This is a guest blog from one of our clients, Rick Cotgreave. We helped Rick discover his second career at 40.
“Nobody can go back and start a new beginning, but anyone can start today and make a new ending.” Maria Robinson.
This is a guest blog about pre-termination negotiations or PTNs by Blair Adams, an employment lawyer at law firm DMH Stallard.
In July 2013, new legislation introduced the concept of pre-termination negotiations (PTNs). PTNs are confidential and will not be admissible in certain tribunal proceedings, the intention being to make it easier for employers to have off-the-record conversations with employees about agreed terminations. In addition, conducting a PTN and concluding a settlement agreement are now the subject of a new ACAS Code on Settlement Agreements. The Code is not legally binding, but it will be taken into account by tribunals.
Most people don’t realize how amazing and talented they are, and hide their light under a bushel.
My job is to help them to see their talent & uniqueness, work with them to define a career vision, strategy and plan and support them to market themselves and get to where they want to be, overcoming actual and perceived hurdles.
Most people don’t realize how amazing and talented they are, and hide their light under a bushel. My job is to help them to see their talent & uniqueness, work with them to define a career vision, strategy and plan and support them to market themselves and get to where they want to be, overcoming actual and perceived hurdles.
Sometimes my clients are very unhappy with me. They question what we are doing, how we are doing it and whether it works. I don’t mind. It is the storm before the calm.
I recently heard an amazing speaker at an Ernst & Young quarterly women’s network event: Herta von Stiegel.
She decided she wanted to climb Kilimanjaro as a challenge for reaching 50. Not only that, but to do it taking a group of disabled people and their helpers too. It took two years of planning and she succeeded. The climb resulted in a book called “The inner mountain” which draws parallels between leadership lessons and her experiences climbing Kilimanjaro.
This is a guest blog – part 2 of 2 by Michael Scutt who is an employment lawyer. It explores garden leave, restrictive covenants and bonuses.
Another option open to employers is to place the departing employee on garden leave. This means that the employee remains just that, an employee for the duration of the notice period. The only difference is that they remain at home and will not be doing any work. Whilst on garden leave, the employee is entitled to continue to receive all salary and benefits but they must not compete against the employer or work for anyone else. A garden leave clause can be a most effective way of keeping an employee out of the job market and is likely to be more enforceable than a restrictive covenant.
Thinking of changing jobs or know someone who is?
At a career crossroads, whether changing jobs or becoming self-employed, it is important to make a robust decision, having thought about all the implications of your planned change. These implications need to include legal ones which affect your rights and choices.