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Dismissal: Hints, Tips and Solution-Focused Answers for Employers

Manchester, 10th March 2020

Poor attitude - Alison Treliving, Squire Patton Boggs

Poor attitude - Alison Treliving, Squire Patton Boggs How much do you need to put up with before dismissing a technically sound employee because of a persistently poor attitude, e.g. lack of care, ignoring manager requests, undermining others, poor relationships in team?

Trigger points - Nicholas Siddall QC, Littleton Chambers

Trigger points - Nicholas Siddall QC, Littleton Chambers 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?

Stress and anxiety - Nicholas Siddall QC, Littleton Chambers

Stress and anxiety - Nicholas Siddall QC, Littleton Chambers In a grievance, disciplinary or redundancy consultation situation, what do you do - proactively - if the employee responds by taking long-term sickness leave for reasons of stress or anxiety?

Dismissal and re-engagement - Angela Brumpton, gunnercooke

Dismissal and re-engagement - Angela Brumpton, gunnercooke 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?

Constructive knowledge - Chris Thompson, Gateley

Constructive knowledge - Chris Thompson, Gateley In a capability or disciplinary process, how do you deal with an employee with a drug or alcohol addiction, particularly when there may be an underlying disability?

Bullying and harassment - Naeema Choudry, Eversheds Sutherland

Bullying and harassment - Naeema Choudry, Eversheds Sutherland What do you do - legally and practically - if those being bullied or harassed don't wish to make a formal complaint, complicated by the allegations being unclear and/or about senior management?

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