19 March 2018

BPIF Legal – why they should be your first point of contact

BPIF Legal have a huge amount of experience to help you and your business, and offer members practical and objective expert advice to save you time and money. They have a specialist knowledge of the print sector in both commercial and employment aspects, and it is always worth contact them to gain an objective insight on an issue.

Here are some the most common legal problem encountered by BPIF Legal.

Our most common commercial legal problems:
My customer will not pay my invoice
Is it won't pay or can't pay?
Is there a genuine dispute about quality/delivery?
What is the value of the claim?
What are the options and likely outcome?
My customer has a complaint about the goods delivered
What do your terms and conditions say about putting things right?
Have you limited your liability for loss caused by breach of contract and negligence?
My customer is taking work to another printer, do I have to hand over the artwork?
Who owns the copyright in the work?
Who owns the electronic files?
Who owns the plates?
My customer wants me to print something and I'm not sure I should!
Packaging for counterfeit goods
Defamatory messages
Obscene material
My customer wants me to sign their NDA/other contract, and I don't understand it
What is the risk for you?
What liability are you exposed to?
Can you insure against the risks?
I've bought this bit of kit and it doesn't work!
Expert evidence on specification and performance

Our most common employment law problems:
We have an employee who has just been served notice of a disciplinary investigation and/or a disciplinary hearing and has immediately gone off sick with stress/anxiety - what do we do?

We want our employee to do something which it says in his contract he has to do. The employee has left us and it says in his contract of employment he can't compete with us for 6 months. Can we hold him to that/require him to do what's in his contract? However we've just noticed there is no copy of his contract in his HR file OR we have a copy of his contract but we forget to get him to sign it - what can we do?

We have an employee who has been on sick for several months. He is coming back to work and tells us that is says on Google that he is entitled to all the holiday he missed whilst he was sick. That isn't fair he must be making it up?
An employee has come to us and said that he wants to work different hours - start late and work on in the evening so he can drop his child off at nursery in the morning. Do we have to allow this? It goes against our ethos his contract says he starts work at a specific time and we want him to stick to that.

An employee has come to us saying his wife is pregnant and wants to take something called paternity leave - I've never heard of it why should I give him time off after all he hasn't had the baby. I'm a father and it didn't happen in my day.

We're changing the location of our premises only 8 miles down the road we want our staff to move there. We have no mobility clause in the contracts. It's only 8 miles but some employees are saying they won't go and want redundancy - we aren't going to pay them it's crazy.

Most common tribunal claims:
Unfair dismissal
Holiday pay
Redundancy pay
Breach of contract
Discrimination

If any of these situations or questions are things that you have encountered or are encountering then make sure you get in contact with BPIF Legal at 01676 526 060.