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 (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 (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 (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 (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 (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.?