CONTRACTS AND AGREEMENTS
A contract is a legally binding agreement in which an organisation or individual offers the terms and conditions of the contract to one or more parties followed by a process of negotiation, acceptance, and agreement to the offered terms. Before a contract can be deemed enforceable by law, the process of consideration must take place, […]
HOW TO CLAIM FOR BREACH OF CONTRACT.
Most organisations will draw up legal contracts with a variety of parties including employees and third-parties before providing or receiving a service from the other contracted parties. It is important to understand that a contract is not legally binding unless it includes the following: An official agreement which consists of making an offer and receiving […]
WHAT IS PERSONAL DATA?
Personal data is defined within Article 4 of the General Data Protection Regulation (GDPR) and means solitary or group data that can be used to identify an individual. The following are examples of personal data: Name Home address Driver’s license ID number License plate number Phone numbers Emails Date of Birth Location of Birth Health […]
UNIVERSAL CREDIT AND RENT ARREARS
Since the introduction of Universal Credit in 2013, there have been a variety of issues raised, especially from people who rent properties and find themselves in debt. The main reason for this is because those who claim for Universal Credit, must wait six weeks before they receive their first imbursement, and therefore are not able […]
IMPROVING CYBERSECURITY MEASURES
In the past year there have been an array of high-profile data breaches from some of the UK’s biggest organisations including: British Airways, Dixons Carphone, and Ticketmaster UK. It is alarming that such large established organisations have jeopardised not only their company’s data, but also the personal data of their customers, through their lack of […]
REASONABLE ADJUSTMENTS IN THE WORKPLACE
Under the Equality Act 2010, organisations must provide reasonable adjustments in the workplace in order to accommodate anyone who has a long-term illness, impairment or disability. A reasonable adjustment is where an employer removes or minimises anything, within reason, that disadvantages their employee. ‘Within reason’ is clearly important, as a small business would not likely […]
LGBT DISCRIMINATION IN THE WORKPLACE
In accordance with the Equality Act 2010, it is unlawful to discriminate against anyone because of their gender, sexual orientation or gender reassignment. These forms of discrimination occur frequently, especially amongst the LGBT community. LGBT consists of individuals who identity as a Lesbian, Gay, Bisexual and Transgender, who in recent years have experienced a vast […]
AGE DISCRIMINATION IN THE WORKPLACE
Discrimination in relation to the age of employees, job seekers or trainees, regardless of whether they are younger or older, is unlawful under the Equality Act 2010. It is important to understand the different types of age discrimination, which include: Direct Discrimination This occurs when an employee, job seeker, or trainee is treated in a […]
RELIGIOUS OR BELIEF DISCRIMINATION AT WORK.
It is unlawful to discriminate against anyone for their religion or belief, as well as an individual’s lack of religion or belief, in accordance with the Equality Act 2010. In a work environment, all employees should be protected against discrimination of their religious faith or philosophical belief. This ensures that all aspects of religion […]
DISABILITY DISCRIMINATION AT WORK
The Equality Act 2010 sets out the rights and responsibilities of disabled workers, who are either mentally or physically disabled, protecting them against discrimination in the workplace. To clarify, an employee can be categorised as disabled if they have a long-term physical or mental impairment, which hinders them from carrying out everyday tasks in […]