Date and Time: 11/24/2020 at 1 pm eastern
Run Time: 90 minutes including Q & A session
Leader: Bob Gregg, Attorney at Law, Boardman Clark Law Firm
Credits: Awarded 1.5 credit hours by HRCI
Price: Webinar $295; Webinar + Download $349 (Share the download with your colleagues)
Audience: HR, benefits, finance, supervisors and managers, CEOs, in-house counsel, etc.
2020 has been an extraordinary year. COVID-19 fear. Economic distress. Heightened awareness of racial injustice. AND now add post-election discord to the list of issues you are already dealing with. The winning side may be gloating, and the losing side is angry. Unfortunately, it all comes together to make for a very tense workplace. Post-election fear, stress, unrest, resentment, and conflicting views have stacked up to create high levels of tension, discord, and even anger in the workplace. Learn how employers can control the divisiveness to maintain an effective, civil workplace and understand where the legal hot spots are before your workplace reaches its boiling point. We’ll review what policies and practices can help in this time of post-election tension.
How does an employer balance the conflicting employee opinions and tensions in the workplace? Some of these challenges are unprecedented, while others put a new spin on existing employment laws. The laws include the EEO discrimination laws protecting “political beliefs,” National Labor Relations Act, privacy rights, and in some situations the Constitution.
Please join Bob Gregg, attorney at law, when he discusses the policies you need to adopt now and the underlying legal and regulatory framework which govern free speech, both in the workplace and after hours.
During this important webinar Mr. Gregg will discuss:
• Post-election workplace stress and discord added to all the other social justice and health related issues employers are being required to deal with. They all come together in the workplace to make for a very tense and potentially a highly disruptive situation
• Get ahead of it! – Foundation policies for maintaining or establishing civility in these post-election tumultuous times
• Governing laws including EEO discrimination laws protecting “political beliefs,” National Labor Relations Act, privacy rights, and in some situations the Constitution
• When employees object and refuse to comply with your policies – the array of federal and state laws providing employer control or employee rights. Learn how to effectively balance these and stay in control.
• Social-political expression and tensions – allowing or prohibiting logos, display of messaging, etc.
• What if the employer espouses a social-political position and an employee disagrees?
• Beyond compliance and tolerance, to civility and a respectful workplace
• Recognize the other social and health issues which are on employees minds as well (social justice issues, COVID-19 concerns, etc.)
Bob Gregg co-chairs the Labor & Employment Group at Boardman & Clark Law Firm. Mr. Gregg has been involved in employment relations for more than 30 years. He litigates employment cases, representing employers in all areas of employment law. His main emphasis is helping employers achieve enhanced productivity. He has designed the policies of numerous employers, creating positive work environments, and resolving employment problems before they generate lawsuits. Mr. Gregg has conducted more than 3,000 seminars throughout the United States and authored numerous articles on practical employment issues, including promoting civility in the workplace and a respectful workplace.
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