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Policies & Procedures

Mission Statement

It is the objective of Sovereign Chambers to create a safe working environment. Therefore we promote equality and equal opportunities for all members and staff and any person who may subsequently join chambers. In order to maintain a high standard for our employees and clients, we have provided a quality manual to explain our policies and procedures and to ensure that these are enforced.

In our continual effort for improvement, Chambers strives to assist all employees in their professional development and regular reviews of all procedures guarentee constant progression which is beneficial to both staff and clients. Progression and development will aid the controlled growth and expansion of Chambers.

Client Care Policy

• Meeting the needs of our clients is our top priority.
• We aim to get it right first time, every time.
• We place great importance on personal contact and clients can always speak directly to the Barristers and Support Team involved in working on your behalf.
• We recognise that each client tends to have different needs and we tailor our services to satisfy those needs.
• We always aim to meet, and wherever possible, exceed your expectations.
• We work to the highest possible professional standards as set by our governing bodies.
• All our teams undertake continuous training to help them keep fully up to date with changes to ensure the best service to our clients.
• All Barristers and Support Team members of Chambers are bound by contractual standards which require them to keep all information concerning clients and their work strictly confidential.
• Being equipped with the latest technology means that we can deliver an efficient service to the highest standards.
• Every client is important to us and a director is reponsible for the delivery of high quality service to each client.
• We protect data stored by Chambers and in turn protect our clients security.
• Our pricing policy aims to be open and fair.
• We aim to provide value for money with everthing we do.

Accessibility Policy

Sovereign Chambers currently has no employees suffering from any ailment or disability that would require reasonable adjustment to the physical features of its premises under the Disability Discrimination Act 2005 and Disability Discrimation (Employment) Regulations 1996. However should this position change Sovereign Chambers is bound not only by the statutory requirements stated but by internal Discrimination Policies to accomodate physically challenged employees by making all alterations that are required by the individual(s) to carry out the normal day to day work. Additionally should any client with access issues require the services of the company, alternative arrangements offering the same facilities will be made.

Complaints Procedure

The professional client and lay client should be aware that it is possible to make a complaint, either written or verbal. The Management Committee of Sovereign Chambers will act as the “Professional Conduct and Complaints Committee” with the Head of Chambers acting as the “Complaints Officer”. All complaints shall be dealt with be “the Committee”.

A complaint is defined as “any expression of dissatisfaction” but this does not include minor negative comments. Negative feedback from the client will not be handled as a complaint except on the expressed wishes of that client. However, all client feedback will be stored and reviewed.

Following a complaint:

·      The Complainant shall be kept informed, as is reasonably practicable, of the progress and the result of the complaint.

·      The complaint itself will be recorded and kept confidential in so far as that is practicable.

·      Aside from a complaint raised by the Bar Council, the Complaints Officer will examine and consider any complaint.

·      If the complaint is not dismissed by the Complaints Officer, it will be investigated.

·      Following an investigation the complaint will be reviewed, first by the Complaints Officer and then, if there is cause for concern, by the Committee.

·      The Committee will then deal with the complaint as they see fit or as is required by the Bar Code of Conduct.

·      The initial review to assess whether there is reasonable merit to the complaint will be completed within 10 working days. Conclusion of the complaint should be completed within 20 working days of the complaint being received.

 

Non-Discrimination and Equal Opportunities Policy

We, as a Chambers, are committed to creating an unprejudiced environment and thus we do not discriminate on the basis of race, colour, ethnic or national origin, nationality, citizenship, sex, sexual orientation, marital status, disability, age, religion or political persuasion. This applies to our treatment of clients and staff, our attitude to the acceptance of briefs and our employment selection policy. No decisions on recruitment, training, development, promotion or anything which may affect employees, applicants and clients will be influenced by any of these factors. The policy also covers the conduct of all members, pupils and staff and discrimination of any kind will be viewed as unacceptable. Any breach of this conduct will result in the commencement of discipinary procedures. It is the policy of these Chambers to adhere to the Bar Council Equality Code, complaint with the Bar Code of conduct. These specifications are as follows:

• Para.204 of the code of conduct of the Bar of England and Wales prohibits a practising Barrister from discriminating on the grounds of their race, colour, ethnic or national origin, nationality, marital status, disability, religion or political persuasion.
• Under Para.304 of the code of Conduct Barristers in independent practice must have regard to the Equality Code for the Bar.
• The Sex Discrimination Act 1975 and the Race Relations Act 1976, as amended by section 64 of the courts of Legal Services Act 1990, place a duty on Barristers (and barrister's clerks) not to discriminate on the grounds of race or sex.
• It is unlawful for a person to victimise persons by treating them less favourably because they have brought proceedings under the Race Relations or Sex Discrimination Act, have given evidence or information relating to proceedings or have alleged that discrimination had occured. Such treatment will also breach Para.204 of the Code of conduct.
• It is unlawful for a person to instruct, induce or attempt to induce another person to discriminate on the grounds of race, colour, ethnic or national origin, nationailty, citizenship, sex or marital status. Equally it is unlawful to act on such instructions or inducment.
• Employers or principles are vicariously liable for any unlawfully discriminatory act of their employees or agents in the course of their work, unless they can demonstrate that they have taken all reasonable steps to prevent such acts.
• Para. 601 and 602 expressly prohibit a Barrister from withdrawing his services on the grounds of objection to the case, objection to the beliefs of the client, or the financial implications of the case. Irrespective of the client paying privately or being funded publicly, the party on whose behalf he has been instructed, the nature of the case, and any opinion formed about the character or the case, a Barrister who supplies advocacy services must accept any brief, appropriate to his experience, to appear before a court in which he professes to practice, any instructions, and act on behalf of any person.