The new Pre-Action Protocol for Debt Claims came into force in October last year requiring anyone who is owed money by an individual (not a business) to follow the prescribed process before commencing court action against that individual. WHY IS...
At Dawson Hart Solicitors we are committed to eliminating unlawful discrimination and victimisation and to working with our staff to promote equality and diversity in our policies, practices and procedures. Our commitment to promoting equality and diversity applies to our dealings with clients, staff and directors, barristers, experts and third parties.
All staff are informed of our anti-discrimination policy and are provided with equality and diversity training.
Dawson Hart strive to achieve best practice in recruitment, retention and promotion. Our equality and diversity policy applies to recruitment and selection, Terms & Conditions of employment, promotion, training, transfers and our approach to every other aspect of employment.
In accordance with the reporting requirements of the Solicitors Regulation Authority which shall be required from time to time, a voluntary survey is carried out with employees and directors in order to monitor the ethnic and sexual composition of existing staff. The survey covers ethnicity, disability, gender, age, care and responsibilities, social economic background, sexual orientation, religion or belief. Details of the statistics can be located at Equality and Diversity Statistics. A copy of our Equality and Diversity Policy is available on request.
We are committed to offering equal opportunities to all staff and all our professional dealings, regardless of nationality, ethnic or national origin, age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion and belief, sex and sexual orientation. We do not tolerate discrimination on any of the aforementioned grounds in the selection, treatment or conduct of any of our staff. At Dawson Hart Solicitors we strive to maximise employee potential and ensuring that all employees and job applicants receive equal access in relation to employment, Terms & Conditions, training, promotion and services. We also ensure that all staff and applicants progress on merit. We provide a clearly defined and accessible system for dealing with complaints in discrimination in which complainants can have confidence.