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Law for HR: Hints, Tips and Solution-Focused Answers

  • Thu 26th May 2022 until Thu 29th September 2022
  • On-demand, United Kingdom
  • 5 hrs CPD

£149 + VAT

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So you know what to expect, here is a clip of Catherine Taylor. Catherine is answering the question: Where are the limits of monitoring communications if you suspect misconduct, e.g. Hotmail/Gmail, Instagram/Facebook on work devices or work email access on personal devices?

On-demand Programme

  1. Misconduct

    Where are the limits of monitoring communications if you suspect misconduct, e.g. Hotmail/Gmail, Instagram/Facebook on work devices or work email access on personal devices?

    Answered by: Catherine Taylor of CMS

    Catherine is "immensely experienced, a great communicator, and at the forefront of developments." She is joint author of 'Employment Law Checklist' and 'Employee Competition'.

  2. Performance

    How do you break the cycle if performance management has led to stress and, consequentially, absence and a refusal to return to work?

    Answered by: Leanne Raven of Stephenson Harwood

    Leanne is "a standout rising star and problem-solver." "Her advice is exceptionally clear, reliable and infused with real commercial awareness."

  3. Hybrid working

    In a hybrid working model, what are the risk factors of an employee bringing a claim because of either lack of opportunity and recognition or intrusive use of monitoring tools?

    Answered by: David Whincup of Squire Patton Boggs

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

  4. Personal problems

    What are the legal and practical implications of personal problems in the workplace, e.g. symptoms of menopause, domestic abuse, stress and anxiety caused by global events?

    Answered by: Jennifer Millins of Mishcon de Reya

    Jennifer "has a real gift for providing user-friendly advice on complicated problems faced by HR." "She has a huge amount of practical knowledge and experience."

  5. Undisclosed disability

    How do you handle an employee who discloses dyslexia or a mental health issue as part of a PIP or disciplinary but not in pre-employment forms or meetings with the manager (even after direct probing)?

    Answered by: Paul Jennings of Bates Wells

    Paul is "an excellent legal strategist, commercially astute, a bastion of clarity and good advice." "He does an incredible job for his HR clients."

  6. SOSR

    Where does the balance lie between employees who are reluctant to return to the office and employer needs/wishes, and when does an SOSR dismissal becomes a realistic option?

    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."

  7. Attitude

    Drawing on practical examples, when does an employee expressing negative personal opinions or attitudes about the workplace, in the workplace, justify intervention from the employer?

    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."

All speaker quotes are taken from Chambers Directory, Who’s Who Legal or Legal 500

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