Don't Miss: Floyd, Skeren & Kelly’s 2012 Employment Law Conference
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- Published on Friday, 03 February 2012 07:02
Floyd, Skeren & Kelly LLP, is pleased to announce its 2012 Employment Law Conference, which is an advanced course designed for employers, supervisors, managers, and any other professionals associated with human resources and employment law. The conference will cover important workplace topics such as: (1) The crucial overlap between workers' compensation and the FEHA/ADA, including medical leave, reasonable accommodation, the interactive process, benefit continuation, fitness-for-duty examinations, and return-to-work issues; (2) the California Family Rights Act, including leave requirements, notification obligations, eligibility criteria, definition of a serious health condition, medical certification, intermittent leave issues, benefits, reinstatement, and required forms; (3) An overview of the new legislation in effect as of January 1, 2012, including legislation related to Consumer Credit Reports; E-Verify; gender identity and expression; health benefits during pregnancy leave; the Wage Theft Prevention Act; and, a review of the most significant employment cases for 2011; (4) Tips on controlling an employer’s unemployment insurance tax rate, including the four elements required to successfully establish a misconduct defense; (5) A discussion of the 5 steps that can help reduce workers’ compensation costs including understanding the correct procedures regarding MPN notices, and properly completing the Workers’ Compensation Claim Form and Employer’s Report of Occupational Injury and Illness; (6) A review of recent case law and legislation related to social media, including sites such as Facebook, Twitter and Linkedin, in addition to a look at how recent NLRB advisory letters on social media may provide guidance on workplace policies and procedures; and, (7) An overview of the recent cases and legislation on employee misclassification, in addition to the five most common mistakes employers make when classifying individuals as independent contractors or classifying employees as exempt from overtime. More Details.