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?
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?
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?
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?
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?
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?
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?
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?
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?