- Professional Discipline, Regulatory
- 020 7484 7622
Amie is a solicitor in the Professional Discipline, Regulatory and Crime team in London, having qualified in 2018. Prior to qualification, Amie spent a number of years with Hempsons’, gaining a broad range of experience in regulatory law and professional discipline.
Amie’s practice primarily involves defending health care professionals facing fitness to practise proceedings before their regulator and advising on appeals of decisions made by the Care Quality Commission before the First Tier Tribunal. Amie also has experience of judicial review proceedings, NHS Trust investigations as well as having a clinical negligence litigation practice.
Main areas of expertise
- Regulatory defence
- Clinical negligence
- First Tier Tribunal appeals
- Judicial review
The clients she works with
- Defence organisations
- Individual healthcare professionals
- Other professionals
- Postgraduate Diploma in Law (LPC) 2016 (Distinction)
- LLB Law, 2014 (First Class Honours)
- Association of Regulatory and Disciplinary Lawyers (ARDL)
The judgment of Mrs Justice Knowles last week illustrates potential difficulties dentists may face if a patient lacks capacity.
This article will consider what is being expected of doctors who may not have been working in the NHS before the pandemic, how regulation has been amended to provide for this unprecedented situation, and how a doctor’s fitness to practise may still be investigated.
Record keeping is a subject widely discussed, the subject of much advice and guidance, but regularly got wrong. It is important that records are accurate, not only to ensure safe and appropriate patient care, but also as a safeguard for you if things go wrong. After all, your records are (or should be!) a first hand, contemporaneous account of your appointment with the patient and therefore, arguably, the most reliable source of evidence as to what happened.
Welcome to the Summer edition of the Hempsons’ Employment Newsbrief, a round-up of some of the hot legal topics in the Employment sector.
It is commonly accepted that when a person applies for a job, they will usually be asked to provide a reference from their previous employer. By the same token, employers are usually willing to provide a reference for an employee leaving their employment and doing so is standard practice.
The Supreme Court handed down a judgment last week in the case of Newcastle upon Tyne Hospitals NHS Foundation Trust v Haywood confirming that where a contract is silent on when notice is deemed to be given, notice takes effect when it is actually received by the employee and they have read it, or had a reasonable opportunity to do so.
On 25 April 2017, the updated GMC Guidance, Confidentiality: Good Practice in Handling Patient Information (“the Guidance”) comes into effect