Employment Law, Redundancy, Compromise Agreements, Disciplinary Hearing

Testimonials

'I have been greatly impressed by the assistance I have received from the team at RT Coopers with regards to my employment law enquiry. In particular, I have valued the quick and effective responses to my concerns and queries and the genuine concern for my best interests that has been displayed. On the basis of my experience, I would recommend RT Coopers without hesitation.' - J.C

'The service I received from RT Coopers in relation to employment law was very good, relevant to my case and very helpful. I am definitely happy with the service and will definitely recommend them.' - M.N

'Thank you for your employment law advice! The advice was great.' - MH

'Thank you for representing me with my Compromise Agreement. I was very pleased with the service I received. I could have gone through my union solicitor, but I didn't find them very forthcoming, which is why I searched the internet. Immediately upon speaking to RT Coopers, I was impressed with the speed of information via the phone and email.' - B.Y

'I am happy with the service I received from RT Coopers. I particularly valued the prompt answers I received to my queries and the fair billing practices of the firm.'-J.S

'I would like to write a general review about my feelings towards RT Coopers as a firm and the solicitor that worked with me on my case. Back in December 08, when I was deliberating whether to take my previous employer to an employment tribunal or not, I telephoned around 10 solicitors to ascertain their initial take on the case but more importantly to find someone that I wanted to work with, put my trust in and who would win me my case. Out of all of the solicitors I spoke to, Mr Oyedele was by far the most informative and certainly the kindest over the telephone. His communication was excellent, e-mailing me on several occasions and phoning me a couple of months after I had decided to go it alone just to see how it was going. I decided to progress the case myself after the initial advice I received from My Oyedele. Two days before exchange of documents I received a sternly written letter from the respondent's solicitors and Mr Oyedele was the first and only solicitor that I called and his service was exactly what I expected having spoken to him over the phone. He moved time around in his diary to see me the very next day for an emergency meeting to discuss the recent events and response. Over the next week as the hearing date approached I spoke to him every day on the phone for varying amounts of time. If he was unavailable because he was dealing with other clients he would always call me back within good time or drop me an e-mail or a quick call to let me know when he would call me. At no point during that very busy, extremely stressful week did I feel that I had to chase him at all. He gave me good advice which I took and answered all my questions concisely and simply. I felt very at ease with him and felt I could ask him the same thing over and over again if I did not understand. During the build up to the hearing the other side employed some really foul play and I must say that I was un-seated by it. As important as his legal advice, was his pastoral element for lack of a better phrase which was exceptional in cancelling out the way the respondent's actions made me feel and think and he got me re-focused on the task at hand. During the build up to the hearing, just knowing that there was someone at the other end of the phone to say 'it will be fine' was very important given my level of stress and anxiety at the time. I hope to not need an employment solicitor for the remainder of my working life for obvious reasons but if I do, he'll be the only one that I call. In the meantime I'll take him out for a drink to say thanks. I am extremely happy with RT Coopers as a firm and feel very loyal to them as due to the volume of calls I made to the firm I'm pretty sure that I spoke to most of the employment team there and they all remembered me and were all very pleasant, reassuring and helpful.' - J.F.

'I attended RT Coopers for advice on an employment matter. The consultation was exactly what I needed, and the firm and its premises were new, fresh, and not at all stuffy like some law firms can be! I only visited the once for a consultation but I was able to renegotiate aspects of the contract that my company had given me which I wouldn't have known about had I not made the visit. I valued the fact that I could go through everything step by step with the solicitor who advised me, who knew his stuff and was very patient! I would certainly recommend RT Coopers to anybody requiring employment law advice.' - A.M.

'Thank you for your advise on the compromise agreement. I am very impressed by your patience and professionalism, which made it very easy. Since my first call to the Firm, I could already sense a genuine interest in your clients. I have not been disappointed. I am delighted to have contacted your offices, and am glad I made the right choice.' - F.M.

March 9th, 2012 · No Comments · Compromise Agreement Solicitor, Compromise Agreement Solicitors, Compromise Agreements, Disciplinary Hearing, Employment Lawyers, Employment Solicitors, Redundancies, Redundancy, Redundancy law

It should be noted that a compromise agreement could be used in any employment situation. Compromise agreements do not necessarily have to be used only for redundancies. For example, from our experience as employment law solicitors, we have seen situations relating to disciplinary hearings where employees have accepted compromise agreements instead of attending the hearings. A number of UK employment law issues can be settled in this way.

If you require further information about UK employment law or seek clarification with regards to disciplinary procedures or your compromise agreement, please contact us at enquiries@rtcooperssolicitors.com or visit one of the following pages on employment law:

© RT COOPERS, 2012. This Briefing Note does not provide a comprehensive or complete statement of the law relating to the issues discussed nor does it constitute legal advice. It is intended only to highlight general issues. Specialist legal advice should always be sought in relation to particular circumstances.

Tags: Compromise Agreements·Disciplinary Hearing·employment law·Redundancy

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