THE END OF ENGAGEMENT A CASE STUDY OF A DISENGAGED EMPLOYEE MATTHEW HUDDLESON (PARTNER); RICHARD...
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Transcript of THE END OF ENGAGEMENT A CASE STUDY OF A DISENGAGED EMPLOYEE MATTHEW HUDDLESON (PARTNER); RICHARD...
![Page 1: THE END OF ENGAGEMENT A CASE STUDY OF A DISENGAGED EMPLOYEE MATTHEW HUDDLESON (PARTNER); RICHARD NEARY (PARTNER); KATHARINA KIDD (ASSOCIATE) 25 JANUARY.](https://reader035.fdocuments.in/reader035/viewer/2022062413/5a4d1b877f8b9ab0599bd4f6/html5/thumbnails/1.jpg)
“THE END OF ENGAGEMENT”A CASE STUDY OF A DISENGAGED EMPLOYEE
MATTHEW HUDDLESON (PARTNER); RICHARD NEARY (PARTNER); KATHARINA KIDD (ASSOCIATE)
25 JANUARY 2013
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INTRODUCTION
• Names have been changed to protect the
innocent
• Case study based on one client’s experience
• Disengaged key employee
• Different perspectives, legal risks, and possible
protective steps
• Confidential information
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BACKGROUND
• Corporate Takeover
SquirrelTech
Banjo GroupRob
HarryRachel
£££
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ADJUSTING TO CHANGE
Harry
Team Team Team
Rachel
Harry
Team Team Team
Before After
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WARNING SIGNS
Acting Suspiciously
Reduced Performance Being Irrational
Hoarding Information
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MANAGING RISKS
• Management (Rachel etc…)• Primary concern was the protection of
confidential information• Intellectual Property• Contracts
• Group HR• Concerned over employment risk• Unfair/Constructive Dismissal
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WHAT SHOULD WE DO?
• Primarily two potential approaches:1. Conciliatory approach2. Adversarial approach
• Balance risks of either approach:• Risk to business information and competition etc with conciliatory approach• Risk of employment litigation with adversarial approach
• Consider contract of employment:• Post termination restrictions?• Protection of confidential information?• Notice provisions?• Garden Leave
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WHAT WE DID!
• The hardball approach!• Suspension – alleged gross misconduct• Lock down access to IT/information• Collate evidence• Threaten injunctive proceedings
• Tactic = make him feel like he had a lot to lose
• At an opportune moment…• Offer the compromise• Build in contractual protection• Settle potential claims
(NB: Not suitable in every such situation. Must be calculated risk)
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FINAL THOUGHTS
• Employee engagement v human nature
• Preparing for the worst
• Protecting confidential information
• Action plan, ready whenever needed
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THANK YOUE: [email protected] Tel: 01392 625338
E: [email protected] Tel: 0117 915 4915
E: [email protected] Tel: 01823 625668