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Top Twenty Training Tips for successful presentations

I have recently developed some Train the Trainer training sessions – here I share my Top Twenty Training Tips

  1. Set up the room well with respect to lighting, warmth & ventilation; the size of room should reflect the number of delegates – not too large and not too snug!
  2. Have refreshments available as a minimum water but include fruit/ biscuits/ sweets as appropriate
  3. Think about Health & Safety- how/ where people are sitting/ comfort issues/ slips & trips / where the toilet facilities are and also smoking facilities
  4. Maintain good eye contact with your delegates – a welcoming (non cheesey) smile will put people at ease!
  5. Have positive body language, not just a smile!
  6. Have a positive tone of voice – try not to be monotone, keep it varied in pitch and speed
  7. Use positive words- be enthusiastic
  8. Look & feel the part- be comfortable and dress appropriately for the topic and the learner group
  9. Avoid jargon- use simple words/ pictures
  10. Keep sessions short & snappy- remember all the learning styles & attention spans
  11. Have a clear plan of what you are going to cover in that session; failing to plan is unforgiveable
  12. Be prepared for the questions they will ask. However if you do not know the answer – say you will find out & remember to do so
  13. Keep to time & ask delegates to keep to time at breaks too
  14. Do not make assumptions about what people know already! Maybe you can cover this in the ice – breaker
  15. Had some humour! But not inappropriate jokes
  16. Do a quick introduction to the (or each) session- what you will cover/ what you expect from them; A course contract at the beginning of the day or session is always beneficial
  17. Include different activities- use the quizzes/ questions/ discussions/ scenarios/ DVD/ doing activities – remember people learn in different ways
  18. Allow time for questions / discussions
  19. Make sure everyone understands what you have covered- ask questions or use a quiz; Simple feedback using post it notes always works well
  20. Enjoy it – or at least pretend you are enjoying it

Are you in the know about Enhanced Capital Allowances?

To encourage businesses to make the investment in monitoring technology and energy saving, Enhanced Capital Allowances (ECAs) are available meaning that 100% of the qualifying capital expenditure may be claimed back against taxable profits in the first year.

There are three schemes for ECA’s which are energy saving plant and machinery, water conservation plant and machinery, and low carbon dioxide emission cars and natural gas and hydrogen refuelling infrastructure. Focussing on water conservation, did you know if you fit efficient showers, taps, toilets, washing machines, detection and monitoring equipment and the product is suitable you can use the ECA Scheme.

Taking it further, installing rainwater harvesting equipment, smaller scale sludge dewatering equipment, water efficient industrial cleaning equipment amongst many others, you can again use the scheme.

The general rate of capital allowances is 18% a year on a reducing balance basis up to a limit of £25k. Some technologies supported by the ECA Scheme (e.g. boilers, lighting) are included in a special capital allowances pool where the general rate of capital allowances is 8%. Additional benefits of purchasing ECA qualifying energy efficient technologies could include: improved cash flow, lower energy bills, reduction in Climate Change Levy or CRC payment.

We will look into all of these options as part of any project we work on and to the Clients needs and specifications.

Summer Floods; Would Your Business be Prepared in the Event of a Disaster?

Provisional Met Office figures show that 2012 has seen the UK’s wettest April and June, since records began in 1910. Over a months worth of rain fell in the North West and North East within 24 hours, after flood warnings were issued to more than 7,000 homes and businesses.

Although some of the UK remained unaffected, flash flooding and unpredictable weather conditions are becoming more and more common, leading the more proactive businesses to ask the question:

Would my business be prepared in the event of a disaster?

A disaster or crisis can strike a business at any time and failing to plan for such an event can undo years of good work and hard trading in an instant. This can be the difference between your business recovering or failing; a return to full normal trading can often take a business more than a year. According to a report undertaken by AXA in 2007, 80% of businesses affected by a major incident either never re-open or close within 18 months. Imagine for example you had a fire which resulted in your premises closing for a re-build. Such a disaster could result in obtaining planning permission/building warrants, allocating building contractors, allowing for delays on the build caused by holidays, poor weather conditions and availability of materials required.

Assess the threats

Think of the threats in terms of the operations which are key to your business, such as:

  • Fire, flood or storm damage to your premises or stock
  • Explosion
  • Loss of power or other services
  • Threat of vital equipment or stock
  • Unavailability or loss of key personnel
  • Staff sickness levels (Swine Flu Pandemic)
  • Loss of customer or other records
  • Theft of delivery vehicles

Make a plan

Once you have assessed the threats, consider any potential actions you can take to reduce the risk of these occurring, or even prevent them altogether. Are there steps you could take to reduce the scale of loss, or speed up your return to normality?

We recommend all businesses are supported by some form of Continuity Plan, regardless of their size

Think about things such as:

  • Organise suitable alternative premises
  • Keep an updated list of staff contact details off site
  • Arrange for an off-site storage solution for backed up files
  • Making sure fire extinguishers are regularly inspected, maintained and appropriately located
  • Train staff in emergency procedures including the use of fire extinguishers
  • Invest in a fire resistant safe for important paper records
  • Carry out back up procedures for important computer records
  • Fit fire alarms, burglar alarms, CCTV and any other relevant security systems
  • Ensure germ killing hand foam is available for staff and visitors

Peter Fosterof Hugh JBoswell states; “we recommend all businesses are supported by some form of Continuity Plan, regardless of their size. Many businesses underestimate the sheer quantity of time and effort required to get their business back up and running following a substantial loss. By being prepared, you can reduce the time required to return your business to pre-loss trading levels, and help minimise the impact on your business.”

Has Health & Safety gone mad?

Health and Safety often gets blamed by people for stopping things happening; people can receive bad advice from their Employer, their Insurance Company or indeed from a Health and Safety Consultant. They can also use Health and Safety as an excuse for not doing something or for people who can’t be bothered or have a ‘killjoy’ attitude.

The Health and Safety Executive have responded to concerns by setting up a Myth Buster panel; this is chaired by Judith Hackett- a formidable character – she has 11 co panellists who are drawn from all walks of life.

So far this year they have commented on 47 cases; the first about a swing on an allotment that a Parish Council wanted removing; the swing was provided for use by the hirer’s children to keep them occupied. The latest that a landlord of a block of flats was asked to replace metal framed windows; that fitted & opened safely.

There is a form on the HSE’s website for anyone to report any ‘Health and Safety gone mad’ occurrences.

Health and Safety as I have said is all about Common Sense; but Common Sense is not always that common- it is about awareness, knowledge, attitude & perception.

Health and Safety is about protecting people with sensible controls; not about blanketly saying people cannot do things

I have chosen some ‘favourite’ myths to highlight that Health and Safety has not gone mad – but some peoples interpretation of it has:

  1. Bonkers Conkers- in reality the risk of playing conkers is low; a head teacher did ask for children to wear goggles; but there is no blanket need; in schools it is often discipline that’s the issue not H&S.
  2. Bunting (well we have had the Jubilee & now the Olympics)- The myth is that Bunting is not allowed due to H&S – this is just plan nonsense; H&S is about protecting people not about stopping celebrations! People need to plan – where to hang bunting and how to get it up their safely- again not a blanket ban.
  3. Restaurant based myths; yes you can issue tooth picks, yes you can heat up baby foods & no dogs in restaurants is not a Health and Safety Issue.
  4. Topical one of Mortar Boards- like conkers there is a v v small risk of injury from a flying Mortar Board- the issue can be that the hats are hired and need to be returned in pristine condition?
  5. Trapeze artists need to wear Hard Hats! Hard hats are only required when there is a risk of falling debris.
  6. PAT testing of electrical items is an yearly requirement; this is simply not true; the Electricity at Work Regulations require businesses to maintain their electrical appliances- this needs to be risk based; some items can be visual checked (low risk static office equipment) others such as portable hand tools that are used in dusty/wet environments will need more frequent thorough checks.
  7. Lastly there is nothing you can do about Slips & trips- there’s lots of cheap effective solutions – there were 4 fatalities last year, and about 100, 000 injuries – the estimated cost to UK PLC is £800 million per year; Good Housekeeping, cable management, correct well maintained clean flooring, foot wear and staff attitude will all reduce the risk

Health and Safety is siimply about protecting people; unfortunately 173 people were killed at work last year- this fiqure does not include those who are killed whilst driving on our roads; or ask the 300 000 plus people who are injured at work

It is about sensible Risk Management – about putting in place some proportionate controls.

We all need to accept personal responsibility- whether we are an Employer, an Employee or a member of the public

Controlling the Twitter jitters: Legal strategies for brand owners

Social media networks provide an opportunity to reach and interact with customers in new and, often, more effective ways. But these opportunities are not without risks. Tom Farrand, head of Novagraaf UK’s trademark practice, outlines best practice approaches in brand protection and management online.

It’s not a surprise to hear from corporate brand owners that a major proportion of their advertising and PR spend and effort is now concentrated on social networking sites. But, while marketing departments and practice have been quick to adapt to the opportunities offered by the media, the same cannot always be said for the legal sector. Legislation and case law have been much slower to evolve; often leaving brand owners in a vulnerable position when it comes to monitoring and enforcing legal ownership of their brands online.

As legal issues concerning social media have come to the fore, brand owners are now beginning to ask what their legal response should be – and how much of their own spend and effort should be targeted in that area.

Why is it a concern? Just as the web has enabled brands to reach consumers and new markets, so too has it provided third parties with the means and opportunity to capitalise on another brand’s hard-earned reputation; for example, by passing themselves off as the official brand owner, or by promoting infringing orcounterfeitproducts on social media sites.

In the traditional offline environment, brand owners knew their legal weapons and how to deploy them. However, in the online space, acting against such infringement requires different skills, tools and approaches. Here, a new arsenal of tools is needed; for example, online monitoring programmes (such asTMwebscanthat can identify and monitor unauthorised use or misuse of a trade name or trademark on websites, social media networks and online messaging boards).

Similarly, brand owners have to re-evaluate their approaches toinfringementactions once unauthorised use or misuse of brands has been identified. Failure to enforce brand rights can lead to consumer confusion, loss of business and goodwill, or dilution/loss of a company’s trademark rights, so it’s critical to protect and enforce brand rights using trademark and other intellectual property (IP) laws.

However, in the social media age, you also need to be sensitive to how those enforcement actions may be perceived. Consumers have a different attitude to infringement andpiracy, and that requires a more measured approach than that which a company’s legal department may traditionally adopt.

In addition, brand owners need to reassess the way that they cost and target action: incidents of infringement are growing, but they’re also becoming more random, which makes them difficult to budget, forecast and act against. The online space is moving so fast that, invariably as soon as you close down one problem, another threat pops up elsewhere.

Where to start Like their colleagues in marketing, legal departments and their external advisers need to understand the manner in which social media networks and practice operates in order to develop a robust and proportional response to infringement.

Based on that knowledge, they can assess what’s most important to their business and use that to develop a risk-based strategy to prioritise how and when to act. Common threats to be considered include: a third party seeking to register or use your company or brand name, the sale or promotion of counterfeit or pirate goods, typosquatting, ‘sucks’ or look-a-like sites, and attempts to damage brands within online messaging boards (for instance, by promoting brand boycotts).

Once prioritised, each incident should be assessed using a pre-defined ‘risk-assessment’ criteria to avoid knee-jerk reactions. For example:

– Investigate: do you have a legitimate claim? What is the impact on your business? Can you reach the party that you need to pursue? What are their defences? – Consider your course of action: Review the legislation, legal procedures and tools at your disposal. What’s the most cost-effective course of action? Does the social network provide any tools that could help (e.g. takedown procedures) and, if so, will they provide you with a simpler or more effective method of taking action? – Act proportionally: Make clear choices as to what you’re taking action against and what you can simply monitor in the short term. – Consider the negatives and learn lessons from what has gone before: There are plenty of high-profile examples of companies taking a legitimate course of legal action only to suffer major backlashes due to customer perception. Think about the potential costs of those repercussions before acting. – Weigh up the arguments: Are the advantages stronger than the disadvantages – and, are you willing to take the heat? – Choose your battles wisely: even though you have valid IP ownership rights, litigation is not always the best course of action. But, on the other hand, not taking action against a persistent threat can create major damage to your brand or bottom line.

Preparation is key Fortunately, there are a number of steps that brand owners can take in advance to support their efforts and mitigate risk. Proactive and precautionary measures, such as: registering trademarks, trade names and company names in key territories; developing a (positive) presence in social networking communities; instituting anonline monitoring programmeand developing a consistent enforcement strategy.

It’s crucial to develop your strategy in advance, review and evolve it, and be clear and uniform in your actions. You need to be a lawyer as well as a reputation manager, and to dedicate a proportion of your budget and efforts to legal issues, as this is one fad that will not blow over any time soon.

Survey suggests man on street thinks clock is ticking for health service

More than two in five people do not believe the NHS will be “there for them” in ten years’ time, while just a third think the health service will exist in 20 years.

Results of a survey of over 2,000 people, point to a major lack of confidence in the ability of the NHS to provide good quality healthcare in the future.

The survey, carried out for Benenden Healthcare Society, shows that half of those questioned also believe that present Government’s policies will weaken the NHS over the next couple of years. Only one in ten (11%) believe the recent government reforms will strengthen the positioning of the NHS in the future.

The survey results mirror some of the findings from another piece of research published in recent days. That study, for the Institute for Fiscal Studies, suggested that tough decisions will have to be made about what services should be free at the point of use in the years to come. Those concerns were echoed last week at the annual conference of the Association of Medical Insurance Intermediaries.

The research results show that while 89% of people believe that the NHS would be there to provide good quality healthcare in the case of an acute emergency such as a road accident or a heart attack, public confidence falls for longer-term chronic conditions, including those associated with an ageing society. Around a half (48%) of those polled believed that the NHS would provide good quality healthcare services in the case of a chronic condition such as a stress or back pain.

Ken Hesketh, chief executive of Benenden Healthcare Society, said that while people still feel confident in the service provision the NHS offers today, the research findings show that the public have “genuine concerns” over the future of the NHS and its ability to provide for them in the years ahead.

He added: “The public are clearly concerned about what lies further down the road when it comes to healthcare reassurance. What these findings ultimately show is that there is a real need for further consideration and debate around the future of healthcare provision and how improvements in standards can be financed going forward.”

However, respondents believe that only 13% of healthcare spending should be spent on private healthcare. In 10 years’ time, though, this would likely increase to 30%, respondents said.

The damage of unreasonable insurance claims

With the UK economy struggling to get off its knees and many businesses working tirelessly to compete in tough trading conditions, a sharp hike in your annual insurance premium can feel all the more painful.

This is however the situation for many businesses in the UK with the average motor insurance premium increasing by an average of 55% since 2009, hitting the pockets of even the most careful drivers with clean licenses and a healthy no claims bonus. Leading motoring organisations have laid the responsibility for these price rises on fraudulent insurance claims, taxes and legal fees.

Hugh J Boswell Director, Peter Foster explains: “In recent years there has been a significant rise in personal injury claims arising from road traffic collisions, despite there being fewer casualties from such accidents. With up to 70% of these related to whiplash injuries, it is widely reported that insurance companies are in fact paying out more than they are collecting in premiums. This in turn has led to a steep increase in insurance costs for the customer. The question and concern surrounding the percentage of whiplash claims which are either fraudulent or perhaps exaggerated, has led to many within the motoring industries to call for government intervention to stem the flow of unjustified and unreasonable claims.

A recent House of Commons Transport Select Committee inquiry into car insurance, found that one of the main factors affecting the market is the aggressive approach of some personal injury law firms, which encourage claims, even in cases where an injury may not have occurred. The inquiry concluded with a number of actions and proposals to halt escalating UK motor insurance premiums.

These recommendations include a ban on referral fees to secure business in personal injury cases. Legislation for this has been brought forward and is now with the House of Lords. New standards are also proposed relating to the evidence required and damages payable for whiplash claims. The Office of Fair Trading (OFT) has called for further evidence to establish the background to the reports of rising insurance premiums and whether further work may be necessary to improve the effectiveness of the market.

Many whiplash claims are of course genuine and some argue that those victims will suffer further as a result of this legislation. Some also question whether savings will be passed on to the customer by the insurance companies.

In conclusion, there is positive change afoot to address the issue of rising insurance premiums and the financial burden falling at the door of the innocent motorist, but in all circumstances the first priority to protect your business from unnecessary cost is to ensure you have the appropriate insurance cover in place.

Peter says, “The sale of seemingly cheap ‘one size fits all’ commercial insurance packages offering stripped down, basic cover, without addressing specific business needs, is a growing concern for us as responsible insurance brokers because businesses could potentially be left uninsured, or with unsuitable cover in place. We always recommend companies speak to a broker that understands their specific business needs and can provide the correct level of cover.”

Vehicle Tracking Devices: How they affect your insurance premiums

With increasing pressure on fuel costs and the need to be efficient in every aspect of business more important than ever, many fleet owners are considering installing a tracking system to their vehicles.

Such a device will record information including the location of the vehicles and mileage, aiding coordination of work by ensuring the correct routes are taken and therefore increasing productivity. Answers to questions such as What hours did my drivers work? and Are they driving safely? are often within easy reach thanks to sophisticated management software. With the pinpoint location of each vehicle readily to hand, the need to call drivers several times a day may also be reduced. Vehicle tracking systems can also be a useful tool for driver identification in incidences of speeding.

There are also the potential negatives to consider. A fleet tracking system can be expensive to install and there is the risk that drivers may feel they are not trusted and are subject to undue pressure. It is also all too easy to become reliant on technology which can go wrong. The question however that customersask us is how will installing a vehicle tracking system affect my insurance premiums? The full answer is that although it will help you be a better insurance risk, despite common perception, it may not always directly lower your premium.

Ashley Minors, Director for Hugh J Boswell said, “The commonly held belief that having a tracking system on your fleet will automatically reduce your insurance premium is actually a misconception. There are a few UK insurers who provide direct discounts for trackers, but not many. This does not mean however that it is not a good idea insurance-wise to install a tracking system. The insurance underwriters are likely to consider you a lower risk as your vehicles will be doing less miles and perhaps driven more slowly. This may make you more attractive as a customer. The level of monitoring and information the tracking systems provide means you also have far greater chance of disproving any fraudulent motor insurance claim against the business.”

Ashley concludes “The key thing we tell our customers is vehicle tracker systems have a similar affect on your insurance premium as do a number of other risk management tools. Direct discounts may not apply, however, if the result of its use is fewer insured losses, your claims experience will improve, which invariably has a positive effect on the amount you pay in premium.”

Sustainable Landscaping for Business

Landscaping whether planted and living or hard surfaced sets the scene to the exterior of a building or internally where courtyards are present. It can be the first and lasting impression for a visitor or passer-by. It can reflect a caring commitment to more than the business image that then augers well for building relationships. Sustainability has taken on a far reaching relevance across many aspects of business life that once we would not have thought of and there is little doubt will go on to play an ever increasing role in the future. Willingly embracing now sounds much better than being forced to adapt later on.

Buildings vary in shape, size and use and these can constrain but not prevent positive landscaping that is individual to that one building. Creating a living space around the building can offer habitat, food and safety to the varied species of wildlife that are steadily moving into urban environments, while at the same time making your surroundings an attractive and inviting place to be.

When planting, particularly with trees, the species must be carefully selected to reflect growth patterns, maintenance and watering, especially when close to buildings. Drought tolerant plants could be considered in restricted urban settings and where there can be the threat of a hose pipe ban. The overall selection should respect access, vision and light while not in the longer term offering hiding places for unwelcome visitors. Some species can take on a defensive role while still looking attractive and careful colour selection can often reflect a corporate image.

Legionnaire’s Disease; 10 Things An Employer Should Know

Legionnaire’s Disease; The Top 10 Things You Need to Know The outbreak of Legionnaire’s Disease in Edinburgh has caught media headlines; one fatality, 88 in hospital (14 in Intensive Care), three Improvement Notices from HSE. It’s been 10 years since something similar has happened (Barrow-in-Furness; 180 cases, 7 fatalities, one manslaughter conviction). As it can be a work-related health and safety hazard, we thought it about time to dust off the key facts for you.

1. What is it? The illness is caused by a bacterium, Legionella pneumophila, which is very common in the environment.

2. How Do I Catch It? The germ likes water systems. Once inside these systems, in the right conditions, it will multiply. The contaminated water then needs to be sprayed into a mist, vapour or aerosol. The victim breathes in the contaminated aerosol, introducing the germ to the nice, warm, moist lungs. It then causes illness.

3. How Bad Is It? As it’s in the lungs, it causes a form of pneumonia. At one end of the scale, it can be a mild respiratory illness (normally called Pontiac Fever), up to fatal. Fatality rate varies, maximum 30% in extreme cases

4. How Bad Is It (2)? As always there are more vulnerable groups; infants, the elderly, people already ill, and (interestingly but not surprisingly) smokers.

5. Which organisations need to take heed? “At risk” water systems are (no surprise) those that produce water vapour or mist. Examples we’ve looked at include;

  • Showers are the most common we come across; hotels, sports clubs, etc but don’t forget emergency showers.
  • Spa baths. Those in swimming pools tend to be well managed, but in hotels things like “Jacuzzi” baths a can be overlooked (think of all that dirty water sitting in the bottom of the pump systems….)
  • Fire sprinkler and wet riser systems
  • Lathe and machine tools, where a cooling liquid is jetted onto work-pieces or cutting blades
  • Horticultural misting systems
  • Car washes
  • Indoor fountains/water features
  • Large air conditioning or industrial cooling systems (such as the three in Edinburgh that have so far been served with Improvement Notices). These are larger systems that include an “evaporative condenser” like power station cooling towers. These are actually notifiable to the HSE or Local Council, as they give off large clouds of water vapour from systems that can readily be colonised by the bacterium.

6. What Do I Need To Do If I Have An “At Risk” System Under My Control? A risk assessment (no surprise there), and, if controls need to be put into place, then these need to be part of a management system. These both need to be recorded if you have 5 or more employees (management arrangements usually in your Safety Policy).

7. What goes into a risk assessment? a. How likely is the contamination of the system? Have a guess from the picture below…) b. How likely is it that the bacteria will multiply to dangerous levels? This in turn includes looking at water temperatures (highly important; the bacteria prefer water at 20-45OC), flow rates (stagnant water or little used outlets), shelter for the bacteria (scale, rust, poor materials used in plumbing, etc) and food for the bacteria (things like slime inside water tanks) c. Likelihood of a mist/vapour being formed (a certainty with all of the systems mentioned above) d. Likelihood on someone breathing the vapour, and if any of those people are more vulnerable. How many people, how often, distance from the source of vapour, etc. What do you mean by “management arrangements”? There are some specifics in HSE Codes of Practice, including; nominating someone to take responsibility for putting control measures into place having a schematic (diagram) of the water system the water system’s operating settings, etc (a “Normal Operating Procedure”). This might include thermostat settings, for example. Staff awareness training, especially for anyone managing the water systems, but could also include cleaners. Precautions might include things like how to make sure little used water outlets are managed (e.g. hotel showers that haven’t been used over winter). These arrangements will also include monitoring, as one of the most important control measures is temperature control. Who is going to measure water temperatures, where, how often and how? Where and how should this be recorded? What should they do if water is found to be between 20 and 45OC?

8. Are there any local examples of Legionnaire’s Disease? In my former life as a H&S inspector I investigated one fatal outbreak in King’s Lynn. As a consultant, one tourism client was implicated in a fatality (as the victim had stayed with them), but having a decent risk assessment (plus clearly implemented improvements) and management plan eliminated this business from the investigation. The business could show that the water system had been properly assessed, and that controls/monitoring were in place (through documented procedures) and robust.

9. What Should I Do Now? Decide if you have an “at risk” water system. Make sure you have a decent risk assessment that looks at the factors in 7 above. If you have an assessment, has it been reviewed regularly (e.g. have water systems been changed)? Does your safety policy include the necessary management arrangements?

10. Some examples of how not to do it….

https://www.flickr.com/photos/65011205@N07/sets/72157630133748822/

Top Ten Tips For Avoiding / Resolving Disputes

Unfortunately, disputescan be part of business life. But there are steps you can take to avoid them – or indeed toresolve them with minimal expense and effort, when and ifthey occur:

10. Terms and Conditions

If you intend for the transaction to occur on your standard terms and conditions, ensure that these are effectively incorporated into the contract. Where you are dealing with another business make sure that they do not think that their standard terms will be used.

9. Customers’ legal status

Where possible, establish the legal status of your customer. Are you dealing with an individual, a partnership or a company with limited liability? If your customer has limited liability then this may cause you problems later on, particularly if they do not pay. If you are dealing with a company on a substantial transaction, find out the history of the company eg obtain references, perform a Companies House check.

8. Guarantees

If you are dealing with a limited liability company about which you cannot find sufficient information – or you are unhappy with what you find, but still want to trade – then seek personal guarantees from the Directors. This will enable you to pursue a Director and their assets personally, should the company default.

7. Payment terms

Where possible structure your payment terms to provide you with maximum protection. Request some payment up front where you need to purchase materials. If the transaction is likely to be a long one, introduce staged payments. If you are purchasing a service or product, then seek to include a retention amount which you can hold back until work is completed or goods are delivered.

6. Preserve evidence

If things do go wrong make sure that you retain the evidence you will need to rely on. If agreements are made prior to the transaction by email or letter, then keep copies. If you agree something on the phone then make a note at the time and keep a copy of this. If the contract is unclear, then evidence as to what the parties agreed can be key.

5. Evaluate the economics

Where another party has defaulted, evaluate the economic cost of pursuing that breach. Sometimes it is entirely right to purse a breach and if necessary engage in litigation, but on other occasions it may not be economic. If you are unsure then seek advice at an early stage as to the likely costs of pursuing an action.

4. Insurance

Where possible, ensure that you have adequate insurance in place to cover your business in the event of another party defaulting. Also, investigate whether your insurance provides you with any funding to pursue legal action.

3. Settlement

If a dispute does arise then it is generally far more cost effective to reach an early settlement. Sometimes lawyers can assist with this by providing advice on the respective positions and an independent position.

2. Mediation

Explore the possibility of using mediation to resolve a dispute. Invariably appointing an independent mediator can assist parties in resolving their disputes – or can certainly focus minds on the advantages or disadvantages of pursuing a dispute.

1. Read your contracts

Read through and make sure that you understand the contract you are entering into. A contract should be clearly worded so that each party knows what is expected of them. If you are at all unsure then seek advice. Ensuring that the contract does what you intend can save a multitude of problems later on.

Employment Law Update – April 2012

Amendments, improvements and reforms – these are the main ingredients making up the latest streamlined employment package offered up by the government. The aim? To allow businesses to grow, hire with confidence and be faithfully fair to their employees.

There have been the usual expected changes with regards to statutory payments, but we’ve also seen some rather significant changes, in particular to the law on Unfair Dismissal. Here’s our summary:

Unfair Dismissal

The term ‘Unfair Dismissal’ is a daunting one. No employer wants to be accused of unfairly dismissing someone and no employee wants to feel as though they have been dismissed without real cause. The law on Unfair Dismissal is aimed at regulating employers to ensure some consistency in the workplace whilst protecting employees who have been unfairly dismissed and entitling them to some form of redress. Prior to April 6 2012, an employee who had been dismissed had the right to claim Unfair Dismissal if their length of service was at least for one continuous year. However, for those employees who started work on or after 6 April 2012, the qualifying period to bring a claim for Unfair Dismissal is now going to be two years continuous service.

The changes to the qualifying period for Unfair Dismissal claims are arguably the most talked about and the ones to take note of. This could have an adverse effect on the working practices within businesses of all sizes. Indicators show that this change could lead to an increase in job vacancies allowing employers to hire with confidence as there is no fear of a claim after a year to the Employment Tribunal. Employers should, however, be mindful of the fact that although employees may have lesser rights with regard to Unfair Dismissal, there are other claims they may still make such as discrimination claims – which have no qualifying period (right start to accrue from day one) and are more expensive to defend. Also bear in mind that employees are likely to be concerned that they have little protection and this may affect the attitude of some towards their job…

It goes without saying that it’s vitally important for employers to keep their records up to date, so that they are aware of when employees commenced employment. And remember that any employee(s) employed during the 12 months before 6 April 2012 retain the right to bring a claim once they have achieved 12 months service.

Employment Tribunal Procedure

For an employee that does meet the criteria for bringing a claim for Unfair Dismissal, it is likely that they will now only be faced with one judge as opposed to a judge and two lay members. The lay members would often have been one member from an employers’ background and one member from an employees’ background. To some extent the removal of this may seem unfair in itself. How can a judge take on all three points of view? Luckily this won’t always be the case. Where the tribunal recognises that a case is complicated, the judge may make an order for some assistance from lay members. The benefit of this approach is that listing hearings becomes easier to schedule, as there will be fewer dates to avoid to satisfy all attendees. It is hoped that cases will consequently be dealt with far more quickly; we all know that employment related cases can be sensitive and dealing with them quickly can only be a good thing. In a bid to further cut down the amount of claims being made and to save more time, in instances where the tribunal feels a claim has little prospect of success, the tribunal will order a party to pay a Deposit Order if they wish to continue the proceedings. Naturally this will lead to many claims being withdrawn, allowing other stronger cases to be heard. The amount payable under the Deposit Order has increased from £500 to £1000. The purpose of the Deposit Order is to discourage parties from ‘wasting’ the tribunal’s time, as many claims are brought as a matter of principle. This change is aimed at only allowing viable claims to proceed.

The tribunal now also has the power to award the costs of a legally represented party, up to a maximum of £20,000; it was previously £10,000. This will avoid the need to refer the case to County Court for a summary assessment. It should, however, be noted that it is very difficult to persuade a tribunal judge to award costs, it is only in exceptional circumstances that a judge would consider it. It will be interesting to see just how many cases have £20,000 costs awarded to the winning party, if any at all!

A point which will be of interest to anyone involved in the employment tribunal proceedings, is that there will no longer be any need to worry about getting stage fright when asked to read out your statement. Witnesses will have their witness statements accepted ‘as read’ – they simply have to acknowledge that it’s their statement. This is actually a common practice in many tribunals already and is another time-saving exercise. Cross-examination will take place as normal, where appropriate.

Witness expenses were previously funded by a state fund. The state has now withdrawn this fund and the tribunal may direct the parties to pay the costs borne by any witnesses. So be prepared for additional costs for any witnesses you may wish to call.

Statutory Payments – new rates

Statutory payments are often reviewed – and here are the latest figures:

• statutory pay for maternity, paternity and adoption increased to £135.45 from £128.73; • statutory sick pay increased to £85.85 from £81.60 • the weekly earning threshold increased to £107.00 from £102.00

As you can see, there are several layers that make up the ‘new and improved’ system. As a whole these seem like positive progress towards an efficient system for managing claims. There are still many ongoing discussions regarding further changes due to be implemented – among them, tribunal claims for bringing a claim, financial penalties for employers who lose, auto-enrolment into a workplace pension scheme, requirements for reporting to ACAS, changes to leave rights for family reasons and holidays and changes to minimum wages. As always, we’ll be pleased to update you as new legislation is introduced.