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BEGIN:VEVENT
DTSTART;TZID=America/New_York:20260416T130000
DTEND;TZID=America/New_York:20260416T140000
DTSTAMP:20260424T040812
CREATED:20260123T163916Z
LAST-MODIFIED:20260406T173650Z
UID:10000099-1776344400-1776348000@www.connmaciel.com
SUMMARY:Timing – Understanding When to Engage Labor and Employment Counsel
DESCRIPTION:Please Note: This event was originally scheduled for April 7. It will now take place on Thursday\, April 16\, 2026. Please update your calendar accordingly. \nPresented by Aaron R. Gelb and Letitia Silas \n\n\nManaging workplace relations\, performance management\, and enforcing workplace policies are important to providing a safe\, positive\, and productive workplace. They can also be rife with legal risks.  From internal investigations and high-risk personnel actions or business transactions to responding to employees’ concerted activities and union organizing efforts\, this webinar will help employers issue-spot and better understand when and why to engage appropriate legal counsel in matters implicating labor and employment laws. \nThis program has been approved by SHRM for 1 hour of HR professional development credit. \nThis program has been approved for 1 (General)) recertification credit hour toward aPHR™\, aPHRi™\, PHR®\, PHRca®\, SPHR®\, GPHR®\, PHRi™ and SPHRi™ recertification through the HR Certification Institute.
URL:https://www.connmaciel.com/event/timing-understanding-when-to-engage-labor-and-employment-counsel/
CATEGORIES:Employment
LOCATION:https://www.connmaciel.com/event/timing-understanding-when-to-engage-labor-and-employment-counsel/
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/New_York:20260325T130000
DTEND;TZID=America/New_York:20260325T163000
DTSTAMP:20260424T040812
CREATED:20260206T173748Z
LAST-MODIFIED:20260319T015948Z
UID:10000140-1774443600-1774456200@www.connmaciel.com
SUMMARY:(Part Two) Stay Ready: Positive Employee Relations and Union Organizing
DESCRIPTION:Presented by Kara M. Maciel and Letitia Silas \nThis program assists non-union or minimally unionized employers with examining workplace vulnerabilities and risks for union organizing as well as best practices for lawfully responding to organizing efforts. Participants will learn about fostering positive employee relations\, as well as the many legal\, operational and strategic processes in responding to a petition for representation or demand for recognition. We will also explore the impact of the NLRA on major business transactions such as mergers and acquisitions. In addition\, participants will gain valuable insight into effective campaign strategies\, including lawful communications. Finally\, participants will better understand the NLRB’s procedures for processing representation petitions and conducting union elections. \nThis virtual program runs 2.5 hours\, followed by a 1-hour live Q&A session with the creators of the program and attorneys in CMC’s Labor & Employment Practice – Chair\, Kara M. Maciel\, and Partner\, Letitia Silas. This is a valuable opportunity to have all your labor-related questions answered face-to-face. \n\n  \nThis program has been approved by SHRM for 2.5 hours of HR professional development credit. \nThis program has been approved for 2.5 (General) recertification credit hours toward aPHR™\, aPHRi™\, PHR®\, PHRca®\, SPHR®\, GPHR®\, PHRi™ and SPHRi™ recertification through the HR Certification Institute.
URL:https://www.connmaciel.com/event/part-two-stay-ready-positive-employee-relations-and-union-organizing/
CATEGORIES:Employment
LOCATION:https://www.connmaciel.com/event/part-two-stay-ready-positive-employee-relations-and-union-organizing/
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/New_York:20260311T130000
DTEND;TZID=America/New_York:20260311T140000
DTSTAMP:20260424T040812
CREATED:20260123T163216Z
LAST-MODIFIED:20260319T141623Z
UID:10000098-1773234000-1773237600@www.connmaciel.com
SUMMARY:Annual California Employment Law Update
DESCRIPTION:Presented by Megan S. Shaked and Kimberly Cole \n\n\nCalifornia employment law is known for its constant shifts and strong protections of employee rights. Join us for our annual review as we summarize recent changes for 2025\, discuss trends and predictions for this year’s legislative session\, and highlight best practices for periodic review of policies and practices to ensure compliance in the Golden State. \nParticipants in this webinar will learn about: \n\nKey updates for 2026\nThe impact of PAGA reform bills on wage and hour litigation\nLessons learned based on key court decisions\nHow recent shifts in CA can inform employers on avoiding potential employment-related claims\, including those regarding pay\, misclassification\, and discrimination\, harassment\, and retaliation\n\nThis program has been approved by SHRM for 1 hour of HR professional development credit. \nThis program has been approved for 1 (General)) recertification credit hour toward aPHR™\, aPHRi™\, PHR®\, PHRca®\, SPHR®\, GPHR®\, PHRi™ and SPHRi™ recertification through the HR Certification Institute.
URL:https://www.connmaciel.com/event/annual-california-employment-law-update/
CATEGORIES:Employment
LOCATION:https://www.connmaciel.com/event/annual-california-employment-law-update/
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/New_York:20260211T130000
DTEND;TZID=America/New_York:20260211T140000
DTSTAMP:20260424T040812
CREATED:20260123T160657Z
LAST-MODIFIED:20260319T014726Z
UID:10000097-1770814800-1770818400@www.connmaciel.com
SUMMARY:Employer Compliance with Workplace Laws in 2026: A Discussion of DOL\, NLRB\, and EEOC Priorities
DESCRIPTION:Presented by Kara M. Maciel\, Scott Hecker\, and Letitia Silas \n\n\nThis timely presentation provides an overview of the federal regulatory and enforcement landscapes that will shape employers’ obligations and workplace practices in 2026. More than a year into the second Trump Administration\, key leadership positions have been filled\, allowing agencies—including the Department of Labor\, the National Labor Relations Board\, and the Equal Employment Opportunity Commission— to develop and implement major priorities. \nOur discussion will highlight how these agencies’ enforcement strategies are evolving\, with a focus on emerging enforcement issues\, such as national origin discrimination\, religious accommodations\, independent contractor and joint employers\, and reversal of NLRB law to the benefit of the business community. Attendees will gain insight into the most significant risks facing employers\, from wage-and-hour audits to discrimination claims and recent employee activism in the workplace\, leaving the webinar with practical steps organizations can take now to prepare for a year of heightened oversight and rapidly shifting rules. \n\n \n\nThis program has been approved by SHRM for 1 hour of HR professional development credit. \nThis program has been approved for 1 (General)) recertification credit hour toward aPHR™\, aPHRi™\, PHR®\, PHRca®\, SPHR®\, GPHR®\, PHRi™ and SPHRi™ recertification through the HR Certification Institute.
URL:https://www.connmaciel.com/event/employer-compliance-with-workplace-laws-in-2026-a-discussion-of-dol-nlrb-and-eeoc-priorities/
CATEGORIES:Employment
LOCATION:https://www.connmaciel.com/event/employer-compliance-with-workplace-laws-in-2026-a-discussion-of-dol-nlrb-and-eeoc-priorities/
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/New_York:20260122T130000
DTEND;TZID=America/New_York:20260122T140000
DTSTAMP:20260424T040812
CREATED:20260123T154612Z
LAST-MODIFIED:20260319T021211Z
UID:10000096-1769086800-1769090400@www.connmaciel.com
SUMMARY:Insights into Wage and Hour Investigations
DESCRIPTION:Presented by Lindsay DiSalvo and Scott Hecker \n\n\nWith over a year of President Trump’s second term under our belts\, the current administration’s priorities have begun to take shape.  While we expect enforcement activity to decrease during President Trump’s second term\, wage and hour investigations are still happening\, so employers must be ready to demonstrate compliance when the Wage and Hour Division (“WHD”) shows up at their doors.  In addition to identifying WHD’s current points of emphasis and primary areas of concern\, this webinar will take you through the stages of an investigation and some tips for handling various aspects of the investigation process. \nParticipants in this webinar will learn: \n\nEnforcement priorities and concerns in Trump 2.0\, including overtime exemptions\, worker classification\, tipped wages\, and overtime/calculating regular rate of pay\nGeneral stages of a WHD investigation\nBest Practices/Tips for managing a WHD investigation\n\n \nThis program has been approved by SHRM for 1 hour of HR professional development credit. \nThis program has been approved for 1 (General)) recertification credit hour toward aPHR™\, aPHRi™\, PHR®\, PHRca®\, SPHR®\, GPHR®\, PHRi™ and SPHRi™ recertification through the HR Certification Institute.
URL:https://www.connmaciel.com/event/insights-into-wage-and-hour-investigations/
CATEGORIES:Employment
LOCATION:https://www.connmaciel.com/event/insights-into-wage-and-hour-investigations/
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Los_Angeles:20251211T130000
DTEND;TZID=America/Los_Angeles:20251211T140000
DTSTAMP:20260424T040812
CREATED:20250916T182723Z
LAST-MODIFIED:20250922T205410Z
UID:10000024-1765458000-1765461600@www.connmaciel.com
SUMMARY:ADA Compliance Obligations for Businesses: Minimizing Legal Risks and Reputational Damage
DESCRIPTION:Presented by Jordan Schwartz and Megan Shaked\n\n\n\n\nRegardless of whether you own or manage a hotel\, store\, restaurant\, hospital\, or any other place of business frequented by members of the public\, you have an obligation to both (a) remove physical barriers to access at your facility in compliance with the Americans with Disabilities Act (“ADA”); and (b) make sure that your website is accessible so that it can be read and understood by individuals with disabilities. \nEvery year\, we continue to see an increase in lawsuits alleging\, among other things\, that restaurants do not have accessible tables\, that hotels do not have proper access aisle at the passenger loading zone\, and that public restrooms do not have ADA compliant grab bars\, paper towel dispensers\, or knee clearance under the sink. At the same time\, lawsuits continue to be filed in increasing numbers against businesses with websites that are not accessible (e.g.\, not compatible with screen reader software)\, and thus not usable by individuals with visual and hearing impairments. Accordingly\, to reduce the threat of lawsuits\, businesses must have a plan in place to inspect their physical properties\, test their website’s accessibility\, and implement necessary changes to improve overall compliance with the ADA. \nParticipants in this webinar will learn:\n\nWhat issues to look for when determining whether there are barriers to access at your property\nWhen to involve legal counsel in conducting such accessibility tests and remediation efforts (relating to either physical barriers or websites) in order to preserve attorney-client privilege\nWhat specific accessibility-related information should be listed on your website\nWhether your company should include an “Accessibility Statement” on its website and\, if so\, what information should be included in that statement\n\nThis program has been approved by SHRM for 1 hour of HR professional development credit. \nThis program has been approved for 1 (General) recertification credit hour toward aPHR™\, aPHRi™\, PHR®\, PHRca®\, SPHR®\, GPHR®\, PHRi™ and SPHRi™ recertification through the HR Certification Institute.
URL:https://www.connmaciel.com/event/ada-compliance-obligations-for-businesses-minimizing-legal-risks-and-reputational-damage/
CATEGORIES:Employment
LOCATION:
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Los_Angeles:20251202T130000
DTEND;TZID=America/Los_Angeles:20251202T140000
DTSTAMP:20260424T040812
CREATED:20250916T182233Z
LAST-MODIFIED:20260126T210354Z
UID:10000023-1764680400-1764684000@www.connmaciel.com
SUMMARY:Strategies to Prevent Workplace Violence and an Overview of the Ever-Growing Legal Landscape (L&E / OSHA / Cal/OSHA Crossover)
DESCRIPTION:Presented by Rachel Conn\, Dan Deacon\, and Andrea Chavez\n\n\n\n\nWorkplace violence has been a focus for both the Occupational Safety and Health Administration (“OSHA”) and the Equal Employment Opportunity Commission (“EEOC”) for several years\, as it continues to be one of the leading causes of occupational injuries in the country. While OSHA has no specific standard for workplace violence\, the OSH Act’s General Duty Clause requires employers to provide a workplace free from recognized serious hazards\, and OSHA has instituted enforcement actions under its General Duty Clause after incidents of workplace violence. OSHA has also initiated a rulemaking to address workplace violence in specific industries. \nCalifornia has taken the lead in implementing the first workplace violence rule in the country for general industry\, requiring nearly all California employers (unless they fall under one of the limited exemptions) to establish\, implement\, and maintain an “effective” written workplace violence prevention plan\, investigate every workplace violence incident (broadly defined)\, create and maintain violent incident logs\, conduct annual employee and supervisor training\, and abide by additional recordkeeping requirements. Numerous state laws also govern workplace violence in specific industries\, such as retail\, hospitality\, and healthcare. Most recently\, in September 2024\, New York implemented the New York Retail Worker Safety Act which likely reflects the start of a trend in workplace violence prevention laws nationwide. \nAdditionally\, the EEOC has prioritized ways to effectively prevent and address workplace violence\, particularly in workplace harassment. Furthermore\, outside of OSHA\, state legislation\, and the EEOC\, employers can be held liable for workplace violence through other claims such as negligent hiring and supervision. \nParticipants in this webinar will learn:\n\nWhat constitutes workplace violence\nEEOC and OSHA enforcement priorities\nLegal risks associated with workplace violence\nUpdates on federal OSHA workplace violence rulemaking\nCalifornia’s Workplace Violence law\nNew York’s Retail Worker Safety Act\nPatchwork of State Laws to deter and address workplace violence\n\nThis program has been approved by SHRM for 1 hour of HR professional development credit. \nThis program has been approved for 1 (General) recertification credit hour toward aPHR™\, aPHRi™\, PHR®\, PHRca®\, SPHR®\, GPHR®\, PHRi™ and SPHRi™ recertification through the HR Certification Institute.
URL:https://www.connmaciel.com/event/strategies-to-prevent-workplace-violence-and-an-overview-of-the-ever-growing-legal-landscape-le-osha-cal-osha-crossover/
CATEGORIES:Cal/OSHA,Employment,OSHA
LOCATION:
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Los_Angeles:20251007T130000
DTEND;TZID=America/Los_Angeles:20251007T140000
DTSTAMP:20260424T040812
CREATED:20250916T181547Z
LAST-MODIFIED:20260126T210358Z
UID:10000022-1759842000-1759845600@www.connmaciel.com
SUMMARY:Mastering AI in the Workplace: Maximizing the Benefits and Managing Legal Risks
DESCRIPTION:Presented by Darius Rohani-Shukla and Ashley Mitchell\n\n\n\n\nArtificial intelligence (AI) is transforming the workplace at an unprecedented pace. While AI offers remarkable potential for enhancing productivity and efficiency\, it also introduces new challenges\, from navigating regulatory landscapes to addressing employee privacy concerns. Employers must stay ahead of these changes to unlock AI’s benefits while managing its risks effectively. \nParticipants in this webinar will learn:\n\nThe Equal Employment Opportunity Commission’s (EEOC) Artificial Intelligence and Algorithmic Fairness Initiative and its implications for workplace fairness\nPractical guidance on minimizing privacy risks and handling sensitive employee information\nEmerging state and local laws that regulate the use of AI in the workplace\nBest practices for using AI to enhance employee safety and mitigate workplace hazards\nHow to proactively adapt to evolving federal and state privacy regulations to protect your organization and employees\n\nThis program has been approved by SHRM for 1 hour of HR professional development credit. \nThis program has been approved for 1 (General) recertification credit hour toward aPHR™\, aPHRi™\, PHR®\, PHRca®\, SPHR®\, GPHR®\, PHRi™ and SPHRi™ recertification through the HR Certification Institute.
URL:https://www.connmaciel.com/event/mastering-ai-in-the-workplace-maximizing-the-benefits-and-managing-legal-risks/
CATEGORIES:Employment
LOCATION:
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/New_York:20250917T090000
DTEND;TZID=America/New_York:20250917T110000
DTSTAMP:20260424T040812
CREATED:20260113T165359Z
LAST-MODIFIED:20260113T170011Z
UID:10000095-1758099600-1758106800@www.connmaciel.com
SUMMARY:In-Person Breakfast Briefing: Wage & Hour Update
DESCRIPTION:About the event\nNavigating wage and hour compliance is more complex than ever. This complimentary\, interactive in-person briefing goes beyond the basics to explore the real-world challenges employers are facing today. Led by our dedicated Labor & Employment law attorneys\, this session will provide employers and HR professionals with timely updates and practical guidance on today’s pressing wage and hour issues\, while also inviting you to share your experiences and insights\, ask questions\, and learn from your peers. Whether you’re dealing with classification questions\, tipped employee issues\, or wage and hour audits\, this is your opportunity to engage with peers facing similar concerns\, be part of a collaborative conversation focused on navigating complex regulations\, avoiding costly missteps\, and leave with tools and insights to manage wage and hour risks in your workplace. \nOur Wage & Hour Breakfast Briefing will focus on the following topics: \nEmployee Misclassifications\n\nDistinguishing between exempt and non-exempt employees under federal and state law\nReview of White-Collar Exemptions and the latest enforcement trends \n\nIndependent Contractors\n\nExamination of the current legal landscape for classifying workers as independent contractors\nRisk areas and best practices for compliance \n\nPayroll Audit Independent Determination (PAID) Program – Voluntary Self-Audit Mechanism (Minimum Wage and Overtime Issues)\n\nOverview of the relaunch of the voluntary compliance initiative\nConsiderations for self-reporting wage and hour violations to resolve issues promptly and efficiently\, without resorting to costly litigation \n\nTipped Workers – Evolving Legal Standards\n\nUpdates on the 80/20 Rule and implications of federal and state law changes\nTax considerations impacting employers and employees in the hospitality and service sectors \n\nWhat You Will Take Home\nIn conjunction with the briefing\, attendees will receive a Toolkit for Managing a Department of Labor Wage Hour Investigation prepared by the attorneys in our national Labor & Employment Practice Group. This comprehensive toolkit is designed to help employers proactively prepare for\, manage\, and successfully navigate a Department of Labor (DOL) Wage and Hour Division (WHD) investigation. Whether your organization is facing a routine audit or a targeted inspection\, being well-prepared is critical to mitigating legal and financial exposure. The toolkit compiles practical steps\, compliance checklists\, and best practices that employers should implement before\, during\, and after an on-site investigation. \nAccreditation\nThis program is valid for 2 PDCs for the SHRM-CP® or SHRM-SCP®. \nThis program has been pre-approved for 2 HR (General) hours toward aPHR®\, aPHRi™\, PHR®\, PHRca®\, SPHR®\, GPHR®\, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®).
URL:https://www.connmaciel.com/event/in-person-breakfast-briefing-wage-hour-update/
LOCATION:Washington\, 5335 Wisconsin Ave NW\, Washington\, DC 20015\, USA\, 5335 Wisconsin Ave NW\, Washington\, DC\, 20015\, United States
CATEGORIES:Employment
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/New_York:20250915T080000
DTEND;TZID=America/New_York:20250915T170000
DTSTAMP:20260424T040812
CREATED:20250915T183412Z
LAST-MODIFIED:20260320T153229Z
UID:10000013-1757923200-1757955600@www.connmaciel.com
SUMMARY:Stay Ready: Labor/Employee Relations and Collective Bargaining Masterclass
DESCRIPTION:Brought to you as part of the Terms & Conditions™ “Stay Ready” Series\nJoin Conn Maciel Carey for an engaging and interactive learning experience on employer rights and obligations under private sector labor law. With a focus on the National Labor Relations Act (NLRA)\, this series will leave you better informed about your rights and responsibilities\, empowered to protect your business interests\, and equipped with tools to ensure positive employee relations and guard against unnecessary intrusions and disruptions to your operations. One common misunderstanding about the NLRA is that it only applies to employers with union-represented employees. The truth is the NLRA applies to most private sector employers\, regardless of size\, whether or not their employees are represented by a union. \nCMC’s Labor/Employee Relations and Collective-Bargaining Masterclass Series is designed for in-house counsel\, senior human resources leaders\, and other key organizational leaders responsible for leading employee and/or labor relations or making decisions impacting employees’ terms and conditions of employment directly or indirectly. This Masterclass Series is not just training on the law; it is training designed and delivered to demystify complex legal concepts\, equip you with practical application skills to develop strategies to impart to your organization’s leaders from line-management to the C-Suite and Boardroom. Join us for this informative\, interactive\, and empowering learning experience where we will fully explore and demystify complex legal standards under the NLRA\, share professional insights\, and share tips for everyday practical applications as well as high stakes\, complex business transactions.
URL:https://www.connmaciel.com/event/stay-ready-labor-employee-relations-and-collective-bargaining-masterclass/
CATEGORIES:Employment
ATTACH;FMTTYPE=image/jpeg:https://www.connmaciel.com/wp-content/uploads/2025/09/Labor-Relations-Masterclass-Wide.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Los_Angeles:20250910T130000
DTEND;TZID=America/Los_Angeles:20250910T140000
DTSTAMP:20260424T040812
CREATED:20250916T171911Z
LAST-MODIFIED:20260126T205908Z
UID:10000021-1757509200-1757512800@www.connmaciel.com
SUMMARY:Protect Your Interest: Workplace Crisis Management (L&E / OSHA / MSHA Crossover)
DESCRIPTION:Presented by Letitia Silas\, Eric Conn\, and Nicholas Scala\n\n\n\n\nWhether it’s a prolonged labor strike\, a publicized workplace fatality\, or a sudden violent attack against your employees or customers\, your organization would benefit from a legal\, strategic\, and practical approach to identifying\, preparing for\, and responding to significant workplace events with widespread negative implications. This webinar will explore what businesses can do to prevent and minimize operational\, fiscal\, reputational\, and legal harm\, and ensure business continuity\, by implementing strategies to proactively identify and mitigate risks as well as appropriately respond to and manage a crisis to protect their business and brand. \nThis program has been approved by SHRM for 1 hour of HR professional development credit. \nThis program has been approved for 1 (General) recertification credit hour toward aPHR™\, aPHRi™\, PHR®\, PHRca®\, SPHR®\, GPHR®\, PHRi™ and SPHRi™ recertification through the HR Certification Institute.
URL:https://www.connmaciel.com/event/protect-your-interest-workplace-crisis-management-le-osha-msha-crossover/
CATEGORIES:Employment,MSHA,OSHA
LOCATION:
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Los_Angeles:20250821T130000
DTEND;TZID=America/Los_Angeles:20250821T140000
DTSTAMP:20260424T040812
CREATED:20250916T171451Z
LAST-MODIFIED:20260320T153313Z
UID:10000020-1755781200-1755784800@www.connmaciel.com
SUMMARY:Labor Arbitration – Maximizing Your Chances for Success
DESCRIPTION:Presented by Kara Maciel and Mark Trapp\n\nLabor arbitrations often seem like the proverbial “box of chocolates” – you never know what you’re going to get. While uncertainty abounds\, there are numerous steps companies and counsel can take to assess\, prepare\, and present their labor arbitration cases to maximize the chances for success.\n\n\n\n\nPersonnel directly involved in handling grievances and preparing and presenting cases before labor arbitrators – including front line supervisors\, human resources officials\, and in-house counsel – will gain valuable insights and learn practical strategies to enhance the company’s chances of prevailing and improving your workplace. \nParticipants in this webinar will learn:\n\nBest practices for contract administration and handling grievances\nHow to gather and preserve evidence\, respond to information requests\, and identify opportunities for settlement\nStrategies to assess the strengths and weaknesses of your case\, select the arbitrator\, and prepare and present your witnesses and evidence\nTips for closing arguments and post-arbitration briefing\nPractical guidance to strengthen your contract and its arbitration provisions\n\nThis program has been approved by SHRM for 1 hour of HR professional development credit. \nThis program has been approved for 1 (General) recertification credit hour toward aPHR™\, aPHRi™\, PHR®\, PHRca®\, SPHR®\, GPHR®\, PHRi™ and SPHRi™ recertification through the HR Certification Institute.
URL:https://www.connmaciel.com/event/labor-arbitration-maximizing-your-chances-for-success/
CATEGORIES:Employment
ATTACH;FMTTYPE=image/jpeg:https://www.connmaciel.com/wp-content/uploads/2025/09/Business-people-at-a-table.jpg
LOCATION:
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Los_Angeles:20250724T130000
DTEND;TZID=America/Los_Angeles:20250724T140000
DTSTAMP:20260424T040812
CREATED:20250916T170101Z
LAST-MODIFIED:20250922T205306Z
UID:10000019-1753362000-1753365600@www.connmaciel.com
SUMMARY:Trump Trends and Investigation Insights for Wage and Hour
DESCRIPTION:POSTPONED – New Date TBD\n\n\n\n\nPresented by Scott Hecker\, Lindsay DiSalvo\, and Mark Ishu \nWith many months behind us since President Trump returned to the White House\, his second administration’s priorities have begun to take shape. While we expect enforcement activity to decrease during President Trump’s second term\, wage and hour investigations are still happening\, so employers must be ready to demonstrate compliance when the WHD shows up at their doors. In addition to identifying WHD’s current points of emphasis\, this webinar will take you through best practices and common concerns encountered during agency investigations. \nParticipants in this webinar will learn:\n\nEnforcement priorities during the first seven months of Trump 2.0\, including overtime exemptions\, worker classification\, tipped wages\, and changes to child labor enforcement\nHow to respond to a WHD investigation\nPost-investigation possibilities and next steps\n\nThis program has been approved by SHRM for 1 hour of HR professional development credit. \nThis program has been approved for 1 (General) recertification credit hour toward aPHR™\, aPHRi™\, PHR®\, PHRca®\, SPHR®\, GPHR®\, PHRi™ and SPHRi™ recertification through the HR Certification Institute.
URL:https://www.connmaciel.com/event/trump-trends-and-investigation-insights-for-wage-and-hour/
CATEGORIES:Employment
LOCATION:
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Los_Angeles:20250709T130000
DTEND;TZID=America/Los_Angeles:20250709T140000
DTSTAMP:20260424T040812
CREATED:20250916T001904Z
LAST-MODIFIED:20260320T153312Z
UID:10000017-1752066000-1752069600@www.connmaciel.com
SUMMARY:Developments in the Retaliation and Whistleblower Landscape (OSHA / L&E Crossover)
DESCRIPTION:Presented by Kara Maciel\, Lindsay DiSalvo\, and Mark Ishu\n\n\n\n\nThe landscape for whistleblower and retaliation claims has changed in varying ways over the last several years. Employers have seen a significant uptick in retaliation claims filed by employees and investigated by federal agencies. For example\, in FY 2013\, only approximately 41% of all charges filed with the EEOC included a retaliation claim\, but that number shot up to about 57% in FY 2023. Similarly\, the number of total whistleblower complaints filed with OSHA increased significantly in FY 2023\, with the vast majority of those complaints – about 71% – filed under Sec. 11(c) of the OSH Act (retaliation based on protected safety acts). \nNot only has the number of complaints filed significantly increased\, but retaliation has also become a bigger focus of federal agencies charged with enforcing these types of claims\, including OSHA and the EEOC. This has resulted in greater resources being directed to investigation of these claims\, as well as increased cooperation between agencies through memorandums of understanding (MOUs). And\, although the general legal standards for review of retaliation and whistleblower claims have remained consistent\, application of those standards and the judicial body that applies them may shift based on recent decisions impacting both. \nParticipants in this webinar will learn:\n\nPrevalence and impact of retaliation and whistleblower charges\nApplicable federal whistleblower and anti-retaliation laws\nAgency efforts to enforce anti-retaliation and whistleblower protections\nLegal Standards for evaluating allegations of retaliation\n\n \nThis program has been approved by SHRM for 1 hour of HR professional development credit. \nThis program has been approved for 1 (General) recertification credit hour toward aPHR™\, aPHRi™\, PHR®\, PHRca®\, SPHR®\, GPHR®\, PHRi™ and SPHRi™ recertification through the HR Certification Institute.
URL:https://www.connmaciel.com/event/developments-in-the-retaliation-and-whistleblower-landscape-osha-le-crossover/
CATEGORIES:Employment
ATTACH;FMTTYPE=image/jpeg:https://www.connmaciel.com/wp-content/uploads/2025/09/Whistleblower-among-a-group-scaled-e1758661235844.jpg
LOCATION:
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Los_Angeles:20250528T130000
DTEND;TZID=America/Los_Angeles:20250528T140000
DTSTAMP:20260424T040812
CREATED:20250916T000938Z
LAST-MODIFIED:20260320T153308Z
UID:10000016-1748437200-1748440800@www.connmaciel.com
SUMMARY:Trust the (Interactive) Process: Exploring Reasonable Accommodations Under the ADA
DESCRIPTION:Presented by Aaron Gelb and Ashley Mitchell\n\n\n\n\nUnderstanding the employer’s obligations when responding to an employee’s request for a reasonable accommodation under the Americans with Disabilities Act\, including when and how best to engage in the “interactive process” can be particularly challenging as there is rarely an obvious or easy answer. The law does not require an employee to make any reference to the ADA or use specific words\, such as ‘disability’ or ‘reasonable accommodation\,’ when requesting an accommodation\, so employers must recognize the variety of ways in which a request for an accommodation may be articulated. \nUnfortunately\, far too many employers focus on the outcome—believing the need to find the perfect accommodation—when\, in fact\, the key to success is found in effectively engaging in the interactive process. When presented with a challenging request for accommodation\, however\, employers may give up too quickly or fail to appropriately consider and explore alternative options. Others mistakenly assume they have to provide the accommodation sought by their employee or something substantially similar to what was requested. Those employers that figure out the process tend not only to obtain better outcomes but can effectively protect themselves from costly judgments down the road. \nParticipants in this webinar will learn:\n\nWho requires a reasonable accommodation?\nAn employer’s obligation to engage in the interactive process\nWhether you can deny requests or rescind a reasonable accommodation\nSteps to ensure your workforce accommodation efforts promote an inclusive culture\nTips for creating a comprehensive reasonable accommodation process\nHow to stay compliant with reasonable accommodation rules\nThe most recent updates\, including guidance\, and best practices for compliance\n\nJoin us to explore these interesting topics and equip yourself with the knowledge and tools to create an innovative\, compliant\, safe\, and equitable workplace. \n \nThis program has been approved by SHRM for 1 hour of HR professional development credit. \nThis program has been approved for 1 (General) recertification credit hour toward aPHR™\, aPHRi™\, PHR®\, PHRca®\, SPHR®\, GPHR®\, PHRi™ and SPHRi™ recertification through the HR Certification Institute.
URL:https://www.connmaciel.com/event/trust-the-interactive-process-exploring-reasonable-accommodations-under-the-ada/
CATEGORIES:Employment
ATTACH;FMTTYPE=image/jpeg:https://www.connmaciel.com/wp-content/uploads/2025/09/ADA-scaled.jpeg
LOCATION:
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/New_York:20250410T130000
DTEND;TZID=America/New_York:20250410T140000
DTSTAMP:20260424T040812
CREATED:20250305T201116Z
LAST-MODIFIED:20260320T153306Z
UID:10000007-1744290000-1744293600@www.connmaciel.com
SUMMARY:Trade Secrets and Restrictive Covenants Practical Advice to Safeguard Your Company’s Critical Assets
DESCRIPTION:Presented by Jordan Schwartz and Darius Rohani-Shukla \nThe protection of trade secrets and confidential information is critical to the success of many organizations. Employers must remain vigilant against the growing risk of sensitive information being compromised\, especially during times of significant employee movement. With advancements in remote work\, cloud computing\, and the use of personal devices for business purposes\, safeguarding proprietary data has become increasingly complex. Employers must proactively address these risks by implementing robust policies for employee separations\, including confidentiality agreements\, non-compete clauses\, and non-solicitation agreements\, while staying compliant with the evolving legal landscape. \nThe Federal Trade Commission (FTC) recently sought to ban most non-compete agreements nationwide\, sparking widespread debate and legal challenges. While the rule was blocked\, state lawmakers continue to introduce new restrictions on the enforceability of non-competes. Employers must adapt to these changes while ensuring that their most critical assets—trade secrets\, workforce\, and customer relationships—remain protected. \nThis webinar will provide practical insights and strategies to help employers safeguard their workforce\, trade secrets\, and customer relationships in a shifting legal landscape. \nParticipants in this webinar will learn:\n\nCurrent status of non-compete laws\, including the residues of the FTC’s Final Rule\, state restrictions\, and pending legislation\nStrategies for protecting proprietary information in the face of remote work and increased employee mobility\nEffective use of confidentiality\, non-disclosure\, and non-solicitation agreements to protect business interests\nLegal options for addressing disputes with former employees\, including recovery of sensitive information or property\nBest practices for offboarding exiting employees\, including steps to prevent data theft or misuse\n\n \nThis program has been approved by SHRM for 1 hour of HR professional development credit. \nThis program has been approved for 1 (General)) recertification credit hour toward aPHR™\, aPHRi™\, PHR®\, PHRca®\, SPHR®\, GPHR®\, PHRi™ and SPHRi™ recertification through the HR Certification Institute.
URL:https://www.connmaciel.com/event/trade-secrets-and-restrictive-covenants-practical-advice-to-safeguard-your-companys-critical-assets/
CATEGORIES:Employment
ATTACH;FMTTYPE=image/jpeg:https://www.connmaciel.com/wp-content/uploads/2025/03/Cybersecurity-scaled.jpeg
LOCATION:https://us02web.zoom.us/webinar/register/4417355729998/WN_8VVbIdbJQPqd-1C8ycSGfw#/registration
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Los_Angeles:20250312T130000
DTEND;TZID=America/Los_Angeles:20250312T140000
DTSTAMP:20260424T040812
CREATED:20250915T235804Z
LAST-MODIFIED:20260320T153304Z
UID:10000015-1741784400-1741788000@www.connmaciel.com
SUMMARY:Positive Employee Relations\, Protected Concerted Activity\, and Union Organizing
DESCRIPTION:Presented by Kara Maciel\, Letitia Silas\, and Mark Trapp\n\n\n\n\nAs companies continue to grow and employ diverse cohorts of skilled workers and professionals across all levels\, understanding the legal landscape and mastering the rules of engagement in employee and labor relations is critical. This exclusive\, engaging\, and informative webinar feature our seasoned labor and employment attorneys. \nThis webinar is tailor-made for in-house counsel\, senior human resources leaders\, and other key leaders within your organization. Whether you’re directly involved in employee relations or supporting those who are\, this session provided invaluable insights and practical strategies to enhance your leadership toolkit. \nParticipants in this webinar will learn:\n\nBest practices for positive employee relations including strategies to foster a productive\, collaborative\, and respectful workplace\nHow to identify and understand protected concerted employee actions and union activity impacting your workplace\nPractical guidance to equip yourself with the tools necessary to effectively respond to union organizing efforts and factors you should consider when engaging outside counsel\n\n \nThis program has been approved by SHRM for 1 hour of HR professional development credit. \nThis program has been approved for 1 (General) recertification credit hour toward aPHR™\, aPHRi™\, PHR®\, PHRca®\, SPHR®\, GPHR®\, PHRi™ and SPHRi™ recertification through the HR Certification Institute.
URL:https://www.connmaciel.com/event/positive-employee-relations-protected-concerted-activity-and-union-organizing/
CATEGORIES:Employment
ATTACH;FMTTYPE=image/jpeg:https://www.connmaciel.com/wp-content/uploads/2025/09/Workers-hands-in-scaled-e1758661370130.jpeg
LOCATION:
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/New_York:20250219T130000
DTEND;TZID=America/New_York:20250219T140000
DTSTAMP:20260424T040812
CREATED:20250820T140917Z
LAST-MODIFIED:20260320T153303Z
UID:10000010-1739970000-1739973600@www.connmaciel.com
SUMMARY:California Employment Law Update in 2025
DESCRIPTION:Presented by Megan Shaked and Andrea Chavez\n\n\n\n\nWhile the 2024 legislative session might have seemed like a lighter year for employment law by California standards\, that does not mean there aren’t many new obligations for employers across the range of employment topics. This webinar reviewed compliance obligations for companies doing business in California\, as well as discuss the practical impact of these new laws and best practices for avoiding potential employment-related claims. \nParticipants in this webinar learned about:\n\nUpdates on the PAGA reform bills in practice\nUpdated notice and posting requirements\nChanges to Califoria leave laws\nThe Freelance Worker Protection Act\nCase law updates\nOther wage and hour legal developments\n\n\n \n\nThis program has been approved by SHRM for 1 hour of HR professional development credit. \nThis program has been approved for 1 (General)) recertification credit hour toward aPHR™\, aPHRi™\, PHR®\, PHRca®\, SPHR®\, GPHR®\, PHRi™ and SPHRi™ recertification through the HR Certification Institute.
URL:https://www.connmaciel.com/event/california-employment-law-update-in-2025/
CATEGORIES:Employment
ATTACH;FMTTYPE=image/jpeg:https://www.connmaciel.com/wp-content/uploads/2025/08/California-building-scaled.jpg
LOCATION:
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Los_Angeles:20250123T130000
DTEND;TZID=America/Los_Angeles:20250123T140000
DTSTAMP:20260424T040812
CREATED:20250305T200827Z
LAST-MODIFIED:20260320T153301Z
UID:10000006-1737637200-1737640800@www.connmaciel.com
SUMMARY:The Future of Workplace Law: 2025 Predictions
DESCRIPTION:Presented by Kara Maciel\, Letitia Silas\, Scott Hecker\, and Mark Trapp\n\n\n\n\nThe incoming Presidential administration and its agenda raises valid questions about the future role\, responsibility\, scope of authority\, and priorities of the Department of Labor (“DOL”) including the EEOC\, the National Labor Relations Board\, and the Federal Judiciary.  Drawing from decades of legal and practical experience in workplace matters\, CMC’s Labor and Employment practice group members will highlight key developments to watch for in Labor and Employment laws as the incoming administration looks to restore broad power and discretion to employers and shake things up. \nParticipants in this webinar will learn:\n\nThe Trump Administration’s (de)regulatory and enforcement priorities\nPotential impacts on the NLRB\, collective rights\, and organized labor\nPotential shifts in the EEOC’s strategic\nThe federal judiciary’s response to federal administrative authority\nNotable State responses to federal action in the labor and employment sector.\n\n \nThis program has been approved by SHRM for 1 hour of HR professional development credit. \nThis program has been approved for 1 (General) recertification credit hour toward aPHR™\, aPHRi™\, PHR®\, PHRca®\, SPHR®\, GPHR®\, PHRi™ and SPHRi™ recertification through the HR Certification Institute.
URL:https://www.connmaciel.com/event/the-future-of-workplace-law-2025-predictions/
CATEGORIES:Employment
ATTACH;FMTTYPE=image/jpeg:https://www.connmaciel.com/wp-content/uploads/2025/03/Workplace-law-litigation.jpg
LOCATION:
END:VEVENT
BEGIN:VEVENT
DTSTART;VALUE=DATE:20241212
DTEND;VALUE=DATE:20241213
DTSTAMP:20260424T040812
CREATED:20250925T205242Z
LAST-MODIFIED:20250925T205242Z
UID:10000070-1733961600-1734047999@www.connmaciel.com
SUMMARY:2025 Legal & Regulatory Trends and Developments
DESCRIPTION:There have been a host of developments of which employers need to be aware as they plan for 2025 and beyond. On the employment practices side\, the US Equal Employment Opportunity Commission (EEOC) released its Strategic Enforcement Plan for Fiscal Years 2024 –2028\, establishing the EEOC’s subject matter priorities for the next few years. The Pregnant Workers Fairness Act – prohibiting employers from discriminating against an employee based on pregnancy\, childbirth\, or related medical conditions – went into effect in June 2023. \nAdditionally\, the U.S. Supreme Court redefined how employers should evaluate religious accommodation requests\, setting a new standard for undue hardship. The U.S. Court of Appeals for the Fifth Circuit reversed decades of precent that limited the scope of Title VII of the Civil Rights Act by determining that Title VII plaintiffs are no longer required to plead an “ultimate employment decision” to properly allege a disparate treatment claim\, and rather can survive a motion to dismiss by pleading adverse actions with respect to “terms\, conditions\, or privileges of employment.” \nPresident Trump’s second presidential term may cause seismic shifts throughout government\, including at the Department of Labor. One area of focus will be DOL’s Wage and Hour Division\, where regulatory and enforcement priorities are likely to change in several areas important to employers and employees\, such as overtime pay\, independent contractor classification\, and child labor. \nEmployers must review their employment policies and procedures to ensure that they comply with the most recent developments in employment as well as wage and hour laws and regulations. \nParticipants in this webinar learned about: \n\nThe EEOC’s Strategic Enforcement Plan for 2024 –2028\nRequirements in the Pregnant Workers Fairness Act\nDevelopments in religious accommodation requirements\nThe evolving test for Title VII claims in the 5th Circuit\nAnticipated changes to DOL Wage and Hour Division’s regulatory and enforcement priorities\nExpectations concerning Wage and Hour’s child labor initiative
URL:https://www.connmaciel.com/event/2025-legal-regulatory-trends-and-developments/
CATEGORIES:Employment
END:VEVENT
BEGIN:VEVENT
DTSTART;VALUE=DATE:20241113
DTEND;VALUE=DATE:20241114
DTSTAMP:20260424T040812
CREATED:20250925T205120Z
LAST-MODIFIED:20250925T205342Z
UID:10000069-1731456000-1731542399@www.connmaciel.com
SUMMARY:The Intersection Between AI and Employment and OSHA Law
DESCRIPTION:The latest phenomenon in artificial intelligence (“AI”)\, generative AI such as ChatGPT\, has changed the world as we know it. While some fear AI will replace workers and others praise its efficiency and productivity\, there is no doubt that AI could be the largest technological advancement since the invention of the computer. \nNow\, companies are starting to wrestle with how to handle the use of AI in the workplace. In fact\, it is possible that your company is already using AI in ways that you might not have considered or be aware of. For Human Resources\, generative AI can produce strong benefits including helping to create job descriptions\, draft model interview questions\, or assist managers in preparing performance evaluations. But with every benefit\, there comes risk and limitations\, including discrimination\, confidentiality\, and reliability concerns. \nParticipants in this webinar learned about: \n\nProtecting confidential and trade secret information\nThe Equal Employment Opportunity Commission’s (“EEOC’s”) Artificial Intelligence and Algorithmic Fairness Initiativ\nState and local laws regulating the use of AI\nBest practices on the use of AI in the workplace
URL:https://www.connmaciel.com/event/the-intersection-between-ai-and-employment-and-osha-law/
CATEGORIES:Employment
END:VEVENT
BEGIN:VEVENT
DTSTART;VALUE=DATE:20241023
DTEND;VALUE=DATE:20241024
DTSTAMP:20260424T040812
CREATED:20250925T204923Z
LAST-MODIFIED:20250925T205735Z
UID:10000068-1729641600-1729727999@www.connmaciel.com
SUMMARY:ADA Website Compliance Obligations for Businesses
DESCRIPTION:As in years past\, the number of lawsuits filed against hotels\, restaurants\, and other places of public accommodation alleging that their websites violate the Americans with Disabilities Act (“ADA”) has continued to rise nationwide. Additionally\, this year we *may* finally have guidance from the U.S. Supreme Court regarding whether a plaintiff has standing to challenge a place of public accommodation’s failure to provide disability accessibility information on its website\, even if she lacks any intention of visiting that place of public accommodation. Regardless of how the Supreme Court rules\, however\, it is still crucial for hotel owners and operators to know what information to provide to the public regarding the accessible features of its physical property. \nLikewise\, all businesses should be aware of how to make their websites accessible (i.e.\, compatible with screen reader software)\, so that they are usable by individuals with visual and hearing impairments. Indeed\, businesses must have a plan in place to testing their website’s accessibility and then implement any necessary changes to improve accessibility. \nParticipants in this webinar learned: \n\nWhat issues to look for when determining website accessibility;\nWhen to involve legal counsel in conducting such website accessibility tests and remediation efforts in order to preserve attorney-client privilege;\nWhat specific accessibility-related information should be listed on your website; and\nWhether your company should include an “Accessibility Statement” on its website and\, if so\, what information that statement should include.
URL:https://www.connmaciel.com/event/ada-website-compliance-obligations-for-businesses/
CATEGORIES:Employment
END:VEVENT
BEGIN:VEVENT
DTSTART;VALUE=DATE:20241001
DTEND;VALUE=DATE:20241002
DTSTAMP:20260424T040812
CREATED:20250925T204749Z
LAST-MODIFIED:20250925T205658Z
UID:10000067-1727740800-1727827199@www.connmaciel.com
SUMMARY:Retaliation and Whistleblower Complaints with the EEOC\, OSHA\, and MSHA
DESCRIPTION:Over the past several years\, employers have seen a significant uptick in retaliation claims filed by employees and investigated by federal agencies. For example\, in 2010\, only approx. 30% of all charges filed with the EEOC included a retaliation claim\, but that number shot up to over 50% in FY 2022. Similarly\, the number of total whistleblower complaints filed with OSHA increased significantly in FY 2023\, with the vast majority of those complaints – about 71% – filed under Sec. 11(c) of the OSH Act (retaliation based on protected safety acts). The whistleblower complaints filed under Section 105 of the Mine Safety and Health Act have also been on the rise and MSHA is particularly aggressive in its approach to the investigation of these claims\, often seeking temporary reinstatement of the complainant for the duration of the investigation\, and litigation\, if the complainant was terminated. \nWhen a retaliation or whistleblower complaint is received\, employers have a chance to explain why the complaint should be dismissed. However\, each Agency handles the investigation and analysis of the evidence differently – using varying processes and burdens of proof to determine whether and how the retaliation complaint should proceed. The strategy and response provided by the employer will depend on the type of complaint and the agency investigating it\, but it is generally an opportunity for the employer to provide the information necessary for the agency to conclude its investigation and ultimately close the case file. The responses can\, however\, create a written record of admissions that the agency could use against the employer. \nParticipants in this webinar learned: \n\nApplicable federal whistleblower and anti-retaliation laws\nThe varying processes used by the EEOC\, OSHA\, and MSHA to evaluate whistleblower and retaliation claims\nStrategies to effectively respond to retaliation complaints\nProactive measures employers can take to avoid employee complaints
URL:https://www.connmaciel.com/event/retaliation-and-whistleblower-complaints-with-the-eeoc-osha-and-msha/
CATEGORIES:Employment
END:VEVENT
BEGIN:VEVENT
DTSTART;VALUE=DATE:20240725
DTEND;VALUE=DATE:20240726
DTSTAMP:20260424T040812
CREATED:20250925T204629Z
LAST-MODIFIED:20250925T205632Z
UID:10000066-1721865600-1721951999@www.connmaciel.com
SUMMARY:Mid-Year California Labor & Employment Regulatory and Legislative Update
DESCRIPTION:As we reach the halfway point of 2024\, it is time to take stock of employment law updates out of California over the past six months. We provided a comprehensive review of the latest developments\, discuss current trends in labor and employment law\, and look ahead at the remainder of the year and beyond. Watch this informative discussion to stay ahead of the curve and equip yourself with actionable insights to ensure your workplace practices align with the ever-evolving legal terrain of labor and employment law in the Golden State. \nParticipants in this webinar learned about: \n\nGuidance and recommendations to ensure compliance with new legal employer obligations\nLegislative developments for companies doing business in California\nThe latest trends and statistics in the regulatory landscape\nPredictions for what California employers can expect for the remainder of 2024
URL:https://www.connmaciel.com/event/mid-year-california-labor-employment-regulatory-and-legislative-update/
CATEGORIES:Employment
END:VEVENT
BEGIN:VEVENT
DTSTART;VALUE=DATE:20240626
DTEND;VALUE=DATE:20240627
DTSTAMP:20260424T040812
CREATED:20250925T204515Z
LAST-MODIFIED:20250925T205614Z
UID:10000065-1719360000-1719446399@www.connmaciel.com
SUMMARY:New Employee Handbook Laws: Tips for Compliance
DESCRIPTION:As we near the end of the Biden Administration’s first term\, the NLRB has continued to be very active in issuing decisions that align with the Administration’s philosophy. These decisions are wide-ranging and include increased scrutiny of employee handbooks\, expanded union access to non-union workplaces\, changes in joint employer law\, and a return to pre-Trump Administration ambush election rules. \nParticipants learned about the following: \n\nAn overview of the most impactful recent NLRB decisions\nEmployer obligations stemming from these decisions\nTips for complying with these obligations
URL:https://www.connmaciel.com/event/new-employee-handbook-laws-tips-for-compliance/
CATEGORIES:Employment
END:VEVENT
BEGIN:VEVENT
DTSTART;VALUE=DATE:20240528
DTEND;VALUE=DATE:20250926
DTSTAMP:20260424T040812
CREATED:20250925T204250Z
LAST-MODIFIED:20250925T204353Z
UID:10000064-1716883200-1758819600@www.connmaciel.com
SUMMARY:Special Bonus Webinar: OSHA's New Worker Walkaround Rule
DESCRIPTION:To advance Pres. Biden’s promise to lead “the most Labor friendly administration in history\,” on April 1\, 2024\, OSHA published in the Federal Register its final Worker Walkaround Representative Designation Process Rule (the “Worker Walkaround Rule”)\, which will profoundly affect employers’ legal risk in future OSHA inspections when it goes into effect on May 31\, 2024. OSHA’s intention with this rule was to permit employees’ to designate union representatives to serve as employees’ authorized representatives during OSHA inspections at non-union workplaces\, but the net effect of the rule is to open the door to workplaces for all manner of problematic third parties – plaintiffs’ attorneys\, disgruntled former employees\, competitors\, etc. \nOSHA’s new final Worker Walkaround Rule amends its existing regulation at 29 CFR § 1903.8(c) in two material ways:\nChanging the extreme bias against third party employee representative participation in OSHA inspections by changing existing language to allow non-employee third parties to act as employee representatives during OSHA inspections; and\nExpanding the types of third parties permitted to represent employees during OSHA inspections by changing existing language limiting such representatives to credentialed certified industrial hygienists or professional safety engineers\, to now permitting any third-party representative who has “relevant knowledge\, skills\, or experience with hazards or conditions in the workplace or similar workplaces\, or language skills.” \nParticipants in this webinar learned about the controversial history of this rulemaking\, from an Obama Era Letter of Interpretation and related legal challenges\, through the flawed rulemaking process that OSHA followed to promulgate the new rule\, to a detailed review of what the final rule says and means\, along with analysis about the implications for employers\, expected legal challenges to the Rule\, and tips and strategies for managing OSHA inspections.
URL:https://www.connmaciel.com/event/special-bonus-webinar-oshas-new-worker-walkaround-rule/
CATEGORIES:Employment
END:VEVENT
BEGIN:VEVENT
DTSTART;VALUE=DATE:20240515
DTEND;VALUE=DATE:20240516
DTSTAMP:20260424T040812
CREATED:20250925T203947Z
LAST-MODIFIED:20250925T203947Z
UID:10000063-1715731200-1715817599@www.connmaciel.com
SUMMARY:The Changing Landscape of Non-Compete Laws
DESCRIPTION:For the past several years\, there has been a nationwide trend to restrict the use of employee non-compete agreements both at the state and federal levels\, culminating with the Final Rule issued by the Federal Trade Commission (“FTC”) last month purporting to ban non-compete agreements in most employer/employee situations. The FTC’s Final Rule is by far the most significant change that has ever occurred in the context of non-compete law. Accordingly\, employers must become aware of and remain informed about these significant changes in the law\, as the consequences of noncompliance will result in fines\, penalties\, and injunctive relief. \nThis webinar provided an update on the overall status of non-competes in the United States\, including an update on the status of the FTC Rule\, its interaction with state laws\, and practical steps for you and your company to take to comply with the law while still protecting your assets and investment in current and future employees.
URL:https://www.connmaciel.com/event/the-changing-landscape-of-non-compete-laws/
CATEGORIES:Employment
END:VEVENT
BEGIN:VEVENT
DTSTART;VALUE=DATE:20240424
DTEND;VALUE=DATE:20240425
DTSTAMP:20260424T040812
CREATED:20250925T203816Z
LAST-MODIFIED:20250925T205545Z
UID:10000062-1713916800-1714003199@www.connmaciel.com
SUMMARY:Tips and Strategies for Preventing and Responding to Workplace Violence Incidents
DESCRIPTION:Workplace violence has been a focus for both the Occupational Safety and Health Administration (“OSHA”) and the Equal Employment Opportunity Commission (“EEOC”) for several years\, as it continues to be one of the leading causes of occupational injuries in the country every year. While OSHA has no specific standard for workplace violence\, the OSH Act’s General Duty Clause requires employers to provide a workplace free from recognized serious hazards\, and OSHA has instituted enforcement actions under its General Duty Clause after incidents of workplace violence. OSHA has also initiated a rulemaking to address workplace violence in specific industries. \nCalifornia has taken the lead in implementing the first workplace violence rule in the country for general industry\, requiring nearly all California employers (unless they fall under one of the limited exemptions) to establish\, implement\, and maintain an “effective” written workplace violence prevention plan\, investigate every incident workplace violence (broadly defined)\, create and maintain violent incident logs\, conduct annual employee and supervisor training\, and abide by additional recordkeeping requirements. This general industry rule follows the Cal/OSHA regulation on Workplace Violence Prevention in Health Care. \nThe EEOC has also prioritized ways to effectively prevent and address workplace violence\, particularly in the form of workplace harassment. And outside of OSHA and the EEOC\, employers can also be held liable for workplace violence through other claims such as negligent hiring and supervision. \nParticipants in this webinar learned: \n\nWhat constitutes workplace violence\nEEOC and OSHA enforcement priorities\nLegal risks associated with workplace violence\nUpdates on federal OSHA workplace violence rulemaking\nCalifornia’s New Workplace Violence law
URL:https://www.connmaciel.com/event/tips-and-strategies-for-preventing-and-responding-to-workplace-violence-incidents/
CATEGORIES:Employment
END:VEVENT
BEGIN:VEVENT
DTSTART;VALUE=DATE:20240314
DTEND;VALUE=DATE:20240315
DTSTAMP:20260424T040812
CREATED:20250925T203553Z
LAST-MODIFIED:20250925T205523Z
UID:10000061-1710374400-1710460799@www.connmaciel.com
SUMMARY:Avoiding\, Minimizing\, and Fighting Withdrawal Liability
DESCRIPTION:This webinar addressed the significant challenges faced by companies that participate in multiemployer pension plans. Specifically\, it helped unionized employers understand and analyze what is often the most critical challenge facing their business – multiemployer pension withdrawal liability. \nParticipants learned about the following: \n\nSpecific strategies to address withdrawal liability and plan for your company’s future\nRecent court cases and arbitration decisions\, tips for collective bargaining and the impact of the American Rescue Plan\nThe latest developments in litigating withdrawal liability assessments\, including determining the highest contribution rate and calculating the credit for a prior partial withdrawal
URL:https://www.connmaciel.com/event/avoiding-minimizing-and-fighting-withdrawal-liability/
CATEGORIES:Employment
END:VEVENT
BEGIN:VEVENT
DTSTART;VALUE=DATE:20240215
DTEND;VALUE=DATE:20240216
DTSTAMP:20260424T040812
CREATED:20250925T203241Z
LAST-MODIFIED:20250925T205506Z
UID:10000060-1707955200-1708041599@www.connmaciel.com
SUMMARY:Mitigating Cybersecurity Risks from Exiting Employees
DESCRIPTION:In the modern workplace\, keeping track of proprietary information and ensuring its confidentiality has become significantly more challenging due to the prevalence of remote employees\, cloud computing\, and the comingling of personal and company devices that can access company information. Employers who are not conscientious about maintaining the confidentiality of their proprietary information can threaten the viability of their business moving forward. Exiting employees can more easily than ever attempt to take company information with them\, delete essential company documents\, or even try to publish proprietary documents in an attempt to destroy their former employer’s competitive advantage. \nDuring this webinar\, participants learned about: \n\nGuidelines for identifying cybersecurity risks during employee exits\, whether through layoffs\, downsizing\, or involuntary terminations;\nTips for protecting trade secrets and confidential information at work through strict confidentiality policies and access restrictions;\nBest practices for protecting company information when offboarding exiting employees; and\nLegal options for recovering company information or property from disagreeable former employees.
URL:https://www.connmaciel.com/event/mitigating-cybersecurity-risks-from-exiting-employees/
CATEGORIES:Employment
END:VEVENT
END:VCALENDAR