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Three federal agencies have released final regulations on what is allowable as part of company wellness programs including premium discounts, health risk assessments, and more. The regulations are required reading to avoid ERISA, HIPAA, ADA, and IRS issues. Allow our panel of seasoned counsel to highlight the requirements of the regulations and the interplay between applicable statutes, and identify best practices throughout the country to (legally) help control health costs.

Three federal agencies have released final regulations on what is allowable as part of company wellness programs including premium discounts, health risk assessments, and more. The regulations are required reading to avoid ERISA, HIPAA, ADA, and IRS issues. Allow our panel of seasoned counsel to highlight the requirements of the regulations and the interplay between applicable statutes, and identify best practices throughout the country to (legally) help control health costs.

Three federal agencies have released final regulations on what is allowable as part of company wellness programs including premium discounts, health risk assessments, and more. The regulations are required reading to avoid ERISA, HIPAA, ADA, and IRS issues. Allow our panel of seasoned counsel to highlight the requirements of the regulations and the interplay between applicable statutes, and identify best practices throughout the country to (legally) help control health costs.

Consider this session Labor Law 101 as your employment specialist peers provide an update on what is happening in the labor scene throughout the country and how this affects your business. Learn about the absolute essentials to maintain a union free workplace and how best to manage your work place when you are partially or fully unionized. Take this opportunity to really focus in on your business needs based on the make up of your work force.

Learn how to design a compliance program from risk assessment (including GAP analysis) to implementation and learn about successful tactics and how to avoid compliance program pitfalls. This material discusses the Federal Sentencing Guidelines and FCPA/international compliance considerations and their effect on your program.

It's been another busy year in employment law! Come hear what's new -- and what challenges your organization now faces -- in the expanding laws and regulations governing the workplace. The focus will be on US employment law, but the speakers will be sure to cover any hot cross-border issues.

This session provides training on the sentencing guidelines and other criteria used to measure compliance programs, including a comparison with the standards of COSO, OECD and the Adequate Procedures guidelines under the UK Bribery Act. The program will provide practical advice on the design, implementation and enhancement of compliance and ethics programs.

Why do we have compliance programs and what does it take to make them Effective with a capital “E?” Why do we care? What is the role of in-house counsel in making sure that effectiveness is achieved and delivered? Effective ethics and compliance programs are important both preventatively – to make sure that bad conduct does not occur – and after the fact – to make sure that bad conduct gets addressed so it doesn’t continue and won’t happen again. Moreover, not having an<br />effective program can have disastrous consequences.

All too often, attorneys tasked with the preparation of a non-compete agreement jump head-first into the drafting process without much forethought or planning. In this proposed presentation, faculty will discuss five important things for a would-be drafter of a non-compete agreement to do before starting the drafting process. These action items are important for optimized enforceability of the resulting non-compete. Likewise, faculty will discuss five critical things to keep in mind while the agreement takes shape.<br />Help create an interactive dynamic session.

Employment litigation is often triggered by the actions of front line supervisors when faced with an unhappy employee. As an employer's first line of defense, supervisors must be trained to recognize employment law issues, what to say and what not to say to disgruntled employees, and when documentation is or is not necessary. This program will provide attendees with the critical skills needed to train supervisors to effective operate in an increasingly litigious environment.

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