In line with Government guidelines for safe working during the COVID pandemic, access to our office is strictly by a pre-arranged appointment only, and only where absolutely necessary. We are open for business with some staff working in the office and others from home, they can still be contacted in the usual way either by telephone or email.
In respect of your pre-arranged appointment, if you develop symptoms of COVID, or have in the last 14 days come into contact with someone with COVID or symptoms of, we ask that you contact the office by telephone/email to arrange a new appointment or discuss if there is an appropriate alternative to your meeting.
The safety of our staff and clients is of paramount importance to us and so thank you for your continued co-operation during these unprecedented times.
The government finally succeeded last month in pushing through its proposals, despite encountering many setbacks from its original plan (including changing the name) to create “employee-shareholders“. They are likely to come into force in September 2013
The Government has effectively created a new “class” of employee. In return for the acceptance of shares in the employer, the employee forfeits key employment rights including the right to make claims for unfair dismissal, for redundancy payments, the right to make flexible working requests etc and become somewhat second class “employees”, essentially having the rights of a worker but the obligations of an employee.
What’s the benefit? For an employer the benefits are that there will be a reduced risk of employment tribunal litigation. For the employee there is shareholding in the employer without having to “buy” the said shares in the conventional manner.
Key points to note are:
o the status of employee-shareholder,
o the rights that they will give up and
o details of the rights, restrictions and other conditions attached to the shares.
o whether the shares have any voting or dividend rights;
o whether the shares can be bought back or redeemed;
o whether the shares can be freely sold; and
o whether certain other rights and restrictions are attached to them
Employees cannot be dismissed or treated any less favourably in the event that they refuse to accept Employee-Shareholder status. In those circumstances existing employees cannot be forced to accept a such a change.