They are very realistic and have an integrity which has won them their reputation and means that they get listened to.
Recruitment, retention and retirement are critical issues for the education sector where the main currency is the calibre of academic staff. When results and reputation are key to attracting students, investment and sponsorship, establishments are ultimately dependent on the quality of their people.
All aspects of employing staff - from contracts, compliance with employment legislation and pensions to performance, dismissal and retirement - need to be handled with total professionalism and expert legal guidance when the need arises.
Penningtons Manches' education sector employment team acts for universities, examinations bodies and regulators, HE and FE colleges and schools, particularly where the institution has overseas interests. We specialise in contentious and non-contentious employment issues and regularly act both for and against universities, colleges and schools.
Our education team has particular expertise in disputes involving academics and their terms and conditions, as well as other high profile employment disputes. We also frequently provide guidance on the transfer of staff under TUPE and on reorganisations and redundancies.
We deal with all aspects of tribunal work, including appeals to the Employment Appeal Tribunal, as well as matters of academic freedom. Our lawyers, who are recognised as leaders in their field by both Chambers Guide to the UK Legal Profession and The Legal 500, for their "in depth knowledge of the academic world” also advise on the management of reorganisations and redundancy, as well as on the use of fixed term contracts when dealing with temporary academic staff.
Advising a senior member of a university on the wrongful termination of his employment prior to the expiry of his tenure.
Defending the application of trade union recognition for a small group of employees employed within a college; negotiating on a more appropriate bargaining unit; and eventually agreeing terms after a successful union ballot result.
Acting for a private university to defend a claim from a visiting lecturer who alleged that the University had discriminated against him on the basis of his part-time status, as compared to a full time faculty member.