ALL SPOTS SNAPPED UP FOR TWO CASTLES RUN

Thousands of runners have signed up to take part in this year’s Two Castles Run – with the popular event being fully booked for the third year in a row.
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This year's Two Castles run

This year’s run will take place on Sunday 14th June, with runners setting off from Warwick Castle on a 10km route through the countryside, crossing the finish line at Kenilworth Castle.

Organisers from the Kenilworth Runners have been working to open the run up to more participants, offering an increased number of places this year, and will also be making changes to help supporters who turn out to cheer on the runners at the castles.

Richard Clarke, race director from Kenilworth Runners, said: “People often tell us that the Two Castles Run is their favourite race of the year, so it’s great to be able to offer more places to runners for this year’s event.

“We are expecting around 5,000 runners and we’re also working hard on changes to the visitor experience for spectators.

“This year we will be providing buses so that spectators can travel between the two castles to cheer on their friends and family, offering a convenient transport option and meaning they can easily move along the route without having to use their own cars.”

The Two Castles Run helps to raise money for various good causes – runners can collect sponsorship for a charity of their choice and are invited to contribute to The Myton Hospices when they sign up to the race. Around 50 runners from The Myton Hospices will also run the race, raising vital funds through sponsorship.

This year, the run will be sponsored by Leamington-based Blythe Liggins Solicitors. The company has been a long-term supporter of the race, and its team have pledged to sponsor the event for another five years.

Richard said: “With Blythe Liggins committing to sponsoring the race for five more years, it gives us the security of knowing we have that support and funding. Blythe Liggins are part of the race’s DNA, their staff volunteer on the day and many of their team take part in the race, so we’re pleased that they will be continuing to show their support.”

Donna Bothamley, partner at Blythe Liggins Solicitors, said: “The Two Castles Run is a fixture in the local calendar – it’s an event which thousands of runners enjoy taking part in and which raises much-needed funds for important charities, including the Myton Hospices.

“We’re proud to have supported it for many years and look forward to continuing to give our backing over the next five years.”

To join the waiting list for this year’s run, visit www.twocastlesrun.org.uk.

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Unfair Dismissal - Your Questions Answered

Losing your job can be a stressful and uncertain time. If you believe you have been unfairly dismissed, it is important to understand your rights. At Blythe Liggins, we frequently advise individuals and businesses on all aspects of unfair dismissal. Our expert solicitor, Julia Woodhouse, answers some commonly asked questions.

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Q: What is unfair dismissal?

A: An employee has the right not to be unfairly dismissed after they have completed at least two years’ continuous service with their employer (unless the dismissal is for an automatically unfair reason, in which case there is no qualifying period).

A dismissal is unfair if the employer does not have a fair reason for the dismissal and/or if they fail to act reasonably in treating that reason as a sufficient reason to dismiss.

Q: What are the potentially fair reasons for dismissal?

A: The law sets out a limited number of potentially fair reasons for dismissal:

  • Capability or qualifications: If an employee is poorly performing or is sick (capability) or lacks the qualifications required for the job.
  • Conduct: If an employee has committed misconduct.
  • Redundancy: Where there is a closure of a business; the closure of a particular site or office (but not the whole business); or there is a reduced need for workers to do a particular kind of work.
  • Illegality: If continuing to employ someone would breach the law (e.g. if they no longer have the right to work in the UK).

Some other substantial reason (SOSR): This is a broad category which can cover various legitimate business reasons for dismissal, such as a business reorganisation, amongst other reasons

Q: Is my employer acting reasonably?

A: Your employer needs to follow a fair procedure in relation to the reason for your dismissal.

  • Conduct: If there are allegations of misconduct, your employer would need to follow a disciplinary procedure, before dismissing you. Employers should follow a disciplinary procedure which complies, as a minimum, with the ACAS Code of Practice on disciplinary and grievance procedures.
  • Performance: Your employer may also have a separate Capability/Performance procedure which they should follow, if there are allegations of poor performance.

If your employer dismisses you for other potentially fair reasons (sickness, qualifications, redundancy, SOSR or illegality), they will still need to  follow a fair procedure which will depend on the reason.

Q: What should I do if I believe I have been unfairly dismissed?

A: If you believe you have been unfairly dismissed, you should:

  • Gather any relevant documentation: This includes your employment contract, payslips, letters or emails related to your dismissal and any relevant company policies.
  • Seek legal advice as soon as possible: At Blythe Liggins, we can assess your situation, explain your rights, and advise you on the best course of action.

Q: What remedies are available if an Employment Tribunal finds that I have been unfairly dismissed?

A: If your claim for unfair dismissal is successful, the Employment Tribunal can order compensation or (less often) order your employer to reinstate you to your old job or re-engage you in a comparable job.

Q: Can I settle my Unfair Dismissal claim out of court?

A: Yes – we will explore with you the possibility of seeking to settle any unfair dismissal claim, before making a claim to the Employment Tribunal.

We often approach employers to see if we can reach a mutually agreeable settlement for our employee clients. If you and your employer agree to settle your claim, your employer will usually ask you to do this, by signing a Settlement Agreement. In return for settling your claims, your employer will normally agree to pay you compensation and agree a reference with you, amongst other terms, see Settlement Agreements

Q: Can you help me make an Unfair dismissal claim to the Employment Tribunal?

A: Yes – if you and your employer cannot reach an early settlement or if you prefer to make an Unfair Dismissal claim to the Employment Tribunal, we will advise you about making a claim. We can advise you about the ACAS Early Conciliation process, make a claim to the Employment Tribunal on your behalf, as well as prepare your case for a final hearing.

Q: Can you help me make an Unfair dismissal claim to the Employment Tribunal?

A: Yes – if you and your employer cannot reach an early settlement or if you prefer to make an Unfair Dismissal claim to the Employment Tribunal, we will advise you about making a claim. We can advise you about the ACAS Early Conciliation process, make a claim to the Employment Tribunal on your behalf, as well as prepare your case for a final hearing.

Get in touch on 01926 884745 to find out how Julia can help you with Employment Law.

Disclaimer: *This blog provides general information and does not constitute legal advice. You should always seek professional legal advice in relation to your specific situation.*

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Employers should ensure that their staff treat the work Christmas party like an extension of the normal working day – as inappropriate comments or actions could leave their employer open to a sexual harassment claim, an employment law specialist has warned.

Julia Woodhouse, head of employment law at Blythe Liggins Solicitors, says any inappropriate behaviour or comments made at the work festive do – even if it is held away from the office and outside of normal working hours – could result in the employer being held legally responsible.

Since the introduction of the Worker Protection Act in October last year, employers are legally responsible in sexual harassment cases if they did not take reasonable steps to prevent sexual harassment of their workers from happening. This duty is in relation to harassment of workers by other workers, as well as harassment of workers by third parties, such as customers.

Reasonable steps include developing an anti-harassment policy, training staff to recognise sexual harassment and how to deal with it, undertaking an assessment regarding sexual harassment risks, as well as dealing appropriately with complaints.

Julia said: “The office party is a time when people let their hair down and the drinks are flowing – but when people relax and alcohol is involved, they may say or do things which could leave their employer liable for a sexual harassment claim.

“Comments or actions which some may dismiss as playful banter could come under legal scrutiny in a sexual harassment case – and it’s up to the employer to take reasonable steps to ensure that these things don’t happen in the first place, and to intervene when they do.

“The law establishes the principle that the standards of behaviour around sexual harassment should be the same at the office party as they would be in the office on a Monday morning.”

Sexual harassment is defined legally as unwanted conduct of a sexual nature which violates a person’s dignity or creates a hostile or degrading environment for them – whether intended or not.

Sexual harassment can include physical conduct, comments spoken out loud, comments made in text messages or on social media.

If someone is sexually harassed at the office party, legal action can be taken against the employer for failing to take reasonable steps to prevent it. Employment tribunals hearing sexual harassment claims can add up to 25 per cent to a worker’s compensation if they find that there has been a breach of the employer’s duty.

Julia said: “By all means, people should have a good time at the work Christmas party – the new law isn’t there to get in the way of that.

“But, when unwelcome and improper behaviour does occur, the law sets out a path of recourse which can hold the employer to account, if they don’t do their part to prevent it from happening.

“It’s important for employers to remember that the office Christmas party is still a work gathering – so my advice is that they should ensure that staff are fully aware that they should never do or say anything that they wouldn’t repeat in the office in the cold light of day.”

Caption: Employment law expert Julia Woodhouse of Blythe Liggins Solicitors