Answers to YOUR Employment Law Questions Today’s Format <ul><li>Shout-outs </li></ul><ul><li>Polls </li></ul><ul><li>Text-...
Today’s Agenda <ul><li>Official “Smartest Person In the Audience” Quiz Show </li></ul><ul><li>$584 billion in tools & tips...
Official Disclaimer <ul><li>The material presented herein should not be relied upon or construed as legal advice. For spec...
Everything About Employment Law Smartest Person in the Audience  QUIZ SHOW
Everything About Employment Law Why You Should   STAY AWAKE   During This Webinar
According to a recent study, what is the #1 legal headache for U.S. businesses? <ul><li>a.  Environmental regulation </li>...
According to a recent study, what is the #1 legal headache for U.S. businesses? <ul><li>a.  Environmental regulation </li>...
On average, how many employment lawsuits are filed every day? <ul><li>a.  55 </li></ul><ul><li>b.  197 </li></ul><ul><li>c...
On average, how many employment lawsuits are filed every day? <ul><li>a.  55 </li></ul><ul><li>b.  197 </li></ul><ul><li>c...
What % of employment lawsuits are won by the employer? <ul><li>a. It is unlawful for employers to win </li></ul><ul><li>b....
What % of employment lawsuits are won by the employer? <ul><li>a. It is unlawful for employers to win </li></ul><ul><li>b....
1 out of ___ employment law jury verdicts is a million-dollar case. <ul><li>a.  1 million </li></ul><ul><li>b.  1,000 </li...
1 out of ___ employment law jury verdicts is a million-dollar case. <ul><li>a.  1 million </li></ul><ul><li>b.  1,000 </li...
How to Lose Money Fast <ul><li>Class actions </li></ul><ul><ul><li>Wage & hour </li></ul></ul><ul><ul><li>Exec misconduct ...
Employers in Court <ul><li>More Litigation  </li></ul><ul><ul><li>Up for 3 rd  straight year </li></ul></ul><ul><ul><li>La...
Employers in Court <ul><li>Most Common </li></ul><ul><ul><li>Sex (35%) </li></ul></ul><ul><ul><li>Race (26%) </li></ul></u...
Everything About Employment Law Big Hairy  SUITS
Which of the following happened in recent months? <ul><li>a. Record EEOC $$$ recoveries </li></ul><ul><li>b. Record # of r...
Which of the following happened in recent months? <ul><li>a. Record EEOC $$$ recoveries </li></ul><ul><li>b. Record # of r...
Anatomy of a Billion-dollar Lawsuit <ul><li>TIMELINE </li></ul><ul><li>10 years on  Working Mothers  best employers list <...
Anatomy of a Billion-dollar Lawsuit <ul><li>EVIDENCE </li></ul><ul><li>Experts: performance and comp systems were “subject...
Anatomy of a Billion-dollar Lawsuit <ul><li>BEST JUDICIAL QUOTE OF THE DECADE </li></ul><ul><li>The court must be “wary of...
Anatomy of a Billion-dollar Lawsuit <ul><li>TRIAL TESTIMONY </li></ul><ul><li>Plaintiffs </li></ul><ul><ul><li>Unfair pay ...
Anatomy of a Billion-dollar Lawsuit <ul><li>VERDICT </li></ul><ul><li>$3.4 million in compensatory damages </li></ul><ul><...
Anatomy of a Billion-dollar Lawsuit <ul><li>LESSONS </li></ul><ul><li>Don’t rest on your laurels </li></ul><ul><li>Get PRO...
Which of the following were actual rulings by the Supremes in the past year? <ul><li>a. An employer can monitor employee “...
Which of the following were actual rulings by the Supremes in the past year? <ul><li>a. An employer can monitor employee “...
More Big Verdicts <ul><li>$4.0 million  to pathologist for alleged retaliation after opposing new blood test that could gi...
More Big Verdicts <ul><li>$10.7 million  for alleged repeated firing of older employees and replacing them with younger em...
How to Get Sued by the EEOC <ul><li>Don’t address harassment/discrimination aggressively </li></ul><ul><li>Don’t adequatel...
Everything About Employment Law What’s  NEW?
What three words starting with the letter “e” best describe the government’s current approach to employment law? Everythin...
Enforcement, Enforcement, Enforcement <ul><li>Chao (“compliance assistance”) versus Solis (“new sheriff in town”) </li></u...
What was the very first law signed by the President and why is it freaking lots of  employment lawyers out? Everything Abo...
LILLY  LEDBETTER FAIR PAY RESTORATION ACT Everything About Employment Law
The Ledbetter Act: <ul><li>a.  Gives an extra $250 per month to all employees named Lilly Ledbetter </li></ul><ul><li>b.  ...
The Ledbetter Act: <ul><li>a.  Gives an extra $250 per month to all employees named Lilly Ledbetter </li></ul><ul><li>b.  ...
Ledbetter Basics <ul><li>Overturns Supreme Court case requiring pay claims be filed within 180 days of initial decision </...
What is the HITECH Act? <ul><li>a.  Stands for Halt Illegal Technology and Electronic Crimes Hastily </li></ul><ul><li>b. ...
What is the HITECH Act? <ul><li>a.  Stands for Halt Illegal Technology and Electronic Crimes Hastily </li></ul><ul><li>b. ...
HITECH ACT <ul><li>New personal health information (PHI) requirements </li></ul><ul><ul><li>Breach notices to plan partici...
In addition to all the health care changes, what else does PPACA require? <ul><li>a. All U.S. citizens to move to Canada <...
In addition to all the health care changes, what else does PPACA require? <ul><li>a. All U.S. citizens to move to Canada <...
Which of the following is NOT real? <ul><li>a. New machine called Pepper Mouth that emits a foul odor when employees use f...
Which of the following is NOT real? <ul><li>a. New machine called Pepper Mouth that emits a foul odor when employees use f...
What Else Is New? <ul><li>HIRE Act: payroll tax “holiday” </li></ul><ul><li>Mental Health Parity Act </li></ul><ul><li>New...
<ul><li>Update handbook, policies,  </li></ul><ul><li>forms, posters and training </li></ul><ul><li>NOW! </li></ul>Everyth...
Everything About Employment Law What’s  NEXT?
What Presidential appointment is freaking out lots of employment lawyers because of what it could mean for the future? Eve...
BECKER TO NLRB Everything About Employment Law
Who Needs Congress? <ul><li>“ The NLRB has the ability to unduly increase union power and leverage without intervention by...
POLL: Women now make up the majority of the workforce and the vast majority of college attendees. The U.S. will soon be mo...
After the Mancession: Women @ Work <ul><li>50.3% of workforce </li></ul><ul><li>57% of college students </li></ul><ul><li>...
Potential Legislation <ul><li>Employment Non-discrimination Act (ENDA):  bars discrimination based on sexual orientation o...
Potential Legislation <ul><li>Fair Pay Act:  prohibits employers from discriminating based on sex, race or national origin...
Potential Legislation <ul><li>Equal Employment Act for All:  prohibits employers from using consumer reports to make emplo...
Potential Legislation <ul><li>More FMLA Amendments </li></ul><ul><li>Include employers with 25 or more employees </li></ul...
Everything About Employment Law Technology  BYTES
What percentage of men have viewed Internet porn at work? <ul><li>a. .07% </li></ul><ul><li>b. 2.9% </li></ul><ul><li>c. 1...
What percentage of men have viewed Internet porn at work? <ul><li>a. .07% </li></ul><ul><li>b. 2.9% </li></ul><ul><li>c. 1...
1 out of every ___ employees have forwarded a sex-related email at work. <ul><li>a. 50 </li></ul><ul><li>b. 10 </li></ul><...
1 out of every ___ employees have forwarded a sex-related email at work. <ul><li>a. 50 </li></ul><ul><li>b. 10 </li></ul><...
Can my company monitor employee email and Internet usage and take employment action based on that monitoring? <ul><li>a. Y...
Can my company monitor employee email and Internet usage and take employment action based on that monitoring? <ul><li>a. Y...
Tech @ Work Everything About Employment Law <ul><li>Social networking more than  doubled in the past year </li></ul><ul><l...
Tech @ Court <ul><li>Think hard before you hit “delete” </li></ul><ul><li>Think hard before you hit “send” </li></ul><ul><...
Get Social <ul><li>Sad stats </li></ul><ul><ul><li>90% of policies out-of-date </li></ul></ul><ul><ul><li>40% of HR not “s...
Doing Good While Doing Well July 23, 2010 The Official You Made It Halfway Thru the Presentation   PLEDGE
Everything About Employment Law Wage &  HOUR
How do you determine if an independent contractor is really an independent contractor? <ul><li>a. It depends on a confusin...
How do you determine if an independent contractor is really an independent contractor? <ul><li>a. It depends on a confusin...
Independent Contractor <ul><li>KEY: CONTROL  – behavioral and financial </li></ul><ul><li>DOL’s control factors: </li></ul...
When is an unpaid intern really an intern? <ul><li>a. Training given to the intern is similar to academic institution </li...
When is an unpaid intern really an intern? <ul><li>a. Training given to the intern is similar to academic institution </li...
Pay or not pay? <ul><li>a. On-call time </li></ul><ul><li>b. Commute time </li></ul><ul><li>c. Wait time </li></ul><ul><li...
Pay or not pay? <ul><li>a. On-call time </li></ul><ul><li>b. Commute time </li></ul><ul><li>c. Wait time </li></ul><ul><li...
A training session is voluntary, outside  of normal work hours, not directly job-related and employees perform no producti...
A training session is voluntary, outside  of normal work hours, not directly job-related and employees perform no producti...
Exempt or Non-exempt? <ul><li>Follow the tests, not assumptions </li></ul><ul><li>Job titles, descriptions and salary aren...
Everything About Employment Law <ul><li>What Does the FLSA Require? </li></ul><ul><li>Minimum wage </li></ul><ul><li>Overt...
Everything About Employment Law <ul><li>When Is an Employee Exempt? </li></ul><ul><li>Employees must be paid the minimum s...
Doing Good While Doing Well July 23, 2010 Fun with   UNIONS
Union Membership <ul><li>Lost 834,000 private sector jobs last year </li></ul><ul><li>7.2% (down from 7.6%) of private sec...
What does the word “spit” have to do with union organizing? Everything About Employment Law
What does the word “spit” have to do with union organizing? Don’t do it. NO . . . S pying P romises I nterrogation T hreat...
In seeking to represent a unit of 100 employees, what is the least number of votes a union could receive and still win an ...
In seeking to represent a unit of 100 employees, what is the least number of votes a union could receive and still win an ...
Doing Good While Doing Well July 23, 2010 Medical   ISSUES
Which of the following increase your chances of getting sued under GINA? <ul><li>a. Including questions about family medic...
Which of the following increase your chances of getting sued under GINA? <ul><li>a. Including questions about family medic...
GINA  (Genetic Information Nondiscrimination Act) <ul><li>Generally prohibits: </li></ul><ul><li>Employers  from (1) colle...
An employee comes into your office at 4:58 on a Friday afternoon and informs you that he suffers from multiple medical con...
An employee comes into your office at 4:58 on a Friday afternoon and informs you that he suffers from multiple medical con...
Everything About Employment Law Don’t Wait,  INVESTIGATE
Bob is normally a responsible, quiet employee. One day, however, he shows up two hours late and acts “obscenely happy, wea...
Bob is normally a responsible, quiet employee. One day, however, he shows up two hours late and acts “obscenely happy, wea...
Following a batch of frivolous complaints against execs that resulted in several of them hating your guts because you cond...
Following a batch of frivolous complaints against execs that resulted in several of them hating your guts because you cond...
STEP 1:  PREPARE <ul><li>P  lan the investigation strategy </li></ul><ul><li>R  eview relevant policies and handbook provi...
STEP 2:  INVESTIGATE <ul><li>I   nterview the complaining employee first </li></ul><ul><li>N  ow – don’t procrastinate </l...
STEP 2:  INVESTIGATE <ul><li>I   nterview the accused </li></ul><ul><li>G  ather any potentially mitigating evidence and t...
Everything About Employment Law How to  FIRE without getting fired
Who files more lawsuits:  rejected applicants or terminated employees? <ul><li>a. Rejected applicants </li></ul><ul><li>b....
Who files more lawsuits:  rejected applicants or terminated employees? <ul><li>a. Rejected applicants (3% of lawsuits) </l...
TERMINATION TEST:  6 QUESTIONS <ul><li>1.  Notice :   Did the company give reasonable notice of the consequences of the co...
Everything About Employment Law Lightning  ROUND
You can fire only one employee from TV’s The Office. Whom should you fire first to reduce legal risk? <ul><li>a. Jim, offi...
You can fire only one employee from TV’s The Office. Whom should you fire first to reduce legal risk?  <ul><li>a. Jim, off...
What lessons can employers learn from the David Letterman, Bob Barker, Bill O’Reilly, Conan O’Brien and Jay Leno legal sag...
What lessons can employers learn from the David Letterman, Bob Barker, Bill O’Reilly, Conan O’Brien and Jay Leno legal sag...
Many employment disputes can be traced back to a lack of leadership. According to research, what is the single most import...
Many employment disputes can be traced back to a lack of leadership. According to research, what is the single most import...
What does “employment at will”  really  mean? Everything About Employment Law
What does “employment at will”  really  mean? <ul><li>Employers may fire an employee at any time for any reason or no reas...
EMPLOYMENT LAW RED FLAGS <ul><li>Discrimination </li></ul><ul><li>Race / color </li></ul><ul><li>National origin / citizen...
EMPLOYMENT LAW RED FLAGS <ul><li>Breach of Contract </li></ul><ul><li>Express (e.g., contract) </li></ul><ul><li>Implied (...
EMPLOYMENT LAW RED FLAGS <ul><li>Other Risk Areas </li></ul><ul><li>Non-competes </li></ul><ul><li>Privacy breaches </li><...
EMPLOYMENT LAW GREEN FLAGS <ul><li>KEY : legitimate job-related business reasons </li></ul><ul><li>Poor Performance :  fai...
Doing Good While Doing Well July 23, 2010 LOVE Your Employees
STRESSSSSSSSSSSSSSSSSSSSSSSSSSS <ul><li>Average workweek: up 32% over past 25 years </li></ul><ul><li>Time spent in traffi...
STRESSSSSSSSSSSSSSSSSSSSSSSSSSS <ul><li>465 million vacation days were squandered in 2009 </li></ul><ul><li>83% check e-ma...
More Stress = More Lawsuits <ul><li>The Bottom Line:  U.S. companies lose between  $200-$300 billion a year due to absente...
Everything About Employment Law The Official Stay Out of Jail  TO DO LIST
STAY OUT OF JAIL “TO DO” LIST <ul><li>Stay on top of the law – it changes every 0.3 seconds </li></ul><ul><li>Get PROACTIV...
Everything About Employment Law Want  MORE?
Doing Good While Doing Well July 23, 2010 manpowerblogs.com
Everything About Employment Law Employment Law  SING ALONG
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 Yo...
Don’t put things off ‘til tomorrow Yes investigate right away Don’t procrastinate ‘Cause the more that you wait The more y...
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 wo...
Be honest, consistent and fair now Be ethical, trustworthy and true Let your conscience be king Yeah don’t do anything You...
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 wo...
Communication’s important And documentation is key Get all the facts  Or you might get the axe And subpoenas you’ll have t...
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 wo...
Everything About Employment Law THANK  YOU!
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The Great Employment Law Quiz Show

  1. 2. Answers to YOUR Employment Law Questions Today’s Format <ul><li>Shout-outs </li></ul><ul><li>Polls </li></ul><ul><li>Text-o-rama </li></ul><ul><li>Lightning Round </li></ul><ul><li>Official “Smartest Person in Our Audience” Quiz </li></ul><ul><li>Valuable prizes galore </li></ul>
  2. 3. Today’s Agenda <ul><li>Official “Smartest Person In the Audience” Quiz Show </li></ul><ul><li>$584 billion in tools & tips </li></ul><ul><li>What’s new? What’s next? </li></ul><ul><li>Hiring to firing </li></ul><ul><li>Official Employment Law Pledge </li></ul><ul><li>Stay Out of Jail “To Do” List </li></ul><ul><li>Employment Law Sing-a-Long </li></ul>Everything About Employment Law
  3. 4. Official Disclaimer <ul><li>The material presented herein should not be relied upon or construed as legal advice. For specific information on recent developments, particular factual situations or the effect of a particular law, the opinion of qualified legal counsel should be sought. </li></ul><ul><li>Please consult with your own Legal and HR Departments before making any changes. </li></ul>Answers to YOUR Employment Law Questions
  4. 5. Everything About Employment Law Smartest Person in the Audience QUIZ SHOW
  5. 6. Everything About Employment Law Why You Should STAY AWAKE During This Webinar
  6. 7. According to a recent study, what is the #1 legal headache for U.S. businesses? <ul><li>a. Environmental regulation </li></ul><ul><li>b. Patent protection </li></ul><ul><li>c. International contract laws </li></ul><ul><li>d. Employment law disputes </li></ul><ul><li>e. Lawyers </li></ul>Everything About Employment Law
  7. 8. According to a recent study, what is the #1 legal headache for U.S. businesses? <ul><li>a. Environmental regulation </li></ul><ul><li>b. Patent protection </li></ul><ul><li>c. International contract laws </li></ul><ul><li>d. Employment law disputes </li></ul><ul><li>e. Lawyers </li></ul><ul><li>Source: Fulbright & Jaworski </li></ul>Everything About Employment Law
  8. 9. On average, how many employment lawsuits are filed every day? <ul><li>a. 55 </li></ul><ul><li>b. 197 </li></ul><ul><li>c. 362 </li></ul><ul><li>d. 500 </li></ul><ul><li>e. Too high to count </li></ul>Everything About Employment Law
  9. 10. On average, how many employment lawsuits are filed every day? <ul><li>a. 55 </li></ul><ul><li>b. 197 </li></ul><ul><li>c. 362 </li></ul><ul><li>d. 500 </li></ul><ul><li>e. Too high to count </li></ul><ul><li>Source: Council on Education in Management </li></ul>Everything About Employment Law
  10. 11. What % of employment lawsuits are won by the employer? <ul><li>a. It is unlawful for employers to win </li></ul><ul><li>b. 18% </li></ul><ul><li>c. 38% </li></ul><ul><li>d. 52% </li></ul><ul><li>e. 67% </li></ul>Everything About Employment Law
  11. 12. What % of employment lawsuits are won by the employer? <ul><li>a. It is unlawful for employers to win </li></ul><ul><li>b. 18% </li></ul><ul><li>c. 38% </li></ul><ul><li>d. 52% </li></ul><ul><li>e. 67% </li></ul><ul><li>Source: Jury Verdict Research </li></ul>Everything About Employment Law
  12. 13. 1 out of ___ employment law jury verdicts is a million-dollar case. <ul><li>a. 1 million </li></ul><ul><li>b. 1,000 </li></ul><ul><li>c. 100 </li></ul><ul><li>d. 10 </li></ul><ul><li>e. 5 </li></ul>Everything About Employment Law
  13. 14. 1 out of ___ employment law jury verdicts is a million-dollar case. <ul><li>a. 1 million </li></ul><ul><li>b. 1,000 </li></ul><ul><li>c. 100 </li></ul><ul><li>d. 10 </li></ul><ul><li>e. 5 </li></ul><ul><li>Source: Critical Measures </li></ul>Everything About Employment Law
  14. 15. How to Lose Money Fast <ul><li>Class actions </li></ul><ul><ul><li>Wage & hour </li></ul></ul><ul><ul><li>Exec misconduct </li></ul></ul><ul><ul><li>“ Systemic” discrimination </li></ul></ul><ul><ul><li>OSHA violations </li></ul></ul><ul><li>Hot spots: CA, FL, IL, MS, NJ, NY, PA and TX </li></ul><ul><li>Retaliation </li></ul><ul><li>Sources: Seyfarth Shaw; Washington Post; Business Week </li></ul>Everything About Employment Law
  15. 16. Employers in Court <ul><li>More Litigation </li></ul><ul><ul><li>Up for 3 rd straight year </li></ul></ul><ul><ul><li>Last quarter: 31% increase vs. 3% decrease </li></ul></ul><ul><li>Litigation Costs Up: Companies spending $1+ million increased by 18%. </li></ul><ul><li>Median Verdict: $326,640 (up 60%). </li></ul><ul><li>Sources: Jury Verdict Research, Fulbright & Jaworski, Seyfarth Shaw </li></ul>Everything About Employment Law
  16. 17. Employers in Court <ul><li>Most Common </li></ul><ul><ul><li>Sex (35%) </li></ul></ul><ul><ul><li>Race (26%) </li></ul></ul><ul><ul><li>Disability (16%) </li></ul></ul><ul><ul><li>Age (13%) </li></ul></ul><ul><li>Biggest Verdicts: Age, disability, sex, race </li></ul><ul><li>Average Cost: Edging closer to $100,000 to litigate </li></ul><ul><li>Sources: Jury Verdict Research, Fulbright & Jaworski, Seyfarth Shaw </li></ul>Everything About Employment Law
  17. 18. Everything About Employment Law Big Hairy SUITS
  18. 19. Which of the following happened in recent months? <ul><li>a. Record EEOC $$$ recoveries </li></ul><ul><li>b. Record # of retaliation, religion, disability & national origin claims </li></ul><ul><li>c. Largest gender discrimination verdict ever </li></ul><ul><li>d. Largest class action employment lawsuit ever </li></ul><ul><li>e. All of the above (and much much more) </li></ul>Everything About Employment Law
  19. 20. Which of the following happened in recent months? <ul><li>a. Record EEOC $$$ recoveries </li></ul><ul><li>b. Record # of retaliation, religion, disability & national origin claims </li></ul><ul><li>c. Largest gender discrimination verdict ever </li></ul><ul><li>d. Largest class action employment lawsuit ever </li></ul><ul><li>e. All of the above (and much much more) </li></ul>Everything About Employment Law
  20. 21. Anatomy of a Billion-dollar Lawsuit <ul><li>TIMELINE </li></ul><ul><li>10 years on Working Mothers best employers list </li></ul><ul><li>2003: 1 st charge – pattern and practice of discrimination </li></ul><ul><li>2004: Lawsuit filed </li></ul><ul><li>2007: Class certified – all female salespersons since 2002 </li></ul><ul><li>2009: Summary judgment denied </li></ul><ul><li>2010: Trial </li></ul>Everything About Employment Law
  21. 22. Anatomy of a Billion-dollar Lawsuit <ul><li>EVIDENCE </li></ul><ul><li>Experts: performance and comp systems were “subjective” and vulnerable to bias </li></ul><ul><li>Stats: women got lower performance scores and made $75/month less </li></ul><ul><li>Affidavits: </li></ul><ul><ul><li>“ First comes love, then comes marriage, then comes flex time and a baby carriage” </li></ul></ul><ul><ul><li>“ Get an abortion” </li></ul></ul><ul><ul><li>“ Oops – too late” </li></ul></ul>Everything About Employment Law
  22. 23. Anatomy of a Billion-dollar Lawsuit <ul><li>BEST JUDICIAL QUOTE OF THE DECADE </li></ul><ul><li>The court must be “wary of a claim that the true color of a forest is better revealed by reptiles hidden in the leaves than by the foliage of countless free-standing trees.” </li></ul><ul><li>Nevertheless, the “plaintiffs have produced enough foliage to raise questions about the forest’s color.” </li></ul>Everything About Employment Law
  23. 24. Anatomy of a Billion-dollar Lawsuit <ul><li>TRIAL TESTIMONY </li></ul><ul><li>Plaintiffs </li></ul><ul><ul><li>Unfair pay practices </li></ul></ul><ul><ul><li>Promotion and salary increase denials after pregnancy leave </li></ul></ul><ul><ul><li>“ Baby carriage” poem recital </li></ul></ul><ul><ul><li>Rape by doctor at company-sponsored social event </li></ul></ul><ul><li>Defendants </li></ul><ul><ul><li>Above were isolated “anecdotal” incidents </li></ul></ul><ul><ul><li>Testimony from female employees with positive experiences </li></ul></ul>Everything About Employment Law
  24. 25. Anatomy of a Billion-dollar Lawsuit <ul><li>VERDICT </li></ul><ul><li>$3.4 million in compensatory damages </li></ul><ul><li>$250 million in punitive damages </li></ul><ul><li>5,600 class members may now seek individual compensatory damages ($1+ billion?) </li></ul><ul><li>Equitable relief </li></ul>Everything About Employment Law
  25. 26. Anatomy of a Billion-dollar Lawsuit <ul><li>LESSONS </li></ul><ul><li>Don’t rest on your laurels </li></ul><ul><li>Get PROACTIVE – train managers, fire bad ones and address adverse impact NOW </li></ul><ul><li>Get REACTIVE – investigate and address ALL claims </li></ul><ul><li>Beware “pattern and practice” claims </li></ul><ul><li>Beware newsworthy allegations </li></ul><ul><li>Consider early settlement </li></ul><ul><li>Ledbetter = $$$ </li></ul>Everything About Employment Law
  26. 27. Which of the following were actual rulings by the Supremes in the past year? <ul><li>a. An employer can monitor employee “’sexting” if it has a “legitimate work-related purpose” </li></ul><ul><li>b. “Reverse discrimination” is bad: test results can only be thrown out if there is a “strong basis” of evidence </li></ul><ul><li>c. Title VII’s anti-retaliation protection includes employees who answer questions during an internal investigation </li></ul><ul><li>d. Age must be “THE” versus only “a” factor to win ADEA suit </li></ul><ul><li>e. All of the above (and much much more) </li></ul>Everything About Employment Law
  27. 28. Which of the following were actual rulings by the Supremes in the past year? <ul><li>a. An employer can monitor employee “’sexting” if it has a “legitimate work-related purpose” </li></ul><ul><li>b. “Reverse discrimination” is bad: test results can only be thrown out if there is a “strong basis” in evidence </li></ul><ul><li>c. Title VII’s anti-retaliation protection includes employees who answer questions during an internal investigation </li></ul><ul><li>d. Age must be “THE” versus only “a” factor to win ADEA suit </li></ul><ul><li>e. All of the above (and much much more) </li></ul>Everything About Employment Law
  28. 29. More Big Verdicts <ul><li>$4.0 million to pathologist for alleged retaliation after opposing new blood test that could give false results </li></ul><ul><li>$4.1 million to male cop who claimed retaliation after testifying in harassment case of department’s first female cop </li></ul><ul><li>$4.7 million to black salesperson who alleged retaliation after he claimed race discrimination and harassment </li></ul><ul><li>$5 million to white police officer who alleged retaliation after complaining of discrimination against black police officers </li></ul><ul><li>$6.2 million for allegedly inflexible WC leave exhaustion policy resulting in termination instead of accommodation </li></ul>Everything About Employment Law
  29. 30. More Big Verdicts <ul><li>$10.7 million for alleged repeated firing of older employees and replacing them with younger employees </li></ul><ul><li>$19 million to thousands of female employees of national restaurant chain in “glass ceiling” case </li></ul><ul><li>$35 million to 88,000 employees allegedly forced to skip breaks and meal periods </li></ul><ul><li>$68 million to whistle-blower who alleged pharma kickbacks, illegal marketing techniques and meetings in exotic locales </li></ul><ul><li>$70 million to TV writers for age discrimination </li></ul><ul><li>$4 billion to exec for breach of contract </li></ul>Everything About Employment Law
  30. 31. How to Get Sued by the EEOC <ul><li>Don’t address harassment/discrimination aggressively </li></ul><ul><li>Don’t adequately investigate complaints against execs </li></ul><ul><li>Don’t follow your own policies </li></ul><ul><li>Don’t accommodate </li></ul><ul><li>Retaliate </li></ul><ul><li>Act in bad faith </li></ul>Everything About Employment Law
  31. 32. Everything About Employment Law What’s NEW?
  32. 33. What three words starting with the letter “e” best describe the government’s current approach to employment law? Everything About Employment Law
  33. 34. Enforcement, Enforcement, Enforcement <ul><li>Chao (“compliance assistance”) versus Solis (“new sheriff in town”) </li></ul><ul><li>200 new Wage & Hour Compliance Officers </li></ul><ul><li>$25 million and 100 DOL enforcers to target independent contractor misclassifications </li></ul><ul><li>50 new lawyers to enforce Title VII, ADA and IRCA </li></ul><ul><li>ICE targeting 1,000 employers </li></ul><ul><li>More and more OFCCP and OSHA audits </li></ul>Everything About Employment Law
  34. 35. What was the very first law signed by the President and why is it freaking lots of employment lawyers out? Everything About Employment Law
  35. 36. LILLY LEDBETTER FAIR PAY RESTORATION ACT Everything About Employment Law
  36. 37. The Ledbetter Act: <ul><li>a.  Gives an extra $250 per month to all employees named Lilly Ledbetter </li></ul><ul><li>b.  Requires California employers to add a &quot;0&quot; to the end of every paycheck </li></ul><ul><li>c.  Substantially extends the time period within which to file unfair pay (and potentially other) claims </li></ul><ul><li>d. Requires employers to conduct wage and hour audits prior to December 31 </li></ul>Everything About Employment Law
  37. 38. The Ledbetter Act: <ul><li>a.  Gives an extra $250 per month to all employees named Lilly Ledbetter </li></ul><ul><li>b.  Requires California employers to add a &quot;0&quot; to the end of every paycheck </li></ul><ul><li>c.  Substantially extends the time period within which to file unfair pay (and potentially other) claims </li></ul><ul><li>d. Requires employers to conduct wage and hour audits prior to December 31 </li></ul>Everything About Employment Law
  38. 39. Ledbetter Basics <ul><li>Overturns Supreme Court case requiring pay claims be filed within 180 days of initial decision </li></ul><ul><li>Restarts time limit every paycheck </li></ul><ul><li>The freak out: </li></ul><ul><ul><li>Expanding to “other discriminatory practices” ( e.g. , demotion, promotion)? </li></ul></ul><ul><ul><li>Expanding to nonemployees ( e.g., spouse)? </li></ul></ul>Everything About Employment Law
  39. 40. What is the HITECH Act? <ul><li>a. Stands for Halt Illegal Technology and Electronic Crimes Hastily </li></ul><ul><li>b. Imposes new requirements related to personal health information </li></ul><ul><li>c. Prohibits Facebook, Twitter and anything else fun in the workplace </li></ul><ul><li>d. Expands Title VII to include “geekishness” as protected class </li></ul><ul><li>e. Gives public employees a recognized “right of privacy” in electronic communications </li></ul>Everything About Employment Law
  40. 41. What is the HITECH Act? <ul><li>a. Stands for Halt Illegal Technology and Electronic Crimes Hastily </li></ul><ul><li>b. Imposes new requirements related to personal health information </li></ul><ul><li>c. Prohibits Facebook, Twitter and anything else fun in the workplace </li></ul><ul><li>d. Expands Title VII to include “geekishness” as protected class </li></ul><ul><li>e. Gives public employees a recognized “right of privacy” in electronic communications </li></ul>Everything About Employment Law
  41. 42. HITECH ACT <ul><li>New personal health information (PHI) requirements </li></ul><ul><ul><li>Breach notices to plan participants, HHS and possibly even the media </li></ul></ul><ul><ul><li>Enforcement started February 22 </li></ul></ul><ul><li>What should employers do? </li></ul><ul><ul><li>Revise HIPAA policies and procedures </li></ul></ul><ul><ul><li>Implement a breach response plan </li></ul></ul><ul><ul><li>Discuss the plan with business associates and negotiate modifications to existing business associate agreements </li></ul></ul><ul><ul><li>Train employees </li></ul></ul>Everything About Employment Law
  42. 43. In addition to all the health care changes, what else does PPACA require? <ul><li>a. All U.S. citizens to move to Canada </li></ul><ul><li>b. Extension of the COBRA subsidy to 12-31-10 </li></ul><ul><li>c. Breaks for nursing mothers </li></ul><ul><li>d. All of the above </li></ul><ul><li>e. None of the above </li></ul>Everything About Employment Law
  43. 44. In addition to all the health care changes, what else does PPACA require? <ul><li>a. All U.S. citizens to move to Canada </li></ul><ul><li>b. Extension of the COBRA subsidy to 12-31-10 </li></ul><ul><li>c. Breaks for nursing mothers </li></ul><ul><li>d. All of the above </li></ul><ul><li>e. None of the above </li></ul>Everything About Employment Law
  44. 45. Which of the following is NOT real? <ul><li>a. New machine called Pepper Mouth that emits a foul odor when employees use foul language </li></ul><ul><li>b. New TV show called The Naked Office in which employees are encouraged to get naked to help resolve workplace disputes </li></ul><ul><li>c. Online service that provides fake references for a small fee </li></ul><ul><li>d. A banker who claimed she was discriminated against because she was “too hot” for the workplace </li></ul><ul><li>e. A Hooters employee who claimed she was discriminated against because she was too big to fit into the uniform (which consists solely of the following sizes: S, XS, XXS) </li></ul><ul><li>f. Green cards will actually be green again </li></ul><ul><li>g. All of the above are very real </li></ul>Everything About Employment Law
  45. 46. Which of the following is NOT real? <ul><li>a. New machine called Pepper Mouth that emits a foul odor when employees use foul language </li></ul><ul><li>b. New TV show called The Naked Office in which employees are encouraged to get naked to help resolve workplace disputes </li></ul><ul><li>c. Online service that provides fake references for a small fee </li></ul><ul><li>d. A banker who claimed she was discriminated against because she was “too hot” for the workplace </li></ul><ul><li>e. A Hooters employee who claimed she was discriminated against because she was too big to fit into the uniform (which consists solely of the following sizes: S, XS, XXS) </li></ul><ul><li>f. Green cards will actually be green again </li></ul><ul><li>g. All of the above are very real </li></ul>Everything About Employment Law
  46. 47. What Else Is New? <ul><li>HIRE Act: payroll tax “holiday” </li></ul><ul><li>Mental Health Parity Act </li></ul><ul><li>New EEOC opinions on credit checks and education </li></ul><ul><li>New from the DOL: </li></ul><ul><ul><li>Searchable enforcement tool </li></ul></ul><ul><ul><li>H-1B and union elections advisors </li></ul></ul><ul><ul><li>Wage, safety and EEO compliance coming soon? </li></ul></ul>Everything About Employment Law
  47. 48. <ul><li>Update handbook, policies, </li></ul><ul><li>forms, posters and training </li></ul><ul><li>NOW! </li></ul>Everything About Employment Law
  48. 49. Everything About Employment Law What’s NEXT?
  49. 50. What Presidential appointment is freaking out lots of employment lawyers because of what it could mean for the future? Everything About Employment Law
  50. 51. BECKER TO NLRB Everything About Employment Law
  51. 52. Who Needs Congress? <ul><li>“ The NLRB has the ability to unduly increase union power and leverage without intervention by Congress.” (U.S. Chamber of Commerce) </li></ul><ul><li>Bush-era decisions at risk </li></ul><ul><ul><li>E-mail organizing rules </li></ul></ul><ul><ul><li>“ Salts” </li></ul></ul><ul><ul><li>“ Supervisor” definition </li></ul></ul><ul><ul><li>Extraordinary remedies </li></ul></ul><ul><li>EFCA? </li></ul>Everything About Employment Law
  52. 53. POLL: Women now make up the majority of the workforce and the vast majority of college attendees. The U.S. will soon be more than 50% nonwhite. An African-American has ascended to the presidency. So, when will Title VII be repealed? <ul><li>a. By the end of the year </li></ul><ul><li>b. By the end of the decade </li></ul><ul><li>c. By 2030 </li></ul><ul><li>d. By 2050 </li></ul><ul><li>e. Never </li></ul>Everything About Employment Law
  53. 54. After the Mancession: Women @ Work <ul><li>50.3% of workforce </li></ul><ul><li>57% of college students </li></ul><ul><li>40% of #1 breadwinners </li></ul><ul><li>77 ¢ for every $1 (up from 58¢ in 1972) </li></ul><ul><li>Only 3% of CEOs and 13% of executive officers </li></ul><ul><li>Barriers to female success gone? </li></ul><ul><ul><li>Men: 60% “yes” </li></ul></ul><ul><ul><li>Women: 50% “yes” </li></ul></ul><ul><li>Sources: Bureau of Labor Statistics, Catalyst, TIME Magazine </li></ul>Everything About Employment Law
  54. 55. Potential Legislation <ul><li>Employment Non-discrimination Act (ENDA): bars discrimination based on sexual orientation or gender identity </li></ul><ul><li>Protecting Older Workers Against Discrimination Act: reverses Gross – age a (versus the ) factor </li></ul><ul><li>Healthy Families Act: employers with 15 or more employees must provide seven days paid sick leave a year </li></ul><ul><li>Arbitration Fairness Act: bars arbitration of employment disputes (except in collective bargaining agreements) </li></ul><ul><li>Paycheck Fairness Act: shifts burden to employers to prove that pay differences are not gender-based </li></ul>Everything About Employment Law?
  55. 56. Potential Legislation <ul><li>Fair Pay Act: prohibits employers from discriminating based on sex, race or national origin if jobs are “equivalent” </li></ul><ul><li>Security and Financial Empowerment (SAFE) Act: bans discrimination against victims of domestic violence, sexual assault and stalking </li></ul><ul><li>Family-friendly Workplace Act: provides employees with compensatory time off </li></ul><ul><li>Working Families Flexibility Act: permits employees to make an annual request to modify work schedule and location </li></ul><ul><li>Breastfeeding Promotion Act: amends the Pregnancy Discrimination Act to include lactation </li></ul>Everything About Employment Law
  56. 57. Potential Legislation <ul><li>Equal Employment Act for All: prohibits employers from using consumer reports to make employment decisions </li></ul><ul><li>Forewarn Act: expands WARN to include more employers and requires 90 days’ notice </li></ul><ul><li>Alert Laid Off Employees in a Reasonable Time (ALERT) Act: expands definition of “mass layoff” under WARN </li></ul><ul><li>Rewarding Achievement and Incentivizing Successful Employees (RAISE) Act: permits employers to pay union employees more than collective bargaining agreement provides </li></ul>Everything About Employment Law
  57. 58. Potential Legislation <ul><li>More FMLA Amendments </li></ul><ul><li>Include employers with 25 or more employees </li></ul><ul><li>Create leave for: </li></ul><ul><ul><li>part-time employees </li></ul></ul><ul><ul><li>child’s or grandchild’s school activities </li></ul></ul><ul><ul><li>child’s or elderly relative’s medical appointments </li></ul></ul><ul><ul><li>care for same-sex spouse, domestic partner, parent-in-law, adult child, sibling or grandparent </li></ul></ul><ul><ul><li>issues related to domestic violence and sexual assault </li></ul></ul>Everything About Employment Law
  58. 59. Everything About Employment Law Technology BYTES
  59. 60. What percentage of men have viewed Internet porn at work? <ul><li>a. .07% </li></ul><ul><li>b. 2.9% </li></ul><ul><li>c. 14% </li></ul><ul><li>d. 25% </li></ul><ul><li>e. 33% </li></ul><ul><li>f. 118% </li></ul>Everything About Employment Law
  60. 61. What percentage of men have viewed Internet porn at work? <ul><li>a. .07% </li></ul><ul><li>b. 2.9% </li></ul><ul><li>c. 14% </li></ul><ul><li>d. 25% </li></ul><ul><li>e. 33% </li></ul><ul><li>f. 118% </li></ul><ul><li>Source: Harris Interactive </li></ul>Everything About Employment Law
  61. 62. 1 out of every ___ employees have forwarded a sex-related email at work. <ul><li>a. 50 </li></ul><ul><li>b. 10 </li></ul><ul><li>c. 7 </li></ul><ul><li>d. 3 </li></ul><ul><li>e. 2 </li></ul><ul><li>f. 1 </li></ul>Everything About Employment Law
  62. 63. 1 out of every ___ employees have forwarded a sex-related email at work. <ul><li>a. 50 </li></ul><ul><li>b. 10 </li></ul><ul><li>c. 7 </li></ul><ul><li>d. 3 </li></ul><ul><li>e. 2 </li></ul><ul><li>f. 1 </li></ul><ul><li>Source: Harris Interactive </li></ul>Everything About Employment Law
  63. 64. Can my company monitor employee email and Internet usage and take employment action based on that monitoring? <ul><li>a. Yes </li></ul><ul><li>b. Yes, if the employee signed a consent form consistent with either the model contract and/or safe harbor provisions of NRPA (National Right to Privacy Act) </li></ul><ul><li>c. It depends on whether the company has a policy deflating any expectation of privacy and whether it’s consistently enforced </li></ul><ul><li>d. No </li></ul>Everything About Employment Law
  64. 65. Can my company monitor employee email and Internet usage and take employment action based on that monitoring? <ul><li>a. Yes </li></ul><ul><li>b. Yes, if the employee signed a consent form consistent with either the model contract and/or safe harbor provisions of NRPA (National Right to Privacy Act) </li></ul><ul><li>c. It depends on whether the company has a policy deflating any expectation of privacy and whether it’s consistently enforced </li></ul><ul><li>d. No </li></ul>Everything About Employment Law
  65. 66. Tech @ Work Everything About Employment Law <ul><li>Social networking more than doubled in the past year </li></ul><ul><li>90% of employees surf the ‘Net </li></ul><ul><li>47% spend more than 30 minutes on-line </li></ul><ul><li>45% use social media to screen candidates </li></ul><ul><li>40% block access to social networking sites </li></ul><ul><li>25% have disciplined employees for social media abuse </li></ul><ul><li>Sources: Consumer Reports, Vault.com, Manpower Employment Blawg, Wall Street Journal, Challenger, Gray & Christmas, Harris Interactive, Fulbright & Jaworski, Society of Corporate Compliance & Ethics </li></ul>
  66. 67. Tech @ Court <ul><li>Think hard before you hit “delete” </li></ul><ul><li>Think hard before you hit “send” </li></ul><ul><li>Beware the Stored Communications Act (SCA): Don’t steal employee social networking passwords </li></ul><ul><li>Don’t intercept employee communications while they’re being made </li></ul><ul><li>Disclose if blogger is hawking your products or services </li></ul>Everything About Employment Law
  67. 68. Get Social <ul><li>Sad stats </li></ul><ul><ul><li>90% of policies out-of-date </li></ul></ul><ul><ul><li>40% of HR not “social” </li></ul></ul><ul><li>Talk to a teenager </li></ul><ul><li>Adopt and enforce reasonable policy </li></ul><ul><li>Train employees </li></ul><ul><ul><li>“ Mom Test”: permanent record </li></ul></ul><ul><ul><li>Harassment is harassment </li></ul></ul><ul><li>“ Intelligence”: job-related, job-related, job-related </li></ul><ul><li>Sample social media policy </li></ul><ul><li>Sources: Challenger, Gray & Christmas, Harris Interactive, Fulbright & Jaworski </li></ul>Everything About Employment Law
  68. 69. Doing Good While Doing Well July 23, 2010 The Official You Made It Halfway Thru the Presentation PLEDGE
  69. 70. Everything About Employment Law Wage & HOUR
  70. 71. How do you determine if an independent contractor is really an independent contractor? <ul><li>a. It depends on a confusing, ambiguous multi-factor test dependent on behavioral and financial control and the parties’ overall relationship that differs in worker’s compensation, tax and other contexts </li></ul><ul><li>b. It is the employer’s option to choose either status, depending on which is more advantageous from a tax perspective </li></ul><ul><li>c. It is the employee’s option to choose </li></ul><ul><li>d. Under the newly passed Contractor Clarification Law, a person can be an independent contractor only if he or she (1) is separately incorporated, (2) provides services to other companies and (3) works in a recognized “profession” as defined under the law </li></ul>Everything About Employment Law
  71. 72. How do you determine if an independent contractor is really an independent contractor? <ul><li>a. It depends on a confusing, ambiguous multi-factor test dependent on behavioral and financial control and the parties’ overall relationship that differs in workers’ compensation, tax and other contexts </li></ul><ul><li>b. It is the employer’s option to choose either status, depending on which is more advantageous from a tax perspective </li></ul><ul><li>c. It is the employee’s option to choose </li></ul><ul><li>d. Under the newly passed Contractor Clarification Law, a person can be an independent contractor only if he or she (1) is separately incorporated, (2) provides services to other companies and (3) works in a recognized “profession” as defined under the law </li></ul>Everything About Employment Law
  72. 73. Independent Contractor <ul><li>KEY: CONTROL – behavioral and financial </li></ul><ul><li>DOL’s control factors: </li></ul><ul><ul><li>Permanency of relationship </li></ul></ul><ul><ul><li>Contractor’s investment in equipment, etc. </li></ul></ul><ul><ul><li>Contractor’s opportunity for profit or loss </li></ul></ul><ul><ul><li>Contractor’s independent judgment and initiative </li></ul></ul><ul><ul><li>Whether services are integral to employer’s business </li></ul></ul>Everything About Employment Law
  73. 74. When is an unpaid intern really an intern? <ul><li>a. Training given to the intern is similar to academic institution </li></ul><ul><li>b. Training is for the benefit of the interns, not the employer </li></ul><ul><li>c. Interns don’t displace regular employees </li></ul><ul><li>d. Interns aren’t entitled to a job at the end of the training </li></ul><ul><li>e. Both employer and interns understand that they aren’t entitled to compensation </li></ul><ul><li>f. If all of the above are true </li></ul><ul><li>g. If any of the above are true </li></ul>Everything About Employment Law
  74. 75. When is an unpaid intern really an intern? <ul><li>a. Training given to the intern is similar to academic institution </li></ul><ul><li>b. Training is for the benefit of the interns, not the employer </li></ul><ul><li>c. Interns don’t displace regular employees </li></ul><ul><li>d. Interns aren’t entitled to a job at the end of the training </li></ul><ul><li>e. Both employer and interns understand that they aren’t entitled to compensation </li></ul><ul><li>f. If all of the above are true </li></ul><ul><li>g. If any of the above are true </li></ul>Everything About Employment Law
  75. 76. Pay or not pay? <ul><li>a. On-call time </li></ul><ul><li>b. Commute time </li></ul><ul><li>c. Wait time </li></ul><ul><li>d. Changing into and out of uniform if required at work </li></ul><ul><li>e. Donning and doffing safety gear </li></ul><ul><li>f. Walking between changing and production areas </li></ul><ul><li>g. Rest periods of 30 minutes or less </li></ul><ul><li>h. Bona fide meal periods of 30 minutes or more </li></ul><ul><li>i. Travel during the course of the work day </li></ul><ul><li>j. Travel outside work hours </li></ul>Everything About Employment Law
  76. 77. Pay or not pay? <ul><li>a. On-call time </li></ul><ul><li>b. Commute time </li></ul><ul><li>c. Wait time </li></ul><ul><li>d. Changing in and out of uniform if required at work </li></ul><ul><li>e. Donning and doffing safety gear </li></ul><ul><li>f. Walking between changing and production areas </li></ul><ul><li>g. Rest periods of 30 minutes or less </li></ul><ul><li>h. Bona fide meal periods of 30 minutes or more </li></ul><ul><li>i. Travel during the course of the workday </li></ul><ul><li>j. Travel outside work hours </li></ul>Everything About Employment Law
  77. 78. A training session is voluntary, outside of normal work hours, not directly job-related and employees perform no productive work. Is that time compensable? <ul><li>a. Yes </li></ul><ul><li>b. No </li></ul>Everything About Employment Law
  78. 79. A training session is voluntary, outside of normal work hours, not directly job-related and employees perform no productive work. Is that time compensable? <ul><li>a. Yes </li></ul><ul><li>b. No </li></ul>Everything About Employment Law
  79. 80. Exempt or Non-exempt? <ul><li>Follow the tests, not assumptions </li></ul><ul><li>Job titles, descriptions and salary aren’t conclusive </li></ul><ul><li>If make sweeping changes, be very careful – back pay claims, increased OT costs, morale </li></ul><ul><li>Beware state law </li></ul>Everything About Employment Law
  80. 81. Everything About Employment Law <ul><li>What Does the FLSA Require? </li></ul><ul><li>Minimum wage </li></ul><ul><li>Overtime unless exempt </li></ul><ul><li>1.5 times regular rate for 40+ hours </li></ul><ul><li>Restriction of minors’ jobs/hours </li></ul><ul><li>What Is the “Regular Rate”? </li></ul><ul><li>The total amount earned in a </li></ul><ul><li>particular workweek divided by the </li></ul><ul><li>number of hours worked </li></ul><ul><li>What Records Must Be Kept? </li></ul><ul><li>Wages paid and hours worked by non-exempt employees </li></ul><ul><li>Keep for 3 years </li></ul><ul><li>What Are the Potential Penalties? </li></ul><ul><li>Class action </li></ul><ul><li>Back pay </li></ul><ul><li>Overtime pay </li></ul><ul><li>Monetary fines </li></ul><ul><li>Punitive damages </li></ul><ul><li>Injunctive relief </li></ul><ul><li>Criminal penalties </li></ul><ul><li>Attorneys’ fees </li></ul>
  81. 82. Everything About Employment Law <ul><li>When Is an Employee Exempt? </li></ul><ul><li>Employees must be paid the minimum specified by statute and (except for the computer exemption) be salaried </li></ul><ul><li>Executive </li></ul><ul><ul><li>Primarily engaged in management </li></ul></ul><ul><ul><li>Direct 2 or more FTEs </li></ul></ul><ul><ul><li>Authorized to affect terms and </li></ul></ul><ul><ul><li>conditions of other employees </li></ul></ul><ul><ul><li>through hiring, firing, etc. </li></ul></ul><ul><li>Administrative </li></ul><ul><ul><li>Office or non-manual work related </li></ul></ul><ul><ul><li>to general business operations </li></ul></ul><ul><ul><li>Independent judgment and </li></ul></ul><ul><ul><li>discretion in significant matters </li></ul></ul><ul><li>Professional </li></ul><ul><ul><li>Functions that require advanced </li></ul></ul><ul><ul><li>knowledge in a field of science </li></ul></ul><ul><ul><li>or learning </li></ul></ul><ul><li>Computer </li></ul><ul><ul><li>Functions that require application </li></ul></ul><ul><ul><li>of systems analysis techniques, </li></ul></ul><ul><ul><li>design or development of </li></ul></ul><ul><ul><li>computer systems or programs, </li></ul></ul><ul><ul><li>or the creation or modification of </li></ul></ul><ul><ul><li>programs relating to operating </li></ul></ul><ul><ul><li>systems </li></ul></ul><ul><li>Outside Sales </li></ul><ul><ul><li>Make sales and regularly work </li></ul></ul><ul><ul><li>away from the employer’s </li></ul></ul><ul><ul><li>business </li></ul></ul>
  82. 83. Doing Good While Doing Well July 23, 2010 Fun with UNIONS
  83. 84. Union Membership <ul><li>Lost 834,000 private sector jobs last year </li></ul><ul><li>7.2% (down from 7.6%) of private sector jobs </li></ul><ul><li>First time: majority of union members are in public sector </li></ul><ul><li>Evidence for EFCA? </li></ul><ul><li>Increased organizing? </li></ul><ul><li>(Source: Bureau of Labor Statistics) </li></ul>Everything About Employment Law
  84. 85. What does the word “spit” have to do with union organizing? Everything About Employment Law
  85. 86. What does the word “spit” have to do with union organizing? Don’t do it. NO . . . S pying P romises I nterrogation T hreats Everything About Employment Law
  86. 87. In seeking to represent a unit of 100 employees, what is the least number of votes a union could receive and still win an NLRB election? <ul><li>a. 1 </li></ul><ul><li>b. 30 </li></ul><ul><li>c. 50 </li></ul><ul><li>d. 51 </li></ul><ul><li>e. 67 </li></ul>Everything About Employment Law
  87. 88. In seeking to represent a unit of 100 employees, what is the least number of votes a union could receive and still win an NLRB election? <ul><li>a. 1 </li></ul><ul><li>b. 30 </li></ul><ul><li>c. 50 </li></ul><ul><li>d. 51 </li></ul><ul><li>e. 67 </li></ul>Everything About Employment Law
  88. 89. Doing Good While Doing Well July 23, 2010 Medical ISSUES
  89. 90. Which of the following increase your chances of getting sued under GINA? <ul><li>a. Including questions about family medical history on your application </li></ul><ul><li>b. Terminating an employee after a positive test </li></ul><ul><li>c. Commingling medical and other information </li></ul><ul><li>d. Asking too many ?s about medical issues </li></ul><ul><li>e. Discriminating against employees named Gina </li></ul><ul><li>f. All of the above except “e” </li></ul>Everything About Employment Law
  90. 91. Which of the following increase your chances of getting sued under GINA? <ul><li>a. Including questions about family medical history on your application </li></ul><ul><li>b. Terminating an employee after a positive test </li></ul><ul><li>c. Commingling medical and other information </li></ul><ul><li>d. Asking too many ?s about medical issues </li></ul><ul><li>e. Discriminating against employees named Gina </li></ul><ul><li>f. All of the above except “e” </li></ul>Everything About Employment Law
  91. 92. GINA (Genetic Information Nondiscrimination Act) <ul><li>Generally prohibits: </li></ul><ul><li>Employers from (1) collecting genetic info and (2) discriminating based on genetic info </li></ul><ul><li>Health insurers/plans from (1) requiring genetic testing and (2) discriminating based on genetic info </li></ul><ul><li>Retaliation </li></ul>Everything About Employment Law
  92. 93. An employee comes into your office at 4:58 on a Friday afternoon 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? Everything About Employment Law
  93. 94. An employee comes into your office at 4:58 on a Friday afternoon 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? <ul><li>The Job Accommodation Network (JAN) </li></ul><ul><ul><li>800-526-7234 </li></ul></ul><ul><ul><li>jan.wvu.edu </li></ul></ul>Everything About Employment Law
  94. 95. Everything About Employment Law Don’t Wait, INVESTIGATE
  95. 96. 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? <ul><ul><li>a. Fire him for inappropriate workplace behavior </li></ul></ul><ul><ul><li>b. Do a crazy monkey arm dance in his honor until he returns </li></ul></ul><ul><ul><li>c. Drug test him </li></ul></ul><ul><ul><li>d. Give him a chance to explain his behavior </li></ul></ul>Everything About Employment Law
  96. 97. 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? <ul><ul><li>a. Fire him for inappropriate workplace behavior </li></ul></ul><ul><ul><li>b. Do a crazy monkey arm dance in his honor until he returns </li></ul></ul><ul><ul><li>c. Drug test him </li></ul></ul><ul><ul><li>d. Give him a chance to explain his behavior </li></ul></ul>Everything About Employment Law
  97. 98. Following a batch of frivolous complaints against execs that resulted in several of them hating your guts because you conducted the investigations, you institute a policy calling for brief “reviews” rather than full-scale investigations whenever a complaint comes in against an exec. What’s most likely to happen next? <ul><li>a. Nothing: recent research shows that 94% of all complaints are frivolous </li></ul><ul><li>b. You get a big raise and a promotion for sparing execs the hassle and embarrassment of getting investigated </li></ul><ul><li>c. You get fired after the company pays a big settlement based in part on your failure to conduct an appropriate investigation </li></ul>Everything About Employment Law
  98. 99. Following a batch of frivolous complaints against execs that resulted in several of them hating your guts because you conducted the investigations, you institute a policy calling for brief “reviews” rather than full-scale investigations whenever a complaint comes in against an exec. What’s most likely to happen next? <ul><li>a. Nothing: recent research shows that 94% of all complaints are frivolous </li></ul><ul><li>b. You get a big raise and a promotion for sparing execs the hassle and embarrassment of getting investigated </li></ul><ul><li>c. You get fired after the company pays a big settlement based in part on your failure to conduct an appropriate investigation </li></ul>Everything About Employment Law
  99. 100. STEP 1: PREPARE <ul><li>P lan the investigation strategy </li></ul><ul><li>R eview relevant policies and handbook provisions </li></ul><ul><li>E valuate pros and cons of investigation </li></ul><ul><li>P ick a competent and impartial investigator </li></ul><ul><li>A nalyze potential risk factors </li></ul><ul><li>R eview allegations and prep list of witnesses and ?s </li></ul><ul><li>E stablish a confidential investigation file </li></ul>Everything About Employment Law
  100. 101. STEP 2: INVESTIGATE <ul><li>I nterview the complaining employee first </li></ul><ul><li>N ow – don’t procrastinate </li></ul><ul><li>V iew the site of the alleged incident </li></ul><ul><li>E ach relevant witness identified by the complaining party should be interviewed </li></ul><ul><li>S upervisors should be involved to provide context </li></ul><ul><li>T ake the time to gather all potentially relevant evidence </li></ul>Everything About Employment Law
  101. 102. STEP 2: INVESTIGATE <ul><li>I nterview the accused </li></ul><ul><li>G ather any potentially mitigating evidence and talk to witnesses identified by the accused </li></ul><ul><li>A nalyze all the evidence objectively </li></ul><ul><li>T alk to an attorney about any potential legal issues </li></ul><ul><li>E nd the investigation with a written report and appropriate communication </li></ul>Everything About Employment Law
  102. 103. Everything About Employment Law How to FIRE without getting fired
  103. 104. Who files more lawsuits: rejected applicants or terminated employees? <ul><li>a. Rejected applicants </li></ul><ul><li>b. Terminated employees </li></ul>Everything About Employment Law
  104. 105. Who files more lawsuits: rejected applicants or terminated employees? <ul><li>a. Rejected applicants (3% of lawsuits) </li></ul><ul><li>b. Terminated employees (80% of lawsuits) </li></ul>Everything About Employment Law
  105. 106. TERMINATION TEST: 6 QUESTIONS <ul><li>1. Notice : Did the company give reasonable notice of the consequences of the conduct? </li></ul><ul><li>2. Rule : Is the rule reasonably related to (a) orderly, efficient and safe operations and (b) performance the company should reasonably expect? </li></ul><ul><li>3. Investigation : Did the company conduct a full, fair and timely investigation into the facts? </li></ul><ul><li>4. Proof : Is there sufficient evidence that the employee is guilty as charged? </li></ul><ul><li>5. Consistency : Has the company applied the rule consistently to all employees? </li></ul><ul><li>6. Penalty : Does the punishment fit the crime, considering (a) the seriousness of the offense and (b) the employee’s service record? </li></ul>Everything About Employment Law
  106. 107. Everything About Employment Law Lightning ROUND
  107. 108. You can fire only one employee from TV’s The Office. Whom should you fire first to reduce legal risk? <ul><li>a. Jim, office prankster who’s married to a co-worker </li></ul><ul><li>b. Toby, hapless HR “professional” who never enforces a single policy </li></ul><ul><li>c. Dwight, bobble-headed salesperson who brings weapons and dead animals to work </li></ul><ul><li>d. Michael, manager who disdains everything about HR </li></ul><ul><li>e. Andy, violence-prone moron who’s dating/stalking a co-worker </li></ul>Everything About Employment Law
  108. 109. You can fire only one employee from TV’s The Office. Whom should you fire first to reduce legal risk? <ul><li>a. Jim, office prankster who’s married to a co-worker </li></ul><ul><li>b. Toby, hapless HR “professional” who never enforces a single policy </li></ul><ul><li>c. Dwight, bobble-headed salesperson who brings weapons and dead animals to work </li></ul><ul><li>d. Michael, manager who disdains everything about HR </li></ul><ul><li>e. Andy, violence-prone moron who’s dating/stalking a co-worker </li></ul>Everything About Employment Law
  109. 110. What lessons can employers learn from the David Letterman, Bob Barker, Bill O’Reilly, Conan O’Brien and Jay Leno legal sagas? <ul><li>a. Don’t sleep with your employees </li></ul><ul><li>b. If you do, come clean </li></ul><ul><li>c. Even if allegations are against a superstar employee, investigate </li></ul><ul><li>d. Carefully craft a communication plan </li></ul><ul><li>e. Employment agreements can come back to haunt you </li></ul><ul><li>f. All of the above </li></ul>Everything About Employment Law
  110. 111. What lessons can employers learn from the David Letterman, Bob Barker, Bill O’Reilly, Conan O’Brien and Jay Leno legal sagas? <ul><li>a. Don’t sleep with your employees </li></ul><ul><li>b. If you do, come clean </li></ul><ul><li>c. Even if allegations are against a superstar employee, investigate </li></ul><ul><li>d. Carefully craft a communication plan </li></ul><ul><li>e. Employment agreements can come back to haunt you </li></ul><ul><li>f. All of the above </li></ul>Everything About Employment Law
  111. 112. Many employment disputes can be traced back to a lack of leadership. According to research, what is the single most important leadership trait? <ul><li>a. Charisma </li></ul><ul><li>b. Humility </li></ul><ul><li>c. Kindness </li></ul><ul><li>d. Proactivity </li></ul><ul><li>e. Results-driven </li></ul><ul><li>f. Height </li></ul><ul><li>g. Coordinating accessories </li></ul><ul><li>h. Smooth dance moves </li></ul>Everything About Employment Law
  112. 113. Many employment disputes can be traced back to a lack of leadership. According to research, what is the single most important leadership trait? <ul><li>a. Charisma </li></ul><ul><li>b. Humility </li></ul><ul><li>c. Kindness </li></ul><ul><li>d. Proactivity </li></ul><ul><li>e. Results-driven </li></ul><ul><li>f. Height </li></ul><ul><li>g. Coordinating accessories </li></ul><ul><li>h. Smooth dance moves </li></ul>Everything About Employment Law
  113. 114. What does “employment at will” really mean? Everything About Employment Law
  114. 115. What does “employment at will” really mean? <ul><li>Employers may fire an employee at any time for any reason or no reason at all with or without notice, with the following 637 exceptions . . . </li></ul>Everything About Employment Law
  115. 116. EMPLOYMENT LAW RED FLAGS <ul><li>Discrimination </li></ul><ul><li>Race / color </li></ul><ul><li>National origin / citizenship </li></ul><ul><li>Gender </li></ul><ul><li>Religion </li></ul><ul><li>Age (40+) </li></ul><ul><li>Disability </li></ul><ul><li>Pregnancy / abortion / in vitro </li></ul><ul><li>Military service </li></ul><ul><li>Union activity </li></ul><ul><li>Disparate Impact </li></ul><ul><li>Association </li></ul><ul><li>Genetic information </li></ul><ul><li>Marital Status* </li></ul><ul><li>Parental status* </li></ul><ul><li>Sexual orientation* </li></ul><ul><li>Arrest / conviction record* </li></ul><ul><li>Lawful off-duty conduct* </li></ul><ul><li>Trans-gender identification* </li></ul><ul><li>Physical appearance* </li></ul><ul><li>State of residence* </li></ul><ul><li>Political affiliation* </li></ul><ul><li>Lactation* </li></ul><ul><li>* = only in some states </li></ul>Everything About Employment Law
  116. 117. EMPLOYMENT LAW RED FLAGS <ul><li>Breach of Contract </li></ul><ul><li>Express (e.g., contract) </li></ul><ul><li>Implied (e.g., handbook) </li></ul><ul><li>Leave Protection </li></ul><ul><li>Medical </li></ul><ul><li>Military </li></ul><ul><li>Jury duty </li></ul><ul><li>Witness duty* </li></ul><ul><li>Voting, school functions, bone marrow / organ donation* </li></ul><ul><li>* = only in some states </li></ul><ul><li>Tort Claims </li></ul><ul><li>Constructive discharge* </li></ul><ul><li>Defamation* </li></ul><ul><li>Emotional distress* </li></ul><ul><li>Assault and battery* </li></ul><ul><li>False imprisonment* </li></ul><ul><li>Blacklisting* </li></ul><ul><li>Malicious prosecution* </li></ul><ul><li>Fraud / misrepresentation* </li></ul><ul><li>Invasion of privacy* </li></ul><ul><li>Negligent hiring / retention* </li></ul><ul><li>Good faith and fair dealing* </li></ul><ul><li>Violation of public policy* </li></ul>Everything About Employment Law
  117. 118. EMPLOYMENT LAW RED FLAGS <ul><li>Other Risk Areas </li></ul><ul><li>Non-competes </li></ul><ul><li>Privacy breaches </li></ul><ul><li>Plant closing / layoff </li></ul><ul><li>Polygraphs </li></ul><ul><li>Unions </li></ul><ul><li>Benefits </li></ul><ul><li>Retaliation </li></ul><ul><li>Complaints about discrimination, safety, working conditions, wages, etc. </li></ul><ul><li>Participating in an investigation, proceeding or hearing </li></ul><ul><li>Retaliation (cont’d) </li></ul><ul><li>Union organizing or other “protected concerted” activity </li></ul><ul><li>Workers’ comp claims </li></ul><ul><li>ERISA rights </li></ul><ul><li>Wage garnishment, bad credit or bankruptcy </li></ul><ul><li>Demanding personnel file </li></ul><ul><li>“ Whistle-blowing,” refusing polygraph or exercising other legal rights </li></ul>Everything About Employment Law
  118. 119. EMPLOYMENT LAW GREEN FLAGS <ul><li>KEY : legitimate job-related business reasons </li></ul><ul><li>Poor Performance : failure to meet clearly articulated expectations despite opportunities to improve </li></ul><ul><li>Gross or Repeated Misconduct : major or repeated violations of work rules </li></ul><ul><li>Breach of Contract : failure to perform a material term or condition </li></ul>Everything About Employment Law
  119. 120. Doing Good While Doing Well July 23, 2010 LOVE Your Employees
  120. 121. STRESSSSSSSSSSSSSSSSSSSSSSSSSSS <ul><li>Average workweek: up 32% over past 25 years </li></ul><ul><li>Time spent in traffic: up 157% </li></ul><ul><li>40% are sleep-deprived </li></ul><ul><li>33% of employees are “chronically overworked” </li></ul><ul><li>80% of medical expenses are now stress -related </li></ul><ul><li>(Sources: Harris Interactive, Sage Software Survey, Urban Mobility Report, Business Week, Families and Work Institute, Centers for Disease Control and Prevention) </li></ul>Everything About Employment Law
  121. 122. STRESSSSSSSSSSSSSSSSSSSSSSSSSSS <ul><li>465 million vacation days were squandered in 2009 </li></ul><ul><li>83% check e-mail at least daily while on vacation </li></ul><ul><li>1 in 6 employees has exhibited “desk rage” </li></ul><ul><li>The average employee is interrupted 7 times an hour and switches tasks every 3 minutes </li></ul><ul><li>(Sources: Expedia.com, AOL, Caravan Opinion Research, TIME Magazine) </li></ul>Everything About Employment Law
  122. 123. More Stress = More Lawsuits <ul><li>The Bottom Line: U.S. companies lose between $200-$300 billion a year due to absenteeism, tardiness, burnout, decreased productivity, worker's compensation claims, increased employee turnover and medical insurance costs resulting from employee work-related stress. </li></ul><ul><li>The Lesson: LOVE YOUR EMPLOYEES. </li></ul><ul><li>(Source: National Safety Council) </li></ul>Everything About Employment Law
  123. 124. Everything About Employment Law The Official Stay Out of Jail TO DO LIST
  124. 125. STAY OUT OF JAIL “TO DO” LIST <ul><li>Stay on top of the law – it changes every 0.3 seconds </li></ul><ul><li>Get PROACTIVE -- audit and take action, especially: </li></ul><ul><ul><li>Wage & hour </li></ul></ul><ul><ul><li>Independent contractors </li></ul></ul><ul><ul><li>I-9s </li></ul></ul><ul><ul><li>OSHA </li></ul></ul><ul><ul><li>ADA </li></ul></ul><ul><ul><li>Privacy </li></ul></ul><ul><li>Get REACTIVE -- investigate and document </li></ul><ul><li>Adopt and enforce a reasonable social media policy </li></ul><ul><li>Never ever retaliate </li></ul><ul><li>Manage lawyers and litigation aggressively (but fairly) </li></ul><ul><li>LOVE YOUR EMPLOYEES </li></ul>Everything About Employment Law
  125. 126. Everything About Employment Law Want MORE?
  126. 127. Doing Good While Doing Well July 23, 2010 manpowerblogs.com
  127. 128. Everything About Employment Law Employment Law SING ALONG
  128. 129. 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 jail Everything About Employment Law
  129. 130. Don’t put things off ‘til tomorrow Yes investigate right away Don’t procrastinate ‘Cause the more that you wait The more you may have to pay Everything About Employment Law
  130. 131. 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 attorneys Everything About Employment Law
  131. 132. Be honest, consistent and fair now Be ethical, trustworthy and true Let your conscience be king Yeah don’t do anything Your mom wouldn’t want you to do Everything About Employment Law
  132. 133. 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 attorneys Everything About Employment Law
  133. 134. Communication’s important And documentation is key Get all the facts Or you might get the axe And subpoenas you’ll have to flee Everything About Employment Law
  134. 135. 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 attorneys Everything About Employment Law
  135. 136. Everything About Employment Law THANK YOU!
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