Eversheds Sutherland (International) LLP

TUPE and staff transfer considerations, advice and process support for both insourcing and outsourcing; Employee and Employer exposure to obligations around Data Protection, Freedom of Access to Information and Remote and Home-Working; Organisational change and restructure; Secondments; Legal aspects of recruitment; Statements of terms and conditions of employment; Disciplinary, suspension, grievance policy and procedures, including bribery, whistleblowing and other polices relating to employment; Equality and diversity; Termination of employment, including disciplinary hearings, redundancies and severance payments; Claims in the Employment Tribunals, Employment Appeals Tribunals, High Court and County Court; Performance management; Sickness and absence; Employment status and tenancy issues, including relating to non-permanent workers/temporary workers/contractors; Employment-related issues and National Insurance (including as linked to different types of employment status and all HMRC related issues); Family friendly policies, including maternity, paternity, shared parental, adoption and carer support.

Corrine's contentious workload includes unfair dismissal, whistleblowing, complex discrimination, automatic unfair dismissal and breach of contract claims. Corrine has acted for clients in dozens of employment tribunal cases. Corrine’s contentious/non-contentious workload is approximately 30:70.

Corrine advises education sector clients on contentious and non-contentious employment issues. She is a senior associate in our human resources practice group in Manchester. She qualified as a solicitor in August 2012 and joined Eversheds Sutherland in May 2015. She is a member of our education, employment and student issues teams and works exclusively with clients in the higher and further education sectors, schools, academies and private education providers. Corrine’s relevant work in the sector includes advising:  a HE institution in respect of insourcing the provision of maintenance services and the application of TUPE; in relation to the implications of TUPE in relation to mergers and the transfer of staff; two institutions approaching merger in relation to consultation obligations under TUPE and in respect of proposed redundancies following merger; in relation to the implications of the Data Protection Act in respect of employee liability information and sharing information prior to a proposed merger; a HE institution in relation to the implications of TUPE in respect of a process of tendering a bus service; a HE institution in relation to fixed term contracts, justification of the use of such contracts and dealing with requests for permanent posts.

Senior Associate