Events
Digital Education:Five Labor & Employment Updates to Make in 2016
Where
At your computer
When
Tuesday, April 26, 2016
9:00am - 10:00am
Presenters:
Evan Pontz
Partner, Troutman Sanders LLP
Evan Pontz specializes in employment and labor law matters, including employment discrimination litigation, traditional labor law issues, compliance counseling and preventative training. To view Evan’s bio, please click here.
Rebecca Silk
Associate, Troutman Sanders LLP
Rebecca also advises employers on various aspects of employment related law, including employee training, the development of employee handbooks and policies, employment contracts, and non-competition agreements.To view Rebecca’s bio, please click here.
You have likely made all the crucial updates to your Human Resources policies and processes to address the new and changing employment issues that are coming in 2016. But if you are now asking yourself questions like: “Which updates should we have already made? Which ones need to be made soon, and by when? How can I be sure I have made the right updates?” Or if you just want to make sure you are on top of everything, here is your chance to find out!
Join us for the “Five Labor & Employment Updates to Make in 2016” webinar to learn about five key updates to make in 2016, as well as the concrete actions and steps employers large and small must take to remain compliant with the law.
1. Changes to the federal Fair Labor Standards Act (FLSA) that are coming soon and what employers must do now for supervisors and others to remain “exempt” from the overtime and minimum wage provisions of that law.
2. Where the law on discrimination or harassment of LGBTQ employees stands and is headed, how recent lawsuits filed by the Equal Employment Opportunity Commission (EEOC) make this an extra hot topic, and what employers need to think about and do now.
3. What you can do to avoid the continuing problems with company social media and communication policies that lead employers to unintentionally violate the National Labor Relations Act – even employers without unionized employees.
4. How the Occupational Safety and Health Administration (OSHA) has new higher penalties and reinvigorated priorities to address workplace safety issues, and what you need to do right away to keep your employees safe.
5. The EEOC’s proposed changes to the EEO-1 form requiring new pay data by sex and race, as well as its proposed new guidance on retaliation claims that may have employers pulling out their hair, unless they make changes right away.