Maximize Compliance with Electronic Signature Legality for Employee Incident Reports in the UK

How to eSign a document: electronic signature legality for Employee Incident Report in United Kingdom

foreign [Music] this channel is all about employment tribunals everything you might need to know and how to represent yourself video has been specially requested and let's talk about the list of issues and crucially this is actually called the agreed list of issues so let's get it so when you started this process you will have filled in an et1 in that et1 you will have said these are the things that went wrong once you get to the list of issues and you're actually listing questions the questions for the judge to answer you're basically telling the judge these are the things that we're going to be arguing for and these are the questions that you are going to need to be answering with your panel say you said you were discriminated against so you'll have the heading of discrimination and under that a little question so it might be that did the respondent treat the claimant unfavorably did they do so by by suspending them making unnecessary allegations or by making false alligators so you'd list all the things that you have said they've done as questions for the judge the judge knows what questions they're answering in the process so if you're going for multiple things here unfair this little automatic unveilive metal sex discrimination pregnancy discrimination race discrimination breach of contract all these things you want to give them a separate heading so the judge can look into each one one at a time and then ask the questions inside that you want the judge to answer so let's say one of the things you're going for is breach of contract because they didn't pay you your overtime so the first question would be was the claimant eligible for overtime did that claimant carry out over time did the respondent pay so that's then breaking down the questions into now lists of issues for the judge to then dissect at the very bottom will probably be a section that you'll call remedy and that is obviously about what the outcome you want to be at the end so should you win you probably want the remedy to be something like getting your job back if you've lost your job and you want it back or being paid the overtime that you believe you should have been paid but worked or peculiary losses or injury to feelings if it's a discrimination case you'll notice pay if you weren't and you believe you should have been so in your in the remedy section ask questions like claimant be reinstated what if any should be awarded to the claim in respect of pecuniary losses or what if any should be awarded the claimant in respect of injury to feelings you will already have said I believe I mowed this much I believe it falls into this vento category you will always spell that out in other areas the list of issues is where you and the respondent agree these are the questions that the judge needs to answer when you all meet together and go through the evidence as a group The crucial thing here is it should be an agreed list before anything gets sent to the tribunal you and the respondent or their solicitor should be emailing back and forth I think we should add this we should remove that so that you agree before you go into the courtroom that these are things we don't agree on you're literally agreeing to disagree and putting that disagreed list in the hands of an impartial qualified judge to answer for you both if they've given you a draft list of issues read it really carefully make sure that everything you want the judge to consider is on that list because if it isn't on that list the judge isn't going to spend any time asking those questions and trying to answer them so to advocate for yourself best read that list through make sure that everything that is on there is supposed to be on there and they haven't missed any an example from my case actually was that the respondent wanted to put in the list of issues the top question being does she have enough length of service to bring an ordinary unfair dismissal brain I asked them not to put that in because I wasn't bringing an ordinary unfair dismissal claim so I wouldn't want the judge or the panel to waste time assessing whether or not I had length of service to bring that claim because I wasn't bringing that claim sometimes if the respondent hasn't got much of a hope of winning their best bet is to just drag things on and waste your time and waste the panel's time and divert so we talk about something else it it dilutes the argument that you're trying to make so look through the questions that they have drafted and criticize them carefully if they are asking the judge to consider something that is irrelevant ask them to remove it or ask them to qualify why it's there and if they are missing out things that you would like the judge and panel to be considering when you're in the tribunal add it after it to be added and don't let it go to the judge until you are happy with it worst case scenario if both parties don't don't agree on the agreed list of issues you can send one each they can send their version and you can send your version that's the worst case scenario nobody wants that but if you're dealing with a particularly vexatious respondent and they are not working with you don't let that stop you from advocating for yourself if you are going into tribunal I wish you the absolute best of luck please reach out if you have questions and I'll try and answer them I hope this video has been helpful and I will see you on the next one [Music]