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  • Formal identification, proof of address, proof of funds and evidence of the source of funds at the start of a transaction, to enable us to comply with the anti-money laundering regulations

  • An absence of ability.

  • Can refer to an accident, or an assault of any nature whether physical, sexually or psychological.

  • Insurance to cover a defect in title or missing/lack of building/planning documents.

  • A search at the land registry to see if a property is registered or unregistered.

  • Indirect discrimination is where an employer has applied a provision or practice which disadvantages an employee and which would tend to disadvantage others of the same race, sex, age, etc.

    It is not unlawful if an employer can justify the provision or practice by showing that it is a proportionate means of achieving a legitimate aim.

  • To receive something from a deceased's estate.

  • Tax on the estate of the deceased.

  • An Order of the Court preventing someone from doing something eg. disposing of assets, being violent or threatening.

  • Compensation for injury to feelings can be awarded by the tribunal in discrimination claims.

    In general terms, the employment tribunal will consider the hurt and distress caused to the employee and make an appropriate award. There is currently no cap on the amount that a tribunal can award for injury to feelings.

  • In claims for compensation, it is often possible to secure payment of part of the award prior to the final settlement of the claim. These payments are generally called interim payments and can be important in providing day-to-day living expenses if the injured person cannot work, or for covering the cost of medical treatment.

  • Legal rules followed when a person dies without a valid will.

  • When someone dies without a will they are considered to have died intestate.

  • Employers should carry out a reasonable investigation, adhering to the Acas code, if they are considering taking disciplinary action against an employee.

    Any investigatory meeting should not result in disciplinary action without a disciplinary hearing having taken place.

    If paid suspension is necessary during the investigation, this should be as brief as possible and kept under review. The employer should make clear that this is not in itself a form of disciplinary action.