|Muhlenberg College in Partnership with Fitzpatrick Lentz & Bubba, P.C. is pleased to present a Continuing Legal Education Course.
What: The Year in Review: Employment Law Lessons from 2013
and Implications for 2014
When: 8:00 a.m. – 10:00 a.m., Thursday, February 27, 2014
Where: Seegers Union Room 112, Muhlenberg College,
2400 Chew Street, Allentown, PA
Cost: $3.00 for 1.5 credit – or free if you are auditing
Hot breakfast is included.
Presenter: Jacob M. Sitman '94, Esq. Chair, Employment Law and Labor Relations Group, Fitzpatrick Lentz & Bubba, P.C. (See bio)
We hope to see you there! Further details are below. Register on line or call the Office of Alumni Relations at 1-800-664-2374.
The Year in Review: Employment Law Lessons from 2013 (and Implications for 2014)
2013 saw important developments and trends in employment law with real-world lessons and implications for virtually every employer. For example:
1. LGBT issues are now mainstream and must be considered and addressed by every employer because DOMA was struck down as unconstitutional and recent cases and related guidance from government agencies impact FMLA leave administration, employee benefits, employee training and other aspects of human resource management and risk prevention.
2. Wage and hour claims of various types dominate court dockets and expose employers to significant defense costs and potential liability exposure, including claims that employees were misclassified as independent contractors, employees were misclassified as exempt from overtime pay, worked off-the-clock and not compensated for their time and interns and externs were employees, rather than “trainees” or “volunteers.”
3. The National Labor Relations Board Regulates Union AND Non-Union Employers , particularly with respect to protecting the rights of employees in union and non-union workplaces to engage in “concerted activity” and has not hesitated to exert its authority to (1) deem certain employer handbook and employment at-will statements to be unlawful, (2) set limits on employer access to employee social media account information and (3) set limits on employer policies prohibiting employee from disparaging the company and requiring employees to maintain confidentiality of internal investigations.
4. The Supreme Court of the United States issued decisions that define who is a “supervisor” for purposes of finding employers liable under Title VII for unlawful employment discrimination, and hold that, in order to find an employer liable for unlawful retaliation under Title VII, the plaintiff must demonstrate that his or her statutorily protected activity was the “but for” cause for the adverse employment action.
We would like to thank Fitzpatrick Lentz & Bubba, P.C. for sponsoring this event.
We hope to see you there! Register on line or phone 1-800-464-2374.