Managing poor performance – Employment law update on 7 February 2023
WITH WORKSHOP INCLUDING INTERACTIVE CASE STUDIES
TUESDAY 7 FEBRUARY – 10.30 A.M. TO 3.00 P.M.
THE BARN AT BERKELEY – M5 (JUNCTIONS 13/14)
Managing poor performance can sometimes be a fine balance for employers. Get it right and you can potentially improve employee engagement and productivity. Get it wrong and you could be left frustrated with workers who are just not getting the job done. Annual appraisals can be an important part of the picture, but sometimes more active management is needed. Recent increases in levels of working from home and flexibility in working arrangements can lead to additional challenges. Knowing how to effectively manage performance is key to supporting and developing your team of employees and getting the most out of your workforce.
We are delighted to be returning to The Barn at Berkeley for our update. We will take you through the issues to consider and give you practical guidance on managing and resolving some of the challenges involved in dealing with poor performance. We will explain how to move things forward when the situation is just not working out. This may include dismissal for capability or entering into a settlement agreement.
Delegates will then have a full opportunity during our interactive workshop to build on their knowledge by discussing the practical aspects of the issues that have been raised. This will include case studies, based on scenarios that can arise on a day-to-day basis, guided by our team of specialist employment solicitors.
We will also be examining the latest developments in employment law with a round-up of recent case law.
10.45 Rupert Scrase – Managing poor performance.
- How to tackle performance concerns at work and the traps to avoid.
- Issues with remote or hybrid working.
- The potential impact of underlying health concerns.
- Employees with less than 2 years’ service – can we just dismiss?
- The risks of getting it wrong.
- When it just isn’t working – discussions about exit and settlement agreements.
12.00 Sally Rogers – Interactive workshop.
- A great opportunity for interactive discussion with other HR professionals and our team of experienced employment solicitors.
- Using case studies, we will be exploring scenarios that can arise on a day-to-day basis involving the issues that have been raised.
- Delegates build on their knowledge and share experience of best practice with other employers and HR professionals.
14.00 Alexandra Robinson – Round-up of latest developments in employment law, including:
- ‘Sunsetting’ of EU law – which employee rights could be affected if they are not specifically retained by 31 December 2023?
- New employee rights? Potential new rights are on the horizon including carer’s leave, neonatal care leave and pay, extended redundancy protection for pregnant employees and extended rights to request flexible working.
- Using agency staff to replace striking workers – where are we now?
- Fire and re-hire – will we see a new statutory code of practice this year?
14.30 Alexandra Robinson – Case law round-up, including principles highlighted by cases on:
- Holiday pay for casual workers – what is the impact for employers of the Supreme Court judgment in Harpur Trust v Brazel?
- CV fraud – what are the potential risks for the employee who lies on their CV?
- Redundancy selection criteria – a trap for the unwary.
- Vanishing dismissals – what happens when an employee appeals against their dismissal but does not want to return to work?
- Reasonable adjustments in a redundancy situation – should an employee with a disability have to attend a competitive interview for a new role?
- Income protection payments – can an employer be liable for payments that are not covered by insurance?
£195 plus VAT per delegate (includes lunch)
FREE for retainer clients of Scrase Employment Solicitors
Please contact us firstname.lastname@example.org to book a place
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©2022 SCRASE LAW LTD. THIS POST IS FOR GENERAL INFORMATION ONLY AND IS NOT ADVICE. YOU ARE RECOMMENDED TO SEEK PROFESSIONAL ADVICE BEFORE TAKING ANY ACTION ON THE BASIS OF THIS POST