Discrimination: Hints, Tips and Solution-Focused Answers for Employers

Tue 2 July 2019

The Caledonian Club 9 Halkin Street London SW1X 7DR

Answers to 13 Thorny Questions: Directly from 7 Supremely Talented Lawyers

5 hrs CPD

£249 + VAT

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96.4% of previous attendees said they would recommend White Paper Conferences to a colleague

Schedule

  1. Registration and coffee

  2. ​Chair's Introduction

    Discrimination: Hints, tips and solution-focused answers for employers

    Chaired by: Mark Landon of Weightmans

    Mark takes a "creative approach, and is especially helpful if you have something tricky to deal with." He is a trustee of the disability charity, Changing Faces.

  3. Constructive knowledge

    Cutting through all the noise, when can you be fixed with constructive knowledge of an undeclared disability, for instance signs of dyslexia or a mental health condition?

    What are you supposed to know and do?

    Answered by: David Whincup of Squire Patton Boggs

    David is a "leading light" and highly gifted public speaker. He always gives far more than is required when assisting HR clients. "He seems to know everything."

  4. ​Trigger points

    Drawing on live cases, when and how do you amend trigger points and progress warnings for frequent short-term absences due to an underlying mental health condition?

    Answered by: Gareth Brahams of Brahams Dutt Badrick French

    Gareth is renowned for taking on and beating some of the largest employers and LLPs in the world. He is "flawless as a lawyer - exceptional in every respect."

  5. Morning coffee

  6. ​Harassment

    Going beyond the well-known guidance, how do you call out banter and tackle it?

    At what point does it become harassment?

    What if both parties have participated?

    Answered by: Anne Pritam of Stephenson Harwood

    Anne is "brilliant - a joy to work with - and a problem solver." She has a real gift for providing user-friendly advice on complicated problems faced by HR.

  7. Rewards

    When ascertaining rewards, how are you to compare the performance of disabled employees with non-disabled employees?

    Is it reasonable to prorate bonuses because of attendance?

    Answered by: Robbie Sinclair of Allen and Overy

    Robbie is "acclaimed for his skill in deeply complex discrimination cases." "He is imaginative, dynamic, incisive and persuasive; and is ready with an answer for everything."

  8. Lunch

  9. Drugs and alcohol

    Is there a shift in the wind over alcohol or drug addiction as part of a capability or disciplinary process?

    Is there a risk of discrimination?

    What is the role of medical and other evidence?

    Answered by: Matthew Hodson of Hardwicke

    Matthew is "immensely experienced, a great communicator and at the forefront of developments." "Just the kind of lawyer you want on your side; achieves sensational results."

  10. Return to work

    When diagnosis and time-frame for recovery are not certain, how many "false dawns" of a return to work do you allow a disabled employee who’s on long-term sick leave?

    Answered by: Paul Fontes of Eversheds Sutherland

    Paul is "one of the real stars of UK employment law." "His advice is razor sharp and practical." "He looks beyond the immediate question to ensure there are no hidden issues."

  11. Over-run

  12. Close of conference