Dismissal: Iron-Clad, Court-Proven Strategies for Scottish Employers
How to navigate the six most difficult dismissal situations quickly, skilfully, and legally. Direct to you from Scotland’s most successful employment lawyers.
Bookings have now closed for this conference
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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: Iron-clad, court-proven strategies for Scottish employers
Chaired 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."
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10:15
Mental Health
To what extent should you consider an employee's mental health when evaluating (1) underperformance, (2) grievances, or (3) recommending a suspension - in the absence of meaningful medical info?
Answered by Gillian MacLellan of CMS
Gillian is "solution-driven and knows how to make the law work for her HR clients." She is praised for her "fantastic service, her response times and commercially savvy advice.”
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10:55
Anonymous complaints
If no one will go on record - stating "I don't want you to do anything", "I'm just letting you know" - but the complaints keep coming about that one person, what can and can't you do?
Answered by Noele McClelland of Thorntons
Noele is "a problem-solver”, superb at unfair dismissal proceedings. She “really understands the practical, real-life application of employment law within an organisation."
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11:35
Morning Coffee
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11:55
Difficult behaviour
How do you handle an employee who deflects blame, always has an answer, and initiates complaints or grievances when confronted, perpetuating a recurring cycle of difficulties?
Answered by Simon Allison of Blackadders
Simon is one of Scotland’s most experienced employment lawyers. “He excels at translating difficult legal concepts into layman's terms and building confidence for HR.”
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12:35
Absence
Where and how can you draw the line if an employee refuses to follow company absence procedures, citing mental health as the reason, and the behaviour persists despite offering all reasonable adjustments?
Answered by Morag Hutchison of Burness Paull
Morag is “a force to be reckoned with in employment law.” “She cuts to the chase, provides direct, clear advice and makes any challenge the client is dealing with seem easy to manage.”
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13:15
Lunch
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14:00
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 Lindsey Cartwright of Morton Fraser
Lindsey is “a go-to employment lawyer - pragmatic, business focused and extremely professional.” She is the first female President of the Employment Law Group in Scotland.
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14:40
Gross misconduct
Although you don't have enough to dismiss for gross misconduct, you feel the working relationship is irretrievably damaged - what actions can you take to resolve the situation fairly and effectively?
Answered by David Ogilvy of Turcan Connell
David has a "stunning reputation for employment law," bringing gravitas and strategic insight from years of experience as a Chairman of the Employment Tribunal.
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15:20
Over-run
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16:00
Close of conference