In-person Conference
Dismissal: Shaping New Developments into Solution-Focused Answers for Employers in Scotland
Solution-Focused, Court-Proven, Answers to 6 of the Thorniest Dismissal Questions Facing Scottish Employers: Directly from 7 Top-Rated Lawyers
Bookings have now closed for this conference
-
Highly recommended
Out of 20,067 evaluation forms, 97.13% 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 Scotland
Chaired by David Walker of Morton Fraser MacRoberts
David is "sharp, pragmatic and wise" - "one of Scotland's most experienced employment lawyers." His "reputation, especially for tribunal representation, is enviable."
-
10:15
Protected conversations
How do you mitigate the risks of using protected conversations for problem employees when the working relationship has broken down, even though the employee may not recognize this, supported by practical examples?
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."
-
10:55
Off-the-Record Allegations
How should you handle 'off the record' allegations from employees who explicitly state they 'want to make HR aware' but 'don't feel comfortable' with action being taken because of a power imbalance?
Answered by Catriona Aldridge of CMS
Catriona is “first class”, providing “well-positioned, strategic advice.” She is a versatile litigator noted for her experience in representing clients at the employment tribunal.
-
11:35
Morning coffee
-
11:55
Mental Health
How do you tackle an ongoing performance situation where mental health (1) appears to be a contributing factor and (2) turns into an actual factor because of the process you set in motion?
Answered by Dawn Dickson of Anderson Strathern
Dawn represents employers in tribunal claims for unfair dismissal, breach of contract and discrimination. “She is exceptionally knowledgeable and a second-to-none advocate.”
-
12:35
Long-term sickness
How do you de-risk capability dismissals in long-term sickness cases where (1) OH is sitting on the fence, but a return to work seems unrealistic, and (2) the employee insists on returning but repeatedly and quickly falls sick again?
Answered by Morag Hutchison of Shepherd and Wedderburn
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.”
-
13:15
Lunch
-
14:00
Neurodiversity
How do you manage a potentially neurodivergent colleague who refuses to seek help or accept amended duties, staying below absence triggers but with no prospects of improvement in sight?
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.
-
14:40
Sexual harassment
In light of new legislation, when does banter become sexual harassment, how do you protect employees, and how do you investigate allegations that took place outside the workplace?
Answered by Euan Smith of Eversheds Sutherland
Euan “transforms the most complex problems into clear, accessible and pragmatic advice for HR clients.” He is a regular commentator on national TV and Radio.
-
15:20
Over-run
-
16:00
Close of conference