Terms And Conditions

Associates

Howarths Employment Law Ltd

This web site may include information relating to the law and legal developments. Any such information is only intended for general guidance and does not constitute advice. Professional advice should be obtained before taking or refraining from taking action in relation to any such information.

Whilst we have taken every reasonable precaution and care in compiling this website, we do not make any representation (express or implied) with respect to the contents or operation of this website, and any such representations and warranties are excluded by this notice.

Your use of this website and the materials contained in it are done so entirely at your own risk. We do not accept any liability for losses or damages, whether direct or indirect, that you may suffer as a result of your use of this website or your reliance upon the contents of this website.

We reserve the right to make changes to this website at any time without notice and it is your responsibility to revisit this page from time to time to re-read this notice. Any revised terms shall take effect as at the date of its posting.

Any links to other websites provided by this website have been included for convenience only and we accept no responsibility nor liability for the contents of, or any loss or damage caused or alleged to be caused by or in connection with use or reliance on the content of, any linked website.

Privacy

Howarths Employment Law Ltd Privacy Policy is as follows:

Privacy

We are fully registered under the Data Protection Act 1998 and ensure we comply with the Act so that you are protected under it.

Information you provide

Any information that you provide to us is treated as strictly confidential and will not be provided to any third party without your prior written consent.

In some areas of our web site, we ask you to provide information that will enable us to reply to you after your visit or to transact with you. This would include where you register with us to receive further information or to provide feedback to us on our website.

In relation to any details that you provide to us:

You expressly authorise us to store, use or otherwise process any personal information which relates to you and if you subsequently send us personal correspondence then we may collect this information into a file specific to you.

It is for you to ensure that the details you provide are accurate and complete.

In the event that we change any of the terms of this privacy policy we shall notify you.

Cookies

We do not use cookies (defined below) for collecting your information from our website and we will not collect any information about you except that required for system administration of the Web server and otherwise as described above.

At Howarths Employment Law Ltd no part of this website may be reproduced or transmitted in any form or by any means, or stored in a retrieval system of any nature, without the prior written permission of Ltd except for permitted fair dealing under the Copyright, Designs and Patents Act 1988.

Complaints Handling Policy - Claims Management Service Regulation

Complaints Handling Rules 2003:

Complaints handling procedures.

The company has in place and operates an appropriate and effective internal complaints handling procedure (which is also available in writing) for handling any expression of dissatisfaction, whether oral or written, and whether justified or not, from or on behalf of a complainant about Howarths Employment Law Ltd business provision of a Regulated Claims Management Service. Full details are available in writing upon request.

The procedure.

Howarths Employment Law Ltd internal complaints handling procedure makes provisions for:

a complainant to make a complaint by any reasonable means i.e. letter, telephone, email or in person.
any complaints made against will be investigated by a person of sufficient competence who, wherever possible, was not directly involved in the matter, which is the subject of the complaint.
the person charged with responding to complaints will have sufficient seniority and authority to settle such complaints (including the offering of redress where appropriate) or to have ready access to someone who has the necessary seniority and authority and;
responses to complaints to address adequately the subject matter of the complaint and, where the complaint is upheld, to offer redress.

Timescale for dealing with complaints.

The company may decline to consider a complaint that is made more than six months after the complainant became aware of the cause of the complaint.
The company will send a written or electronic acknowledgement of a complaint within 5 business days of receipt, giving the name or job title of the individual handling the complaint on behalf of the Howarths Employment Law Ltd Partnership, together with details of the Howarth Partnership's internal complaint handling procedure.
The company will, within four weeks of receiving a complaint, sent to the complainant either;

a final response or
a holding response, which explains why it is not yet in position to resolve the complaint and indicating when will make further contact. In any event, this contact would be made within eight weeks of receipt of the complaint.

The company undertakes, by the end of eight weeks after its receipt of a complaint to, send the complainant, either;

a final response; or
a response which:

explains that is not in position to make a final response and give reasons for the further delay indicating when the business expects to be able to provide a final response;
and inform the complainant that he or she may refer the handling of the complaint to the Claims Management Regulator if dissatisfied with the delay.

Providing redress.

In deciding whether redress is appropriate or not Howarths Employment Law Ltd will provide the complainant with fair compensation for any act or emissions for which it was responsible and comply with any offer of redress, which the complainant accepts.
Appropriate redress will not always and inevitably involve financial redress. It may involve an apology, an offer to redo the work or the refund of a fee. Where financial redress is deemed appropriate, it may include a reasonable rate of interest.

Reference to the Claims Management Regulator

In making a final response, or if a complaint is not resolved after eight weeks, will indicate to any complainant that if he or she is not satisfied with the outcome he or she may refer the handling of the complaint to the Claims Management Regulator. undertakes to supply the complainant with the address, telephone number and the email address of the regulator.