2022 Fall Labor and Employment Webinar Series

With the worst of the pandemic hopefully subsiding, employers have had to readjust to the changing landscape of the workplace. With predictions of a “slowdown” perhaps on the horizon, employers are looking ahead to what comes next.

Based on feedback from clients, we understand that employers are seeking more guidance in a variety of areas, including legalized cannabis, layoffs and separations, restrictive covenants and non-compete agreements, new CT FMLA regulations, and other legislative developments. We invite you to tune in as we recap the hottest workplace topics of 2022 and provide insight on what employers can expect in the coming year.

With a nod to music in our session titles, our annual fall webinar series will feature in-depth legal insights and practical takeaways for in-house counsel, human resource professionals, business stakeholders and decision-makers on topics such as:

• Continuation of remote work, reductions in force, separation agreements, slowdowns
• Connecticut Paid Family Leave and Connecticut FMLA
• How to write a noncompete/nonsolicitation agreement and latest developments in the use of restrictive covenants
• Handling EEOC/CHRO discrimination complaints and how to conduct internal investigations
• A review of 2022 legislative updates
• Recreational marijuana – new laws, drug and alcohol policies and off-duty conduct
• I-9/immigration updates 

When you click the registration button you will be directed to the main registration page, where you can select all to register for all of the sessions, or you may just select the sessions of your choice. If you register, even if you are unable to attend at the time of the live recording, you will be provided with the "on-demand" link following each session.

Program Agenda

• “Start Me Up” – Restrictive Covenants and Non-Compete Agreements
  October 11, 2022 | 12 Noon – 1PM EDT
  The use of non-compete agreements and restrictive covenants such as non-solicitation provisions has become a popular topic as employers look to protect their companies. But when should you use one? What should be in it? What are the legal limits and what considerations should companies be looking at for remote employees?
• “Private Eyes” - Responding to Discrimination Complaints and Conducting Investigations
  October 18, 2022 | 8:30 AM – 9:30 AM   EDT
  You just received a CHRO or EEOC complaint via e-mail. What next? What should you expect? Employers can often reduce legal risks by handling discrimination and harassment complaints quickly and carefully.  Even if the complaints come in internally, employers have a duty to respond. Failure to take the necessary steps up front may lead to difficulties down the line. This program will provide the latest best practices in responding to such complaints.
• “Summer Renaissance” - Everything You Need To Know In Labor and Employment Law in 2022 But Were Afraid to Ask
  October 25, 2022 | 12 Noon – 1PM EDT
  With the legislature back in session this year and state and federal agencies renewing their oversight of such laws, there’s been plenty for employers to keep track of. We invite you to join us for a year in review with a preview of what’s ahead as we explore the top things you need to know. Topics will include: CT FMLA regulations, captive audience rules, paid family leave, NLRB updates, mandatory arbitration agreements, and I-9 and immigration updates.
• “Danger Zone” - Reductions in Workforce, Separation Agreements, and Statistics
  November 1, 2022 | 12 Noon – 1PM EDT
  When economic indicators point toward a downturn, employers may need to take measures to reduce costs and increase operational efficiency.. A reduction in force (RIF) is one of the many routes employers may choose to take—often a particularly difficult decision to make along with the use of severance agreements. But there are many pitfalls, including disparate impact analyses and compliance with age discrimination laws. This program will provide important guidance as employers plan for the next year.
• “High Hopes” – How Legalized Cannabis is Impacting the Workplace, Including Drug Testing and Policies
  November 3, 2022 | 12 Noon – 1PM EDT
  By popular demand from last year, we revisit the topic of legalized cannabis and its impact in the workplace. Indeed, new workplace laws are now in effect since July 1, 2022 that may impact employers’ ability to test for cannabis and take action. These new laws also address smoking and have had employers reconsidering their drug and alcohol policies as well.  When do you need to refresh your drug and alcohol policies, and what does ‘off-duty’ conduct really mean?
  
  

_{Continuing Legal Education (CLE)
Each program has been approved in accordance with the requirements of the New York CLE Board for a maximum of 1 credit hour in Professional Practice and is appropriate for both transitional and nontransitional attorneys. The format of this program is permissible for newly admitted attorneys.}

_{Neither the Connecticut Judicial Branch nor the Commission on Minimum Continuing Legal Education approves or accredits CLE providers or activities. It is the opinion of this provider that each activity qualifies for up to 1 hour toward your annual CLE requirement in Connecticut, including 0 hours of ethics/professionalism.}