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

Thu 14 June 2018

The Caledonian Club 9 Halkin Street London SW1X 7DR

Answers to 9 Thorny Questions: Directly from 7 of the UK's Most Sought-After Lawyers

5 hrs CPD

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  1. Registration and coffee

  2. Introduction

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

    Chaired by: Sarah Keeble of Mishcon de Reya

    Sarah is immensely experienced, a great communicator and at the forefront of developments. She acted in the landmark Grant Hogben age discrimination litigation.

  3. Short-term absence

    When is it reasonable to draw the line under frequent short-term absences due to an underlying mental health condition?

    Answered by: Allison Cook of VWV

    Allison continues to impress with her stellar employment practice. She knows the law inside out and is particularly skilled at advising publicly-funded employers.

  4. Reasonable adjustments

    What happens when the disadvantage remains?

    Answered by: Simon Cheetham QC

    Simon is a veteran when it comes to hotly contested discrimination cases. He is author of "Age Discrimination - the Law" and sits as an Employment Tribunal judge.

  5. Morning coffee

  6. Harassment

    In the spotlight of sexual harassment in the workplace, what is the correct response to a complaint, especially one that is historical?

    Answered by: Emma Burrows of Trowers & Hamlins

    Emma is "razor sharp, incredibly clued up and achieves sensational results." She is a popular commentator on HR issues, appearing frequently in the Press and on TV/Radio.

  7. 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: 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.

  8. Over-run

  9. Lunch

  10. Perceived disability

    How at-risk are you of a claim if an employee is "perceived" to be disabled by colleagues e.g. continually sad and so perceived to be anxious or depressed?

    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."

  11. Undisclosed disability

    How do you handle a disciplinary in which an employee suddenly informs you of an undisclosed (potentially undiagnosed) disability?

    Answered by: Paul Strelitz of Hardwicke

    Paul is a "standout rising star" and "problem-solver" who has particular "strength in discrimination cases." His Clients include Cambridge colleges and local authorities.

  12. Over-run

  13. Close of conference