Registration is now open for the Annual Liebert Cassidy Whitmore Public Sector Employment Law Conference, which takes in Palm Desert on Thursday & Friday, January 24-25, with an optional pre-conference session on Wednesday, January 23. The conference is geared towards Public Agency Management and includes a variety of informative and engaging presentations that offer practical lessons for success in the workplace.
The conference is designed to help participants learn and apply best practices within Retirement, Health & Disability; Labor Relations & Negotiations; Employment Relations; FLSA/Wage & Hour; Litigation & Investigations; and Public Safety. Some of the sessions include:
- NOW THERE IS JANUS AND SB866: HOW WILL THESE EVOLVE AND AFFECT LABOR RELATIONS?
- It was a big year in the labor relations world with the US Supreme Court decision in Janus v AFSCME and the almost simultaneous approval of SB 866. In this session we review what we’ve learned since June 27, 2018 and what we see on the horizon. Managing the labor relationship is tricky and that continues to be a challenge – hear our tips for success and strategies 3A for resolving issues in this new labor relations world.
- FREE SPEECH IN WORKPLACE – COLD HARD FACTS IN A HOT POLITICAL AND SOCIAL CLIMATE
- In today’s volatile political climate, the issue of free speech is a hot topic for public agencies. Speech pertaining to “hot button” political and social issues can boil over into the workplace, impacting an agency both internally and externally. The ease and availability of social media only adds to the danger facing public agencies. Whether in the office, at work-sanctioned events, or on social media, this presentation will focus on the very latest developments of First Amendment law and will use real-life case studies to explore how to navigate free speech issues during tumultuous times. We will provide the cold hard facts for when workplace speech heats up so as to help you and your agency keep your cool.
- THE WILD RIDE OF COMPENSATION FOR TRAINING & TRAVEL TIME
- Are you on a plane or train? Are you a passenger or the driver? Is it during work hours? Are you a general law or charter agency? Is it voluntary? The maze of questions and answers that you need to know in order to compensate employees for training and travel time can be complicated. Let us provide you with a roadmap and the rationale for complying with this area of the FLSA.
- #METOO2.0: A GUIDE TO THE 2019 CHANGES TO WORKPLACE HARASSMENT LAWS
- In response to the #Me Too movement, the California Legislature enacted a jaw-dropping number of bills that expand protections for employees claiming workplace harassment under the Fair Employment and Housing Act (FEHA), and make it much easier for employees to file, litigate and win harassment and retaliation claims. The legal standards have changed, from who can be personally liable for unlawful retaliation, to what constitutes severe and pervasive harassment, to the ability of an employer to show it has promptly responded to claims of harassment. The bills also limit employers’ ability to enter into nondisclosure and confidentiality agreements relating to claims of harassment and sex discrimination. Training requirements have also been expanded to include nonsupervisory employees. These new laws will have a substantial impact on existing and future FEHA litigation and what agencies must do to protect against liability. The New Year is upon us: be ready to help steer your agency through this much-changed harassment and retaliation landscape.
- PUBLIC SAFETY LABOR NEGOTIATIONS
- Negotiating for Police and Fire labor agreements offers a slightly different experience than with nonsafety bargaining units. This session will explore the unique public safety areas including FLSA, safety special compensation, retirement, POBR/FOBR, disciplinary appeals, and other subjects that arise during public safety sessions. Challenges with governing body interaction/philosophy around public safety and balancing public safety negotiations alongside non-safety negotiations requires strategic planning and careful contract language development. Hear from two of LCW’s experienced negotiators on tips from the trenches.
- HOW TO SUCCESSFULLY IMPLEMENT AND DEFEND A LIGHT OR MODIFIED DUTY ASSIGNMENT FOR TEMPORARILY INJURED OR ILL EMPLOYEES.
- This presentation will discuss the legal issues related to modified/light duty policies and provide best practices for implementing and administering them. It will also address what are and are not appropriate modified/light duty assignments, how modified/light duty assignments interact with other statutory rights an injured employee may have such as disability retirement and ADA/FEHA. Finally, we will discuss how and when to discontinue a modified/light duty assignment when it becomes apparent that such an accommodation is no longer effective.
We hope you can join us and look forward to seeing you!