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Hague Lambert Solicitors
       
 
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Hague Lambert Solicitors
 
 
Overview: 

The firm is lucky to have many loyal and dedicated staff. Many joined the firm in the 70s and 80s and one member of our support staff joined us straight from school in 1966!

Together with a great deal of experience we also have newer members of staff, many of whom have added different experiences and ideas. We feel that this diversity makes a strong team that can move forward and adapt to new needs whilst retaining its solid base.

Values

Staff loyalty is in part due to our values.

Although we are always introducing new technologies and ideas our values are fundamentally traditional at heart.

We want to give an individual and personal service and always strive to provide high quality legal and customer services to our clients. We aim to form long lasting relationships with our clients and provide the best quality advice, no matter how straightforward or how complex your case.

Instilled by our Partners, our values are the solid foundation of the firm.

Equality & Diversity

Our Values...Your Rights

Eliminating Discrimination

Hague Lambert is committed to eliminating discrimination and promoting equality and diversity in all areas, including:

Discrimination is prohibited on the grounds of the following:

Discrimination can take a variety of forms including the following:

Direct discrimination:

This occurs where a person is treated less favourably by reason of 1 - 6 listed above, and in respect of 2 only, where it cannot be shown that the treatment in question was justified.

Indirect discrimination:

Occurs where a requirement or condition is applied equally to all groups but has a disproportionately adverse effect on members of one particular group by reason of 1 - 5 listed above and it cannot be shown to be a proportionate means for achieving a legitimate aim.

Victimisation:

Occurs when a person is treated less favourably because they have asserted a right not to be discriminated against on one of the prohibited grounds, assisted another to assert a right not to be discriminated against on one of the prohibited grounds or has given evidence in a tribunal or court relating to the assertion (made in good faith) of such a right.

Harassment:

Occurs when someone is subjected to “Unwanted conduct that has the purpose or effect … of creating an intimidating, hostile, degrading, humiliating or offensive environment„. Harassment can also occur where it has the defined effect upon the victim, notwithstanding the harasser's intention e.g. remarks made humorously can still constitute harassment if that is the effect which they had upon the person being harassed. A series of minor acts or comments or a one-off act of sufficient severity can amount to harassment.

Less favourable treatment:

Less favourable treatment, as used in relation to disability discrimination occurs when a person with a disability is treated in a detrimental way in circumstances when a person without that disability would not be so treated. For example, charging more to a client with a disability than a client without a disability because their disability means that more time is required to obtain instructions could constitute less favourable treatment, as could offering less favourable terms or refusing to act.

Failure to make a reasonable adjustment:

There is a duty to make adjustments, as are reasonable in all the circumstances, to ensure that a staff member/client/third party with a disability, has access to the premises from which business is undertaken and the service provided and are not put at a substantial disadvantage when compared with a staff member/client/third party without that disability, without justification.

Everyone at the firm is expected and required to treat all others equally and with the same attention, courtesy and respect.

Employment, partnership, recruitment & selection, training, conditions of service and promotions within the practice.
The delivery of service.
Dealings with all third parties; including accepting instructions from clients, using experts and Counsel, dealings with other Solicitors and professionals and interaction with everyone involved or incidental to the provision of services by the firm.
Race or ethnic origin; including colour & nationality.
Age; including perceived age and spouse's age.
Gender; including gender reassignment, marital status, pregnancy, maternity and paternity.
Sexual orientation; including civil partnership status and perceived sexual orientation.
Religion or belief; including philosophical beliefs.
Disability.
Commitment

Hague Lambert wishes to provide the same opportunities for everyone and remove any barriers to doing so. We aim to promote fairness and equality and create a working environment where all people are able to give of their best, there is no harassment or bullying and all decisions are based on merit.

We recognise that every individual is unique and brings their own value to the workplace. We aim to treat every individual fairly and equally; this may mean that not everyone is treated the same. Wherever possible, we will be flexible to meet different needs and aspirations.

The firm will appoint, reward, promote, train and encourage the development of employees based on merit and ability and will not discriminate based on the prohibited grounds or background or social class.

All employees, whether full-time or part-time will be treated fairly and receive the same entitlements, pro-rata.

Acceptance of Instructions

The firm is generally free to decide whether to accept instructions from any particular client, but any refusal to act will not be based upon any discriminatory grounds and care must be taken to avoid there being any perception that they apply.

Accessibility

There are varying facilities in place at each of our premises to give accessibility to our service. However, should any of our premises be inaccessible for any person, we will offer a visit to any of our other premises, a home visit or alternative location. Specific details of accessibility can be found in the Procedures section of the Office Manual [non staff members are requested to please contact a staff member to discuss visit or other accessibility requirements].

Adjustments

Wherever possible, the firm will endeavour to make any adjustments needed in order to provide/continue to provide employment, service and have professional dealings with employees, clients and third parties such as Counsel or experts.

If a client, employee or third party has any needs which aren't currently provided for to enable them to access our service, carry out employment or deal with us generally, this should be reported to the Office Managing Partner, who will consider whether there are any reasonable adjustments which can be made to meet that need.

Experts and Consultants

We maintain a list of approved experts and consultants under the ‘Contacts-external’ section of the Intranet. This list is complied on the basis of the skills, experience and ability of those listed to undertake work of a particular type. It does not contain exclusions, restrictions or preference based upon any of the discriminatory grounds listed above.

A client's request for a named barrister or expert should be complied with, subject to the firm's duty to discuss with the client the suitability of the barrister or expert and to advise appropriately. If it appears that a client's instructions are given on discriminatory grounds then a risk form should be completed immediately.

The fee earner should endeavour to persuade the client to modify such instructions but if the client refuses and the preference cannot be justified under Genuine Occupational Requirements or Genuine Occupational Qualifications, as set out in the relevant legislation, then the firm will cease to act for that client as aiding an unlawful act is prohibited.

Employment

When recruiting, the practice will take steps to ensure that applications are attracted from people without discrimination and will ensure that there are equal opportunities in all stages of the recruitment process.

Care must be taken after the end of a professional relationship that nothing of a discriminatory nature occurs e.g. when giving a reference

With regards to considering a person for a position as Partner, they will not be discriminated against on any of the prohibited grounds.

Positive Action

Although it is unlawful to discriminate in favour of certain groups, positive action to enable greater representation of under represented groups is permitted by law and the appropriateness of such action will be kept under review.

Breaches of Policy

Any breach of this policy is a potential major risk to the practice. Our insurance will not cover any illegal breach and everyone should be aware that a breach may be a serious professional offence and liability may attach not only to the individual(s) concerned but also to the Partners. For this reason any breach will be dealt with through our disciplinary procedure.

If anyone is concerned that a breach of this policy may be occurring or has a complaint that they have been the victim of a breach, or knows of a client or third party who has a complaint, they should immediately report this to the Risk Partner.

Reviews and Updates

Any development in the firm's strategic and business plans or changes to the Office Manual will be examined to ensure that no inadvertent breach of this policy occurs.

This policy will be reviewed annually to ensure it keeps up to date with legislation and professional rules. The effectiveness of this policy will be monitored on an ongoing basis, which may include an annual questionnaire to staff, to ensure that it is working in practice and more regular reviews and updates will take place if necessary.

Training and Implementation

Training will be provided whenever necessary in relation to this policy and improving staff competencies in relevant issues, including awareness training.

It is imperative that all personnel comply with SRA rules, the law and this policy. If there are any queries or training needs in relation to this policy please contact the Practice Administrator.

As part of the SRA's Equality Framework and compliance with our public sector equality duty, Hague Lambert Solicitors collects and publishes the equality and diversity data of it's workforce.
History: 

Originally founded in 1956, W. Stuart Hague & Co, started in an office in Lymm. The name was later shortened to Hagues. The Knutsford office was opened in 1964. In 1996 Hagues merged with Lambert Storey (established in 1980) and the name became Hague Lambert. The firm has also made a number of acquisitions and mergers over the years; including T.M. Fryer & Co, Armstrongs, Abson Hall Loring, Crewe & Brister and Maddocks Dodds & Miller and now also has offices in Urmston and Macclesfield.


 
 
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