BTOverview Newsletter by BTO Solicitors LLP, December 2021 Edition

December 2021

BTOverview In this edition 

Top 10 Tips for Managing Grievances in the Workplace

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The New Scottish Sentencing Guidelines

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Competition Law Update: 2020 - 2021

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Scotland’s Solution to Dereliction

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One Day All Houses Will Be Greenhouses

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Warning: Doorbells with Video Home Security

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Six Succession Myths Busted!

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BTO Webinars & Vlogs



BTO News

“pragmatic and strategic” (The Legal 500)

www.bto.co.uk

Top 10 Tips for Managing Grievances in the Workplace Caroline Carr and Katie Hendry provide pointers for managing grievances at work.

For some staff, remote working and being isolated from colleagues long-term has taken its toll on work based relationships, resulting in more formal grievances and cases going through to the Employment Tribunal.

Over the last 18 months, we have been increasingly advising our business clients in respect of staff grievances, some with a COVID-19 theme. These grievances have included staff raising concerns about lack of communication from management whilst working from home, as well as concerns about health and safety risks arising from a potential return to the office.

In more recent months, the Employment Tribunals have started to grapple with similar issues. We have seen Tribunal claims from employees, especially those with less than 2 years' service, seeking to argue that their dismissals during the pandemic were automatically unfair for health and safety reasons, as well as whistleblowing. For example, some concerns raised by employees at the Tribunal include allegations that employers failed to comply with the government’s guidelines in relation to COVID-19 and failed to protect vulnerable workers. The claims were not always successful.

In the vast majority of cases, an employee will raise an informal or formal grievance before workplace concerns ultimately reach the Employment Tribunal. The ACAS code defines grievances as “… concerns, problems or complaints that employees raised with their employers”.

Grievances, if handled sensitively and fairly, can often prevent workplace issues from spiralling out of control.

This can reduce the risk of claims which can be extremely costly to your business, take up significant management time and potentially cause reputational harm.

Consider the employee’s wishes and whether the issue can be “nipped in the bud”.

3. If the employee wishes to raise a formal grievance ask for this to be set out in writing and what outcome they seek.

4. Consider the terms of the grievance and ask for clarity where required. Does the content raise issues more appropriately dealt with under other policies, such as whistleblowing or bullying and harassment?

5. Consider whether the employee has a disability and whether any reasonable adjustments should be made to the process.

6. Carry out a thorough investigation to collect all relevant information on the issues raised in the grievance. Useful ACAS guidance on conducting an investigation can be found here.

7. Consider who should chair the formal grievance meeting and plan ahead to determine whether you have sufficient personnel to deal with any subsequent appeal. Are those involved in the process sufficiently impartial?

8. Do not ignore a grievance and do not make assumptions that employees with less than 2 years’ service do not have grounds to bring employment tribunal claims. Employees with less than 2 years’ service can raise certain claims, including automatically unfair dismissal relating to whistleblowing and carrying out health and safety activities. Never short-circuit a grievance procedure without taking appropriate advice.

1. The first port of call in any grievance scenario is to consider the relevant grievance policy and procedure. All employers should have a grievance procedure and policy in place. Employers should be familiar with their policy, as well as the ACAS code of practice on disciplinary procedures.

9.

Keep clear written records throughout the entire process.

2. Most workplace issues and problems can be settled fairly quickly through informal discussions. Take early action and do not let matters fester.

Caroline Carr cac@bto.co.uk / 0141 221 8012

10. If in doubt at any stage of the procedure, seek expert legal advice to ensure your organisation’s position is protected.

Katie Hendry khe@bto.co.uk / 0141 221 8012 www.btoemploymentlaw.co.uk

The New Scottish Sentencing Guidelines Lindsay MacNeill and Miriam Farooq consider the new Scottish Sentencing Guidelines. A new approach to sentencing? Not quite.

In September 2021, the Scottish Sentencing Council introduced guidelines in respect of criminal offences in Scotland.

For many years, our courts have supplemented Scottish sentencing case law with guidance issued by the Sentencing Council for England and Wales for UKwide offences such as those under the Road Traffic Act 1988 and the Health and Safety at Work etc Act 1974.

Whilst a codified set of rules can be useful to inform ranges of sentencing, the application of guidance devised for a different jurisdiction – with different sentencing options available – has never been straightforward.

In 2016, the introduction of the Definitive Guideline for Heath and Safety Offences, Corporate Manslaughter and Food Safety and Hygiene Offences by the Sentencing Council for England and Wales upped the ante in sentencing for breaches of health and safety legislation. The Definitive Guideline set out a formulaic approach to sentencing that was ultimately linked to company turnover. Sentences imposed for non-fatal health and safety offences began to reach the millions and became front page news.

Very shortly after the introduction of the Definitive Guideline in England and Wales, the Scottish Court of Criminal Appeal confirmed that the Definitive Guideline could be used in Scottish health and safety cases as a ‘cross-check’ after the application of existing sentencing precedent. Fines in Scottish health and safety cases began to climb.

The newly published Scottish Guidelines introduce an eight-stage process for decisionmakers to follow to ensure fairness and proportionality when sentencing all criminal offences, including breaches of health and safety legislation. The stages are: 1.

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3.

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5.

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Assessing the seriousness of the offence Selecting the sentencing range Identifying aggravating and mitigating factors Determine the headline sentence Timing of guilty plea Consider time spent in custody Consider ancillary orders Impose sentence and give reason

Although this may appear to be hot off the press, the considerations listed simply codify the principles of sentencing that have long been established by case law and confirmed in appeal cases.

It remains to be seen how the Scottish Courts will apply the Scottish Guideline in the context of health and safety offences, but the ‘new’ process very closely follows the path of the Definitive Guidance and case law; the Scottish Guidelines start with an assessment of the seriousness of the offence, moving on through an assessment of aggravating and mitigating factors - so far, so familiar.

Unfortunately, those who had hoped that the Scottish guidelines would diverge from the approach in England and Wales and lead to lower fines in health and safety offences will be sorely disappointed.

Lindsay MacNeill lmn@bto.co.uk / 0141 221 8012 Miriam Farooq mfa@bto.co.uk / 0141 221 8012

Competition Law Update: 2020 - 2021 Following recent relaxation of elements of competition law for the fuel and supermarket industries, Scott Wyper and Sophie Mills provide an update on competition law, the impact of COVID-19 and pointers for businesses.

The UK Government temporarily relaxed elements of competition law for the fuel industry in September 2021 as a response to the fuel crisis which caused shortages across the country. The industry was exempt from the Competition Act 1998 (“the Act”), allowing companies to share information and optimise supply.

During times of crisis, it may be in the public interest to relax competition law. Competitors can then communicate and co-operate free of the risk of being in breach of competition law.

This move comes shortly after the UK Government relaxed elements of competition law for the supermarket industry in 2020 as a response to the panic buying. During this time retailers were able to share data with each other on stock levels, cooperate to keep shops open and share distribution depots and delivery vans.

In 2020, the Competition and Markets Authority (CMA) welcomed the temporary relaxation of some elements of competition law. The CMA also went a step further to say that where agreements between businesses fell outwith the legal relaxations, the CMA would not take enforcement actions where the agreements were necessary to protect consumers.

What is competition law?

Types of co-ordinated actions that the CMA would accept during times of crisis, so long as they are in the public interest, would include actions to:

Competition law exists to benefit the consumer. It also aims to make businesses compete on a level playing field and protects them from other businesses acting unfairly.

The Act prohibits two main types of anti-competitive activity: 1. Anti-Competitive Agreements under Chapter I of the Act: ◼ agreements, arrangements and business practice which prevent, restrict or distort competition (or is the intended result); and

Temporarily relaxed elements of competition law

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The CMA warned that this was not an excuse to exploit competition law. The CMA will continue to take enforcements into non-essential co-operation to prevent consumer detriment. This can include:  

2. Abuse of a dominant market position under Chapter II of the Act: ◼

businesses prohibited from using monopolistic or monopolistic power to unfairly exploit their strong market position (50% market share rule of thumb but variable).

avoid a shortage or ensure a security of supply ensure that products are distributed fairly and continue essential services.

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competitors exchanging information on longer-term pricing or business strategies; excluding smaller rivals from collaborations to deny them access to suppliers or services a business abusing its dominant position in a market to raise prices significantly above normal competitive levels, and collusions between businesses that seek to keep prices artificially high.

What happens if there is breach?

Impact of COVID-19 on competition law 

During the COVID-19 pandemic, supply chain and distribution issues meant that businesses were unable to provide their services to the public.

Throughout the UK, businesses have assisted in efforts to prevent the consequences of the COVID-19 pandemic from affecting day-to-day life for consumers.

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   

CMA have extensive powers particularly investigative powers including “dawn raids” a fine of up to 10% of global turnover and / or criminal sanctions can be imposed agreements will be void and unenforceable direct claims for damages may occur from consumers, and disqualification as a director.

Practical pointers The current relaxation of competition law from the Government is only temporary and as business continues post pandemic, companies must ensure that their practices are compliant. This may come under particular scrutiny given the increased prices of materials and supply shortages that we are experiencing.

It is vital that businesses decide their commercial strategy, particularly their pricing, independently.

Certain topics of discussion may raise red flags during a meeting with a competitor. Avoid discussing: 1.

2.

3.

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prices, rate, fees customers or territories future plans, especially when the information concerns pricing intentions or marketing strategies; other commercially sensitive information that is not in the public domain (business costs, profits, sales etc.).

If you are approached to get involved in anticompetitive arrangements, or have a concern about any pre-existing arrangements (such as being part of a buying consortium), you should consider taking legal advice in order to protect your position.

If your business is, or may be, subject to competition law regulations and you have any questions, please get in touch with our Corporate team who would be happy to assist you.

Scott Wyper swy@bto.co.uk / 0141 221 8012 Sophie Mills smi@bto.co.uk / 0141 221 8012

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Scotland’s Solution to Dereliction Do you control your land? Who controls the land around you? Who owns Scotland?

Nicolas McBride considers The Register of Persons Holding a Controlled Interest in Land, its purpose, what it will include and who will be affected by it.

The answers to these questions are, historically, difficult to ascertain due to Scotland’s system of land registration. The Registers of Scotland’s new project, The Register of Persons Holding a Controlled Interest in Land (“RCI”), will be introduced on 1 April 2022 with the primary aim of tackling this historical issue.

and the capacity in which they own or lease the land; and  The details of the “associate” (the person who has

significant control in the owner or tenant), including their name, address and contact details.

Scotland has the oldest national land registration in the world and although impressive, this has created problems in the modern era. The original Land Register dates back 500 years and contains handwritten records relating to land within Scotland. Obviously, this poses problems from the illegible 1800’s language, to the astonishing failure to use maps. Furthermore, problems arise when land or homes are left derelict, leaving the owners of such unknown. Vacant homes and derelict land throughout Scotland equate to an area more than twice the size of Dundee. For this reason, there is an urgent need to create a system which tells us with certainty, who owns Scotland.

Who is affected?

What is the purpose of the register?

The main exception to the RCI regulations is to avoid any unnecessary duplication of disclosures. The RCI does not apply where information about who has significant control over the owner or registered tenant is publicly transparent elsewhere. This means that some UK companies, certain charities, public authorities and limited liability partnerships do not have to provide information to RCI, unless of course there is a separate contractual or other arrangement in place giving another party significant influence or control over the land in question.

The RCI will create a register which will determine who owns and controls an area of land. All land in Scotland has an owner and/or controlling party from the beaches we frequent, the lochs we swim in to the castles we went to as children. These owners range from private landowners, public land ownership and unknown individuals. This new register aims to tackle, specifically, the issue of unknown landowners. Land which does not have a known owner cannot be developed or renewed, therefore, the introduction of the RCI will identify an owner and eradicate unwanted derelict land.

The overarching purpose of this register is to increase public transparency in relation to individuals who own or have control over decision-making in relation to land.

What information will the register include?  The title number of the land or, where such land is

not registered, the address and description of the property;  The details of the “recorded person” (owner or

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tenant with controlling interest), including their name, address, registered number (if applicable)

From 1 April 2022, it will be a requirement for owners to register interest in their land and tenants to register interest in any long lease for any property registered in the Land or Sasines Registers. This information will then be held on the RCI. The duty to disclose information for the RCI will apply to a range of landowners and tenants. A recorded person may be an individual, trust, company or overseas entity.

Are there any exceptions?

Consequences of non-compliance?

Failure to comply with the duty to disclose information, or to provide false or misleading information, will be a criminal offence, punishable with a fine of up to £5,000.

Recorded persons will benefit from an initial grace period of 12 months, where the offences will not apply, in order to allow reasonable time to make their applications to the RCI. If you have any questions about the new RCI regulations, please contact BTO’s Real Estate team.

Nicolas McBride nmb@bto.co.uk / 0141 221 8012 Emelia Conner elc@bto.co.uk / 0141 221 8012 Regan Wallace rkw@bto.co.uk / 0141 221 8012

One Day All Houses Will be Greenhouses Fraser Hopkins shines a spotlight upon the impact on the construction industry, and the social housing sector in particular, of the Scottish Government’s ambitions for achieving net zero emissions by 2045.

The recent COP26 has brought environmental issues into sharp focus again for all industries. There is no denying that the construction industry, by its very nature, can create a negative environmental impact in terms of the processes utilised, waste and the performance of the end product.

As has been well publicised, the Scottish Government has set an ambitious target of achieving net zero emissions by 2045. While significant legislation and regulations are already in place in respect of certain aspects of the construction process that will help achieve this target (for example, in respect of planning regulations, waste management requirements etc.), it is anticipated that further legislation and regulations will follow to both incentivise and compel those in the construction industry to work towards the achievement of net zero.

On 11 November 2021, the Scottish Government published the draft fourth National Planning Framework for consultation. This draft Framework includes proposals that planning applications will have to demonstrate how the project will help meet the net-zero emissions target before they will be approved. This is a clear indication that the Government is looking to enhance the existing powers both it and local government has to compel the construction industry to adopt green business practices and strategies.

At present, reducing greenhouse gases emissions from housing has been identified as one of the most important goals in achieving net zero. The Scottish Government has published a number of reports and strategies concentrating on this issue. The Heat in Buildings Strategy published in October 2021 has set a number of energy efficiency and heat decarbonisation targets, including: 

all homes should meet energy efficiency standards equivalent to, at least, an EPC band C standard by 2033; and

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a 68% reduction in emissions from heat in buildings by 2030 (relative to 2020 figures).

Further, in line with the housing strategy to expand the social housing portfolio, the Government has also 3

focused on ensuring social housing leads by example and that new social housing is energy efficient. The Energy Efficient Standard for Social Housing 2 (EESSH2) has set an energy efficiency target of EPC Band B or above, to be obtained in all social housing by the end of 2032. Given this is only 10 years away, those working in the social housing construction sector should ensure all new schemes will meet this requirement.

The EESSH2 also provides that no social housing below EPC band D is to be re-let from December 2025.

While this may be achievable for new build social housing stock (and many RSLs are already constructing to this standard or higher), it does mean that substantial works may be required in the next 3 years to existing housing stock to meet this December 2025 deadline. Accordingly, RSLs should be reviewing their existing portfolio now to identify units that are not EPC band D, so that the necessary works can be carried out over the next 3 years to ensure the housing stock meets the required performance levels.

It seems inevitable that those operating in the housing sector will find the Government’s focus on net zero having an increasing impact - whether by having to adopt new processes, materials and/or technologies, achieving higher “green” standards in constructed buildings, or simply by requiring those operating in the construction industry to demonstrate their green credentials. At this stage, it is important to ensure those operating in the housing sector keep up to date with the current requirements, while also monitoring and being ready to react to what will be expected of them in the future.

Fraser Hopkins fho@bto.co.uk / 0141 221 8012 Claire Logue clo@bto.co.uk / 0131 222 2939 Kieran Thrall kth@bto.co.uk / 0141 221 8012

Warning: Doorbells with video home security...

Lynn Richmond provides a warning for homeowners using doorbells with video home security and highlights how easy it is to become a data controller.

Developments in technology have enabled us to shop, work and even answer the door with a simple tap on a digital screen. These advancements now form an integral part of our daily activities, but they also present new challenges and legal consequences in relation to data protection rights.

The judgment given in a recent case involving the use of a Ring Doorbell found the processing of personal data to be “problematic” and ultimately a breach of the Data Protection Act 2018. This follows the decision of a Scottish court in Woolley v Akbar where BTO’s Paul Motion won the first domestic CCTV case.

In Fairhurst v Woodward, Dr Fairhurst raised an action against her neighbour Mr Woodward as a result of his use of security cameras and lights at various locations at and around his property. It was established that the images and audio files of Dr Fairhurst captured on these devices were personal data, and as such, the transmission to and retention of these images and sounds in Mr Woodward’s devices, or to whomever they were sent, were classed as the processing of personal data within the meaning of the UK General Data Protection Regulation (“GDPR”). Therefore, the question for the court was whether Mr Woodward, as a data controller, had processed such personal data lawfully in accordance with the principles set out in Article 5(1) of the UK GDPR.

3 Principles relating to processing of Personal Data Mr Woodward was found to have breached the first principle – to process personal data lawfully, fairly and in a transparent manner – because he “sought to actively mislead” Dr Fairhurst about how and whether the cameras operated and what they captured.

The second principle limits the processing of personal data to specified, explicit and legitimate purposes.

Judge Melissa Clarke found that Mr Woodward had again sought to mislead Dr Fairhurst in relation to this principle. Mr Woodward claimed that the camera on his shed only captured his car parking spaces and the camera on his driveway did not collect her personal data at all when, in reality, both cameras did capture and collect Dr Fairhurst’s personal data. Mr Woodward was thus held to have breached the second principle.

The data minimisation principle, the third principle, requires personal data to be: “adequate, relevant and limited to what is necessary in relation to the purposes for which they are processed”.

Judge Clarke found that the audio range of certain devices captured well beyond the range of video recording and, therefore, could not be said to be reasonable for the purpose of crime prevention (as claimed by Mr Woodward). For all these reasons Dr Fairhurst was successful in her claim that Mr Woodward breached the provisions of the Data Protection Act 2018 and the UK GDPR. This case highlights how easy it is to become a data controller and the importance of being aware of how your actions can affect the data protection rights of others.

Lynn Richmond lyr@bto.co.uk / 0131 222 2939 Ibinabo David-West ida@bto.co.uk / 0141 221 8012

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Six Succession Myths Busted!

Many people believe they do not need a Will based on outdated myths. Charlotte Fleming takes the most commonly held myths and uses Scots Law to bust them!

This article has also been recorded as a video blog and can be viewed here.

MYTH 1: I don’t need a Will because I’m too young It is not only the elderly or very unwell that require a Will. Wills can provide different benefits to younger people. For example, most parents would want to appoint a guardian for their young children. In Scotland, where a child’s parents both die without doing so, the Local Authority will become responsible for the child’s care. Thereafter, any would-be Guardians would then require to pursue an expensive and distressing court process to be appointed. Appointing Guardians in a Will can help avoid any such problems.

MYTH 2: I don’t need a Will because I do not own sufficient assets It is widely believed that only the wealthy require a Will.

However, there are potential additional expenses in administrations where a Will is not in place. This can include setting up an Executor by court application, and obtaining a form of insurance policy to allow distribution of the assets. Additionally, you may have assets of significant sentimental value. You can only choose who receives these by creating a Will.

MYTH 3: If I die without a Will my spouse will inherit the entirety of my estate When there is no Will in place, the estate must be distributed in a prescriptive manner laid down by legislation. This involves a fairly convoluted calculation and division of your estate.

Although the legislation prioritises certain categories of people, such as spouses, civil partners and children, it does not provide a total entitlement to anyone. The only way to retain control over the distribution of your assets is to create a Will.

MYTH 4: If I die unmarried and without a Will, my cohabiting partner will inherit the entirety of my estate This is incorrect – cohabiting partners do not have any automatic rights. The only option available is for your partner to apply to the Court and request that the court awards them funds or property. There is no guarantee that the court will make this award.

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To avoid this uncertainty, you should make a Will so that your partner is provided for (or not!) upon your death.

MYTH 5: I cannot make a Will as I am not ready to make a final decision about my estate It is a common myth that you can only make one Will in your lifetime. This is untrue - Wills should be viewed as living instruments and updated whenever your personal circumstances change, for example, purchasing property, marriage, parenthood, separation etc.

Your Will can be changed by a Codicil or you can prepare a fresh Will altogether, depending on the changes required.

MYTH 6: My spouse and I have separated so they will have no entitlement to my estate.

It is true that divorce, dissolution and annulment revokes any benefit conferred by a Will. However, separation does not have the same effect. Therefore, it is important that you update your Will for the time period between separation and finalised divorce.

Similarly, if you do not have a Will at the time of your separation, your spouse or civil partner can still inherit under intestacy (see MYTH 3). Creating a Will could significantly lessen this entitlement.

If you would like to put a Will in place or wish to discuss inheritance planning, please feel free to get in touch with our Wills Estates and Succession Planning team.

Charlotte Fleming cfl@bto.co.uk / 0141 221 8012 www.btopersonal.co.uk

BTO Webinars & Vlogs

The House of Commons’ Women and Equalities Committee is currently carrying out an inquiry into menopause issues in the workplace. Meantime, there has been an increase in claims in the Employment Tribunal where adverse treatment as a result of the menopause is being alleged. This webinar looks at the current legal position and discusses practical tips for employers to avoid claims.

Click here to watch on YouTube: https://youtu.be/JKXfpN14vkk

In this webinar, we provide a review of the current state of play in occupational illness claims, including a quantum update. The following is covered: QOCS, COVID-19, mesothelioma and deafness.

Click here to watch on YouTube: https://youtu.be/t7D7R-YWBxQ

In this vlog, Family Law solicitor Keira Greer considers the impact of postponed weddings and some couples living together earlier than planned as a result of COVID-19. She asks What are cohabitants’ rights in Scotland?

Click here to watch on YouTube: https://youtu.be/Jf2wTx7P1j4

BTO, in conjunction with IP Inclusive, is pleased to provide this informative panel session discussing modern ways of working and how they affect our lives.

Our panel considers the opportunities and challenges modern working presents, who may benefit from new ways of working, and the risks of not keeping in step with these changes.

Click here to watch on YouTube: https://youtu.be/6F6GAAhyxNg

Scotland’s Zoom Boom has triggered a botched plastic surgery epidemic… In this webinar, we discuss this growing area of personal injury in the cosmetic surgery industry, from a pursuer and defender perspective, and plans for regulation of the industry.

Click here to watch on YouTube: https://youtu.be/a5Qonk_sTGI

In this video, Senior Solicitor Beverley Addison addresses 10 divorce myths.

Click here to watch on YouTube: https://youtu.be/Jf2wTx7P1j4 You can watch more family law vlogs here: https://www.btofamilylaw.co.uk/video-blogs/ To discuss any family law matters, please contact: familylaw@bto.co.uk / 0131 222 2959 / 0141 225 4848

BTO News Top Ranked Again A big thank to our clients and contacts for providing such positive feedback to Chambers UK and The Legal 500 this year. BTO achieved seven band 1 rankings in Health & Safety, Personal Injury, Professional Negligence, Professional Discipline, Clinical Negligence and Crime. We also secured thirteen band 2 rankings and all other BTO teams either successfully maintained their position or climbed the rankings tables. Thank you for taking the time out of your busy days to provide feedback regarding the level of service you receive from our firm.

BTO Recognised as One of “Best Law Firms 2022”!

We are pleased to report that The Times and the independent research company Statista announced recently that BTO has secured a position in the fourth annual list of The Times Best Law Firms. This list includes law firms most highly regarded by lawyers themselves: 40 firms in Scotland and 200 firms in England and Wales.

David Gibson, Chairman dbg@bto.co.uk / 0141 221 8012

New Corporate Partner Emma Barclay has been promoted to partner within BTO’s Corporate team. Emma joined BTO as a trainee solicitor in 2012 and has focused on corporate law throughout her career. A valued team member, she has progressed through the ranks in less than a decade and will play a key role in further developing BTO’s corporate, banking and renewable energy practices.

Emma Barclay eba@bto.co.uk / 0141 221 8012

Second Accredited Specialist in Professional Negligence Congratulations to Associate James Robb who has been awarded specialist accreditation in Professional Negligence by The Law Society of Scotland. The firm is delighted to have twelve accredited specialists in total in a range of practice areas: employment law, family law, data protection and FOI law, IP, charity law, personal injury and professional negligence.

James Robb jro@bto.co.uk / 0141 221 8012

New Dual Qualification Well done to Senior Solicitor Georgia Rose who is now a dual-qualified solicitor in England and Wales following successful completion of all stages of the Qualified Lawyers Transfer Scheme. Georgia will use the qualification to add further value to our Professional Discipline and Clinical Defence team’s client base.

Georgia Rose gro@bto.co.uk / 0131 222 2939

Unique Industry Insight Congratulations to dual-qualified Senior Solicitor Lauren McFarlane who has been awarded an MSc in Publishing (with Distinction) from Edinburgh Napier University.

Lauren’s new qualification and experience gained working at Hearst Magazines in New York City provide her with invaluable insight into magazine and trade publishing.

This fantastic achievement represents another first-rate qualification and sector specific insight that BTO can offer the marketplace.

Lauren McFarlane lmf@bto.co.uk / 0131 222 2939

Whatever your legal needs, we are ideally placed to assist.

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BTO Solicitors LLP (SO305583): 48 St. Vincent Street Glasgow G2 5HS / 0141 221 8012 One Edinburgh Quay Edinburgh EH3 9QG / 0131 222 2939 77-81 Sinclair St, Helensburgh G84 8TG / 01436 671 221 Follow BTO on Twitter: @btosolicitors The material in this publication contains general information only and does not constitute legal or other professional advice.

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