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
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 Scotland
Chaired by Paul Smith of Broadway House Chambers
Paul is “an exceptional court advocate.” “His knowledge of the law is encyclopaedic; he provides highly commercial advice; and he brings a huge number of cases to the table.”
-
10:15
Bullying
How do you progress a performance management process when an employee perceives bullying and counters with multiple grievances, refuses to engage, or goes off sick partway through?
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
Word-against-word
How do you determine the outcome in word-against-word situations involving inappropriate behaviour and/or harassment between employees on official and unofficial work nights out?
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.”
-
11:35
Morning coffee
-
11:55
Neurodivergence
How far can you go in encouraging a formal diagnosis where you (1) suspect or (2) have been told that neurodivergence is the reason for an employee's underperformance or poor behaviour?
Answered by Morag Hutchison of Shepherd and Wedderburn
Morag “cuts to the chase, provides direct, clear advice and makes any challenge her HR client is dealing with seem easy to manage.” “She is a superb speaker and communicator.”
-
12:35
Exit conversations
How do you de-risk exit conversations with senior employees who have lost the trust of their teams or the CEO, or were simply the wrong hire, even though they may not realise this?
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 highly sought after commentator on national TV and Radio.
-
13:15
Lunch
-
14:00
Health and Meds
How do you handle employees whose health condition or medication impact their communication and capacity to participate fruitfully in performance-related meetings?
Answered by Jennifer Skeoch of Burness Paull
Jennifer “is very approachable and a pleasure to work with. No challenge is too big and she always deals with tricky and sensitive situations with the utmost professionalism.”
-
14:40
Maternity
How precarious is it to run a redundancy consultation for employees on maternity leave due to return soon? What if there are no alternative roles, or they refuse them?
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.”
-
15:20
Over-run
-
16:00
Close of conference
Live Attendance