. Neither did they on appeal. My client instructed that they could not return to work and so I discussed with them the claim of Constructive Unfair Dismissal. I advised that these claims were naturally very difficult and so if they did not want to return to work, they may wish to firstly consider without prejudice communications to see whether they could obtain a Settlement Agreement. After some negotiation, my client was thrilled to receive a six-figure sum and a good agreed factual reference. It afforded them with the opportunity to take some time off before finding new employment.
If you have any employment law issues and you would like some employment law advice, please do not hesitate to contact me 01522 440512. I am happy to talk over any issues you are experiencing. Alternatively, please visit our website for full details of the employment law services we can offer you.
Specialist Employment Solicitor
Lincs Law Employment Solicitor
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