The right to silence

The Stephen Lawrence re-Trial, left Judge and Jury with a decision to make as to what inferences to draw from a Defendant’s maintained silence.

Prior to the Criminal Justice and Public Order Act 1994, anyone arrested was entitled as a fundamental right to maintain silence.

Following the 1994 Act, the Court was permitted to draw adverse inferences from earlier silence, when being questioned about the offence.

Adverse inference means usually that the Court can take the view that any later statement or explanation relied upon which was not immediately made at the time the same or similar questions were put, can be considered made-up/ a fabrication/ conjecture to save one’s skin, or was not an explanation which would have stood up to scrutiny at the time it was being made, without being later considered and developed as an explanation.

A Defendant’s silence is unlikely on its own, however, to lead to a conviction. Such silence can not in its own, prove guilt, see Section 38(3) of the 1994 Act. The further evidence required is evidence to establish that the Defendant has a case to answer, and must call for an explanation from that Defendant.

The Court is unlikely to draw an adverse inference where silence has been maintained by a Defendant awaiting to seek legal advice.

Adverse inferences can, however, be drawn not just from ‘no comment’ interviews. If, for example, a Defendant relies upon a different set of facts not previously relied upon or mentioned in a Defence Statement, and should have been mentioned when questioned initially, under Section 34 of the 1994 Act, an adverse inference could be drawn to the attention of the Court.

Before such an adverse inference can be made, certain conditions have to be met under Section 34:

1. An Interview has to have been made under caution;

2. The Defendant has to fail to have mentioned any fact later relied upon in hs Defence at Trial;

3. Failure to make mention occurred before the Defendant was charged;

4. The questioning had to have occurred during a line of enquiry trying to discover whether or by who the offence was committed;

5. A failure to make mention of a particular set of facts, must have been something that the Defendant could reasonably have been expected to know at the time of interview.

Under Section 34, if one were to come to a Police interview with a readily prepared statement setting out in a clear and logical way, the writer believes that the Prosecution would be hard pressed to scrutinise, or draw adverse inferences from coming prepared.

However, if the Police later ask questions arising from such a written prepared statement and the Defendant chooses not to respond, adverse inferences could then be drawn under Section 34.

David Rosen is a Solicitor-Advocate, Partner and head of Litigation at Darlingtons Solicitors. He is a Certified Fraud Examiner, and a working member of the Fraud Advisory Panel. David is a visiting associate Professor of Law at Brunel University.

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Flexible working – good or bad ?

Confused picture on flexible working

Research suggests that flexible working is good for staff morale and also has productivity benefits, but in the current climate, the trend towards flexible working seems to be reversing. The research from O2 has found that :-

  • Over 40% of office workers feel pressured to be seen to be at work as much as possible to try and safeguard their positions in these difficult economic conditions
  • Over 25% of employees perceive that the amount of time they are consistently in the office is an important measurement of their value to their employers
  • Over 50% of employees believe that flexible working is good for staff productivity and creates happier staff. Over 40% of employers agree with this view
  • More than 30% of employees consider that their employers do not value flexible work as an asset
  • Nearly 80% of businesses do not allow staff to work flexibly
  • Over 15% of employers do not have a flexible work policy.

We suppose that the main thread that comes from the above information is the need for management to communicate well with staff and to understand that the carrot tends to be better than the stick with a workforce. As a business owner, be aware that your staff are almost certainly acutely aware of the current economic conditions, you don’t need to drum this into them. Pull together and reassure and remotivate your staff, these seem to be the most important ways to operate.

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Rights of parent employees

Parental Rights At Work

It is always difficult to combine being a loving parent with being a diligent employee. You need to work hard at work to get on, but you also need to see your family! Fortunately you get some assistance with this life/work balance from the law as the Government recognizes the importance of family life and being a good a parent and therefore provides laws to help protect your right to a family life. These laws are enshrined in the parental rights at work legislation.

If you are an employee with young children then you are entitled to certain rights to protect your rights to a family life. These legal rights apply to parents of the same sex as well as parents of the opposite sex and are as follows:

  • Being able to request flexible working hours
  • Unpaid and paid maternity leave for a mother
  • Paid paternity leave for a father
  • Unpaid and paid adoption leave for both parents
  • Unpaid time off to deal with unforeseen circumstances relating to the care of dependants
  • Unpaid leave for parents who have children below the age of 5 or a disabled child under the age of 18.

Rights of Maternity Leave

By way of statutory rights (rights given by law), pregnant women are entitled to:

  • A 52-week period for maternity leave in which they have the right to receive Statutory Maternity Pay (SMP)
  • Be able to work in a safe environment
  • Be able to request leave for ante-natal care
  • Being able to return to work after the baby has been born. If the mother is not allowed to return to her position at work, this will be classified as unfair dismissal and a possible act discrimination.

Rights of Paternity Leave

An employed father, just like an employed mother, also has the right to paternity leave. In order to have these rights the father must comply with the following conditions. The father must:

  • Be the biological father of the child or be married to the mother of the child
  • have some responsibility towards the child’s upbringing
  • have been employed by his current employer for 26  weeks before the birth of the child

The father can take his paternity leave at any time within the 56 day period from the date of birth of the baby. If the leave is not taken though within this 56 day period then the right to paternity leave expires.

Rights of Adoption Leave

If you have worked for your current employer for at least 26 weeks and you are undergoing the process of adopting a child, you are entitled to adoption leave for a period of 52 weeks. Adoptive parents should normally receive Statutory Adoption Pay (SAP) which can be received for 39 weeks of the leave.  A couple may not request an adoption leave together therefore it is advisable for the father to request paternity leave instead. This applies to couples of the same sex too.

Flexible Working Hours

A working parent is allowed to request flexible working hours if they have a child under 17, or under 18 and is disabled. Flexible working hours generally include working during school hours, working part time, working from home, job sharing, working in shifts and compressing hours (working for the agreed set of hours over a shorter time span). An application for flexible working hours must be submitted to the employer in writing and it is the employer’s duty to give it serious consideration following a standard procedure whether they wish to accept or decline the request. If refused, the employee is allowed to appeal but within a 14-day period of having received the employer’s decision in writing.

One is also allowed to request flexible working hours if they are caring for an adult.

Ante-natal Care

Pregnant workers have the right to take time off for doctors appointments and should be paid their normal wage unless they are away for a considerable number of hours/days. If the worker does need to be away for a long amount of time then their absence will be treated as a sick leave for which, under some contracts, they should be entitled to a sick pay. Leave for ante-natal care is permitted regardless of the employee’s number of working hours a week and regardless of the time period they have worked for their current employer.

Working in a Safe Environment

Health and safety conditions constitute a large area of employment law whereby it is the employer’s duty to eliminate any health and safety risk that may cause harm to their employees. In particular, a woman who is pregnant, has borne a child over the past 6 months or is breastfeeding has the right to be able to work in an environment that will not pose any form of difficulty to her health. This includes delegating tasks that do not require coming in contact with toxic or hazardous chemicals, being offered work requiring less physical labour at the same pay, or any other alteration that the employer deems fit and reasonable essentially bearing in mind his woman employee’s condition.

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