- Regulatory, Healthcare Litigation
- 020 7484 7640
What Amie can do for you
Having graduated from university in 2014, Amie joined Hempsons in September 2014 as a paralegal in our regulatory department. She assisted solicitors in defending health care professionals facing fitness to practise proceedings and also advised dentists in respect of their remediation. She became a trainee solicitor in 2016 and qualified into the regulatory team in September 2018. Amie is currently in the final seat of her training contract in the employment department. Upon qualification she will be involved in advising health care professionals on a range of regulatory matters and will also have a clinical negligence litigation practice.
- Postgraduate Diploma in Law (LPC) 2016
- LLB Law 2014
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.
On 25 April 2017, the updated GMC Guidance, Confidentiality: Good Practice in Handling Patient Information (“the Guidance”) comes into effect
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.
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.