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Castle Associates Are you dealing with a difficult situation at work such as a disciplinary or redundancy process; want to raise a grievance? Perhaps you're just looking to renegotiate your employment terms. We offer specialist employment law support, advice, and representation to help employees facing difficult situations at work, throughout the UK. By law, all employees have the right to access official Trade Union Representation.

Even if you are not in a Trade Union we provide access to expert trade union representation and support. Our reps will accompany and represent you directly at your own place of work, giving you the support and help when it is needed. Employment problems in the workplace can be lengthy, costly and divisive. Our specialist employment team provides advice and expertise on all aspects of resolving employment disputes to employers throughout the UK.

We have a proven reputation for negotiating the best possible resolution and providing practical solutions in order to minimize the impact on your business.
Highlights

read more › For over 15 years, prior to the conception of Castle Associates, Managing Director Mark Ferron LLB(Hons) served as a local, regional and national representative for the Fire Brigades Union while serving as a firefighter in the Derbyshire Fire and Rescue Service. With the onset of greater economic uncertainty, Mark realized that there was a growing need for employees to be able to gain easy access to fair and impartial representation in their place of work. At the same time, the ever-changing landscape of employment law and a volatile economic climate pose an ever present risk to businesses as they try to navigate the perils of HR procedures which must be adhered to.

read more › Are you going through a disciplinary or redundancy process or do you have a grievance at work; perhaps you're looking to change your employment terms and need some help? We operate throughout the UK, so if you have any problems at work, our specialist Employment Law team can provide you with free practical advice in line with the ACAS code of practice. We will help you through every stage of the disciplinary process, including the disciplinary investigation, disciplinary hearing, suspension from work, and the disciplinary appeals process, if necessary.

read more › Employment problems in the work place can be lengthy, costly and divisive. Our specialist employment team provides free Employment Law advice all based on the ACAS code of practice aimed at employers. We have a proven reputation and background for negotiating the best possible resolution, as well as providing practical solutions in order to minimise the impact on your business and all based around the ACAS code of practice. An employer is likely to deal with a worker's unacceptable absence at some stage and dong so properly can ensure the working relationship remains healthy.

read more › Your employer could start formal disciplinary action against you if they have concerns about your work, conduct or absence. Formal disciplinary proceedings can result in a first or final warning, suspension without pay, a demotion or even dismissal. All employer's disciplinary procedure should fall in line with the ACAS code of practice and it is important that they respect your rights throughout the process, especially your right to trade union representation. If you find yourself facing formal disciplinary action call us for a free no obligation consultation.

read more › Castle Associates can assist you by reviewing, evaluating and discussing the evidence against you; to advise you in how to question and challenge the case against you; prepare a comprehensive response to any allegation; to highlight concerns you may have and make every effort to ensure you get a fair and reasonable hearing. A disciplinary investigation will normally take place when an employee is suspected of misconduct or any wrongdoing and this will be at the start of any disciplinary action.

read more › Castle Associates can assist you by reviewing, evaluating and discussing the evidence against you; to advise you in how to question and challenge the case against you; prepare a comprehensive response to any allegation; to highlight concerns you may have and make every effort to ensure you get a fair and reasonable hearing. Your employer should inform you in writing of the details of the allegations against you, this will include the date, time and place of the meeting. You should also be provided with all the information from the disciplinary investigation and all the evidence that will be used during the disciplinary hearing, including any witness statements.

read more › Castle Associates can assist you by reviewing, evaluating and discussing the evidence against you; to advise you in how to question and challenge the case against you; prepare a comprehensive response to any allegation; to highlight concerns you may have and make every effort to ensure you get a fair and reasonable hearing. An employer's reason for deciding to issue any disciplinary sanction against you should be fully explained; this could be in writing or at an outcome meeting following the disciplinary hearing and or both.

read more › From time to time you may find yourself dealing with a difficult situation at work that warrants raising a grievance with your employer. Raising a grievance is a formal way for you to address a concern, problem or complaint you may have with your employer. An employee has a statutory right to raise a grievance for a number of reasons and circumstances, including but not limited to, a change in their terms and conditions of employment, bullying or harassment in the workplace, wages and discrimination.

read more › If you have been made redundant, or are under threat of redundancy, you can speak without obligation to one of our expert advisors who specialise in Redundancy situations. If you're going to be made redundant, you should be treated fairly by your employer and there are certain steps that your employer would be expected to follow. You may also be entitled to a redundancy payment. It can still be a genuine redundancy if someone else's job disappears and they are moved into your job, making you redundant.

read more › All employees have the statutory right to trade union representation and support, in accordance with the ACAS code of practice. If you are experiencing a problem at work our specialist advisors and certified trade union reps are here to help, even if you're not a member of a trade union. If you are experiencing a problem at work or just want to discuss any issues you are concerned about please call us or request a call back for free confidential advice with no obligation. A Trade Union Representative is tasked with offering employees advice and support when they are dealing with a problem at work.

read more › We are UK's largest independent Company providing a range of membership support services, with membership costing less than you might think. Castle's support service is here to support our members; whether it's a problem at work or a legal issue. We provide essential cover and employment law protection throughout the year, as well as providing you access to a legal helpline for other issues. We have helped and supported thousands of employees throughout the country; winning grievances, overturning and stopping disciplinary action, including overturning dismissals as well as appealing redundancy decisions.

read more › Do you have an employee whom you want to discipline? Dealing with any disciplinary process, from a small issue to a gross misconduct allegation, can be costly, time consuming and will be disruptive to your business. A disciplinary investigation will normally take place when an employee is suspected of misconduct or any wrongdoing and this will be at the start of any disciplinary action. Most employers will have some kind of disciplinary policy and procedure, which will provide and enable for an employee to be suspended on full pay whilst a disciplinary investigation against them is underway.

read more › Do you have an employee whom you want to discipline? Dealing with any disciplinary process, from a small issue to a gross misconduct allegation, can be costly, time consuming and will be disruptive to your business. Also, Employment Law is a complicated and an ever-changing subject, which can lead to a situation that can give rise to an employee making a complaint to a tribunal regarding how they have been treated at work. Our experienced advisors are on your side, we are here to provide you with a practical solution to minimise the cost and disruption to your business.

read more › A disciplinary investigation will normally take place when an employee is suspected of misconduct or any wrongdoing and this will be at the start of any disciplinary action. The investigation should be used as a fact-finding exercise to establish the facts of the case and decide whether or not any further action is required. The investigating manager should be someone who is not involved in the incident/reason for the investigation. Castle Associates can assist employers by reviewing, evaluating and discussing the evidence against the employee and attempt to pre-determine what the outcome of the case will be; saving you valuable time.

read more › Employees should be offered the opportunity to appeal against the outcome of the disciplinary hearing, this is according to the ACAS Code of practice, and the employer should inform the employee of their options. The appeal should be dealt with by a manager who has not been involved in the case. The staff member is also entitled to be accompanied at an appeal hearing by a work colleague or a trade union representative. Therefore it's important for employers to have a well thought out case for the employees disciplinary - this way appealing the decision is more difficult and results in being less time consuming.

read more › Dealing with any disciplinary process, from a small issue to a gross misconduct allegation, can be costly, time consuming and will be disruptive to your business. Also Employment Law is a complicated and an ever changing subject, which can lead to a situation that can give rise to an employee making a complaint to a tribunal regarding how they have been treated at work. Disciplinary hearings must be carried out correctly, as an employer's failure to conduct a fair process can result in an employee making a successful claim for unfair dismissal if they are sacked as a result.

read more › The 2010 Equality Act is the most significant piece of equality legislation for many years. It makes it easier for employers to understand their responsibilities by simplifying and streamlining the law. It also sets a new standard for those who provide public services to treat everyone with dignity and respect. Discrimination law is a complex area, which can understandably create confusion for employers. Nonetheless, the key principles outlined in the Equality Act 2010, that an employer should not discriminate on the basis of the protected characteristics, are neither difficult to comprehend nor to implement and enforce.

read more › Do you have an employee who has raised a grievance? Once a grievance or concern is brought to your attention, you have a duty to deal with this in the correct way, in line with the ACAS code of practice. This can be costly, time consuming and often can be disruptive to the business. We're on your side. Our experienced advisors are on your side, striving to provide you with a practical solution to minimise the cost and disruption to your business. Dealing with a formal employee complaint effectively is crucial as it can make-or-break a working relationship.

read more › It is good practice that you follow your procedure this will ensure a consistent and fair process is used and if you do not have a grievance procedure it would be good practice to use the ACAS code of practice. To protect everyone involved in a grievance case, the employer must make sure they follow a fair procedure. The investigation is an important part of this process. If the employer does not carry out a reasonable investigation, any decisions they make in the grievance case are likely to be unfair and could risk legal action.

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