Cobham (Surrey) based solicitors Mundays LLP have just announced that they have awarded Datashare Solutions a contract to provide outsourced IT and network infrastructure services. The transition of responsibility will be effective from 1st December 2009. Under the contract, Datashare will take over the management of IT infrastructure, inhouse applications and the strategic management of all aspects of IT for the firm. In October 2007, Legal Technology Insider reported that Mundays had ordered the DNA system from LexisNexis Axxia (as it now is).
Mundays managing partner Valerie Toon said "Our decision to outsource was driven by two key objectives. We want to increase the efficiency and flexibility of our IT infrastructure and thereby gain competitive advantage through the use of IT."
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Monday, November 16
Mundays outsources IT to Datashare
by
Charles Christian
on Mon 16 Nov 2009 17:08 GMT
English Law Soc warn about employment law risks associated with social networking
by
Charles Christian
on Mon 16 Nov 2009 12:21 GMT
The Law Society of England & Wales has warned that employers should avoid using social networking sites including Facebook and Myspace to vet job candidates as it could leave them vulnerable to discrimination claims.
John Morris, chair of the Society’s Employment Law Committee says “Using these sites to canvass more information about an employee or an interview candidate is potentially risky for an employer. For example, it is possible to obtain information about a person’s sexual orientation or religious beliefs that can impact or is perceived to impact on the decision made to recruit or not recruit that person – this can lead to discrimination claims.” The Employment Practices Data Protection Code states that an employer should only use vetting where there are particular and significant risks involved to the employer, clients, customers or others, such as working with children or vulnerable people. However employers should not place reliance on information collected from social networking sites as it is potentially unreliable. Employees should also be aware of potential problems from ‘befriending’ their employers on these sites and should choose to have their webpage on a privacy setting where possible. “The dismissal of employees for comments made about employers on social networking sites can also lead to unfair dismissal claims,” adds Morris. “However, an employer may be able to defend themselves against such a claim if they can show the dismissal was a reasonable response to the conduct of the employee.” Earlier this year a British woman was sacked from her job after she posted an expletive-filled tirade against her boss on Facebook. Previously, thirteen cabin crew from a major British airline faced disciplinary action after calling passengers ‘chavs’ on a social networking site. Recently, a sixteen year old in a new job posted messages about how “dull” and “boring” it was, while a young man who, having posted details of his previous night’s activities, went on to explain that he was today “pulling a sickie” from work. Both were dismissed. |
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