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.


56 Results

  • The HRSouthwest Conference 2019

    Contains 123 Product(s)

    All sessions captured at The 2019 Conference

  • Untangle the Web of FMLA, ADA, GINA and Workers’ Compensation

    Contains 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 Benefits

    Contains 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 Illegal

    Contains 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.

  • You Are What You Write! The Law of Social Media

    Contains 3 Component(s), Includes Credits Recorded On: 10/28/2019

    The frequency and variety of social media use in the workplace is increasing at a rate that’s difficult for employers to keep pace with. Although some types of social media use at work is valid, there are many new and developing ways employees and employers themselves can inadvertently create areas of legal liability. This session will explore the rapidly developing law surrounding social media use in the workplace, as well as an employer's ability to regulate it focusing specifically on recent Texas court decisions and analysis of legal trends. Further, pro-active strategies will be discussed for drafting handbook policies on social media use and practical steps employers can take to avoid common legal pitfalls when faced with harassment or discipline situations involving social media. Learning Objectives: Describe the legal framework for common human resources issues involving social media and its potential for costly litigation; Analyze recent trends in Texas court and administrative law rulings regarding social media posts, content and policies; Explore pro-active strategies to minimize the possibility of litigation arising from adverse employment actions or policies relating to social media.

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