Examples of what people can get sued for and what to take care – practical details4 mins
2 part tests for Salary – Amount of Salaries one gets + Job duties, New salary levels6 mins
Emails, social media posts – Wage standards and applications examples10 mins
Discrimination at the workplace – Lawsuit Cases and EEOC actions25 mins
Reasonable care at the time of hiring – hiring felons – Lawsuit Examples47 mins
Lawsuits and cases covering examples - Whistleblowers, Drug Testing, harassment, and Hostile work environment, Reasonable accommodation, Color discrimination, Tattoo discrimination – as a part of religious discrimination & Others, Recreational Marijuana usage – Pregnant people, Websites - ADA Compliance55 mins
Industry breakdown – Lawsuits81 mins
Questions and Answers84 mins
The legal landscape facing employers seems as difficult to navigate as it has ever been. Keeping track of the ever-changing patchwork of federal, state and local laws governing the workplace may often seem like a full-time job whether you are a human resources professional, in-house attorney or business owner. Change appears to be the one constant. As President Trump's first term comes to an end, employers will continue to closely track the changes taking place at the NLRB, the DOL and the EEOC. At the same time, a number of states will continue introducing new laws and regulations governing workplaces across the country, making it more important than ever for employers to pay attention to the bills pending in the legislatures of the states where they operate.
Disciplining employees, a critical tool in enforcing workplace rules, has the Capture iii-potential to create problems, especially when relationships deteriorate and emotions run high. Even in situations where an employer is disciplining for the right reason, if it is handled incorrectly, a lawsuit or labor grievance could turn out to be costly. But in circumstances that warrant discipline, employers cannot just sit back. Productivity, employee morale, workplace culture, employee safety and health, and meeting goals are just some of the many considerations impacted by an effective employee discipline program. Consistent employee discipline can also benefit employers in litigation, union grievances, and inspections and investigations by the EEOC.
This is an interactive presentation using ripped-from-the-headlines issues that businesses and HR professionals are currently facing. Attendees will hear what are “hot topics” in labor and employment law in the courts, with the EEOC, the DOL, etc.
With laws protecting sexual harassment at workplace, me too campaigns, high level of media attention around it, their have been severe variety of litigation in the corporate and business arena which had never got any significant precedence.
David Miklas is the managing attorney of the Law Office of David Miklas, P.A. For 20 years he has practiced all types of labor and employment law exclusively representing Florida employers, including both private employers, as well as Florida municipalities.
He has co-authored a LexisNexis Expert Commentary in his field of work, and he is also the co-author of one of the country’s leading legal Treatise on Employment law in Florida. For seventeen years, he has been a contributing author for The Developing Labor Law book.
Mr. Miklas a member of the Academy of Florida Management Attorneys, including its EEOC committee, has previously served on the Florida Bar Labor & Employment Law Section’s Wage and Hour Administration Liaison subcommittee. He has been listed in Florida Super Lawyers since 2009 and he is a frequent employment law presenter and is a nationally recognized speaker and an invited guest lecturer addressing employment law and human resource issues with over thirty universities.
Mr. Miklas graduated from the University of Florida College of Law.
The Law Office of David Miklas, P.A. in Vero Beach and Fort Pierce has experience in providing training in Florida on such topics as workplace discrimination, harassment, retaliation, EEOC investigations, etc. to management or lower-level employees.
MY-CPE LLC (Sponsor Id#: 143597) is registered with the National Association of State Boards of Accountancy (NASBA) as a sponsor of continuing professional education on the National Registry of CPE Sponsors. State boards of accountancy have final authority on the acceptance of individual courses for CPE credit. Complaints regarding registered sponsors may be submitted to the National Registry of CPE Sponsors through its website: www.NASBARegistry.org.