Registration and coffee
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
This conference is now over
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.
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.
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.
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.
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.
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."
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.
Close of conference