Last Cawthra Feather Take On Talented Trio

December 9, 2009

LCF, new recruitsGemma Mallon, Katie Ingham and Eleanor Cooke have been appointed as solicitors at Last Cawthra Feather having recently completed their training contracts with the firm.

Gemma, who lives in Leeds and is based at the Bradford office, has joined the Employment team, providing legal advice to Last Cawthra Feather’s diverse range of business clients on all areas of employment law. Gemma completed her law degree in Leeds and her Legal Practice Course (LPC) at the College of Law in York.

Katie, who lives in Saltaire, has been appointed to the Private Client team in the Shipley office, having joined the firm through Last Cawthra Feather’s acquisition of Kenningham Underwood Armstrong (KUA) last year. Katie completed a law conversion in Manchester before undertaking her LPC at BPP in Leeds.

Eleanor has joined the Dispute Resolution department in the Leeds office, which will enable her to work with international, national and local organisations, dealing with contracts, property, construction, building projects, intellectual property disputes and breaches of obligations and duties. Eleanor, who lives in Leeds, completed both her degree and LPC at the University of Sheffield.

Simon Stell, Managing partner at Last Cawthra Feather says: “We are delighted to be able to appoint Gemma, Katie and Eleanor as solicitors to meet the increasing client instructions in their respective departments. I am confident they will be successful in their careers and in meeting the needs of our clients.”

LCF, new recruits (L to R) Gemma, Katie and Eleanor

Bradford & Leeds Solicitors Last Cawthra Feather comment on report on parking fine generated income

December 1, 2009

Comment from Kate McFarlane, spokesperson for Last Cawthra Feather Online, regarding the recent report from the TaxPayers Alliance (TPA) and the Drivers Alliance which explores the income generated from parking fines:

Although, the report reveals a 16 per cent reduction on last years 379million, it still has some interesting figures which highlight the amount of additional revenue local authorities make from this area of law. Nationally, 6.14 is the average amount recouped in parking fine enforcement per daytime resident, with Leeds average not far behind at, 6.03. However, in other areas in the region, the figures are considerably lower with York daytime resident paying 3.68 and Bradford, 0.79.

So either local authorities are easing up in issuing tickets and fines, or people are not taking as many risks as previously the case. However, for thousands of local motorists, the question of how to appeal against parking fines remains.

At Last Cawthra Feather we take calls everyday from clients wanting to know what they can do to challenge their fine. The actual procedure is very simple but the prospect of incurring solicitor costs on top of the fine usually means they pay up with a sigh of resignation.

However, at LCF Online, our self service online facility, consumers can find the means to challenge a parking fine themselves for as little as 2.00, without having to speak to a lawyer. Making appealing against the enforcement far easier and significantly more cost effective.

For more information visit www.lcfonline.co.uk
Figures obtained from a combined report issued today by the TaxPayers Alliance (TPA) and the Drivers Alliance, who campaign for lower taxes, showed the total income generated by parking fines enforcement between 2008 and 2009 was 328million.

Bradford & Leeds Solicitors Last Cawthra Feather examines a possible lost economy of using agency workers

November 26, 2009

November 24, 2009 by Local Legal

Last Cawthra Feather, Solicitors, Leeds, Bradford, Employment LawIn what appears to be a victory for temporary staff employed throughout the region, the plans outlined in the recent Queens Speech could actually prove detrimental to the thousands of agency workers currently employed in Yorkshire.

The speech included a pledge to provide agency workers with the same rights as a businesss permanent employees doing the same kind of work in the same place, ensuring more standardised rate of pay, holiday entitlement, breaks, rest periods and allocation of some bonuses.

Steve Willey, HR & Employment Law Consultant at Last Cawthra Feather comments: The most obvious effect of the changes will be to increase the cost of using an agency worker. It therefore seems likely that, although individual agency staff will gain, the bigger picture may be that local businesses have no choice but to reduce their reliance on agency staff because the cost advantages of using them are so dramatically reduced, which is, in turn, very bad news for agencies.

As the largest user of agency staff in the EU, estimates suggest that over one million people work in the temporary labour market in the UK. The CBI has estimated that up to a quarter of those posts could disappear if the differences between agency staff and employees were to be abolished.

Steve continues: Our Regional economy makes extensive use of agency workers with local councils, NHS trusts, and thousands of private companies relying on temporary workers to fill gaps in staffing. We have hundreds of small agencies in the region and, whichever side of the argument you are on, it is undeniable that a reduction in the availability and use of agency staff will have a significant impact.

With a general consensus that the Government will be forced to introduce the legislation because it originates from an EU Directive, it is essential that both companies and agencies assess the full extent the changes will have on their business and what can be done to manage the changes in the most effective way possible.

It may well be that local businesses will try and evade the regulations. As the main rights will only apply after an agency worker has been in an assignment for 12 weeks, an attempt will be made to move workers around so they never accrue 12 weeks within one role, adds Steve.

However, with efficiency of agency staff driven by the level of knowledge they have of a role, and bringing new staff in every few weeks often proving disruptive and costly, end users may find avoidance of the regulations a more expensive alternative in the long run. This approach will also expose the agency and business to the risk of a claim from a temporary worker who thinks they are not experiencing equality.

To find out more about the implications of proposals highlighted in the Queens Speech have on your business, contact Last Cawthra Feather on 01274 848800 or visit www.lcf.co.uk.


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