You can purchase the documentation as provided to delegates, including the presentation slides (as a PDF), clicking the ‘Add to cart’ button above. [tab: Summary] This conference is designed to help you solve family leave challenges and understand the latest raft of changes to employment law. The forum will feature expert insights, employment law updates and best practice case studies. The forum will examine how shared parental leave will work, best practice in flexible working and how to manage flexible working requests as well as giving you the opportunity to put your legal questions to our expert employment lawyer.[tab: Presentation]
The “Managing Maternity, Paternity and Parental Leave 2014″ conference documentation includes the following sessions:
Developing appropriate maternity, paternity and adoption policies; avoiding common pitfalls
Margaret Davis, Partner Field Fisher Waterhouse
Examining the ACAS code of practice on flexible working
Steve Williams, Head of Equality ACAS
Modern workplaces: Shared parental leave and pay
Kim Wager, Assistant Director, Flexible Working and Shared Parental Leave and Pay, Labour Market Directorate Department for Business, Innovation and Skills (BIS)
Helping parents stay connected with the business
Jennifer Liston-Smith, Director, Head of Coaching & Consultancy My Family Care
Best Practice in Family Friendly Policies – Maternity Coaching
Rebecca Ford Johnson, Former Partner & Coach Baker & McKenzie
Developing a holistic approach to flexible working
Catherine Muirden, Director of HR Barclays Retail
Implementing good HR practices and policies
Nicola Carter, Chief Inspector Dyfed Powys Police
Steve Williams, Head of Equality, ACAS
Steve is Acas’ head of equality; he has a practical background in working with organisations, especially in the private sector developing equality solutions for workplaces over many years. Part of his remit is to make sure that what Acas does or says around equality is relevant and fit for purpose. Steve is the author of good practice guides around the Equality Act, the abolition of the Default Retirement Age and many other subjects including pregnancy and maternity, pay, age equality, dealing with bullying and harassment and general equality good practice Steve is responsible for the forthcoming Acas statutory code of practice on the right to request flexible working Steve was the former head of the Race Relations Employment Advisory Service, a government unit that promoted race and broader equality good practice in partnership with businesses. You can always contact him by email at email@example.com
Catherine Muirden, Director of HR, Barclays Retail
Catherine is currently HR Director for Early Careers in the Retail Bank at Barclays. After graduating from Edinburgh University, her management career began at Marks and Spencer, where she held senior HR positions including Group Head of Recruitment. Her previous role at Barclays was as Director of HR for the Customer Network in the UK, encompassing over 20,000 front line colleagues across personal banking. She is a trustee of the National Galleries of Scotland, and a trustee of Elevation Networks, a social enterprise which engages young entrepreneurs and offers insights into the world of work. Catherine has been a Fellow of the RSA since 2006.
Rebecca Ford Johnson, Former Partner & Coach, Baker & McKenzie
Having been a partner in a global law firm for several years and with two young children, Rebecca appreciates many of the challenges faced by professionals, both within the business and on a personal level. As an executive coach she has a particular (although not exclusive) interest in supporting professional women, coaching women towards leadership, and the challenges faced by working mothers. Rebecca’s broader coaching interests include working with senior professionals who are looking to achieve their full potential in their business life. She also acts as an independent consultant to professional services firms in respect of the development of their executives. In addition to being a qualified solicitor (currently non-practising) and previously a partner at Baker & McKenzie, Rebecca is an AoEC Accredited Executive Coach, and a member of the Association for Coaching (AC) and the European Mentoring & Coaching Council (EMCC).
Dr Clare Kelliher, Professor of Work and Organisation, Cranfield School of Management
Clare is Professor of Work and Organisation at Cranfield School of Management, Cranfield University. Clare holds a PhD in Organisational Behaviour from London Business School, an MA in Industrial Relations from the University of Warwick and a first degree in management from the University of Surrey. Her research interests centre around the organisation of work and the management of the employment relationship. She has a long-standing interest in flexible working and recently directed a major project concerned with examining the impact of flexible working on performance, sponsored by seven companies. She has also recently completed a project looking at employee engagement in multi-national organisations, funded by the US Society for HRM Foundation. Clare is the author of many published papers and book chapters and regularly speaks at national and international conferences. Her recent book, New Ways of Organising Work: developments, perspectives and experiences, co-edited with Julia Richardson was published by Routledge. In 2012 she also published a text book on Strategic HRM together with Katie Truss and David Mankin. She has considerable experience running management programmes and advising organisations both in the UK and overseas. She frequently acts as an external examiner for doctoral and Masters degrees at universities in the UK and overseas.
Kim Wager, Assistant Director, Flexible Working and Shared Parental Leave and Pay, Labour Market Directorate, Department for Business, Innovation and Skills (BIS)
Kim has been responsible for the right to request flexible working and maternity, paternity and adoption policies for the last two years. She is leading the policy and implementation on the new shared parental leave and pay system.
Nicola Carter, Chief Inspector, Dyfed Powys Police
Nicola has been a Police Officer for nearly twenty four years and started her Police career with North Wales Police in 1990, transferring to Dyfed-Powys Police in 2006. NShe has had a wide variety of roles and responsibilities during her career to date. Nicola has had several management roles in both Neighbourhood and Response Policing. Nicola has had the opportunity to specialise in Police Learning and Development, Leadership and Race and Diversity. She was the chair of the Women’s Association in North Wales Police and has continued this work with the Female Support Network in Dyfed-Powys Police. Nicola is passionate about the contribution all women can make in Policing and has hosted several professional development events with the aim of improving female representation and establishing role models within traditionally male dominated specialisms. Nicola has personally coached several members of staff and delivered leadership programmes for women Police Officers and Staff. Nicola has managed several focus groups with female members of staff across the Force. This work directly influenced management practice for maternity and the content of a Well-being survey. Nicola is a Tactical Firearms Commander and is responsible for the authorisation and deployment of armed Officers. Nicola is the Gender lead for Dyfed Powys Police and was recently appointed as the Wales Regional representative for the British Association for Women in Policing (BAWP). Nicola is currently responsible for territorial Policing in the county of Ceredigion, west Wales. Nicola is married and has a thirteen year old daughter.
Margaret Davis, Partner, Field Fisher Waterhouse
Margaret Davis is a partner in the Employment and Pensions Group and is the European Employment Practice Leader. Margaret is a very experienced employment lawyer and advises employers on all aspects of contentious and non-contentious employment law, including contractual and policy matters, redundancies, reorganisations, TUPE transfers, whistle blowing, discrimination and litigation. Margaret has extensive experience of advocacy in the Employment Tribunals. She regularly advises household name clients and financial service clients, including banks and has been involved in many high profile cases. Margaret also has considerable experience of advising on cross border employment issues including managing cross border employment law projects such as international harmonisation of policies, terms and conditions of employment, TUPE, collective redundancies and severance terms. She has also acted in a substantial discrimination case for a regulated company which was resolved by an international mediation and a high profile protected disclosure claim by a senior employee of an International Company. Margaret has contributed to books and articles on a wide range of employment law issues including the annual Charity Finance Directors’ Handbook and the maternity section of an on-line employment publication directed to HR Managers. Margaret presents seminars and workshops on a regular basis as part of the Employment and Pensions Group annual training programme. Margaret speaks regularly at conferences and seminars and is a member of the City HR Group and HR Retail Circle, and the HR Forum of the Association of British Health Care Industries. Margaret is a member of the Law Society, Employment Lawyers Association, European Employment Lawyers Association, Industrial Law Society, American Bar Association and is on the International Employment Law Committee. Margaret was, until October 2007, a non-Executive Director of one of the largest Health Trusts in the country and Chair of its Human Resource Committee. She is also a Member of the Royal College of Obstetricians and Gynaecologists Reinstatement Appeals Committee and was a Task Force Member of the National Patient Safety Agency ‘Back on Track’ project and the Services Review Panel for the Royal College of Obstetricians and Gynaecologists and contributed to its report.
Jennifer Liston-Smith, Director, Head of Coaching & Consultancy, My Family Care
Part of My Family Care’s senior management team, Jennifer leads in the development of coaching and consultancy services and of the coaching team. My Family Care partners with many of the most forward-thinking employers to help them become more family-friendly and retain talented employees in sectors such as global professional and financial services, science, engineering and technology, fast-moving consumer goods and multinationals in other sectors. Before becoming well known as a pioneer of maternity coaching, Jennifer had 15 years’ experience in learning & development, designing and delivering coaching, mentoring, internal coach development, management development and consultancy projects for employers including Accenture, BP, Centrica, Group Danone, Mizuho, Penguin Group (UK), The Lord Chancellor’s Department and others. Her work is covered in the national and industry press as well as frequent conference speaking & writing. The Maternity Matters / Parent Project programme she designed and leads at Citigroup helped the firm win awards such as the Opportunity Now Award for Innovation, 2009. Jennifer is a trained coaching supervisor, with a Post-graduate Certificate in Supervision for Coaching and Mentoring, with Distinction, from Oxford Brookes University Business School. She also has a law degree from Brasenose College, Oxford and a Masters in Experimental Psychology. Jennifer is mother of two boys and understands the challenges of combining a senior role with family life. [tab: Sponsor]
My Family Care
My Family Care is the UK’s leading provider of family friendly solutions. We’re uniquely positioned to help employers with their working parent and carer strategies and implement employee solutions. Our clients include: investment banks, retailers, FMCG manufacturers, legal practices, accountancy firms, media companies and many others of all sectors and sizes. We make a real difference to their businesses and the lives and careers of their employees. They’ve seen that it makes sound business sense to adopt a flexible, family friendly approach. Whether you’re trying to build a reputation as a great place to work, improve talent retention, reduce care related absenteeism, improve relocation success or build a more diverse leadership pool, we can help.