Severance Issues in Executive Terminations
Terminating a senior executive's employment is often a very different exercise from that of dismissing other employees.
For a start the potential damages & contractual notice involved can exceed the remedies available in a Tribunal, leading to a greater reliance on wrongful dismissal remedies.
Added to that are issues surrounding what to do about benefits such as share options, publicity & governance, particularly in the financial services industry where new regulations on claw back of performance payments may come into play.
So what do you need to consider when contemplating whether to dismiss such an employee? In this webcast Stephen Levinson and Darren Newman will guide you by discussing the latest thinking and setting out practical tips & insights covering:
- Damages for wrongful dismissal
- The pros and cons of a PILON
- Notice pay –what does it include?
- Discretionary benefits and bonuses
- Discretionary benefits
- Share options
- Good and bad leavers
- Regulation and governance
- Handling the process – Key Tips
The session is essential listening for all employment law advisers & HR managers of medium to large organisations, especially those in the financial services sector.
This session would be useful for:
- HR managers
- Company Secretaries
- HR Consultants
- Trade Union Representatives
- Employment law advisers
About the Presenters
Stephen is a consultant in the Employment team at Keystone Law. He acts for senior executives exiting their positions or looking to take up new employment and for employers with similar issues. Stephen also regularly advises companies on handling difficult problems involving senior executives, trustees or within partnerships as well as corporate employment law issues.
Darren qualified at the Bar in 1990 and since then he has been a specialist employment law writer and trainer. He now provides these services through his own company In Company Training Services, is a consultant editor for XpertHR and writes his own blog - A Range of Reasonable Responses.