11/19/19: Wild World of Employment Law event from Great River Human Resource Association

Join us for our 1/2 day Employment Law event on Tuesday, November 19. During our time together, the Pappas-O’Connor firm will cover the topics most requested in our GRHRA employment law survey. See the event schedule below:

Featuring:

  • Reefer Madness: How Illinois legalization effects Employer’s in Illinois & Iowa and what to do about:
    • Managing the conflict between federal and numerous state laws.
    • Differences between recreational and medicinal use laws.
    • How do employers address zero-tolerance drug policy and the fact that marijuana is legal?
    • The overlap between marijuana use and reasonable accommodations – to grant or deny? Is there a change in employer outlooks about this?
  • The Thrill of Victory and the Agony of Defeat: The FLSA and the DOL
    • This quick hit session will provide an overview of the most significant developments on the wage- and-hour front, including:
      • The latest on DOL’s proposed rulemaking on overtime exemptions, regular rate, joint employment
      • Possible additional proposed regulations regarding independent contractors and tip pooling
      • Recent DOL opinion letters
  • The Battle of the Sexes: Me Too and its unintended consequences
    • How has the legal system responded to the #MeToo Movement? The panel will cover significant developments, including:
      • Impact of #MeToo on state and federal laws
      • Erosion of Ellerth and Faragher defenses?
      • Significant harassment caselaw
      • How #MeToo has raised the stakes and increased the pressure on traditional sexual misconduct investigations;
      • How to report findings and recommendations, balancing privileged, confidentiality and anonymity concerns with pressure from internal and external stakeholders for transparency and action.
      • An overview of the new legislation and case law that permeates the workplace in Illinois and IowaLearn about recent major decisions and legislation including the ones that should drive employer policy changes and those that should be used by litigators to the advantage of their clients.