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Case Studies

Employment Fixed Monthly Support Package

“An unorthodox situation had arisen with one of our employees which required urgent and creative action. Ellis Hass & Co responded with an in-depth understanding of our type of situation and their prompt commercial action saved our business considerable time and costs. We have also developed a strong relationship with the team and look forward

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Family – Divorce

Helen acted for a husband who was involved in a long marriage, during which time both husband and wife helped to develop the family business, so that after 20 years the value of the business was in excess of £2 million. The wife left to commence a relationship with another man and Ellis Hass &

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September 17 , 2013 | Posted by ian hass | No Comments

Settlement agreement

Employer: We were approached by a large company to advise a number of its employees who were being made redundant on the terms of their settlement agreements. Our solicitors worked in-house to meet with all affected employees. We were able to charge the employer a reduced rate for our fees due to the volume of

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September 17 , 2013 | Posted by ian hass | No Comments

Service Agreement

A senior executive instructed us to negotiate the terms of his new service agreement and to advise him on the terms of his exit agreement which involved complex share arrangements. We suggested changes to his new service agreement for clarity, to further protect his position, to set guidelines in respect of bonus payments and to

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September 17 , 2013 | Posted by ian hass | No Comments

Change of terms and conditions

A company wanted to change some of the more key terms and conditions within its employment contract. We advised the company of the options available to it and the best way of approaching the changes. We devised a meeting agenda and procedure for making the changes and drafted the new terms and conditions which were

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September 17 , 2013 | Posted by ian hass | No Comments

Dismissal: Gross misconduct

A business telephoned us confirming it had received an anonymous tip off that one of its employees had been stealing fuel from it. We explained to the company the requirements of the ACAS Code of Practice, what the tribunal would expect from it and how best to limit its risk in carrying out the disciplinary

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