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Understanding Developments in Employment Law, be ''Best in Class'' (com) A

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Boston, MA

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Understanding Developments in Employment Law, be ''Best in Class'' - EEOC Focus, EEO-1 Report Changes and Key Court Decisions



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With any new administration come changes in policies that impact the employer and employee relationship. This 2 day in person seminar will bring employers up to date on what has transpired in Washington and what may be on the horizon. The program will address changes at the Equal Employment Opportunity Commission (“EEOC”). In addition, attendees will review changes in the interview process, and other developments at the federal and state law that, if left unchanged, could lead to significant exposure.

This program presents an opportunity to not only learn about new laws and their impact but to also engage in high level discussions about how to adjust policies and processes at a “best in class” level. The program will be a blend of education, discussion, and exploration.

Attendees will walk away with significant information that will directly benefit their organization.



Seminar Fee Includes:


Lunch
AM-PM Tea/Coffee
Seminar Material
USB with seminar presentation
Hard copy of presentation
Attendance Certificate
$100 Gift Cert for next seminar



Areas Covered:

Among other things, the course will cover topics such as:

  • The EEOC's focus
  • Changes to the EEO-1 Report
  • Best practices in anticipation of the impact of changes to the EEO-1 Report
  • Changes in laws governing the interview process
  • Key court decisions covering issues such as sexual orientation
  • Steps that can be taken to minimize risk
  • Best business practices
  • Approaching recent changes from a strategic perspective
  • Documentation
  • Employee management
  • Retaliation



Who will Benefit:

Human resource leadership. Midlevel human resource seeking to gain experience. General and employment law counsel. C-Suite level personnel.

  • Society of Human Resource Management
  • HR professionals
  • Financial Officers
  • In-House Legal Counsel
  • Affirmative Action/EEO Officers
  • Federal Contractors and Subcontractors
  • Hiring Managers
  • HR Managers
  • HR Executives
  • Business Owners
  • Recruiters
  • HR Practitioners
  • CEOs
  • COOs and In-House Counsel
  • Employment Attorneys
  • Staffing Agency Professionals






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AGENDA
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DAY 01(8:30 AM - 4:30 PM)



  • 08.30 AM - 09.00 AM: Registration
  • 09.00 AM - Session Start
  • 09:00 am – 09:15 am: Introductory remarks
    • Goals for the program
    • Introductions
  • 09:15 am – 10:30 am: New rules regarding the interview process
    • Overview of rules enacted by many states
    • The impact on businesses
    • Steps employers can take
  • 10:30 am - 10:45 am: Coffee Break
  • 10:45 am - 12:00 pm: Group exercises on interviewing and people management
    • Adjusting interviews in light of the new laws
    • Techniques to identify the best talent
    • Steps to avoid landmines
  • 12:00 - 01:00 pm: Lunch Break
    • Opportunity to enjoy good food and great conversation
  • 01:00 pm – 02:00 pm: Discussion on recent court decisions and their impact
    • Overview of major decisions from 2017
    • Review the impact of these cases
  • 02:00 pm – 02:30 pm: Breakout sessions
    • Review scenarios developed from the recent cases
    • Identify ways to create best practices to address these developments
  • 02:30 pm - 02:45 pm: Afternoon break
    • An opportunity to recharge the batteries
  • 02:45 pm - 03:15 pm: Report on break out session and discussion
    • Share the best practices with the group
  • 03:15 pm - 04:00 pm: The impact of social media and other hot topics process and medical marijuana
    • Social media has created significant challenges in the work place
    • Tracking time
    • How to handle medical marijuana the workplace
  • 04:00 pm - 04:30 pm: Group discussion regarding the hot topics
    • Overview of recent developments leading up to the program
  • 04:30 pm - Day 1 ends




DAY 02(9:00 AM - 4:30 PM)


  • 09:00 am - 09:45 am: Background of the Equal Employment Opportunity Commission and its history
    • The history of the EEOC
    • The EEOC’s mission
  • 09:45 am - 10:15 am: Discussion regarding problems that have not been fixed
    • Progress made during the last 50 years
    • Problems that still exist
  • 10:15 am - 10:30 am: Coffee break
    • Some may like coffee. If not, there will be other options
  • 10:30 am - 11:30 am: Discussion on changes to the EEO-1 Report
    • What is required in revised EEO-1 Report
  • 11:30 am - 12:15 pm: Group exercise regarding challenges created by these changes
    • Completion of sample EEO-1 Reports
    • What can be learned from the samples
  • 12:15 pm - 01:15 pm: Lunch break
    • Hopefully this time there will great food and great conversation
  • 01:15 pm - 01:45 pm: Break out session regarding the EEOC
    • Develop strategies
  • 01:45 pm - 02:30 pm: Group discussion
    • Create a list of potential strategies and solutions
    • Blend the law with best practices
  • 02:30 pm - 02:45 pm: Afternoon break
    • Have some fun for a few minutes
  • 02:45 pm - 03:15 pm: The interactive process: requests for accommodations
    • How the interactive process works
    • When should it be used
    • Oversight of the process
  • 03:15 pm - 03:45 pm: Documentation practices
    • War stories about poor documentation
    • When documentation is effective
    • Develop an effective strategy
  • 03:45 pm - 04:15 pm: Retaliation: that dreaded “R” word that keeps us up at night
    • The elements for a retaliation claim
    • Steps that should be taken
  • 04:15 pm - 04:30 pm: Closing remarks
    • Let’s review the “takeaways” from the program




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SPEAKERS
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David Gabor

David Gabor,
Partner, The Wagner Law Group

David G. Gabor is a partner with The Wagner Law Group. He has extensive experience in human resources, litigation, and alternative dispute resolution. His human resources practice includes: drafting policies; preparing manuals; conducting training; handling workplace investigations; conducting auditing; and counseling clients in all aspects of the employee-employer relationship. His litigation practice includes: employment discrimination; employee classification; wage and hour; unfair competition; non-compete; and ERISA matters.




Amanda Scott

Amanda Scott,
President, Solution Harbor Inc

Amanda Scott has been recruiting nationally since 2002 and places management to executive level employees with her clients in California and nationally. Amanda is an experienced entrepreneur, having successfully started two companies, including Solution Harbor, Inc., which has been in business since 2010. Amanda’s focus has been on placing high-quality key employees at some of the country’s best companies, ranging from small businesses to Fortune 500 organizations. In addition to deep connections with key employers, Amanda has an unsurpassed knowledge and familiarity with the job market that allows her to make ideal employment matches and business connections.

Prior to founding Solution Harbor, Amanda served as a Senior Associate at a Southern California finance and accounting recruitment firm for 5 years. During this time, she placed hundreds of candidates at local companies, and was the firm’s number one producer for her entire tenure there. Prior to that role, Amanda began her career as a recruiter at Aerotek, one of the largest and most successful staffing agencies in the world. During her time there, she was responsible for fulfilling roles at SONY Electronics United States Headquarters and often filled up to 100 positions in a single day. Amanda also gained a general understanding of human resource laws and regulations. Amanda has deep ties to the local business community and is a member of Athena San Diego and Provisors of San Diego. Amanda has a BA degree from SDSU in Philosophy. Amanda is a daily meditator and practices yoga several times a week. She believes strongly in bringing her yogic principles of mindfulness into her business and strives to do what is right for her clients and her candidates. Recruiting is a deeply personal and important process for any business as well as employee, and Amanda really cares about the human aspects of her profession.




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