Did you know that claims of retaliation have doubled in the past 15 years, that the EEOC receives over 100,000 Charges of Discrimination on an annual basis and that your company could be the next target? Are you aware that your business’s outdated social media policy might land you in legal trouble? It’s easy to get tied up in everything that goes on in the business environment, though sometimes the frequent changes to employment laws can fly right under your radar.
Staying up-to-date on employment law can be a daily activity – lucky for you we’re wrapping together highlights of these important topics on the EEOC’s strategic enforcement plan, social media and NLRA developments, and retaliation/whistleblowing decisions into a neat package for your viewing convenience.
You’ll want to know the concentrated areas of the EEOC’s strategic enforcement plan. With a mounting number of EEOC lawsuits, knowing the most targeted enforcement areas could keep you a step ahead to avoid claims or being better prepared for when a charge or lawsuit comes knocking on your door.
How old is your social media policy? Do you even have one? Social media is one of the most dynamic areas in employment law, and as social media continues to change, expand in use, and see an increase in the number of available platforms, company policies can often be left in the dust as the laws surrounding social media continue to change on a frequent basis. Are your employees sharing company trade secrets, engaged in workplace bullying, or utilizing trademarks and copyrights for commercial use? Without the proper policy in place, you might be surprised by how unpredictable employment law surrounding social media can be.
But don’t sweat it; we’ve got you covered. This Wednesday, November 20th at 10:00am I will be discussing the EEOC, social media, and whistleblowing in this week’s employment law update. After Wednesday’s presentation you’ll be better prepared to spot key issues and make sure your company is prepared to fend off legal action.
So join me on Wednesday and keep you and your company out of hot water.
Among the topics I will be discussing include:
I. Review of Supreme Court’s 2013 Employment Law Cases and Cases to Watch for 2014
i. Standard of Proof for Retaliation Claims
ii. Defining a “Supervisor”
iii. Opening the Door for New Whistleblower claims? Lawson v. FMR LLC
iv. Age discrimination, Madigan v. Levine
II. EEOC’s Strategic Enforcement Plan
i. Eliminating Barriers in recruitment and hiring, including arrests, convictions and background checks;
ii. Protecting immigrant, migrant and other vulnerable workers;
iii. Addressing emerging and developing employment discrimination issues;
iv. Enforcing equal pay laws
v. Preserving access to the legal system
vi. Preventing harassment through systemic enforcement and targeted outreach.
III. Survey of Currently Pending EEOC Lawsuits and Lessons Learned
IV. Social Media and NLRA Developments
i. Social Media in employment decisions
ii. NLRB Guidance
V. Survey of Federal and State Whistleblower Decisions and Ohio Public Policy Claims
Approved for 1.50 CLE and 1.50 HRCI (General) Continuing Education Credit Hours
Scott McIntyre is a partner at BakerHostetler where he has a national and local employment and labor practice that encompasses the full range of litigation, compliance matters and counseling of union and non-union employers on litigation avoidance strategies and best practices. Scott serves as Coordinator of the Cincinnati office’s employment and labor practice. His clients come from the media, technology, transportation, healthcare, financial, retail, automotive, manufacturing and service industries, among others. Scott has been named one of five “Top Attorneys Under 40” nationwide in employment law byLaw360.