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Vacant Positions - Marian Bloodworth, Kemp Little

Vacant Positions - Marian Bloodworth, Kemp Little (Discrimination, London, 30.06.16) If a disabled employee is not able to carry out his or her role, is it your duty to offer a suitable vacant position automatically - no matter whether he or she is the best candidate?

Short and Intermittent Absences - Michael Ryley, Weightmans LLP

Short and Intermittent Absences - Michael Ryley, Weightmans LLP (Discrimination, London, 30.06.16) When applying your attendance policy to disabled employees, when and by how much should you extend the trigger points because of short and intermittent absences? How do you offer support but also manage overall attendance?

Selective Sickness Pay - Anne Pritam, Stephenson Harwood

Selective Sickness Pay - Anne Pritam, Stephenson Harwood (Discrimination, London, 30.06.16) If – as is increasingly common - an employer maintains full pay for an employee through cancer, why not offer the same in mental health situations? Do policies of this type - whether formal or informal - leave you open to challenge?

Managing Performance - Paul Fontes, Eversheds LLP

Managing Performance - Paul Fontes, Eversheds LLP (Discrimination, London, 30.06.16) How do you overcome the perpetual worry of managing performance when there is an ongoing disability or propensity to claim discrimination?

Constructive Knowledge - Arpita Dutt, Brahams Dutt Badrick French

Constructive Knowledge - Arpita Dutt, Brahams Dutt Badrick French (Discrimination, London, 30.06.16) When - either during or post-recruitment - can an experienced manager be fixed with constructive knowledge of an undeclared disability, for instance signs of dyslexia or a mental health condition? What is HR expected to know and do?

Capability Dismissals - Caspar Glyn QC, Cloisters

Capability Dismissals - Caspar Glyn QC, Cloisters (Discrimination, London, 30.06.16) How do you carry out the capability dismissal of employees with protected characteristics - particularly age? How do you evidence forgetfulness or an inability to manage the same level of work etc.?

Good Faith - David Sears QC, Crown Office Chambers

Good Faith - David Sears QC, Crown Office Chambers (Construction Law, London, 08.07.16) Given the move towards collaborative forms of contract, what does "good faith" mean; how do you show it has been satisfied? Does it pervade the entire contract or just limited provisions? (Bristol Rovers v Sainsbury) Answered by: David Sears QC, who is "absolutely brilliant" - "a great advocate and a tenacious fighter".

Good Faith (notes) - David Sears QC, Crown Office Chambers

Good Faith (notes) - David Sears QC, Crown Office Chambers (Construction Law, London, 08.07.16) Given the move towards collaborative forms of contract, what does "good faith" mean; how do you show it has been satisfied? Does it pervade the entire contract or just limited provisions? (Bristol Rovers v Sainsbury) Answered by: David Sears QC, who is "absolutely brilliant" - "a great advocate and a tenacious fighter".

Conditions Precedent - Sarah Hannaford QC, Keating Chambers

Conditions Precedent - Sarah Hannaford QC, Keating Chambers (Construction Law, London, 08.07.16) When drafting condition precedents into bespoke forms, what wording is required for them to be enforceable by the court? To what extent is the court enforcing what the parties draft and agree? Answered by: Sarah Hannaford QC, a construction "star" who is "undoubtedly the preferred choice for any dispute".

Concurrent Delay - Michael Curtis QC, Crown Office Chambers

Concurrent Delay - Michael Curtis QC, Crown Office Chambers (Construction Law, London, 08.07.16) When considering concurrent delay, to what extent is the court replacing "dominant cause" with "effective cause", with reference to heated negotiations around recession legacy projects? Answered by: Michael Curtis QC, "a highly skilled advocate" who knows the law inside out and is a pleasure to work with. He is co-author of 'Emden's Construction Law'.

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