young workers discussing business at a meeting

Date

May 4, 2021

Time

12:00pm - 1:00pm

Location

Online

Virtual

Employment Law — Four-Part Virtual Series

Dates and Times

All events are held from noon to 1 p.m.

Tuesday, May 4 — Employees and Social Media
Tuesday, June 22 — From Facebook to Firearms: How to Protect Your Organization From Threats and Violence
Tuesday, July 6 — Americans With Disabilities Act: Common Examples and Best Practices
Tuesday, Aug. 31 — Avoiding and Defending Retaliation Claims

Audience

This activity is designed for health care human resource professionals, attorneys, C-suite leadership and staff who manage employees.

Series Overview

During this series, experts will discuss the following.

common concerns and pitfalls with employee social media posting, including best practices and compliance
methods for anticipating and reducing the likelihood of employee violence; mitigating liability to victims; and preventing negligent hiring, supervision and retention
real-world examples of ADA accommodation requests, including managing such requests and what not to do
navigating significant legal pitfalls that accompany retaliation claims, including recognizing protected activities, policy development and procedures to minimize risk

Agenda

Tuesday, May 4 — Employees and Social Media

This session will discuss common concerns and pitfalls employers encounter with employee social media posting, including policy best practices, compliance with National Labor Relations board guidelines and potential privacy concerns.

Learning objectives:

discuss the proper scope of social media policies under state and federal labor guidelines
identify possible pitfalls when taking adverse employment action based on social media activity
outline potential HIPAA violations in social media posts

Speaker:

Leigh Campbell Joyce
Partner, Baird Holm

Tuesday, June 22 — From Facebook to Firearms: How to Protect Your Organization From Threats and Violence

This session will examine what to do if someone threatens to harm an employee, a customer or someone else on your property, and what to do if they do commit a violent crime on the premises. This session also will cover the legal steps employers can take to protect themselves and others against threatening and potentially violent people. The discussion will focus on methods for anticipating and reducing the likelihood of employee violence; mitigating liability to victims; and preventing negligent hiring, supervision and retention.

Learning objectives:

describe when and how a business can protect itself using restraining
discuss various strategies for dealing with violent employees, customers and patients
identify how to avoid negligent hiring, retention and supervision claims

Speaker:

Heidi Guttau
Partner, Baird Holm

Tuesday, July 6 — Americans With Disabilities Act: Common Examples and Best Practices

This session will discuss the basic process for analyzing an accommodation request under the federal Americans With Disabilities Act. The presenter will focus on real-world examples of accommodation requests and how to manage them, including what not to do. Examples will include requests for extended time off, nonobvious disabilities and animals as an accommodation.

Learning objectives:

discuss the process for analyzing an accommodation request
learn how to be comfortable interacting with employees who request accommodations
outline best practices in approaching common reasonable accommodation requests

Speaker:

Sara McCue
Partner, Baird Holm

Tuesday, Aug. 31 — Avoiding and Defending Retaliation Claims

Retaliation claims are among the most common types of employment discrimination issues and present a variety of challenges for employers. This session will help employers navigate the significant legal pitfalls that accompany retaliation claims. This includes recognizing protected activities, developing effective policies and procedures to minimize the risk of retaliation claims, and crafting strategies to address them in litigation.

Learning objectives:

discuss how to separate protected activities from adverse actions and practical tips to minimize the risk of retaliation claims
identify what are protected activities under various state and federal laws

Speaker:

David Kennison
Partner, Baird Holm

Speaker Bios

Leigh Campbell Joyce defends employers in a range of workplace claims, including employment discrimination, harassment, retaliation, wrongful termination, breach of contract and disability actions. Campbell’s experience includes cases brought before state, federal and appellate courts, as well as charges of discrimination before state and federal agencies. She also has successfully defended employers in arbitrations and administrative hearings challenging the terminations of public employees.

Heidi Guttau represents employers in employment litigation matters in state and federal courts, including claims of discrimination, retaliation, harassment and wrongful discharge. Guttau also obtains injunctive protection for employers against people threatening employers’ workplaces.

David Kennison focuses his practice on aspects of employment litigation. Kennison defends employers facing claims of discrimination, harassment and retaliation filed under both state and federal statutes. He also represents clients in noncompete agreements, misappropriation of trade secrets and employment contract disputes.

Sara McCue’s practice focuses on employment compliance and the Americans With Disabilities Act. McCue represents and advises employers of all sizes, and she regularly provides training to employers to ensure compliance with various employment laws.

Continuing Education

Must attend all four sessions to receive a certificate of completion and continuing education contact hours.

HRCI — This activity has been approved for Recertification Credit Hours Awarded: 4 specified Credit Hours: HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™, SPHRi™ recertification through HR Certification Institute’s® (HRCI®). The use of this seal confirms that this activity has met HR Certification Institute’s® (HRCI®) criteria for recertification credit pre-approval.

SHRM — MHA Health Institute is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CP® or SHRM-SCP®. This Four-Part Series is valid for 4 PDCs for the SHRM-CP or SHRM-SCP. Must attend all four sessions to qualify for PDC’s.

Virtual Event Information & Instructional Materials

Please note that your registration request will be submitted to the organizer for approval. Upon approval, virtual instructional materials and access information will be sent to the email address indicated on the registration form. The registration fee is for one hospital (not system). Each hospital may have as many connections as they wish for one registration fee by forwarding the access information to additional participants within the same hospital.

ADA

Cancellation/Refund Policy

For cancellations received in writing before the established deadline date, the registrant will receive a full refund — minus a $25* processing fee per registrant. After the deadline date, no refunds will be granted. Registrants not in attendance will be responsible for the full registration fee. Substitutions are encouraged. We reserve the right to cancel this program because of insufficient registration.

*Unless otherwise specified in the program details.

This educational activity is provided by MHA Health Institute.

General Information

Each session will be recorded and available to registered attendees for 60 days after the date of the live session.

Cost

$225 per hospital for MHA members or dues-paying members of an MHA affiliated organization

$325 per hospital for nonmembers

Registration is per hospital; if more than one person from a single hospital wishes to register, please contact Karyn Bonney at kbonney@mhanet.com.

This virtual event is eligible for use of the MHA Health Institute coupon. Note: Coupons were mailed to MHA-member hospital CEOs in December 2020.

This virtual event is being offered at a reduced registration fee to MHA-member hospitals thanks to a generous contribution from the MHA Management Services Corporation.