Dismissal: Shaping New Developments into Solution-Focused Answers for Employers 2024

How - practically and legally - should you act when receiving repeated, confidential complaints about an individual, with complainants stating, “I don't want you to do anything; I'm just letting you know”?

• Conference: Dismissal 2024
• Date Uploaded: 6 Mar 2024
• Format: PDF
• Size: 939.929 KB

How do you de-risk capability dismissals in long-term sickness absence cases, where (1) OH is sitting on the fence, but a return to work seems unrealistic, and (2) the employee insists on returning but repeatedly and quickly falls sick again?

• Conference: Dismissal 2024
• Date Uploaded: 6 Mar 2024
• Format: PDF
• Size: 3.066 MB

How do you tackle an ongoing performance situation where mental health (1) appears to be a contributing factor and (2) becomes an actual factor because of the process you set in motion?

• Conference: Dismissal 2024
• Date Uploaded: 6 Mar 2024
• Format: PDF
• Size: 2.025 MB

What is ‘reasonable’ when it comes to (1) an employee's struggle with executive function and maintaining consistent productivity and (2) behaviours or mannerisms that may be upsetting to colleagues?

• Conference: Dismissal 2024
• Date Uploaded: 6 Mar 2024
• Format: PDF
• Size: 547.116 KB

What are the golden rules for comparing disabled and non-disabled employees for the purposes of redundancy, where disability-related absences and adjustments may have impacted performance?

• Conference: Dismissal 2024
• Date Uploaded: 6 Mar 2024
• Format: PDF
• Size: 600.409 KB

Although you don't have enough to dismiss for gross misconduct, you feel the working relationship is irretrievably damaged - what actions can you take to resolve the situation fairly and effectively?’

• Conference: Dismissal 2024
• Date Uploaded: 6 Mar 2024
• Format: PDF
• Size: 549.529 KB