Speaking Engagements

43rd Annual National Conference on Law and Higher Education

Hosted by Stetson University, College of Law

Clearwater, FL
March 5, 2022

Partners Dan Altieri, Paul Greene, and Julia Green are featured speakers for at the National Conference on Law and Higher Education, taking place in Clearwater, Florida on March 5 – 6, 2022.

Title: Cyber Incident Response Workshop: Table Top Simulation
Saturday, March 5, 2022
Paul Greene and Dan Altieri, Partners, Privacy and Data Security 

Description: Nothing can sow chaos on campus or beyond like a major data security incident. Whether in the form of ransomware, a successful phishing attack, or state-sponsored hacking, incidents like these demand strong preparation practices at every higher education institution  It is difficult to prepare for incident response in a vacuum, however, as many incidents involve issues that an institution may be seeing for the first time, such as obtaining cryptocurrency to stop the public release of sensitive student data. This workshop demystifies the incident response process in higher education with a series of real-world scenarios, engaged with in real-time. The workshop will address important issues such as Incident Response Plan structure and content, insurance concerns, communications strategies, and best practices for leveraging necessary stakeholders. The workshop will also address preservation of the attorney-client privilege, and engagement of expert third-party support. The goal of the workshop is to provide participants with tested strategies and experience for promoting and informing incident response planning at their institutions.

Title: Practical and Effective Investigation of Workplace Harassment Complaints
Sunday, March 6, 2022
Julia Green, Partner, Higher Education and Higher Education Consulting

Description: What exactly is an effective investigation of a harassment complaint? This session will review EEOC’s expectations for addressing workplace harassment complaints, and will then walk through strategies to meet those expectations, including practical advice about carrying out an effective and transparent investigation process that encourages disclosure, prioritizes privacy and confidentiality to the fullest extent possible, protects both employees and the organization, and hopefully results in a healthier workplace  Our discussion will also cover the characteristics of an effective investigator, upon whom the employer must rely to conduct a complete and fair investigation, and to prepare documents memorializing the investigation process and conclusions—including final reports—that exemplify thoroughness and objectivity. It is worth every organization’s time to examine the investigation piece of its anti-harassment process and policy to ensure that it measures up to the expectations of the EEOC, courts of law, and the court of public opinion.

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