Chambers policies
Chambers' policies are on this page, both for members to access and clients / member of the public to read if they wish. As Great Russell Street Chambers is part of GRSC Law Limited, chambers duties to the company include maintaining professionalism, maintaining a good reputation, and promoting the brand overall. This requirement extends to members of chambers who are part of Great Russell Street Chambers. Any member considered not to be promoting the brand, calling into disrepute the brand or the legal profession, acting in an unprofessional way, or failing to contribute financially to chambers running costs and revenue will be asked to leave. Notice in usual circumstances is 14 days, but may be reduced to a request to leave immediately where there is concern about a member's conduct, particularly if this is conduct towards third parties. Chambers has a zero tolerance to unprofessionalism and members will be expected to discuss any concerns in a rational and professional manner with the head of chambers if any concern is raised in respect to professionalism.
Chambers constitution
Great Russell Street Chambers is the trading name owned by Amanda Marquarite Robinson and has been licensed for use by GRSC Law Limited. All members of chambers are regulated by the BSB. This constitution addresses the rights and responsibilities of members.
This constitution will permit chambers to:
(a) terminate a members membership in specified circumstances, including - but not limited to - exclusion of a member whose conduct is reasonably considered to diminish the trust the public places in the profession, members who fail to contribute financially, and members who bring into disrepute the company or brand name. Standard notice is 14 days, but a request for immediate termination may be made where there is sufficient concern about members.
(b) ensure that equality and diversity rules are adhered to.
Chambers must:
i. make it clear who will carry out the work for the client. Members are self-employed barristers. Client care letters, communications including marketing must specify who the barristers are and what work they should carry out.
ii. members who have less than 3 years practice experience will not be permitted to undertake direct public access work.
iii. any member of staff, whether freelance, on contract, or providing a clerking service, shall not be permitted to give legal advice unless they are legally qualified and permitted to practice and regulated by the BSB.
iv. work coming into chambers will adhere to the cab rank rule.
v. members of chambers are required to adhere to client confidentiality (as per core duty 6) and this extends to clerking services.
vi. chambers charges a fee under the agreement with /to provide the clerking service and where this does not happen, the member of chambers will be considered not to be generating revenue for chambers (and will be asked to leave). Chambers also charges an annual fee to cover the cost of the office, marketing, advertising, and other running costs, and if members fail to pay their share they shall be asked to leave. Consideration of an adjustment will be made where the member has been off sick, has a disability, requires reasonable adjustments and/or has had caring duties for their family or a third party.
vii. it is a matter for Amanda Marquarite Robinson, the company director and head of chambers, as to how to run the business. She will use her best endeavours to ensure members and chambers business is administered properly. However, she is at liberty to request that members leave where she considers that they have: (a) failed to pay the correct financial contribution to chambers (b) brought the profession intro disrepute /brought chambers into disrepute (c) brought the brand GRSC (and associated brands) into disrepute (d) failed to check chambers email /their diaries (e) failed to conduct themselves to a professional standard (whether or not an ethics issue) and (e) rudeness, to staff, clients, and / or to other members.
viii. Chambers recognise that for a number of reasons people may require flexible working or time off and chambers supports this (whether or not it is for family reasons, health reasons, amounts to a reasonable adjustment, or other).
ix. some situations may engage ethical duties and members of chambers are expected to adhere to those requirements.
x. members of chambers are self-employed and are at liberty to leave with immediate notice. In reciprocity, chambers can also request that a member of chambers leaves with immediate notice. Chambers will usually give 14 days notice, but in circumstances where there is serious concern about a member, this notice may be reduced to immediate. Services will continue for 14 days, but chambers is at liberty to remove approval for use of branding, name, address, and any public association with chambers to protect chambers' reputation.
xi. individual members are responsible for their GDPR, retention of documents, and compliance with data protection and GDPR.
xii. client lists of chambers and/or the members belong to the person who introduced the work.
xiii. parties can enter ADR where there is a dispute that cannot be resolved. Members of chambers who act unreasonably and/or have failed to meet professional standards will be expected to pay the costs of ADR.
Obligations on members:
i. members must undertake either a complaints handling course or self-training and a reflective discussion with the head of chambers, to ensure that they are best prepared to respond to client complaints (for example at the informal stage) within the first 3 months of joining chambers. Failure to do so will lead to notice to leave chambers.
ii. costs / fees members must pay clerking fees, part of which is a chambers fee (and is clearly set out on the invoices), and must contribute to the costs of chambers business expenses. Failure to do so will lead to notice to leave chambers.
iii. all members of chambers are expected to use professional business language, provide a professional service, and not to swear, raise their voices, or use insulting language to clients. Any member considered to have raised their voice, used insulting language to clients, or sworn at a client will face internal disciplinary which might result in (a) removal from chambers (b) recommendation that the member undertakes training or a reflective session with the head of chambers or (c) where the concern is also a breach of professional standards, consideration will be made as to whether the member should self-report to the BSB, and in the absence of agreement chambers may report a member whose conduct is of sufficient concern.
iv. members must at all times conduct themselves in a way as not to bring chambers, the brand, the company or other members into disrepute. Should their standards fall, chambers will attempt to resolve it, but members can be asked to leave.
v. members must adhere to the professional and ethical requirements of them in practice, in particular CPD requirements and adherence to equality.
vi. members who practice direct public access work and/or are authorised to practise litigation will be expected to use chambers branding and details where that work is chambers' work or referred under an agreement with a chambers' clerking service. However, where the work is not directly referred via GRSC (and, in particular, where no fees are payable to GRSC) the work and client will be considered to be outside of chambers' work and the member may be requested to remove chambers' branding, name and operate independently to chambers and GRSC. The member will be asked to remove all reference to GRSC and chambers if there is any concern about the manner in which they conduct public access work, regardless of any other circumstances.
Terms of tenancy
Prospective barristers may simply contact GRSChambers@outlook.com and ask if they can join. As long as members have a current practising certificate issued by the BSB and have completed one year of tenancy, they are welcome to apply. All barristers are expected to adhere to the code of conduct, ensure that they are sufficiently trained in dealing with clients (particularly if they undertake licensed and direct access work), and maintain their CPD requirements.
Tenants are expected to conduct themselves professionally at all times, ensure that they are sufficiently prepared for court, present themselves in a good manner including speaking to third parties using professional language, and comply with professional ethics while maintaining a good relationship with the court and trying to maintain a good relationship with the client. Tenants are also expected to: check their chambers email at least twice per day (to avoid missing important communications), check their diaries daily, follow guidance provided in respect to complaints handling, and contribute to chambers' costs (which include chambers' address, internet resources, marketing and advertising, and clerking costs); if the minimum contribution falls below 1/5 of the costs, members of chambers will be asked to leave chambers. Where there is a concern about a members' conduct leading to a recommendation and the member fails to follow the recommendation, members will be asked to leave. Where there is a concern about a member bringing chambers into disrepute, members will be asked to leave. Where there is a concern about a member bringing the brand into disrepute, members will be asked to leave. This policy is because GRSC is part of the company, to whom it has a duty. Additionally, professionals should conduct themselves appropriately at all times and these terms apply that approach. Standard notice is 14 days, but where a conduct issue is sufficiently serious and the member of chambers has failed to engage with a recommendation, notice can be an immediate request to cease using chambers' branding (though consideration shall be made about what alternative resources the member has).
Equality
Any member of chambers, or member of the public or professional who is instructing chambers, may request a reasonable adjustment by emailing the barrister who you are instructing and/or GRSChambers@outlook.com. All reasonable adjustments which can be made (that are feasible and reasonable) will be made. Chambers has a supportive approach to people, including anyone who requires a reasonable adjustment.
Members of chambers will be expected to treat each member of the public, whether professional client or otherwise, with respect and equally. Any member who exhibits behaviours which fall short of treating people with respect and adhering to professional requirements in respect to diversity and equality will be requested to undertake further training, and may be requested to leave chambers. Further, unlawful discrimination will not be tolerated. Chambers aims to ensure that in its recruitment, retention and operation, it will at all times adhere to equality law and members are expected to do so too. Complaints in respect to discrimination can be raised on GRSChambers@outlook.com. Chambers will investigate and aim to respond within 21 days. Where a member fails to cooperate, this period may be extended.
As chambers currently do not offer pupillage, we have not created a more detailed strategy and policy. However, at the point when we decide to recruit a pupil we shall develop a more detailed policy to prevent discrimination. Recruitment into chambers is actually based on having a current practising certificate, approach to client care, and being able to run an independent practice. No details of education (school, university or otherwise) are reviewed. The head of chambers looks at whether someone has been authorised to practice and their ability to undertake the work they want to practice. She pays no attention to where people went to school, where they did their degree, or what class of degree they achieved. She pays attention to who they are at the point of application to chambers and their commitment to the public, ethics and practice. Chambers welcomes people of all backgrounds, religions, races, genders, and people with disabilities to feel confident they can apply to chambers and will be supported.
We are currently small, so the head of chambers is the equality and diversity officer and data diversity officer.
Grievance
Members of chambers may raise any issue with chambers whenever they see fit, as chambers consider the business to depend on 'team work'. However, it is recognised that sometimes members may feel a formal process is more appropriate and this is supported. Grievances can be raised via GRSChambers@outlook.com. Grievances where members have failed to adhere to a professional standard or failed to pay chambers fees will be investigated and answered, but are recognised as retaliatory in nature and call into question a member (or former member) professionalism - which will be stated at the end of the findings. All grievances will be responded to within 21 days, unless grievances are over 4 pages in length and/or raise issues that require in-depth investigation. Where work is provided via DAB or they have introduced a member to chambers, they will be expected to deal with grievances that arise because of the nature of work. If they fail to do so, chambers will deal with the grievance within the 21 days that it is raised via GRSC.
Other policies
Process for all the following policies:
Matter raised via email - email acknowledged - matter time tabled for review /investigation - response within 21-28 days - extension where member fails to cooperate and date of their response noted - response delivered.
Please note we are a small set of chambers and therefore responses will be as soon as practicable, but time may need to be extended to accommodate the head of chambers.
Disciplinary:
Where appropriate, members may be invited to disciplinary. Process - matter raised considered to be serious - member invited to respond - head of chambers reviews and makes recommendation or invites the member to leave - where member refuses or the matter is sufficiently serious to require full disciplinary, member will be invited to make representations in writing to head of chambers within 21 days of notice of requirement to do the same - within 14 days of receipt, head of chambers will time table disciplinary - hearing will be on date agreed for 30-60 minutes for oral representations - deliberation will be made within 14 days thereafter and decision communicated within a further 14 days.
Misconduct:
Where there are concerns about a member or a complaint in respect to misconduct, or under any policy of chambers, the member can be subject to disciplinary which may result in their removal from chambers. Other options include recommendation, training, and suspension of membership until training is completed. See disciplinary policy above. Misconduct complaints can be raised via GRSChambers@outlook.com and chambers aims to respond within 28 days, see also disciplinary policy above.
Social media policy:
Members must not use chambers name or branding without permission, whether on LinkedIn or any other social media. Members who bring the profession and/or chambers and/or company into disrepute because of their social media posts may be asked to leave where considered sufficiently serious. Chambers has a zero tolerance policy to posts which are sexist, racist, discriminate against religions and races, or people with disabilities. Members who post any content which does not meet the standard required will be subject to disciplinary. Complaints can be made to GRSC@outlook.com and chambers aim to deal with them within 28 days.
Bullying and harassment:
Every human being has a right to live and work without being bullied and/or harassed. Chambers has a zero tolerance policy. Email GRSChambers@outlook.com if you wish to raise this. Member of chambers who breach this policy will be subject to disciplinary. Chambers aim to respond within 28 days, but see also the disciplinary process above.
Parental leave / flexible working:
Fully supported and no need to request. Members are at liberty to control their own diaries. As long as chambers contribution is made, members have no need to disclose private information and can simply request the working pattern that they would prefer. Members can speak to the head of chambers if they have a concern at any time. Chambers does not monitor how much a member makes, they are at liberty to undertake what work they are qualified to do in the quantities they want. Chambers does from time to time remind clerking services that members should be charging minimum rates for particular work and to aim for a minimum amount per day when members are booked. However that has no bearing on a members' membership.
Reasonable adjustments:
Adjustments to practice is under the control of the members (see also parental leave /flexible working in respect to control over one's own diary), but if any other adjustments are required you can email GRSChambers@outlook.com and anything that is possible to be done will be. If costs, or third party restrictions hinder the ability to comply, chambers will discuss with the member and try to assist as best they can.
Complaints:
The complaints policy is here. The Legal Ombudsman information is:
Website: https://www.legalombudsman.org.uk/
Complaints: https://www.legalombudsman.org.uk/for-consumers/complaints-process/bringing-a-complaint-to-us/
Address: Complaints Team, Legal Ombudsman PO Box 6167, Slough, SL1 0EH
Tel: +44 (0) 300 555 0333
Email: enquiries@legalombudsman.org.uk
Bar standards board:
Bar standards handbook: https://www.barstandardsboard.org.uk/for-barristers/bsb-handbook-and-code-guidance/the-bsb-handbook.html
Code guidance: https://www.barstandardsboard.org.uk/for-barristers/bsb-handbook-and-code-guidance.html
Address: Bar Standards Board,289-293 High Holborn,London,WC1V 7HZ
Complaints handling:
Additional to the obligation for members to undertake training (see also core duty 7), where a member has failed to respond appropriately to a member of the public the member may face disciplinary as it may be considered misconduct, for example where a complaint has been in respect to the treatment of a member of the public and that treatment is exhibited in the response within the complaints process, it may cause sufficient concern for chambers to commit to disciplinary. At any point in the process of a complaint, chambers can request that a member of chambers follow a recommendation and failure to do so will result in the member being requested to leave chambers. This is because recommendations are made where there is acceptance of conduct and/or where there is a lack of evidence in respect to conduct but the allegation is serious.
Cybersecurity:
Each member is responsible for their own cybersecurity and the confidentiality in respect to each client they are instructed by. Chambers uses IONOS for email and the website, but members are at liberty to use their own email accounts as long as it is clear when they are acting under Great Russell Street Chambers, and the contact details are on there, and that they ensure their own cybersecurity is sufficient. Cybersecurity issues can be reported to individual members, or GRSChambers@outlook.com.
Wellbeing:
Chambers wants the best for barristers and clients, therefore wellbeing is important. Members of chambers can talk to the head of chambers at any time and it will be confidential. AMNR is the co-author of The Phoenix Strategy (a book on wellbeing), has an art practice alongside her legal practice and has a disability, therefore she actively encourages members to have a positive work-life balance. Contact amnrobinson@outlook.com for support.