Every country’s constitution enforces certain laws, for the purpose of maintaining order and protecting the society from crimes. These laws are broadly classified into two categories, i.e. Civil Law and Criminal Law. The Civil law lays emphasis on resolving the dispute like family dispute, rent matters, disputes relating to the sale and so forth. On the other hand, Criminal law stresses on punishment to the offender, who breaches the law by acts such as, murder, rape, theft, smuggling, etc.
A divorce usually takes between 4 and 6 months to conclude. However if financial issues are not resolved during this period, you may be advised to finalize financial matters before applying for Decree Absolute.
A divorce typically involves three written applications being submitted to the Court. Generally speaking, you will not be required to attend Court for any hearing in connection with a divorce or any allegations that you make. If the person seeking a divorce asks a Judge for a Court Order, asking the person responding to the divorce to pay the legal costs, and this is disputed, you may be asked to attend Court.
A divorce involves a set of three written applications to Court. There may be more than this if your case is more complicated than first envisaged e.g. problems with your husband/wife acknowledging receipt of the papers or defending the divorce. It is unusual to attend any Court hearing in relation to divorce unless there is a dispute about who should pay the legal costs of the divorce.
If you want us to issue Court proceedings, we will always ask for any Court fees to be paid up-front. Otherwise, no fees are required to be paid in advance.
If you are eligible to bring a claim for unfair dismissal you are entitled to written reasons for dismissal and they must be provided by your employer within 14 days. Whatever your length of service, if you are pregnant or you are on statutory maternity or adoption leave you are entitled to written reasons without having to request it.
This is not a problem in itself. Depending on when the employer’s breach occurred you need to think about the effect of delay and the danger that you will have affirmed the breach.
Not if you are leaving on good terms. As a practical point, a pleasant resignation letter may result in a more positive reference. If you are leaving as part of a constructive dismissal claim, the alleged breach(es) should be included in the letter.
Not easy but certainly possible. Capability is one of the potentially fair reasons for dismissal and this includes capability assessed by reference to health. There may also be an overlap with two other fair reasons including conduct and “some other substantial reason”. Some of the factors that your employer will need to consider and support with evidence are as follows: (a) nature of the illness; (b) prospects of returning to work and likelihood of illness reoccurring; (c) need to have someone doing the work; (d) effect on the rest of the workforce; (e) extent to which you were aware of the position; and (f) your length of service.
Harassment at work is unacceptable. You should start by checking whether your employer has an Anti-Harassment and Bullying Policy at work. If following the procedure set out in the policy does not resolve the problem or if you would like to discuss your options please contact us.