Registration and coffee
Redundancy and Dismissal: Hints, Tips and Solution-Focused Answers for Employers
Tue 28 November 2017
The Bridgewater Hall Lower Mosley Street Manchester M2 3WS
Answers to 17 Thorny Questions: Directly from 8 of the UK's Most Sought-After Lawyers
This conference is now over
Redundancy and Dismissal: Hints, tips and solution-focused answers for employers
Chaired by: Sue Morrison of Law by Design
Sue is "a fantastic employment lawyer - she always seems to be able to put her clients in a position of strength". She is the founder and Managing Director of the firm.
Fraudulent sick leave
What should you do if you suspect an employee is taking fraudulent sick leave, i.e. pulling a sickie?
When should you take disciplinary action?
Can you rely on a Facebook screen-shot of an employee actively partying or playing sport as evidence of misconduct and grounds for dismissal?
Answered by: Phil Allen of Weightmans
Phil has a real gift for providing straightforward, user-friendly advice on complicated HR problems. He regularly represents employers before the Employment Tribunals.
Stress and performance
How do you manage an employee whose stress is driven by underperformance?
What if the stress is causing frequent short-term absences?
Are you expected to tolerate the underperformance so as not to exacerbate the illness?
Answered by: Kirsty MacDonald of Law by Design
Kirsty is incredibly clued-up, a great communicator and right at the forefront of legal developments. She is recommended by Legal 500 and Chambers and Partners for her practice in the North West and most notably for her work with the NHS.
In a redundancy selection process how do you balance (1) objective factors, (2) the outcome of HR selection exercises and (3) management assessment?
Answered by: Michael Ball of Gateley
Michael brings with him "strategic insights and shrewd tactics borne out of years of experience". He is Chair of the Manchester Law Society Employment Law Committee.
At an appeal, what do you do if an employee argues that a previous warning was given in bad faith (even though they never argued this at the time)?
What if an employee resigns and claims constructive dismissal because of events that happened more than 6 months ago?
Answered by: Jamie Hamnett of Addleshaw Goddard
Jamie is known for his practice in employment litigation and business protection. He is regularly published or quoted by the national media, including The Times and Bloomberg.
Disability and capability
What are you to do with a disabled employee, if you've adjusted his or her work-pattern but attendance or performance is not improving?
How long must you wait before (1) reviewing the arrangement or (2) dismissing the employee?
Answered by: Paula Cole of Squire Patton Boggs
Paula has unparalleled practical knowledge of discrimination law. She acted for a University over claims of unfair dismissal and whistleblowing brought by one of its academic staff.
What are the "red lines" of bad practice when handling a redundancy consultation, beyond which the entire process is invalidated?
What if an employee suggests you have been insensitive or careless?
Answered by: Andrew Cross of Brabners
Andrew is a "skilled lawyer" - highly adept at providing solutions for HR. His "commitment to quality and commerciality is unremitting". He brings a huge number of cases to the table.
In a disciplinary investigation, if your role is to advise but not alter decisions, what do you do when an investigating manager's recommendations for further action are just wrong or don't fit the allegations?
Answered by: Ian Pace of Clyde & Co
Ian is "superb at getting to grips with complex matters faced by HR". He is “an extension to the client’s business”, providing straightforward, cost-effective and practical advice.
Close of conference
** All speaker quotes are taken from Chambers Directory, Who's Who Legal and Legal 500