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When another person or organisation has broken the contract between you to provide the goods or services in return for payment, you may have grounds for compensation or redress.

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Our specialist Litigation team are on hand to help you with any queries you may have.

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Our expert solicitors are here to support you with advice, outlining your options at the very first stages to ensure all possible objectives are reached.

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The Litigation team at Poole Alcock will advise you on the best route to take, depending on your tenancy agreement.

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At Poole Alcock we understand that you want to resolve any dispute cost-effectively and maintain good relations where possible.

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A company’s articles of association are of paramount importance; they are the key constitutional document setting out the basic management and administrative structure of a company.

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Forming a company can be a positive and exciting step for many business owners. However, it is important to ensure from the outset that the documents governing your company’s operations suit your business needs.

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Acquisition of another company is an effective way to grow your business. Ensuring a successful transaction is all about the detail. You need to know exactly what you are buying.

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When the time comes to sell your company, or shares in your business, you will wish to maximise the return on your investment of money, hard work, time and emotion.

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A guarantee is a legal commitment to repay a debt where the original borrower has defaulted on their repayments. In essence, the person providing the guarantee will “step into the shoes” of the debtor.

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Whether you are lending to or borrowing from a third party, it is always prudent to record the terms of the loan clearly.

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A company’s articles of association are of paramount importance; they are the key constitutional document setting out the basic management and administrative structure of a company.

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If you are in dispute about which school your child should attend or think that it will be in the child’s best interests to change schools it will be necessary to apply for a Specific Issue Order through the courts.

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If your child is aged under 16, it is possible to change their name by deed poll providing that all of the parties with Parental Responsibility are in agreement. However, the child’s birth certificate will not normally be changed as this is a historical record from when the child was born.

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When a child is removed from one of the parents without the other parent’s permission or a child is not returned at a pre-arranged time, it is important to act quickly to reinstate the child’s normal or pre-agreed routine.

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Whenever possible separating parties should speak to one another and make arrangements for the care of the children which are in the children’s best interests and can be worked around by both parents.

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Most of the legal rights given to parents are by way of Parental Responsibility (PR). PR means ‘all the rights, duties, powers, responsibilities and authority that a parent of a child has in relation to the child and his property by law’.

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You can apply to end or dissolve your civil partnership if you have been in the partnership for at least one year. It is very similar to divorce, in that you will need to make an application to the court.

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When parties separate they may be able to reach an amicable agreement about the finances of the household and how these should be divided going forward. However, for most this can be the most difficult area to resolve.

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We can provide you with the peace of mind of conducting your divorce on a fixed fee basis. We will be able to provide you with the figure at the outset, allowing you to budget and plan your finances in advance.

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We are proud to be chosen by Cheshire Police Federation as their nominated divorce lawyers to provide specialist divorce and family advice to its members.

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A pre-nuptial/pre-civil agreement is a legal agreement made between two individuals before their marriage has taken place. It usually sets out how the couple wish their assets to be divided between them.

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A separation agreement is a written agreement used when a couple want to stop living together. The agreement can be used to decide a variety of topics including, who will pay the mortgage.

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Under the Equality Act 2010 harassment is defined as unwanted conduct which is related to either; age, disability, gender reassignment, race, religion or belief, sex and sexual orientation and is therefore unlawful.

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Unfair dismissal is a complex area of employment law and one where you need a legal expert to safeguard your financial interests as well as your professional future.

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It can be hard to realise that you may have been a victim of workplace discrimination. Discrimination is based upon what are called Protected Characteristics.

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Under the Equality Act there are 9 specific areas which are called protected characteristics; any discrimination against workers because of these characteristics would be unlawful.

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It is important that businesses handle the termination of a director’s contract appropriately, especially if you need to achieve a swift exit without disrupting the operation of the business.

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Employers should enter into a period of consultation with their employees, giving them information on why the redundancies are necessary and if there are any alternatives available.

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Has your employer discussed ending your employment through redundancy or with a settlement agreement/compromise agreement?

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There will be times when an employee’s conduct or performance falls short of what is expected of them in their contract of employment, or they believe that they have been treated unfairly at work.

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The TUPE Regulations are in place to preserve employees’ rights when a business is transferred to a new employer. The Regulations can apply to organisations of all sizes when a business is sold.

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From the recruitment process, through to issues such as TUPE, training from expert employment solicitors can help you to use the law as a positive framework to implement the best employment practices.

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A written contract of employment is a legal requirement as part of the employment relationship and failure to provide one can leave both parties unclear about their rights and responsibilities.

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Settlement agreements, which used to be called compromise agreements, can play an important part in ending an employment relationship, but there are some important legal safeguards.

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Severing ties with a director or senior executive comes with countless decisions about how to protect your business.

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Whether it is direct or indirect discrimination, a case of harassment, or failure to promote diversity, the Equality Act makes discrimination unacceptable in the workplace.

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It is easy for important steps to be missed during a staff crisis however, each vital step may be a legal requirement. An omission that could have a serious impact upon your business.

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Employers should enter into a period of consultation with their employees, giving them information on why the redundancies are necessary and if there are any alternatives available.

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Whilst it is better to try to resolve a dispute directly with an employee, there will be times when it simply is not possible. In those cases, you may be called before an employment tribunal.

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As an employer you have to be cautious with how you deal with dismissals in order to not be accused of an unfair dismissal.

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Failure to comply with employment legislation can be devastating for a business. Compensation awards for unfair dismissal claims can be in excess of £75,000 and awards for discrimination are unlimited.

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Our team has extensive experience of settling claims arising from a wide variety of accidents and injuries suffered in the workplace.

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Whilst a trip to the beauty salon may conjure up images of relaxation and pampering, many services use potentially harmful chemicals and machinery.

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Poole Alcock have a number of keen cyclists who commute to work and enjoy cycling as a hobby or as a competitive sport. We therefore understand the frustration that can occur.

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Every employer should ensure that the exposure of his employees to substances hazardous to health is either prevented or, where this is not reasonably practicable, adequately controlled.

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The loss of a loved one is one of the most difficult situations in life we have to face, and the thought of bringing a claim for compensation at this time is a difficult one.

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An employer has a duty to eliminate or reduce exposure to vibration to as low a level as is reasonably practicable. In doing so, the employer should have assessed any risks in the task concerned.

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Suffering a head injury is understandably concerning for the victim and their family. It is important to investigate any potential brain injury that may have been caused.

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Tinnitus is any noise (for example, buzzing or ringing) in the ear and can be caused by exposure to excessive levels of noise, although there are other causes too.

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It is logical to think that if you are constantly carrying out the same physical task at work, such as lifting heavy boxes without a break, you may well develop a bad back.

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Common causes of road traffic accidents include other road users, poorly maintained roads, obstructions in the road and slippery surfaces. You may have suffered an injury.

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Accidents can happen at any time and in any place – in the street, at work, at the supermarket. If you think that another person or organisation was responsible for your accident then you may be entitled to compensation.

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Suffering a spinal cord injury can be a life-changing event, impacting on almost every aspect of your life. If the accident was not your fault, then financial compensation is often necessary.

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Corporate Social Responsibility

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What is Corporate and Social Responsibility?

Corporate and Social Responsibility (CSR) at Poole Alcock is all about managing our business in a way which supports our clients, staff and the local community, whilst minimising the negative economic, environmental and social impacts of what we do.

The firm recognises that it’s success has been built upon the local people who work within the organisation together with its reputation within the local communities throughout Cheshire.

In that sense CSR is, firstly, an integral part of the firm’s business planning and secondly, an issue which is relevant and important to everyone who works at Poole Alcock.

How does CSR benefit  our clients?

  • We aim to provide a service for our clients that we would want to receive ourselves.
  • We strive to be professional, efficient and responsible in the services which we provide.
  • We work towards and maintain practice standards (such as Lexcel, Investors in People and Conveyancing Quality Scheme), to help support these aims.
  • We listen to our clients and learn from the feedback which they give to us, so that we can improve their experiences of instructing us going forwards.

How does CSR benefit our staff?

  • We provide a fair and fulfilling place to work, where all staff have equal opportunity to advance.
  • We continue to support training towards professional qualifications through ILEX and trainee solicitor recruitment.
  • We promote diversity in all we do and promote mutual respect of people and the ways in which we are different to each other.
  • We are working towards full membership of the Law Society’s Equality Charter.
  • We promote and support social and recreational activities for staff within the firm to aid team building and wellbeing across the firm. Each member of staff who engages in a charitable or volunteering activity receives an extra days holiday as a ‘thank you’ from the firm

How does CSR benefit our community?

We view ourselves as having a symbiotic relationship with our community and take an active role to make a difference. We make a contribution to our community through :

  • Offering publicly funded work, where practicable
  • Volunteering in community projects, specifically aiming to achieve 100 hours of volunteering each year
  • Supporting local charities and their fund raising activities
  • Working towards a reduction in the environmental impact of how we operate through reduction of waste and energy consumption

How has this been working in reality?

Our CSR policy has been in place since 2011 and is led by our Partner Anna Burns. Since this time, we have been involved in numerous volunteering activities, such as:-

  • Path building with the Forestry commission in Delamere forest to help improve access for wheelchair users
  • Annual conservation work with the Cheshire East Rangers, helping with coppicing, path building, fence building, cutting back overgrown hedgerows to name a few

We have also been involved in numerous charitable events, such as:-

  • Climbing Snowdon
  • Taking part in Tough Mudder North West

We aim to organise 1 large charitable event such as those listed above each year, however we also support numerous charities throughout the year by taking part in cake bakes, dress down days, growing/wearing a moustache in November as well. We aim to have 1 charitable event each month.

For our staff

We run regular social events throughout the year including an annual Christmas party and annual 10 pin bowling competition which are extremely popular events. We have a number of policies across the firm which are aimed to protect our staff, such as:-

  • Equality and Diversity policy-we are committed to eliminating discrimination and promoting equality and diversity within the firm. We aim to treat everyone equally and with the same attention, courtesy and respect regardless of disability, gender, marital status, age, race, racial group, colour, ethnic or national origin, nationality, religion or belief or sexual orientation the protected characteristics.
  • Flexible working policy-We are aware that in order to help our staff achieve their full potential, their employment must suit their whole lifestyle and as such we are committed to helping our staff find the best balance for them
  • Health & Safety policy-to ensure the safety of our staff when they are at work
  • Anti-harassment and bullying policy-to ensure that the work environment is free from negative behaviours
  • Maternity, paternity, shared parental leave and adoption policies-allowing support and time off for staff members for whom this is applicable
  • Compassionate leave policy
  • Time off for Dependants policy
  • Holiday leave policy, including an extra days holiday for staff birthdays
  • Working from home policy
  • Career break policy
  • Overtime policy and time off in lieu of overtime policy
  • Each member of staff has membership to Healthshield Insurance Plan which covers a wide range of private health costs

For our community

As well as the volunteering and charitable events that we are involved in, we also aim to help our wider community through:-

  • Our business services team in particular provide valued support to local businesses and we host a ‘Wind down Thursday’ event each month with Watts Mortgage & Wealth Management Ltd for local businesses to attend and network with our contacts, which may be of interest for them.
  • We are constantly involved with the community that we work in and regularly visit our Clients at home.
  • We regularly hold legal ‘drop in’ clinics for people to access free legal advice from one of our solicitors.
  • We believe in helping with educational needs for children within our community and some of our partners are on the Board of Governors at local schools to help in this respect.
  • Our Criminal lawyers have given their time to judge High school children’s advocacy skills in the Mock Trial competition at Crewe Magistrates Court involving High Schools in our local area
  • We have carried out Pro bono work for charities that we have been involved with closely and helped with the acquisition of property for them. We are happy to consider pro bono work in appropriate situations. Please feel free to ask for further information about our pro bono work.

 

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