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Everything You Ever Wanted to Know about Employment Law

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  • This will not be your typical lawyer blah blahblah presentation. This is a no-holds-barred, fight to the finish white knuckle death cage competition-o-rama. The first thing we’re going to divide this room into 2 teams who will compete for valuable prizes. Name ‘em.
  • Because I’m a lawyer, I have to start w/some legalese. Here’s our official disclaimer …The presentation you are about to witness should not be relied upon or construed as legal advice. For specific information on recent legal developments, particular factual situations or the effect of a particular law, the opinion of qualified legal counsel should be sought. Failure to stay awake for the remainder of this presentation could result in potentially long-lasting side-effects, including litigation headaches, recurring nightmares and/or severe gastrointestinal discomfort from having to spend too much time with lawyers.And please please please consult with your own Legal and/or HR departments before making any major changes.In other words, you can’t sue me, ManpowerGroup or anyone else based on anything you hear today. You have been warned.
  • Unfortunately, that’s exactly what we see. [Cite recent examples.]
  • Deep thought. Don’t just adopt SM policy found online. 1 size mos def doesn’t fit all.If overbroad, could run afoul of NLRB rules.
  • Living breathing doc. Don’t let it die.
  • Allegations included that the Plaintiff was required to be on call QUOTE “from the earliest waking hour, for being responsive to the slightest need throughout the day, and for addressing spontaneous, random matters in the middle of the night” as well as QUOTE “maintaining the availability of defendant's personal supplies, ensuring the availability of chosen outfits, ensuring the promptness of a towel following a shower and serving as a personal alarm clock to keep defendant on schedule.” So, who was that alleged offender?And please don’t treat your employees like that.
  • And to make it worse, Harvard Business Review research suggests that a company’s stars are the first to be poached by competitors and are less likely to stay.
  • Transcript

    • 1. Everything You Ever Wanted to Know About Employment Law Everything You Ever Wanted to Know About Employment Law (But Didn’t Want to Pay a Lawyer to Ask) Mark Toth Chief Legal Officer, ManpowerGroup North America Tuesday, March 13, 2012ManpowerGroup | Tuesday, March 13, 2012 1
    • 2. Everything You Ever Wanted to Know About Employment Law Today’s Agenda Smartest Person in Our Audience Competition All the Latest Developments Stay Out of Jail To Do List Employment Law Sing-a-long Tool Box: $697.8 Billion in Tools & TipsManpowerGroup | Tuesday, March 13, 2012 2
    • 3. Everything You Ever Wanted to Know About Employment Law marktoth.com @manpowerblawgManpowerGroup | Tuesday, March 13, 2012 3
    • 4. Everything You Ever Wanted to Know About Employment Law Official Disclaimer The presentation you are about to witness should not be relied upon or construed as legal advice. For specific information on recent legal developments, particular factual situations or the effect of a particular law, the opinion of qualified legal counsel should be sought. Failure to stay awake for the remainder of this presentation could result in potentially long-lasting side-effects, including litigation headaches, recurring nightmares, and/or severe gastrointestinal discomfort from having to spend too much time with lawyers. Please consult with your own Legal and/or HR departments before making any major changes. You have been warned.ManpowerGroup | Tuesday, March 13, 2012 4
    • 5. Everything You Ever Wanted to Know About Employment Law Smartest HR Person in the Universe COMPETITIONManpowerGroup | Tuesday, March 13, 2012 5
    • 6. Everything You Ever Wanted to Know About Employment LawSmartest lawsuitsHR Personin the UniverseCOMPETITION lawsuits lawsuitsManpowerGroup | Tuesday, March 13, 2012 6
    • 7. Everything You Ever Wanted to Know About Employment Law According to a recent study, what’s the #1 legal headache for U.S. businesses? A. Environmental regulation B. Patent protection C. International contract laws D. Employment law disputes E. LawyersManpowerGroup | Tuesday, March 13, 2012 7
    • 8. Everything You Ever Wanted to Know About Employment Law According to a recent study, what’s the #1 legal headache for U.S. businesses? A. Environmental regulation B. Patent protection C. International contract laws D. Employment law disputes E. LawyersSource: Fulbright & JaworskiManpowerGroup | Tuesday, March 13, 2012 8
    • 9. Everything You Ever Wanted to Know About Employment Law According to the latest data, what are an employer’s odds of winning at trial? A. It is unlawful for employers to win B. 22% C. 48% D. 68% E. 88%ManpowerGroup | Tuesday, March 13, 2012 9
    • 10. Everything You Ever Wanted to Know About Employment Law According to the latest data, what are an employer’s odds of winning at trial? A. It is unlawful for employers to win B. 22% C. 48% D. 68% E. 88%Source: Jury Verdict ResearchManpowerGroup | Tuesday, March 13, 2012 10
    • 11. Everything You Ever Wanted to Know About Employment Law What hit record highs last year?A. EEOC complaintsB. EEOC recoveriesC. EEOC class actionsD. EEOC mediationsE. EEOC love notes from employersF. All of the above except “E”ManpowerGroup | Tuesday, March 13, 2012 11
    • 12. Everything You Ever Wanted to Know About Employment Law What hit record highs last year?A. EEOC complaintsB. EEOC recoveriesC. EEOC class actionsD. EEOC mediationsE. EEOC love notes from employersF. All of the above except “E”Source: EEOCManpowerGroup | Tuesday, March 13, 2012 12
    • 13. Everything You Ever Wanted to Know About Employment Law What’s the #1 most common discrimination claim?A. AgeB. National OriginC. RaceD. RetaliationE. SexManpowerGroup | Tuesday, March 13, 2012 13
    • 14. Everything You Ever Wanted to Know About Employment Law Retaliation Is #1 1. Retaliation (36,258) 2. Race (35,890) 3. Sex (29,029) 4. Disability (25,165) 5. Age (23,264) Source: EEOCManpowerGroup | Tuesday, March 13, 2012 14
    • 15. Everything You Ever Wanted to Know About Employment Law Which of the following is most likely to result in a humongous class action? A. I-9 violations B. OSHA violations C. FMLA violations D. Wage and hour violations E. Doing business in CaliforniaManpowerGroup | Tuesday, March 13, 2012 15
    • 16. Everything You Ever Wanted to Know About Employment Law Which of the following is most likely to result in a humongous class action? A. I-9 violations B. OSHA violations C. FMLA violations D. Wage and hour violations E. Doing business in CaliforniaManpowerGroup | Tuesday, March 13, 2012 16
    • 17. Everything You Ever Wanted to Know About Employment Law How Much Will YOU Pay? $100K - $1M+: $0 - 50K: $51-100K: Big pattern 1 plaintiff + 1 plaintiff + $1M: +/or no horrible horrible Pattern +/or reeaaallllllllly facts facts horrible horrible (32%) (28%) facts facts (39%) (1%)ManpowerGroup | Tuesday, March 13, 2012 17 Sources: EEOC, Jury Verdict Research
    • 18. Everything You Ever Wanted to Know About Employment Law More More More Enforcement: up for third straight year More Suits: 1 / 5 has 50+ More Big Suits: 4 / 10 have suit seeking $20M+ More Investigations: 91% expect increase or stay same More Costs: median spend up 40% to $1.4MManpowerGroup | Tuesday, March 13, 2012 18 Sources: Fulbright, Seyfarth Shaw
    • 19. Everything You Ever Wanted to Know About Employment Law What’s New? Supremes’ Greatest Hits Pro-employee • Retaliation Expanded • Beware the “Cat’s Paw” Pro-employer • Nationwide Class Action Restricted • Churches Don’t Have to Hire Atheists • Class Waivers Are OK (Or Are They?)ManpowerGroup | Tuesday, March 13, 2012 19
    • 20. Everything You Ever Wanted to Know About Employment Law What’s Next? More More More Even More Enforcement Even More Class Actions Even More $$$ Big Targets: • Systemic • Wage and Hour • Inflexible Leave • Pregnancy/Caregiver • Exec MisconductManpowerGroup | Tuesday, March 13, 2012 20
    • 21. Everything You Ever Wanted to Know About Employment LawSmartest technologyHR Personin the UniverseCOMPETITION technology technologyManpowerGroup | Tuesday, March 13, 2012 21
    • 22. Everything You Ever Wanted to Know About Employment Law True or False? None of the laws that apply in the real world apply in the social media universe and therefore I can completely lose my mind and absolutely anything goes.ManpowerGroup | Tuesday, March 13, 2012 22
    • 23. Everything You Ever Wanted to Know About Employment Law Same old laws … Non-discrimination Adverse impact FCRA GINA NLRA Negligent Hiring Off-duty Conduct Arrest & Conviction RecordManpowerGroup | Tuesday, March 13, 2012 23
    • 24. Everything You Ever Wanted to Know About Employment Law Same old test … job- job- related related job- relatedManpowerGroup | Tuesday, March 13, 2012 24
    • 25. Everything You Ever Wanted to Know About Employment Law Latest Stats: Employees 62% “couldn’t live without the Internet” 53% would rather lose nose than Facebook 45% would swap pay for SM access 29% access X-rated sites 28% have posted work-related photos 22% have posted / tweeted about a co-worker 21% would turn down a job if unsocialManpowerGroup | Tuesday, March 13, 2012 25 Sources: Cisco, Pew Research Center, McCann WorldGroup, Nielsen, DLA Piper
    • 26. Everything You Ever Wanted to Know About Employment Law Question: How do those about to enter the workforce rank the following in order of importance? A. Social Activities, Romance, Music, Internet B. Internet, Social Activities, Romance, Music C. Music, Social Activities, Internet, Romance D. Romance, Internet, Music, Social ActivitiesManpowerGroup | Tuesday, March 13, 2012 26
    • 27. Everything You Ever Wanted to Know About Employment Law Question: How do those about to enter the workforce rank the following in order of importance? A. Social Activities, Romance, Music, Internet B. Internet, Social Activities, Romance, Music C. Music, Social Activities, Internet, Romance D. Romance, Internet, Music, Social ActivitiesManpowerGroup | Tuesday, March 13, 2012 27 Source: Cisco
    • 28. Everything You Ever Wanted to Know About Employment Law Latest Stats: Employers 73% do no SM training 68% monitor internet activity 58% say SM benefits outweigh risks 56% block access to some sites 45% use SM to screen 31% have disciplined for postings about employer 25% have disciplined for excessive SM use 19% ban SMManpowerGroup | Tuesday, March 13, 2012 28 Sources: SHRM, Mindflash, Clearswift, DLA Piper, Cisco
    • 29. Everything You Ever Wanted to Know About Employment Law What Are Employers Really Using? 95% LinkedIn 58% Facebook 42% Twitter 29% Professional/Association Sites 3% MySpace 1% Foursquare 1% Second Life 6% OtherManpowerGroup | Tuesday, March 13, 2012 29 Source: SHRM
    • 30. Everything You Ever Wanted to Know About Employment Law What Are Employers Really Finding? 35%: Bad Stuff 18%: Good Stuff• 53% inappropriate photos/info • 50% good personality• 44% drugs/alcohol • 39% strong qualifications• 35% disparaging comments • 38% creative abilities• 29% bad communication skills • 35% good communication skills• 26% discriminatory comments • 19% valid references• 24% lies about qualifications • 15% awards/accolades Tuesday, March 13, 2012ManpowerGroup | Tuesday, March 13, 2012 30 Source: Mindflash
    • 31. Everything You Ever Wanted to Know About Employment Law Which of the following is NOT an actual employee tweet? A. “Hate my job!! I want to tell my bosses how dumb they are and how meaningless this job is, then quit, and be happy!” B. “So my job was to test all the food at the new restaurant, can I just say, ughew. I’m going to taco bell.” C. “Smoking weed at work is so [expletive] great” D. “I’m really bummed that I’m working today, I asked off so I could study but my boss is a [expletive] who can’t read.” E. “I am working really hard right now and feel very fortunate to have a job.”ManpowerGroup | Tuesday, March 13, 2012 31
    • 32. Everything You Ever Wanted to Know About Employment Law Which of the following is NOT an actual employee tweet? A. “Hate my job!! I want to tell my bosses how dumb they are and how meaningless this job is, then quit, and be happy!” B. “So my job was to test all the food at the new restaurant, can I just say, ughew. I’m going to taco bell.” C. “Smoking weed at work is so [expletive] great” D. “I’m really bummed that I’m working today, I asked off so I could study but my boss is a [expletive] who can’t read.” E. “I am working really hard right now and feel very fortunate to have a job.”ManpowerGroup | Tuesday, March 13, 2012 32
    • 33. Everything You Ever Wanted to Know About Employment Law Stay Out Of Court Basics Know the Law Adopt a Reasonable Policy Consistently Enforce It Consider SM Agreements Don’t Intercept, Steal or Deceive Train Searchers + Managers Monitor But Don’t OverreactManpowerGroup | Tuesday, March 13, 2012 33
    • 34. Everything You Ever Wanted to Know About Employment Law Search Checklist Be Consistent • All candidates or certain categories/departments • Same phase of interview process Designate Searchers • One employee, small group or 3rd party • Not hiring manager Limit Scope • Job-related, job-related, job-related • Restrict to certain approved sites • No age, race, religion, disabilities, genetics or other protected infoManpowerGroup | Tuesday, March 13, 2012 34
    • 35. Everything You Ever Wanted to Know About Employment Law Search Checklist Disclose • Notify candidates that may use SM • Include on applications and other documents Document • Consistent process • Note legitimate job-related reasons for not hiring • Follow document retention policiesManpowerGroup | Tuesday, March 13, 2012 35
    • 36. Everything You Ever Wanted to Know About Employment Lawbuilding theperfect social media ManpowerGroup | Tuesday, March 13, 2012 policy 36
    • 37. Everything You Ever Wanted to Know About Employment Law 10 Essential Elements Tie to Vision + Handbook + Code Set Clear + Reasonable Expectations Define SM Brooooooooadly Protect Trade Secrets/Confidentiality Clarify Who Owns WhatManpowerGroup | Tuesday, March 13, 2012 37
    • 38. Everything You Ever Wanted to Know About Employment Law 10 Essential Elements No Disparagement/Harassment Respect Copyrights NLRA Disclaimer Duty To Report Violations “Up to and including discharge”ManpowerGroup | Tuesday, March 13, 2012 38
    • 39. Everything You Ever Wanted to Know About Employment Law SM Policy Starter Kit marktoth.com Sample Policy Other Fortune 500 Policies SM 101 Articles Latest From the NLRBManpowerGroup | Tuesday, March 13, 2012 39
    • 40. Everything You Ever Wanted to Know About Employment LawSmartest medicalHR Personin the UniverseCOMPETITION medical medicalManpowerGroup | Tuesday, March 13, 2012 40
    • 41. Everything You Ever Wanted to Know About Employment Law Is the U.S. Workforce STRESSSSSED Out? 81% of HR: more tired than ever 80% of medical expenses stress-related 60% increase in sedentary jobs 40% sleep-deprived 33% “chronically overworked” 32% increase in workweek 25% nap @ work Sources: WorkForce Software, Harris Interactive, Workplace Power Outage Survey, Sage Software Survey, Urban Mobility Report, Business Week, Families and Work Institute, Centers for Disease Control and Prevention, The New York TimesManpowerGroup | Tuesday, March 13, 2012 41
    • 42. Everything You Ever Wanted to Know About Employment Law More Stress = More Lawsuits The Bottom Line: $200-$300B lost each year due to stress-related absenteeism, burnout, decreased productivity, WC claims, turnover and insurance costs. The Lesson: Be nice to your employees. Source: National Safety CouncilManpowerGroup | Tuesday, March 13, 2012 42
    • 43. Everything You Ever Wanted to Know About Employment Law What’s true about the ADAAA? A. It’s easier to establish a covered “disability” B. Mitigating measures can’t be considered C. Episodic or remission conditions are covered D. Individualized assessments are required E. Rigid leave policies will get you in trouble H. All of the aboveManpowerGroup | Tuesday, March 13, 2012 43
    • 44. Everything You Ever Wanted to Know About Employment Law What’s true about the ADAAA? A. It’s easier to establish a covered “disability” B. Mitigating measures can’t be considered C. Episodic or remission conditions are covered D. Individualized assessments are required E. Rigid leave policies will get you in trouble H. All of the aboveManpowerGroup | Tuesday, March 13, 2012 44
    • 45. Everything You Ever Wanted to Know About Employment Law Bob is normally a responsible, quiet employee. One day, however, he shows up two hours late and acts “obscenely happy, wearing make-up, avoiding eye contact, continuously rubbing his legs and touching everyone.” He also does a “crazy monkey arm dance” and begins “twirling and talking gibberish, flying around in the office in a hyper state.” Then he leaves. What do you do? A. Fire him for inappropriate workplace behavior B. Do a crazy monkey arm dance in his honor until he returns C. Drug test him D. Give him a chance to explain his behaviorManpowerGroup | Tuesday, March 13, 2012 45
    • 46. Everything You Ever Wanted to Know About Employment Law Bob is normally a responsible, quiet employee. One day, however, he shows up two hours late and acts “obscenely happy, wearing make-up, avoiding eye contact, continuously rubbing his legs and touching everyone.” He also does a “crazy monkey arm dance” and begins “twirling and talking gibberish, flying around in the office in a hyper state.” Then he leaves. What do you do? A. Fire him for inappropriate workplace behavior B. Do a crazy monkey arm dance in his honor until he returns C. Drug test him D. Give him a chance to explain his behaviorManpowerGroup | Tuesday, March 13, 2012 46
    • 47. Everything You Ever Wanted to Know About Employment Law Which of the following increase your chances of getting sued under GINA? A. Asking about family medical history B. Terminating an employee after a positive test C. Commingling medical and other information D. Not adopting the EEOC’s “safe harbor” language E. Discriminating against employees named Gina F. All of the above except “E”ManpowerGroup | Tuesday, March 13, 2012 47
    • 48. Everything You Ever Wanted to Know About Employment Law Which of the following increase your chances of getting sued under GINA? A. Asking about family medical history B. Terminating an employee after a positive test C. Commingling medical and other information D. Not adopting the EEOC’s “safe harbor” language E. Discriminating against employees named Gina F. All of the above except “E”ManpowerGroup | Tuesday, March 13, 2012 48
    • 49. Everything You Ever Wanted to Know About Employment Law An employee comes into your office at 4:59 on a Friday and informs you that he suffers from multiple medical conditions, including “work-induced narcolepsy,” “spontaneous combustion syndrome” and “episodic cubicle-confinement hyper-grumpiness.” He demands several accommodations, including: (1) a portable I.V. hooked up to an espresso machine, (2) a fire extinguisher mounted to his head; (3) three-and-a-half weeks off each month and (4) your office. If you have time to make only one call, to whom should it be?ManpowerGroup | Tuesday, March 13, 2012 49
    • 50. Everything You Ever Wanted to Know About Employment Law Job Accommodation Network jan.wvu.edu 800-526-7234ManpowerGroup | Tuesday, March 13, 2012 50
    • 51. Everything You Ever Wanted to Know About Employment Law Today’s Format What’s New? Record # of Claims Final ADA Rules Leave Policy Scrutiny OFCCP 7% Proposal New Vet Disability and Diploma GuidelinesManpowerGroup | Tuesday, March 13, 2012 51
    • 52. Everything You Ever Wanted to Know About Employment Law Today’s Format Big Suits $20M for Inflexible Leave $8M for No Accommodation, Retaliation $3M for No Accommodation, Retaliation $2.6M for No Accommodation, Retaliation A $1.39 Bag of Chips is Cheaper Than a LawsuitManpowerGroup | Tuesday, March 13, 2012 52
    • 53. Everything You Ever Wanted to Know About Employment Law Today’s Format What’s Next? Don’t Be Inflexible “Presumed” Disabilities Interact, Interact, Interact Accommodate, Accommodate, AccommodateManpowerGroup | Tuesday, March 13, 2012 53
    • 54. Everything You Ever Wanted to Know About Employment LawSmartestHR Person WAGE &in the UniverseCOMPETITION HOURManpowerGroup | Tuesday, March 13, 2012 54
    • 55. Everything You Ever Wanted to Know About Employment Law What celebrity was recently sued for a plethora of wage and hour violations?ManpowerGroup | Tuesday, March 13, 2012 55
    • 56. Everything You Ever Wanted to Know About Employment Law LADY GAGAManpowerGroup | Tuesday, March 13, 2012 56
    • 57. Everything You Ever Wanted to Know About Employment Law Whats New? The Latest "Class Action Crescendo" Continues Violations in 73% of Actions DOL Timesheet App IC "Amnesty" Jail for Violators Dont Mess with HRManpowerGroup | Tuesday, March 13, 2012 57 Sources: Department of Labor, Seyfarth Shaw
    • 58. Everything You Ever Wanted to Know About Employment Law Whats Next? Hot Spots IC Classifications OT Classifications (especially Administrative) Work @ Home Pre-shift “Work” (Donning/Doffing, Logon/Logoff)ManpowerGroup | Tuesday, March 13, 2012 58
    • 59. Everything You Ever Wanted to Know About Employment Law Whats Next? Hot States California Illinois Massachusetts Minnesota New Jersey New York Pennsylvania WashingtonManpowerGroup | Tuesday, March 13, 2012 59 Source: Seyfarth Shaw
    • 60. Everything You Ever Wanted to Know About Employment LawSmartest unionsHR Personin the UniverseCOMPETITION unions unionsManpowerGroup | Tuesday, March 13, 2012 60
    • 61. Everything You Ever Wanted to Know About Employment Law Today’s Format True or False: The NLRB only has jurisdiction over unionized companies. A. True B. FalseManpowerGroup | Tuesday, March 13, 2012 61
    • 62. Everything You Ever Wanted to Know About Employment Law Today’s Format True or False: The NLRB only has jurisdiction over unionized companies. A. True B. FalseManpowerGroup | Tuesday, March 13, 2012 62
    • 63. Everything You Ever Wanted to Know About Employment Law In addition to Facebook firing cases, what else has the NLRB been busy with in recent months? A. Approving giant inflatable protest rats B. Creating new union rights posters C. Passing new union election rules D. Reversing decisions to make it easier to unionize E. All of the above and much much moreManpowerGroup | Tuesday, March 13, 2012 63
    • 64. Everything You Ever Wanted to Know About Employment Law In addition to Facebook firing cases, what else has the NLRB been busy with in recent months? A. Approving giant inflatable protest rats B. Creating new union rights posters C. Passing new union election rules D. Reversing decisions to make it easier to unionize E. All of the above and much much moreManpowerGroup | Tuesday, March 13, 2012 64
    • 65. Everything You Ever Wanted to Know About Employment Law What’s New? “Recess” Appointments "Ambush" Election Rules Bigger Than the Supremes? Union Rights Posting (Or Not)? Fun with FacebookManpowerGroup | Tuesday, March 13, 2012 65
    • 66. Everything You Ever Wanted to Know About Employment Law Facebook Firings Don’t discipline for Be especially wary of comments about wages group comments or work conditions OK (maybe) to discipline Review policy to make for comments unrelated sure not overbroad to work conditions or out-of-dateManpowerGroup | Tuesday, March 13, 2012 66
    • 67. Everything You Ever Wanted to Know About Employment LawSmartestHR Personin the UniverseCOMPETITION PICTUREManpowerGroup | Tuesday, March 13, 2012 67
    • 68. Everything You Ever Wanted to Know About Employment Law Your employees are thinking about leaving your company right now. A. True B. FalseManpowerGroup | Tuesday, March 13, 2012 68
    • 69. Everything You Ever Wanted to Know About Employment Law Your employees are thinking about leaving your company right now. A. True B. FalseManpowerGroup | Tuesday, March 13, 2012 69
    • 70. Everything You Ever Wanted to Know About Employment Law 84% of employees intend to leave their employer in 2012 Source: Right Management Toledo HR AssociationManpowerGroup | Tuesday, March 13, 2012 70
    • 71. Everything You Ever Wanted to Know About Employment Law If you had to boil all of HR and employment law down into ONE simple word, what would it be?ManpowerGroup | Tuesday, March 13, 2012 71
    • 72. Everything You Ever Wanted to Know About Employment Law LOVEManpowerGroup | Tuesday, March 13, 2012 72
    • 73. Everything You Ever Wanted to Know About Employment Law Official 2012 Stay Out Of Jail ACTION ITEMSManpowerGroup | Tuesday, March 13, 2012 73
    • 74. Everything You Ever Wanted to Know About Employment Law 2012 ACTION ITEMS ► KNOW THE LAW ► FOCUS ON KEY PRIORITIES • Known violations • Systemic issues • Wage & hour (especially pre-/post-shift, donning/doffing, work @ home) • Medical leave (especially inflexible policies) • Technology (policy, training, consistent enforcement) ► INVESTIGATE & DOCUMENT ALL CLAIMS ► BEWARE RETALIATION ► USE THE TOOL BOXManpowerGroup | Tuesday, March 13, 2012 74
    • 75. Everything You Ever Wanted to Know About Employment Law marktoth.com @manpowerblawgManpowerGroup | Tuesday, March 13, 2012 75
    • 76. Everything You Ever Wanted to Know About Employment Law EMPLOYMENT LAW SING-ALONGManpowerGroup | Tuesday, March 13, 2012 76
    • 77. Everything You Ever Wanted to Know About Employment Law Employment law can be easy If you listen you surely won’t fail We wrote you this song So please sing along If you don’t You could end up in jailManpowerGroup | Tuesday, March 13, 2012 77
    • 78. Everything You Ever Wanted to Know About Employment Law Enforcement action’s expanding And so is the NLRA And the ADAAA Isn’t going away Get to know them now Don’t delayManpowerGroup | Tuesday, March 13, 2012 78
    • 79. Everything You Ever Wanted to Know About Employment Law Remember this song And you’ll never go wrong Yes we wish you the best On your journeys You’ll stay out of court And you won’t have to pay no attorneysManpowerGroup | Tuesday, March 13, 2012 79
    • 80. Everything You Ever Wanted to Know About Employment Law Don’t put things off ‘til tomorrow Yes investigate right away Don’t procrastinate And don’t retaliate Or the more you will have to payManpowerGroup | Tuesday, March 13, 2012 80
    • 81. Everything You Ever Wanted to Know About Employment Law Technology may give you headaches The feds they may knock on your door But if you prepare Be consistent and fair They won’t ever bug you no moreManpowerGroup | Tuesday, March 13, 2012 81
    • 82. Everything You Ever Wanted to Know About Employment Law Remember this song And you’ll never go wrong Yes we wish you the best On your journeys You’ll stay out of court And you won’t have to pay no attorneysManpowerGroup | Tuesday, March 13, 2012 82
    • 83. 83 Everything You Ever Wanted to Know About Employment Law If your brain’s too full to remember All the stuff we just covered above There’s one simple word That sums up what you heard Love, Love, Love, Love, Love, Love, LOVE!ManpowerGroup | Tuesday, March 13, 2012 83
    • 84. Everything You Ever Wanted to Know About Employment Law Remember this song And you’ll never go wrong Yes we wish you the best On your journeys You’ll stay out of court And you won’t have to pay no attorneysManpowerGroup | Tuesday, March 13, 2012 84
    • 85. Everything You Ever Wanted to Know About Employment Law THANK YOUManpowerGroup | Tuesday, March 13, 2012 85

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