Escalate, the ground-breaking dispute resolution process for SMEs, has won its third national award, completing a unique grand slam of major honours.
Escalate was awarded ‘Excellence in Business Development’ at the Law Society Excellence Awards on Wednesday 17th October.
Josh graduated from the University of Liverpool in 2015 and then went onto completing the Legal Practice Course at the University of Law in Manchester.
Post studies, Josh has worked at DWF, Slater and Gordon and Gregory Abrams Davidson mainly dealing with clinical negligence and personal injury and worked on some very complex high value cases, including some complicated group action cases.
Whilst at University, Josh was the vice president of a charity group, and also in his final year of University Josh provided pro bono work to the public through the Liverpool University Legal Clinic.
Josh is currently working in the litigation and insolvency departments at Bermans.
Outside of work, Josh is a keen Liverpool Football Club fan and enjoys playing football.
Tel: 0161 827 4610
Dan graduated from the University of Bristol in September 2017, having completed his Masters in International Commercial Law, receiving a First Class Law degree and a Distinction in his LPC.
Dan is currently working in Bermans Private Client and Commercial departments.
Prior to working at Bermans, Dan worked in the Dispute Resolution and Litigation department of a London based law firm.
Outside of work Dan is a very keen skier and represented Wales and Team GB in alpine skiing on several occasions as well as competing at the Youth Winter Olympic Games.
Tel: 0151 224 0521
A share buyback (a process whereby shares in a company are bought by the company itself and cancelled) is a popular and relatively less-complex way for companies to provide an exit route for, or return surplus cash to, its shareholders. Whilst the law and procedure for carrying out a share buyback is quite clear and straightforward, we have dealt with a number of instances where the validity of a share buyback has been questioned and further action required to be taken in order to ratify the validity of a buyback transaction.
As Brexit draws near, the question of how it will affect business and the need to know your contractual rights is ever more important.
Some questions you may ask yourself:
- What happens if the borders are clogged up and I cannot deliver or receive goods
- Who will be liable for tariffs in the event of a hard Brexit
- Should I look at amending existing contracts or terminating contracts with a view to issuing new contracts
- Will you have to register with a UK authority in place of an EU one?
Stephen Jarman, partner, has been appointed as non-executive director of Acuity Private Fund.
The law on constructive dismissal has been under the spotlight recently. Sometimes, employees claim constructive dismissal because of a ‘last straw’ which pushes them over the edge. The courts have recently considered whether a fair disciplinary process – no matter what the outcome – can ever be that ‘last straw’.
Chinese companies are reportedly using brain-scanning helmets to keep an eye on their employees’ state of mind. The helmets contain an EEG (electroencephalogram) sensor that records brain activity. The helmets are designed to monitor employees’ emotional states with the aim of boosting productivity. If employees are feeling sad or stressed then managers will know about it and can act on that information.
Most employers use overtime at some point, to satisfy increased demands such as a large order or an unexpected increase in work. The new ACAS guidance explains the difference between voluntary and compulsory overtime. It also describes the two types of compulsory overtime
The catchily named Employment Rights Act 1996 (Itemised Pay Statement) (Amendment) (No.2) Order 2018 requires businesses to provide all ‘workers’ with an itemised pay slip. Previously, only employees were entitled to receive itemised statements. Workers will now have the right to bring an employment tribunal claim if businesses do not comply, and this extension of the right will now mean many people in the gig economy will be entitled to an itemised pay slip.