Dismissal: Shaping New Developments into Solution-Focused Answers for Employers in Ireland
Solution-Focused, Court-Proven, Answers to 6 of the Thorniest Dismissal Questions Facing Irish Employers: Directly from 7 Top-Rated Lawyers
Live Attendance
-
Highly recommended
Out of 20,909 evaluation forms, 97.23% said "Yes, I would recommend White Paper to a colleague"
-
Information you won't find elsewhere
Our experts talk under Chatham House Rule, so you get the best, most readily usable information they wouldn't share elsewhere
Programme
-
09:30
Registration and coffee
-
10:00
Chair's Introduction
Dismissal: Shaping new developments into solution-focused answers for employers in Ireland
Chaired by Carol Ann Casey of CA Compliance
Carol Ann handles bullying, dismissals, performance and protected disclosures. She serves as the Independent Adjudicator of the Law Society of Ireland.
-
10:15
Bullying
How do you progress a disciplinary process when an employee perceives bullying and counters with multiple grievances, refuses to engage, or goes off sick partway through?
Answered by Michael Doyle of A&L Goodbody
Michael has "a real gift for providing straightforward, user-friendly advice on complicated employment problems." He has acted for his clients in many of the leading cases.
-
10:55
Word-against-word
How do you determine the outcome in word-against-word situations involving inappropriate behaviour between employees on official and unofficial work nights out?
Answered by Ciara McLoughlin of DLA Piper
Ciara is "one of Ireland's very best employment lawyers - she can pick up cases and develop them in such interesting ways." She is a regular and highly sought-after media commentator.
-
11:35
Morning coffee
-
11:55
Controversial Beliefs
Where employees have sharply contrasting views on moral, social and political issues, when can you justify dismissal or a disciplinary over the expression of controversial beliefs at work and on social media?
Answered by Karen Killalea of Maples Group
Karen "provides excellent, commercially savvy advice in all employment law situations." "She has a can-do attitude and the ability to bring issues down to very simple terms."
-
12:35
Discrimination
Under equality legislation, how do you handle employees whose condition and medication impact their communication and capacity to participate in performance-related meetings?
Answered by Colleen Cleary of CC Solicitors
Colleen is “an outstanding employment law expert, very experienced, knowledgeable and excellent to deal with.” She is a former chair of the Employment Law Association of Ireland.
-
13:15
Lunch
-
14:00
Problem Employees
How do you de-risk exit conversations with problem employees who are no longer an appropriate fit for the company, even though they may not realise this?
Answered by David McCarroll of RDJ
David “transforms the most complex problems into clear, accessible and pragmatic advice for his HR clients.” “He is particularly strong in protected disclosure cases.”
-
14:40
Neurodivergence
When and how can you encourage a diagnosis if you strongly suspect neurodivergence as a reason for an employee's under performance or behaviour, and what if it will take months to get because of appointment difficulties?
Answered by Ronnie Neville of Mason Hayes & Curran
Ronnie is "one of Ireland's most skilled and tactically astute employment lawyers." He acts for household-name employers, including Ralph Lauren, Dell, and Indesit.
-
15:20
Over-run
-
16:00
Close of conference
Live Attendance