OnLive Learning

This Practice Note provides guidance for in-house lawyers on different approaches to delivering learning and development (L&D), and covers factors to consider when selecting learning methods and learning styles.

This Practice Note provides information for law firms about what diverse talent is, different ways to recruit diverse talent, the importance of employer branding and who should be responsible for attracting diverse talent.

This Practice Note provides guidance on how to embed learning and development (L&D) into the in–house legal department by ensuring it is aligned with business strategy, is incorporated into day to day activities and that employees are engaged.

This Practice Note provides guidance on how to embed learning and development (L&D) into an organisation by ensuring it is aligned with business strategy, it is incorporated into day-to-day activities and employees are engaged.

This Practice Note explores the key elements that contribute toward effective leadership, including defining what effective leadership looks like, building your brand and sphere of influence, taking a balanced scorecard approach to personal development, developing emotional intelligence, driving innovation and nurturing a diverse culture of inclusivity.

This Practice Note, produced in partnership with Beth Pipe, is intended for law firms. It provides guidance on how to conduct an effective attendance review meeting.

This Precedent absence/leave request form, produced in partnership with Beth Pipe, can be used as part of a manual process for requesting and authorising employee absence/leave.

This Precedent questionnaire can be completed by managers and partners to help identify unconscious bias. The findings should raise awareness of unconscious bias within your firm and can be used to stimulate discussion around diversity and inclusion (D&I).

This Precedent, produced in partnership with Beth Pipe, is intended for law firms. It can be used to help you plan and prepare for an attendance review meeting (ARM) and to ensure you have all the information you need to conduct an ARM consistently and effectively.

This Precedent, produced in partnership with Beth Pipe, is intended for law firms. It can be used to document the key points discussed during an attendance review meeting (ARM). It will help you ensure a consistent and structured approach to all ARMs.

This Precedent, produced in partnership with Beth Pipe, is intended to accompany a letter notifying an employee of an attendance review meeting. Periodic attendance review meetings are an integral part of managing long-term sickness where an employee has been absent from work for an extended period of time (usually more than four–weeks’ duration).

This Precedent Business asset register can be used to record all the assets an organisation owns, eg land, buildings, office equipment, manufacturing equipment, computer software, intellectual property, trademarks etc. Maintaining such a register will help an organisation formulate long- and short-term plans, prevent fraud, comply with any maintenance or servicing requirements and save costs.

This Precedent claims register can be used to keep a record of any ongoing claims against the business and keep track of your litigation risks. You might wish to consider adding to a separate risk register any individual or aggregated claims that could pose a risk to the business, eg due to value or the potential for reputational damage.

This Precedent Compliance breach register is designed to help you keep a record of compliance breaches in your organisation. The register forms part of our risk management suite of documents. You should consider adding to your separate risk register any compliance breaches that could pose a risk to the business, either individually or as a pattern or trend.

This Precedent framework is intended for law firms. It sets out suggested core skills that apply to each role within the firm. Having a central framework of core skills helps to achieve transparency and consistency in our expectations of performance for different roles within the firm. Where relevant, this Precedent reflects the SRA’s Competence Statement.

This Precedent role profile is for a diversity & inclusion (D&I) manager in a law firm. This role profile follows the format of the other role profile Precedents in subtopic: Recruitment and retention.

This Precedent action plan can be used to set out what a law firm wants to achieve from a diversity and inclusion (D&I) perspective and how each objective will be achieved, by whom and by when. These objectives should support the firm’s overall strategy and objectives.

This Precedent can be used to document a law firm’s diversity and inclusion (D&I) objectives, firm-wide or individual key performance indicators (KPIs) for partners and the management team and track progress against targets.

This Precedent Diversity and inclusion (D&I) statement can be used by a law firm to publicly express its commitment to D&I.

This Precedent self-assessment form can be used by a firm to capture detailed diversity and inclusion (D&I) data across a number of different measures, focusing on gender balance and maternity, paternity or adoption leave analysis. This data will provide a firm with insight and enable benchmarks to be set and progress to be monitored over a period of time.