Accessibility, Cookies And Privacy Policies

Accessibility Policy

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We have added ALT tags to all images, ALT Tags are invisible descriptions of images which are read aloud to blind users on a screen reader. Adding ALT text allows us to include images, but still provide the content in an alternative text based format. If no ALT tags are provided, then a screen reader would only be able to say “IMAGE” or perhaps provide a file name, which is not helpful and does not make for a good experience.

We also make use of Accessible Rich Internet Applications (ARIA) attributes where possible. ARIA is a set of special accessibility attributes which can be added to any markup, but is especially suited to HTML. The role attribute defines what the general type of object is (such as an article, alert, or slider).

The aria-label attribute is used to define a string that labels the current element. Use it in cases where a text label is not visible on the screen.

The aria-hidden attribute is used to hide elements, such as icon names; that would otherwise make following a web page difficult for screen readers.

We have included a Language Tag, this tag is designed to signal screen readers pronunciation engines which language to use.

We also avoid the use of flashing images, so as not to effect people who are prone to photosensitive epilepsy, as per the World Wide Web Consortium (W3C) guidelines.

Where we have used moving images, we ensure that the movement lasts no longer than 5 seconds as per WCAG 2.0 Success Criterion 2.2.2 (Level A).

Cookies Policy

When you view this website, we may store some information on your computer in the form of a cookie file (referred to here as “Cookies”), which will enable us to tailor the site to improve your browsing experience. Cookies are small text files that are placed on your computer by websites that you visit.

The Cookies we use on the Site can be described as follows:

CMSSESSID[unique id] - used to maintain continuity as you move between pages in the Site and expire when you close your web browser.

Privacy Policy

This privacy policy forms part of the terms of use that govern your use of the KJL Solicitors website.

We are committed to protecting the privacy of the visitors to our website. This policy explains how we use any personal information we collect from you through our website.

Collecting your information

You can access most of the pages on our website without giving us your personal information. However, you may choose to provide us with your personal information on some pages of our website, for instance by completing an enquiry form, requesting a publication, or expressing an interest in a seminar.
By submitting your personal information, you consent to our use of the information as set out in this privacy policy.

Using your information

We shall use any personal information you give us in accordance with this policy and in the privacy statements that appear on the forms through which you submit your personal information.

If you give us your personal information, we may from time to time contact you by mail, telephone, or email to provide information that may be of interest to you, including details about the services we offer, newsletters, legal updates and invitations to events.
We may disclose your information to our agents and service providers for these purposes.
We shall give you an opportunity to choose not to receive marketing information before you submit your personal information.

If you are providing us with personal information by completing an employment application form, we shall use the information you supply to assess and administer your application, and shall keep a copy of your CV and application form on file in case any suitable opportunities arise in future.

Accessing your personal information

You have a right to ask us to provide you with the information we hold about you and to have any inaccuracies corrected. Please note that we charge a £10 fee for this to cover our costs.

Equality & Diversity

The Firm’s commitment

1. General commitment
   The Firm is committed to eliminating discrimination and encouraging equality and diversity in its own policies, practices and procedures and in those areas in which it has influence. We oppose all forms of unlawful and unfair discrimination.

This applies to the Firm’s professional dealings with staff, partners, other solicitors, barristers, clients and third parties.

The Firm intends to treat everyone equally and with the same amount of attention, courtesy and respect regardless of their age, disability, gender, marital status, race, racial group, colour, ethnic or national origin, nationality, religion or belief or sexual orientation.

2. Regulation and legislation
   In developing and implementing its anti-discrimination policy, the Firm is committed to complying with the Solicitors’ Code of Conduct 2007 and with all current and any future anti-discrimination legislation and associated Codes of Practice including, but not limited to:

3. The Equal Pay Act 1970

4. The Sex Discrimination Act 1975

5. The Race Relations Act 1976

6. The Disability Discrimination Act 1995

7. The Employment Rights Act 1996

8. The Race Relations (Amendment) Act 2000

9. The Employment Act 2002

10. The Race Relations act 1976 (Amendment) Regulations 2003

11. The Employment Equality (Sexual Orientation) Regulations 2003

12. The Employment Equality (Religion or Belief) Regulations 2003

13. The Employment Equality (Age) Regulations 2006

14. The Work and Families Act 2006

and any relevant amendments or re-enactments of such legislation, together with:

1. The Commission for Racial Equality Code of Practice on Racial Equality in Employment (2006)
2. The Equal Opportunities Commission Code of Practice on sex discrimination; equal opportunities, procedures and practices in employment (1985)
3. The Equal Opportunities Code of Practice on Equal Pay (2003)
4. The Disability Discrimination Act Codes of Practice in relation to rights of access to facilities, services and premises in employment
5. The European Community Code of Practice on the protection of the dignity of men and women at work
6. The Age Diversity at Work Code of Practice 2002

and any relevant amendments to such codes or further Codes of Practice.

Forms of Discrimination
Discrimination occurs when one person is treated less favourably than another is treated, or would be treated, in the same or similar circumstances without legitimate reason.

The grounds upon which a person must not be discriminated against are:
(a) race or racial group (including colour, nationality and ethnic or national origin); (b) sex (including marital status, gender reassignment, pregnancy, maternity and paternity); (c) sexual orientation (including civil partnership status); (d) religion or belief; (e) age; or (f) disability.

Discrimination can take a variety of forms including direct discrimination, indirect discrimination, harassment, victimization, less favourable treatment and failure to make an adjustment.

The following are examples of the kinds of discrimination, which are against the Firm’s policy:

1. Direct discrimination
   Where a person is treated less favourably on the grounds of age, race, racial group, colour, ethnic or national origins, sex, pregnancy, marital status, disability or sexual orientation or religion or belief.

2. Indirect discrimination
   Where an apparently neutral provision, criterion or practice would put a substantially higher proportion of the members of age, one sex, or persons having a racial or ethnic origin, or a particular religion or belief, or a particular disability or a particular sexual orientation at a particular disadvantage compared with other persons unless that provision, criterion or practice is objectively justified by a legitimate aim and the means of achieving that aim are appropriate and necessary.

3. Victimisation
   Where someone is treated less favourably that others because he or she has taken action against the Firm under one of the relevant Acts.

4. Harassment
   When unwanted conduct related to any of the grounds referred to above takes place with the purpose or effect of violating the dignity of a person and of creating an intimidating, hostile, degrading, humiliating or offensive environment. Harassment may involve physical acts or verbal and non-verbal communications and gestures. This will include physical, verbal and non-verbal acts.

5. Less favourable treatment
   In respect of disability discrimination, this occurs when a person with a disability is treated in a detrimental way in circumstances when a person without that disability would not be so treated.

Contact

If you have any queries or requests in respect of this policy, e.g., a request to stop sending you marketing information or to cease all contact with you, you should contact us:

By post at KJL Solicitors Ltd, Blofield Chambers, The Street, Blofield, NR13 4AA
Please mark your correspondence for the attention of Kerry Joan-Law.