SOLD OUT — SEMINAR | 31st Annual Labor and Employment Seminar (Seattle)
Lawyers for Employers®
Best Practices For Best Employers™ Seminar
How to Become a Best Workplace Starting Today!
Best employers stay current on trends in employment law to avoid disruptive and expensive audits, charges and lawsuits. Please join us for our 31st Annual Labor and Employment Seminar on September 19 as we team with the Lake Washington Human Resource Association and Puget Sound Business Journal.
This annual seminar, geared toward Employers, Managers, Human Resource Professionals and Corporate Counsel, is part of our ongoing Employment Law School For Managers® Series.
This seminar has been pre-approved for 5.25 general CLE credit hours in Washington and 5.25 HR Certification Institute credit hours.
September 19, 2013
7:15 – 7:50 a.m. – Registration and Breakfast
7:50 – 8 a.m. – Welcome and Introduction
8 – 9 a.m. – Annual Labor and Employment Law Update: Lessons for Best Employers — Laura T. Morse
We will cover what employers need to know about legal trends affecting employers over the past year, including new federal, state and local laws, regulatory changes and initiatives, and decisions from courts. Highlights include new state and local laws that significantly change the landscape for employers, the U.S. Equal Employment Opportunity Commission trends and guidance, wage and hour developments, and developments in managing leave and preventing discrimination in the workplace.
9 – 9:30 a.m. – The NLRB’s Love’s Labor Lost: How the NLRA Affects Every Employer — Michael B. Harrington
The fact that union membership is at a historical low is no indicator of how the National Labor Relations Board’s (“NLRB”) reach will affect your operations. To the contrary, the NLRB has been prolific in issuing decisions affecting non-union employers. And what about that NLRB — didn’t the courts decide that there isn’t one? Even if you are not unionized, your employees are covered by the National Labor Relations Act (”NLRA”). We will discuss policy changes you may need to make, clear up any confusion about which off duty behaviors are protected and when discipline is appropriate, and let you know if you can ignore everything that the NLRB has done since August of 2011.
9:30 – 10 a.m. – Benefits Update: HIPAA Replaced, DOMA Shaved and “Pay or Play” Delayed — Craig A. Day
The employee benefits world has been rocked this year with critical developments. In January, the Health Insurance Portability and Accountability Act (“HIPAA”) Privacy, Security and Enforcement Rules were finally published as required by the “HITECH” Act. In June, the Supreme Court struck down a critical part of the Defense of Marriage Act (“DOMA”) as unconstitutional, forcing employee benefit plan administrators to deal with complex state laws in administering their plans. And finally, in July, the Obama administration announced that critical provisions of Obamacare would be delayed for one year to give employers more time to comply with the complex law and to give regulators time to publish guidance. We will briefly summarize how each of these developments may impact your organization and its employees, and provide practical steps you can take to respond to these developments.
10 – 10:15 a.m. – Break
10:15 – 11 a.m. – Take Two Aspirin and Call Your Attorney: How to Avoid Headaches From Conflicting Disability and Wellness Laws — Katheryn Bradley
The Affordable Care Act, also known as Obamacare, increases financial incentives employers can offer employees under wellness programs. Recently adopted HIPAA regulations lay out the path to comply with HIPAA nondiscrimination rules. But wellness plans can also be impacted by other employment laws. The Americans with Disabilities Act of 1990 (”ADA”), as amended, limits medical exams and may require employers to offer accommodations. The Genetic Information Nondiscrimination Act of 2008 limits inquiries regarding family medical histories. Wellness plans may also disproportionately impact certain racial minorities, women and older workers, potentially leading to claims under Title VII and state anti-discrimination laws. To avoid headaches from this maze of conflicting laws, we will provide you with a checklist so you can take the temperature of your organization’s wellness plan.
11 – 11:45 a.m. – “Putting a Bow on It” — HR Investigation Reports: The Need for an Executive Summary and How to Do It Right — D. Michael Reilly
You have nearly completed your investigation, but how do you tie it all together? This presentation explains why you need to write the investigation report, what to include and not include in your report, essential sections that should be in your report, how to properly document credibility determinations, and how to compile exhibits to the report.
11:45 a.m. – 1 p.m. – Lunch
12:15 – 1 p.m. – Panel Discussion: It’s a Brave, New World: How to Protect Your Company’s Most Important Information — Jacob M. Downs
With employee mobility and turnover at record highs, employers are increasingly encountering situations that are placing their company’s information at risk. A panel of HR professionals from different industries will discuss approaches to protecting information related to customers and clients, business processes, marketing methods, and what to do when that information is actually placed in jeopardy. Even if you think that your business does not have trade secrets, confidential information, or a need for non-competition/non-solicitation agreements, this discussion may not only cause you to reassess that position, but may also make you consider broader issues related to employee loyalty, tortious interference and unfair competition.
1 – 1:15 p.m. – Break
1:15 – 2:15 p.m. – Reaching 88 MPH in a DeLorean: Burning Questions I Wish I Had Asked My Employment Attorneys — Sarah Swale and Kelly M. Turner
Ever feel like you wish you could go back in time? We will answer questions you should be asking your attorneys right now (that you might not have realized until it was too late), including: What new issues should our company handbook be addressing? What happens if our job descriptions don’t match our actual job duties? Are there any new harassment or discrimination theories we should be aware of? Let us help you get back in time.
Four Seasons Seattle
99 Union Street, Suite 1101
Please click here for directions.
(Please note that parking will be at your own expense.)
Cost for this seminar is $100 prepay online.