DUBLIN–(BUSINESS WIRE)–The “Employment
Law in Practice from Recruitment to Termination” conference has
been added to ResearchAndMarkets.com’s offering.

This programme has been specifically designed for HR
professionals to explain employment law in an accessible, user-friendly
format -mixing knowledge with a solid practical approach- so
you have the most up-to-date information and practical skills to take
back to your workplace.

Over the two days this course will logically take a journey through the
employment life-cycle and consider along the way the key areas of impact
from recruitment to termination. More often than not people are the most
expensive and important asset in an organisation and now that the fees
regime at the Employment Tribunal has gone, careful management is all
the more important.

Although there is substantial knowledge-based learning during this
event, the two days are designed to be engaging and participative as
well as informative. It will equip you with the knowledge and skills to
deal with all the important employment issues so you can act effectively
and confidently within the law. Attending this programme is an
invaluable use of a busy HR professionals time.

By attending the programme you will:

• Develop your knowledge of the latest employment law
  and practice
• Understand how the law is applied both procedurally
  and practically
• Be up-to-date with this fast changing area of the law
• Raise your profile within your organisation
• Look at how to improve what you do in your workplace
  to avoid conflict
• Communicate and advise your line managers on how to
  comply and stay within the confines of the law
• Learn the tips and techniques that sit behind
  successful execution of some of your key practices

All HR advisors and specialists from business partners to HR
directors will find this a highly useful two days, including:

• HR managers and directors
• HR business partners
• HR specialists
• HR controllers
• HR advisors
• HR officers and other HR professionals
• This course is also applicable to line managers

Agenda

Module 1 – When employment begins

• Equality Act 2010
• Data Protection Act 1998
• Safe interviewing
• Employment status issues
• Contracts of employment: part-time, fixed-term, zero hours, etc

Module 2 – Discrimination and equality

• Discrimination
• The protected characteristics
• Types of discrimination
• Reasonable adjustments relating to disability
• Harassment
• Bullying
• Equal pay
• Gender pay gap

Module 3 – Managing change

• Reorganisation within your company
• Changing terms and conditions

Module 4 – Employee complaints

• Grievances – what the law requires
• Grievances – The ACAS code and procedural issues
• The right to be accompanied
• Investigations
• Appeals
• Understanding whistle blowing – the Public Interest Disclosure Act 1998

Module 5 – Capability

• Capability – what the law requires
• Capability – The ACAS code and procedural issues
• Capability – lessons to learn from case law
• Performance improvement plans
• Appeals
• Gross negligence

Module 6 – Conduct

• Disciplinary – what the law requires
• Disciplinary – The ACAS code
• Progressive v gross misconduct
• Disciplinary – lessons to learn from case law
• Suspension
• Investigations
• Appeals

Module 7 – Ill health

• Absence management
• Short-term and persistent absence
• Long-term absence
• Disability related absence
• The sickie’
• Return to work procedures
• Rehabilitation
• Occupational health
• Access to medical reports
• The fit note
• Ill health dismissal

Module 8 – Family friendly issues

• Maternity
• Paternity
• Parental
• Shared parental
• Anti-natal
• Dependant
• Flexible working
• Working time issues

Module 9 – When employment ends

• The five potentially fair reasons to dismiss set out in the Employment
  Rights Act 1996
• Managing fair dismissal both procedurally and substantively
• Settlement agreements – what to say
• Avoiding undue pressure
• Settlement agreements – the documentation

Module 10 – Redundancy

• The situations that may give rise to a redundancy
• Lay-off and short-time working
• Process
• Selection
• Consultation – individual and collective
• Notification to the Secretary of State
• Statutory redundancy pay and/or enhancements
• Alternative employment
• Time off
• Automatically unfair redundancy

Module 11 – TUPE

• When does TUPE apply – identifying a relevant transfer’
• What are the employee protections enshrined in the legislation
• Identifying relevant employees
• What transfers?
• Pre-transfer dismissals
• Post-transfer dismissals
• Harmonisation
• Employee liability information obligations
• Information and consultation of appropriate representatives
• Effect of the employee objecting

Module 12 – Employment Tribunal

• What to do when ACAS call
• ET1 and ET3
• Preparation
• Bundles
• The hearing

For more information about this conference visit https://www.researchandmarkets.com/r/9sm0pz

Contacts

ResearchAndMarkets.com
Laura Wood, Senior Press Manager
[email protected]

For
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Related
Topics: Employment
Law