Webinars 2025

We are constantly challenged to keep up with the ever-changing workplace, employment laws, and technology. There is always a new regulation, a new executive order, or an unexpected liability to navigate. But staying updated can help you stay prepared. This webinar covers the latest information on hot topics, trends, and recent developments in key areas of employment law.  This webinar covers: ▪ What to expect under the new administration and a scope on new executive orders ▪ About faces on OFCCP and EEOC focus ▪ Increased litigation and personal liability ▪ The status of DEI – don’t fall asleep just because WOKE is in decline ▪ Incivility ▪ AI Trends ▪ Unusual discrimination cases of the year.

Failure to adequately check or test background of applicants can result in harm and liability for  negligent hiring and reckless endangerment. But the “victims” of i improper background investigations also have legal challenges under the Fair Credit Reporting Act, discrimination laws, and invasion of privacy cases. The EEOC has issued rules governing the improper use of criminal record background checks and is now filing cases against employers. However, other laws require these same record searches. Can you be caught between conflicting laws? The hiring process can result in finding the ideal employee, OR in legal liability. A major cause of liability is improper pre-employment testing. The tests or manner of administering them too  often violate the ADA, Title VII and other discrimination and privacy laws. The ADA requires "validity" for testing. What makes a test valid? What violates the law? What are the do's and don'ts? This program covers the employer’s need for secure and effective hiring while avoiding improper practices. The presentation covers negligent hiring, criminal background checks, Fair Credit  Reporting Act, reference checks, pre-employment testing and the ADA, Title VII discrimination, honesty, "right fit," and personality traits testing. Learning Outcomes: Learn the legal guidance relating to performing background checks. Understand how the concept of negligent hiring applies in situations where inadequate background checks and references are performed. Understand the requirements associated with the Fair Credit Reporting Act Learn what protections you do have in giving and receiving references Understand the ADA, Title VII and civil suit parameters for pre-employment, right-fit and honesty testing.

Could an employment suit cause you to lose your home? Your bank account? Family’s nest egg? Managers, Executives, Board Members and HR Professionals are at risk! Beware and be aware! Personal liability means that legal damages are collected from the individual's personal bank account, retirement fund and/or sale of personal property (car, home, collectibles, etc). Usually, the employer is sued as an entity. In a growing number of cases, plaintiffs are naming both the employer as well as the individual(s) accused of actually committing the violation. In these cases, the court may award damages against both the organization and the individual manager. In some cases, the plaintiff can elect to collect from either, or both. This program covers the danger areas, insurance coverage issues, and preventative practices. What this webinar covers: Personal Liability: what is it? why you? Types of Personal Liability: laws and civil suits Protecting Yourself And Your Managers: qualified privilege, protective steps, points about effective insurance to protect your organization and yourself

This webinar explores how to successfully navigate the evolving landscape of an aging workforce while minimizing legal risk and maximizing potential. Today, people are working longer - reaching age 65 does not mean a worker must retire, and being 50 is far from “old.” Employers can benefit from the experience of workers who remain employed for extra years. While many individuals are healthier and remain active longer than they used to, in some cases, some older employers may not be able to perform at their former level of activity. The increasing number of older workers creates opportunities for the employer, but it also creates quandaries for fair evaluations, how to validly determine whether a person can effectively and safely continue in a job, succession planning, and more. Age Discrimination Cases are on the Rise: The number of older workers staying in or returning to the workplace is increasing. Rather than fading away, the older workforce segment is actually seeming to hold steady or grow. This has been accompanied by more age discrimination cases under the ADEA and state Fair Employment laws, and older people are winning a larger percentage of those cases. In this webinar, learn about: - why a 71-year-old lifeguard won their hiring case. - the Age Discrimination in Employment Act, the federal accommodation requirements, and the Older Worker's Benefit Protection Act. - validity in hiring and evaluating whether a person can continue to do essential job functions. - workplace issues created by a range of ages. - rights to evaluate fitness for duty or "direct threat of safety.” - adaptation to new duties and new technology. - making valid, non-discriminatory employment decisions. -understanding Termination and severance agreements.