Should the HR department suggest legal firms after I&#39;ve been made redundant? I have been made redundant from a big investment bank in London. Being not a native of the UK I am new to the process and have nobody to ask advice from. HR told me that I would need to contact lawyers for them to review the documents given by HR. At the end of it they suggest two law firms they are used to working with from what they told me. They also say that they will reimburse up to £500 in lawyers' fees. From my perspective, it looks a bit suspicious that they give me the name of these two law firms. Is this normal or usual, and is it legal?
This is an increasingly common practice in the UK for dismissals, especially for reasons of redundancy. What is going on here is that they are attempting to enter into what until recently was known as a compromise agreement, and is now termed settlement agreement. Normally, when you are made redundant, you are entitled to statutory redundancy pay (amount depends on age and length of service; see https://www.gov.uk/redundant-your-rights/redundancy-pay). You can take this and do not need to sign anything. However, sometimes companies make slightly more generous offers in exchange for you agreeing not to take them to tribunal/court or discuss/disclose certain matters. This would often involve more money and an agreed reference. These agreements only have legal standing if you have taken legal advice from a person qualified to give it. The UK's national conciliation and arbitration service ACAS has information on settlement agreements at http://www.acas.org.uk/index.aspx?articleid=4395 Therefore the employer is offering to pay legal fees because they need you to get advice before you sign a document which protects them. They are suggesting solicitors because they know of solicitors willing to do this work for the price they are willing to pay. Some companies will do this for every dismissal and have a have a standard package for enhanced redundancy. Other companies decide for each case. Before you proceed to arrange a solicitor, you should check: That you are free to choose another solicitor who will do the same for £500. That this will be paid whether or not you agree to the terms. What your length of service is, what your statutory entitlement is and what the difference is between that and what you are being offered. You should also think carefully about whether you have any potential claims against the employer - for instance, if you think you are not being made redundant because the employer is doing less of a particular type of work but because you have raised issues of discrimination. You are probably being asked to give up your right to pursue this. In terms of choice of solicitor, a solicitor which gets work from employer recommendations probably won't be too forthright in encouraging you to challenge unfavourable terms (even if they do not work for employers). If you are a member of a trade union, they will be able to suggest lawyers who do settlement agreements for employees on a regular basis. If not (and I assume not as otherwise they would be helping you through this), I would suggest finding a firm that specialises in representing employees - some solicitors' firms like Thompsons and Morrish are pretty open about their focus.
The EU-wide 48 hour limit and the German Arbeitszeitgesetz only apply to employees, not to self-employed persons or freelancers. Thus, it would in principle be legal to have a full-time job and do any amount of freelancing on the side. I'm not sure whether your PhD student position factors into this since it is unpaid. If you have multiple employers, the sum of working time matters – this is one reason why you have to notify your employers about additional jobs. One employer cannot check your time with another employer, so you should inform them when your shifts change (while employers can assign you shifts, they must consider your personal circumstances). But self-employment is not employment. If you take this offer, you would act as a German business, perform work in Germany, pay taxes in Germany, but have an UK client. (Assuming your work would be done remotely rather than travelling to the UK to perform your work there). Freelancing would also mean that you'll meet the wonderful world of German bureaucracy, including registering with the Finanzamt, writing invoices, doing accounting, filing taxes, dealing with VAT, and trying to navigate a no-deal Brexit. At least your work likely counts as freiberuflich rather than gewerblich, which would free you from a Gewerbeanmeldung. Your don't have to seek permission from your employer when taking up a side job, but you must notify them. They can object if your side job would impact your work. This would clearly be the case when working for a competitor, or when your side job would bring you over the working time limit. Since you work in the public sector, there may be additional rules (parts of Beamtenrecht apply to your employment relationship). While the working time limit does not apply to freelancing, this might still impact your job if you get too little rest, or if you would become unavailable for your main job during normal working hours. Taking up a side job despite an objection could be cause for immediate termination. Note also that you cannot generally use vacation days to work a side job since vacation is intended for recuperation. To summarize: you would not work an UK job, but be employed in Germany and be self-employed in Germany the working time limit only relates to employed work, not self-employed work your employer may nevertheless be able to object to you taking up another job if it would affect your work
I am wondering if anyone here could say if it is worth going into law, particularly when coming from a good law school (and assuming I have a real interest in the subject and enjoy research, etc.). Is it true that the profession is contracting, and that it could be hard to find a decent job? Is there decent upward mobility in the profession, or should one expect a sub-60-70k salary for many many years after school? Is there anyone here that thinks not going into law (ie pursing a Ph.D. instead) is a better choice? I went into a top law school (the University of Michigan, ranked #8 when I matriculated, graduated in the top 25%, cum laude, with an editorship of a law journal under my belt) with almost the same academic background (undergraduate math major) and a similar LSAT score to you. It was a somewhat easier choice for me. I was a solid A- math student, but didn't have the chops and talent to pursue a PhD in math and make an academic career out of it, even though I was something of a math prodigy. I also didn't have the passion for it. I saw that I was spending my free time focused on the humanities, social sciences and campus politics and journalism, rather than on math (although tutoring and grading paid my way for all of my personal and living expenses). A legal job definitely provides a secure lifetime of decent employment, can be intellectually challenging in some subfields (other kinds of practices not so much), and provides a certain amount of interpersonal interaction and immediate, easily understood relevance that you can't secure as an academic mathematician. It isn't that hard to find a decent job for a graduate of a top law school, and the profession is not meaningfully contracting. Indeed, almost no occupation has been less impacted economically by the pandemic. Post-law school compensation is bimodal. A minority (maybe 30-40%) start at large law firms (sometimes after a judicial clerkship) and make very good money (low 100s) right off the bat. The rest get decent middle class jobs at first. Most, from both routes, end up eventually self-employed in small and medium sized law firms, although a lucky few (maybe 5%-10%) end up as partners in big law firms and a similar share end up as senior civil servants. The problem is that the instincts you learn getting as far into math as you have are not very advantageous to a Big Law career, which places a huge premium on social skills, upper middle class to upper class social capital, and hard work as what amounts to being a super-bureaucrat at relatively menial details for long uncreative hours that are only dimly connected to results. A lawyer needs to be smart, but being a &quot;genius&quot; intellectually doesn't provide much marginal benefit. Most economically successful lawyers have quite narrow and specialized practices that present fewer intellectual challenges as you mass produce the same kind of work over and over, and lawyers derive a lot of their income from their capacity to market their services effectively to the affluent and the powerful. Also, a lot of your compensation in law is basically for your marketing, for taking on highly stressful responsibility, and for dealing with very unpleasant situations. It often isn't the most enjoyable life style unless you have a very particular type A, competitive, extraverted personality who understands people extremely well but isn't academically oriented. Corporate law, in particular, values your interpersonal skills very highly and doesn't place much of a premium on your intellectual legal knowledge and research ability. Those things are factors of production in corporate law but they aren't what leads to success there and are often pawned off on junior associates who never have a shot at making partner. I could have done better economically (I basically took what amounted to a mommy track for various reasons), but didn't understand the profession, or what the work involved, or what was critical to get ahead at the time and in my early career and had other priorities and a set of values and world views ill suited to the work. If I was doing it all over again, I would have chosen a quantitative heavy but non-math PhD path (maybe Economics or physics or operations research or statistics) or would have become an actuary, rather than becoming a lawyer. I love knowing the things that I know because I went to law school (which I loved) and because I've have an incredibly diverse (although not terribly well paying) legal practice for 25 years. I was a professor (in a gradate estate planning program for financial planners) for a while, and it was the best job I've ever had and I still enjoy teaching a lot. I also spend lots of time in math related hobbies to exercise and enjoy math related talent that I have but can't use very often at work. If I were in your shoes, with publications already and an acceptance in a top graduate math PhD program, I would definitely take that path. It is a field within academia with a healthy trend line of stability or growth within academia, and being a professor (which you have a viable shot at doing) is a wonderful way to live. There are fewer job seekers per open position for PhDs in math than in most academic disciplines. I've never met a math prof whose regretted his choice (and I know many, having grown up all my life as a child of a professor and a college administrator in a small college down and having been a math major).
Not a lawyer, but: In many countries, a purchased item is your property once you removed it from the premises of the seller. In practice, this rarely makes a difference. You have entered a contract with the seller where the seller has to deliver the product, and you have to pay the money, you did your part, they have to do their part. There would be a difference if the item was stolen while in the store, or damaged by fire, or if the store went bankrupt and bailiffs took the item. If these rules apply in your country, then what they did is not theft, otherwise it would be theft (in all countries, if the store removed the door from your home after it is installed, that would be theft). You paid for a door, the store owes you a door. You have a legal contract. Both sides are bound by that legal contract. They have to do what the contract says (delivering the door that was displayed in the store), if they can't, then they have to do the nearest thing that isn't to your disadvantage, like delivering a new door. Or possible a different door that was on display. They can't just declare your contract invalid because it suits them better. That wouldn't be the case if this would put the store at an unacceptable disadvantage. For example, if thieves had broken into the store and stolen ten doors, including yours, the store might get away with returning your money. Since they intentionally sold your door again to someone else, I don't think they could use this as an excuse. I'd go once more to the store and ask them whether they want to deliver a door to you, according to your contract with the store, or if they want you to get a lawyer. A letter from a lawyer might work wonders. (Or of course the lawyer might tell you that I'm completely wrong, but they don't know that, so telling them that you will hire a lawyer might be enough).
There is really no point in hiring a lawyer until you can identify a culprit. Lawyers can't sue people until they have a way to serve the person at fault with legal process. You need an IT professional instead.
People are laid off all the time when sales are down, the market is bad, etc: there is no legal "right to a job" except whatever is in your employment contract. There is a legal concept of promissory estoppel which boils down to promises being binding. However, there has to be a clear and definite promise, not for example a statement like "we hope to bring you back after this is over". Normally, the employer can argue that they have the right to fire you regardless of performance, and that would be the end of it. Let's say you have it in writing, and it is clear that they unconditionally promise to hire you back: you would want to (e)stop them from arguing that they have the right to fire you. The underlying idea of promissory estoppel is that such a promise keeps them from making that argument. But: it is not enough that they made the promise, you also had to rely on the promise and act / forbear from acting in some way because of that promise. It could be, for example, taking another job, or moving to another country, or simply looking for another job. The hard part, then, would be getting a clear and definite promise.
Not very nice of the employer, actually quite cowardly. Being not nice and cowardly is not against the law. Being in the EU, and having been employed for ten years, the company will have duties to find a different position in the company at the same pay, and only when that fails, the employee can be laid off and will have a reasonable amount of notice, plus a reasonable amount of redundancy pay due to him. Unfortunately, he can expect only the legal minimum if the company behaved like this already. Good companies would provide a generous redundancy pay, plus pay for you to have any agreements checked by an employment lawyer of your choice - which means the employee can be sure they are not ripped off, and the employer is sure they cannot be sued for any reason. Obviously if they want him to quit, then the one single thing your relative mustn't do is to quit. Let them pay him. Plenty of time to look for a new job.
What legal options do I have here? It depends on how much you are owed. If it is less than $5000 (in a city court) you can sue them in small claims. If it is more than that, you'll have to sue them in a different court. Do I have a claim to salary if I quit? Yes, absolutely. You quitting does not relieve the business of its obligation to pay you for work you have already performed. In some states, they may also be required to pay you for accrued leave (sick/vacation time). You should not have to work for a company that does not pay you, we got rid of slavery a long time ago. I'm nearly positive I would not have a claim to the 100% discretionary bonus. Maybe, maybe not. This depends on your contract and what you've been told. If you were told (in writing) that you would be given $X amount for a bonus for work performed in 2018, the bonus may no longer be discretionary because the company obligated themselves to pay it via a promise. Bonuses may be harder to argue in court, but if you have sufficient documentation that you were promised this bonus then you may have a claim to it. If you do decide to go to court with this, gather up as much documentation as you can before quitting, print it out and save it to bring to court or to your lawyer. Make sure to get as much as possible, for example if it is an email, get the whole chain, as much of the headers as possible, etc. If you have voicemails, see if you can save them or record them for later. Do not wait too long, have a lawyer draft up a demand letter the moment you quit outlining exactly everything you are owed, including the bonus, vacation, sick days, etc. Deliver this via certified mail. Don't let them say "well we'll get you taken care of next week/month/pay day". There are statutes of limitations (I don't know what they are for NYC) but you should be making an effort to collect, not waiting on them. After you quit, they don't have an incentive to pay you anymore (even though they are legally obligated to).