Why is this conference relevant?
With many updates within HR and Employment Law scheduled for April 2020, this conference provides clarity on those updates and the opportunity to engage with industry professionals. With a focus on the timescales around specific HR procedures and outcomes as well as keynotes that include interactive and engaging scenarios, this conference is not to be missed.
What can I expect?
With comprehensive updates on HR and employment law, focusing on the changes that will come about in April 2020, this conference will provide you with straightforward information to ensure best practice is met at all times. Providing clarity and up-to-date advice around the updates regarding off-payroll working (IR35) and the Teacher Pension Scheme as well as any other relevant legislations as it arises, this conference will help to ensure you are working with current policies in all aspects of HR and employment law.
With keynotes, workshops and sessions providing interactive scenarios to engage and inform, this conference provides practical strategies on a range of prominent subjects, including how and when to approach short and long term staff absence, as well as sessions looking at contracts management, clarity around whistleblowing procedures, proactive support to improve staff wellbeing and practical information around recruitment and restructure strategies.
With informative and engaging speakers, this is sure to be an invaluable opportunity for you to keep up-to-date with all relevant legislation and engage with fellow professionals, as well as witness interactive scenarios that will benefit your approach to a range of situations, if and when they arise.
- A comprehensive update on relevant HR and Employment Law.
- Examples of specific case law to establish best practice if faced with a similar situation.
- Clarity on the changes to contractor and term time workers legislation, specifically IR35.
- An update on where schools and employees stand in regard to the Teacher Pension Scheme.
- Create a support process for staff absence, while implementing escalation procedures with clarity, in the best interests of staff and organisation alike.
- An interactive look at different whistleblowing scenarios as well as guidelines to what actually constitutes whistleblowing.
- An interactive look at the processes behind having difficult conversations with staff. When to have them, how to approach the content of those conversations and the outcomes that should be expected.
- A comprehensive update on GDPR, the policies that should be in place and what data is relevant, with a focus on fundraising.
- Best practice in regard to ensuring that any restructuring strategy is streamlined and carried out efficiently and professionally
- A look at proactive, rather than reactive, processes to put into place to support staff wellbeing and mental health
Who should attend?
- Business Managers
- Staff Recruitment
- Deputy Heads
What our previous delegates have said
‘Enjoyable but informative and recognised the constraints that school work under’ – HR Manager, Stewards Academy
‘Some invaluable nuggets and the opportunity to talk with speakers on bespoke issues’ – Headteacher, Foundry College
‘Very informative and provided a good selection of areas to investigate and implement further’ - School Business Manager, Broadwater School
Resources that will be avaliable to download once registering for conference:
1. Ensure your recruitment process is legally compliant
Lawyers Ian Deakin and Dai Durbridge answer questions about legal aspects of the recruitment process, including information requests, data retention, contracts and references.
2. Exit interviews guidance and questions to ask
Exit interviews are used to learn the reasons for a person’s departure and gain information that can be used to improve an organisation. Josephine Smith offers advice for conducting them.
3. Long term absence FAQs
What are the options when it comes to maintaining engagement, offering alternatives –or moving to dismissal? Employment lawyer Ian Deakin answers common questions about long term sick leave.
4. Managing whistleblowing
It’s important that leaders in your school or trust can recognise disclosures which fall under whistleblowing legislation –and know how to respond. Follow this guidance from employment lawyer Ian Deakin.