Matt was previously Commercial Director at Devon Norse, in charge of the company’s catering operations.
He takes over from Ray Beale, who is remaining with the company in a consultative role overseeing the transfer of additional facilities management operations from Devon County Council.
Commenting on his new role Matt said, “This is a very exciting time for Devon Norse, as we expand our partnership with Devon County Council and continue to grow our portfolio of public and private sector clients. We have a tremendous, committed and enthusiastic team at Devon Norse, and I look forward to continuing the excellent leadership Ray has given since the formation of the company three years ago.”
Norse Managing Director Peter Hawes, commented, “We are delighted that Matt has accepted the role of Managing Director for Devon Norse. His varied experience across a number of divisions of the company, and his proven management expertise, meant that he was an obvious choice for the position. Matt is a perfect example of how anyone within the company can, with the right attitude, skills development and commitment, make a career with Norse that leads them to top flight roles.”
Matt has worked for Devon Norse’s parent group for fourteen years, starting as a cook in residential homes and progressing through the catering team before transferring to an Environmental Services Manager’s post. He moved to Commercial Services Manager at Norse’s head offices in Norwich, managing the cleaning services throughout East Anglia and for Enfield Norse in 2010, and in 2013 became one of the company’s first BTEC Level 7 graduates.
Devon Norse has a staff of over 1300, who provide a wide range of cleaning and catering services to education, NHS, civic and private establishments across Devon and the South West. The company provides over 200,000 meals to schools across the county every month.
Cozens-Hardy LLP is pleased to announce that solicitor Christina Stöhr has joined the firm’s busy private client department.
Christina, who qualified in 2000, is a highly experienced private client solicitor, providing advice on wills, estate planning, the administration of estates and trusts, Lasting Powers of Attorney and Court of Protection applications. Christina has a special interest in advising elderly clients, particularly care provision and funding and is currently enrolled on the STEP (Society of Trust and Estate Practitioners) Diploma programme.
Commented Michelle Collins, Partner and head of the firm’s Private Client department:
“Christina will be a real asset to our team and will play a key role in helping us continue to deliver the firm’s high levels of service and exceptional client care.”
Christina added:
“Cozens-Hardy is particularly well known for its private client work and I am looking forward to joining such a well respected and motivated team.”
Cozens-Hardy’s private client practice offers a full range of services including wills and codicils, obtaining probate and the administration of trusts, disputed estates, living wills, Powers and Attorney, Court of Protection work and Charity Law. The team also offers expert advice on wealth management, planning for business or property succession, tax planning and tax efficiency.
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For further information please contact: Clare Haylett ph: 07764 270570 and clare@clarehaylett.net
As the temperature drops and the mornings get darker, workplaces across the UK face new safety challenges. Icy paths, wet floors, and reduced daylight can all increase the risk of slips, trips, and falls, some of the most common causes of workplace accidents.
A little preparation goes a long way in keeping your team safe through the colder months.
Here are some practical steps every employer should take this winter.
1. Plan Ahead for Icy Conditions
Don’t wait for the first frost to start thinking about grit!
Identify key areas such as entrances, car parks, and walkways that need regular gritting.
Assign responsibility– make sure it’s clear who checks weather forecasts and who applies grit when needed.
Keep supplies stocked, including grit, shovels, and high-visibility signs for when surfaces are being treated.
2. Keep Floors Dry and Clean
Winter weather often means wet shoes and dripping coats, which can quickly make indoor floors slippery.
Use absorbent mats at all entry points.
Encourage staff to wipe footwear and hang wet clothing in designated areas – Although remember to not store damp or wet clothing on or near to heaters directly, fires could occur
Make sure cleaning teams are aware of the increased risk and mop up spills or puddles promptly.
3. Light the Way
Reduced daylight can make hazards harder to spot.
Check thatoutdoor lighting is bright enough and working properly, especially in car parks and around entrances – Think about the type of work and lighting levels needed to suitably illuminate the space
Consider motion-sensor lights to save energy while keeping areas illuminated.
Inside, ensure corridors and stairwells are well-lit and any broken bulbs are replaced quickly.
4. Encourage Sensible Footwear
Footwear might not seem like a safety priority, but it can make all the difference.
Remind staff to wear non-slip, waterproof shoes or boots with good tread. Now is also a good time to check with your PPE suppliers that your standard-issue items are up to scratch.
Provide guidance or financial support where safety footwear is required.
For office environments, consider keeping spare shoe covers or mats for visitors.
5. Review and Refresh Your Risk Assessments
Winter conditions can change your workplace risks.
risk assessments to reflect the hazards and control measures required by the changing seasons.
Conduct safety walk-arounds before and after extreme weather to ensure your workplace is prepared and to identify any new hazards.
Ensure staff are aware of reporting procedures for near misses and unsafe conditions, and remind them that they are empowered to sort a hazard when they see it if it is safe to do so and they are able.
6. Communicate Regularly
Safety awareness is highest when it’s kept front of mind.
Share seasonal reminders via email, posters, or team briefings.
Highlight the importance of reporting hazards early.
Lead by example – management should model safe behaviour at all times.
By taking a proactive approach to winter safety, you can prevent accidents and keep your workplace running smoothly, whatever the weather brings.
KLM re-introduces fourth daily frequency to Schiphol
Yesterday saw the reintroduction of a fourth daily KLM service from Norwich International Airport to Amsterdam Airport Schiphol following a very successful introduction for summer 2013.
The increased frequency will provide better connections to destinations such as Dubai, Lima and Toronto. In addition, point to point business travellers can also benefit from the convenient flight schedule out of Norwich, which enables them to conduct a full day’s business in the Netherlands removing the need and cost of an overnight stay.
KLM, via their award winning hub airport in Amsterdam, offers local travellers over 100 worldwide destinations on its intercontinental network and over 650 destinations across KLM’s Skyteam partner networks. All accessible with just a one hour check-in at Norwich and baggage checked through to final destination.
The addition of the fourth daily service again this summer further cements Norwich’s position as one of KLM’s most successful departure points on its extensive UK network.
Andrew Bell CEO of Norwich International Airport commented, “KLM’s additional commitment to Norwich Airport is very welcome and we hope that business passengers and those wishing to travel to visit friends and relatives will take advantage of the improved worldwide connectivity”.
For more information on KLM visit www.klm.com or call 0871 231 0000.
Pure Resourcing Solutions (Pure) in Norwich hosted a fun-packed annual charity quiz night last Thursday (20th March 2014) at the De Vere Dunston Hall Hotel, raising £1,784 for East Anglia’s Children’s Hospices (EACH).
Forty teams from local businesses with team names such as “Goodbye Doctor Who”, “We Thought It Was A Disco”, “Les Quizerables”, “The Scrambled Eggheads” and “Sew Smart…Not” gathered at the De Vere Dunston Hall Hotel for the annual charity quiz evening which was organised by Pure – a leading specialist recruitment consultancy businesses in the East of England.
Norfolk businesses including Heinz, South Norfolk Council, Parker Andrews, Broadland Housing, Wensum Tailoring and Larking Gowen came along for the evening of friendly rivalry. It was “TEAM Name” from Team Energy that claimed the quiz crown, with each lucky team member winning a bottle of champagne. A raffle also proved popular with superb prizes including a round of Golf for 4 at Dunston Hall, Booja Booja chocolates, Chapelfield shopping vouchers and Kettle Foods donated a large case of crisps. In addition, an iPad mini was generously donated by NHS professionals!
Gill Buchanan, Director of Pure, said: “The charity quiz evenings that we organise annually are always such an enjoyable occasion… Not only do they encourage local businesses to join together and contribute to such a fantastic charity as EACH, but also the amount raised always surpasses our expectations. I’d like to thank all of the businesses that contributed to the event. Our relationship with EACH is very important to us and we are so proud to be supporting a wonderful charity.”
Gary Cook, EACH Norfolk Fundraiser, said: “We are extremely grateful to Pure Resourcing Solutions, Norwich for once again supporting EACH with their annual quiz. We would also like to thank the local business community for getting involved in this fun event whether that is by entering a team into the quiz or supplying a raffle prize. The fantastic amount raised from the event will go a long way to helping us to deliver our services of caring for local life-threatened children and supporting their families.”
The quiz brings the total that Pure has now raised for EACH in the last decade to over £52,000. To find out more about Pure’s fundraising activity, contact Anna Hill, Marketing Manager on: 01223 209888 or Anna.Hill@prs.uk.com.
Arthur Jary & Sons Ltd. are having an ‘Open Afternoon’ at their memorial showroom and workshop, on Northgate Street in Great Yarmouth, on Friday 25th April. Please come and meet our staff, and see how our craftsmen create a lasting memory to a loved one.
The 2014 financial year has ended on a high for Norwich International Airport with final passenger numbers reaching over 465,000, an increase of 10% on the previous year.
Such a positive rise is attributed to growth in several sectors. The biggest increase was seen in holiday traffic, driven by Thomson/First Choice who doubled their summer 2013 activity boosting holiday charter passengers by almost 47%. Thus over 108,000 people enjoyed the benefits of flying to the sun from their local airport in the year.
The booming offshore industry contributed 19% growth in offshore helicopter traffic which accounted for over 100,000 helicopter passengers using the airport in the year. This cements Norwich as the busiest Airport for offshore helicopter passengers in the UK after Aberdeen.
KLM’s hub feeder service to the award winning Amsterdam Schiphol Airport had another strong year as a result of the addition of the fourth daily flight throughout summer 2013 which saw passenger numbers grow by 10% on this route. The fourth daily flight has already been reintroduced for this summer and forward bookings are looking very strong.
Andrew Bell, CEO of Norwich International, said, “2013/14 was a good year and I am satisfied with this significant increase in our passenger numbers. Not only did we achieve strong volume growth in 2014 but our drive for service excellence was recognised by Thomson/First Choice who awarded Norwich International first place in their national Airport customer service program. This focus on putting the pleasure back into flying will continue as we now move into the summer season, and I plan to build on the progress made last year. Furthermore, airlines such as Loganair are buying into our approach to doing business as demonstrated by their decision to base another of their aircraft at the Airport, thereby offering better service frequencies to passengers.”
Today, the new single Family Court comes into being and most of the family justice provisions from the Children and Families Act 2014 take effect. The legislation has been described as “the largest for a generation”.
Emma Alfieri, from Steeles Law’s family team, comments that these reforms bring about the introduction of a new single Family Court in England and Wales, intended to make the system easier, less confusing, to provide greater flexibility and to avoid delay.
The new Family Court is designed to ensure that the right level of Judge is appointed for a particular case, in the most suitable location. The idea being that this will reduce unnecessary delays caused by cases being transferred between Courts.
The most significant changes apply to matters concerning public law and care. The idea is that the reforms will result in a swifter system and give greater certainty to the children involved.
In respect of private children law matters, child arrangements replace contact and residence orders.
Emma commented that there has already been a lot of media coverage about the changes and the focus to the general public appears to be about mediation. This is in view of the fact that the Children and Families Act includes provision that parties wishing to go to Court in respect of a child dispute, or in relation to financial matters upon divorce, have to attend compulsory mediation before they may do so. However, Emma adds that in this respect little has changed, as in recent years family mediation has been compulsory to most in any event. Whilst family lawyers have actively been promoting mediation for some years, until now the general public appeared unaware of this option which could explain the mediation focus.
There are two practical points of note, which the public should be aware of:
2. Some media reports are suggesting that parties seeking family law advice have to attend a session of mediation before they may consult a lawyer. This is certainly not the case. The situation remains the same as before, in that anyone wishing to seek legal advice may contact a lawyer at any point.
For further information regarding the changes, please contact us.
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With economic forecasts starting to look more positive, many employers are increasing their recruitment activity. It is important for employers to make sure that their recruitment processes are watertight, not only to increase the chances of selecting the best candidate for the job but also to avoid the risk of potential claims of discrimination by those who are not selected. Professional Support Lawyer Elizabeth Stevens looks at recent and forthcoming developments in this area.
One area that can prove tricky for employers to navigate is in relation to the duty to establish an individual’s right to work in the UK. This duty arises under the Immigration, Asylum and Nationality Act 2006, and must be balanced against the individual’s right not to be discriminated against, contrary to the provisions of the Equality Act 2010.
The 2006 Act requires an employer to carry out certain checks in order to establish whether an individual has the right to work in the UK, before the individual commences employment (not on the day they start). This involves checking original documents from an approved list of documents to establish eligibility to work, making copies of those documents and keeping a record of them for the duration of the individual’s employment and for a period of two years after employment has ended. For certain individuals who have limited entitlement to remain in the UK, checks must be carried out every 12 months.
If an employer negligently employs an individual without the right to work, the employer is liable for a civil penalty (a fine). From May 2014, the maximum civil penalty for illegally employing immigrant workers is doubled from £10,000 to £20,000, per illegal worker. An employer who knowingly employs an individual who does not have the right to work has committed a criminal offence, which can result in an unlimited fine or a prison term of up to two years.
New Code of Practice
The Home Office has recently published a new draft Code of Practice: Avoiding unlawful discrimination while preventing illegal working, to assist employers in complying with both its duties under the 2006 Act and the requirements of the Equality Act 2010. This draft Code, once finalised, will replace the previous Code issued in 2008. Whilst the Code itself does not impose any legal duties on employers, an employer’s failure to comply with its provisions can be used in evidence in legal proceedings.
The draft Code advises employers, as a matter of good employment practice, to have “clear written procedures for the recruitment and selection of all workers, based on equal and fair treatment for all applicants”. Having such procedures in place (and following them) is likely to assist an employer in the defence of a discrimination claim, not least by demonstrating that it took “all reasonable steps” to prevent discrimination from occurring.
In order to avoid a potential claim of discrimination, the Code advises employers to carry out the checks required by the 2006 Act in respect of all new recruits, not only those who may appear to be of non-British nationality due to their name, accent or ethnicity.
What if the individual does not produce the documents necessary to establish their right to work in the UK? The draft Code cautions against assuming that they are living or working in the UK illegally, and advises employers to keep the job open for as long as possible in order to give the individual the opportunity to demonstrate their right to work. However, the Code also acknowledges that this may not be possible if the requirement to recruit is particularly urgent. An employer who is not satisfied that an individual has the right to work in the UK can lawfully refuse to employ them on that basis.
Forthcoming training event
Employment law experts from Steeles Law will be examining a range of different issues relating to recruitment in more detail at the forthcoming Norfolk Chamber of Commerce HR Forum which is taking place at Dunston Hall on 18 June 2014, from 2pm. Click here for further information, including booking details.