Administration

The legal status of Chambers
This web site is produced by the Chambers of Brian Jubb, Head of Renaissance Chambers, a set of barristers which is located in Grays Inn Chambers, Grays Inn. Chambers has no collective legal identity; all barristers practising from a set of chambers are self-employed persons. By agreement with all the barristers of these Chambers, this website has been prepared for information purposes. The management of the administration of this Chambers is through a limited company, Per Ardua Legal Services Ltd, the board of Directors of which are the currently appointed members of the Management Committee of Chambers.

Legal advice
Members of Chambers, as individual lawyers, may only give advice to a particular person on any matter or cause if instructed to do so by one of the following : a solicitor, a qualified foreign lawyer, a member of a recognised professional body approved by the Bar Council for the purpose of direct access work, or a BarDirect client

Disclaimer
Every reasonable effort has been made to ensure that the information contained on this website is accurate, but no responsibility for its accuracy, or any consequences of relying upon it, is accepted by any member of Chambers. The information and commentary does not, and is not, intended to amount to legal advice to any person, and it should not be relied upon as such.

Complaints
Our clients are of first importance to us and we hope that clients will be satisfied with the work that we do for them. From time to time, we will therefore invite clients to comment on our work by participating in client surveys, as a result of which we will address any shortcomings and act positively to improve our service. Should however there be any aspect of our service with which any client, lay or professional, is unhappy we ask that the matter be raised with us promptly to our Practice Manager, Mark Venables.

Any unresolved complaint will be referred to the Heads of Chambers. In summary, where a complaint is made, we undertake to :

• commence an immediate and thorough investigation into that complaint
• take immediate steps to resolve the complaint
• advise promptly on receipt of the complaint of the date we will again make contact concerning the complaint
• Refer the matter to the Heads of Chambers for resolution with the complainant wherever necessary
• explain to the complainant his right to bring any allegation of professional misconduct against any barrister to the attention of the Bar Council's Complaints Commission.
• inform the complainant that the complaint has been investigated and whether or not found to be justified
• where a complaint has been found to be justified, explain any remedial action proposed

Equality Policy
Chambers is committed to equal opportunities in all aspects of its work.

All Barristers have committed to observe the Bar Council Code of Conduct in relation to non -discrimination in the acceptance of work, the carrying out of that work and all dealing with clients, colleagues, staff and others, this includes complying with the ‘cab rank’ rule when accepting instructions from clients.

All staff have committed to comply with this Policy.

All services offered and instructions accepted by Chambers will be offered and accepted without discrimination on any grounds.

All job applicants, employees, members and clients will receive equal treatment regardless of race, colour, ethnic or national origins, sex, marital status or sexual orientation, disability, age or religion.

By way of non exclusive example, the following are against Chambers’ policy :-

1. Direct discrimination where a person is less favourably treated because of sex, race or disability, for example if  refused promotion on the grounds of colour.
   
   
2. Direct discrimination in the acceptance or otherwise of instructions or in the provision of services to clients.
   
   
3. Indirect discrimination, where a requirement or condition which cannot be justified is applied equally to all  groups but has a disproportionate adverse effect on one particular group, for example setting an age limit for a post which may exclude many women of that age who are unable to apply for the post as a result of family  commitments.
   
   
4. Victimisation where someone is treated less favourably because they have taken action against Chambers under one of the relevant Acts.

Chambers will take the following positive action to support this policy :-

1. Clerks will ensure that all work is offered equally to those of similar skills and experience (subject to availability) and will take the necessary action under the Bar Code of Conduct should any professional client seek to unfairly influence the use of a particular barrister or decline to use a barrister on discriminatory grounds.
   
   
2. All job advertisements wherever placed will include the statement “These Chambers are equal opportunities employers”.
   
   
3. In recruitment Chambers will take steps to try and attract applications from both sexes and all races and will ensure that there are equal opportunities in all stages of the recruitment process.

Pupillage
Chambers has a policy of recruiting two pupils each year. Applications are to be made via the OLPAS scheme. A pupil will have 4 pupil supervisors throughout their pupillage and will become familiar with all aspects of Chambers' work. Pupils are expected to practice in their second six months.