Dismissal: Shaping New Developments into Solution-Focused Answers for Employers
Solution-Focused, Court-Proven, Answers to 9 Thorny Questions Facing Employers: Directly from 7 Top-Rated Lawyers
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Highly recommended
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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
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09:30
Registration and coffee
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10:00
Chair's Introduction
Dismissal: Shaping new developments into solution-focused answers for employers
Answered by Martin Chitty of Gowling WLG
Martin is "superb at taking the legal framework and using it to drive a practical course of action." He advises some of the UK’s largest companies on all aspects of employment law.
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10:15
SOSR
How do you safely use SOSR as the reason for dismissal when a working relationship has broken down, even if the employee may not recognise this?
Answered by Alison Treliving of Squire Patton Boggs
Alison is highly experienced in complex unfair dismissal claims. "She is practical, solution-driven and charming." "She never baffles clients with legalese."
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10:55
Mental Health
To what extent should you consider an employee's mental health when hearing a gross misconduct matter or recommending a suspension?
Answered by Mary Walker of Gordons
Mary is “highly pragmatic and business-focused, helping her HR clients to understand and work through the risks of any situation.” Clients include Wren Kitchens and Heron Foods.
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11:35
Morning coffee
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11:55
Inappropriate behaviour
How do you approach confidentiality and transparency in inappropriate behaviour grievances, including sharing accusations and statements?
Answered by Angela Brumpton of gunnercooke
Angela is "hugely experienced, a joy to work with - and a problem solver." She undertakes very high-profile and sensitive investigations for a major public body.
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12:35
Disciplinaries
How do you progress a disciplinary hearing when the employee is absent due to prolonged ill health, refuses to attend or counters with a series of grievances?
Answered by Chris Thompson of Gateley
Chris continues to impress with his "stellar employment law practice." He covers compliance, risk management, engagement models, restrictive covenants and litigation.
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13:15
Lunch
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14:00
Investigations
How do you establish "reasonable" grounds from statements where one employee has accused the other of misconduct - one word against another?
Answered by Naeema Choudry of Eversheds Sutherland
Naeema sits as an Employment Tribunal Judge for the Midlands. "She is a seasoned handler of executive exit work and other highly sensitive and contentious scenarios."
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14:40
Capability
How risky is a capability process when reasonable adjustments have been exhausted but absence continues, or contractual obligations are only partially fulfilled?
Answered by Andrew Cross of Brabners
Andrew is hugely skilled and incisive, with 40 years of experience in handling redundancies, senior employee terminations, and employee fraud.
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15:20
Over-run
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16:00
Close of conference