Course1

Drafting Employee Handbooks

$59.00

Employee handbooks define the relationship of employer and employee for most employees.  These handbooks establish leave policies, polices for working from home, sick leave, and grounds for dismissal. They also help ensure the protection of employer trade secrets.  In a highly interconnected age, they establish policies for the use of smartphones, tablets, and other devices on and for the job. If a handbook is carefully planned and drafted, it provides for a stable workplace, reducing the risk of employer liability.The absence of a handbook can lead to just the opposite – a workplace with ad hoc policies and abounding risk.  This program will provide you with a practical guide to drafting employee handbooks.   Essential elements of employee handbooks Work from home policies and protections Ensuring handbooks are not enforceable contracts and are subject to change by employers Compliance with EEO laws, including the ADA, FMLA and others Prohibition of discrimination, harassment, and other unlawful conduct Defining workplace policies for personal smartphones, tablets, and other devices Time off, leave of absence, and discipline and dismissal procedures   Speaker: Stefanee Handon is an attorney in the Washington, D.C. office of Paul Hastings, LLP, where she represents employers in all aspects of employment law, including wage and hour compliance, fair employment practices, and individual employment rights.  She also counsels employers on all aspects of the employer-employee relationship, including hiring, pay, promotion, and termination.  Ms. Handon received her B.A., with high distinction, from the University of Virginia and her J.D. from the University of Virginia School of Law.

  • Teleseminar
    Format
  • 60
    Minutes
  • 6/2/2023
    Presented
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Course1

Smartphones, Tablets, and Other Devices in the Workplace

$59.00

Most employees carry with them powerful devices – smartphone and tablets – that they use for mixed personal and professional use.  These devices can enhance or hinder productivity. Their powerful communications capabilities enable a range of activity which potentially exposes employers to liability.  Employers struggle with crafting policies that allow employees autonomy to use their devices and even channel them to productive work use, but limit their exposure to liability, including allegations that employers are invading the privacy of employees.  This program will provide you with a practical guide to drafting policies for using smart devices on the job.   Monitoring workplace usage and potential violations/liability for invasions of privacy Wage and hour issues – when does the workday begin and end when employees are never disconnected? EEO violations, discrimination and harassment risks when devices are used for mixed professional/personal use Obtaining digital evidence from employee devices – what’s allowed, what’s not? Best practices in preserving employer trade secret issues   Speakers: Laura Zabele is an attorney in the Los Angeles office of Paul Hastings, LLP, where her practice focuses on all aspects of labor and employment law.  She represents employers before state and federal courts and administrative agencies throughout the U.S., including single-plaintiff and class and collective actions involving discrimination, harassment, retaliation, and wage and hour issues. She also counsels employers on employment issues such as reductions in force, preparing handbook policies, and drafting employment and separation agreements.  Ms. Zabele earned her B.A., with distinction, from Cornell University and her J.D. from Boston University School of Law. Brian Featherstun is an attorney in the San Francisco office of Paul Hastings, LLP, where his practice focuses on complex litigation and employment matters. In addition to his litigation work, he routinely advises employers on best practices to mitigate exposure or avoid litigation altogether in areas including employment discrimination, retaliation, harassment, and wage and hour issues.  He has successfully handled first and second chair responsibility for trials, hearings, depositions, and administrative proceedings. Mr. Featherstun earned his B.A. from U.C. Santa Barbara and his J.D. from the UCLA School of Law.

  • Teleseminar
    Format
  • 60
    Minutes
  • 6/22/2023
    Presented
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Employee Leave Law

$59.00

Employers are required to provide leave to employees and often reinstate them to the same job category when they return.  The FMLA, ADA and other federal statues establish a variety of eligibility standards and circumstances in which employers must offer leave or incur liability for failure to do so. The complexity of these statutes exposes clients to substantial risk and liability if leave policy is not properly drafted and administered. This program will provide you with a practical guide to the sources of federal employee leave law, covered employees and qualifying circumstances, how leave can and should be incorporated into employer policies and handbooks to avoid liability.   Recent developments impacting employee leave Who is covered by leave law and what circumstances are entitled to leave? Duration of leave and what compensation/benefits must employers provide Job category reinstatement after leave Incorporating leave into employer policies and employee handbooks Medical certificate, proof of eligibility, administration of leave policy   Speaker: Kenneth M. Willner is a partner in the Washington, D.C. office of Paul Hastings, LLP, and chair of the office's employment law practice.  He represents employers in all aspects of employment law and litigation including wrongful discharge, discrimination, sexual harassment, disability discrimination, class actions, and individual cases in federal and state courts and before the Equal Employment Opportunity Commission and Office of Federal Contract Compliance Programs.  Mr. Willner received his B.A., with distinction, from the University of Virginia, and his J.D. from the University of Virginia Law School.

  • Teleseminar
    Format
  • 60
    Minutes
  • 7/7/2023
    Presented
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Course1

LIVE REPLAY: Ownership of Ideas Created on the Job

$59.00

Ownership of “ideas” – tangible inventions, “know-how” or processes, or other tangible or intangible property – is often an area of substantial dispute between the creator/inventor and his or her employer.  Though it seems axiomatic the creator owns invention, if the invention – often very valuable property – is created on the job or using employer resources, the employer has a substantial claim to ownership. Indeed, the employee may have been hired for the purpose of creating intellectual property essential to the employer’s success.  Putting in place policies and procedures to ensure employers have clear title to this type of property is essential to avoid protracted, costly, and potentially ruinous litigation. This program will provide you with a practical guide to ownership of intellectual property created on the job.    Ownership of ideas, information, know-how and other property created on the job by employees Impact of scope of an employee’s duties on ownership of property created on the job Role of adequate compensation in protecting employer property How some property created on the job is an employee’s – not the employer’s – even if in scope of duties Essential agreements, policies, and practices to preserve employer property What to do if asserts ownership to property created on the job   Speakers: Elen Wetzel is partner in the Seattle office of Dorsey & Whitney, LLP, where her practice focuses on patent preparation and prosecution, opinions, and counseling of clients across a variety of industries including energy, manufacturing, transportation, electronics, and e-commerce. As part of her practice, she regularly conducts invention disclosure meetings and prepares patent applications and formal correspondence with the patent office for a variety of clients.  Prior to private practice, she served in an in-house role at a larger aerospace manufacturer. By training, she is an aerospace engineer.  Ms. Wetzel earned her B.S.E., cum laude, from the University of Michigan and her J.D., cum laude, from Seattle University School of Law. Angela Morrison is a partner in the Denver office of Dorsey & Whitney, LLP, where she helps clients gain, manage, and leverage intellectual property assets in the United States and internationally. She regularly assists clients in the biotechnology, pharmaceutical, chemical, and agricultural industries. Her background is in cellular and molecular biology, including graduate work that focused on post-transcriptional modification of RNA and its effect on gene expression.  She earned her B.S. from the University of Michigan, with high distinction and honors, her M.S. from Colorado State University, and her J.D. from the University of Colorado School of Law.

  • Teleseminar
    Format
  • 60
    Minutes
  • 8/28/2023
    Presented
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Trust & Estate Planning for Cabins, Boats, and Other Family Recreational Assets

$59.00

Clients frequently have substantial reactional assets that they want to pass in their estates – family cabins, mountain houses, other retreats, boats, and other assets.  These assets may be held in full or in fractional interests, sometimes shared uncomfortably by different parts of a single family or with third parties, giving rise to issues of control, value, and transfer.  Any or all of these assets may have substantial financial value and almost always have emotional value to clients. Planning for these assets is a blend of property and tax law, but also practical counseling of clients. This program will provide you with a real world guide to trust and estate planning for recreational assets.    How to title and/or hold assets in LLCs or other business entities Methods and agreements foster stable and cooperative use property among many family members Special trust and estate planning issues for reactional assets Use of Qualified Personal Residence Trusts for cabins and other vacation homes Real estate issues – capital improvements, treatment of taxes and expenses, conservation easements Special issues related to boats and airplanes   Speakers: Missia H. Vaselaney is a partner in the Cleveland office of Taft, Stettinius & Hollister, LLP, where her practice focuses on estate planning for individuals and businesses.  She also represents clients before federal and state taxing authorities.  Ms. Vaselaney is a member of the American Institute of Certified Public Accountants and has been a member of the Steering Committee for AICPA’s National Advanced Estate Planning Conference since 2001.  Michael Sneeringer a partner in the Naples, Florida office of Porter Wright Morris & Arthur LLP, where his practice focuses on trust and estate planning, probate administration, asset protection planning, and tax law. He has served as vice chair of the asset protection planning committee of the ABA’s Real Property, Trust and Estate Section and is an official reporter of the Heckerling Institute.  

  • Teleseminar
    Format
  • 60
    Minutes
  • 8/29/2023
    Presented
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Course1

Employment Investigations: Figuring It Out & Avoiding Liability

$59.00

Lawyers are often called on to conduct internal company investigations of employment disputes, sometimes in anticipation of litigation.  Employers hope to obtain an independent and thorough investigation of sensitive workplace matters to assess liability. For the lawyer, there many challenges: Choosing the right investigator, asking the right questions, preserving evidence, ensuring that privacy rights are not violated, and producing a practically useful report for the employer. There are also substantial issues of preserving the attorney-client privilege.  Often, the investigation can be as sensitive as the underlying matter. This program will provide you with a real world guide to planning and conducting an employment investigation and limiting employer liability.    Planning an effective employment investigation & knowing your goals Understanding liability risk in investigation, including invasions of privacy Determining interviewees and format/recording of interview What questions to ask/information to obtain from interviewees Litigation holds – what you should put in place Preserving the attorney-client privilege What to include in your final report   Speaker: Emily Pidot is of counsel in the New York City office of Paul Hastings, LLP.  Her practice focuses on defending employers in a broad array of employment matters, including claims of discrimination, harassment, and retaliation; whistleblower matters; executive compensation disputes; and wage-and-hour class and collective actions. She regularly counsels clients on human resources policies and employee relations to prevent litigation, and also has extensive experience providing anti-harassment training to clients’ workforces. 

  • Teleseminar
    Format
  • 60
    Minutes
  • 9/15/2023
    Presented
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Course1

LIVE REPLAY: The Law of Background Checks: What Clients May/May Not ‘Check

$59.00

Background checks are an exercise in risk management in hiring. Employers want to align an applicant’s skills with a job profile, reducing the likelihood the hire will not work out or, worse yet, cause the employer liability. This typically means that the employer wants as much information as possible on job candidates. But background checks themselves are fraught with potential liability. There are many categories of questions that employers may not ask applicants; and if they do ask these questions, they open themselves to liability.This program will provide you with a real-world guide to what is allowed and what isnot allowed in background checks, and best practices for using that information and avoiding liability.   Framework of laws impacting background checks, including the Fair Credit Reporting Act What an employ may/may not ask – criminal arrest history, marital status, age, credit history, and other bases Social media background checks Liability for improper/discriminatory use of background checks Counseling clients about best practices in conducting/using background checks   Speaker: Felicia Davis is an attorney in the Los Angeles office of Paul Hastings, LLP where she represents employers in all aspects of labor and employment law, including discrimination, retaliation, harassment, religious accommodation and wage and hour issues, in both single-plaintiff and class-action matters. She has also represented clients in disability access litigation under Title III. She has served as lead attorney on single and multi-plaintiff matters, successfully defending lawsuits alleging discrimination, retaliation, and wrongful discharge as well as collective bargaining agreement violations. She is a member of the ABA Labor and Employment Law Committee on Technology in the Practice and Workplace (Planning Committee). Ms. Davis received her B.A., cum laude, from Claremont McKenna College and her J.D. from the University of California at Los Angeles.

  • Teleseminar
    Format
  • 60
    Minutes
  • 10/2/2023
    Presented
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Course1

LIVE REPLAY: Drafting Employment Agreements for Commission-based Employees

$59.00

To Be Determined

  • Teleseminar
    Format
  • 60
    Minutes
  • 10/16/2023
    Presented
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Course1

Going Over: Employment Law Issues When a Key Employee Leaves for a Competitor

$59.00

Few things strike heart of business owners more than when a key employee departs and joins a competitor.  The departing employee may have sensitive knowledge about products or services, pricing strategies, customer lists, financial or other information essential to the success of the business.  If the business has planned for this eventuality, placing restrictions on key employees through a variety of agreements, any damage may be limited.  But if the key employee is departing without these agreements in place, the business must rely on strategies for protecting its sensitive information. This program will provide you a real-world guide to protecting your client’s sensitive business information when a key employee departs.    Conducting effective exit interviews of the departing employee Enforcing contractual provisions against disclosure of sensitive employer information Resort to statutory protections of trade secrets or “know how” when contractual protections don’t exist Understanding how employment law torts may apply to specific situations Planning in anticipation of the eventual loss of a key employee Speakers: Jennifer S. Baldocchi is a partner in Los Angeles office of Paul Hastings, LLP, where she co-chairs the office’s employment law department.  Her practice focuses on employee mobility and intellectual property, including trade secrets, covenants not to compete, unfair competition, and fiduciary duties.   In her transactional practice, she prepares employee and executive contracts, focusing on the protection of trade secrets and the prevention of improper customer and employee solicitations. She is recognized by Legal 500 US for trade secrets litigation and non-contentious matters.  Jessica Mendelson is an attorney in the Palo Alto, California office of Paul Hastings, LLP, where her practice focuses on trade secrets litigation and employee mobility issues.  Prior to joining Paul Hastings, Ms. Mendelson practiced trade secret, trademark, and copyright litigation in the intellectual property department of a boutique firm in Los Angeles.  Lindsey Jackson is an attorney in the Los Angeles office of Paul Hastings, LLP, where she represents employers in all aspects of employment law and labor relations, including wage-and-hour, discrimination, retaliation, harassment, trade secrets, and employee mobility matters. Ms. Jackson has also represented clients in employment litigation touching upon cybersecurity issues.  

  • Teleseminar
    Format
  • 60
    Minutes
  • 11/17/2023
    Presented
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Course1

LIVE REPLAY: Drafting Employee Handbooks

$59.00

Employee handbooks define the relationship of employer and employee for most employees.  These handbooks establish leave policies, polices for working from home, sick leave, and grounds for dismissal. They also help ensure the protection of employer trade secrets.  In a highly interconnected age, they establish policies for the use of smartphones, tablets, and other devices on and for the job. If a handbook is carefully planned and drafted, it provides for a stable workplace, reducing the risk of employer liability.The absence of a handbook can lead to just the opposite – a workplace with ad hoc policies and abounding risk.  This program will provide you with a practical guide to drafting employee handbooks.   Essential elements of employee handbooks Work from home policies and protections Ensuring handbooks are not enforceable contracts and are subject to change by employers Compliance with EEO laws, including the ADA, FMLA and others Prohibition of discrimination, harassment, and other unlawful conduct Defining workplace policies for personal smartphones, tablets, and other devices Time off, leave of absence, and discipline and dismissal procedures   Speaker: Stefanee Handon is an attorney in the Washington, D.C. office of Paul Hastings, LLP, where she represents employers in all aspects of employment law, including wage and hour compliance, fair employment practices, and individual employment rights.  She also counsels employers on all aspects of the employer-employee relationship, including hiring, pay, promotion, and termination.  Ms. Handon received her B.A., with high distinction, from the University of Virginia and her J.D. from the University of Virginia School of Law.

  • Teleseminar
    Format
  • 60
    Minutes
  • 11/27/2023
    Presented
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Course1

2022 Americans with Disabilities Act Update

$59.00

This program will provide you with a comprehensive update of important developments related to the Americans with Disabilities Act.  The program will cover case law, administrative, and practical developments related to reasonable accommodation of disabilities in the workplace.  The panel will also discuss developments related to permissible job qualification standards, determining essential job functions, and judging the workplace performance of employees subject to the ADA. This program will provide you with a wide-ranging and practical review of important ADA developments.   Review of recent case law and regulatory developments Developments in job qualification standards Reasonable accommodation trends, including EEOC’s guidance Developments related to reassignment to another job category Trends in the interactive process    Speaker: Jeanne Goldberg is a Senior Attorney Advisor in the Office of Legal Counsel at the U.S. Equal Employment Opportunity Commission headquarters in Washington, D.C. She advises the Commission on the interpretation of Americans with Disabilities Act and the Genetic Information Nondiscrimination Act, among other federal statutes.  Prior to joining the EEOC, Ms. Goldberg was in private law practice specializing in civil rights litigation and argued EEO cases before the U.S. Courts of Appeals for the Fourth and D.C. Circuits.  She has also served as an adjunct law professor at the College and Mary.  Ms. Goldberg earned her B.A. from Northwestern University and her J.D. from George Washington University. 

  • MP3 Download
    Format
  • 60
    Minutes
  • 3/15/2024
    Avail. Until
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