Bullying and harassment - Anne Pritam, Stephenson Harwood
How and when should employers call out banter and tackle it?
At what point does it become harassment?
What if both parties have participated or the harassed party does not wish to make a formal complaint?
Return to work - Michael Doyle, A&L Goodbody
When diagnosis and time-frame for recovery are not certain, how many "false dawns" of a return to work do you allow a disabled employee who’s on long-term sick leave?
Harassment - Jennifer Cashman, Ronan Daly Jermyn
Using real-life examples of how to overcome the problems, what actually warrants an investigation, especially in bullying and harassment cases?
Who do you involve and when do you allow an appeal?
Alcohol and drugs - Anne O'Connell, Anne O'Connell Solicitors
What are your obligations over alcohol or drug addiction as part of a capability or disciplinary process, when the addiction may be masking an underlying disability?
Poor attitude - Mary Kelleher, Hayes solicitors
How much do you need to put up with before dismissing an employee because of persistently poor attitude e.g. lack of care, ignoring manager requests, undermining others, poor relationships in team?
Stress and anxiety - Ciara McLoughlin, DLA Piper
In a grievance, disciplinary or under-performance situation, what must you do - practically and legally - if the employee responds by taking long-term sickness leave, for reasons of stress or anxiety?
Mental health - Deirdre Lynch, Byrne Wallace
Weighing up all the tactical scenarios, when and how do you amend trigger points and progress warnings for frequent short-term absences due to an underlying mental health condition?
Dismissal and re-engagement - David Reade QC, Littleton Chambers
Using practical examples, how do you control - and overcome - the risks of running a dismissal and re-engagement process, e.g. when a pay scheme is changing?
What counts and what would move a tribunal?
Trigger points - Gareth Brahams, Brahams Dutt Badrick French
When, and by how much, do you amend trigger points and progress warnings for frequent short-term absences and or under-performance because of a difficult mental health condition?