September 13, 2023 In-Person Employment & Labor CLE Institute

September 13, 2023 Employment & Labor CLE Institute

8:30 a.m. - 9:00 a.m.
Registration & Breakfast

Session 1 - 9:00 a.m. - 10:00 a.m.
"Multi-State Employment Workforce Challenges" Presented by Saul Ewing LLP

Employers that have historically had employees in one or very few states are encountering a tight labor market post-COVID, which is requiring additional out of state hires. Employers hiring employees in new states may not have considered the numerous compliance challenges that may arise.

Speakers:

• Carolyn A. Pellegrini, Partner, Saul Ewing LLP
• Katie Calabrese, Sr. HR Manager, Security Risk Advisors Intl, LLC

Session 2 - 10:15 a.m. - 11:15 a.m.
"Internal Investigations" Presented by Jackson Lewis P.C.

This session will cover best practices and recent trends in the world of internal investigations, combining inside and outside counsel perspectives on this vital area.  Topics will include the nature and scope of the employer’s duty to investigate, investigation triggers, interview preparation, interview techniques, building a defensible record, and common challenges (and how to solve them).

Speakers:

• Daniel L. Blanchard, Associate, Jackson Lewis P.C.
• Daniel F. Thornton, Associate, Jackson Lewis P.C.
• Janet Lee, Senior Counsel - Labor & Employment,  Avantar

Session 3 - 11:30 p.m. - 12:30 p.m.
"Implications of the Pregnant Workers Fairness Act and PUMP Act Compliance"  Presented by Stevens & Lee

The Pregnant Workers Fairness Act (PWFA) went into effect on June 27, 2023 and the Equal Employment Opportunity Commission (EEOC) recently issued its proposed PWFA regulations.  Comments on the proposed regulations will be accepted through October 10, 2023.  The PWFA requires covered entities to provide reasonable accommodations to qualified workers, e.g., those affected by “pregnancy, childbirth, or related medical conditions,” which include, but are not limited to:  assistance applying for a position; assistance performing in the employee’s current position (breaks, time off from work, etc.).  More than 30 states and cities have laws that provide accommodations for pregnant workers, but the PWFA greatly expands the protections that have been put in place under federal and most state laws in terms of accommodations for pregnant workers. 

Similar in spirit, the PUMP for Nursing Mothers Act (PUMP Act) is a new law that makes several important changes to the Break Time for Nursing Mothers law, which has required since 2010 that employers nationwide provide reasonable break time and a private, non-bathroom space for lactating employees to pump milk during the workday. 

The purpose of this presentation is to assist you in understanding the steps that you should take as an organization to comply with these two (2) important laws from a policy and an employee relations perspective

Speakers:

• Lisa M. Scidurlo, Shareholder, Stevens & Lee
• Theresa M. Zechman, Shareholder, Stevens & Lee
• Mariette Mooyman, Associate General Counsel, Communications Test Design, Inc.