Our
team of qualified professionals will offer advice
in dealing with all matters referred by employees
or ex-employees to an Employment Tribunal.
The service covers all issues arising from employees
or ex-employees raising an action against a
company.
Such issues can involve for example unfair
dismissal, redundancy payments and protective
award, sex, race and disability discrimination,
maternity rights, time off for public or trade
union duties.
We will cover all such matters arising during
the subscription year and encompass all the
necessary administration, preparation and representation.
|
STAGE
1
|
Initial
assessment of case as presented by applicant
on ET1. |
|
STAGE
2
|
Completion
and submission of ET3 following consultation
with company. |
|
STAGE
3
|
Advising
and agreeing and making any necessary response
to correspondence from the Tribunals office,
the applicant or the applicant's solicitor. |
|
STAGE
4
|
Full
review of the case with the company management. |
|
STAGE
5
|
Conciliation
and negotiation of settlement where appropriate. |
|
STAGE
6
|
Full
case preparation including research of all
relevant case law. |
|
STAGE
7
|
Preparation
of witnesses prior to ET hearing. |
|
STAGE
8
|
Presentation
at preliminary determination, interlocutory
hearing or full hearing. |
|
STAGE
9
|
Handling
the proceedings at any review of the Tribunal
decision. |
|
STAGE
10
|
Consideration
of the Tribunal decision and advice regarding
any grounds for appeal from either applicants
or respondents. |
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The Employment Tribunal Management Service provides
comprehensive, experienced and highly respected
support to safeguard the interests of employers
in this complex legal area.
The service will undertake both 'Equal Pay'
and 'Equal Value' claims but such cases will
attract an additional fee by arrangement, depending
on the complexity of the case.
ETMS does not automatically extend to the
Employment Appeal Tribunal cases but it may
nevertheless be possible to support an EAT case
at Scottish Engineering's discretion provided
that the company was represented by Scottish
Engineering at the Employment Tribunal hearing,
at least £3,000 was at stake or the case raised
an issue of general importance to the wider
membership and the company is considered to have
more than a 50% prospect of success at an EAT
hearing.
Where a tribunal hearing is held outwith
Scotland, the company will be expected to meet
Scottish Engineering's travel and accommodation
costs.
ETMS covers Equal Pay claims including claims of
Equal Pay for Work of Equal Value but there is
likely to be an additional charge depending on
the complexity of the case.
Where a new member company, or an existing
member which does not already take ETMS, asks
Scottish Engineering to represent them in an ET
case, Scottish Engineering will handle the case
for a commercial fee and not under ETMS.
Similarly, where the circumstances leading to
the ET case have already occurred before the
company joins Scottish Engineering or decided to
take up an ETMS, Scottish Engineering can only
represent the company on a commercial basis.
There is, of course, nothing to prevent the
company from taking up ETMS in respect of any
future ET cases where the circumstances giving
rise to the cases have not yet taken place.
In order to safeguard the interests of companies
who take the service, any company which decides
to discontinue taking it has to give six
calendar months notice in writing to Scottish
Engineering.
