Trainee Solicitor

Job Description

 

Information about the Role

The Scottish Government has recently announced that it will part-fund up to 40 traineeships across Scotland. This traineeship is one of those 40 traineeships.

Anika Jethwa & Co Ltd is a firm based in Dundee that provides high-quality representation throughout Scotland working in criminal defence and children’s panel hearings and has been successful in gaining funding in principle. 

The work of a trainee solicitor with Anika Jethwa & Co Ltd is challenging, unique, rewarding, enjoyable and often topical. It is also intellectually demanding and trainees will be well supported throughout the traineeship. 

We are keen to employ a diverse workforce so that these appointments reflect the people of modern Scotland and the work we do in the Scottish justice system. We welcome applicants from all backgrounds to apply for this vacancy and particularly welcome applicants from groups currently under-represented in the legal profession in Scotland, including people with a disability, from minority ethnic communities or from socio-economically disadvantaged backgrounds. 

Essential Criteria

You will be asked to provide evidence of how you meet these criteria in your application:

1. Ability to demonstrate a knowledge, understanding of and interest in criminal law and its practical application in Scotland.
2. Ability to demonstrate a knowledge, understanding of and interest in child law and its practical application in Scotland.
3. An interest in the criminal justice system and legal aid
4. Ability to organise and manage your own workload in a flexible way to respond to competing priorities.
5. Strong interpersonal and communication (written and oral) skills, with the ability to establish and build strong working relationships.

 

Selection Process

How organisations who are taking part in the Legal Aid Traineeship Fund will consider your application

Stage 1

This application comprises three parts:

• FORM A: Application
• FORM B: Personal information
• FORM C: Diversity Monitoring Form

Forms A and B should be returned to the organisation to which you are applying for a traineeship. 

Form C must only be returned to the Law Society of Scotland at traineeshipfund@lawscot.org.uk. We reserve the right to deem any application including Form C as incompetent and may not consider it. Form C is a requirement from the Scottish Government as part of the traineeship fund to help ensure that these funded traineeships are open to all people from all backgrounds.

At point of application information provided in Form A and B of the application will be separated. Having separated these out, we will review Form A of all application forms to decide if applicants do meet or do not meet the Essential Criteria. Form B will only be considered after the selection exercise as it includes details such as your name and best way to contact you. 

Those who meet all of the Essential Criteria will normally be selected for the next stage of assessment depending on the numbers of people who apply, who meet the criteria and the capacity at the organisation for interviewing. We will consider your application form inclusive of personal statement in assessing how well and to what extent you meet the Essential Criteria.  

It is therefore important that you complete your application as fully, but concisely, as possible to demonstrate how you meet the criteria for the post. Please ensure that you study the essential criteria carefully before you complete your application. 

Stage 2

The next stage of assessment will be an interview. You can expect to be asked questions on your legal knowledge as well as on how you meet the essential criteria.  At this second stage the interviewer(s) will have no personal information about you, other than your name, contact details and Form A of your application.  

We reserve the right to hold a second interview but we intend to make an offer to an applicant after the first round of interviews. 

Important: Please note when completing your application: The Scottish Government grant funding conditions require that legal firms/organisations must take all reasonable steps to follow best practices to ensure an open, fair, and diverse recruitment process.  

When the application form asks for your qualifications and or work history please complete with the Diploma in Professional Legal Practice you are studying for or have already completed. No other qualifications. Factors such as the school you attended or the university you attended will not form part of the selection process. Insofar as it is reasonably practical, the only time any personal information about you is seen by assessors is at the second assessment stage and this is restricted to your name, email address and phone number.

 

FORM C: Diversity Monitoring

Information given on the diversity monitoring form will be treated in strictest confidence and will be retained by the Law Society of Scotland and shared with the Scottish Government for monitoring purposes. Anonymised, aggregated information will be shared with the Project Management Board. It will never be viewed by the employing organisation and therefore cannot be considered as part of our selection process.  The Law Society of Scotland (on behalf of the Scottish Ministers) will retain information from applicants for six years from the end of the life of the grant. The Scottish Ministers and the Law Society of Scotland will retain diversity monitoring information in an anonymised form indefinitely. 

Disability 

We are not participants in the Jobcentre Plus ‘’Positive about Disabled People’’ scheme. However, we are supportive of the aims of the scheme and look to model their process as far as reasonably possible. 

Under the terms of the scheme, all candidates who consider themselves to have a disability in terms of the Equality act 2010 and who meet the essential criteria for the post will be guaranteed an interview. Note: The Equality Act 2010 states that a person has a disability if they have a physical or mental impairment and the impairment has a substantial and long-term adverse effect on their ability to carry out normal day-to-day activities. A 'substantial disadvantage' is a disadvantage which is more than minor or trivial. 'Long-term' means that the effect of the impairment has lasted or is likely to last for at least twelve months (there are special rules covering recurring conditions). Further guidance in relation to the meaning of disability is accessible on the Equality and Human Rights Commission website.

We want to ensure that our recruitment process is inclusive, and we want to make sure that the practicalities of the application and selection process don’t get in the way of anyone being able to show their full potential. Therefore, if you require any reasonable adjustments or want to speak to someone about the details of the accessibility of our buildings or the selection process, contact our office on 01382 223399 about what you need to perform at your best.

Any reasonable adjustments put in place throughout the application and selection process will be agreed with you in advance. If you are successful and are offered a role, we will discuss reasonable adjustments that you might need in work.

 

Working Pattern

The standard working week is a 5-day week of 35 hours, net of lunch breaks. Consideration will be given to candidates interested in part-time or other non-standard working patterns and in-line with best practice, the employer has extended to all staff the right to request a flexible working pattern. All requests will be considered seriously.

Annual Leave (pro rata for part-time)

You will have an annual leave allowance of 20 days in each leave year during your fixed term appointment. In addition, we observe 8 days public and privilege holidays, dates of which are set annually.

Travel and Subsistence

Subsistence allowances and travelling expenses on official duty are paid. The cost of normal daily travel between home and office is not reimbursable.

Sick Absence

You are expected to attend for work. However, we do recognise that 100% attendance may not be possible on occasions when you are unwell. We have an attendance management policy in place that makes it clear the level of attendance that the employer expects and what may happen if this cannot be achieved. The policy outlines the support offered to staff during periods of illness and the assistance available to help them back to work.  

Places of work

The normal place of work will be our office in Dundee with visits to courts, tribunals, prisons and police stations a routine part of the job. 

 

Please click HERE to view the full job advert and role information.