-What the PWFA really says
-Surprises in the PWFA final regulations
-Modifications or clarifications between draft and final regulations
-Practice pointers

A continuation of the 5 part blog series on the new regulations regarding the PWFA.

What SCOTUS’s decisions on Affirmative Action in Education, Religious Accommodation, and Corporate First Amendment Rights Mean for Employers

The first five things to do when you suspect employee financial wrongdoing.

The PWFA takes effect on June 27, 2023. Whitney Brown shares how the EEOC interprets existing law protecting pregnant workers, how the PWFA changes existing law, and how employers can prepare to comply with the PWFA.

An insider's look into how the EEOC functions and how employers can use that information in an investigation.

Key point to consider and best practices to follow during an internal investigation.

A discussion on what to do when a leader is being investigated.

A discussion on methods to use during an investigation when an employee is being deceitful.

Learn reasons why witnesses may be reluctant and ways an employer can establish trust and encourage cooperation.

How to handle external investigations

A discussion on the impact in the workplace regarding recent U.S. Supreme Court decisions, federal agency initiatives, unionization and other trends and developments.

Learn the many forms of dishonesty and how to handle it as an employer.

The Dos and Don'ts when receiving an initial discrimination claim from an employee.

Identifying and recording evidence and witnesses properly during an investigation.

COVID-19 represented an important historical and political turning point in the world of work and employee and employer regulation. As this pandemic becomes less of a primary feature and more of a background fixture in the workplace, our team invites you to join us in a look ahead at what 2022 has in store for employers.

On January 13, 2022, two hotly anticipated Supreme Court decisions were published regarding two of the Biden Administration’s four vaccine mandates: the OSHA Large Employer Emergency Temporary Standard (“ETS”) and the CMS Interim Final Rule (“IFR”). The Supreme Court ordered the OSHA Large Employer ETS Stayed (i.e., it’s ineffective and cannot be enforced). The Supreme Court lifted stays entered against the CMS Interim Final Rule (i.e., it’s effective, but expect CMS to issue a revised timeline similar to what OSHA did when the Sixth Circuit revived the ETS).

In this webinar, Richard Lehr discusses lessons learned from the Amazon campaign: workplace issues, union alliances with political and social justice advocacy groups, and what employers can do to avoid becoming “Amazoned.”

OSHA’s Emergency Temporary Standard for large employers has been temporarily put on hold while legal challenges play out. What about the President’s Executive Order directed toward government contractor and health care employers? How should employers implement medical and religious objections/exceptions to vaccinations? Vaccination incentives and surcharges have been successful – how should either or both be implemented? These and other timely COVID compliance concerns were reviewed by Al Vreeland and Whitney Brown during a webinar on Friday, November 12.