Labour relations, long term sick, equal pay, health and safety, BTEC Advanced Professional Leading courses: -basedDiploma in HR Employment summer school ,

and much more...

Training from Eversheds Working within the law

September 2007 – July 2008

www.eversheds.com/training Twenty questions Eversheds employment law game

Twenty questions is an engaging and flexible training tool in a board game format. The game demonstrates the significance of employment law considerations in real-life workplace situations in a way that is commercial and fun. Aimed at managers and supervisors, the game illustrates the positive and negative consequences of managerial decisions for the organisation, the employees, and managers themselves. The game can be played by people of all seniorities with various experiences.

Key features: User survey feedback (April 2007) • four modules covering: ‘Simple to use and provided the context for good discussion’. 1. sickness absence The Salvation Army 2. performance ‘The game helped us to explore views’. 3. discipline and grievance Matalan 4. diversity and inclusion. ‘A fun and interesting way to learn about employment law’. • board game format with questions, answers, rules Seafrance and trainer guidance ‘The competitive edge between teams worked well’. • teams gain and lose points in four categories – University of Teeside morale, financial performance, internal reputation and external reputation ‘Very good – easy to use’. Fujitsu Services • questions include case studies and real scenarios ‘Works very well as a teambuilding exercise and a ‘fun’ way • questions are updated as the law changes and to learn. I will be looking to purchase the updates’. updates are provided electronically. AT Engine Controls Ltd The benefits of the game • enables colleagues to evaluate the consequences arising from workplace HR situations in a safe environment

• consolidates and increases knowledge of basic For further information employment law issues or to place an order, contact: • demonstrates the positive and negative impacts of Melanie Symons managerial decisions on an organisation, and on Tel from UK: 0845 498 7595 International: +44 845 498 7595 employees personally [email protected] • highlights risk areas when managers should seek further assistance Lisa Williams Tel from UK: 0845 498 7573 • encourages employees to apply a variety of skills International: +44 845 498 7573 including decision making, commercial awareness, [email protected] risk analysis and team working.

From +VAT£249 Eversheds training

The training courses described in these pages have been designed to help you, your colleagues and your organisation to work more efficiently. By keeping you appraised of the practical implications of new law and current trends, our courses reinforce good practices, protect against the cost of non-compliance, mitigate risk and preserve reputations. Our courses, delivered in collaboration with MOL, the SHRM, and leading business schools, will help practitioners to develop their careers.

Eversheds offers you a training proposition that is different from that of other training providers. Unlike training businesses, we employ our experienced trainers, each of whom also currently advises employers. And unlike law firms, who say they can offer training, we are delivering public and in-house training across the UK and abroad almost every working day.

We work with employers in many ways. This may be illustrated by a few examples from the last 12 months during which we: • collaborated with the EOC and Acas to deliver half-day briefings nationwide on the Gender Equality Duty helping 348 professionals from 294 public sector employers with their implementation plans • helped an American based HR director to address a banter issue in their Reading office, and a Global Compliance officer in a pharmaceutical business to roll-out diversity/equality training to line managers on four sites, with just six weeks notice • worked with a global FMCG company to develop their internal investigations capability travelling to China, Peru, Singapore, Mexico and Brazil among other places to train senior managers about investigations skills • were selected to train chairmen and conciliation officers about age discrimination • briefed 300 employers about the health and safety and employment law challenges posed by the new smoking ban.

For Eversheds, the provision of training services is a core business service. Our courses, and the course materials which underpin them, are continually updated by our dedicated content authors, so you can rely on us to cover exactly what you need to know.

Nicholas Edwards Head of Client Training Tel from UK: 0845 497 4697 International: +44 845 497 4697 [email protected]

Training from Eversheds September 2007 – July 2008 1 The value of proactive training

Ensuring compliance with employment law is simply good business. Why train? It protects your organisation’s assets while improving your employees’ Anyone who has been to an working environment. Employment Tribunal will understand the benefit of proactive training. Breaches Eversheds trained all the managers and directors of a food manufacturer. of employment law, which Chart 1 shows the client’s record of defending tribunal claims before the may have been inadvertent, can result in damage to training took place. Chart 2 assesses forty tribunal claims following line people’s careers and to manager training and help-line advice. corporate reputation. The costs in terms of lost management time, damaged morale, legal fees and Chart 1: Before training Chart 2: After training financial penalties are significant. Companies may also find themselves ruled 3 out of business opportunities 25 for tenders with public sector organisations. 45 37 53 And there is a 15 further benefit… Employment 15 7 expect employers to take ‘all reasonable steps’ to make sure their organisation Key complies with employment Withdrawn Settle Win Lose law. If sound policies and complaint procedures are Figures in percentages backed up by training and awareness programmes that ensure employees The benefits are obvious: understand their rights and • withdrawn tribunal claims more than doubled responsibilities, an employer will be well placed to defend • tribunal claim wins more than doubled a discrimination claim at tribunal. • the cases lost more than halved, and they were low value claims, resulting from procedural mistakes. No major claims succeeded. Most employers have difficulty proving they have done enough to rely on this defence. Our courses will help you demonstrate your commitment to good practice.

The message is clear Employment law training helps you deliver even more value back into your business.

2 Training from Eversheds September 2007 – July 2008 Contents

How is Eversheds training different? 4

Our trainers and HR consultants 6

In-house training 8

4th annual labour relations seminar 10

Directors’ training 11

Eversheds human resources group 12

Employment law and HR courses 13

Evidence-based HR Summer School 19

Equal pay workshops 23

Long term sick seminar 27

Cross-border employment law issues: public and in-house training 32

Workforce restructuring in Europe seminar 35

TUPE update seminar 44

SHRM Global Professional in Human Resources (GPHR) 48

BTEC Advanced Professional Diploma 49

Pensions trustee training 50

e-learning courses 52

Health and safety courses 54

In-house training: health and safety 59

Course planner 60

Course administration 62

Training from Eversheds September 2007 – July 2008 3 How is Eversheds training different?

Great training requires great trainers. Research shows that only 10% of face-to-face learning results from the subject matter expertise of trainers. 90% of learning comes from the trainer’s ‘soft’ training skills – their voice and manner, their listening and facilitation abilities and the methods they use to illustrate concepts and reinforce learning. This is why Eversheds employs dedicated trainers who have been trained to train.

Why choose an Eversheds public training course?

• Many of our public courses are ‘team taught’ by • We employ a range of learning methods to a legal trainer and a human resources consultant. ensure our training is stimulating, memorable and, most importantly, effective. • Most of our courses are limited to no more than 15 delegates to help you seek the • Most of our training courses are hosted in information you need and participate fully Eversheds modern offices which are conveniently in the training session. located in city centres. This gives us control of the learning environment and allows us to pass • Each course incorporates a mix of interactivity on cost savings as reflected in the fair value to engage delegates and illustrate the practical pricing of our training course fees. implications of course content. • By combining our down-to-earth approach to • Course materials are written to fit the course the law with current practical experience, our and updated thoroughly before every course. team delivers training that really does make a They are authored by a HR professional who difference… what you learn today – will help is also an employment . you tomorrow.

4 Training from Eversheds September 2007 – July 2008 All of our delegates receive an Eversheds Training Certificate which confirms their attendance and CPD entitlement. Our courses are eligible for (where appropriate) Law Society CPD, CPD IOSH CPD, Pensions Management Institute CPD, Council CPD and Chartered Institute of Personnel and Development Continuous Professional Development hours.

Our learning methods Interactivity Our trainers have their own personal styles, but they We welcome delegate participation in our training share a passion for training. They are accustomed to courses. We limit course numbers to provide a friendly using a range of training methods that reflect the environment where delegates feel comfortable taking clients’ objectives, type of audience and time available. part. We use case studies and small group exercises to Interaction is incorporated throughout courses to help illustrate key points. We take questions ‘as and when’ the learner understand the information being taught, and at break times. retain the information and apply new knowledge in the workplace. But we know from experience that some delegates prefer to participate at their own pace and to an extent Our trainers’ skill, currency and credibility give rise that suits them. Please be assured that you will not be to engaging and interactive training sessions which, ‘put on the spot’ at any Eversheds course. through new understanding, can change conduct and attitude in those who attend. Course materials You can expect to receive course materials which are The importance of evaluation clear, accurate, reliable and always up-to-date. We are uncompromising in our commitment to high quality training. To improve our programmes and Our authors have legal expertise and have worked as methods we routinely seek delegate feedback, to gauge HR professionals. They write straightforward, accurate, reaction to the training and check the and best practice guidance which is not legalistic. We usefulness of content. provide step-by-step guidance, checklists, model answers, hints and tips and suggested scripts or forms The true value of training is realised when learning is put of wording to deal with particular situations. Copies of into practice at work resulting in demonstrable benefits case studies are also provided. for the organisation. We work closely with our in-house training clients so that outcomes are identified from the If you cannot attend our course but would like to buy outset, and our courses are designed accordingly. course materials they are available for purchase at £125 per copy. Please call 0845 497 1302.

Fancy a drink after work... ? ‘Banter Bingo is a management game used by Eversheds to make a dramatic point – and managers do go away understanding the issues and enjoying the experience. Fair play to Eversheds – who says all are boring and inhabit another planet?’ Sunday Telegraph, November 2004

Training from Eversheds September 2007 – July 2008 5 Some of our trainers…

The ability to train: to engage people, retain their attention Lawyers who also train and explain complex and sensitive issues in a way that Our specialist trainers are supported by a small team of is clear and memorable, is a very rare skill. At Eversheds, lawyers who regularly provide training to clients and speak we understand that training is a profession. Our dedicated at briefings and conferences. Many of these lawyers have trainers work alongside our HR consultants and our legal nationally recognised specialist expertise, in areas including advisers to help employers achieve practical, compliant discrimination, labour relations, TUPE, data protection and solutions which meet their business needs. boardroom issues. Eversheds acts for hundreds of NHS trusts, All of our trainers are trained in presentation skills, training educational institutions and local authorities, and we resource needs analysis, learning theory, training objectives and training assignments in these sectors with trainers with design, participative methods, motivational techniques specialist public sector experience. and course evaluation. Paul Ball Employment lawyer Paul has over 12 years experience of advising employers on all areas of Specialist legal trainers employment law, primarily with contentious issues such as unfair dismissal and discrimination claims, although he also has experience handling claims Eversheds employs dedicated legal trainers who work as arising out of collective consultation obligations. He is an experienced advocate a team across the UK. They are qualified with at Employment Tribunal, and has led training sessions for many years. Paul a minimum of ten years experience of working with HR co-wrote Tolley’s Discrimination Law Handbook. professionals, offering employment advice. They all hold Naeema Choudry Partner, employment law current practising certificates. Naeema’s clients operate in the food, retail, aerospace, logistics and motor industries and her specialisms include terminations, large scale Tracy Luke HR training and development lawyer redundancies, contractual disputes and discrimination. The independent legal Tracy gained management experience within the DTI and Insolvency Service directories remark on her ‘high level of competency in various areas, from before qualifying as a . As a lawyer, Tracy worked closely with managers restructurings, to pension issues, to discrimination’. Naeema is a regular and HR professionals, providing advice in relation to contentious employment speaker at seminars and conferences and contributes to a variety of issues, in addition to offering day-to-day HR support. With experience of both publications including Sweet & Maxwell’s Employment Law Manual. the public and private sectors, Tracy is ideally placed to deliver practical Diane Gilhooley Partner, employment law training which is sensitive to and reflects the culture of her clients. Diane advises on all areas of employment law and specialises in working for David O’Hara HR training and development lawyer clients in the Further Education and Higher Education sectors. She is accredited David has conducted more than 100 Employment Tribunals and he draws by the Learning and Skills Council as a Governor trainer. Diane developed on this experience to deliver employment law training for a wide range of Eversheds’ training programme for the education sector. She regularly organisations. He regularly updates clients on new employment law. David participates in high level conferences. also prepares and presents courses on behalf on the Employment Lawyers’ Geoffrey Mead Partner, employment law Association and the CIPD. A particular focus of Geoffrey’s practice in providing advice to clients in the Victoria Roberts HR training and development lawyer education sector, including colleges, universities and employers’ organisations. Vicky has advised on all aspects of employment law. The industry sectors He is a highly experienced lecturer, and has also published a range of articles on within which she has worked include pharmaceuticals, leisure and hospitality, employment law and co-authored two books. He is a member of the Executive technology and manufacturing. She has experience of acting as HR support, Committee of the Industrial Law Society, and was chair from 2003-2006. guiding and training HR professionals, line managers and directors on the legal Owen Warnock Partner, employment law aspects of day-to-day HR issues. Described in the latest independent legal directories as an acknowledged ‘top Iona Sinclair HR training and development lawyer dog... with an outstanding reputation at national level’ Owen has a wide range Iona has extensive employment tribunal experience, having acted for a range of employment expertise including taking a case to the European of of clients from the private, public and voluntary sectors. Recently Iona has . He is a consultant editor to the CCH Disability Manual and Croner concentrated on designing and presenting employment law training sessions for CCH Disability newsletter. HR professionals, line managers and in-house lawyers. Iona also teaches a BTEC Esther White Partner, pensions law Edexcel Advanced Diploma in Employment Law in conjunction with MOL. Esther advises on a wide range of issues including, trustees’ responsibilities and Abigail Trencher HR training and development lawyer duties, scheme amendments, winding up and aspects of corporate transactions. Abigail designs and delivers training courses for employers and their employees She worked for the Civil Service and the Parliamentary Office where she on the whole range of employment/HR issues. Abigail has built up extensive was involved in the drafting of Government including the Public experience of advising clients on a wide range of employment issues and has Interest Disclosure Act 1998 and the Data Protection Act 1998. represented clients at many employment tribunals. Abigail has specialist Audrey Williams FCIPD Head of discrimination and diversity knowledge of advising clients within the education sector. Audrey heads a team of discrimination experts and her clients include some of Tamsin Wallace Content author the country’s leading employers. Whilst the majority of her work is conducted on Tamsin designs courses and writes training material. She worked for Esso in behalf of employers, Audrey also works with the Equal Opportunities Commission. commercial, operational and HR roles. Then as an HR consultant specialising in She has advised on a number of sensitive and high profile workplace issues, employment law training before qualifying as an employment lawyer. Tamsin’s including accommodating transsexual employees and balancing conflicting training experience combined with her experience as tribunal advocate help her to interests in the face of client/customer complaints about staff appearance. produce course materials that take a practical, common sense approach to the law. Audrey writes for Croner, Jordans, CCH and People Management. among others...

6 Training from Eversheds September 2007 – July 2008 our HR consultants...

A few years ago we took the decision to outsource our senior HR Kim Hart MA MCIPD Principal HR consultant, UK function reducing the cost by maintaining an administration Kim has over 18 years experience in leisure, hi-tech and retail organisations and has worked in the USA. Kim specialises in redundancy programmes and function in-house with “direction” coming from a professional business transfers, organisational and HR strategy, executive coaching and external source on as-needed basis. We knew the business needed investigations. Kim regularly designs and delivers training programmes for to change course substantially, and the success of people clients in-house – for line managers and HR teams. management through that period would be paramount. That Steve Bolton MCIPD Lead HR consultant, North of England change began in late 2005, when we announced we were looking Steve is a professionally qualified HR consultant and an experienced executive at options which included relocating from Cambridge to Albany, coach. He has worked at HR director level in the education sector and the emergency services. He advises on all people management issues, project NY, USA. manages major restructuring work on behalf of clients, provides expertise on cultural change as well as training for managers and staff on most aspects of Eversheds HR consultancy swung into action with full action plans best practice in people management. that met the needs of complex employment law and kept our Linda Brown MCIPD HR consultant, Leeds people’s trust. Eversheds process covered everything from selection Linda is an HR specialist with over 18 years’ experience in HR management. of those who wished to move, the sighting visits to the region for She held a number of key roles encompassing all aspects of HR practice, from their families, continual communication with all employees and of managing industrial relations to management development and training, and course negotiation of the termination packages for those not going. has experience at both a strategic and operational level. Everyone saw the consultant had no “axe to grind” either way and Chris Dunford MCIPD HR consultant, Cambridge was thus quickly and easily accepted by both employees and With a background in engineering and the health sector Chris specialises in employers, all told a successful outcome. redundancy projects, TUPE, organisational re-structuring, site closures and HR strategy. He has worked extensively across Europe and the US and has Managing Director, Vistec Lithography Ltd (Spring 2007) in-depth experience of managing disciplinary, grievance and capability cases. Robbie Gilbert Lead HR consultant, employment relations Our HR consultancy team is made up of very experienced HR Robbie specialises in employment relations issues. A former member of the professionals who work at senior management level nationally Governing Council of ACAS, Robbie was Director of Employment Affairs at the CBI where he represented employers in discussions on the European Works and internationally. They combine understanding of the HR Council Directive, Working Time and Parental Leave. He is on the editorial director’s point of view, with highly practical experience of boards of Personnel Today, Croner’s Discrimination Law and is author of employment law. Their current advisory roles across a range Tolley’s Employee Representation. of clients leaves them well placed to implement current HR Rosemary Harrison MCIPD Lead HR consultant, The Midlands best practice. Rosemary joined Eversheds in 2000 having had 20 years experience in HR gained within major blue-chip PLC’s and management consultancy. She has wide Typical assignments experience of implementing strategic HR initiatives and psychometric testing. Cindy Lauwers HR consultant, Brussels • Project management of a site closure affecting more than Before joining Eversheds Cindy worked as an employment consultant for 300 staff in the manufacturing sector. a big accounting firm. A qualified employment lawyer with eight years HR • HR policy review for a major bank involving around 60 experience Cindy’s work has focused on project managing and co-ordinating national and cross border transactions and harmonising employment conditions. HR policies. Cindy practices in English, French and Dutch.

• Interim assignments ranging from one month to one year. Jane O’Rourke FCIPD Lead HR consultant, Wales and The South West • Complex and/or sensitive investigations as well as the Jane advises clients on strategic and operational HR issues. Recent assignments include investigating complaints of bullying and harassment in a college; training of investigators. whistleblowing allegations in a hospital and advising on a site closure in the defence sector. Prior to joining Eversheds, Jane held senior HR roles including • Project managing major change initiatives including M&A, in the IT industry (Toshiba). Jane is qualified to Level B and interprets several redundancies, TUPE transfers and restructurings. psychometric products and is formally trained as a coach. • Executive coaching. Linda Rhodes HR consultant, Leeds Linda is an HR generalist with over 12 years’ experience across the UK and • Psychometric testing including S&H, OPP, ASE and MBTI. Europe. She worked as a European HR Director where she developed and implemented HR strategy, a major re-engineering programme and managed complex employee relations issues. Linda provides practical advice to a range ‘For a company like ours, coming in with relatively little of clients on the entire portfolio of HR activity as well as delivering training. knowledge of UK HR practice, the service we have received from Janet Richardson FCIPD HR consultant, Cardiff Eversheds HR consultancy has been critical to our success. Janet has almost 20 years of HR experience and the last ten have been spent in Thanks so much for all your help.’ the fast changing telecoms sector. Operating as a business partner alongside ETS Global BV (following assistance with a recruitment directors and senior managers, Janet has wide experience of delivering HR services which meet strategic business needs. She has particular experience campaign and TUPE acquisition – April 2007) of ER issues and change management.

for further information about Eversheds HR consultancy contact Kim Hart on 0845 497 3761 or e-mail [email protected]

Training from Eversheds September 2007 – July 2008 7 Most of the training Eversheds provides takes place ‘in-house’ on the client’s premises (or in one of our city centre offices if the client prefers). In-house training

Almost every working day we deliver in-house training tailored to meet the specific needs For further information, contact: of our clients. Nicola Pugh Tel from UK: 0845 497 1302 Assignments vary from a short workshop focused on a specific issue, to multiple-day International: +44 845 497 1302 programmes where we train tiers of management about their responsibilities. Uniquely, we [email protected] can deliver training from the legal perspective or the HR perspective. Sometimes clients opt or Nicholas Edwards for both. Tel from UK: 0845 497 4697 International: +44 845 497 4697 From an initial conversation about your requirements, we seek to identify and address the [email protected] issues which are important to you and the challenges faced by your colleagues. We focus on providing information and tools which can readily be applied in practice and will result in measurable benefits to your organisation.

Our team are expert in a range of learning methods. We are flexible in our design and approach, to provide training that is relevant and cost-effective.

Whether you seek to improve your workplace practices, update your team on key legal developments, or prepare to manage a complex employment situation, we will work with you to develop the knowledge, capability and confidence your colleagues require.

Without obligation, we will give the time to listen to you about your training needs. We can make suggestions to you, including alternative options, based on our experience, your timeframe and budgetary constraints.

1 A typical training assignment is tailored to meet each client’s particular needs Scoping – understanding your needs We spend time with you at the Each training assignment develops at its own pace. Clients engage outset, agreeing training needs, with us in different ways. Sometimes we meet the client, other times objectives and content and we communicate by phone and e-mail. Our clients work within evaluation. We consider what messages are right for your budgets and time constraints and we suggest options accordingly. organisation’s culture. Legal Some of our clients opt for a ‘team taught’ approach with the training can be an opportunity for an organisation to speak to training led by a legal trainer and a consultant. However each employees about its values, assignment has five common elements... expectations and policies.

In the past 12 months we have delivered training to a range of organisations including:

Acas Aon Bolton MBC BUPA Comet plc DEFRA EADS Defence Flybe Aegis Media Argos Booker Cash Capital One College of Diageo Plc and Security Fosca Networks Ltd Alberto Culver AXA and Carry Center Parcs West Anglia DRC Greene King EWS Alcatel-Lucent Birmingham British Library Centro Coventry Durham GSK University Exel Alliance and Mailbox British Sugar Cisco and Teesside HPA Management Daimler Chrysler Probation service Express Dairies Leicester Brunel University CITB Hilton Limited

8 Training from Eversheds September 2007 – July 2008 Client comment ‘In late 2006 one of our then sister companies recommended Eversheds’ training services to us having retained them to deliver some investigation skills training for line managers. Kraft’s group compliance and integrity function had identified a need for a substantial number of our managers in different functions, across the globe, to be trained in this area. We approached Eversheds and quickly reached agreement as to programme aims and objectives, structure and content, and fees. We had a very compressed time frame in which we wanted to complete the training. We found the Eversheds people we worked with were professional, experienced, enthusiastic and committed to understanding the different cultures we have across the globe, and to delivering creative and engaging training sessions to help meet our needs. As a result, ten investigations courses were delivered in locations in the UK, Europe, the Far East and Latin America, all within a three month period. Feedback from all of the courses has been extremely positive and we are delighted with the impact that the training programme has had on our internal investigations capability. We would have no hesitation in using Eversheds’ training services again in the future.’

Corporate & Legal Affairs, Kraft Foods Global, Inc. (Spring 2007)

2 3 4 5

Background information Design Delivery and feedback Evaluation and ROI We invite you to share with For each client, we agree • interactive, accurate training Using the desired learning us information about your a course design taking into delivered by trained trainers outcomes and evaluation account agreed objectives, organisation, for example • reaction feedback to test methods, we agreed with you, learning outcomes, training policies and procedures relevance and identify areas we can support evaluation duration and who is being or confidential information for improvement back in the workplace. This relevant to the training which trained. We also agree the may include pre and post • client de-briefing. requires sensitive handling appropriate training methods course assessment to provide by our trainers. (eg case studies, role-play, benchmark information quizzes, skills practice). Training to monitor post-course materials are then prepared. workplace outcomes.

With measures in place it is possible to demonstrate return on investment. The avoidance of just one claim may justify the training investment alone.

Insolvency Manchester City Newport and Northumbria Pito Royal Welsh Tyco Among many, Service FC Gwent Chamber Healthcare Queen’s College of Music UMIST many others. of Commerce NHS Trust & Drama Kirklees Council Mayne Pharma University, Unilever Nexus Nottingham Belfast Tarmac The Law Society McDonalds Volkswagen Nokia Trent University Red Bull Ticketmaster Lehmans Nestle West Midlands Philips Newcastle PCT RICS Transport for London

Training from Eversheds September 2006 – July 2007 9 4th labour relations seminar The truth behind the headlines The super union, global super unions and equal pay One-day seminar Speakers

Broadway House, London 04 October 2007 Jack Dromey Deputy General Secretary, Most workplace disputes are successfully resolved through negotiation Transport and General Workers’ but employers need to be fully up-to-date if they are to get the best Union/Unite solutions for their organisations. Gerry Duffy Director of Employee Relations, Timed to follow shortly after the TUC and Labour Party conferences Transport for London this seminar is an ideal opportunity to gauge the significance of Simon Gouldstone recent developments and look forward to the challenges which may Director of Policy and Operations, Central Arbitration Committee confront those tasked with developing labour relations strategies in Thomas Player their organisation. Drawing on a range of expert speakers, each of Partner, Eversheds whom has a different perspective, this seminar will look behind the Peter Scraton headlines to give delegates a real insight into the current industrial Group HR Director, e2v relations issues. ...hear all about it. Sarah Veale CBE Head of Equality and Employment For more information, contact Nicola Pugh on 0845 497 1302 Rights, TUC or [email protected] Martin Warren Head of Employment Law, Eversheds

Shirley Wright Partner, Eversheds

David Yeandle Deputy Director of Employment Policy, EEF

10 Training from Eversheds September 2007 – July 2008 Directors’ training

Eversheds Directors’ training provides a thorough for new executive and For further information, contact: non-executive directors about the demands of the director’s role. We also update Nicola Pugh experienced directors on changes to governance duties and aspects of compliance risk. Tel from UK: 0845 497 1302 International: +44 845 497 1302 Using legal practitioners, who are very experienced advisers at board level, we design [email protected]

courses on the specific issues identified by our clients. We take into account the precise or Nicholas Edwards information requirements of the directors attending the training and their experience. Tel from UK: 0845 497 4697 Concise programme materials are prepared to reflect the corporate needs of the client International: +44 845 497 4697 and link the training to the governance strategy of the organisation. [email protected]

Typical courses include: • UK and international corporate governance best practice including Sarbanes-Oxley compliance • inductions for new executive and non-executive director appointments • key current issues in corporate governance and compliance • compliance issues for companies wanting to prepare for public listing • monitoring the effectiveness of internal compliance controls • strategies for managing legal risks including health and safety, , internal fraud, competition and commercial disputes • compliance with data protection, money laundering and records retention including cross border aspects.

Our directors’ training assignments are highly bespoke – but they tend to have some similar characteristics: • short duration – two or three hours • specific pre-agreed course programmes which are precisely weighted • conversational in style • built around case studies, with few slides and underpinned by concise written guidance (for pre-reading or a take-away) • small numbers of delegates (although we have briefed full boards) • thoroughly researched.

Training from Eversheds September 2007 – July 2008 11 Eversheds human resources group

Eversheds has the largest team of human resources advisers and lawyers in Europe. We can give you legally compliant options by which to achieve your objectives but we can also go a lot further. We show you the likely benefits of a proactive approach to employment issues. We spend time getting to know your organisation and, no matter how complicated the subject, we deliver our advice in a pragmatic and straightforward manner.

‘We have retained Eversheds as our preferred employment ‘The service from Eversheds employment team is excellent. lawyers for more than a decade. During this period Eversheds They fully understand the organisation, ie structure, context have always retained our mandate. This can be attributed to issues etc and this is valuable when seeking legal advice.’ their leadership, the high calibre of lawyers who advise us, Daimler Chrysler Ltd their proactivity and their pragmatic/commercial approach to providing advice.

Advice is always timely and can be relied upon to be accurate and sound. They employ quality people who are trained and developed well, with a passion for providing the highest level of customer service.’ NM Rothschild & Sons Ltd

12 Training from Eversheds September 2007 – July 2008 Employment law and HR courses

Current developments in employment law 14

Advanced employment law issues for HR specialists 16

Consultation: achieving business goals 17

Data protection: the common sense approach 18

Discipline, dismissals and grievances – the law 20

Discipline dismissal and appeal hearings – in practice 21

Discrimination: law and practice 22

Drafting and changing employment 24

Essential employment law for HR professionals (two day course) 25

Essential employment law for line managers 26

Handling difficult situations 28

Harassment and bullying: law and practice 29

Immigration issues from an international workforce 31

Introduction to Belgian employment law 33

Introduction to French employment law 34

Introduction to German employment law 36

Introduction to Italian employment law 37

Introduction to Spanish employment law 38

Managing employee investigations 39

Negotiation skills for effective collective bargaining 40

Poor performance: law and practice 41

Preparing for an Employment Tribunal 42

Tackling sickness absence and stress 43

TUPE: principles and practice 45

Welcome to the HR business good practice: ‘why and how’ (two day course) 46

Training from Eversheds September 2007 – July 2008 13 Employment law and HR courses

Current developments in On the horizon – new and topical

6 CPD One-day course

Autumn 2007 These one-day updates are timed to coincide with the twice yearly legislation implementation dates announced by the London 26 September 2007 Government. The course looks ahead at the key legal issues challenging HR over the next 12 month period and also Manchester 03 October 2007 reviews the significant development from the last six months. Birmingham 04 October 2007 Delivered by very experienced employment lawyers and Cambridge 09 October 2007 trainers these courses provide you with a concise, one-stop summary of the implications of new statutory changes as well Cardiff 10 October 2007 as significant case-law. Newcastle 10 October 2007 London 16 October 2007 Why choose this course? Leeds 18 October 2007 There are lots of employment law updates for HR professionals to choose from. Our courses are: Spring 2008 • delivered by leading names in employment law and experienced trainers London 20 March 2008 • direct, straightforward and focused on the key Birmingham 02 April 2008 issues only Leeds 03 April 2008 • limited to no more than 25 delegates Manchester 09 April 2008 • held regionally to make best use of your time and Cambridge 10 April 2008 allow you to network with local delegates Cardiff 15 April 2008 • backed by concise, purpose-written course materials Newcastle 17 April 2008 • interactive with questions taken as they arise London 22 April 2008 • opinionated and unequivocal.

To book 0845 497 1302 0845 497 1928 [email protected] www.eversheds.com/training

14 Training from Eversheds September 2007 – July 2008 This course 25 delegatesis limited to employment law HR compliance issues

Who should attend? Fee Time This course is aimed at HR professionals with responsibility £449 +VAT 09:30 – 16:30 for employment law issues in their organisation. The course is also relevant to in-house lawyers. It is assumed that delegates will have a basic working knowledge of Programme employment law. Our Autumn 2007 and Spring 2008 update courses will look at significant developments which will include: Spring 2007 updates • changes to harassment law 180 HR professionals and other senior managers attended our Spring 2007 update courses. They told us they valued the • Government changes to relaxed presentation styles of the trainers, their willingness to • the doubling of equal pay claims at tribunal and the take questions throughout and their ability to make complex implications for private sector employers as well as issues simpler and actionable. Time and time again, delegates public sector also mentioned the benefit of meeting, and learning from, • the growing importance of workplace mediation their peers in other organisations – and the importance of concise course material. • the new Single Equality Act to simplify and strengthen discrimination legislation ‘The important thing for me was to spend a day obtaining clear and useful information that can easily be taken back to the • extending paternity rights workplace. This was achieved.’ • key – including the first age discrimination Bolton Metropolitan Borough Council cases and smoking ban enforcement.

‘Wholly credible and convincing. Good use of humour. This programme will be revised to reflect new and emerging Knowledgeable and interesting.’ employment law developments. Elior UK ‘Comprehensive course notes allow you to listen Course materials to presenters and delegates.’ Delegates receive a concise course book which Premier Paper Group summarises the latest developments only, together with tips and tools written by an HR professional. They are practical and right up-to-date.

In-house training We frequently deliver employment law updates ‘in-house’ for HR teams. We adapt the programme to reflect your priorities and particular requirements.

To book 0845 497 1302 0845 497 1928 [email protected] www.eversheds.com/training

Training from Eversheds September 2007 – July 2008 15 Employment law and HR courses

Advanced employment law issues for HR specialists

6 CPD One-day course Fee Time £449 +VAT 09:30 – 16:30 This course focuses in detail on difficult employment issues which are high risk and where the consequences of breaching Programme employment law are serious.

We concentrate on complex areas frequently encountered Redundancies by HR professionals which, with further knowledge and • key principles confidence, they can handle by themselves or deal with • the chronology of a redundancy on a preliminary basis – thereby saving on legal spends. • dealing with complex situations We encourage a practical and strategic approach to tackling • collective consultation issues. At the very least delegates should be able to engage • how to select fairly. even more effectively with their legal advisers to develop solutions that are right for their organisation. Changing employee contracts • the legal context Who should attend? • options, risks and pitfalls This course is aimed at experienced HR professionals and • the business case for change may be relevant to senior managers and directors who • how to achieve change in practice. manage restructurings involving outsourcing, changing contracts and redundancies and who are familiar with TUPE – overview employment law. • key principles • service provision changes Delegates will be able to: • what you can do • deal confidently with the more difficult redundancy situations • what you cannot do • know how to successfully change employee terms • how it works in practice. and conditions Protecting your organisation • anticipate the key issues relating to TUPE transfers • compromise agreements: principles and practice • evaluate the benefits and pitfalls of relying on contractual • restrictive covenants and confidentiality terms to protect confidential information and trade secrets • do they work? • identify when and how to use compromise agreements • how to enforce them to best effect. • the commercial and practical context. The maximum number of delegates on this course is limited to 15.

‘The trainer was knowledgeable and had practical experience to Code Location Date back it up.’ CR12 Manchester 20 September 2007 Competition Commission CR12 Cardiff 21 November 2007 ‘An extremely helpful course, well pitched and very informative – CR12 London 15 January 2008 trainer excellent!’ CR12 Birmingham 20 March 2008 Royal Institution of Chartered Surveyors CR12 London 06 May 2008

To book 0845 497 1302 0845 497 1928 [email protected] www.eversheds.com/training

16 Training from Eversheds September 2007 – July 2008 Employment law and HR courses

Consultation: achieving business goals

6 CPD One-day course Fee Time £449 +VAT 09:30 – 16:30 Employers must consult but this requirement need not compromise the right of managers to make decisions. Programme Consultation simply involves other people in the decision- making process. This course helps HR professionals and managers to understand the duty to consult and then Individual and collective consultation develop a practical approach to conduct one-to-one • the definition and nature of consultation and collective consultation meetings which achieve • implementing a consultation programme/process desired outcomes. • defining the cross-over and timing of collective and individual consultation. The programme focuses on consultation within the legal framework relating to restructuring and contractual change Step-by-step approaches to consultation to help delegates effect change in the workplace. It does • structuring the consultation to meet the requirements not cover the requirements of the Information and of the situation Consultation . • techniques and practical tips to deal with legal tripwires • confidentiality as part of the process Who should attend? • what documentation to use within the process HR professionals and managers tasked with delivering • developing a flexible plan. organisational change through others to achieve business goals. Practical one-to-one consultation • a framework for one-to-one consultation Delegates will be able to: • choosing the right time • identify the difference between individual and collective • how to encourage line manager commitment consultation and when they apply • dealing with individual challenges • plan the process for organisational change within the • skills for successful consultation legal framework • the ‘feel good factor’ – how to effectively conclude • prepare for and handle the collective consultation process one-to-one consultation. • coach management colleagues in effective consultation • apply a step-by-step approach to individual consultation. The maximum number of delegates on this course is limited to 12.

We deliver in-house training courses for: • management teams preparing for consultation exercises • elected representatives or staff forum members to explain their responsibilities and/or help them to be more effective in their role.

‘Informative and enjoyable session.’ Code Location Date British Airways CS12 Birmingham 06 December 2007 ‘The course was excellent – very informative. The trainer has CS12 Manchester 11 March 2008 extensive knowledge and was able to answer all queries.’ CS12 Cardiff 04 June 2008 Companies House

To book 0845 497 1302 0845 497 1928 [email protected] www.eversheds.com/training

Training from Eversheds September 2007 – July 2008 17 Employment law and HR courses

Data protection: the common sense approach

6 CPD One-day course Fee Time £449 +VAT 09:30 – 16:30 This course provides an overview of the Data Protection Act and the employment Code of Practice as it relates to Programme employment data. Although the Code is long – it is straight- forward and common sense should get you through! DP is a notoriously ‘dry’ topic; this practical course mirrors the Code Overview of the Data Protection Act and focuses on tips and guidance about drafting policies and • employee rights procedures, monitoring, responding to employee requests for • employer’s duties access to their data and communicating data protection • penalties and risks. issues within the workplace. The Code of Practice Who should attend? • the role and relevance of the Code • good management of employee data All those who have employment data protection responsibilities, including HR professionals, risk managers • responding to disclosure requests. and quality managers. Recruitment and data protection • application forms and interview notes Delegates will be able to: • medical and other testing • identify key requirements of the DPA and the employment • vetting Code of Practice • retention of records • develop a document retention checklist • references. • respond to disclosure requests During employment • explain when employers can monitor staff lawfully • personnel files • prepare a data protection audit • equal opportunities monitoring • sickness and medical records • develop a data protection policy. • disciplinary records The maximum number of delegates on this course • alcohol and drug testing is limited to 15. • management planning and appraisals. Also see data protection e-training on page 53. Monitoring and surveillance • the right to privacy including and RIPA legislation • e-mail and internet monitoring • CCTV and telephone surveillance. Data protection policies • workplace risk audits.

‘Very good! Trainer was very knowledgeable and has great Code Location Date presentation style.’ DP12 London 13 November 2007 The Economist Group DP12 Cardiff 06 February 2008 DP12 Leeds 13 May 2008 DP12 London 09 July 2008

To book 0845 497 1302 0845 497 1928 [email protected] www.eversheds.com/training

18 Training from Eversheds September 2007 – July 2008 accommodation£795 and conferenceincluding dinner +VAT

09-10 July 2008 Henley Management College, Oxfordshire Evidence-based HR Summer School

People are one of an organisation’s highest costs and their greatest Last years speakers included: asset. Modern HR professionals are in no doubt that human Professor Graeme Martin University of Glasgow resource management is a key determinant of organisational success Richard Phelps but demonstrating its strategic value to innovation and excellent PriceWaterhouseCoopers service is not always straightforward. Professor Gary Davies The University of Manchester This summer school brings together some of the most current Business School Professor Carole Tansley practical research evidence about the strategic contribution of HR. Nottingham Trent University Combined with the perspective of a human capital expert and an Professor David Lepak employment lawyer, these sessions will test, challenge and develop Rutgers some of your people management practices. Just as importantly, Martin Reddington it will give you new ideas and hard data which you can take away Roffey Park Institute Peter Reilly and apply to your organisation. Institute for Employment Studies David Smith For details of the 2008 Summer School, e-mail [email protected] Virgin Atlantic Professor Chris Brewster Henley Management College Naeema Choudry Eversheds

Training from Eversheds September 2007 – July 2008 19 Employment law and HR courses

Discipline, dismissals and grievances – the law

6 CPD One-day course Fee Time £449 +VAT 09:30 – 16:30 Employers must have policies and procedures so that employees are aware of the standards expected of them and Programme what they should expect from their employer. But policies are only as good as the people who implement them and it is essential that managers are trained to apply the procedures Discipline fairly and lawfully. This course explains the legal context for • diagnosing disciplinary issues discipline, dismissal and grievance issues and how to handle • avoiding unfair dismissal typical situations. We also identify the consequences if things • disciplinary and dismissal procedures go wrong. • the ACAS Code of Practice • deciding upon the penalty This course empowers delegates to deal with discipline and grievance issues confidently. • when to dismiss • handling an appeal Who should attend? • the right to be accompanied • step-by-step guide to handling disciplinary issues. HR professionals responsible for discipline and grievance issues. This course is also useful for line managers seeking Grievance straightforward, practical guidance on handling these issues. • what is a grievance? • grievance procedures Delegates will be able to: • risks of non-compliance • explain the law relating to discipline and grievance issues • the ACAS Code of Practice • assess when to use informal or formal action • interface with other issues eg discrimination • responding to a grievance • explain the importance of following a fair procedure including full investigation • step-by-step guide to handling grievance issues. • apply the appropriate steps to manage discipline and grievance issues lawfully • identify the risks when things go wrong. The maximum number of delegates on this course is limited to 15.

Special discount Delegates who book a place on this course and the complementary ‘in practice’ course on page 21 will receive a 25% discount off both courses.

Either course can be tailored to provide an in-house training programme.

‘Very good. Excellent mix of theory and practical exercises. Code Location Date Clear data, well presented.’ MD12 London 11 October 2007 Cereal Partners MD12 Cardiff 12 December 2007 MD12 Leeds 13 February 2008 MD12 Manchester 10 April 2008 MD12 Birmingham 25 June 2008

To book 0845 497 1302 0845 497 1928 [email protected] www.eversheds.com/training

20 Training from Eversheds September 2007 – July 2008 Employment law and HR courses

Discipline dismissal and appeal hearings – in practice

6 CPD One-day course Fee Time £449 +VAT 09:30 – 16:30 Disciplinary matters are rarely straightforward. However well prepared, the right and reasonable outcome to Programme proceedings depends on the manager having the skills to manage the hearing effectively, handle difficulties as they Legal context: overview arise, and apply good practice at all stages. • the concept of ‘reasonableness’ This course focuses on the hearing and the face-to-face • fairness in practice. interactions involved. Delegates should become more Importance of investigation self-sufficient and less reliant on an HR ‘script’ as a prop. HR practitioners may also use the course to develop their • purpose, scope and outcomes ability to advise and coach managers. • evidence • assessing and evaluating the findings of investigations. Who should attend? Step-by-step guide to conducting hearings Managers with responsibility for carrying out disciplinary, • preparing dismissal and appeal hearings, and HR professionals who • practical steps coach and guide managers through the often difficult and • structure and approach complex situations which arise. • best practice requirements • minutes, records and correspondence. Delegates will be able to: Key skills and approaches • approach hearings with new confidence • questioning techniques • identify the stages of a fair and reasonable procedure, • non verbal behaviours including a full investigation • ‘summing up’ • prepare for interviews and hearings applying • applying a systematic approach to validating a step-by-step approach and evaluating. • apply effective practices and skills when conducting Dealing with difficult situations disciplinary hearings and appeals • conflicting accounts • anticipate and deal with difficult issues which arise • counter claims and side issues during proceedings. • the companion’s role – friend or foe? This course does not cover grievances. • maintaining control of proceedings at each stage • absentees. The maximum number of delegates on this course is limited to 15. Decision making and implementing sanctions • conducting appeals.

‘Very clear, good presentation style, knowledgeable.’ Code Location Date Terex DD12 London 14 November 2007 ‘Really well delivered.’ DD12 Cardiff 30 January 2008 CPP Group plc DD12 Leeds 20 March 2008 DD12 Manchester 29 May 2008 DD12 Birmingham 09 July 2008

To book 0845 497 1302 0845 497 1928 [email protected] www.eversheds.com/training

Training from Eversheds September 2007 – July 2008 21 Employment law and HR courses

Discrimination: law and practice

6 CPD One-day course Fee Time £449 +VAT 09:30 – 16:30 HR professionals are expected to manage discrimination issues at work... but multi-cultural challenges in the Programme workplace combined with complex legal rules make discrimination a difficult area for HR professionals to feel confident about. Age discrimination legislation and the Basic principles of the law Equality Act 2006 make the issues even more complicated. • direct, indirect, harassment and victimisation • the equality strands – age, race, sex, disability, Co-delivered by a legal and HR trainer, this course helps HR equal pay, sexual orientation, religion or belief, professionals to combat day-to-day discrimination issues by gender reassignment highlighting good practice and identifying the main risk areas. • employer liability • the cost of getting it wrong Who should attend? • discrimination questionnaires HR practitioners needing a practical understanding • the reasonable steps defence. of discrimination issues in the workplace. Harassment and bullying Delegates will be able to: • as forms of discrimination • describe the basic principles of the age, sex, race, disability, • dealing with complaints. sexual orientation and religious discrimination Discrimination in practice • identify an organisation’s discrimination risks and liabilities • recognising typical discrimination risks • initiate preventative measures using good practice guidelines • the role of monitoring and equality policies • building the reasonable steps defence. • build the reasonable steps defence • anticipate and deal with harassment and bullying complaints Managing the issues • day-to-day discrimination issues – from recruitment • manage discrimination complaints in the context of to post-employment grievance procedures. • dealing with employees who breach your The maximum number of delegates on this course equality policies is limited to 15. • the impact of grievance procedures. Also see respect@work and age@work e-training on page 53.

In-house training We often deliver courses on this issue for line managers and supervisors either, as part of an essential employment law course or, focused narrowly on appropriate behaviour at work.

‘Very good. Works well with legal and practical mix. Obviously Code Location Date good level of experience.’ EW12 London 27 September 2007 Crown Prosecution Service EW12 Manchester 15 November 2007 ‘The ability demonstrated by both trainers to change direction EW12 Birmingham 06 February 2008 to answer questions demonstrated depth of knowledge in EW12 London 08 May 2008 subject matter.’ Fujitsu Siemens

To book 0845 497 1302 0845 497 1928 [email protected] www.eversheds.com/training

22 Training from Eversheds September 2007 – July 2008 Two hour £50workshop

+VAT London 12 September 2007 Manchester 18 September 2007 Newcastle 25 September 2007 Birmingham 27 September 2007 London 04 October 2007 Leeds 12 October 2007 Cambridge 17 October 2007 Cardiff 30 October 2007 (workshops will also be scheduled in Spring 2008) Equal pay workshops Closing the gap

Women still only earn 82p for every pound a man earns and this gender pay gap is far wider for part-time working women*.

Equal pay is back on the corporate agenda. Public sector procurement processes increasingly require businesses to demonstrate their equality credentials. Last year, equal pay tribunal claims more than doubled. The Equalities Review has flagged equal pay as a cause of persistent disadvantage in Britain and the long awaited green paper into reforming equal pay and discrimination law is about to be published. Employers who are really committed to diversity will also be committed to equal pay. They will know that equal pay reviews are the most appropriate method of ensuring that pay systems deliver equal pay free from sex bias. These workshops are intended to help you stay current and share good practice and concerns.

For more information, contact Nicola Pugh on 0845 497 1302 or [email protected]

*Source: ONS

Training from Eversheds September 2007 – July 2008 23 Employment law and HR courses

Drafting and changing employment contracts

6 CPD One-day course NEW COURSE Fee Time What must be included in a of employment? £449 +VAT 09:30 – 16:30 What are the potential repercussions of attempting to change contract terms? Programme The contract is the cornerstone of an employment relationship. Not only does it set the tone of how that The contract relationship will be conducted, but a clear expression of mutual obligations is essential when termination is • how it is created contemplated. Contracts must keep pace with changing • where to find contractual terms business or organisational needs. Since effective contractual • written particulars change is never merely a legal issue, this course also focuses • significance of particular terms such as PILON or on the practical considerations and soft skills required. garden leave.

Who should attend? Changing terms • agreeing change HR professionals responsible for employment law issues, needing a practical understanding of how contracts are • imposing change formed and changed. This course is suitable for in-house • dismissal and re-engagement. lawyers without previous employment law experience. Collective consultation • the duty to consult Delegates will be able to: • when the duty arises • explain how a contract is formed from a legal perspective • how it works in practice • identify contractual and non-contractual terms • practical considerations. • assess whether particular terms are necessary for The practical HR role organisational purposes • assessing business needs • select and apply the appropriate process to achieve • planning the strategy contractual change • communicating the change • manage the practical HR perspective including • persuading the employee collective consultation. • tactics and practical tips The maximum number of delegates on this course • timeframes. is limited to 15.

‘It simply makes me realise how exposed we are and the need for Code Location Date HR to give a stronger lead to line managers.’ DC12 London 27 November 2007 Forestry Commission DC12 Birmingham 31 January 2008 ‘Learnt a lot and happy to ask questions – it felt very ‘fluid’. DC12 London 05 March 2008 It was great being in a small group.’ DC12 Cardiff 21 May 2008 Camden Social Security DC12 London 03 July 2008

To book 0845 497 1302 0845 497 1928 [email protected] www.eversheds.com/training

24 Training from Eversheds September 2007 – July 2008 Employment law and HR courses

Essential employment law for HR professionals

12 CPD Two-day course Fee Time £799 +VAT 09:30 – 16:30 HR professionals and managers need to understand the legal framework that underpins the employment relationship. Programme This practical two-day course follows the employment Beginning employment lifecycle from entry to exit and focuses on the core areas of law and practice. Illustrations of employers good practice will • the law relating to recruitment be used to explain common employment law issues. • avoiding discrimination claims • immigration considerations Who should attend? • the contract of employment • who is an ‘employee’? This course is aimed at HR professionals. The course will also • written particulars be relevant to line managers and directors of SMEs who need • references. to fully understand their people management responsibilities and the risks. During employment – overview of employee rights Delegates will be able to: • discrimination • identify key employment rights and responsibilities which • family-friendly issues impact on the workplace • pay issues • data protection • gain confidence about tackling people issues • working time • provide basic advice on resolving everyday issues fairly • equal pay. and lawfully Managing people in practice • explain the importance of following procedures and • absence keeping accurate records • stress • use step-by-step procedures to tackle common workplace • performance issues within the law. • discipline The maximum number of delegates on this course • grievances is limited to 15. • step-by-step guidance to managing these five issues in practice This course is non-residential. • the importance of a fair procedure. Ending employment • types of dismissal • unfair dismissal • achieving a fair dismissal • an introduction to redundancy and TUPE • an introduction to employment tribunals including common claims and time limits.

‘If ‘ever’ there is a need for an organisation to ‘shed’ some good Code Location Date clarity over the complex HR lifecycle then Eversheds certainly fit EE12 Leeds 08-09 November 2007 the bill. Excellent!’ EE12 London 04-05 December 2007 B Global Metering Ltd EE12 Cardiff 12-13 February 2008 EE12 Birmingham 04-05 March 2008 EE12 London 08-09 April 2008 EE12 Manchester 10-11 June 2008

To book 0845 497 1302 0845 497 1928 [email protected] www.eversheds.com/training

Training from Eversheds September 2007 – July 2008 25 Employment law and HR courses

Essential employment law for line managers

6 CPD One-day course Fee Time £449 +VAT 09:30 – 16:30 Most organisations recruit or promote managers because of their success in a business function. People management skills Programme tend to be taken for granted and HR responsibilities are seldom explained. Overview • what is an employment tribunal, its powers Managers must understand their obligations to their and expectations colleagues and to their employer. They must be aware • the role of HR and managers of the risks of unprofessional or unfair behaviour in the • the employment contract and the employee’s rights. workplace and the importance of following proper procedures. Managers should understand the costs of getting Discrimination employment law issues wrong, of absence and attrition rates • main types of discrimination and the impact this has on the ‘bottom line’. To build • risks and costs of getting it wrong confidence and aid learning in the workplace, this course • acting to prevent discrimination uses checklists and toolkits which delegates can take away • harassment issues. and use. Dismissal • types of dismissal Who should attend? • tribunal awards. Those new to management, or who have never been trained, Discipline or who need to refresh their knowledge of employment law. • the role of the disciplinary procedure The course is practical and non-technical and will also be • step-by-step guide to handling disciplinary issues relevant to HR professionals seeking a reminder of the key • achieving fair conduct dismissals. areas of risk. Poor performance Delegates will be able to: • exploring the causes • identify key employment law issues in the workplace • step-by-step guide to handling performance issues • fair performance dismissals. • explain why policies and procedures are important and what employment tribunals expect of employers Grievance • identifying a grievance • be more aware of employee’s rights throughout and after • grievance hearings. the end of the employment relationship • explain the importance of early and proactive action in Absence people management issues • handling long and short term absence issues • dealing with doubtful sickness. • recognise the part they play in controlling absence • deal more confidently with difficult situations – including recognising potential high risk situations In-house training We run many versions of this course adapting the programme • understand the role of HR and when to seek their advice. to reflect each client’s objectives, budget and timeframes and The maximum number of delegates on this course the knowledge and experience of the audience. This course is is limited to 15. a useful way of reinforcing an organisation’s procedures.

‘Trainer was brilliant. She put everything across in a very relaxed Code Location Date manner and was very thorough on the detail.’ EM12 Cardiff 11 October 2007 Graphisign UK Ltd EM12 London 11 December 2007 EM12 Leeds 16 January 2008 EM12 Manchester 19 March 2008 EM12 London 17 April 2008 EM12 Birmingham 18 June 2008

To book 0845 497 1302 0845 497 1928 [email protected] www.eversheds.com/training

26 Training from Eversheds September 2007 – July 2008 One day seminar London Spring 2008 Long term sick Out of sight... in mind

Just six per cent of absence spells are ‘long term’ (over 20 working days) but they nevertheless account for 33% of private sector total absenteeism (51% in the public sector.)* In the case of medical operations, injuries and recognised medical conditions, the steps for return to work of the long term sick are clear. But the main causes of long term absences are backpain, other musculo- skeletal complaints, mental ill health and stress where the treatment paths are undefined. Reconciling the needs of the employee, the business and the perspectives of the medical profession fall on HR... and it is not easy.

This seminar will consider: ways to work with the medical profession to return the long term sick to work; measures to reduce long term sickness in the workplace; and financial calculations which justify a prevention strategy.

*IOD Wellbeing at Work 2006

For more information, contact Nicola Pugh on 0845 497 1302 or [email protected]

Training from Eversheds September 2007 – July 2008 27 Employment law and HR courses

Handling difficult situations

6 CPD One-day course Fee Time £449 +VAT 09:30 – 16:30 ‘To err is human…’ but in the workplace, HR professionals are left to handle their colleagues idiosyncrasies and Programme personality traits.

Dealing with emotions and sensitive situations, whilst being Difficult situations considerate to all and fair, is highly challenging. We all • identifying the issues recognise difficult situations but we may sometimes struggle • factors inside and outside work to find the correct option to manage issues when they arise. • negative consequences – predicting the unpredictable. Led by very experienced HR consultants this course prepares the delegate to effectively respond to, and deal with, Being pro-active and stopping potentially damaging, embarrassing and risky people situations developing issues that will land at their door sooner or later. • early diagnosis and intervention The course is based on scenarios including discrimination, • the role of the line manager. pornography, e-mail and internet abuse, harassment, stress, Facing the individual and their issues bereavement, affairs, problems arising from poor management, personal problems and addictions. • objectivity – avoiding assumptions • exploring and understanding the issues Who should attend? • effective feedback – positive and negative • avoiding the ripple effect. HR and line managers who deal with people issues day-to-day. Responding to difficult situations – Delegates will be able to: a step-by-step approach • recognise the potential negative consequences of a range • applying a tested approach to the unexpected of difficult people issues • managing investigations into complaints • act to avert these consequences and allegations • addressing sensitive issues at each stage • take control of unexpected difficult situations at an • dealing with confidentiality early stage • avoiding legal tripwires along the way. • apply a step-by-step process to manage such situations Dealing with repercussions and • balance empathy and tact with organisational realities wider implications to secure the right outcome. The maximum number of delegates on this course is limited to 12.

In-house training This course can be tailored to focus on the real life situations faced by management teams and delivered in-house.

‘Very good subject knowledge, made an involved subject an Code Location Date enjoyable experience.’ HD12 Birmingham 06 November 2007 Royal Mail HD12 London 22 January 2008 ‘An excellent course covering all my requirements.’ HD12 Cardiff 02 April 2008 BASF HD12 Leeds 05 June 2008

To book 0845 497 1302 0845 497 1928 [email protected] www.eversheds.com/training

28 Training from Eversheds September 2007 – July 2008 Employment law and HR courses

Harassment and bullying: law and practice

6 CPD One-day course Fee Time £449 +VAT 09:30 – 16:30 It is common ground that behaviour which erodes dignity and undermines self-respect is unacceptable in the workplace Programme and may be illegal... and yet it still happens. • So what do you do when your most efficient and successful Harassment and the law manager is accused of harassing staff? • what is harassment? • Is your organisation accepting an intimidating and • types of harassment and less obvious examples inappropriate management style – or trying to manage • who is liable? performance legitimately? • legal claims • What do you do when some members of your team are • reasonable steps defence. offended by behaviour that others think is just ‘harmless banter’ and makes work ‘fun’? Bullying • Can you tell the difference between what is firm but fair • what is bullying? management and bullying? • types of bullying and less obvious examples • what gives rise to bullying complaints? There cannot be an HR professional in any organisation who • legal claims. can say with confidence that harassment and bullying is not, and could not be, an issue in their workplace? Employers Step-by-step guide to handling complaints have a duty to investigate claims of harassment – but it is not • informal action just about the law. Managing harassment and bullying and tackling it early can improve morale and contribute to the • formal action, including investigations success of an organisation. • when to discipline and dismiss • unfair dismissal. Who should attend? All HR professionals and line managers. Developing bullying and harassment policy and practice Delegates will be able to: • what should be included • identify what is and what is not harassment and bullying • hearts and minds or prescription? • explain the employment tribunal’s expectations of • making it work. employers and their policies • apply a best practice approach to managing harassment and bullying issues • ensure policies and practice to manage harassment and bullying are effective. In-house training The maximum number of delegates on this course We often deliver courses on this issue for line managers is limited to 15. and supervisors either, as part of an essential employment Also see ‘respect@work’ e-training on page 53. law course or, focused narrowly on appropriate behaviour at work.

‘Able to provide situations/examples of the situation they were Code Location Date describing, allowing me to understand the points clearly.’ PH12 London 20 September 2007 AXA Sun Life PH12 Manchester 29 November 2007 ‘Course met my objectives and provided me with necessary PH12 London 20 February 2008 changes in an informative and interesting manner.’ PH12 Birmingham 07 May 2008 United Co-operatives

To book 0845 497 1302 0845 497 1928 [email protected] www.eversheds.com/training

Training from Eversheds September 2007 – July 2008 29 Training from Eversheds Working within the law

To register your interest in receiving details of our seminars, briefings and other courses – please e-mail your contact information to [email protected]

If you have suggestions about topics that you would like to see covered, or if you are an organisation interested in developing good practice, through forums, please contact us.

www.eversheds.com/training

30 Training from Eversheds September 2007 – July 2008 Employment law and HR courses

Immigration issues from an international workforce

6 CPD One-day course Fee Time £449 +VAT 09:30 – 16:30 It is increasingly common for employers to recruit non-UK employees or to require their employees to work abroad. Programme Most employers in this age of international labour mobility require knowledge of the immigration system in the UK. UK immigration structure – the present To achieve the aims of the organisation and recruit the best candidates, HR will need to understand the legal restrictions Permit free employment on the employment of non-UK nationals and ensure they are • students observed. This course focuses on immigration solutions for • working holiday makers employers providing practical guidance on recruitment, • EEA nationals. transfers and the prevention of illegal working. Permit employment Who should attend? • work permit HR practitioners and managers responsible for recruitment • training and work experience permits and resourcing strategy. This course is ideal for those seeking • highly skilled migrant programme. options in the area of international mobility and the practical knowledge to protect their organisation in this increasingly Visitors tricky area. • restrictions on activities • risk management. Delegates will be able to: Prevention of illegal working • assess the options open to an employer in terms of • legal requirements recruitment of new non-UK employees and transfer from sister companies overseas • HR issues – conditional offers and race discrimination claims • prepare and submit applications for work permits and • enforcement. training and work experience permits • advise the business of permitted activities without pre- UK immigration structure – the future approved work permission • managed migration and the five year strategy • identify visa stamps and understand their significance • implications for UK employers. • know how to deal with non-UK applicants without exposing the business to allegations of race discrimination • be able to fully protect the employer from the criminal offence of employing individuals without the legal right to work in the UK. The maximum number of delegates on this course is limited to 15.

‘They explained the topics brilliantly and made the difficult/tricky Code Location Date areas easier to understand.’ IW12 Cardiff 12 September 2007 Cisco Systems Inc IW12 London 29 November 2007 ‘Very useful session. Provided clarity and promoted understanding.’ IW12 Manchester 05 February 2008 Credit Suisse IW12 Birmingham 12 March 2008 IW12 London 04 June 2008

To book 0845 497 1302 0845 497 1928 [email protected] www.eversheds.com/training

Training from Eversheds September 2007 – July 2008 31 Employment law and HR courses

Cross-border employment law issues: public and in-house training

We use the experience we gain from delivering our public ‘Relaxed and easy to follow. European and cross-border employment law courses to help It was absorbing and gave us a clients with their in-house training requirements. good understanding of German employment law versus UK Using trainers who currently advise international clients employment law. A great day!’ we have delivered a range of in-house training courses. Easyjet (Spring 2007) These include:

• training board directors, senior HR and operational For further information, contact: managers of a rail company which was seeking to expand Nicola Pugh into Europe about the employment law issues they would Tel from UK: 0845 497 1302 encounter and in particular labour relations barriers International: +44 845 497 1302 [email protected] • three separate one-day courses on German, Spanish and Italian employment law for the HR team of an airline, who or Nicholas Edwards Tel from UK: 0845 497 4697 oversee HR issues from a central service centre International: +44 845 497 4697 • participating in strategic HR team days for a technology [email protected] business and an investment bank. We drew comparisons and contrasts in the law and culture of different to enable HR operating in different countries to better understand each others barriers and opportunities.

Our team includes Sergio Barozzi Partner, Edzard Clifton-Dey Cindy Lauwers HR consultant, Piergrossi Bianchini Eversheds Rechtsanwalt & Solicitor, Eversheds Brussels Sergio’s recent experience includes: Edzard is a German and UK qualified Before joining Eversheds Cindy the shutting down of a plant in employment lawyer. Edzard worked worked as an employment Umbria involving more than 100 for the German-British Chamber of consultant for a big accounting firm. employees for a multinational Industry & Commerce working on A qualified employment lawyer with company; the dismissal of two top a variety of German/English and eight years HR experience Cindy’s executives which involved three European employment law issues. work has focused on project different jurisdictions; a proceedings Edzard works in a cross-border managing and co-ordinating national involving more than 150 employees environment advising UK and US and cross border transactions and claiming unfair dismissal; a transfer clients on German law and clients harmonising employment conditions. of business challenged by 135 from German speaking countries on Cindy practices in English, French transferred employees. He writes for in all matters relating and Dutch. the HR Manager’s Journal (Direzione to employment. del Personale). He is regarded by Stephanie Stein Partner, Eversheds Chambers Global 2006 as a leading Constanze Hewson Rechtsanwältin Frere Cholmeley individual and as ‘very able all round’. & Solicitor, Partner, Eversheds Stephanie helps employers with Constanze is a dual qualified collective employment relations Valérie Blandeau Senior Associate, German and English employment (TUPE, collective negotiations and Eversheds Frere Cholmeley lawyer. She advises on HR aspects agreements, relationships with Valerie speaks fluent English and of Europe-wide projects, recently employee representatives, strategy regularly writes for the legal press advising a major UK manufacturer and management of redundancies on topics including the costs and on a 30% reduction in their German and restructuring), and consequences of the 35-hour subsidiary’s workforce when compensation (stock option plans, working week. She also participates relocating production to the Czech ESPP, and profit sharing schemes). in conferences and designs training Republic. She also co-ordinated She also has extensive experience for clients. She is used to providing redundancies in a business with sites of the legislation surrounding part- detailed numerical data to her in the UK, France and Italy at the time work and the 35-hour week clients as regards cost and budget time of that business being bought in France. spreadsheets relating to issues such and integrated into a US as variable remuneration, social corporation’s European operations. charges, mass redundancies and Her dual qualification gives severance packages. her a rare insight into multi- jurisdictional HR issues.

For details of our public employment law courses delivered in our European offices please contact [email protected]

32 Training from Eversheds September 2007 – July 2008 Employment law and HR courses

Introduction to Belgian employment law

6 CPD One-day course Fee Time £449 +VAT 09:30 – 16:30 An employer found guilty of discrimination can face a sentence of up to one year in prison. There is no concept of redundancy Programme in Belgium and no concept of unfair dismissal either.

Led by a senior Belgian employment lawyer, who has also Background worked as an HR professional and who is an experienced trainer, • sources of employment law this course will give you an understanding of the implications • similarities and key differences. of employing people in this key European . Getting started Who should attend? • recruitment issues, the dos and don’ts of interviewing This course is relevant to international HR managers and and understanding references directors in the UK who have responsibility for employees in • key terms in contracts of employment Belgium. It will also be useful to managers and directors who • typical benefits anticipate entering the Belgian market and who need to be • secondment to Belgium. aware of their responsibilities to their people. Belgian social framework This course will provide: • the role of the unions • importance of National Labour Council • practical guidance on employment issues in Belgium • the role of Joint Committees at sector of industry level • overview of key employment issues from recruitment • the importance of collective bargaining agreements. to termination Day-to-day employee management • introduction to dealing with the unions • equal treatment • insight into Belgian Social Framework • dealing with absence and performance • cultural awareness issues in business will be addressed • discipline and grievance. throughout this course. Employee representation The maximum number of delegates on this course • formation of the works council, committee for safety is limited to 15. and prevention and union delegation • employee representative rights • dealing with employee representatives. Termination of employment • general dismissal protection • special dismissal protection • claims and the employment court • termination by agreement • collective dismissal and company closures.

‘Questions well answered.’ Code Location Date Linde Heavy Truck Division LTD IB12 London 24 October 2007 ‘Course flowed well, the course was clear and easy IB12 London 27 February 2008 to understand.’ IB12 London 17 June 2008 Bain & Co

To book 0845 497 1302 0845 497 1928 [email protected] www.eversheds.com/training

Training from Eversheds September 2007 – July 2008 33 Employment law and HR courses

Introduction to French employment law

6 CPD One-day course Fee Time £449 +VAT 09:30 – 16:30 Based on the Napoleonic code and amended by ever since, French employment law is markedly different Programme from the UK.

Led by a French employment lawyer with an extensive Background experience with international and in particular UK clients, this • sources of employment law course will give you an insight into the challenges presented • cultural and economic environment by French employment law. The course will help you find the • similarities and key differences. flexibility in legislation that appears complex and rigid. Getting started Who should attend? • recruitment issues • contracts of employment and staff handbooks This course is relevant to international HR managers and • typical benefits. directors in the UK who have responsibility for employees in France. It will also be useful to managers and directors who Day-to-day employee management anticipate entering the French market and who need to be • working time regulations aware of their responsibilities to their people. • equal treatment • dealing with absence, discipline and poor performance This course will provide: • health and safety • practical guidance on main issues of employment in France • stress. • overview of key employment issues from recruitment Termination of employment to termination • dismissal on personal grounds • introduction to dealing with the works council • fair reasons • insight into cultural differences between France and the UK • procedure • dismissal on economic grounds • cultural awareness issues in business will be addressed • pre-termination obligations (redeployment, adaptation) throughout this course. • procedures The maximum number of delegates on this course • failure to comply is limited to 15. • claims and the employment court • termination by agreement. Working with employee representatives • ‘staff delegates’ or works council members or reps or all three! • rights and power • how to conduct meetings. The impact of cultural differences • how culture impacts on business relations • key French characteristics in business ‘Effective trainers. Good fun, lighthearted approach.’ • meetings and decision-making in France. Rio Tinto plc

‘Thorough and informative introduction.’ Code Location Date New Era Cap Company IF12 London 31 October 2007 ‘It was clear they had thorough knowledge of the subject.’ IF12 London 29 January 2008 Caudwell Distribution Group IF12 London 20 May 2008

To book 0845 497 1302 0845 497 1928 [email protected] www.eversheds.com/training

34 Training from Eversheds September 2007 – July 2008 This course 25 delegatesis limited to London 17 October 2007 London 10 April 2008

Workforce restructuring in Europe Anticipating the HR issues in cross border reorganisations

Are you the person tasked with ensuring the smooth implementation of workforce reorganisations and restructurings in Europe? If so, you will understand the challenges this responsibility entails and the difficulty in accessing requisite information.

This one-day course will provide you with the key knowledge and skills that are needed to successfully project manage multi-jurisdictional workforce restructuring projects in Europe. Based on a case study, experts will explain how to get the information you require at an early stage, the questions to ask of stakeholders and how to identify steps for your project plan, anticipate potential problems and reduce risk.

For more information, contact Nicola Pugh on 0845 497 1302 or [email protected]

Case study Fit-for-purpose resources which work across borders

Training from Eversheds September 2007 – July 2008 35 Employment law and HR courses

Introduction to German employment law

6 CPD One-day course Fee Time £449 +VAT 09:30 – 16:30 Germany is a major trading partner for many countries throughout the world, not to mention the most important Programme single market in the European Union.

Almost everyone wants to be active in this market, and for Background the most part, almost everyone already is. Led by a German • sources of employment law – plus similarities and National who is a qualified employment lawyer in both key differences England and Germany this course will give you an • cultural differences in inter-personal relations understanding of the implications of employing people • German corporate structure and its impact in this key European jurisdiction. • key players: trade unions, works councils and employers associations. Who should attend? This course is relevant to international HR managers and Getting started directors in the UK who have responsibility for employees in • recruitment issues, the dos and don’ts of interviewing Germany. It will also be useful to managers and directors who and understanding references anticipate entering the German market and who need to be • key terms in contracts of employment aware of their responsibilities to their people. • typical benefits.

This course will provide: Day-to-day employee management • equal treatment and discrimination • practical guidance on employment issues in Germany • dealing with absence and performance • overview of key employment issues from recruitment • discipline and grievance. to termination Working with the works council • introduction to dealing with the works council • formation of a works council • cultural awareness issues in business will be addressed • works council rights throughout this course. • dealing with the works council. The maximum number of delegates on this course is limited to 15. Termination of employment • general dismissal protection • special dismissal protection • claims and the Employment court • termination by agreement.

‘The ability demonstrated by both trainers to change direction Code Location Date to answer questions demonstrated depth of knowledge in the IG12 London 27 November 2007 subject matter.’ IG12 London 11 March 2008 Fujitsu Siemens IG12 London 26 June 2008 ‘Edzard’s ability to relate the material to the specific questions and concerns of the group made it a very interesting and excellent session.’ IMI Norgren Ltd

To book 0845 497 1302 0845 497 1928 [email protected] www.eversheds.com/training

36 Training from Eversheds September 2007 – July 2008 Employment law and HR courses

Introduction to Italian employment law

6 CPD One-day course Fee Time £449 +VAT 09:30 – 16:30 Italy is the European country which probably has the most complex employment law on the continent. Programme Did you know that in Italy: there are more than 400 national collective agreements in force; four different categories of Background employees, all subject to specific (and different) rules and • sources of employment law – plus similarities and regulations; and that unfair dismissal claims can, and do, key differences result in compulsory reinstatement and awards of more than • cultural differences in inter-personal relations 40 months of salary? • Italian corporate structure and its impact Successful HR management in Italy requires knowledge of • key players: trade unions, works councils and Italian law and working culture. Led by two Italian qualified employers associations. employment lawyers this course provides you with an Getting started overview of the implications of employing people in this key European jurisdiction and arm you with awareness of likely • recruitment issues, the dos and don’ts of interviewing pitfalls so that you are not caught out! and understanding references • key terms in contracts of employment Who should attend? • typical benefits • secondment to Italy. This course is relevant to international HR managers and directors in the UK who have responsibility for employees Day-to-day employee management in Italy. It will also be useful to managers and directors who • equal treatment anticipate entering the Italian market and who need to be • dealing with absence and performance aware of their responsibilities to their people. • discipline and grievance. This course will provide: Working with the works council • practical guidance on employment issues in Italy • formation of a works council • overview of key employment issues from recruitment • works council rights to termination • dealing with the works council. • introduction to dealing with the works council Termination of employment • insight into cultural differences between Italy and the UK • general dismissal protection • special dismissal protection • cultural awareness issues in business will be addressed throughout this course. • claims and the employment court • termination by agreement. The maximum number of delegates on this course is limited to 15.

‘Great to have local, ie Italian, lawyers presenting this subject. Code Location Date Good discussion – excellent explanation of legal points and their II12 London 09 October 2007 application in the workplace.’ II12 London 13 February 2008 Qualcomm II12 London 16 July 2008

To book 0845 497 1302 0845 497 1928 [email protected] www.eversheds.com/training

Training from Eversheds September 2007 – July 2008 37 Employment law and HR courses

Introduction to Spanish employment law

6 CPD One-day course Fee Time £449 +VAT 09:30 – 16:30 Spanish and UK labour systems differ greatly. Spanish employment law is mainly based on the Regulations contained Programme in the Collective Bargaining Agreement in force in the market sector. Sometimes a specific CBA can be negotiated for one company with the trade unions and employee’s representatives. Background • sources of employment law Spanish and labour tend to be very • similarities and key differences favourably disposed to the employees. It is, for example, very • the impact of cultural differences. hard and expensive to dismiss employees in Spain. Employers must therefore take particular care in their hiring decisions Getting started and their dealings with employees. • recruitment issues • contracts of employment and collective bargaining Led by two Spanish qualified employment lawyers, this agreements course will help you understand a rigid framework of • typical benefits facing employers and be aware of the consequences you may encounter. • modifications of the job conditions • basic pay and deductions. Who should attend? Day-to-day employee management This course is relevant to international HR managers and • equal treatment directors in the UK who have responsibility for employees in • dealing with absence, and poor performance Spain. It will also be useful to managers and directors who • disciplinary procedure anticipate entering the Spanish market and who need to be • health and safety aware of their responsibilities to their people. • sick leave, maternity leave and parental rights.

This course will provide: Termination of employment • practical guidance on main issues of employment in Spain • dismissal on personal grounds • fair reasons • overview of key employment issues from recruitment • unfair dismissal to termination • procedure • introduction to dealing with the works council • dismissal on economic grounds • insight into cultural differences between Spain and the UK • pre-termination obligations (collective dismissal) • procedures • cultural awareness issues in business will be addressed • failure to comply throughout this course. • claims and the employment court The maximum number of delegates on this course • termination by agreement. is limited to 15. Working with employee representatives • ‘staff delegates’ or works council members or trade union reps or all three! • rights and power • how to conduct meetings.

‘Whole course was very good to give basic understanding Code Location Date of Spanish law.’ IS12 London 07 November 2007 Kelton Ltd IS12 London 15 April 2008

To book 0845 497 1302 0845 497 1928 [email protected] www.eversheds.com/training

38 Training from Eversheds September 2007 – July 2008 Employment law and HR courses

Managing employee investigations

6 CPD One-day course Fee Time £449 +VAT 09:30 – 16:30 Employment tribunals increasingly expect employers to show that they have undertaken a fair and thorough investigation Programme of complaints about and by employees. Best practice and law Conducting an investigation can be time consuming and complicated. However, if carried out early and correctly, an • procedural fairness investigation can contain a problem and minimise distraction • unfair dismissal away from the business. • discrimination • notification to regulatory authorities This course provides an understanding of the legal and best • harassment and bullying. practice requirements necessary to conduct an investigation Planning the investigation together with the skills and techniques required by the investigators. Delegates will have the opportunity to explore • the role of the investigator a systematic approach to handling investigations, which can • setting the scope and goals of the investigation be applied to a range of situations. • reviewing documentation and files • complainant issues, and representatives. Who should attend? Conducting the interview The programme will benefit HR professionals or line managers • dealing with difficulties with responsibility for managing or conducting investigations • preparing statements into internal disciplinary, grievance and similar employee issues. • evaluating evidence. Investigation reports Delegates will be able to: • structure • develop a thorough investigation plan • confidentiality and disclosure • findings/recommendations. • decide what is sufficient evidence Taking action • deal with issues around interviews: including confidentiality, anonymity and the presence of third parties • disciplinary proceedings • informal action • prepare for and conduct investigatory interviews • follow up. • evaluate evidence objectively. Consultancy and in-house training The maximum number of delegates on this course We completely understand the need to resolve problems through a fair is limited to 15. process that keeps emotions in check. We bring professionalism and impartiality to situations which may be complex or volatile. We adapt our approach to suit your needs, policies and procedures. We provide reports at the conclusion of the investigation which include strategic observations eg policy improvements and training needs. ‘Following a recommendation from Oracle UK, we asked Eversheds to deliver ‘Managing Investigations’ training in Europe. Code Location Date We needed a practical, comprehensive, interactive training course, MI12 London 18 September 2007 tailored for our HR and Legal professionals. MI12 Leeds 12 October 2007 The training course is delivered by an experienced practitioner MI12 Cambridge 20 November 2007 who has conducted many investigations. This means that our MI12 Manchester 24 January 2008 delegates benefit from training that is well structured, relevant, MI12 London 07 February 2008 and easily put to use back in the workplace. The feedback from MI12 Cardiff 04 March 2008 delegates is consistently very good, and we have asked Eversheds MI12 Leeds 23 April 2008 to deliver further training for us.’ MI12 Birmingham 28 May 2008 EMEA Oracle MI12 Newcastle 01 July 2008

To book 0845 497 1302 0845 497 1928 [email protected] www.eversheds.com/training

Training from Eversheds September 2007 – July 2008 39 Employment law and HR courses

Negotiation skills for effective collective bargaining

6 CPD One-day course Fee Time £449 +VAT 09:30 – 16:30 For many HR professionals and line managers, negotiation is a key process in reaching decisions, progressing initiatives Programme and managing change. Lack of an effective negotiation strategy will have a negative impact on an organisation, and damage working relationships. Yet many managers lack What is negotiation? the experience needed to negotiate effectively. • alternatives to negotiation • when to negotiate. This course focuses on collective bargaining in the workplace, providing practical guidance and strategies that enable you to Negotiation with trade unions prepare and approach bargaining with confidence. The course • the nature of the collective relationship content will be useful in other negotiation situations. • implications in bargaining.

Who should attend? A model for effective bargaining Led by an HR consultant experienced in negotiation, • effective preparation, prioritising objectives and the programme is of benefit to HR professionals and line identifying principles managers involved in collective bargaining processes. It is also • informal discussion – interpreting statements of use to those developing new bargaining relationships to and signals implement effective practice from the outset. • packaging and proposals • bargaining to achieve ‘win/win’ Delegates will be able to: • reaching and recording agreement. • identify factors which influence the bargaining relationship Helpful and unhelpful behaviours • define and prioritise objectives to establish principles in bargaining Useful techniques in progressing negotiations • implement a four stage model for effective bargaining Dealing with difficult situations which arise • package the agenda and bargain to achieve ‘win/win’ • identify helpful and unhelpful behaviours Group negotiation practice • handle deadlock and difficult situations. The maximum number of delegates on this course is limited to 12.

In-house training We run negotiation training for bargaining groups to develop their approach and negotiating practice.

‘It makes you think prepare, prepare, prepare and be thorough!’ Code Location Date BAE Systems NS12 Cardiff 17 October 2007 ‘Extremely professional, knowledgeable and inclusive trainers NS12 Newcastle 11 December 2007 who bought the subject to life and combined slides,exercises and NS12 London 14 February 2008 questions to excellent effect. Both extremely clear as well as NS12 Birmingham 16 April 2008 friendly and approachable.’ NS12 Manchester 19 June 2008 Lloyds TSB

To book 0845 497 1302 0845 497 1928 [email protected] www.eversheds.com/training

40 Training from Eversheds September 2007 – July 2008 Poor performance: law and practice

6 CPD One-day course Fee Time £449 +VAT 09:30 – 16:30 Managers find it difficult to tackle poor performance. In order to do so they need skills and confidence and they must plan Programme their approach.

This course looks at a fair and lawful process to help people The legal framework to improve. It provides a step-by-step guide to tackling • the potentially fair dismissal reasons performance issues from correct early diagnosis through to • conduct and capability dismissals consideration of options if the employee’s performance remains • avoiding unfair dismissal and other claims unsatisfactory. This course does not consider in detail HR • acting reasonably and the tribunals’ approach performance management techniques (eg appraisal systems, • a fair procedure and dismissal procedures. competency frameworks). Getting the diagnosis right Who should attend? • why it is important to get it right HR professionals and line managers responsible for getting to • the difference between conduct and capability. grips with poor performance in their organisations. Tackling poor performers Delegates will be able to: • risks of mismanagement • explain the legal importance of diagnosing performance • helping employees to improve issues correctly • a practical step-by-step guide • key considerations at each stage • apply a practical step-by-step process to help employees • dos and don’ts. to improve • apply a fair performance procedure recognised by tribunals Potential outcomes • what happens if poor performance continues? • assess risks and evaluate options when performance remains unsatisfactory • inheriting a poor performer • identifying the legal and organisational risks • approach performance issues with confidence. • potential solutions The maximum number of delegates on this course • defending a performance claim at tribunal is limited to 15. • common procedural failures.

‘A truly excellent trainer – responsive and made time for Code Location Date questions (in breaks as well) – highly appreciated! Kept the MP12 Manchester 01 November 2007 interest at a high level all the way through the day. Thank you.’ MP12 Cardiff 15 January 2008 Camden Social Security MP12 London 13 March 2008 ‘Extremely professional! knowledgeable and inclusive trainers MP12 Birmingham 14 May 2008 who brought the subject to life and combined slides, exercises MP12 Leeds 02 July 2008 and questions to excellent effect. Both extremely clear as well as friendly and approachable.’ Lloyds TSB

To book 0845 497 1302 0845 497 1928 [email protected] www.eversheds.com/training

Training from Eversheds September 2007 – July 2008 41 Employment law and HR courses

Preparing for an Employment Tribunal

6 CPD One-day course Fee Time £449 +VAT 09:30 – 16:30 Tribunals are expensive because of financial penalties, the effect on employee morale, lost management time Programme and the damage to reputations. Tribunal background The first steps taken often affect the success of an • composition, jurisdiction and rules of procedure. employer’s defence. This course guides delegates through the employment tribunal procedure from the moment the Receiving a claim claim is received all the way to the hearing. It covers the • the form ET1 (claim form) basic principles, and frequently complex tribunal rules, and • identifying the issues and preparing the defence helps delegates think proactively and strategically about • the form ET3 (response form) the handling of claims. • time limits Who should attend? • obtaining further information. This course is aimed at HR professionals and in-house lawyers Before the hearing who may be handling a tribunal for the first time or are • disclosure of documents experienced but in need of a refresher. The course is also • tribunal directions relevant to line managers involved in a tribunal. • witness orders • pre-hearing reviews Delegates will be able to: • striking out claims. • explain the typical progress of a claim through the tribunal system Fight or settle? • assessing the value of the claim • apply the tribunal rules of procedure • ACAS and conciliation • assess the risks and costs associated with a claim • compromise agreements • evaluate the advantages and disadvantages of settlement • ADR and ACAS arbitration. • respond proactively to a tribunal claim • identify relevant witnesses Preparing for the hearing • witnesses • prepare for a tribunal hearing • preparing statements and documents • make an informed decision as to whether they need • the tribunal bundle and what can be excluded? legal representation. • evaluating the other party’s case The maximum number of delegates on this course • preparing questions. is limited to 15. At the hearing • what to expect and general conduct • giving evidence • cross-examination and re-examination • the decision • applying for costs • appeals.

‘Excellent course – thoroughly enjoyed and of much benefit.’ Code Location Date Crowne Plaza ET12 Birmingham 25 September 2007 ‘This was an excellent course, I would thoroughly recommend it to ET12 London 23 January 2008 all HR professionals seeking an understanding of the ET process.’ ET12 Manchester 29 April 2008 Admiral Insurance ET12 London 11 June 2008 ET12 Cardiff 17 July 2008

To book 0845 497 1302 0845 497 1928 [email protected] www.eversheds.com/training

42 Training from Eversheds September 2007 – July 2008 Employment law and HR courses

Tackling sickness absence and stress

6 CPD One-day course Fee Time £449 +VAT 09:30 – 16:30 HR professionals are under increasing pressure to demonstrate their value to the business. In this context taking steps to Programme manage sickness absence and stress can be an ‘easy win’. Identifying sickness absence This course looks at the legal issues surrounding sickness absence and stress and takes you through the practical • the difference between short and long term measures to help you tackle them effectively and lawfully. sickness absence • work-related stress We explain the importance of following fair procedures, • the cost of absence. the implications of the Disability Discrimination Act (DDA). Short term absence Proactive strategies to tackle poor attendance, and the role of line managers in absence management, will be covered • causes as well as avoiding unfair dismissal, personal injury and • the legal context other claims. • step-by-step guide to tackling short term absence • complying with the statutory dismissal procedures. Who should attend? Doubtful sickness HR professionals and line managers responsible for managing • what organisations can do to deter ‘sickies’. and reducing absence in the workplace. Long term absence Delegates will be able to: • obtaining medical information • the legal context including the DDA • explain the legal context including the DDA, fair • step-by-step guide to tackling long term absence procedures and personal injury stress liabilities • complying with the statutory dismissal procedures. • identify and apply practical measures to tackle and reduce sickness absence and stress Stress • deal with the particular issues relating to stress in • tackling stress absence the workplace • Health and Safety Executive guidance • stress issues arising during disciplinary procedures • avoid the common pitfalls which can otherwise result in lost tribunal claims • avoiding personal injury stress claims. • use a step-by-step process to manage short and long term Taking control absence • practical tools to deal with and reduce long and short • develop an action plan to address sickness absence issues term absence and stress in your workplace. • including monitoring, return to work interviews, policies, occupational health interventions, training, The maximum number of delegates on this course pay strategies, flexible working arrangements. is limited to 15. Action planning • helping you to reduce absence in your workplace.

‘Very enthusiastic and lively, nice training manner – Code Location Date professional yet down to earth.’ RA12 London 17 September 2007 Gunnebo UK Ltd RA12 Cardiff 23 October 2007 ‘Did a particularly good job of holding everyone’s attention and RA12 Leeds 06 December 2007 addressing personal objectives.’ RA12 Birmingham 17 January 2008 Federal-Mogul Friction Products Ltd RA12 London 30 April 2008 RA12 Manchester 07 May 2008 RA12 Cambridge 08 July 2008

To book 0845 497 1302 0845 497 1928 [email protected] www.eversheds.com/training

Training from Eversheds September 2007 – July 2008 43 This course This course assumes knowledge of TUPE 25 delegatesis limited to Birmingham 21 November 2007 Manchester 28 November 2007 London 30 November 2007 London 14 December 2007 TUPE update Trends and case law developments

The TUPE Regulations have been extended to a point where most employers will now encounter a TUPE transfer. Day-to-day events including changing contractors, losing or gaining a contract for a specific client, outsourcing support functions (or bringing them back in-house) will now trigger complex liabilities and obligations under TUPE. This raises difficult practical issues, especially if the other parties involved obstruct your efforts to comply, or the commercial realities facing your business make compliance tricky to achieve.

This one-day update addresses the key issues raised by TUPE and will dispel some myths. Drawing on our vast experience of guiding clients through the complexities of TUPE, we will bring you up-to-date and enable you to tackle TUPE situations with greater confidence.

For more information, contact Nicola Pugh on 0845 497 1302 or [email protected]

44 Training from Eversheds September 2007 – July 2008 Employment law and HR courses

TUPE: principles and practice

6 CPD One-day course Fee Time £449 +VAT 09:30 – 16:30 Employment lawyers find TUPE laws complex and difficult so it is not surprising that HR professionals do too. The long Programme awaited overhaul of TUPE in 2006 did not make the law any simpler. This course will help you consider the consequences of TUPE in a range of scenarios including outsourcings and Pre-transfer business sales and purchases. It considers the perspective of • what is TUPE? the outgoing employer in a TUPE transfer, the incoming • when does TUPE apply? employer, affected employees and the role of HR throughout. • service provision change • TUPE and the public sector The course focuses on commercial realities and solutions, • who and what transfers? reflecting the difficulty of balancing business requirements with legal compliance. We explain in simple terms the key • the role of HR pre-transfer legal and practical issues arising out of TUPE, from start to • identifying the risks. finish, using examples from our daily experience. The transfer Who should attend? • the duty to inform and consult • managing the process This course is particularly relevant to HR managers and HR • getting elected representatives in place directors. It is also suitable for directors, employment relations • the role of the representative advisers and all managers who are involved in the people aspects of transfers. • penalties for getting it wrong. Post-transfer Delegates will be able to: • the impact of TUPE on transfer-related dismissals • evaluate whether TUPE applies • the relevance of an ETO • demonstrate the practical role of HR in TUPE transfers • making redundancies • harmonising terms and conditions • manage the duty to inform and consult • managing the survivors. • identify the impact of TUPE on dismissals and changing employee contracts • understand the 2006 TUPE Regulations. The maximum number of delegates on this course is limited to 15.

In-house training This course can also be run very effectively in-house focused on the particular type of transfer you are preparing for.

‘Very good and very helpful on queries. Gave real life examples, Code Location Date not just case studies.’ TU12 London 23 October 2007 ANC Ltd TU12 Birmingham 05 December 2007 ‘Ideal blend of statute and practice.’ TU12 Newcastle 26 February 2008 Carlisle City Council TU12 London 23 April 2008 TU12 Leeds 21 May 2008 TU12 Cardiff 09 July 2008

To book 0845 497 1302 0845 497 1928 [email protected] www.eversheds.com/training

Training from Eversheds September 2007 – July 2008 45 Employment law and HR courses

12 CPD Welcome to the HR business good practice: ‘why and how’

Two-day course

HR professionals require a wide range of skills to maximise employees’ contribution to the organisation’s success. The programme is very practical, using group exercises, real case studies and discussion to allow you to explore the topics fully.

This two-day programme is delivered by an experienced HR consultant. They share their insights into what has worked for them in the past and the situations they encounter in their current client work. The trainer will provide you with answers, practical solutions, tools and tips, which will enable you to tackle issues with confidence and contribute more effectively to the HR function upon your return to the workplace.

Is this you? Do you need to develop? • new role in HR? • a promising HR officer or administrator? • taking on additional responsibility for managing people, • a manager who may have been the sole person or advising those who do? responsible for HR in a small organisation? • need to balance HR responsibilities with the demands of • a talented individual who knows the theory but a broader management role? needs confidence to put this theory into context • want to check that what you have been doing is along the and into practice? right lines? • a new entrant into HR, with early responsibility for • keen to add value and implement improvements, case management and service? but what to do first? • want to know what will really work in practice (before it happens)? • wish there was just one course you could attend?

Delegates will be able to: Who should attend? • approach the core HR areas of responsibility with The course is particularly of benefit to new entrants to the new confidence HR profession. Many delegates on this course have held an HR role for some time without the benefit of training. It is • prepare practical checklists and guidance also suitable for HR specialists transferring to a generalist or • identify legal tripwires when considering HR issues at work operational role and line managers who assume responsibility for HR functions. • develop practical solutions to common HR challenges • respond with confidence to employees and managers The maximum number of delegates on this course when dealing with HR situations is limited to 15. • apply a practical step-by-step approach to HR situations This course is non-residential but we can recommend and give advice. a choice of accommodation if you wish. This course offers a complete development solution for a new entrant when taken with our ‘Essential employment law for HR professionals’ course on page 25.

46 Training from Eversheds September 2007 – July 2008 Employment law and HR courses

Fee Time £699 +VAT 09:00 – 17:30

Programme The role of HR Equality at work • forms of discrimination • harassment • dealing with issues • roles and responsibilities. Recruitment and selection • getting practices and selection decisions right. Effective introduction and employee engagement • contractual terms • pre-employment checks • induction and probation. Record keeping and data protection This course is led by: • handling personal and sensitive data

Linda Brown MCIPD • the eight principles in practice HR consultant • subject access requests

Linda is an HR specialist with over 18 years’ experience in line • document retention. and HR management. She has in-house experience of senior Flexible working in practice HR practice in food retail, transport and logistics. She held a number of key roles encompassing all aspects of HR practice, • maternity/paternity and adoption from managing industrial relations to management • parental leave and time off for dependants development and training, and has experience at both a strategic and operational level. Linda has experience of • handling requests. providing practical HR support and advice to a range of Managing employee performance clients. She regularly delivers public training courses, and designs and delivers in-house training solutions. • setting standards, measuring and monitoring • managing the poor performer. Chris Dunford MCIPD HR consultant, Cambridge Managing attendance

With a background in engineering and the health sector • short and long term absence Chris specialises in redundancy projects, TUPE, organisational • reducing absence. re-structuring, site closures and HR strategy. He has worked extensively across Europe and the US and has in depth Handling disciplinary and grievance issues experience of managing disciplinary, grievance and • statutory and fair procedures capability cases. • meetings and hearings in practice • minutes, records and correspondence. Ending the relationship ‘The trainers made the course interesting and gave information and examples. The course content will • different ways of termination help me put procedures into practice.’ • exit interviews in practice. N G Bailey Ltd ‘Excellent. I thought it would be just a refresher but I am amazed how much I learnt.’ Code Location Date GNER WL12 Birmingham 13–14 November 2007 Feedback from delegates who attended the last course. WL12 London 24–25 April 2008

To book 0845 497 1302 0845 497 1928 [email protected] www.eversheds.com/training

Training from Eversheds September 2007 – July 2008 47 Employment law and HR courses

18 Eversheds is the sole-provider of the Certification CPD Preparation Course in Western Europe This certificate is aimed at experienced international HR professionals. The test is administered through Prometrics testing centres. Successful completion of the test will require a study commitment of around 2–3 hours per day for two to three months. SHRM Global Professional in Human Resources (GPHR): Certification Preparation Course

Milan 28–30 November 2007

As HR professionals develop in their careers and assume international responsibilities they tend to become specialists. This comprehensive course is a way for HR professionals to master the full range of international HR issues and keep current about new developments.

Certification is an established American practice devised to further develop HR management as a profession. The GPHR Fee Time Certificate is the third and most recent level of certification €1,950 +VAT 09:00 – 17:00 and was launched in 2004 following years of development.

Past delegates have also valued the opportunity the course Programme presents to listen to peers and share experiences. Day 1 Past delegates include: • Strategic HR management • experienced HR professionals seeking to broaden their knowledge at an international level • Global organisational effectiveness and • HR professionals who want a review before taking the employee development. GPHR certification test Day 2 • consultants in large international HR and compensation • Global staffing consultancy practices • Global compensation and benefits. • directors assuming overall responsibility for a region including the HR function and who need an overview Day 3 of international staffing issues • International assignment management • HR professionals in international not-for-profit • International employee relations organisations, and NGO’s. and regulations.

Please note This course is not a substitute for the GPHR certification exam. If you wish Course leaders to take the GPHR exam, you must complete a separate application form and pay a separate HRCI exam taking fee available through the Human Resource The tutors are experts and each of them has extensive Certification Institute (HRCI®) www.hrci.org and current international and European experience.

Lisbeth Claus, Ph.D., SPHR, GPHR, Associate Professor ‘Excellent inspiring experiences from both the tutor and the of HR management, Willamette University course participants.’ Carolyn M. Gould, SPHR, GPHR, Principal, Greene Tweed & Co. PricewaterhouseCoopers, LLP ‘Absolutely useful from a frame work perspective. It has given me the appetite to get into deeper level of the material.’ Cindy Lauwers, HR consultant, Eversheds LLP EDS

To book 0845 497 1302 0845 497 1928 [email protected] www.eversheds.com/training

48 Training from Eversheds September 2007 – July 2008 Advanced Professional Diploma in Employment Law

This Masters level programme will provide you with Course aims: essential knowledge of all aspects of employment law To provide knowledge across the broad range of individual from recruitment to termination including contractual and collective employment law, including some and statutory entitlements, as well as good international comparisons. employment practice.

The course is based around five one day courses which are To move your awareness of the issues beyond compliance taught in partnership by MOL and Eversheds. to the proactive stance expected of a modern, professional manager in anticipating and preparing You will benefit from: to meet changes in legislation.

Expert tuition from professionals who understand To provide the basics to enable you to write and employment law and its application. operate sound policies and procedures within your own business context. Flexibility of study – you decide when and where, with minimum time away from work. Accreditation/Award

Supported learning – within and outside of workshops. The course is accredited by BTEC/Edexel as a higher level (equivalent to Masters level) Advanced Professional Diploma Who is the course for? in Employment Law. Successful participants will receive a Diploma. This course is for managers, HR practitioners and those individuals who have responsibility for ensuring that people management policies and practice are in line MOL has been involved with CIPD flexible learning since its with legal requirements. inception, helping HR professionals at all levels to develop their vocational knowledge, skills and understanding, whilst MOL diplomas are officially recognised as level 7 awards gaining nationally recognised qualifications with minimal accredited by BTEC Edexcel and can also form part of disruption to their lives. CIPD qualifications.

All my personal and business objectives have been met by this Employment Law Diploma. The course offers the flexibility to allow me to continue with full time employment with no interruptions. “ The experience I have gained from it has given me credibility amongst my work colleagues and a sense of achievement within my chosen career. Regional HR Manager, Stanley Casinos Ltd ” Programmes start July 2007 in Cardiff, London, Leeds and Manchester. Call Nicola Pugh on 0845 497 1302 for more information.

Training from Eversheds September 2007 – July 2008 49 Eversheds pension practice

Eversheds provide one of the most In-house training comprehensive pensions law services in We offer bespoke training which will take trustees Europe. We have over 50 specialist lawyers, through the Pension Regulator’s Trustee Knowledge and Understanding “scoping” checklist as set out in its Code many of whom are leaders in their chosen of Practice and apply its requirements specifically to your areas, and have been involved in most of the scheme. Clients select their own programme of topics. It may leading pensions cases in the past decade. be that your trustee board has sufficient knowledge and understanding of internal disputes or the role of professional advisers but lacks appropriate knowledge and understanding We advise on public sector schemes, privatised of the new funding requirements. Or perhaps you have industry-wide schemes for UK government departments, concerns about how best to assess your employer’s financial foreign governments, employers, trustees, members, covenant but are not sure how this impacts on any conflicts trade unions, and product providers. of interest. We tailor a half-day or full-day’s training to Under the Pensions Act 2004 trustees of occupational address any of these knowledge and understanding pension schemes are now required to have knowledge and requirements, including: understanding of the law relating to pensions and trusts. • dealing with complaints; Trustees need to demonstrate that they have undertaken appropriate training to meet the regulatory requirements. • the trustees’ role in corporate transactions; • age discrimination; • the Regulator’s Codes of Practice • working with the sponsoring employer; and • scheme change.

Company directors need to understand a wide range of issues relating to pensions, such as the notifiable events framework, clearance, funding, deficits and the importance of the employer’s financial covenant to the pension scheme. We offer tailored training to cover any or all of these topics, some of which are now legal requirements.

Our pensions training clients include: British Airways, Akzo Nobel, Centre Parcs, Comet and Volkswagen.

50 Training from Eversheds September 2007 – July 2008 Pensions trustee training

Complying with pension trustee requirements

6 CPD One-day course Fee Time £449 +VAT 09:30 – 16:30 The Pensions Act 2004 places significant responsibilities on pension scheme trustees. This course has been designed in accordance with the Pension Regulator’s requirement for trustees to have Programme knowledge and understanding of: Setting the scene • the law relating to pensions and trusts • the different types of pension scheme. • the principles relating to the funding of occupational pension schemes Nature of trusteeship • the principles relating to the investments of assets held by • why use a trust? pension schemes. • becoming a trustee and retiring from trusteeship We provide you with essential understanding of these areas • duties, powers and discretionary powers. and the skills you need to be an effective and confident trustee. With opportunity for discussion and questions, you will be better Taking control prepared to fulfil your role and participate in trustee business. • appointment and role of professional advisers The emphasis of the course is on final salary schemes but most • delegation powers of the issues are relevant to money purchase schemes as well. • investments Who should attend? • the role of the scheme actuary. This course is aimed at people newly appointed to the role of The Regulatory background trustee or who have been appointed in the last three years. It may be relevant to experienced trustees who have had little training to • The Pensions Act 2004 and the Pensions Regulator date or where trustees need to demonstrate to the Regulator that • The Finance Act 2004. they have undertaken appropriate training. Directors may find the course useful if they need to understand the legal framework in The practicalities which schemes now operate. Past delegates include company • running a trustee meeting secretaries, finance directors, HR managers and scheme managers. • dealing with conflicts This course will help you to: • tackling complaints • understand the different types of UK pensions provision • trustee protection. • properly exercise your legal powers, duties and discretions • appreciate what is best practice for trustees, including the What our delegates said purpose of trustee meetings, what should they cover and the decision making process ‘A good overall course to get you out of the starting blocks.’ TMD Friction • understand the topics identified by the Regulator as being essential to the role of trustee ‘Very helpful – good literature provided to feedback to • consider the requirements introduced by the Pensions Act 2004 my organisation.’ Commission for Racial Equality • become conversant with the actuarial fundamentals of pension scheme funding and investment strategy. Using case studies we consider common dilemmas which confront trustees in meetings and which can result in complaints to the Pensions Ombudsman. A guest speaker from the actuarial profession will cover the actuarial and investment Code Location Date strategy side of the course. PT12 London 22 November 2007 PT12 Cardiff 23 January 2008 PT12 Newcastle 04 March 2008 PT12 London 15 May 2008 PT12 Birmingham 02 July 2008

To book 0845 497 1302 0845 497 1928 [email protected] www.eversheds.com/training

Training from Eversheds September 2007 – July 2008 51 e-learning courses Practical, engaging, authoritative

Thousands of employees are learning about their responsibilities Minimum technical requirements Delivery method to their work colleagues, and to their employer, using Eversheds’ Internet e-learning courses. LMS compatibility In collaboration with educational psychologists and instructional designers, and using SCORM 1.2 the latest technologies, Eversheds has created online training courses to help employers The following minimum user communicate their expectations of good workplace practices across their whole organisation system requirements are or tiers of management. recommended to access Eversheds’ e-learning courses: Authored by experts and critically reviewed by practising professionals in the public and • 128Mb Ram private sector, these e-learning tools allow employers to provide training more frequently, • JavaScript enabled flexibly and cost-effectively. Our courses focus on good practice. The law is described where • Internet security medium appropriate, or in discrete sections which the user can access if they choose. • 3rd party cookies enabled Eversheds continually updates the content of these online courses, providing clients • Internet Explorer 5.01 or above with the assurance of currency and version control. • Flash plug-in 6 or above Courses are hosted on Eversheds LMS and accessed by the internet. Eversheds LMS allows • Excel 2003, required for for easy administration, enabling our clients to launch the training to their colleagues by exported admin reports (needed for the administrators). e-mail, to monitor who has accessed or completed the course, and to remind (by e-mail) those colleagues who have yet to complete the course. Eversheds LMS also provides for an effective audit trail, allowing the employer to see when an employee completed the course, how long they spent on the course, and their results on the test component of the course, ie scored feedback.

This data is stored electronically, and can be easily exported into Excel and distributed by e-mail. The reporting functionality of our LMS also enables the client to track the scores of groups of employees.

Client comment ‘CEMEX has a large and dispersed workforce that needs to be trained. Historically we have used traditional classroom methods, but with up to 600 affected employees this is not always easy – people can be away and new starters may miss out.

‘The Toolkit addresses these problems because it can be rolled out any time to anyone. A further significant benefit is that it will enable us to monitor employees’ progress through the course and importantly evaluate their understanding. It is very difficult to achieve this efficiently in any other way. The Toolkit is also an extremely cost effective solution for our training needs.’

Michael Collins, Vice President Legal at CEMEX UK

52 Training from Eversheds September 2007 – July 2008 age@work For further information, contact: James Micallef age@work describes the different types of unlawful age discrimination in the context of E-learning co-ordinator common workplace situations including recruitment, career development and performance Tel from UK: 0845 497 0667 International: +44 845 497 0667 appraisals, banter and jokes, redundancy selection and retirement. Case study scenarios and [email protected] interactive exercises are used to help learners recognise inappropriate behaviour and learn about their responsibilities.

Data protection e-training

Two stimulating and effective tools for training your staff in data protection compliance. In both cases the training is presented in an entertaining and straightforward way and is suitable for all your employees who handle information about other people. respect@work respect@work teaches employees about their responsibilities to their colleagues and to their employer, and how each employee has a part in nurturing mutual respect. It is an e-learning course which employers may use to help their workforce understand the importance of their equal opportunities policy and the implications of inappropriate behaviour at work.

The online toolkit

The Office of Fair Trading has said that it expects that all company directors should appreciate that competition law compliance is a crucial matter for their companies. This toolkit trains directors and employees on competition law, helping them to understand the implications for their day-to-day activity.

Training from Eversheds September 2007 – July 2008 53 Eversheds health and safety team

Eversheds has the largest team of health and Some members of our team safety lawyers in the UK. The vast majority of Noel Doran Health and safety lawyer its work involves advising public and private Before joining Eversheds Noel gained nearly ten years experience sector organisations on health and safety as a principal solicitor for the Environment Agency and the National compliance, their procedures and response Rivers Authority, prosecuting environmental offences. Noel uses his experience to advise clients subject to environmental regulation, and to incidents and the subsequent investigations has expanded his areas of practice to incorporate health and safety, by the Health and Safety Executive, Police trading standards and food safety as well as having advised on matters as diverse as trade in endangered species and medicines and local authorities. Members of the team control regulation. regularly appear on behalf of clients in the Kevin Elliott Partner, Health and safety criminal and coroners’ courts. Kevin specialises in health and safety (in particular, work related fatalities) and environmental matters. His recent work includes The team acts on behalf of clients in fatal accident acting for a theme park, construction companies and a manufacturer investigations, where consideration is being given to charges following fatal accidents. Kevin is nominated by the Maritime and of corporate manslaughter. Clients include large construction Coastguard Agency to prosecute all incidents of marine pollution in companies, local authorities, government bodies, local UK territorial waters. He has an MA in , specialising authority contractors, leisure companies, retailers and food in water pollution and has been identified by Chambers and Legal industry companies. The provision of training in respect of 500 as a leading national practitioner in the field of health and safety. health and safety is also a particular area of our expertise, Angela Philip Health and safety lawyer from director level down. Eversheds is proud to be the sole health and safety training provider to Defra. Angela specialises in defending criminal prosecutions brought by local authorities, the Health and Safety Executive, Trading Standards With lawyers working across the UK we offer an incident and the Environment Agency. Her recent experience includes emergency response service, which means we are on site successful applications for licences for a 25,000 seater football within hours of an incident occurring. stadium and has advised a police authority in relation to the Licensing Act 2003. She has defended corporate clients charged with food hygiene offences and has acted for both defence and prosecuting authorities in criminal proceedings. These have included those for regulatory offences and the control of public nuisances and anti-social behaviour.

Paul Verrico Health and safety lawyer Paul specialises in Corporate Criminal Defence with a particular interest in defending environmental and Health and Safety prosecutions. He ran his own contracting company from 1995-2000 and so can empathise with the commercial pressures on businesses. He also holds a Post Graduate Certificate in Education and was awarded the Lincolnshire Award of Merit in Education in 2002 for outstanding contribution to the sector in his previous career as a law lecturer.

David Young Partner, Health and safety David’s work has included an international prosecution of UK companies and their directors by the US authorities arising from breaches of US trade sanctions. More routinely his work is concentrated in the food, energy, construction/manufacturing and retail/leisure sectors. He has particular experience of regulatory investigations and enforcement, particularly in the fields of work- related deaths, health and safety, environmental, food safety, product liability and trading standards.

54 Training from Eversheds September 2007 – July 2008 Health and safety courses

Health and safety update 56

Conducting accident investigations (for health and safety professionals) 58

The handling of fatal accidents and the law of corporate manslaughter 59

Directors health and safety responsibilities 59

Personal responsibility – operators and line managers 59

Crisis! What crisis? 59

CPD IOSH, Law Society and personnel professional development hours

Training from Eversheds September 2007 – July 2008 55 Health and safety courses

Health and safety update Trends, good practice and HR issues

6 CPD One-day course

Corporate manslaughter should be new law within the next Topics that will be covered include: 12 months and the Smoking Ban is in place across the UK. • director’s responsibilities – recent prosecution trends When Regulations come into force – regulators will test their new powers, so knowing the law is just half the battle. You • the new reforms to corporate manslaughter also need to know how the law is being enforced. • Smoking Ban 2007 – how to avoid prosecutions and use the ban to care for staff The Regulators are currently more inclined to exercise their powers than ever before particularly given recent public • vulnerable workers – guidance on how groups can be censure for falling numbers of prosecutions. Employers must protected and what responsible employers are doing also keep abreast of good practice, which may become • stress – a health enforcement issue within the the expected standard, rendering a compliance-only prosecution framework approach out-of-date, and therefore unacceptable and inefficient. • key recent judgements – affecting workplace transport, prosecutions and sentencing, and reasonable practicability These updates are delivered using a team of experts who have been involved in almost every • environmental law – including waste prosecutions headline-making case in the health and safety (packaging of waste and flytipping) field in recent years. • the consequences of regulatory investigations on the individual and the organisation regardless of whether Who should attend? a conviction is secured. This course is intended for those who have management responsibilities including Delegates comments in-house lawyers, HR professionals, ‘Full of useful advice that I can relate to my work’. health and safety managers and directors. GISDA A basic understanding of the regulatory framework is assumed. ‘Very informative and definitely worth attending’. Mills Group Course materials ‘Had confidence in the speakers. They all gave impression of Delegates will receive a comprehensive knowing exactly what they were talking about.’ coursebook which describes the latest Diocese of Sheffield developments together with tips and ‘Good overview. Different perspective from usual H&S courses. tools to help delegates comply with the Eye-opener!’ latest changes. Intergen ‘Enjoyed the exchange of experiences from the audience and the way the delegates were drawn in.’ University of Salford

To book 0845 497 1302 0845 497 1928 [email protected] www.eversheds.com/training

56 Training from Eversheds September 2007 – July 2008 This course 25 delegatesis limited to

London 01 November 2007 £299 Newcastle 20 November 2007 London 21 November 2007 +VAT Manchester 22 November 2007 Birmingham 27 November 2007 Cardiff 29 November 2007

Fee Time CPD IOSH, Law Society and personnel professional development hours £299 +VAT 09:30 – 16:30

Programme

Directors’ and managers’ responsibilities Recent judgements that apply to • HSE enforcement policy health and safety • liabilities and penalties • directors’ prosecutions • guide to compliance. • sentencing • using reasonable practicability Corporate manslaughter • workplace transport. • where are we now • the new duty Stress – current state of play • minimising liability – steps you can take now • update on HSE strategy on workplace stress. • practical consequences of a manslaughter Environmental law update investigation. • CSR and the environment – increasing expectations Smoking ban – six months on • waste prosecutions. • enforcement in practice. On the horizon Migrant workers, young workers and • future legislative reform older workers • priority areas for regulators. • safety: language, literacy and understanding This programme will be revised to reflect new and emerging • age: competencies and vulnerabilities health and safety developments. • good practice suggestions.

Eversheds have advised in almost all the major incidents that have occurred in the UK over the past 20 years – for example, we are closely involved in the investigations following the Buncefield explosion, the Potters Bar rail crash and the Heathrow Terminal Five tunnel collapse. Our clients include construction companies, local authorities, government bodies, local authority contractors and large and medium-sized companies. These updates draw from this experience.

To book 0845 497 1302 0845 497 1928 [email protected] www.eversheds.com/training

Training from Eversheds September 2007 – July 2008 57 Health and safety courses

Conducting accident investigations (for health and safety professionals)

6 CPD One-day course Fee Time £449 +VAT 09:30 – 16:30 All employers face the prospect of a workplace accident, a serious injury or fatality or an environmental calamity. Programme When misfortune strikes, an organisation may find itself dealing with circumstances outside its normal operating experience and, to a large extent, beyond its control. When An HSE/Environment Agency investigation there is potential for criminal prosecution and civil action, • powers of their investigators – what they can and and the police and regulators are involved, the investigator cannot do must know what they are doing. They need to co-operate but • practical considerations – pro-active or reactive be careful not to create the prosecutions ‘first exhibit’ should co-operation? enforcement action follow. • evidence management • investigative interviews – voluntary or compelled? By taking the approach of HSE and Environment Agency • representation investigating officers into account, the consequences of an accident may be contained appropriately. • your influence on the outcome.

This course provides practical and pragmatic advice on The internal investigation strategies to adopt to manage the investigation process as • legal background and requirements – what must, effectively as possible. should and could be done? • key tactical issues – what? when? how? Who should attend? • witness interviews – the thin line between proofing The programme will be of particular benefit to safety and interference officers, HR professionals and line managers likely to oversee • disclosure and – what to do and when. or participate in the corporate reaction to an incident Investigation framework or investigation. • developing a comprehensive chronology Delegates will be able to: • statement taking • suspect employees – fabricated or withheld evidence • understand what external regulators can and cannot do • handling documentary and physical evidence to • appreciate how an investigation can be managed so as Police standards to minimise liability – individual and corporately • dealing with whistleblowers and anonymity • gain awareness of the stages and timescales of of witnesses. an investigation. Reporting findings The course leaders have advised clients and led investigations • investigation report writing involving the HSE, Environment Agency, Police and • making recommendations Local Authorities. • monitoring. The maximum number of delegates on this course is limited to 15.

Code Location Date IH12 London 03 October 2007 IH12 Manchester 10 October 2007 IH12 Birmingham 16 October 2007 IH12 Leeds 22 October 2007 IH12 Cardiff 24 October 2007 IH12 Newcastle 30 October 2007 IH12 London 12 February 2008

To book 0845 497 1302 0845 497 1928 [email protected] www.eversheds.com/training

58 Training from Eversheds September 2007 – July 2008 Health and safety courses

In-house training: health and safety

We help clients to identify gaps or deficiencies in their safety management system For further information, contact: and train staff about their duties and responsibilities. We use video, safety tours, Nicola Pugh scenario analysis and role play in our courses as well as model documents and client Tel from UK: 0845 497 1302 International: +44 845 497 1302 information. Courses are tailored to match the role and prior knowledge of delegates [email protected] and the sector in which the client operates. or Nicholas Edwards Our in-house courses include: Tel from UK: 0845 497 4697 International: +44 845 497 4697 The handling of fatal accidents and the law of [email protected] corporate manslaughter

Corporate manslaughter is probably the gravest business crime. New law reforms will make it easier to prosecute all organisations for this offence. Employers need to make changes, especially with regard to the responsibilities of senior individuals, to ensure that they do not unduly expose themselves to the risk of manslaughter charges.

We run many courses for senior individuals and in-house lawyers who need to understand the changing environment for corporate manslaughter. We have described for many clients, the risks for public sector organisations and the management changes that should be implemented in anticipation of law reform.

Directors health and safety responsibilities

An organisation’s safety management system places significant responsibility with senior management. They must have the knowledge, ability and time to discharge these duties. Senior managers must also understand the importance of their visible commitment to safety.

This course helps senior individuals to understand their role in the safety management system, how they should delegate, set an example, make resources available and ensure that those to whom they delegate, such as the safety professionals in the organisation, are doing what they ought to do.

Personal responsibility – operators and line managers (half day or one day courses)

In the aftermath of an incident, health and safety managers often tell us that they did their best to highlight dangers to the workforce, but that operatives, drivers or supervisors failed to respond to warnings. Internal training may have taken place, and often there are attendance registers, but health and safety had been considered a nuisance and ignored.

This course is intended to reinforce the health and safety message. Delegates respond well to the credibility of the external defence lawyers who describe the consequences of non-compliance in terms of physical injury, litigation and liability.

Crisis! What crisis?

In short workshops we work through, with in-house lawyers and compliance professionals, a series of simulated crisis situations. Problems which you may face infrequently – perhaps only once in a career – come thick and fast. Using the law as a sub text only, most of the work is done by delegates, facilitated by a specialist legal trainer.

Training from Eversheds September 2007 – July 2008 59 Eversheds training 2007-08 Course planner

September 2007 November 2007

12 Equal pay workshops London 01 Health and safety update London

Immigration issues for an international workforce Cardiff Poor performance: law and practice Manchester

17 Tackling sickness absence and stress London 06 Handling difficult situations Birmingham

18 Equal pay workshops Manchester 07 Introduction to Spanish employment law London

Managing employee investigations London 08 Essential employment law for HR professionals Leeds

20 Advanced employment law issues for HR specialists Manchester 09 Essential employment law for HR professionals Leeds

Harassment and bullying – law and practice London 13 Data Protection: the common sense approach London

25 Equal pay workshops Newcastle Welcome to the HR business Birmingham

Preparing for an Employment Tribunal Birmingham 14 Discipline, dismissals and appeal hearings – in practice London

26 Current developments in employment law London Welcome to the HR business Birmingham

27 Discrimination: law and practice London 15 Discrimination: law and practice Manchester

Equal pay workshops Birmingham 20 Health and safety update Newcastle

Managing employee investigations Cambridge

October 2007 21 Advanced employment law issues for HR specialists Cardiff

03 Conducting accident investigations (H&S) London Health and safety update London

Current developments in employment law Manchester TUPE update Birmingham

04 Current developments in employment law Birmingham 22 Complying with pension trustee requirements London

Equal pay workshops London Health and safety update Manchester

4th annual labour relations seminar London 27 Drafting and changing employment contracts London

09 Current developments in employment law Cambridge Health and safety update Birmingham

Introduction to Italian employment law London Introduction to German employment law London

10 Conducting accident investigations (H&S) Manchester 28 SHRM GPHR Certification preparation course Milan

Current developments in employment law Cardiff TUPE update Manchester

Current developments in employment law Newcastle 29 Harassment and bullying – law and practice Manchester

11 Discipline, dismissal and grievance – the law London Health and safety update Cardiff

Essential employment law for line managers Cardiff Immigration issues for an international workforce London

12 Equal pay workshops Leeds SHRM GPHR Certification preparation course Milan

Managing employee investigations Leeds 30 SHRM GPHR Certification preparation course Milan

16 Conducting accident investigations (H&S) Birmingham TUPE update London

Current developments in employment law London

17 Equal pay workshops Cambridge December 2007

Negotiation skills for effective collective bargaining Cardiff 04 Essential employment law for HR professionals London

Workforce restructuring in Europe London 05 Essential employment law for HR professionals London

18 Current developments in employment law Leeds TUPE: principles and practice Birmingham

22 Conducting accident investigations (H&S) Leeds 06 Consultation: achieving business goals Birmingham

23 Tackling sickness absence and stress Cardiff Tackling sickness absence and stress Leeds

TUPE: principles and practice London 11 Essential employment law for line managers London

24 Conducting accident investigations (H&S) Cardiff Negotiation skills for effective collective bargaining Newcastle

Introduction to Belgian employment law London 12 Discipline, dismissal and grievance – the law Cardiff

30 Conducting accident investigations (H&S) Newcastle 14 TUPE update Cardiff

Equal pay workshops Cardiff

31 Introduction to French employment law London

60 Training from Eversheds September 2007 – July 2008 January 2008 April 2008 continued

15 Advanced employment law issues for HR specialists London 15 Current developments in employment law Cardiff

Poor performance: law and practice Cardiff Introduction to Spanish employment law London

16 Essential employment law for line managers Leeds 16 Negotiation skills for effective collective bargaining Birmingham

17 Tackling sickness absence and stress Birmingham 17 Current developments in employment law Newcastle

22 Handling difficult situations London Essential employment law for line managers London

23 Complying with pension trustee requirements Cardiff 22 Current developments in employment law London

Preparing for an employment tribunal London 23 Managing employee investigations Leeds

24 Managing employee investigations Manchester TUPE: principles and practice London

29 Introduction to French employment law London 24 Welcome to the HR business London

30 Discipline, dismissals and appeal hearings – in practice Cardiff 25 Welcome to the HR business London

31 Drafting and changing employment contracts Birmingham 29 Preparing for an employment tribunal Manchester

30 Tackling sickness absence and stress London February 2008

05 Immigration issues for an international workforce Manchester May 2008

06 Data Protection: the common sense approach Cardiff 06 Advanced employment law issues for HR specialists London

Discrimination: law and practice Birmingham 07 Harassment and bullying – law and practice Birmingham

07 Managing employee investigations London Tackling sickness absence and stress Manchester

12 Conducting accident investigations (H&S) London 08 Discrimination: law and practice London

Essential employment law for HR professionals Cardiff 13 Data Protection: the common sense approach Leeds

13 Discipline, dismissal and grievance – the law Leeds 14 Poor performance: law and practice Birmingham

Essential employment law for HR professionals Cardiff 15 Complying with pension trustee requirements London

Introduction to Italian employment law London 20 Introduction to French employment law London

14 Negotiation skills for effective collective bargaining London 21 Drafting and changing employment contracts Cardiff

20 Harassment and bullying – law and practice London TUPE: principles and practice Leeds

26 TUPE: principles and practice Newcastle 28 Managing employee investigations Birmingham

27 Introduction to Belgian employment law London 29 Discipline, dismissals and appeal hearings – in practice Manchester

March 2008 June 2008

04 Complying with pension trustee requirements Newcastle 04 Consultation: achieving business goals Cardiff

Essential employment law for HR professionals Birmingham Immigration issues for an international workforce London

Managing employee investigations Cardiff 05 Handling difficult situations Leeds

05 Drafting and changing employment contracts London 10 Essential employment law for HR professionals Manchester

Essential employment law for HR professionals Birmingham 11 Essential employment law for HR professionals Manchester

11 Consultation: achieving business goals Manchester Preparing for an employment tribunal London

Introduction to German employment law London 17 Introduction to Belgian employment law London

12 Immigration issues for an international workforce Birmingham 18 Essential employment law for line managers Birmingham

13 Poor performance: law and practice London 19 Negotiation skills for effective collective bargaining Manchester

19 Essential employment law for line managers Manchester 25 Discipline, dismissal and grievance – the law Birmingham

20 Advanced employment law issues for HR specialists Birmingham 26 Introduction to German employment law London

Current developments in employment law London

Discipline, dismissals and appeal hearings – in practice Leeds July 2008

01 Managing employee investigations Newcastle

April 2008 02 Complying with pension trustee requirements Birmingham

02 Current developments in employment law Birmingham Poor performance: law and practice Leeds

Handling difficult situations Cardiff 03 Drafting and changing employment contracts London

03 Current developments in employment law Leeds 08 Tackling sickness absence and stress Cambridge

08 Essential employment law for HR professionals London 09 Data Protection: the common sense approach London

09 Current developments in employment law Manchester Discipline, dismissals and appeal hearings – in practice Birmingham

Essential employment law for HR professionals London Evidence-based HR Summer School Henley

10 Current developments in employment law Cambridge TUPE: principles and practice Cardiff

Discipline, dismissal and grievance – the law Manchester 10 Evidence-based HR Summer School Henley

Workforce restructuring in Europe London 16 Introduction to Italian employment law London

17 Preparing for an Employment Tribunal Cardiff

Training from Eversheds September 2007 – July 2008 61 Course administration

Booking confirmation and joining instructions Transfers and name changes All bookings are confirmed by e-mail within 48 hours of booking. All changes must be made in writing. If you are unable to attend, Joining instructions are issued by post and e-mail one week before substitutions may be made without charge. Transfers to alternative each course. If you do not receive these within seven working days dates requested 15 working days prior to the course can be made of the course, call 0845 497 1302. without charge. Transfers within 14 working days of the course are subject to a transfer fee of 25% of the course fee. Only one transfer CPD per delegate – further transfers will be treated as cancellations. Our courses are eligible for (where appropriate) Law Society CPD, IOSH CPD, Pensions Management Institute CPD and Bar Council Cancellations and non attendance CPD. Courses may also form part of your Chartered Institute of All cancellations must be made in writing. Cancellations received 14- Personnel and Development studies. eight working days prior, 50% of the course fee is payable; seven or less working days prior or non-attendance, full fee is payable. There is Delegate requests and requirements no charge for cancellations received 15 working days or more prior We make every effort to ensure your attendance at our courses is an to the course date (in writing). enjoyable and comfortable experience. Please let us know if you have any specific access, dietary or other requirements. Ways to book Discounts Post Send completed booking form and payment to: Multi-delegates: 10% discount for second or more delegates Nicola Pugh, Eversheds LLP, 115 Colmore Row, Birmingham B3 3AL attending same course (booked at same time). Phone Multi-bookings: 10% discount for second or more bookings for a single delegate (booked at same time). 0845 497 1302 Online bookings: all online bookings receive a 5% discount, unless Fax otherwise stated. 0845 497 1928 Special offers: from time to time we offer discounts on individual Online courses – these discounts are applied only to course specified in the www.eversheds.com/training offer, are not transferable, and cannot be used with any other offer 5% discount for online bookings or discount. We reserve the right to withdraw the offer at any time. E-mail Unforeseen circumstances [email protected] This brochure is correct at time of going to press. However, we reserve the right to cancel events, change venues (within the same Data Protection city) and substitute trainers and consultants at our discretion. Where Your information will be held by Eversheds LLP (“Eversheds”), in events are cancelled, delegates will receive a full refund for fees paid, accordance with the Data Protection Act 1998, and added to our if alternative dates offered are not acceptable. marketing databases. It may be used for internal statistical analysis, to fulfil any requests from you for further information and services Payment and to contact you by mail, telephone or (if you give us your e-mail address) electronic communication about other services or events An invoice will be sent upon receipt of booking. Payment must be offered by Eversheds or our associated offices. We may pass your received seven days prior to the course start, or within 30 days of the details to our associated offices (some of which are outside of the invoice date, whichever is the sooner. For bookings received from EEA), but we will only allow their use for the purposes mentioned overseas, payment must accompany the booking. above. We may also transfer your details to any successor to our Payment can be made by cheque (made payable to Eversheds LLP business (or a relevant part of it). An up to date list of our associated and sent to Nicola Pugh, Eversheds LLP, 115 Colmore Row, offices and their locations can be found on our website at Birmingham B3 3AL), BACs transfer or credit card. www.eversheds.com. This privacy statement applies to all information that we hold about you. Cancellations, transfers, name changes If you do not wish for your information to be used in this way or your and non attendance information is incorrect, please write to: All cancellations, transfer requests and name changes must be made Nicola Pugh, Eversheds LLP, 115 Colmore Row, Birmingham B3 3AL; in writing by letter, e-mail ([email protected]) or fax (0845 e-mail [email protected]; or call 0845 497 1302. 479 1928) and will be acknowledged by the training team in writing. Refunds, where applicable, will be made within 30 days of receipt of written cancellation.

62 Training from Eversheds September 2007 – July 2008 Booking form Ways to book For duplicate copies please make photocopies of this booking form. Please use BLOCK LETTERS.

Course information Post Course title: Send completed form and Course location: Course date: payment to: Nicola Pugh, Eversheds LLP, Your details 115 Colmore Row, Birmingham, B3 3AL Full Name: (Mr/Mrs/Ms/Miss/Other) Position: Organisation: Phone Address: 0845 497 1302

Postcode: Fax Tel: Fax: DELEGATE 1 DELEGATE 0845 497 1928 E-mail: Please let us know if you have any specific access or other requirements: Online I consent to Eversheds contacting me by e-mail www.eversheds.com/training I consent to Eversheds storing information on my dietary requirements for catering purposes at this seminar and any future events 5% discount for online bookings

Full Name: (Mr/Mrs/Ms/Miss/Other) Position: E-mail Organisation: [email protected] Address:

Postcode: Access requirements Tel: Fax:

DELEGATE 2 DELEGATE Please let us know if you have E-mail: any specific access or other Please let us know if you have any specific access or other requirements: requirements so that we may make your attendance at our course an enjoyable and I consent to Eversheds contacting me by e-mail comfortable experience. I consent to Eversheds storing information on my dietary requirements for catering purposes at this seminar and any future events CIPD members, IOSH and Payment details Please tick one. Whenever possible payment should be received 7 days prior to the date of the course. Law Society CPD Our courses can form part of Cheque enclosed for £ (made payable to Eversheds LLP) your Law Society CPD, IOSH, Send invoice. Purchase order number Chartered Institute of Personnel and Development and Pensions Invoice address (if different) Management Institute CPD. Certificate of attendance is Pay by BACS transfer (quote invoice number or course code on transaction) issued post-course. BANK Natwest, City Centre Branch, 1 Saint Philips Place, Birmingham B3 2PP Cancellation policy SORT CODE 60 02 35 ACCOUNT NUMBER 01300865 If you are unable to attend, Credit card Please tick one substitute delegates can be suggested. Cancellations must be No. Expiry date notified in writing 15 days prior to the event. If you cancel within 14-8 Issue No (if applicable). 3 digit security code days prior, 50% of the course fee is payable; 7 days or less prior or non- Account name attendance, full fee is payable. Cardholder’s address Transfers to alternative dates will incur administration charges. Postcode

Joining instructions I require Law Society CPD Points Please update my details These are issued by post and e-mail Data protection: Your information will be held by Eversheds LLP (“Eversheds”), in accordance with the Data Protection Act 1998, and added to our marketing direct to the delegate one week databases. It may be used for internal statistical analysis, to fulfil any requests from you for further information and services and to contact you by mail, telephone or (if you give us your e-mail address) electronic communication about other services or events offered by Eversheds or our associated offices. We may pass your before each course. details to our associated offices (some of which are outside of the EEA), but we will only allow their use for the purposes mentioned above. We may also transfer your details to any successor to our business (or a relevant part of it). An up to date list of our associated offices and their locations can be found on our website at www.eversheds.com. This privacy statement applies to all information that we hold about you. If you do not wish to receive any other information about services and events offered by Eversheds and its associated firms, please tick this box . Alternatively, please contact Nicola Pugh by writing to Eversheds LLP, 115 Colmore Row, Birmingham B3 3AL or send an e-mail to [email protected]. Alternatively call 0845 497 1302 and we will assist you with your queries. I hear and I forget I see and I remember I do and I understand

Confucius (551BC – 479BC)

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For a full list of our offices and contact details please visit www.eversheds.com

EHRG.446.07

© Eversheds LLP 2007. Eversheds LLP is a limited liability partnership, registered in England and Wales, registered number OC304065, registered office Senator House, 85 Queen Victoria Street, London EC4V 4JL. Please note that when we refer to “a partner” or “partners” of Eversheds LLP, the term “partner” indicates a member of Eversheds LLP. It should not be construed as indicating that the members of Eversheds LLP are carrying on business in partnership for the purposes of the Partnership Act 1890.