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    <title>Articles and Publications</title>
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    <link>http://www.leepriestley.com/</link>
    <language>en</language>
    <pubDate>Wed, 12 Aug 2009 10:35:34 +0000</pubDate>
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    <item>
      <title>High Street Retailer Next accused of flouting refund rules</title>
      <description><![CDATA[An investigation launched by the BBC has highlighted that retailer Next along with other mail order companies have been flouting certain consumer rules by failing to offer a refund of delivery charges when items bought online are returned as a result of being faulty. ]]></description>
      <link>http://www.leepriestley.com/article-details/items/High_Street_Retailer_Next_accused_of_flouting_refund_rules.html</link>
      <pubDate>Tue, 27 Jul 2010 10:24:00 +0000</pubDate>
      <guid>http://www.leepriestley.com/article-details/items/High_Street_Retailer_Next_accused_of_flouting_refund_rules.html</guid>
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    <item>
      <title>Employee Share Ownership</title>
      <description><![CDATA[Employee share ownership is a term used when a business is owned in whole or in part by its employees. Employee share ownership can take many forms. Employees are often given the opportunity to buy shares in the business after a certain length of employment or upon the happening of certain events. Some companies make formal arrangements for employee participation, called employee share ownership plans (ESOPs). Employee shareholders will have varying degrees of influence on decision making.]]></description>
      <link>http://www.leepriestley.com/article-details/items/Employee_Share_Ownership.html</link>
      <pubDate>Tue, 20 Jul 2010 08:47:00 +0000</pubDate>
      <guid>http://www.leepriestley.com/article-details/items/Employee_Share_Ownership.html</guid>
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    <item>
      <title>Developing Case Law - Disciplinary and Grievance Procedures</title>
      <description><![CDATA[Obtaining evidence The case of Salford NHS Trust v Roldan now provides some guidance as to the level of investigation required at the early stage of disciplinary proceedings. It was held that where evidence provided by a witness raises unanswered questions, is inconsistent or conflicts with the views of others then this should be followed up. ]]></description>
      <link>http://www.leepriestley.com/article-details/items/Developing_Case_Law_Disciplinary_and_Grievance_Procedures.html</link>
      <pubDate>Thu, 15 Jul 2010 13:07:00 +0000</pubDate>
      <guid>http://www.leepriestley.com/article-details/items/Developing_Case_Law_Disciplinary_and_Grievance_Procedures.html</guid>
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    <item>
      <title>The Importance of Making a Will</title>
      <description><![CDATA[Following the announcement in the Pre-Budget Report in October 2007 of the introduction of transferability of the nil rate band on the death of the first spouse/civil partner, some may have taken the view that the need for making a seemingly complex Will for inheritance tax purposes or even making a Will in the first place, has been diminished. ]]></description>
      <link>http://www.leepriestley.com/article-details/items/The_Importance_of_making_a_Will.html</link>
      <pubDate>Tue, 13 Jul 2010 13:39:00 +0000</pubDate>
      <guid>http://www.leepriestley.com/article-details/items/The_Importance_of_making_a_Will.html</guid>
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    <item>
      <title>Cutting corners costs more in the long run</title>
      <description><![CDATA[During May 2010 the Health and Safety Executive levied a number of fines on employers for failing to comply with the Health and Safety at Work etc Act 1974.  It is easy to become complacent about health and safety at work; however, this may lead to injury to your employees and result in costs to the business.  ]]></description>
      <link>http://www.leepriestley.com/article-details/items/Cutting_corners_costs_more_in_the_long_run.html</link>
      <pubDate>Tue, 13 Jul 2010 13:31:00 +0000</pubDate>
      <guid>http://www.leepriestley.com/article-details/items/Cutting_corners_costs_more_in_the_long_run.html</guid>
    </item>
    <item>
      <title>Living longer and saving less for retirement will not add up</title>
      <description><![CDATA[Following on from the Pension Commission's report the government passed the Pensions Act 2008 implementing a number of the Commission's recommendations. The Commission's report concluded that many people were not saving for retirement, and that those who were had pension funds that fell below the level required at retirement.  ]]></description>
      <link>http://www.leepriestley.com/article-details/items/Living_longer_and_saving_less_for_retirement_will_not_add_up.html</link>
      <pubDate>Tue, 13 Jul 2010 13:25:00 +0000</pubDate>
      <guid>http://www.leepriestley.com/article-details/items/Living_longer_and_saving_less_for_retirement_will_not_add_up.html</guid>
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      <title>Redundancy: To what extent should women on maternity leave be afforded special treatment?</title>
      <description><![CDATA[During maternity leave women benefit from a period of heightened protection in relation to a number of situations including redundancy. If an employee is selected for redundancy on grounds relating to her maternity leave, the dismissal will be automatically unfair. Under the Maternity and Parental Leave etc Regulations 1999 ('MPL Regulations') special provisions apply where during an employee's maternity leave it is not possible for an employee to return under her existing contract of employment by reason of redundancy. ]]></description>
      <link>http://www.leepriestley.com/article-details/items/Redundancy_To_what_extent_should_women_on_maternity_leave_be_afforded_special_treatment.html</link>
      <pubDate>Tue, 13 Jul 2010 13:16:00 +0000</pubDate>
      <guid>http://www.leepriestley.com/article-details/items/Redundancy_To_what_extent_should_women_on_maternity_leave_be_afforded_special_treatment.html</guid>
    </item>
    <item>
      <title>Research Shows A Healthy Workforce Leads to a Healthy Profit</title>
      <description><![CDATA[In the current economic climate where businesses are looking to cut costs, investing in workplace wellness programmes is the last thing on most employers' minds. However, government and private sector research shows that wellness programmes can have a positive impact on profit. ]]></description>
      <link>http://www.leepriestley.com/article-details/items/Research_Shows_A_Healthy_Workforce_Leads_to_a_Healthy_Profit.html</link>
      <pubDate>Tue, 13 Jul 2010 13:05:00 +0000</pubDate>
      <guid>http://www.leepriestley.com/article-details/items/Research_Shows_A_Healthy_Workforce_Leads_to_a_Healthy_Profit.html</guid>
    </item>
    <item>
      <title>To What Extent Can Previous Conduct Be Taken Into Consideration When Deciding To Dismiss?</title>
      <description><![CDATA[It is an all too common scenario; an employee is involved in an incident that warrants disciplinary action. The employer deals with it leniently and no formal warning is given, the employee is then alleged to have committed an act of gross - misconduct and the employer wants to dismiss the employee. Can the employer rely on the previous misconduct of the employee even though no formal warning was given? ]]></description>
      <link>http://www.leepriestley.com/article-details/items/To_What_Extent_Can_Previous_Conduct_Be_Taken_Into_Consideration_When_Deciding_To_Dismiss.html</link>
      <pubDate>Tue, 13 Jul 2010 12:56:00 +0000</pubDate>
      <guid>http://www.leepriestley.com/article-details/items/To_What_Extent_Can_Previous_Conduct_Be_Taken_Into_Consideration_When_Deciding_To_Dismiss.html</guid>
    </item>
    <item>
      <title>International Patent Fast Track Scheme For UK</title>
      <description><![CDATA[David Cameron has recently unveiled a fast track scheme of international patent applications.  The UK is among the first to introduce such a fast track scheme and the Prime Minister confirmed that the aim was “to reduce the global backlog which stifles growth and enterprise”, which costs the global economy an estimated £7.6 billion every year if patents are delayed.  ]]></description>
      <link>http://www.leepriestley.com/article-details/items/International_Patent_Fast_Track_Scheme_For_UK.html</link>
      <pubDate>Tue, 13 Jul 2010 09:19:00 +0000</pubDate>
      <guid>http://www.leepriestley.com/article-details/items/International_Patent_Fast_Track_Scheme_For_UK.html</guid>
    </item>
    <item>
      <title>Green Inventions Patent Database</title>
      <description><![CDATA[The Intellectual Property Office, in the UK, which falls within the Department for Business Innovation and Skills has unveiled a new database of green inventions to help the development of environmentally friendly technology.  Baroness Wilcox, who is the Intellectual Property Minister was reported as saying:]]></description>
      <link>http://www.leepriestley.com/article-details/items/Green_Inventions_Patent_Database.html</link>
      <pubDate>Mon, 12 Jul 2010 13:39:00 +0000</pubDate>
      <guid>http://www.leepriestley.com/article-details/items/Green_Inventions_Patent_Database.html</guid>
    </item>
    <item>
      <title>The beautiful game creates a potential ugly mess for employers</title>
      <description><![CDATA[For many, the 2006 World Cup brings back memories of broken metatarsals (Rooney this time not Becks), dreams dashed and sore heads. However, for many employers the headaches were of a different kind! A sudden epidemic hit their work force, some had flu like symptoms and needed to stay home, others had eaten something dodgy and in extreme cases their wife's  mother's cousin twice removed died. These are all common symptoms of World Cup fever.]]></description>
      <link>http://www.leepriestley.com/article-details/items/The_beautiful_game_creates_a_potential_ugly_mess_for_employers.html</link>
      <pubDate>Tue, 01 Jun 2010 13:26:00 +0000</pubDate>
      <guid>http://www.leepriestley.com/article-details/items/The_beautiful_game_creates_a_potential_ugly_mess_for_employers.html</guid>
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    <item>
      <title>Reasonable Adjustments - these need to include systems that prevent an illness reoccurring</title>
      <description><![CDATA[Under the Disability Discrimination Act 1995 an employee can be considered to be disabled where treatment has corrected the problem but it is "likely" the disability would return without treatment.  ]]></description>
      <link>http://www.leepriestley.com/article-details/items/Reasonable_Adjustments_etc.html</link>
      <pubDate>Tue, 01 Jun 2010 13:20:00 +0000</pubDate>
      <guid>http://www.leepriestley.com/article-details/items/Reasonable_Adjustments_etc.html</guid>
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    <item>
      <title>New National Insurance Contribution Rules for workers moving around the EU</title>
      <description><![CDATA[From 1 May 2010 new EU Regulations will change some of the UK's National Insurance Contribution rules (NICs) for workers moving around the EU.]]></description>
      <link>http://www.leepriestley.com/article-details/items/New_National_Insurance_Contribution_Rules_for_workers_moving_around_the_EU.html</link>
      <pubDate>Tue, 01 Jun 2010 12:09:00 +0000</pubDate>
      <guid>http://www.leepriestley.com/article-details/items/New_National_Insurance_Contribution_Rules_for_workers_moving_around_the_EU.html</guid>
    </item>
    <item>
      <title>Can grievance and disciplinary procedures run concurrently?</title>
      <description><![CDATA[It is common for a disgruntled employee to raise a grievance during disciplinary proceedings.  This can often be tactical with a view to delaying the disciplinary process.  In such circumstances, should the disciplinary process be adjourned or should it continue?]]></description>
      <link>http://www.leepriestley.com/article-details/items/Can_grievance_and_disciplinary_procedures_run_concurrently.html</link>
      <pubDate>Tue, 01 Jun 2010 12:05:00 +0000</pubDate>
      <guid>http://www.leepriestley.com/article-details/items/Can_grievance_and_disciplinary_procedures_run_concurrently.html</guid>
    </item>
    <item>
      <title>Bribery Act 2010</title>
      <description><![CDATA[A new bribery legislation has been passed.  The Bribery Act will penalise companies whose employees engage in bribery if the company does not have appropriate policies in place to prevent it.  The penalties are severe including fines and imprisonment.  Companies should ensure that they have appropriate policies in place and that these are communicated to their employees.  Significant fines and imprisonment of up to 10 years could be the result of a failure under the Act.  Transparency International publishes a version of its business principles for countering bribery for small and medium-sized enterprises.  SME's will often have more limited resources with which to take the challenges of resisting and countering bribery and the growing requirements made by large international companies for their suppliers to have appropriate anti-bribery policies and systems in place.  We set out below a summary of the legislation.  ]]></description>
      <link>http://www.leepriestley.com/article-details/items/Bribery_Act_2010.html</link>
      <pubDate>Tue, 01 Jun 2010 10:25:00 +0000</pubDate>
      <guid>http://www.leepriestley.com/article-details/items/Bribery_Act_2010.html</guid>
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    <item>
      <title>Alternatives to Redundancy: Lay Off and Short Time Working Clauses</title>
      <description><![CDATA[A company's most valuable asset is often its employees.  However, during an economic downturn employers are often faced with no alternative but to make redundancies.  Employers are often looking for ways to retain the employees that they have invested in and trained whilst still cutting costs.  Lay-off and short time working clauses may be a way of doing this.]]></description>
      <link>http://www.leepriestley.com/article-details/items/Alternatives_to_Redundancy_etc.html</link>
      <pubDate>Tue, 01 Jun 2010 10:14:00 +0000</pubDate>
      <guid>http://www.leepriestley.com/article-details/items/Alternatives_to_Redundancy_etc.html</guid>
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    <item>
      <title>De Facto or Shadow Director?</title>
      <description><![CDATA[Influencing the actions of the directors of a company when not registered as a director may still render you subject to director's duties and even criminal and civil liabilities, warns Lee & Priestley.]]></description>
      <link>http://www.leepriestley.com/article-details/items/De_Facto_or_Shadow_Director_2010.html</link>
      <pubDate>Wed, 19 May 2010 09:57:00 +0000</pubDate>
      <guid>http://www.leepriestley.com/article-details/items/De_Facto_or_Shadow_Director_2010.html</guid>
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    <item>
      <title>Google AdWords is legitimate</title>
      <description><![CDATA[The Court of Justice of the European Union ("CJEU"), formerly the European Court of Justice, has handed down its decision in three conjoined cases concerning Google AdWords and potential trade mark infringement. ]]></description>
      <link>http://www.leepriestley.com/article-details/items/Google_AdWords_is_legitimate.html</link>
      <pubDate>Thu, 06 May 2010 10:54:00 +0000</pubDate>
      <guid>http://www.leepriestley.com/article-details/items/Google_AdWords_is_legitimate.html</guid>
    </item>
    <item>
      <title>Limited Liability Partnerships</title>
      <description><![CDATA[Since 6 April 2001 it has been possible for businesses to be incorporated as Limited Liability Partnerships ("LLPs").]]></description>
      <link>http://www.leepriestley.com/article-details/items/Limited_Liability_Partnerships.html</link>
      <pubDate>Mon, 26 Apr 2010 08:41:00 +0000</pubDate>
      <guid>http://www.leepriestley.com/article-details/items/Limited_Liability_Partnerships.html</guid>
    </item>
    <item>
      <title>Legislative Changes - April 2010</title>
      <description><![CDATA[April heralds a number of legislative changes and changes to the statutory rates, the key changes are set out below.  ]]></description>
      <link>http://www.leepriestley.com/article-details/items/Legislative_Changes_-_April_2010.html</link>
      <pubDate>Wed, 21 Apr 2010 14:21:00 +0000</pubDate>
      <guid>http://www.leepriestley.com/article-details/items/Legislative_Changes_-_April_2010.html</guid>
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    <item>
      <title>No Second Chances - Dismissal for one mistake</title>
      <description><![CDATA[Employers are encouraged to see dismissal as a last resort; however there are some situations in which the actions of an employee leave the employer little choice.]]></description>
      <link>http://www.leepriestley.com/article-details/items/No_Second_Chances_-_Dismissal_for_one_mistake.html</link>
      <pubDate>Wed, 21 Apr 2010 13:41:00 +0000</pubDate>
      <guid>http://www.leepriestley.com/article-details/items/No_Second_Chances_-_Dismissal_for_one_mistake.html</guid>
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    <item>
      <title>New fines for breaches of the Data Protection Act</title>
      <description><![CDATA[On 6 April 2010 new powers came into force which allow the Information Commissioner's Office (ICO) to levy fines of up to £50,000 for a breach of the Data Protection Act 1998 which is either deliberate or negligent, and likely to cause substantial damage or distress to individuals.   Previously fines could only be imposed through the courts rather than directly by the ICO.]]></description>
      <link>http://www.leepriestley.com/article-details/items/New_fines_for_breaches_of_the_Data_Protection_Act.html</link>
      <pubDate>Wed, 21 Apr 2010 13:33:00 +0000</pubDate>
      <guid>http://www.leepriestley.com/article-details/items/New_fines_for_breaches_of_the_Data_Protection_Act.html</guid>
    </item>
    <item>
      <title>New Discrimination Legislation makes discrimination on the grounds of Caste unlawful</title>
      <description><![CDATA[The Equality Act 2010 ("EA") which recently received Royal Assent has made the discrimination of an individual on the grounds of their Caste unlawful in the UK.   ]]></description>
      <link>http://www.leepriestley.com/article-details/items/New_Discrimination_Legislation_April_2010.html</link>
      <pubDate>Wed, 21 Apr 2010 13:11:00 +0000</pubDate>
      <guid>http://www.leepriestley.com/article-details/items/New_Discrimination_Legislation_April_2010.html</guid>
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    <item>
      <title>Agency Workers Regulations - April 2010</title>
      <description><![CDATA[The Agency Workers Regulations ("Regulations") will come in to force on 1 October 2011 and will provide all agency workers with the right to equal treatment in line with their permanent colleagues.  ]]></description>
      <link>http://www.leepriestley.com/article-details/items/Agency_Workers_Regulations_-_April_2010.html</link>
      <pubDate>Wed, 21 Apr 2010 09:31:00 +0000</pubDate>
      <guid>http://www.leepriestley.com/article-details/items/Agency_Workers_Regulations_-_April_2010.html</guid>
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