Lorman

In this live webinar sponsored by Lorman, presenter Ralph R. Smith, Esq., Co-Chair of the firm’s Labor & Employment Group will discuss, Separation Agreements – Protect Your Company After an Employee Leaves.

Learn to draft and enforce legally compliant separation agreements to reduce post-termination lawsuits and protect your business. 

Overview

Separation agreements are an extremely valuable tool available to employers to eliminate the potential for post-termination lawsuits from disgruntled ex-employees who are unhappy that their employment was terminated. However, to gain the many benefits of such agreements, it is imperative that employers do them correctly and meet all necessary legal requirements that apply to gain actual enforcement of such agreements. Learn how to effectively craft separation agreements and learn about the important legal requirements that must be followed to make such agreements enforceable. Furthermore, you will gain valuable insights into best practices and strategies for appropriate enforcement and effective negotiation of separation agreements.

Who Should Attend
This live webinar is designed for human resource managers, benefits and payroll professionals, personnel managers, business owners and managers, presidents, vice presidents, CFOs, controllers, and attorneys.

As a friend of Capehart Scatchard, click here to register for $75.00.

In this webinar sponsored by Lorman, Ralph R. Smith, Esq., Co-Chair of the firm’s Labor & Employment Group will be the presenter.

Overview

Understand what you can and can’t do when one of your employees has been charged with a crime.

One of the most perplexing problems that can confront an employer arises after the employer discovers that one of its employees has been arrested and charged with a crime. Under our legal system, the familiar mantra is that an arrested person is innocent until proven guilty. So, what can you do to address situations where an employee has been arrested or has been charged, or incarcerated for a crime but has not yet been convicted? Because more and more employers are finding themselves faced with this dilemma, this topic will include a discussion on the legal limits on what you can do when faced with this problem and will also provide useful guidelines on how best to craft workplace policies and procedures to best prepare yourself to address such situations.

Who Should Attend
This live webinar is designed for human resource managers, personnel and employee relations managers, recruiters, presidents, vice presidents, business owners and managers, supervisors, compliance officers, payroll professionals, CFOs, controllers, and attorneys.

As a friend of Capehart Scatchard, click here to register for $75.00.

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Protect your company with an effective separation agreement.

Separation agreements are an extremely valuable tool available to employers to eliminate the potential for post-termination lawsuits from disgruntled ex-employees who are unhappy that their employment was terminated. However, in order to gain the many benefits of such agreements, it is imperative that employers do them correctly and meet all necessary legal requirements that apply to gain actual enforcement of such agreements. Learn how to effectively craft separation agreements and learn about the important legal requirements that must be followed to make such agreements enforceable. Furthermore, you will gain valuable insights into best practices and strategies for appropriate enforcement and effective negotiation of separation agreements.

 [/vc_column_text][/vc_column][/vc_row][vc_row css=”.vc_custom_1515174133361{padding-bottom: 35px !important;}”][vc_column width=”1/2″][tm-heading h2=”Objectives” txt_align=”center”][vc_column_text]

• You will be able to describe what is required for a legally effective separation agreement.
• You will be able to identify the necessary elements of an enforceable separation agreement.
• You will be able to recognize the benefits of utilizing separation agreements in your company.
• You will be able to discuss the particular legal requirements for making an enforceable release of legal claims.

[/vc_column_text][/vc_column][vc_column width=”1/2″][tm-heading h2=”Presenter” txt_align=”center”][vc_column_text]

Ralph R. Smith, 3rd

[/vc_column_text][vc_single_image image=”363″ img_size=”165×220″ alignment=”center” onclick=”custom_link” img_link_target=”_blank”][tm-servicebox h2=”Registration Special Offer” shape=”rounded” style=”outline” color=”skincolor” add_button=”bottom” btn_title=”Registration Discount” btn_style=”modern” btn_add_icon=”true” btn_i_icon_fontawesome=”fas fa-print” i_icon_fontawesome=”fas fa-print” i_background_style=”rounded-less” i_on_border=”yes” i_size=”md” h4=”Receive 50% Discount” btn_link=”url:https%3A%2F%2Fwww.lorman.com%2Ftraining%2Femployment-labor%2Fseparation-agreement-protect-your-company-after-an-employee-leaves|target:_blank”]This program is approved for CLE credits.[/tm-servicebox][/vc_column][/vc_row]

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Stay current on the latest FCRA guidelines and legislation impacting the hiring process.

An ever-increasing number of employers are recognizing the benefits that can be derived from conducting background checks on both current and prospective employees. While background checks can be an effective tool for weeding out questionable employees, legal limitations on how such checks can be performed (and how the resulting data discovered can be used) must be understood, or otherwise, an employer will find itself defending against its own illegal actions. Learn about the chief law covering this topic, the Fair Credit Reporting Act, and review the kinds of background checks that can be conducted by employers. Much of these latter discussions will be focused on the Fair Credit Reporting Act guidelines for conducting criminal background checks previously issued by the Equal Employment Opportunity Commission, and also on the recent trend in many states of placing limits on when criminal background information can be obtained from candidates for employment through enacted ban the box laws. Finally, the increasing use of social media outlets to conduct background checks will also be examined, along with the potential legal risks and pitfalls of utilizing such media outlets to perform background checks.[/vc_column_text][/vc_column][/vc_row][vc_row css=”.vc_custom_1515174133361{padding-bottom: 35px !important;}”][vc_column width=”1/2″][tm-heading h2=”Objectives” txt_align=”center”][vc_column_text]

• You will be able to identify EEOC guidelines on conducting background checks.
• You will be able to recognize the Federal Fair Credit Reporting Act.
• You will be able to discuss the downside of not performing background checks properly under legal restrictions.
• You will be able to review privacy issues and other legal restrictions on use.

[/vc_column_text][/vc_column][vc_column width=”1/2″][tm-heading h2=”Presenter” txt_align=”center”][vc_column_text]

Ralph R. Smith, 3rd

[/vc_column_text][vc_single_image image=”363″ img_size=”165×220″ alignment=”center” onclick=”custom_link” img_link_target=”_blank”][tm-servicebox h2=”Registration Special Offer” shape=”rounded” style=”outline” color=”skincolor” add_button=”bottom” btn_title=”Registration Discount” btn_style=”modern” btn_add_icon=”true” btn_i_icon_fontawesome=”fas fa-print” i_icon_fontawesome=”fa fa-user-plus” i_background_style=”rounded-less” i_on_border=”yes” i_size=”md” h4=”Receive 50% Discount” btn_link=”url:https%3A%2F%2Fwww.lorman.com%2Ftraining%2Femployment-labor%2Ffcra-compliance-update-for-employers|target:_blank”]This program is approved for CLE credits.[/tm-servicebox][/vc_column][/vc_row]

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Understand what you can and can’t do when one of your employees has been charged with a crime.

One of the most perplexing problems that can confront an employer arises after the employer discovers that one of its employees has been arrested and charged with a crime. Under our legal system, the familiar mantra is that an arrested person is innocent until proven guilty. So, what can you do to address situations where an employee has been arrested, or has been charged, or incarcerated for a crime but has not yet been convicted? Because more and more employers are finding themselves faced with this dilemma, this topic will include a discussion on the legal limits on what you can do when faced with this problem and will also provide useful guidelines on how best to craft workplace policies and procedures to best prepare yourself to address such situations.[/vc_column_text][/vc_column][/vc_row][vc_row css=”.vc_custom_1515174133361{padding-bottom: 35px !important;}”][vc_column width=”1/2″][tm-heading h2=”Objectives” txt_align=”center”][vc_column_text]

• You will be able to discuss drafting policies and procedures to address situations where information is gained about an employee’s arrest.
• You will be able to review steps employers should take before implementing any discipline against an employee who is charged with a crime.
• You will be able to recognize the legal difference between a felony and misdemeanor, and the impact this difference should have in assessing potential discipline against an arrested or charged party.
• You will be able to describe the potential for legal action arising from actions taken by an employer against an arrested employee who has yet to be convicted of a crime.

[/vc_column_text][tm-servicebox h2=”Registration Special Offer” shape=”rounded” style=”outline” color=”skincolor” add_button=”bottom” btn_title=”Registration Discount” btn_style=”modern” btn_add_icon=”true” btn_i_icon_fontawesome=”fas fa-print” i_icon_fontawesome=”fa fa-user-plus” i_background_style=”rounded-less” i_on_border=”yes” i_size=”md” h4=”Receive 50% Discount” btn_link=”url:http%3A%2F%2Fwww.lorman.com%2F408173%3Fdiscount_code%3DG9786142%26p%3D13389|target:_blank”]This program is approved for CLE credits.[/tm-servicebox][/vc_column][vc_column width=”1/2″][tm-heading h2=”Presenter” txt_align=”center”][vc_column_text]

Ralph R. Smith, 3rd

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[vc_row][vc_column][vc_column_text]Even seemingly innocent interview questions can cause legal headaches for your company, make sure you know what you can and can’t ask.

Interviewing prospective employees is not just an important skill for a company to master to obtain top talent, but it also has to be done in line with applicable legal limits. No matter how much an employer wants to know about a candidate, there are limits as to what a candidate can be legally asked. Employers who fail to ensure that their interview process meets legal requirements run the risk of having to defend costly lawsuits stemming from a perception that a past employment decision was premised upon legally inappropriate areas of inquiry. This information will help you understand the “dos and don’ts” of employment interviewing with an eye towards providing practical advice to best train your employees in complying with all required legal rules and limitations in the hiring process.[/vc_column_text][/vc_column][/vc_row][vc_row css=”.vc_custom_1515174133361{padding-bottom: 35px !important;}”][vc_column width=”1/2″][tm-heading h2=”Objectives” txt_align=”center”][vc_column_text]

• You will be able to explain what questions are legally allowed.
• You will be able to review appropriate in-house interview programs and procedures.
• You will be able to recognize legally inappropriate questions.
• You will be able to identify problems with your staff interviews of prospective employees

[/vc_column_text][vc_btn title=”Seminar Brochure PDF” style=”modern” align=”center” i_icon_fontawesome=”fa fa-download” add_icon=”true” css=”.vc_custom_1556908548185{padding-top: 20px !important;padding-right: 20px !important;padding-left: 20px !important;}” link=”url:https%3A%2F%2Fwww.capehart.com%2Fwp-content%2Fuploads%2F2019%2F05%2F405788-218008RS.pdf||target:%20_blank|”][tm-servicebox h2=”Registration Special Offer” shape=”rounded” style=”outline” color=”skincolor” add_button=”bottom” btn_title=”Registration Discount” btn_style=”modern” btn_add_icon=”true” btn_i_icon_fontawesome=”fa fa-print” i_icon_fontawesome=”fa fa-user-plus” i_background_style=”rounded-less” i_on_border=”yes” i_size=”md” h4=”Receive 50% Discount” btn_link=”url:http%3A%2F%2Fwww.lorman.com%2F405788%3Fdiscount_code%3DQ1381407%26p%3D15999||target:%20_blank|”]This program is approved for CLE credits.[/tm-servicebox][/vc_column][vc_column width=”1/2″][tm-heading h2=”Presenter” txt_align=”center”][vc_column_text]

Ralph R. Smith, 3rd

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