Registration and coffee
Redundancy and Dismissal: Hints, Tips and Solution-Focused Answers for Public Bodies
Thu 29 November 2018
The Caledonian Club 9 Halkin Street London SW1X 7DR
Answers to 11 Thorny Questions: Directly from 7 of the UK's Most Experienced Lawyers
5 hrs CPD
This conference is now over
Redundancy and dismissal: Hints, tips and solution-focused answers for public bodies
Chaired by: Simon Bellm of DMH Stallard
Simon continues to impress with his stellar practice. He advises local authorities, housing providers, ports, universities and schools. "He excels in his field."
When constructing the redundancy selection grid, what weight should you give to soft measures such as attitude and diligence?
How do you measure them?
Answered by: Paul Fontes of Eversheds Sutherland
Paul is acclaimed for his skill in deeply complex employment law cases. "He looks beyond the immediate question to ensure there are no hidden issues facing clients."
Using real-life examples, what is the root cause of the trouble with protected conversations?
Why do they go wrong and how can you put them right?
Answered by: Gareth Brahams of Brahams Dutt Badrick French
Gareth is renowned for taking on and beating some of the largest employers and LLPs in the world. He is "flawless as a lawyer -exceptional in every respect."
Stress & anxiety
In a grievance, disciplinary or under-performance situation, what can you do - practically and legally - if the employee responds by taking long-term sickness leave, for reasons of stress or anxiety?
Answered by: David Walker of Morton Fraser
David is "sharp, pragmatic and wise" - "one of the UK's most experienced employment lawyers." His "reputation, especially for tribunal representation, is enviable."
Other substantial reason
Is it possible to dismiss an employee because of persistently poor behaviour, e.g. bad manners, undermining, not speaking to people?
What evidence is going to persuade a tribunal?
Answered by: Geetika Bansal of DAC Beachcroft
Geetika is "held in the highest esteem for her expertise, clarity of thought and fantastic skill." She regularly advises on discrimination, unfair dismissal and whistle-blowing.
What happens if you can't agree over flexible working options with an employee returning from maternity or shared parental leave?
When is a capability dismissal your best option?
Answered by: Emma Burrows of Trowers & Hamlins
Emma is "razor sharp, incredibly clued up and achieves sensational results." She is a popular commentator on HR issues, appearing frequently in the Press and on TV/Radio.
Drawing on live cases, what counts as being fair and not fair at the investigatory stage?
Just what is fair enough when it comes to the tribunal?
Answered by: Matthew Hodson of Hardwicke
Matthew is a "standout rising star" and "problem-solver" with particular "strength in discrimination cases." His clients include many significant public sector employers.
Close of conference