Navigating The Employment Cycle: Employer Beware
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Transcript of Navigating The Employment Cycle: Employer Beware
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Connecting Great Ideas and Great People
www.asaecenter.org
Content Leaders:Lance Gibbons, Esq., Of Counsel , Littler Mendelson P.C.Michael Buddendeck, Esq., Asst. General Counsel, AICPA
James A. Woehlke, Esq., CAE, Gen’l Counsel, NYSSCPA, Moderator
Navigating the Employment Cycle: Employer Beware
Tuesday, August 18, 200912:45 – 2:00 p.m.
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Navigating the Employment Cycle
Setting the Stage
Interviewing and Hiring
During Employment
Termination
Q & A
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Navigating the Employment Cycle
Setting the Stage
Anti-Discrimination
Harassment
Family Medical Leave Act - FMLA Americans with Disabilities Act – ADA &
ADA Amendments Act - ADAAA
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Navigating the Employment Cycle
Setting the Stage - Anti-Discrimination –
Federal
Title VII – Civil Rights Act of 1964 (as
amended)
Civil Rights Act of 1991
Age Discrimination in Employment Act - ADEA
Equal Pay Act
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Navigating the Employment Cycle
Setting the Stage - Anti-Discrimination – State
California
DC
New York State
Check for other states and localities
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Navigating the Employment Cycle
Setting the Stage - Harassment
Special category of Title VII discriminationCovers not only sexual harassment but harassment of other protected classes, too.
Falls into two categories Quid pro quo Hostile environment
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Navigating the Employment Cycle
Setting the Stage - Harassment – Elements
Employee needs to suffer tangible job action
EEOC - Conduct is unwanted if the employee
Did not solicit or initiate the conduct
Finds the conduct undesirable or
offensive
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Navigating the Employment Cycle
Setting the Stage - Harassment – DefensesNo adverse employment effect on victim, no retaliationAnti-harassment policy (with reporting procedures and periodic re-publication)
Take the policy seriously Be prepared for investigations Investigate promptly / timely wrap-up
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Navigating the Employment Cycle
Setting the Stage - FMLA
Up to 12 weeks unpaid leave
Covers employers with 50 or more employees in 20 or more workweeks during current
or previous calendar year
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Navigating the Employment Cycle
Setting the Stage - FMLA
Eligibility Requirements Work for a covered employer For 12 months Minimum 1,250 hours At location with at least 50 employees within a 75 mile radius
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Navigating the Employment Cycle
Setting the Stage – FMLA
Family and medical reasons, including Birth or adoption Employee’s health Care of a spouse, child or parent with a serious medical condition Military family leave
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Navigating the Employment Cycle
Setting the Stage - FMLA
Intermittent leave
Effect on employee benefits
Interplay with other forms of time off
Be alert for states’ “mini-FMLAs”
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Navigating the Employment Cycle
Setting the Stage – ADA & ADAAA
Prohibits discrimination based on disabilities
Covers employers with 15 or more
employees
What is disability?
Reasonable accommodation
ADAAA reverses several court cases
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Navigating the Employment Cycle
Interviewing
Concentrate on ability to perform
Religion – “Are you available to work on weekends?”
Citizenship/Birthplace – “Are you
authorized to work in the U.S.?”
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Navigating the Employment Cycle
Interviewing
Concentrate on ability to perform
Age – Only questions that verify not a minor
Address/Residence – “Can you be reached
at this address? If not, would you care to leave another?”
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Navigating the Employment Cycle
Interviewing
Concentrate on ability to perform
Marital Status/Family – “Whom should
we contact in case of an emergency?”
Arrests & Convictions – Check state law!
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Navigating the Employment Cycle
Hiring
Background and reference checks
The Fair Credit Reporting Act (FCRA)
Pre-employment testing
Affirmative Action
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Navigating the Employment Cycle
Hiring
RecommendationsUnderstand the 21st Century workforce
Understand the law of pre-employment screening
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Navigating the Employment Cycle
During Employment
Evaluation and Feedback
Develop Proactive Strategies to Minimize Harassment and Discrimination
Investigations
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Navigating the Employment Cycle
During Employment
Documentation
Immigration issues
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Navigating the Employment Cycle
During Employment
Policies Employee Manual – Good or Bad? “Probationary” v. “Initial Employment” Period Workplace Romance; “Love Contracts” Favoritism
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Navigating the Employment Cycle
During Employment
Policies Use of email, Internet, communication systems
Corrective action – disciplinary options
Gifts and honoraria
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Navigating the Employment Cycle
Termination
Best Practices
Analyzing risk
Preparation
Conducting the meeting
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Navigating the Employment Cycle
Termination
Processing
Confidential information
Severance issues
Final paycheck/accrued unused vacation
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Navigating the Employment Cycle
Termination
Processing
Continuing benefits
Returning company equipment and
recouping money owed
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Navigating the Employment Cycle
Termination
Employment references
Revisiting prior termination decisions
Dealing with an EEOC charge
Decision to litigate
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Contact Information
Lance Gibbons, Esq., Of Counsel , Littler Mendelson [email protected] (202) 789-3423
Michael Buddendeck, Esq., Asst. General Counsel, [email protected] (919) 402-4925
James A. Woehlke, Esq., CAE, General Counsel, [email protected] (212) [email protected] (845) 797-9518
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