Dallas HR Webinars
Employment Law & Labor Relations
Maintaining compliance and remaining compliant with the latest changes in labor legislation. Developing, implementing/administering and evaluating the workplace in order to maintain relationship and working conditions that balance employer/employee needs and rights in support of the organization’s goals and objectives. Also includes a focus on California specific legal requirements.
Untangle the Web of FMLA, ADA, GINA and Workers’ CompensationContains 3 Component(s), Includes Credits Recorded On: 10/29/2019
The interplay of the Family and Medical Leave Act (FMLA), the Americans with Disabilities Act (ADA), and state workers’ compensation laws continues to cause compliance issues for many employers. Employees with injuries or illnesses may have rights under more than one statute. Add to that the protections of the Genetic Information Nondiscrimination Act (GINA), and the challenge of compliance for employers is even greater. Session participants will gain insights and practical steps to help chart a course to reducing your legal risk. Learning Objectives: Communicate an overview of the laws; Address common problems occurring under these laws; Navigate these legal issues successfully to support your organization and reduce your legal risk.
Compliance Considerations for Tomorrow's BenefitsContains 3 Component(s), Includes Credits Recorded On: 10/29/2019
While HR professionals may have enjoyed the recent slowdown in regulatory action under the Affordable Care Act, plenty of compliance considerations remain for those that work with cafeteria plans and group health plans. We’ll look at the latest-and-greatest as it pertains to topics such as association health plans, wellness regulations, the contraceptive mandate, and general agency enforcement to ensure HR professionals are ready to become a trusted advisor to employees through the next phase of employee benefits. Learning Objectives: Understand key regulatory and legislative actions from the past year that affect compliance for cafeteria plans and group health plans; Recognize inherent risks of noncompliance for employee benefit programs based on agency enforcement activities from the past year; Serve as a trusted advisor to the company in the event an IRS penalty is proposed for alleged noncompliance with the employer mandate provisions applicable to large employers.
How Tests and Other Employment Practices can be IllegalContains 3 Component(s), Includes Credits Recorded On: 10/29/2019
Understanding the legal implications of tests and other employment practices is critical for HR professionals. An employer can’t intentionally discriminate, but, in the vast majority of claims brought under the 1991 Civil Rights Act’s Title VII or Uniform Guidelines on Employee Selection Procedures (41 CRF 60-3) – the only way to challenge a practice is to claim it’s discriminatory – intentional discrimination is not alleged. Most claims are triggered statistically by adverse impact – that it caused a protected group to be under-selected – despite employer commitment to EEO. This sessionwill demonstrate the two ways a practice can be discriminatory within how anti-discrimination law evolved into Title VII and the Uniform Guidelines, with many firsthand case examples; differences between the two legal standards; and basic exam legal defensibility, while humorously debunking legal defensibility myths. Learning Objectives: Understand basic legal defensibility at the lay level to be proactive to mitigate potential employment practice liability; Debunk EEO compliance myths through examination of case examples and learn what not to do to mitigate liability; Become aware that the federal government doesn't always know what they're supposed to be enforcing.
Arbitration: Be Careful What You Wish ForContains 3 Component(s), Includes Credits Recorded On: 10/28/2019
Now that the US Supreme Court has endorsed the use of class waivers in arbitration agreements, employers have a choice, stick with the old-fashioned route of litigating in court or require employees to enter into arbitration agreements as the exclusive means of dispute resolution. This session will explore factors employers weigh in deciding whether to enter into arbitration agreements with employees, as well as how the plaintiff’s bar has responded to the Supreme Court’s full endorsement of arbitration. Participants will also learn how the Supreme Court’s decision squares with the increasing number of state laws banning mandatory arbitration of sexual harassment claims in response to the #MeToo movement. Learning Objectives: Describe the downsides of using arbitration agreements; Understand how arbitration agreements could be used to wire-around sex harassment claims; Articulate the pros and cons of requiring employees to sign arbitration agreements.
Per SHRM and HRCI recertification guidelines, online content is eligible for recertification credit for two years from date of capture. Content will expire based on the following schedule:
- 2019 Conference Expiration Date: October 31,2021
- 2018 Conference Expiration Date: October 1, 2020
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