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So you know what to expect, here is a clip of Paul Fontes. Paul is discussing how to deal with absences because of mental health.
Dismissal: hints, tips and solution-focused answers for employers
Chaired by: Simon Allison of Blackadders
Simon “excels at translating difficult legal concepts into layman's terms and building confidence.” He is one of Scotland's "Lawyers of the Year."
What are your legal and practical options if (1) those being bullied don't want to make a formal complaint, but do 'want it noted' or (2) the bullying is raised on behalf of others informally?
Answered by: Stuart Neilson of Pinsent Masons
Stuart "is excellent at advising on risk and identifying lower-risk options for his clients." He is Vice Convenor of the Law Society of Scotland's Employment Committee.
How do you handle individuals who are technically sound but have a negative attitude towards either their line manager, co-workers, the organisation or all?
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."
In the spotlight of Covid-19, how do you contend with employee requests to work 100% from home; they've shown they can do it, but it just isn't what you want right now?
Answered by: Gillian MacLellan of CMS
Gillian is "solution-driven and knows how to make the law work for her clients." She is praised for her "fantastic service, her response times and commercially savvy advice.”
Is there a creative way of going beyond a performance plan, when faced by employees who aren't quite good enough; they aren't bad, but others don't value them, and you know you can hire better?
Answered by: David Walker of Morton Fraser
David is "sharp, pragmatic and wise" - "one of Scotland's most experienced employment lawyers." His "reputation, especially for tribunal representation, is enviable."
If you're facing short-term and sporadic absences because of mental health, how do you balance the competing considerations of support to the individual with business needs and HR objectives?
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."
When is it reasonable to proceed with a disciplinary or formal and decide to dismiss an employee in their absence, e.g. because of repeated non-attendance of scheduled meetings and suspected manipulation?
Answered by: Noele McClelland of Thorntons
Noele is "a problem-solver”, superb at unfair dismissal proceedings; she “really understands the practical application of employment law within an organisation."
Using grey area examples, where is the line between an employee's personal life and bringing the organisation into disrepute, e.g. inappropriate comments or behaviour on Facebook or TikTok?
Answered by: Jack Boyle of Blackadders
Jack is "a rising star; matching the very best for talent." He is a great communicator; "giving clear and structured advice in a way that a lay person can understand.”
All speaker quotes are taken from Chambers Directory, Who’s Who Legal or Legal 500