murrays solicitors
01274 304 448
10 Piece Hall Yard, Bradford BD1 1PJ
SOLICITORS BRADFORD
solicitors Bradford

Regulatory Policies

This page outlines all our regulatory policies relating to this website and our employment practices. Click on a link to jump to the relevant area.

Disclaimer

The content of this website is for informational purposes only. Nothing on this site constitutes legal advice. If you require specific legal advice please contact us.

The information contained in this website is for general information purposes only. The information is provided by Murrays Solicitors and while we endeavour to keep the information up to date and correct, we make no representations or warranties of any kind, express or implied, about the completeness, accuracy, reliability, suitability or availability with respect to the website or the information, products, services, or related graphics contained on the website for any purpose. Any reliance you place on such information is therefore strictly at your own risk.

In no event will we be liable for any loss or damage including without limitation, indirect or consequential loss or damage, or any loss or damage whatsoever arising from loss of data or profits arising out of, or in connection with, the use of this website.

Through this website you are able to link to other websites which are not under the control of Murrays Solicitors. We have no control over the nature, content and availability of those sites. The inclusion of any links does not necessarily imply a recommendation or endorse the views expressed within them.

Every effort is made to keep the website up and running smoothly. However, Murrays Solicitors takes no responsibility for, and will not be liable for, the website being temporarily unavailable due to technical issues beyond our control.

Privacy & Cookies Policy

We are committed to safeguarding the privacy of our website visitors; this policy sets out how we will treat your personal information.

How we collect and use non-personal information

Please note that when anyone visits the website, we automatically collect certain non-personal information such as the type of computer operating system (e.g., Windows or Mac OS) and browser (e.g., Safari, Firefox, Internet Explorer) being used, and the domain name of the internet service provider. We sometimes use the non-personal information that we collect to improve the design and content of the website.

No personal information is collected during visits to this website unless you specifically complete a contact form or email us via this website. Personal information shared in this manner will never be disclosed or sold to third parties.

Equality and Diversity Policy

We are committed to eliminating unlawful discrimination and to promoting equality and diversity within our policies, practices and procedures. This applies to our professional dealings with clients and others.

We treat everyone equally and with the same attention, courtesy and respect regardless of:

  • sex (including pregnancy, maternity and paternity);
  • marital or civil partnership status;
  • gender reassignment;
  • sexual orientation
  • race or racial group (including colour, nationality and ethnic or national origins);
  • religion or belief;
  • age (or perceived age);
  • caring responsibility; or
  • disability (past or present).

We take all reasonable steps to ensure that the firm and its staff do not unlawfully discriminate under:

  • the Equality Act 2010;
  • the Employment Rights Act 1996;
  • the Human Rights Act 1998;
  • the Part-Time Workers (Prevention of Less Favourable Treatment) Regulations 2000;
  • the Fixed-Term Employees (Prevention of Less Favourable Treatment) Regulations 2000;
  • the Work and Families Act 2006;
  • the Civil Partnership Act 2004; and

any other relevant legislation in force from time to time relating to discrimination in employment and the provision of goods, facilities or services.

Wherever possible, we take steps to promote equal opportunity in relation to access to the legal services that we provide, taking account of the diversity of the communities that we serve, in order to ensure that, subject to funding or other reasonable constraints, our services are accessible to all clients.

We are committed to meeting the diverse needs of clients. We take steps to identify the needs of clients in the community and develop plans and procedures setting out how we will meet clients’ needs and for ensuring the services which we provide are accessible to all. We take account, in particular, the needs of clients with a disability and clients who are unable to communicate effectively in English. In particular, we make reasonable adjustments to ensure that clients with a disability, vulnerability or particular need are not placed at a substantial disadvantage and do not pass on the costs of adjustments to these clients. We consider whether particular groups are predominant within our client base and, where possible, ensure that their needs are met. A list of interpreters, and signers is maintained and kept in the Equality and Diversity file.

We do not unlawfully discriminate in dealings with experts and third parties. All experts and third parties are instructed from a register of experts and have been assessed by the firm as being capable of meeting both our firm’s and our clients’ requirements. Experts and third parties are instructed because they satisfy our selection criteria.

We treat all job applicants equally and fairly and do not unlawfully discriminate against them. We do this by ensuring that we operate an open and fair recruitment process, using selection criteria which do not discriminate, and making decisions based on individual qualities and personal merit. Recruitment and promotion within the firm is made solely on merit.

We consider all employees to be equal and create a working environment which is free from unlawful discrimination. This applies equally to voluntary positions and anyone undertaking work experience with us. This will, for example, include arrangements for employment, recruitment and selection, terms and conditions of employment, access to training opportunities, conditions of service, access to promotion and transfers, grievance and disciplinary processes, dress code, work allocation and any other employment related activities.

We monitor and record, at least annually, equality & diversity information about job applicants and existing staff including key personnel on the basis of gender, age, disability and ethnic groups.

We provide equality & diversity information to the Legal Aid Agency as required in relation to staff and clients under the terms of the LAA Contracts.

Philippa Murray our COLP is responsible for implementing and monitoring our Equality & Diversity policy. In particular,she is responsible for:

  • ensuring that adequate resources are available to meet equality and diversity needs;
  • reporting to the other Directors and staff members] on compliance;
  • promoting a culture of equality and diversity awareness and compliance by means of education and training and overseeing arrangements for the sharing of information on equality and diversity including informing staff of any new updates on equality and diversity including bulletins or articles published by regulators and/or in the legal press;
  • providing assistance to any individual staff members who have been assigned responsibility for any specific equality and diversity actions;
  • ensuring that appropriate action is taken in relation to any non-compliance identified under this policy or barriers to equal opportunities; and
  • reviewing this policy annually to verify it is in effective operation.
  • Reporting to staff the results of monitoring

All staff members are informed of this policy as part of their induction. We identify additional equality and diversity training needs as and when appropriate and address them as part of staff members’ training plans. This includes the provision of annual update training on compliance with equality & diversity requirements. Our Equality & Diversity training and communication objectives are reviewed at least annually as part of our Learning and Development Plan

All staff are expected to pay due regard to the provisions of this policy and the specific Outcomes within Chapter 2 of the SRA Code of Conduct and have personal responsibility for ensuring compliance with them when undertaking their jobs or representing our firm and which extends to their treatment of job applicants, existing or former employees, clients, external suppliers and/or visitors. This as available in the E&D file as well as on the SRA website.

We treat seriously all complaints of unlawful discrimination made by any of our staff, clients, barristers, experts or other third parties and will take action where appropriate. All complaints are investigated by Philippa Murray, our COLP, in accordance with our grievance procedure or complaints procedure and the complainant will be informed of the outcome. She also monitors the number and outcome of complaints of discrimination.

Where acts of unlawful discrimination, harassment or victimisation and/or failure to comply with this policy by any member of staff are identified, Philippa Murray,our COLP, will ensure that our Disciplinary Procedure is followed and this may result in disciplinary proceedings being instigated.