Oct
24
2019
Firm Event

 
HSE Institute


2019 Buffalo Labor and Employment Conference

Location:
Lexus Club (at KeyBank Center)
One Seymour H. Knox III Plaza
Buffalo, NY 14203

Date:
October 24, 2019


Please check back soon for registration information. 

DETAILED AGENDA

7:45 - 8:15 am:

Registration and Breakfast


8:15 - 9:15 am :

Human Rights Law Amendments “New York & Federal Update”

Description coming soon.


9:15 - 9:30 am:

Break


9:30 - 10:30 am:

When Good Employees Post Bad Comments: Social Media in the Workplace in 2019

Most workplace-related laws were written long before the creation of Facebook, Twitter and other social media platforms. This can often leave HR professionals (and attorneys and judges) in difficult situations, especially when employees or applicants post questionable content online. How do you comply with laws that make no mention of social media or the internet? What type of online content is protected? When can you consider (or even look at) an individual’s online postings? Does the First Amendment offer employees any protection for their online content? In this interactive session, Ben and Anna will provide practical answers to these and many more social media-related questions. Using examples taken from actual cases (and the presenters’ own imaginations), Anna and Ben will walk participants through various scenarios and provide real-world advice on how HR professionals can respond to online predicaments that often appear to have no clear-cut solutions.
(Note: As part of the interactive portion of the session, participants should have access to a phone or tablet with internet access.)


10:30 - 10:45 am:

Break


10:45 - 11:45 am:

Managing Performance, Conduct, Accommodation, and Leave Issues Simultaneously—It’s Complicated

What should you do when an employee shows up to work drunk? How should you respond to a threat of self-harm? What options do you have (and which option is best)? In this session we will discuss how, when, and whether to address employee misconduct or performance issues for employees who may have protected leave or disability accommodation statuses. This presentation starts with a brief overview of the applicable laws, but the bulk of the presentation will consist of practical guidance explained through an interactive review of real-world employment situations.


11:45 - 12:45 am:

"Ask an Attorney" Lunch


12:45 - 1:45 pm:

An Employee Walks into Your Office to Make a Complaint: Investigation Tips and Techniques

We will walk through strategies and practical advice about carrying out an effective and transparent investigation process that encourages disclosure and prioritizes privacy to the fullest extent possible, protects both employees and employer, and hopefully results in a healthier workplace. Our discussion will also cover the characteristics of an effective investigator, upon whom the organization must rely to be thorough and objective and to prepare written investigation documents—including final reports—that exemplify thoroughness and objectivity. It is worth every employer’s time to examine the investigation piece of its complaint process and policy to ensure that it measures up to the expectations of the EEOC, courts of law, and the court of public opinion.


1:45 - 2:00 pm:

Break


2:00 - 3:00 pm:

What's on Everyone's Mind: The Top 10 Labor and Employment Questions We Receive

Description coming soon.

 

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HSE Institute

About HSE Institute

Harter Secrest & Emery is committed to providing legal education and training for our clients and the business and non-profit communities by participating in speaking engagements and hosting webinars, seminars, conferences and more. Our exclusive HSE Institute programs are presented by our firm and feature our highly skilled and dynamic legal professionals.

Disclaimer

This website presents only general information not intended as legal advice. Although we encourage calls, letters and emails from prospective clients, please keep in mind that merely contacting Harter Secrest & Emery LLP (HSE) does not establish an attorney-client relationship between us. Confidential information should not be sent to HSE until you have been notified in writing by HSE that a formal attorney-client relationship has been established. Information sent to us before then may not be treated as confidential by HSE or the court.

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