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HR Comply 2019 | The Nation's Leading HCM and Employment Law Event

HR Comply 2019 | The Nation's Leading HCM and Employment Law Event

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HR Comply 2019 | The Nation's Leading HCM and Employment Law Event

November 13-15, 2019 | Nashville, TN

Want to attend HR Comply, Workforce L&D, AND RecruitCon in Fall 2019? Register for the HR World PowerPass and pick and choose your sessions across all 3 conferences. Register Today!

HR Comply, formerly Advanced Employment Issues Symposium (AEIS), is now in its 24th year and is still the nation’s leading human capital management conference for HR professionals, executives, and in-house counsel. The superior content and expert presenters will help you get ahead of workplace policy updates with a one-stop, all-bases-covered overview of breaking updates and proven best practices.

Attendees Will Access Valuable Insights from the Nation’s Top Employment Attorneys and Discover:

  • Breaking updates on DOL regulation/enforcement and wage and hour litigation 
  • HR recordkeeping best practices—including e-storage and meeting mandatory notice—to keep you in compliance 
  • Multi-state strategies for mastering emerging FMLA compliance obligations 
  • An ADA accommodation and performance management roadmap for anxiety, PTSD and stress in the workplace 
  • Tactics for avoiding today’s biggest (and most costly) recruiting and hiring pitfalls 
  • Real-world solutions for addressing and preventing sexual harassment and bullying 
  • A self-audit blueprint to find and fix disparities in your pay system that could lead to discrimination claims 
  • Talent development considerations and legal policies for today’s distributed workforce 
  • And more, in the year’s most comprehensive overview for HR professionals, executives and in-house counsel

Preconference Agenda

Preconference Workshops: Wednesday, November 13, 2019

Continental Breakfast/Preconference Registration
7:30 a.m. – 8:30 a.m.

Choose from Full- and Half-Day Workshops:
(Full day) FMLA Master Class: Advanced Leave Management Training
8:30 a.m. – 4:30 p.m. (lunch on your own from 12:00 p.m. – 1:00 p.m.)
Presented by: Stacie Caraway, Esq., Miller & Martin
This intensive day-long workshop provides substantive instruction on FMLA compliance in light of new and existing regulations, court rulings, and application of this far-reaching law. Through attorney-led instruction, you’ll engage with workshop peers to solve day-to-day challenges concerning intermittent leave, return to work, employee performance, and much more.

You’ll enhance your advanced-practitioner skill set when you attend this satisfaction-guaranteed master class and learn: 

  • How to judge a serious health condition the way judges do, and eliminate disputes about what does and doesn’t constitute it
  • The latest FMLA revisions, so you don’t risk noncompliance
  • What recent FMLA court decisions really mean, so you can adjust your policies accordingly
  • Where FMLA recordkeeping trips up even the savviest human resource managers, and some solutions to avoid similar mistakes
  • How to tame the intermittent leave and reduced schedule beasts, and put a stop to abuse and fraud
  • How FMLA, ADA, and workers’ comp laws overlap, so you can avoid violations
  • And more!

(Full day) Leader as Coach: Leadership Development Training

8:30 a.m. – 4:30 p.m. (lunch on your own from 12:00 p.m. – 1:00 p.m.
Presented by: Gregg Thompson, Bluepoint Leadership Development
This engaging, highly experiential course is designed for managers, leaders, and influencers who understand the necessity of superior coaching in today’s business ecosystem where leadership development has become everyone’s responsibility. The curriculum equips participants with immediately usable skills they can use to cultivate collaborative talent development partnerships; engage in potent, performance-enhancing conversations; and create extraordinary engagement, alignment, productivity and innovation in their teams.

When you attend this action-packed workshop, you will: 

  • Be introduced to a proven, very practical coaching model that can be effectively used throughout your teams and organization
  • Learn how to initiate and guide high-quality coaching conversations using Bluepoint’s Coaching Power Tools
  • Participate in real-life exercises that will allow you to hone your conversational coaching skills and receive direct feedback on your personal effectiveness
  • Understand how to apply the concepts of appreciation, constructive confrontation and accountability to your own leadership practices
  • Create your own professional development plan that will map out your leadership trajectory and set ambitious but achievable goals
  • Take away valuable course materials, tools, and a copy of Gregg Thompson’s popular book, The Master Coach

(a.m. only) Employee Handbook Workshop: How to Draft and Revise Employment Policies and Procedures that Align with Current Federal Law
8:30 a.m. – 11:30 a.m.
Presented by: Mark Schickman, Esq., and Cathleen Yonahara, Esq., Freeland Cooper & Foreman LLP
Is your employee handbook up to date with the latest legal changes? Even if you think it is, you need to make sure your policies don’t unintentionally create a binding contract with employees—one that could jeopardize their “at will” status and open you up to devastating lawsuits. Plus, with the continuing expansion of employee-friendly state and local legislation—not to mention the ever-changing nature of the National Labor Relations Board’s reach—it’s vital to make sure you’re staying on top of it all. This half-day workshop will provide critical information on the latest legal changes to incorporate into your company’s employee handbook.

You’ll learn the practical implication of important new federal updates and best practices for designing, building, and customizing your own employee handbook. We’ll cover:

  • Important wording to include and what to steer clear of in light of new federal court, legislative, and regulatory developments and national employment trends
  • Suggested policy language to include for 2020 concerning hot topics such as:
    • Drug testing/use/zero-tolerance policies
    • Internal hiring/antinepotism
    • Harassment prevention and antiretaliation, including compliant procedures for reporting
    • Reasonable accommodation requests due to Americans with Disabilities Act (ADA)-protected disabilities
    • Pregnancy-based accommodations
    • Hiring practices
    • Social media usage and confidentiality
    • Varied forms of paid and unpaid leave (e.g., paid sick and family and medical leave)
    • Parental/bonding leave (distinct from maternity/pregnancy leave)
    • Moonlighting/anti moonlighting
    • Premium pay/use of time off during holiday periods
    • Treatment of accrued leave on termination (payout/forfeit/accrual cap)
    • Fragrances and allergens in the workplace
    • Discipline (to allow you, as the employer, the most flexibility)
    • Absenteeism/job abandonment/no-call, no-show
    • Harassment
    • Employee travel/compensation for travel time
    • Inclement weather/business disruptions
    • Telecommuting, remote work, and flexible work arrangements
    • BYOD/mobile device privacy
    • Cybersecurity/data breach response
    • Workplace violence
    • How to use your employee handbook as an effective tool in defending your organization against costly lawsuits
    • Best practices for distributing, storing, updating, and disposing of outdated versions of your employee handbook

(a.m. only) Workplace Investigations: Your Action Plan for Probing Complaints, Interviewing Witnesses, Reaching Reasoned Conclusions, and Taking Action
8:30 a.m. – 11:30 a.m.
Presented by: Brian R. Garrison, Esq., Faegre Baker Daniels and David L. Johnson, Esq., Butler Snow LLP
HR is legally required to thoroughly investigate every complaint of unlawful or potentially unlawful conduct that crosses your desk, even when it seems without merit. You want to investigate in a timely manner and limit your liability for keeping a guilty party on the payroll. If you act too quickly, though, you run the risk of cutting some key corners. The secret to conducting a successful inquiry is to get your complete investigation plan in place before the complaint ever hits your desk—because, as you well know, in HR, it’s never a question of if, but when. This preconference workshop will bring you up to speed on how to conduct efficient, effective, legally compliant workplace investigations.

You’ll learn:

  • What to do first when an employee comes to you with a complaint or allegation
  • How to handle those common requests for “complete confidentiality” and “I don’t want you to do anything about this, but …”
  • How to separate a complainant and the alleged wrongdoer without inviting retaliation claims (from either side)
  • Interviewing tips to help you get to the truth
  • Strategies for resolving those “he said, she said” situations
  • What you should and shouldn’t do before the investigation is concluded
  • When you should consider bringing in an outside investigator
  • What to do after the investigation is over to minimize your legal risks under federal laws

(p.m. only) Wage and Hour Audits: Find and Fix Your Biggest—And Most Costly—Trouble Spots Before the Feds Do
1:00 p.m. – 4:00 p.m. 
Presented by: Kara E. Shea, Esq., Butler Snow LLP
Where do we stand on overtime? The Department of Labor (DOL) is diving back into the job of modernizing and streamlining the overtime exemption rules. After a court invalidated Obama-era proposed regulatory changes in 2016, all eyes have been on the DOL to see whether it will follow through with establishing a new salary level that would align with modern-day job duties, wages, and salaries. Currently, there’s a new threshold of about $35,000 is on the likely horizon.

Now is the time to get up to speed on the steps to take to ensure that your exemption classifications will pass muster under the new rules. This includes reviewing job duties against job descriptions, as well as compensation paid, to determine whether currently classified exempt employees will still be exempt under the new rules. And that’s just the tip of the iceberg because the DOL’s Wage and Hour Division (WHD) recently jacked up the penalty for repeat or willful Fair Labor Standards Act (FLSA) minimum wage and overtime violations to $2,014 per violation. Since wage and hour compliance runs the gamut from overtime exemptions to travel pay, on-call time, and more, it’s important for employers to get up to speed on the latest regulatory and enforcement updates so they can minimize the risk of costly civil penalties.

During this intensive workshop, you’ll learn how to:

  • Analyze job descriptions and duties to tell if positions are really exempt from overtime under current and anticipated federal DOL regulations.
  • Reclassify jobs as nonexempt or exempt in a way that minimizes potential legal risks and maximizes savings.
  • Calculate travel, waiting time, and on-call pay to ensure full FLSA compliance.
  • Establish and enforce legally compliant wage and hour policies.
  • Avoid WHD enforcement actions, which could result in financially devastating civil penalties.
  • And much more!

(p.m. only) Sourcing and Interviewing Do’s and Don’ts: Tactics to Identify Ideal Candidates While Avoiding Legal Pitfalls
1:00 p.m. – 4:00 p.m.
Presented by: Greg Grisham, Esq. and Jeff Weintraub, Esq., Fisher Phillips LLP
Facebook provides a tool that allows companies to filter out certain demographics when advertising open jobs. For instance, The New York Times reported that Verizon, when recruiting for financial planning and analysis positions, recently ran a promotion targeting Facebook feeds for users between the ages of 25 and 36 who lived within a specified region. The Times reported that hundreds of millions of Facebook users, many of whom are likely over the age of 40, weren’t aware the ad existed because it hadn’t been delivered to them. The article noted, too, that companies like UPS, Target, and State Farm all have targeted their recruitment ads as part of a comprehensive recruitment strategy to cast a net across all ages. But do such practices run afoul of the Age Discrimination in Employment Act (ADEA)? Your company could be at considerable risk for high-priced jury verdicts and settlements in the event you’re sued for these or other allegedly discriminatory sourcing practices. And that’s just the tip of the iceberg because there are a host of legal issues that could arise once you call in a candidate to interview. You must make sure you are asking the right questions to ensure that you are abiding by applicable legal requirements and that every candidate is given a fair and equal opportunity while also steering clear of questioning that oversteps and violates job candidates’ rights under the ADEA, the ADA, and other federal laws concerning equal pay and more.

During this intensive workshop, you’ll learn:

  • Legal ways to source and interview job candidates
  • What questions you can and cannot ask
  • Which of your current sourcing practices may be exposing your company to legal risks
  • The do’s and don’ts of sourcing and interviewing through role-playing exercises and mock interviews designed to highlight legal pitfalls to avoid 


*Agenda subject to change.


Main Conference: Day 1 — Thursday, November 14. 2019

Registration and Breakfast
7:00 a.m. – 7:55 a.m.

Opening Remarks Opening Remarks with BLR and Stridepoint 
7:55 a.m. – 8:00 a.m.

Opening Keynote |Design Thinking for Better HR Policy Development and Performance Management
8:00 a.m. – 9:00 a.m.
Presented by: Christopher J. Collins, Ph.D., Cornell University
Design thinking offers the opportunity for you to closely examine HR systems in a new light. HR Comply 2019 kicks off by examining why challenging existing assumptions and approaches to solving workplace challenges can help HR uncover better, alternative solutions by focusing the "customer"--aka your employees'--experience so the response you want from employees regarding HR and business policies, practices, and performance becomes engrained in your corporate culture. You'll learn how to use design thinking to build out a compliance and business process infrastructure that becomes engrained in your workforce's DNA.

Hot Topic Power Talks
9:05 a.m. – 10:25 a.m.

Sexual Harassment Prevention: Are Today’s Training Methods Making a Difference?
Presented by: Patricia A. Wise, Esq., Spengler Nathanson P.L.L.
Ever since the rise of the #MeToo movement, workplace training to spot, correct, and outright abolish sexual harassment has been a hot topic. And today’s organizations aren’t just focused on delivering “traditional” antiharassment training. Progressive organizations are also examining whether their own culture could be perpetuating a sexist or bullying culture that could foster harassment in varied forms. But are HR’s current efforts proving effective? HR Comply’s Hot Topic Power Talks kick off with thought-provoking insights on how to tell.

How Can a Culture of Security Save Your Business From Disaster?
Presented by: Todd Snapp, Stridepoint
“Social Engineering” is major criminal enterprise that costs businesses an average of  $11.7 million in losses, remediation, and repair per event. And, when criminals attack by using psychological manipulation to defraud employees, 60 percent of businesses that have been attacked won’t recover and will fold within six months. Cybersecurity solutions such as anti-virus and malware protection only address about 5 percent of attacks; the other 95 percent are targeted directly at your employees. So, the question is: Are your employees ready to defend your business? This Power Talk will use real-life case studies to explore mistakes other companies have made and how social engineering awareness and defense training could have helped prevent disastrous consequences. Social engineering expert and cybersecurity training expert Todd Snapp will share practical strategies for preparing your employees to be your first and strongest line of defense by becoming your “human firewall” because it's not a question of if an attack will happen, it's a question of when.

IRS Enforcement of the ACA Is In Full Force: How to Minimize Your Penalty Risk
Presented by: Joanna Kim-Brunetti, Esq., First Capitol Consulting
The IRS is in full enforcement mode in identifying employers that have not complied with the Affordable Care Act (ACA).  Penalty assessments reached $4.5 billion for the 2015 tax year alone, with some employers receiving penalty assessments in the millions of dollars.  Thousands of new notices have been sent to employers for failing to comply with the ACA in the 2016 tax year. These tax penalty notices include Letter 226J, which is sent to employers that have failed to offer coverage to 95% of their full-time or full-time equivalent employees, and Letter 5005-A/Form 866-A, which is sent to employers that failed to file forms 1094-C and 1095-C with the agency or to furnish 1095-C forms to employees. This Power Talk will provide an update on the IRS’s enforcement of the ACA, and steps to take to minimize or eliminate your risk of being assessed ACA penalties from the IRS. It also will cover what you need to know about filing ACA information for 2019 with the IRS.

Severance Agreements: 5 Mistakes You Don’t Want to Make
Presented by: Brian R. Garrison, Esq., Faegre Baker Daniels
Should you offer severance when letting an employee go? It’s a common question that you should be prepared to answer whenever you must initiate an employee’s separation from employment. But how can you ensure that an agreement, which by its very nature is designed to protect the business against future liability, doesn’t spark legal troubles of its own? While a signed severance agreement can provide some protection from future litigation, it’s not an ironclad guarantee—and some risks simply cannot be waived. Additionally, if you go about it wrong, you may actually be increasing your lawsuit risks. This Hot Topic Power Talk is designed to break down the top legal pitfalls to avoid when drafting a severance agreement.

You’ll learn:

    • What a severance agreement should never say—and what you can—and should—feel confident about including
    • The writing you should draft in support of any severance or separation agreement—and the essential language to be sure to include
    • The types of claims that aren’t releasable even with what you believe is proper monetary consideration
    • Examples of legal compliance risks that could arise under the Older Workers Benefit Protection Act if you aren’t careful about timing
    • How to avoid any hint of coercion in your conversations with departing workers
    • How severance agreements could lead to legal headaches under the Employee Retirement Income Security Act (ERISA) and the Consolidated Omnibus Budget Reconciliation Act (COBRA)

Networking, Refreshments, and Exhibit Break

10:25 a.m. – 10:45 a.m.

10:45 a.m. – 12:00 p.m.

Foundations in HR Compliance

Preemployment Screening: Illegal Practices to Avoid and New Updates on Ban the Box, Salary History Inquiries, and Background Checks
Presented by: Presented by: Kara E. Shea, Esq., and Sara Anne Quinn, Esq., Butler Snow, LLP
More and more states and cities are enacting laws that remove criminal history questions from job applications. The federal Fair Chance Act prohibits an executive agency from “requesting an applicant for federal employment to disclose criminal history record information before a conditional offer of employment is made to the applicant.” Similar laws, often referred to as “ban the box” laws, are being adopted by a number of cities and states. Ban the box typically means employers must delay inquiries about an applicant’s criminal history until later in the hiring process. Depending on the law, this can mean waiting until after the first interview or a conditional job offer. However, employers are still entitled to do background checks before actually hiring someone. Understanding what employers can do to prescreen potential employees while still staying within the law takes a thorough understanding of the local and state laws involving hiring. Some cities and states are also barring prospective employers from asking about a candidate’s salary history. While the purpose of this restriction is to level the playing field so that prospective employees get a fair shake no matter what their gender or ethnicity as far as salary parity, it can make headaches for HR when trying to determine what to offer for salary. In addition, employers with multiple sites in different cities and states covered by laws that ban the box and prohibit salary history inquiries need to ensure they are compliant with applicable state and local laws. This session will provide critical updates designed to help you evaluate whether your organization’s preemployment screening practices could subject you to legal liability and costly penalties.

You’ll learn:

  • The latest updates on ban the box laws, salary inquiry restrictions, and other laws that affect background checks of prospective hires
  • When questions related to criminal convictions may be asked—and what’s off limits
  • Fair Credit Reporting Act (FCRA) and Equal Employment Opportunity Commission (EEOC) rules to abide by concerning employee background checks
  • Best practices for reviewing job advertisements, employment applications, and other related forms
  • How to handle tricky questions around salary and learn the related laws depending on your location
  • Best practices for ensuring compliance when your company operates across multiple states or cities, which may have varying requirements concerning ban the box and salary history inquiries
  • Whether you have to explain if you decide against hiring someone because of a criminal record—and why
  • How many years back you can go when doing background checks
  • How to establish background check policies that link the decision-making to job descriptions
  • How to avoid “red flag” issues that could result in disparate treatment and disparate impact
  • The importance of individualized assessments to avoid discrimination claims
  • And much more!

Legislative/Regulatory Updates and Trends

Paid Sick and Safe Leave Trends and Compliance Update: What HR Needs to Know to Manage Legal Risks
Presented by: Brian R. Garrison, Esq., Faegre Baker Daniels and Kevin C. McCormick, Esq., Whiteford, Taylor & Preston
With so many states and cities now enacting paid sick leave laws, employers may be left scrambling to understand how newly passed legislation affects their organizations and intersects with other types of leave. These new laws have a far-reaching impact, affecting employers operating in single states, multistate employers, and those with nationwide operations. In many cases, the new laws are quite expansive, covering not just medical issues but also granting leave needed to manage domestic violence or stalking-related issues (i.e., safe time) or time needed for other necessities—for example, to attend a meeting about a child’s education plan. Keeping track of and managing employees’ paid sick and safe leave can be an added challenge for employers—especially since they also have to understand and manage other types of leave, such as those protected under the Family and Medical Leave Act (FMLA) and the ADA. A technical mistake in administering paid sick leave and other time can result in costly and damaging legal repercussions. To avoid legal risks, it’s important to stay up to date on how to manage legal risks amid the trend of paid sick and safe leave laws.

This session will cover:

  • What new paid sick and safe time leave laws generally provide, plus a rundown on the states and cities that have enacted or are considering such laws
  • How these laws interact with existing leave laws, such as the FMLA and the ADA when leave is granted as a reasonable accommodation
  • High-risk compliance areas to watch for when responding to requests for paid sick or safe leave and how not to misstep
  • How to determine what qualifies as paid sick time or other protected time off
  • How to provide employees with up-to-date information on their rights under the law and how to update your company’s existing sick time and safe time policies
  • What to know about other states’/cities’ regulations if your organization operates on a multistate or national level
  • How these laws are being enforced and how to be vigilant and comply with the laws
  • And much more!

HR Management Solutions

Competitive Compensation Systems that Minimize Legal Risk: How to Master the Balancing Act
Presented by: Presented by: Elizabeth Bradley, Esq., Fortney Scott LLC and Rick Holt, Resolution Economics
Reviewing job grades, thinking about reranking jobs, moving positions, reviewing internal equity, or adding variable pay systems into the total reward compensation mix can make even the most seasoned of HR professionals’ heads spin. While a change in your pay grade structure can result in getting maximum productivity from your employees and help you retain top talent, if not properly executed, the compensation plan could inadvertently spark legal liability for your organization. Whether you want to reward performance, longevity, knowledge, skills, or competencies, determining pay grades is the first step to creating an internally equitable, market-competitive compensation system. Without accurate pay grade determination, it won’t matter how good your pay survey information is—internal equity will likely be skewed too high or too low. This session will walk you through how to:

 Manage sources of litigation risk through:

  • Job analysis and assignment
    • Pay grade development and implementation|
    • Market survey utilization
    • Initial pay and promotional pay assignments
    • Performance rating practices
    • Incentive pay structure design
  • Analyze pay outcomes through:
    • Exception monitoring
    • Horizontal pay equity and salary compression
    • Steering and “glass ceiling” review
    • Gender and race pay equity analyses

Networking Lunch

12:00 p.m. – 1:00 p.m.

1:00 p.m. – 2:15 p.m.

Foundations in HR Compliance

ICE Enforcement Significantly on the Rise: How to Avoid the Top 10 Employment Verification and Form I-9 Compliance Risks Workplaces Are Now Facing
Presented by: Jacob M. Monty, Esq., Monty & Ramirez LLP
Workplace investigations, audits, and arrests by Immigration and Customs Enforcement (ICE) are up significantly. Just how significantly? In 2017, worksite investigations rose more than 300 percent; I-9 audits were up 340 percent; and criminal arrests at worksites were up over 400 percent. As of January 2019, administrative worksite arrests were up close to 800 percent over 2017. This session, led by skilled immigration attorneys, will identify the biggest compliance risks organizations now face and how to avoid costly penalties for knowingly hiring or continuing to employ undocumented workers and which employment verification or Form I-9 documentation practices could yield the most costly fines for substantive/uncorrected technical violations.

Legislative/Regulatory Updates and Trends

‘Consumer-directed’ Healthcare Compliance Hot Spots: The Practical Impact of Health Reimbursement Arrangement Changes and Trends in HSAs, Telehealth, Onsite Clinics and More
Presented by: John Hickman, Esq., Alston & Bird LLP
A proposed regulatory change would significantly expand how health reimbursement arrangements (HRAs) are used under the Affordable Care Act (ACA). These rules, which would likely go into effect in 2020, specify that HRAs could be used to reimburse individual health insurance coverage for active employees. Giving employers this option could have a major impact on the future of employer-sponsored group health plans. While many large employers are unlikely to adopt this new type of HRA for their full-time employees, it’s likely the proposed HRAs could be offered by small employers, to part-time employees at any size employer, and to classes of employees who reside in remote geographic areas (i.e., the class of employees whose primary site of employment is in the same rating area).  In addition, these proposed rules provide insight into how the DOL may view current retiree medical plans that consist of an HRA that reimburses individual health coverage policies. This session will provide the latest updates on the proposed regulatory changes to HRAs, which could impact employees’ healthcare coverage and traditional employer-sponsored health plans. In addition, we’ll address other developments impacting consumer directed health care relating to HSAs, onsite clinics, telehealth, and more. 

You’ll learn:

  • Which employers may want to consider the new proposed HRAs
  • What’s in store for traditional employer-sponsored health plans
  • How HRA rules could impact the health insurance market
  • How individual coverage HRAs could satisfy the ACA employer mandate
  • The implications for existing retiree medical plans that use HRAs to reimburse individual health insurance policies
  • Recent developments impacting the design of consumer directed health care including HSAs and HRAs, and the potential integration of onsite clinics, telehealth, and more

HR Management Solutions

Eradicating Unconscious Bias: How to Build a Diverse Workplace and Equalize Hiring, Pay, and Performance-Based Decisions
Presented by: Brad Federman, F&H Solutions Group and Dinita L. James, Esq., Gonzalez Law, LLC
Bias exists whether we want it to or not. It’s human nature to gravitate toward making certain decisions based on preferences and general likes and dislikes. But when bias is present in the workplace, it can have many negative legal and practical consequences. It’s time to figure out how unconscious bias could be affecting decision-making at your company, including decisions about recruiting and hiring, wage rates, promotions, terminations, and more.

This session will provide a road map for:

  • Identifying the most common types of unconscious bias that could be lurking in your workplace
  • Recognizing the damaging effect unconscious bias can have on workforce productivity, team dynamics, and organizational effectiveness
  • Applying successful tools and tips for eradicating bias from your company’s work practices to increase diversity 
  • And more!

Networking, Refreshments, and Exhibit Break

2:15 p.m. – 2:30 p.m.

2:30 p.m. – 3:45 p.m.

Foundations in HR Compliance

Granting ADA Accommodation Requests: How to Evaluate Whether Disability Protection Applies to Physical and Mental Impairments
Presented by: Stacie Caraway, Esq., Miller & Martin, and Jonathan R. Mook, Esq., DiMuro Ginsburg PC
Determining whether you must legally grant a request for accommodation under the ADA first requires analysis of whether the employee is in fact a “qualified individual” with a disability under federal law. If the answer is yes, you must consider whether the request is reasonable and should be granted or whether there’s a better (alternative) accommodation you should recommend. And there are instances when a request for accommodation could result in an undue hardship on the business, in which case you may deny that request. Through the interactive process, each employee’s request for ADA accommodation requires an individualized, fact-specific analysis of the transitory, episodic, or permanent nature of his or her physical or mental condition; essential job functions; and more. This session will take a deep dive into how to properly evaluate each and every request for an ADA accommodation that comes across your desk.

You’ll learn:

  • What it means to be a “qualified individual” under the ADA and signs that an employee doesn’t qualify for ADA coverage
  • What to do once a request for ADA accommodation is made—including the questions you may ask of the employee and his or her doctor (and what questions or requests are legally off limits)
  • Examples of accommodation requests that may result in an undue hardship and the documentation you’ll want to make sure you have in place if you’re denying a request for accommodation on this basis
  • How to deal with requests to telecommute, for light duty, to transfer to a different position, or to work a reduced or an alternate schedule due to mental health-related conditions, such as bipolar disorder, anxiety, and depression
  • Tell-tale signs that attendance is an essential function based on a particular job’s duties
  • Recently decided cases addressing ADA accommodation—and the practical impact of those federal and state court rulings
  • And more!

Legislative/Regulatory Updates and Trends

Parental Leave, Pregnancy, and Pay: How to Avoid the High Risk of EEOC Scrutiny, Costly Lawsuits, Penalties, and Fines ‘Based on Sex’
Presented by: Courtney Leyes, Esq., Fisher Phillips LLP
Cosmetics giant Estée Lauder recently paid out a staggering $1.1 million settlement in response to allegations that it had unfairly discriminated against new fathers through its parental leave policy. In the lawsuit, the EEOC asserted that the company provided male workers who had just become new fathers with lesser parental leave benefits than female employees who had just become new mothers. The costly settlement underscores the importance of ensuring that parental leave and return-to-work policies are based on sex-neutral criteria to minimize the risk of sex discrimination claims under Title VII of the Civil Rights Act of 1964. Right now, parental leave is being granted by more employers than ever before. In 2015, just 25 percent of workplaces had policies in place granting time off for new parents. Yet, in 2018, about 40 percent of workplaces were offering parental leave, according to Mercer’s 2018 Survey on Absence and Disability Management. With more employers aiming to align employees’ needs with their paid-time-off policies and the White House announcing President Donald Trump’s push to fund paid family leave, now is the time to learn the compliance pitfalls to avoid when drafting and enforcing parental and pregnancy leave policies.

This session will cover:

  • The many—some potentially surprising—ways sex discrimination claims may arise as a result of your leave, pay, or other policies
  • Do’s and don’ts for drafting parental leave policies—paid or unpaid—for baby bonding and other family-based commitments
  • How to make sure your paid or unpaid parental leave policies, while generous, are also equitable and don’t spark EEOC scrutiny
  • How to spot “red flags” concerning benefits related to parental leave
  • Examples of paid or unpaid parental leave, pay, and benefit policies that comply with EEOC guidance and how they avoid discrimination claims based on sex

HR Management Solutions

Forced Arbitration: Is it Still an Effective Method for Minimizing Legal Risks Concerning Sexual Harassment, Discrimination, and Other Claims?
Presented by: Mark Schickman, Esq., and Cathleen Yonahara, Esq., Freeland Cooper & Foreman LLP
A group called Googlers for Ending Forced Arbitration emerged in early 2019 with the message for the public: Mandatory arbitration agreements are a means by which employers seek to silence victims of harassment and discrimination in the workplace. The group claims that “forced arbitration” must be dealt with to ensure transparency and workplace equality. Employers, on the other hand, have good reason for getting their employees to sign arbitration agreements as a condition of hiring. For starters, agreements to arbitrate employment disputes can help organizations avoid costly and time-consuming lawsuits, often taking several years to resolve. Through a “one-and-done” arbitration hearing, the affected parties can learn whether legal claims have any merit and whether the employee(s) involved is entitled to any damages as a result. But is arbitration right for all employment claims? The answer is likely no. Facebook, Uber, Lyft, and Microsoft have already nixed forced arbitration of sexual harassment claims. Should your company, too?

This session will explore:

  • Pros and cons of using arbitration agreements to settle employment-related disputes
  • The practical impact the U.S. Supreme Court’s 2018 ruling in Epic Systems Corp. v. Lewis has on your right to legally enforce arbitration agreements
  • How the National Labor Relation Board (NLRB) anticipated ruling in Prime Healthcare Paradise Valley LLC could impact arbitration and settlement of employment disputes
  • Examples of arbitration agreement language that is likely to pass legal muster—and signs that one or more of an arbitration agreement’s provisions could be struck down by a court
  • Which types of employment claims are “fair game” for arbitration and which types of  claims you should keep out of your arbitration agreements
  • How the EEOC and the NLRB could impact your ability to force arbitration
  • And more!

General Session | 
WHO’s Burnt Out? The Impact Stress at Work Has on Productivity, Culture and Compliance Risks
4:00 p.m. – 5:00 p.m. 
Presented by: Mark Schickman, Esq., Freeland Cooper & Foreman LLP
The World Health Organization (WHO) is updating the definition of “burnout” in its International Classification of Diseases — ICD-11, which take effect January 2022. This means certain types of work-related stress could be viewed as a “syndrome,” In WHO’s view, burnout is linked to chronic stress at work that’s not properly managed, and while WHO stops short of calling burnout a medical condition—it prefers the term “occupational phenomenon”—the effects of burnout can lead to depression, exhaustion, negativity, apathy, cynicism toward work, and an overall lack of effectiveness in the workplace. And, WHO’s revised definition of the term gives those suffering from burnout a more legitimate basis for validating the severity of the stress they experience as a result of their work and potentially on account of their workplace culture. Day 1 of HR Comply closes with an insightful look at how burnout manifests and what you can do to spot, fix, and prevent it so your workforce is less stressed, more productive, and overall happier. Mark Schickman, a partner with Freeland Cooper & Foreman LLP, will also provide valuable insight into how to recognize when stress at work could lead to legal obligations under the Americans with Disabilities Act and other federal laws.

Networking Reception
5:00 p.m. – 6:00 p.m.



Main Conference: Day 2 — Friday, November 15. 2019

7:00 a.m. – 8:00 a.m.

Breakfast and Learn
7:30 a.m. – 7:45 a.m.

Opening Keynote | Recognizing, Responding to, and Eradicating Racism in the Workplace
8:00 a.m. – 9:00 a.m.
Presented by: Paulette Patterson Dilworth, Ph.D., University of Alabama
“Blackface.” Violent attacks on churches predominantly attended by various ethnic groups. Statements by government officials that those seeking to enter the United States through its southern border are violent offenders and drug dealers. These are just a few of the headlines of this past year—headlines that underscore the need to recognize and respond to overt and more hidden signs of racism that could be permeating the workplace. While overt stereotypes may be easy to spot and take action to correct, racism is often masked through more subtle actions, such as microaggressions. Day 2 of HR Comply kicks off with a thought-provoking look at why implicit bias training may not be enough to deal with this issue. Our keynote speaker will take a deep dive into how bias can manifest itself so you’ll have a better understanding of the types of policies to establish so you can eliminate the impact such biases have on your workplace. 

9:15 a.m. – 10:30 a.m.

Foundations in HR Compliance

Electronic and Cloud-Based HR Recordkeeping: Best Practices for Shifting to Digital, Protecting Sensitive Data, and Managing Files
Presented by: Daniel Nelson, Esq., C|EH, CIPP/US, Armstrong Teasdale LLP
Storing HR records whether in paper format or electronically comes with many challenges. Aside from knowing what to keep and for how long, if you store documents electronically, you need to follow Department of Labor guidelines for electronic storage of documents governed by ERISA. And the security issues involved in storing important documents in the cloud may cause anxiety, especially when every day there are news stories involving breaches and hacking of electronic data. Plus, there are many other important issues to address. For instance: How easy will it be for HR to retrieve the electronic records when needed? How will these files be protected? And how do you know when it’s safe to destroy employee records saved in the cloud? Also, while the European Union’s (EU) General Data Protection Regulation (GDPR) is now in effect, a recent survey by HyTrust Inc. revealed that 80 percent of U.S. businesses polled didn’t have a plan in place to ensure compliance. Knowing the laws that govern those actions is essential—and so is knowing how to access and successfully delete or destroy cloud-based documents. And, if you are planning to move your HR recordkeeping to the cloud, you’ll need a vendor with a good reputation as far as security, backups, and providing quality—risk-minimizing—service to your organization.

This session will cover how to:

  • Recognize what records you must keep under federal law and for how long.
  • Legally handle document security risks, storage, and destruction of personnel records in the cloud.
  • How the EU’s GDPR may apply to personal data your organization collects and stores.
  • Properly follow federal laws around retaining or destroying employee records and how to safely store employee records in the cloud or electronically.
  • Devise a plan for going paperless with HR recordkeeping.
  • Comply with applicable federal electronic recordkeeping laws to ensure proper collection, storage, and deletion of records
  • Conquer logistical challenges of going paperless by following a series of best practice steps
  • Determine whether log-on/-off times, calendars, notes, to-do lists, e-mails, and other forms of data constitute electronic records
  • Destroy electronic documents in the cloud or stored on your server—and the proper timing for doing so
  • Recognize when there’s a legal duty to preserve records—and the technology you may need to sift through when that preservation duty arises

Legislative/Regulatory Updates and Trends

OFCCP Audit Risk Is Up: How Federal Contractors Should Prepare for and Respond to Allegations of Systemic Discrimination Concerning Hiring, Pay, and More
Presented by: Presented by: Elizabeth Bradley, Esq., Fortney Scott LLC

  • Under a new directive, the Office of Federal Contract Compliance Programs (OFCCP) is expected to increase federal contractor audits in 2019. The reason in part stems from the OFCCP’s belief that many federal contractors aren’t preparing affirmative action plans.
  • This session will provide:
  • A comprehensive overview of the OFCCP’s myriad levels of scrutiny—from full audits to desk audits
  • The practical impact of its discontinuation of continued active case enforcement and measures every federal contractor should take to avoid the OFCCP’s cross hairs
  • How to take advantage of the OFCCP’s new early resolution procedures
  • What to expect from the OFCCP if your organization is suspected of engaging in unlawful and systemic hiring or pay-related practices
  • And more!

HR Management Solutions

Sexual Harassment Training: How to Educate the Supervising Workforce on Antiharassment and Reporting Requirements
Presented by: Patricia A. Wise, Esq., Spengler Nathanson P.L.L.
Currently, five states have laws on the books requiring mandatory sexual harassment training—California, Connecticut, Delaware, Maine, and New York. But even if your state doesn’t have similar requirements in place yet doesn’t mean you should delay in training your workforce on your company’s antiharassment stance and your reporting requirements. To proactively mitigate legal risk in the #MeToo era, it’s critical to teach employees the types of conduct that likely could be construed as harassment under federal law and the action plan they need to follow if such conduct occurs. After all, a workforce that speaks up against harassment could be your best defense against costly litigation if everything is handled properly once a formal or informal complaint is raised.

During this session, you’ll learn:

  • Essential train-the-trainer fundamentals, including the scope of issues to cover; the recommended timeline for training supervisors, managers, and the workforce at large
  • Effective ways to deliver and track sexual harassment training
  • Real-life examples you can use to illustrate the differences between quid pro quo and hostile work environment harassment involving supervisor and employee, coworker and coworker, or customer and employee sexual harassment
  • The harmful effects harassment can have on workplace culture, the victim and his or her coworkers, and the business as a whole
  • How to effectively communicate the penalties harassers could face for their actions
  • What every employee needs to know about your company’s antiharassment policy
  • A checklist of what supervisors and managers should never say to a complainant or anyone else involved in a sexual harassment complaint
  • How complaints of sexual harassment should be made, to whom, and when if an employee experiences, witnesses, or otherwise learns of inappropriate behavior
  • How to convey to supervisors/managers and employees what they generally can expect in the event of an investigation
  • How to train the workforce on maintaining a retaliation-free work zone, including examples of conduct that might be construed as retaliatory against someone who’s been the victim of harassment and/or someone who's reported it

Networking, Refreshments, and Exhibit Break
10:30 a.m. – 10:45 a.m.

10:45 a.m. – 12:00 p.m. 

Foundations in HR Compliance

Termination and Performance Management Discussion Training: De-escalation Tactics for Managing Unexpected Outbursts, Threats of Violence, and the Risk of Lawsuits 
Presented by: Glianny Fagundo, Esq., Taylor English Duma LLP, and Susan Hartmus Hiser, Esq., The Murray Law Group PC
Discipline and termination talks aren’t fun for anyone. They are, however, essential. But what do you do when the employee whose performance you’re critiquing—or terminating—reacts badly, with an outburst or even a threat of violence? Drafting succinct, noninflammatory termination letters, performance reviews, and performance improvement plans can help defuse emotional reactions and the desire to bring a lawsuit. Anything that appears to “attack” an employee personally could spark angry, and potentially violent, reactions, even serving as legal ammunition in the event of a lawsuit against your organization. In addition, proper training for supervisors and managers to address and mitigate possible outbursts that could escalate to violence is essential. Workplace violence prevention training can help your frontline staff establish a game plan for managing situations in which emotions and anger run high.

This session will cover:

  • Practical training tips for handling performance management and termination discussions
  • What can set off an emotional or angry reaction in an employee—and how to handle these situations so you can minimize the risk of violent outcomes or lawsuits
  • Coaching approaches that work best when communicating with employees who have received unfavorable performance reviews or need to be terminated
  • Action steps to follow when you must discipline and/or terminate someone who may react with violence or an emotional outburst
  • Best practices and language choices for crafting clearly communicated and legally compliant termination letters
  • How to clearly inform an employee that his or her performance is not meeting expectations—without assassinating his or her character
  • Characteristics potentially violent individuals tend to share, and warning signs to watch out for, so you can minimize the possibility of a heated or violent confrontation during a termination meeting or performance review
  • What not to offer in a termination letter and how to apply the concept of “benevolent severance” to minimize legal risks
  • Why it’s important to listen to an employee’s concerns during a performance management or termination meeting, as well as how to steer the meeting to end in a way that doesn’t foster anger or violence
  • And much more!

Legislative/Regulatory Updates and Trends

Marijuana and Opioids at Work: Emerging Compliance Obligations Concerning Drug Testing, Off-Duty Drug Usage, and ADA Accommodations
Presented by: Dena B. Calo, Esq., Saul Ewing Arnstein & Lehr LLP and Peter D. Lowe, Esq., Brann & Isaacson
With more and more states legalizing the use of marijuana for medical or recreational purposes (oftentimes both), you’re likely to encounter more workplace issues as a result. And the law is far from settled, particularly given the Trump administration’s stated intention to tighten enforcement at the federal level, where the drug remains illegal. What’s permitted and what’s prohibited if you want to monitor and restrict marijuana usage or possession among applicants and employees? How do you balance employee rights and workplace safety? Can you legally limit the use of marijuana, as with alcohol, during or before work time? What kinds of tests can you administer? If an employee has a certification for medical marijuana, does the ADA bar you from restricting usage or disciplining the employee for use? Consider, too, that due to the ongoing opioid epidemic, unintentional poisonings are now the number one cause of accidental death in the United States, surpassing motor vehicle accidents. Don’t get caught in the compliance “weeds” concerning marijuana or opioids in the workplace. During this session, we’ll cover the latest compliance rules and learn what you can and cannot do legally to monitor the use of marijuana and opioids at work.

You’ll learn:

  • Which states have legalized marijuana for medicinal and/or recreational use
  • The practical implications of marijuana still being considered illegal—and a Schedule I drug—under federal law
  • How to address off-duty usage of marijuana or opioids
  • The latest move by the Trump administration to tighten enforcement around marijuana use and distribution and how that affects states and their laws
  • Best practices for federal contractors to follow with respect to drug testing and usage to ensure they don’t lose federal funding
  • Which state laws explicitly include employee nondiscrimination protections and which don’t concerning medical marijuana
  • How medical marijuana laws interact with unemployment and workers’ comp
  • Whether medical marijuana or opioid usage may qualify as a reasonable ADA accommodation
  • How to develop and manage drug-testing policies and practices in light of the current legal landscape usage
  • What to do if an employee tests positive for marijuana or opioids
  • The role of fitness-for-duty evaluations and best practices for workplace safety
  • And much more!

HR Management Solutions

Toxic Personalities and Workplace Conflicts: Effective and Legal Ways to Manage Tough Interpersonal Situations and Build a Culture of Cooperation
Presented by: Jennifer Martinez, Esq., Hanson Bridgett and Jeremy Pollack, Pollack Peacebuilding Systems, Inc.
Every office has at least one: the employee with the toxic personality—the one who manages to bring down everyone else on a daily basis. And aside from that individual, every workplace, regardless of size or industry, is bound to run into a situation where conflict among coworkers or managers arises. Such interpersonal conflicts can cause uncomfortable employee interactions, create tension, and breed workplace “drama” that causes slowdowns in production, costly mistakes, and an inhospitable culture. This session will provide recommended approaches for managing toxicity and confrontation in the workplace—all while ensuring that your actions don’t inadvertently increase your organization’s legal risks under Title VII of the Civil Rights Act of 1964 (Title VII), the ADA, or other federal laws.

You’ll learn how to:

  • Identify the deteriorating and potential costly impact interpersonal conflicts among coworkers can have your business
  • Create and enforce a policy for handling interpersonal conflicts among coworkers
  • Communicate a culture of respect for your workplace
  • Deliver preventive training to managers on how to address conflicts before they snowball
  • Manage interpersonal conflicts before they become a real problem—including best practices and what to avoid doing or saying
  • Identify legal issues under Title VII that may stem from toxicity at work and interpersonal conflicts
  • Spot toxic employee behaviors—and conversation starters to address toxic employees about their behavior and the effect it has on others
  • Clearly define expectations for how the toxic behavior must change
  • Determine if an employee who is exhibiting negative, disruptive, or otherwise potentially toxic conduct may be entitled to a reasonable accommodation under the ADA
  • Document interactions and set a timeline for goals achieved
  • Provide rewards for change, or disciplinary penalties, up to and including termination, if no progress is made

Moderated Q&A Panel: Your Employment Law Questions Answered

12:05 p.m. – 12:20 p.m. 
Panelists: Dena B. Calo, Esq., Saul Ewing Arnstein & Lehr LLP, Susan Hartmus Hiser, Esq., The Murray Law Group PC, and Peter D. Lowe, Esq., Brann & Isaacson
Our skilled panel of employment attorneys is ready to address your specific concerns before you head home to implement the compliance best practices and strategic insights you’ve learned at HR Comply 2019!

Final Thoughts: The Most Important Piece of Your Business You Can't Afford to Ignore
12:20 p.m. – 12:30 p.m.
Closing Remarks by: Todd Snapp, Stridepoint
Stridepoint will equip you an essential tip that will reshape the way you think about business success before you head out from HR Comply. 

Your Presenters

Elizabeth BradleyElizabeth B.Bradley, Esq. 
Fortney & Scott LLC

Elizabeth B.Bradley, Esq.
Shareholder Fortney & Scott LLC Elizabeth B. Bradley, a shareholder with Fortney Scott LLC, has over 15 years of experience representing employers and federal contractors in litigation and mediation matters before state and federal agencies and courts, as well as counseling and training private, public, and non-profit employers in all aspects of employment law. In addition, Bradley has extensive knowledge and experience in counseling federal contractors in matters relating to OFCCP. She has represented U.S. corporations in successfully defending against OFCCP’s review of the contractor’s utilization rates and compensation practices. Ms. Bradley also has experience in advising employers on wage and hour compliance under federal and state laws; litigating discrimination and retaliation claims advanced under Title VII, ADA, ADEA, and comparable state and local statues; conducting internal investigations involving discrimination complaints; performing wage and hour compliance reviews; and drafting and negotiating employment agreements including non-compete and non-solicitation provisions. Bradley has a broad-based practice counseling and representing employers on compliance with federal and state workplace laws and regulations and designing and implementing sound employment practices and policies. She has broad experience in conducting effective investigations of workplace claims and grievances, including misconduct, discrimination, retaliation, harassment and other claims employers typically face. She has been called upon by clients to conduct corporate internal investigations on sensitive employment matters, including allegations of serious misconduct and sexual harassment charges involving executive personnel. In addition to conducting workplace investigations, Bradley provides guidance and legal advice to clients handling their investigations in-house. Bradley has drafted investigation policies and procedures, and sexual harassment and other EEO policies for employers and has counseled employers about their responsibilities under Title VII of the Civil Rights Act and other EEO laws.

Paulette Patterson DilworthPaulette Patterson Dilworth, Ph.D.
Vice President for Diversity, Equity and Inclusion
The University of Alabama at Birmingham

Paulette Patterson Dilworth, Ph.D. was named Vice President for Diversity, Equity and Inclusion at the University of Alabama in October 2015. Prior to joining UAB, she was faculty and assistant vice president for access and community initiatives at Auburn University and associate professor of curriculum studies in the School of Education at Indiana University-Bloomington. Besides a strong affinity for art and music, she has accumulated more than 30 years of experience in higher education, diversity education consulting and training, recruitment, retention, research, teaching and outreach.

Dilworth has devoted her professional career and much of her personal life to exploring issues of access, civic engagement, equity and community building. Dilworth earned a Ph.D. in educational studies from Emory University in Atlanta. Before moving to Indiana University in 2000, she worked at Emory University in the Office of Equal Opportunity Programs as Director of Minority Affairs and Assistant Director of Equal Opportunity Programs.

Active in professional, civic and higher-education organizations, Dilworth is past Chair of the Executive Board of the College and University Faculty Assembly of the National Council for the Social Studies. More recently, she served as the associate editor of Theory and Research in Social Education and has chaired the Research Focused on Social Studies SIG of the American Education Research Association. She has served as the Equity Chair for Division B—Curriculum Studies and is a past member of the Equity Council of the American Education Research Association and past Vice President of the Indiana Council for the Social Studies. She was appointed by the mayor of the city of Bloomington to serve on the Commission on the Status of Black Males. She is a member of the Executive Board of the Shiloh Community Restoration Foundation, Inc. an organization committed to the restoration of one of the original Rosenwald Schools and serves as chair of the Finance Committee. She is also the Immediate Past President of the Dream Day Foundation Advisory Board. Dilworth is an active member of Delta Sigma Theta Sorority, Inc., a public service sorority and the Links, Inc., a philanthropic organization.

Over the course of her career, Dilworth has been recognized with several awards for her contributions to research, teaching and service to education, including the National Council for Social Studies Exemplary Research Award, the Kipchoge Kirkland Teaching for Social Justice Award and the Emory University Outstanding Contributions and Service to the University Award. She is author or coauthor of numerous research publications and has been involved as an editor, consultant, reviewer or contributor in many other print and electronic publishing projects.

Glianny FagundoGlianny Fagundo, Esq.  
Taylor English Duma LLP

Glianny Fagundo of Taylor English Duma LLP prides herself in partnering with clients to design and implement workplace policies and practices that are not just compliant with the law, but that further business goals and protect a company’s culture. Her years as a high-stakes employment and business litigator gave her a full appreciation of the value, and cost, of human capital. As a result, her employment law counsel and advice is carefully designed to maximize returns and decrease risks. Ms. Fagundo routinely counsels national employers on a multitude of workplace issues, including wage and hour, worker classification, joint employer/single enterprise, religious and disability accommodations, discipline, terminations, RIF’s, executive employment agreements, and background checks. She also continues to defend companies in high-stakes cases including claims for restrictive covenants violations, discrimination, collective FLSA/wage, contractual breaches, fraud, consumer disputes, professional liability and products liability. Some of the industries in which Ms. Fagundo has considerable experience include healthcare, restaurants and hospitality, retail, professional services, transportation and logistics, and media/entertainment. Ms. Fagundo's engaging personality and natural public speaking knack have resulted in numerous invitations to address and train management and trade groups on policies and legal developments.

Brad FedermanBrad Federman
Chief Operating Officer
F&H Solutions Group

Brad Federman, the chief operating officer of F&H Solutions Group, is anauthor, a speaker, and a consultant with more than 25 years of corporate experience in various aspects of human resources including performance management and employee engagement, employee compensation, executive recruiting, change management and instructional design. His background also includes sales, marketing, product development and operations. He works with clients to create healthy organizations through employee and customer engagement, leadership, sales and customer service. He helps clients develop the best talent and reputation and provides them with the tools to help clients become the organization of choice for both employees and customers.

Mr. Federman is a frequently requested featured speaker at conferences and business meetings worldwide. He is the author of Employee Engagement: A Roadmap for Creating Profits, Optimizing Performance, and Increasing Loyalty, Jump Start: 50 Ways to Engage Your Team and a contributing author to 101 Ways to Enhance Your Career. He also has been interviewed for Fox Business News' John Stossel Show and articles in numerous publications such as American BankerFortune Small BusinessLos Angeles Times and HR Magazine. He earned his bachelor of arts degree in communications from University of Maryland and a master of education degree in human resource development from Vanderbilt University. He also a member of the Forbes Coaches Council.

Dena B. CaloDena B. Calo, Esq.
Saul Ewing Arnstein & Lehr LLP

Dena B. Calo, a partner with Saul Ewing Arnstein & Lehr LLP, counsels companies through complex labor and employment risks that pose a threat to their reputation in the marketplace. As a seasoned HR strategist and employment lawyer, she understands employers are facing increasing scrutiny of their labor and employment policies and procedures from government regulators and employees. She advises management clients, particularly in the hospitality, higher education and multi-family real estate industries in Pennsylvania, New Jersey and New York, on the application of employment laws to their particular business needs, the implementation of legal HR policies, and representation in litigation in courts throughout the United States when their compliance is challenged.

Ms. Calo’s perspective also stems from a combination of experience working both in private practice and in-house. Before joining Saul Ewing Arnstein & Lehr, she was director of the Human Resources Practice Group at a regional New Jersey law firm. While at that firm, she also had a secondary assignment to one of the largest real estate development companies in New York City, where she was acting Chief Human Resources Officer and Employment Counsel for the organization. In that role, she oversaw the HR Department and provided legal advice and employment counseling to the company on a daily basis.

In addition, Ms. Calo has litigated cases to state and federal juries throughout the United States involving Title VII, ERISA, Age Discrimination in Employment Act, Americans with Disabilities Act, Family Medical Leave Act, and the Fair Labor Standards Act, state and federal constitutional issues, defamation, restrictive covenants and contract disputes.

Stacie CarawayStacie Caraway, Esq.
Miller & Martin
Stacie Caraway, a partner with Miller & Martin, advises employers of all sizes on how to  comply with applicable state and federal laws concerning employee leave and pregnancy, disability and religious accommodation as well as anti-discrimination, harassment and retaliation laws while still effectively running their businesses. She is an employment law strategist, litigator and trainer, advising national, regional and local employers on employment law matters focusing on FMLA leave administration, ADA, pregnancy and religious accommodations, as well as anti-harassment, discrimination and retaliation laws. She develops, reviews and updates employee handbooks, policies, employment contracts and severance agreements, and represents employers in local, state and federal legal proceedings including the EEOC, DOL and state human rights commission investigations, mediations and lawsuits throughout the United States. Ms. Caraway is also a frequent speaker at national, regional and state HR, executive and management forums regarding the above-described topics and provides in-house training and counsel to HR professionals and supervisors to help them address various issues relating to employee hiring, discipline and termination which impact companies of all sizes.

Christopher CollinsChristopher J. Collins, Ph.D.
Associate Professor of Human Resources Studies and Director, Executive Master of Human Resource Management Program (EMHRM), School of Industrial and Labor Relations
Cornell University
Christopher J. Collins is Associate Professor of Human Resource Studies and Director of Executive Master of Human Resource Management Program (EMHRM) in the School of Industrial and Labor Relations at Cornell University. He earned his Ph.D. in Organizational Behavior and Human Resources from the Robert H. Smith School of Business at the University of Maryland.

Collins’ teaches, conducts research, and does consulting in the areas of strategic human resource management, the role of HR practices and leadership in driving employee engagement, and the role of HR in driving firm innovation and knowledge creation. His research has been accepted for publication in the Academy of Management Journal, Journal of Applied Psychology, Personnel Psychology, Human Resource Management Review, and Human Performance. In addition, he serves on the editorial boards of the Academy of Management Journal, Journal of Applied Psychology, the Journal of Management, and Personnel Psychology.

Collins has taught executive development programs at Cornell University and the Society of Human Resource Management. He has also worked as a private HR consultant or conducted executive development programs to multiple Fortune 500 organizations and several startup organizations. His consulting work has primarily focused on talent management, employee engagement, and strategic HR planning.

Collins is a member of the Academy of Management, Strategic Management Society, and Society for Human Resource Management.

Greg GrishamGreg Grisham, Esq. 
Of Counsel 
Fisher Phillips LLP

Greg Grisham is Of Counsel in the Memphis office of Fisher Phillips LLP. For over 25 years, he has successfully counseled and represented employers in all areas of labor and employment law. His practice includes all areas of labor and employment law, including helping employers avoid claims, charges, and lawsuits with a focus on preventative practices and the representation of business entities subject to Title III of the American with Disabilities Act (ADA) in public accommodation cases. He has successfully litigated hundreds of administrative charges, employment lawsuits, and arbitration demands on behalf of employers, including federal and state law claims. Greg also represents employers before the National Labor Relations Board (NLRB) in unfair labor practice proceedings. Additionally, he regularly speaks at public seminars on workplace law issues and authors numerous articles on labor and employment law topics.


Brian R. GarrisonBrian R. Garrison, Esq.
Faegre Baker Daniels 

Brian Garrison, a partner with Faegre Baker Daniels, represents employers in a broad range of labor and employment matters. A significant portion of his practice involves representing management in collective bargaining, arbitrations, union organizing campaigns, and unfair labor practice and representation proceedings before the National Labor Relations Board (NLRB). Brian also advises employers about labor issues that arise in connection with mergers, acquisitions, relocations, closings and other business transactions involving unionized facilities.

Additionally, his practice involves representing employers in litigation and administrative matters before federal and state courts and agencies. He has handled appellate work before multiple federal Circuit Courts of Appeal and argued before the Indiana Supreme Court. He has handled labor and employment matters for employers in a variety of industries, including the automotive, construction, gaming, health care, hospitality, logistics, manufacturing, medical device and utility.

Mr. Garrison regularly counsels clients on day-to-day human resources matters, including advising on disciplinary and termination issues, drafting and enforcing employment agreements, implementing and administrating employment-related policies, and complying with state and federal employment-related statutes, regulations and ordinances. He is a frequent author and presenter to employer and trade groups on employment-related issues, including union avoidance, labor relations, wage and hour compliance, workplace harassment, equal employment opportunity, hiring and firing, and other human resources and personnel-related topics.

John HickmanJohn Hickman, Esq.
Alston & Bird LLP

John Hickman is head of the Alston & Bird, LLP Health Benefits Practice where he leads an experienced team of attorneys devoted exclusively to health care reform issues under the ACA, HIPAA privacy, flexible benefits, and other health & welfare benefit issues.  Mr. Hickman has been a pioneer in the consumer directed health care arena and has worked closely with health plans, financial institutions, and employers as well as the IRS, Treasury, and DOL with  tax-favored health reimbursement arrangements (HRAs) and health savings accounts (HSAs). 

Mr. Hickman is a fellow of the American College of Employee Benefits Counsel, and has been listed in The Best Lawyers in America (Woodward/White) and Who’s Who Legal in the employee benefits area.  Mr. Hickman has lectured widely and published articles on HSAs, HIPAA, ERISA litigation, cafeteria and health plan issues.  He is co-author of the Cafeteria Plans Manual, Health Care Reform, HIPAA Portability and Privacy, and Consumer-Driven Health Care (published by the Employee Benefits Institute of America).  Mr. Hickman is head of the Technical Advisory Committee and is on the board of the Employers Council on Flexible Compensation (ECFC). Mr. Hickman has also been an adjunct professor of law at Emory University School of Law. 

Susan Hartmus HiserSusan Hartmus Hiser, Esq. 
The Murray Law Group PC

Susan Hartmus Hiser, a partner with The Murray Law Group PC, practices in the areas of labor and employment litigation on behalf of private and public sector employers. Ms. Hiser represents employers in litigation filed in both state and federal courts, as well as in administrative proceedings before the Equal Employment Opportunity Commission, the Michigan Department of Civil Rights, and the Michigan Employment Relations Commission. She has experience in representing employers in multi-plaintiff harassment and disparate treatment cases. In addition to counseling employers on various employment matters, such as FMLA compliance, ADA accommodations, disciplinary issues and workplace investigations, Ms. Hiser has drafted and reviewed employment contracts, personnel policies, and employee handbooks. She has also conducted in-house training on all areas of employment law, including harassment prevention, legal compliance, and workplace policies. Ms. Hiser is frequently called upon both to assist in and to conduct workplace investigations on behalf of her clients.

Rick HoltRick Holt, Ph.D.
Resolution Economics

Rick Holt is a partner at Resolution Economics, LLC, an economics, statistics, forensic accounting, and economic damages consulting firm with offices in Los Angeles, Chicago, Washington, D.C. and New York. He has a Ph.D. in Economics from the University of Virginia, as well as a B.S. in Industrial Management from Purdue University. Prior to joining Resolution Economics, Holt was a Principal at ERS Group, a Manager and Bates White LLP, a Manager at KMPG LLP, and a Research Economist at the U.S. Census Bureau.

Holt is a labor economist that has been involved in projects over the last 15 years covering all aspects of employment discrimination cases, including: compensation, hiring, promotion, and termination. He has worked with several Fortune 500 companies on projects involving OFCCP investigations, FLSA wage and hour cases, and economic damages (single-plaintiff, multi-plaintiff, and class actions). He has also assisted clients in the context of settlement discussions, trial preparation, and consent decree reporting. Holt specializes in utilizing large and complex databases and the development and estimation of sophisticated statistical/econometric models.

In addition to his consulting work, Holt has published papers in the Journal of Forensic Economics, EEO Insight, Virginia Economic Journal, Health Services and Outcomes Research, and often makes presentations to legal and human resources audiences, as well as to various economic associations.

Dinita L. JamesDinita L. James, Esq.
Gonzalez Law, LLC

Dinita L. James of Gonzalez Law, LLC, has been litigating complex matters in state and federal court for nearly 30 years, including large employment discrimination class actions and wage and hour collective actions. She also represents employers in defense of individual cases arising under antidiscrimination, whistleblower protection, and antiretaliation laws and in enforcement of noncompetition and other restrictive covenants. Notably, Ms. James’ experience also includes antitrust, environmental, real estate, and disputes involving contracts of all kinds.  She draws from her broad litigation experience in providing advice and counsel to businesses of all sizes regarding employment and other legal compliance matters.  Ms. James regularly speaks on topics concerning immigration for Arizona employers, employment discrimination, FMLA compliance and employee leave challenges, and maximizing in-house/outside counsel relationships.

Ms. James has held an AV® Preeminent Peer Review Rating from Martindale-Hubbell since 2001 and has been on the Best Lawyers® list in Labor and Employment Law since 2013.  She also has been selected for inclusion on the Southwest Super Lawyers® list and was named one of “Florida’s Legal Elite” by Florida Trend magazine.  She is a former newspaper journalist and has edited Arizona Employment Law Letter since 2010.  She is an arbitrator on the American Arbitration Association panel for employment, commercial and consumer cases.  She is a Morehead-Cain scholar who earned her bachelor of arts degree in journalism and her law degree with highest honors from the University of North Carolina at Chapel Hill.

Joanna Kim-BrunettiJoanna Kim-Brunetti, Esq.
Vice President of Regulatory Affairs and General Counsel
First Capitol Consulting, Inc

Attorney Joanna Kim-Brunetti is vice president of regulatory affairs and general counsel for First Capitol Consulting, Inc., where she spearheads the company’s Affordable Care Act practice, focusing on employer compliance issues. She regularly speaks at conferences on ACA compliance and writes about the ACA for trade publications, such as Employee Benefit Adviser and Accounting Today. She regularly comments on ACA compliance issues with the IRS in the blog, The ACA Times.

Ms. Kim-Brunetti, a former partner with Akin Gump Strauss Hauer & Feld LLP, has over 20 years of experience advising clients on a wide range of employment, tax, intellectual property, and other related business issues.  She brings additional regulatory compliance experience from her pre-legal career in the consulting and aerospace industry.

Ms. Kim-Brunetti holds a B.Sc. degree in Chemical Engineering from University of California, Berkeley, and J.D. from Loyola Law School (with honors).  She was President of the Korean American Bar Association; Rising Star, Super Lawyers; Co-Chair of Trade Secrets Subcommittee for Litigation Section of the American Bar Association, and Committee Member of the Federal Courts Coordinating Committee of Los Angeles County Bar Association.

David L. JohnsonDavid L. Johnson, Esq.
Practice Group Leader, Labor and Employment Group
Butler Snow LLP

David L. Johnsonis a member of Butler Snow's Labor and Employment Group, Appellate and Written Advocacy Group, and Intellectual Property Group. His practice focuses on business and employment litigation, noncompete and trade secret litigation, as well as employment compliance, counseling, and training.  Mr. Johnson regularly speaks on employment-related topics including covenants not to compete, noncompete and nonsolicitation agreements, and workplace harassment.

Courtney LeyesCourtney Leyes, Esq.
Fisher Phillips LLP

Courtney Leyes is a partner in Fisher Phillips’ Memphis and Gulfport offices. She represents employers throughout Mississippi and the greater Memphis-metropolitan area, with particular focus on the burgeoning industrial areas in the northern part of the state.

Leyes has experience representing employers in litigation related to discrimination and harassment in the workplace, in particular, federal jury trial experience. She also has experience representing employers on wage and hour issues in both the court system and before the Department of Labor’s Wage & Hour Division (WHD). Specifically, she has represented employers in several Fair Labor Standards Act (FLSA) collective actions over the past couple of years.

Leyes has experience handling traditional labor matters, including labor arbitrations, unfair labor practices charges, and elections. She also advises her clients regarding a variety of employment matters, including employee handbooks and policies, severance agreements, and other employee contracts. While in law school, she clerked for the Equal Employment Opportunity Commission's (EEOC) Office of Legal Counsel.

Leyes is a frequent speaker on LGBT issues in the workplace. She is AV Peer Review Rated by Martindale-Hubbell and has been listed in Mid-South Super Lawyers – Rising Stars since 2014. She is also the recipient of the Memphis Business Journal's 2017 Best of the Bar awards for Ace Associate.

Peter D. LowePeter D. Lowe, Esq.
Brann & Isaacson

Peter D. Lowe is a partner with Brann & Isaacson in Lewiston, Maine, who provides advice and counsel to clients on labor and employment law and education law. He serves as lead labor counsel for some of the premier employers in Maine, including L.L. Bean, Inc. In this role, he advises clients on personnel practices and employee relations matters, including discrimination and harassment issues, layoffs and plant closures, union grievances and collective bargaining, disability and religious accommodation issues, conducting and supervising internal investigations, coordinating state and federal leave laws, and negotiating and drafting employment contracts and separation agreements. He also represents public school districts and municipalities throughout Maine. Before settling in Maine, Mr. Lowe worked for law firms in London, Seattle and Washington, D.C. He has spoken and written extensively on workplace marijuana and drug issues, after Maine legalized medical marijuana in 2008.

Jennifer MartinezJennifer M. Martinez, Esq.
Hanson Bridgett LLP

Jennifer Martinez, a partner with Hanson Bridgett LLP, represents private and public employers in federal and state court litigation and before administrative agencies regarding discrimination (including race, sex, age, national origin, sexual orientation, and disability), harassment, retaliation, breach of contract, wrongful termination, and numerous other types of employment law matters. She also handles complex wage and hour class action litigation (including off-the-clock claims, meal and rest period violations, exempt misclassification, and contractor misclassification) in both federal and state courts, as well as other representative and collective actions under the California Private Attorneys General Act and the federal Fair Labor Standards Act. Within the past year, she second chaired a state court jury trial, obtaining a complete defense verdict for her client on a claim of disability discrimination and failure to accommodate. 

In addition to her litigation practice, Martinez counsels employers on a wide variety of employment issues, such as hiring practices, employment policies, disability accommodations and leave administration, employee and contractor classification issues, employment contracts, enforceability of covenants not to compete, leaves of absence, terminations, and reductions in force. She specializes, in particular, in advising start-ups, early-stage companies, and technology companies. In addition to general advice and counseling, she handles sensitive harassment and whistleblower investigations. 

Martinez also has considerable merger and acquisition experience, assisting clients in structuring corporate transactions to minimize employment-related risks and maximize the value of the transaction from an employment perspective. She assists clients with post-transaction issues as well, including integration, policy compliance, employee leveling, and restructuring.


Kevin C. McCormickKevin C. McCormick, Esq.
Senior Member, Labor & Employment Section
Whiteford, Taylor & Preston

Kevin C. McCormick, senior member of the Labor and Employment Section with the Baltimore law firm of Whiteford, Taylor & Preston, provides advice and counsel to public and private employers on all phases of the employment relationship to ensure compliance with applicable laws, avoid costly litigation, and, when necessary, successfully defend against individual and governmental challenges to policies and procedures.

His practice areas include EEO/Discrimination claim representation, employment claim prevention strategies, employment torts, executive compensation, government sector employment, Human Resource management advice, labor relations, non-compete agreements, occupational safety, wage and hour issues, workers' comp, and more.

Prior to joining the firm, Mr. McCormick served as trial attorney with the U.S. Department of Labor. He successfully represented public and private employers against discrimination and employment-related claims before federal, state and local FEP agencies, and at trial (both jury and nonjury) in state and federal courts and respective courts of appeal throughout Mid-Atlantic region.

Jacob M. MontyJacob M. Monty, Esq.
Founding and Managing Partner
Monty & Ramirez LLP

Jacob M. Monty is the founding and managing partner of Monty & Ramirez LLP and is Board Certified in Labor and Employment by the Texas Board of Legal Specialization. His distinguished career involves the representation of employers in litigation matters in Texas and California and his expertise in handling labor issues in Hispanic workforces. He represents employers in federal and state courts in civil cases and in investigations and audits conducted by the National Labor Relations Board (NLRB), Department of Labor (DOL), Department of Homeland Security-Citizenship and Immigration Service (DHS-CIS), Occupational Safety and Health Administration (OSHA) and Equal Employment Opportunity Commission (EEOC). In these cases, Mr. Monty specializes in employee allegations of wage and hour violations, invasion of privacy, wrongful discharge and discrimination based on age, race, sex, national origin, disability, and other protected classes, as well as traditional labor matters including collective bargaining agreements and executive employment contracts.

Mr. Monty also advises clients on all aspects of immigration compliance by providing counsel on Form I-9 issues, the use of E-verify, identity theft indicators, and changes in the law regarding federal and state identification documentation. His broad industry experience extends to clients in the restaurant, manufacturing, health, retail, food and entertainment industries, private and public education systems, and government entities. He also offers a comprehensive selection of manager training courses and is an editor of the Texas Employment Law Letter.

Jonathan R. MookJonathan R. Mook, Esq.
DiMuro Ginsberg, PC

Jonathan R. Mook, a partner with DiMuro Ginsberg, is a nationally recognized authority on the Americans with Disabilities Act and the author of two treatises published by Matthew Bender Company, “Americans with Disabilities Act: Employee Rights and Employer Obligations” and “Americans with Disabilities Act: Public Accommodations and Commercial Facilities.” Mr. Mook lectures nationally on the ADA and other employment law topics. He represents employers and businesses on matters relating to employment law, business torts, and business disputes.  He frequently counsels employers on issues involving compliance with the ADA and accommodating disabled employees, as well as other employment related matters.  He is a co-editor of the Virginia Employment Law Letter and a regular contributor to several legal publications, including Bender’s Labor & Employment Bulletin.

Daniel NelsonDaniel Nelson, Esq., C|EH, CIPP/US
Partner & Co-Leader, Privacy and Data Security Practice Area
Armstrong Teasdale

Dan Nelson is both a commercial litigator and a privacy and data security lawyer. And what makes him even more unique is that he is among the few U.S. attorneys to hold the title of Certified Ethical Hacker (C|EH). That means he has been trained to break into computers, but for the right reasons. His combined interest in technology and the desire to help clients protect their privacy and sensitive data motivated him to take the unusual step of becoming what’s known as a “white hat” hacker. Through this arduous training, Mr. Nelson learned how to break into protected systems and networks to test and assess their security. Because of this, he offers clients a perspective that few lawyers possess.

In addition to his ethical hacking credential, he is a Certified Information Privacy Professional (CIPP/US). This credential means that he knows privacy laws and regulations and how to apply them.

Mr. Nelson’s special training and experience enhances his ability to help clients protect against and prepare for data breaches and other cybersecurity incidents. He assists clients in the creation, implementation and enforcement of privacy and security policies and data breach plans. This guidance includes counseling on appropriate cybersecurity insurance coverage and risk assessment engagements. He also assists businesses with understanding their duties to retain and protect sensitive information, including privacy and document retention requirements.

In the event of a cyberattack, Mr. Nelson serves as a data breach/cyber incident coach. He advises on the immediate steps needed to contain, investigate and remediate the incident. His knowledge of both the technical details of likely breaches and the attendant legal and business impacts enables him to provide clients the information needed from both a technical and legal standpoint. 

Jeremy PollackJeremy Pollack
Anthropologist & Conflict Resolution Expert
Founder, Pollack Peacebuilding Systems Inc.

Jeremy Pollack, the founder of Pollack Peacebuilding Systems Inc., is an anthropologist and conflictresolution expert based out of Silicon Valley with peacebuilding specialists around the country. As a scientist, Mr. Pollack studies how individuals construct social identities and how those identities impact conflict and cooperation. In the process of applied conflict management and peacebuilding, he helps transform relationships by implementing on-the-ground interventions for companies experiencing internal conflict. With a focus on psychology, social dynamics, and peacebuilding methodologies, Mr. Pollack helps individuals and organizations resolve interpersonal and intergroup conflicts.

Mark SchickmanMark Schickman, Esq.
Freeland, Cooper & Foreman LLP

Mark I. Schickman is a partner at Freeland Cooper & Foreman LLP in San Francisco. He is the Editor of the California Employment Law Letter and has written and appeared in numerous employment training videos. He concentrates on employment and labor law, litigating every type of employment matter, handling charges before California and Federal administrative agencies and providing advice in avoiding liability for discrimination, harassment, wrongful termination, union-related charges, and all other aspects of the employment relationship. He is a member of the blue ribbon employment arbitration panel of the America Arbitration Association and has written about and taught labor and employment law across the country.

Mr. Schickman represents California on the American Bar Association's Board of Governors and has served as president of the Bar Association of San Francisco and as governor of the State Bar of California—posts that keep him focused on the entire employment law landscape in California.

Kara E. SheaKara E. Shea, Esq.
Butler Snow LLP

Kara E. Shea, a partner with Butler Snow LLP, provides practical advice on employment issues and compliance to national, regional, and local employers of all sizes, ranging from Fortune 500 companies to small businesses, in a variety of industries. She also represents employers before administrative agencies such as the Equal Employment Opportunity Commission (EEOC) and in litigation, including discrimination, retaliatory discharge, whistleblower, and wage and hour cases, including class actions. Ms. Shea has briefed cases presented to both the Tennessee Supreme Court and the United States Supreme Court. Ms. Shea regularly speaks on employment-related topics and provides supervisory training on topics including FMLA and FLSA compliance, conducting workplace investigations, and implementing employee discipline. She has been a regular columnist for the Nashville City Paper and is the editor of the Tennessee Employment Law Letter. Ms. Shea also practices in the area of intellectual property, including trade secrets, trademarks, and copyright matters.

Todd Snapp Todd Snapp 
Stridepoint LLC

Todd Snapp is the president of Stridepoint LLC. He and his team have led the charge against Social Engineering and have developed key programs and systems to help organizations defend themselves. He was instrumental in performing ethical social engineering attacks on some of the largest companies in the United States, including government and Fortune 500. The attacks yielded unprecedented access to the organization’s sensitive and highly secured data using only the telephone, email, and facility visits. Having had over 20 years of experience educating contact centers and managing large global networks, he has insight into the marriage between technical and non-technical security. A self-proclaimed “ethical con man,” he has made it his career goal to enlighten the corporate and government worlds to the serious threat posed by low-tech hackers and has been a presenter and keynote speaker at numerous events.

Jeff WeintraubJeff Weintraub, Esq.
Fisher Phillips LLP

Jeff Weintraub is a partner in the Memphis office of Fisher Phillips LLP. He is a trial attorney who has represented employers in more than 59 jury and bench trials in the private and public sectors in employment-harassment/discrimination and retaliatory discharge lawsuits alleging violations of public policies and statutes, such as the False Claims Act. He also handles Equal Employment Opportunity Commission (EEOC) charges, wage and hour cases, labor cases, and enforcing non-competes in all federal and state courts and agencies, various Courts of Appeals, and the U.S. Supreme Court. He provides training for employers in avoiding harassment charges and employment litigation and is a frequent speaker at employment and labor seminars around the country. For many years, he has taught the Employee Relations & Labor component in the Society for Human Resource Management's HR Certification course in Memphis. Jeff is admitted to practice in Tennessee, Mississippi, Arkansas and Missouri.

Weintraub was selected for HR Executive’s 2017 100 Most Powerful Employment Lawyers and 2016 Top 20 Lawyers in the United States in Traditional Labor & Employment Law. He has also been included in The Best Lawyers in America since 1995, as well as Mid-South Super Lawyers since 2005. Since 2010, he has been named as a Power Player in Employment Law by Inside Memphis Business. He also has been included in the World's Leading Labour and Employment Lawyers (United Kingdom) for the last ten years and has also been listed in Chambers USA, America's Leading Business Lawyers since 2013.

Patricia WisePatricia Wise, Esq.
Partner & Member of EEOC Select Task Force on Workplace Harassment
Spengler Nathanson P.L.L.

Patricia (Patty) A. Wise, a partner with Spengler Nathanson P.L.L. and member of the EEOC Select Task Force on Workplace Harassment, practices in labor and employment law and is certified by the Ohio State Bar Association as a specialist in that area. She recently testified before the Bipartisan Congressional Caucus for Women’s Issues at their hearing, “Beyond the Headlines: Combating Service Sector Sexual Harassment in the Age of #MeToo” and before the California Legislature’s Joint Subcommittee on Sexual Harassment Prevention and Response. Ms. Wise served as a representative of the Ohio State Bar Association to develop an Ohio Judicial College training program requested by Ohio Supreme Court Chief Justice Maureen O’Connor to address the issue of harassment.

Ms. Wise was elected as a Fellow of the College of Labor & Employment Lawyers in the Class of 2018.  Former EEOC Chair Jenny Yang appointed her as one of 16 members of the EEOC Select Task Force on Workplace Harassment, and she is a mediator for the EEOC.

Ms. Wise has trained, provided webinars, and spoken before thousands in all areas of employment law. She is on the faculty of the Graduate School of Banking at the University of Wisconsin-Madison and has been an adjunct or visiting professor at the University of Toledo College of Law since 1999. She has written several books and numerous articles on employment law matters.  She was recently quoted in the Wall Street Journal, The Economist, and interviewed on NPR regarding sexual harassment in the workplace. 

Cathleen S. Yonahara
Cathleen S. Yonahara, Esq.
Freeland Cooper & Foreman LLP

Cathleen S. Yonahara, Esq., a partner with San Francisco-based Freeland Cooper & Foreman LLP, received her law degree from the University of California, Hastings College of Law.

She concentrates her practice on employment and labor law. Cathleen has successfully represented employers in courts and before various government agencies, including the United States Equal Employment Opportunity Commission, the California Department of Fair Employment and Housing, and the California Labor Commissioner. She has litigated all types of employment matters, including claims of discrimination, harassment, failure to accommodate, retaliation, wrongful termination, breach of contract, violation of California Family Rights Act, misappropriation of trade secrets, and wage and hour violations. Cathleen also represents clients in commercial business disputes.

In addition to her litigation practice, Ms. Yonahara also provides advice and counseling to employers on all aspects of the employment relationship in order to avoid potential legal disputes. She advises employers on the myriad legal requirements facing California employers including anti-discrimination and harassment laws, family and medical leave laws, wage and hour compliance, and proper classification of independent contractors and exempt employees. She conducts audits of her client’s employment practices, policies and agreements to ensure compliance with federal and state employment laws, and drafts employee handbooks and personnel policies, and employment, arbitration, confidentiality and severance agreements.

Ms. Yonahara serves as the Assistant Editor to the California Employment Law Letter, a semimonthly newsletter focused on current labor employment cases in California, and a contributing author to 50 Employment Laws in 50 States.  She is a nationally recognized speaker and trainer on all aspects of the employment relationship.



Renaissance Nashville
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