We conduct business in a way that recognises our accountability to clients, business partners, employees and the community at large. An illustration of this is our support of the community through our corporate partnership with the Prince’s Trust. We are committed to a charitable donations programme from December 2004 to December 2007 and in the Trust’s leadership and mentoring programmes. More info.

We offer unrivalled expertise and experience in charity law and have a large charity practice. We also undertake a considerable amount of work in the third sector, where we provide specialised support to the public and quasi-public sector in developing corporate and/or contractual frameworks to deliver public sector projects.

A number of our partners sit on boards of charities on a pro-bono basis.

We are mindful of our environmental obligations in relation to the management of the firm, and operate a dedicated policy.

We do not support or make donations to political parties. Individual partners and employees of the firm are free to involve themselves in personal political activity, provided this does not interfere with their business commitments to Burness and does not bring the firm into disrepute.

We donate to a number of Scottish and UK charities on an ad-hoc basis. On a formal basis, we have an annual charitable fund, which is administered and disbursed by the Burness LLP charity committee comprising representatives from both our legal and non-legal practice areas.

Our objective is to provide a first class, commercially focused legal service. This is intended to result in client satisfaction, which we formally measure in a variety of ways, including review meetings, satisfaction surveys, research, readership surveys and client entertainment/seminars.

All client information of a personal or financial nature is treated in confidence.

Use of computers, internet, facsimile and associated facilities is governed by the firm’s E-mail & Computer “Acceptable Use” Policy and associated guidelines.

We do not believe that it is our right to make moral judgements on the business of our clients, provided such business is lawful. Our role is to represent our clients’ interests. This is subject to the overriding principle that the decision of whether or not to act for any client lies wholly at our discretion and is subject at all times to the observance of strict conflict of interest rules.

Our objective is to provide a supportive and forward-thinking working environment for all our employees, with performance and innovation being recognised and rewarded.

We are committed to applying an equal opportunities policy for all job applicants and employees. We are also committed to the prevention of bullying and harassment in any form in the workplace.

We operate a flexible working policy which allows parents of young or disabled children to request a working pattern to suit their family requirements. Our flexi-time working hours policy supports flexible arrangements such as part-time hours and home working.

We recognise and accept our responsibilities in relation to the health, safety and security of employees. We operate comprehensive fire safety, evacuation, first aid and security procedures.

We respect the personal privacy of all our employees and operate safeguards surrounding the collection, destruction, storage, processing and utilisation of personal information, all in accordance with the Data Protection Act 1998.

Incapacity for work due to the influence of alcohol or drugs is normally regarded as gross misconduct and may result in summary dismissal.

We provide an extensive training and development programme. The facilitation of this continuous professional and personal development is carried out in several ways, including appraisal programmes, seminars, traineeships, promotion, exam/study leave, working groups, knowledge management and secondments.

We will encourage those employees who wish to continue their education for their own personal benefit and for that of the firm and operate a loan system to assist where necessary.

No partner or employee of the firm is allowed to hold other employment or business appointments without the firm’s written permission.

Any confidential information received while involved in litigation or transactions is recorded in a designated database. This allows persons wishing to deal in matters affected by these litigations and/or transactions to check whether doing so would be appropriate having regard to the attribution of knowledge within the firm.

All employees and partners of the firm must advise the firm of any legal instructions received from close relatives. The same reporting structure exists where a close relative of any employee applies for a position of employment with the firm.

Any gift given or any offer of entertainment tendered by a client or an intermediary to an employee or partner of the firm must be declared to the firm through the Finance and Facilities Director. Where the gift is regarded as substantial or the entertainment as extraordinary, it must not be accepted unless authorised by the firm.

All employees and partners of the firm are subject to the internal codes of conduct within the firm and to the codes, rules and regulations as set down by The Law Society of Scotland.

If you would like to learn more about our CSR policy, contact grace.hughes@burness.co.uk