Member News

We are set to expand our reach in the southern regions of East Anglia by opening a second office in Bury St Edmunds.

Serving clients nationwide, we have been supplying commercial insurance and risk management solutions from its Norfolk headquarters for over a century.

Having seen significant recent growth in our East Anglia client base outside Norfolk, Peter Foster, Managing Director, explained that a second branch was needed.

He said: “We have been keen to develop a base in Bury St Edmunds for some time so that we are nearer to our clients in Suffolk, Cambridgeshire and Essex and can be more effectively integrated within their business communities. This is the right time to make the move.” With the new office set to open this September, the first new recruit at the Bury St Edmunds branch will be Joanne Hocking, who will join the company as an Account Executive to support the continued growth of our Community Broking division.

Joining the team from the Suffolk division insurance intermediary Towergate, Jo has spent her career in Bury St Edmunds and brings with her a wealth of local industry knowledge and connections. Commenting on her new role, Jo said: “I am very much looking forward to co-ordinating the growth of Hugh J Boswell’s Bury St Edmunds office and the exciting opportunities ahead.

The new school term often brings a flurry of activity for the employment solicitors and the HR professionals amongst us; the now inevitable changes to the law that occur every October are on the horizon, and the legal world has had the opportunity to take stock of any developments over the hot summer months.

With that in mind, we have prepared a summary of the things you need to know for this October, and a run-down on the latest position on a couple of those key issues that have been racking up column inches over the summer months:

Equal pay

On 1 October 2014, the Equality Act (Equal Pay Audits) Regulations 2014 come into force. This means that, where an Employment Tribunal finds that an employer is in breach of equal pay law, they must order the employer to conduct a mandatory equal pay audit, the scope of which to be determined by the Employment Tribunal.

National Minimum Wage

On 1 October 2014, the National Minimum Wage hourly rates will increase:

• For those aged 21+, from £6.31 to £6.50 per hour; •For those aged 18-20(inclusive), from £5.03 to £5.13 per hour; •For individuals aged under 18, but above compulsory school leaving age, from £3.72 to £3.79; and •For apprentices aged under 19, or over 19 but in the first year of their apprenticeship, from £2.68 to £2.73 per hour.

Ante-natal Appointments

From 1 October 2014, fathers and partners will be entitled to take unpaid time off to accompany their partners to up to two ante-natal appointments, and will be protected from being subjected to any detriment or being dismissed for doing so.

This is the first in a suite of upcoming changes ahead of the right to Shared Parental Leave coming into force next year, which is the largest shake-up in the family leave arena for some time.

Zero Hours Contracts

It won’t have escaped many of you that zero hours contracts are a hot topic at the moment. Following formal government consultation (and a media storm surrounding these types of agreement), the government has now formulated its proposals for reform.

The Small Business, Enterprise and Employment Bill (published in June 2014) provides, for the first time, a statutory definition as to what a zero hours contract is. The lack of clarity had caused problems with employment status, so the definition is welcome.

The Bill will also seek to make exclusivity clauses in zero hours contracts unenforceable, meaning that employers will be unable to prevent in saccompany theidividuals engaged on zero hours contracts from working elsewhere. Government consultation has already begun on how to tackle avoidance measures dreamed up to work around the ban on exclusivity clauses.

The Bill is expected to come into force (along with a statutory code of practice) in early 2015.

Holiday pay

Another topic attracting attention is the issue of holiday pay. It all kicked off with the case of Williams v British Airways (remember that?) when pilots claimed they should receive flying supplements whilst on holiday. The European Court of Justice agreed and said that employees should receive payment “intrinsically linked to the performance of tasks” in their holiday pay.

Three UK claims then followed, querying whether overtime and incentive bonuses should be included in holiday pay. The Employment Tribunal initially said yes. The appeals on those decisions have recently been heard at the Employment Appeal Tribunal and a ruling is expected soon.

Most recently is the European Court of Justice case of Lock v British Gas Trading Limited. In that case it was held that, in some situations, commission payments must be included in holiday pay calculations too. That case is now likely to be sent back to the Employment Tribunal in England for its decision.

At the moment, the law in England remains unclear (except if you are a public authority, in which case you are in a slightly different position). The decision of the Employment Appeal Tribunal (and the remitted decision in the Lock case) of company thei is waited with baited breath, as a decision that could change the landscape of holiday pay in the UK – potentially overtime, commission, and bonuses may need to be considered when calculating holiday pay.

The Trade Unions are apparently drumming up potential claimants for holiday cases, so it is safe to assume that this is an issue that will be around for a while. Some employers are acting now to reduce any liabilities that might come following this latest round of cases, whilst some are simply doing nothing at the moment, waiting to see what the outcome is. What is clear is that, at some point, the law is likely to change, and will become more certain, on what exactly should be included when calculating holiday pay. That change in law could potentially be costly for employers, both looking backwards at holiday payments already made, and forward to future payments. Keep an eye out for updates on this point…

For more information on any of the topics in this article, please contact a member of the Employment team on 01603 281139.

Note: The content of this article is for general information only and does not constitute legal advice. Specific legal advice should be taken in any specific circumstance.

Cozens-Hardy LLP is pleased to announce that commercial property associates Caroline Linsdell and Dan Evans have been appointed Principals of the firm.

Caroline has over 25 years commercial property experience and deals with all aspects of property-based transactions, including secured lending, site acquisitions, commercial development and commercial leases. Caroline, who is listed on the Ethical Property Foundation Register of Property Professionals, commented:

“When I was invited to join Cozens-Hardy last year I knew that I was joining a long established and highly respected firm. I am thrilled by this opportunity to join the partnership and look forward to contributing to its future.”

Dan Evans joined the firm in 2007 as a trainee specialising in commercial property and was appointed an associate last year. Dan, who was recently recognised by the Legal 500 guide as standing out for ‘patience and determination’ in challenging deals, also specialises in the full gamut of commercial property matters. Dan said:

“I am honoured and delighted to join the partnership. Having been part of the firm for nearly eight years, it has always been my aspiration to progress to partnership and I’m relishing being part of the future of Cozens-Hardy.”

The firm is also pleased to announce that Chartered Legal Executive Lisa Greeves, a key member of the firm’s Wills, Trusts and Probate department, is appointed an associate.

Jane Anderson, Senior Principal, congratulated them, adding:

“These appointments reflect the hard work and valuable contribution that Caroline, Dan and Lisa have made to the firm so far. We wish them all well in their new roles.”

– Ends –

For further information please contact: Clare Haylett ph: 07764 270570 and clare@clarehaylett.net

Aston Shaw is proud to announce that we are sponsors of this year’s Norfolk Food and Drink Awards, which will be held on the 15th September 2014 at the Norfolk Showground. Since our inception in 1969, we have recognised the pride and excitement that surrounds our local region when it comes to quality food and drink.

As specialists in the hospitality, agricultural and manufacturing industries, we have many clients operating within the food and drink sectors, ranging from: pubs, restaurants, café’s, bars, farm shops and breweries. We felt that sponsorship of the awards was a fantastic way for us to show our support for both our clients and all those who are involved locally in the industry.

There are 10 categories overall, featuring “Best Independent Food and Drink Retailer” and the “Outstanding Achievement Award” which are all judged by a panel of expert and independent judges. The awards will be hosted by the Eastern Daily Press and will run alongside the 10th anniversary of the Norfolk Food and Drinks festival.

www.astonshaw.co.uk

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With flexible working becoming increasingly popular it’s no surprise that many employees are setting up the office at home. Perfect for people who need more flexibility in their professional life.

Many employers see the benefits too; it helps retain staff, boosts productivity and cut costs – a vital factor in today’s economy. In fact, BT reports that 20% of home-workers are more productive than office-based colleagues.

Not only that, but according to the Confederation of British Industry (CBI) almost two thirds of UK companies now offer teleworking – a staggering 46% rise in the last five years. It’s clear home-working is on the up!

If you’d prefer to work in your slippers all day and enjoy homemade lunches, there are a few simple dos and don’ts you should follow to make it work for you and your employer…

Do • Have a to-do list. Procrastination is the evil twin of home-working! So to avoid getting sucked into the washing up, laundry or other household chores, stay focused. Note your daily priorities, keep your work diary up to date and stick to your work duties just as you would in the office. • Communicate. Because you can’t talk to colleagues face-to-face you might need to plan ahead to communicate effectively. This isn’t a bad thing; you’ll probably discover you answer your own questions or your enquiries become more focused and are, therefore, easier for colleagues to respond to. Also, tell people when you’re away from your computer for the school pick-up, meetings or personal appointments. • Get regular exercise. Without your regular walk or cycle to work or access to the office gym, you could find that working from home disrupts your usual fitness routine. So sign up to local classes or stick on an exercise DVD or YouTube video at lunchtime. You can even do yoga stretches in the privacy of your garden!

Don’t • Work in your pyjamas all day. Apart from not wanting to be caught out with an unexpected video call from your boss whilst in your paisley-patterned PJs, wearing something presentable and comfortable will put you in a more productive frame of mind. Don’t worry – it doesn’t have to be the full suit and tie! • Work in isolation. Lack of office camaraderie can be isolating, so make sure you enjoy a little email, phone or Skype repartee. But don’t let it eat into your work time and keep it friendly – without seeing body language, messages can be easily misinterpreted and can seriously backfire! • Slack-off. Your line manager won’t be looking over your shoulder so you need to be self-motivated! Don’t take advantage of your employer’s trust otherwise you could lose this privilege not only for yourself but also for your colleagues. • Work in bad conditions. Finding space in your own home for your ‘office’ could be a challenge, so get good advice about setting things up in a way that won’t damage your health. A decent chair, foot rest and stand for your monitor can make all the difference. • Over-work. When working from home you can’t escape the office so easily! For the sake of a good work-life balance, unless it’s unavoidable, don’t log on after working hours. Let anything wait until the next morning when you’ve had a good night’s sleep – you could perhaps start a little earlier to get an urgent task out of the way.

With these simple tips and a heap of fantastic benefits for both you and your employer, maybe it’s time you swapped the commute for the comfort of a home office – even if it’s just a couple of days a week.

At one time or another, we have all experienced an arduous journey to a distant airport. There is no need for you to drive far, nor ask for a lift to catch your long distance flight. Watch this video and discover why, whether for business or pleasure, KLM from Norwich Airport is the answer.

At East Norfolk Sixth Form College we are launching our Professional Mentoring Scheme. Would you like to become a Mentor for one of our Students interested in your profession? It takes only 3 meetings over 2 months…

The Professional Mentoring Scheme pairs professionals from a variety of backgrounds with students who are seeking to enhance their progression opportunities. The Scheme introduces students to their chosen profession, offering them wide and practical insights into their future careers; supporting and helping to enable them make informed and suitable choices.

Norwich International is pleased to announce the launch of a new Swiss ski programme from your local airport operated by OSKA Travel in the trade name of TOPSKISWISS.COM.

Flights will be operated by INTERSKY airlines with brand new 70 seat ATR aircraft which offers a real VIP style flight with catering included.

The first flight is scheduled for Saturday 17th January 2015 with six weekly departures running through to 21st February 2015 inclusive on direct charter to Berne Airport in Switzerland, the gateway to the Swiss Alps with their iconic mountains.

Accommodation is available in all price ranges from high class hostels to 5* hotels in Interlaken and Grindelwald, part of the Jungfrau ski region which boasts some of the most spectacular scenery of the Alps, with two lakes and an amazing alpine panorama. The region offers something for everyone from beginners to experienced skiers alike with over 214km of slopes and one of the world’s most famous downhill tracks, the Lauberhorn course. For non-Skiers the region boasts over 100km of winter footpaths enabling visitors to explore on foot.

Andreas F. Forsthuber, director of OSKA Travel, said “with these new offers we give our UK clientele the once in a lifetime chance to experience a VIP style ski holiday in Switzerland at affordable costs – and this with all comfort, even free transfer between airport and hotel included and, of course, fully ATOL protected.” OSKA Travel, with its new owner SYNERGY Communications AG and their Swiss based team boast extreme in-depth knowledge and unbeatable competence regarding the high-end ski destination Switzerland.

Andrew Bell, Chief Executive of Norwich International Airport, said, “Our objective is to provide an ever increasing range of top quality destinations and product to the holidaymakers in our region. The addition of ski holidays in Switzerland this winter is fantastic news for local holidaymakers and provides further choice from their local airport”

For more information on these fantastic new ski holidays from Norwich visit www.topskiswiss.com.

‘The Benefits of Partnering with a Specialist Outsource Contact Centre’ – is our new White Paper. Learn how outsourcing customer service responsibilities can Cut Your Costs, Improve Your Operation and Develop Your Company. Please visithttps://www.opencontact.co.uk/benefits-partnering-specialist-outsource-co… to find out more.

Due to the phenomenal growth of our business over the last 3 years we are now looking at new offices to accommodate our increase in staff.

Over the last 4 years we have gone from 3 members of staff to now employing over 12 and are actively looking for new sales people to drive the business forward.

Our existing office, pictured, is situated on the Thorpe Road, opposite The Rushcutters pub being in a prime location to the A47 and only 10mins from the station but is bursting at the seams and with the help of some potential LEP growth fund monies a move is on the cards.

We shall help over 9000 business customers this year to finance nearly £30m and with the banks still making it difficult for businesses to grow we have been pleased to help them!

Please see the attached details and if you need anything further please contact Mark Skipper who is the office manager here and he would be pleased to show you around.

Mark Skipper 01603 703180

East Anglian wealth managers Chadwicks have been delighted by the response to their latest round of CPD seminars for solicitors and accountants. ‘When we started running these sessions we struggled to get six or seven attendees but just 18 months later we’ve seen a remarkable turnaround. After just one email we’ve had more than fifty people registering for our latest September session’ said business development manager Emma Clayton-Knight. ‘We started with sessions here at our offices in Norwich but we now also run them in Ipswich and Cambridge, alongside in-house sessions for some of the larger solicitor practices in Norwich and Ipswich. They have built gradually and after the September seminars we will have had more than 200 people attend at least one of our sessions, with many coming to several’.

Chadwicks have secured accreditation from the Solicitors Regulation Authority as CPD providers, a step Emma felt was essential in encouraging fellow professionals to attend. ‘It helps that our advice team has a strong academic background and so we were able to demonstrate to the SRA that our sessions included the required level of learning.’

‘We have always worked on a referral basis but felt that post-RDR we had a good proposition and this was something we should be telling more people about. We started by looking at our marketing and felt we needed to position ourselves alongside other professionals. These seminars give us an ideal opportunity to do just that – we have around two hours with a small group of people who can discover the depth of our knowledge and get an understanding of our approach. And at the end they walk away with a CPD certificate and a free sandwich!’

‘It took a full twelve months before we saw anything tangible in return for our not inconsiderable investment of time and money. However, what began as a trickle has become a steady flow of introductions that now account for half our new business. We have also been asked to present to client breakfasts and lunches by some of the region’s leading practices.

Our timing was lucky. From November the SRA is changing its CPD policy, introducing more flexible requirements, so I doubt our approach would be as successful were we to start now. However, we have build strong relationships with a number of practices who see the value in what we deliver so we are confident they will continue to use us.’

Background

Currently solicitors must complete 16 hours CPD annually of which at least 25% must be met by attending accredited courses. Chadwicks currently run a series of four courses, which are based on the firm’s core knowledge areas:

• The Impact on Retirement Planning of the 2014 Budget Changes to Pensions

• Investment Theory

• Passing the Baton – Making a Success of Business Succession

• An introduction to Behavioural Economics

More information at www.chadwicks.co.uk

So you’ve spotted the perfect job vacancy. You can bet that other job seekers have also seen it – especially if they’re signed up to the same recruitment agency. Without further ado, you need to get down to writing a cover letter that’ll get you onto that all-important interview shortlist. The letter is the first opportunity you get to persuade the employer that you’re the right person for the job. But creating a letter that’s eye-catching and formal isn’t easy. As we all know there’s stiff competition for vacancies these days, but by reading these simple tips you’ll be able to craft a persuasive application:

1. Tailor the letter Don’t be tempted to copy and paste. The employer will spot a generic response from a mile off and will know immediately that you’re not putting in the required effort- as a result, your application may be left to one side in favour of more professionally written letters. Do your research and make it clear in the letter that you’re familiar with the company; explaining why you’d like to work there is a good way of demonstrating that you’ve done your homework.

2. Back up your experience When writing a winning letter, it’s important to appeal to the reader, or in this case, the recruiter. They want to be convinced you can do the job so when explaining why your experience is relevant, include examples from your other roles as evidence. If you’re applying for an office support job in Cambridge, Chelmsford, Ipswich or Norwich, refer to past achievements that demonstrate the duties listed in the job description.

3. Point out the benefits It’s important to highlight the benefits that your experience will bring to the company. When you outline your skills, explain the value they’ll bring to the firm. For example, when writing about your excellent management skills, point out that this means your projects will run on time and to budget, which enhances the company’s reputation among its customers.

4. Be passionate Although the letter is a professional document there’s no harm in being passionate. After all, wouldn’t you prefer to interview someone who seems excited about the job? But don’t overdo it. Exclamation marks in emails to friends are fine but in this context they can seem rather desperate. Obviously, this isn’t the feeling you want to communicate, so play it safe and stick to a more low-key enthusiasm.

5. Signing off When closing the letter include a line that reflects your interest. A simple sentence such as “Thank you for taking the time to consider my application and I hope to have the opportunity to work for you” will let the employer know that you’re polite, professional and keen.

6. Read…and read again If you submit a cover letter that’s peppered with errors it won’t be taken seriously. Because an employer wants to see that you’ve put time into the application, make sure you’ve checked it a few times before sending it. Another pair of eyes can give you a fresh perspective, so ask someone else to read the letter. An additional trick is reading it out loud to yourself – it’s surprising what little mistakes you might pick up on.

A corker of a cover letter could take a little time but it might just be worth it when you’re popping open the champagne at news of a job offer. So, it’s time to focus….happy writing!