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Employment Law for HR

Trigger points - Gareth Brahams, Brahams Dutt Badrick French

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?

Trigger points (NTS) - Gareth Brahams, Brahams Dutt Badrick French

Trigger points (NTS) - 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?

Constructive knowledge - Paul Fontes, Eversheds Sutherland

Constructive knowledge - Paul Fontes, Eversheds Sutherland 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 - David Reade QC, Littleton Chambers

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?

Alcohol and drugs - Jack Boyle, Blackadders

Alcohol and drugs - Jack Boyle, Blackadders 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?

Harassment - Gillian MacLellan, CMS

Harassment - Gillian MacLellan, CMS 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?

Mental health - Stuart Neilson, Pinsent Masons

Mental health - Stuart Neilson, Pinsent Masons 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?

Poor attitude - David Walker, Morton Fraser

Poor attitude - David Walker, Morton Fraser 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?H

Stress and anxiety - Frances Ross, Clyde & Co

Stress and anxiety - Frances Ross, Clyde & Co 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?

Warnings - Noele McClelland, Thorntons Law

Warnings - Noele McClelland, Thorntons Law Drawing on live cases, what are your options if an employee claims (1) that a previous warning was given in bad faith (but never argued that at the time) or (2) constructive dismissal because of events that happened more than 6 months ago?

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