Well-written job descriptions offer your employees a blueprint for success in the workplace. When done right, they clearly explain both the job and your expectations. On the other hand, job descriptions are also the first place plaintiffs’ lawyers look if they’re trying to build a case against your organization. Oftentimes they’re outdated and fail to reflect the current status of a given job. And you could face massive fines and penalties if your job descriptions don’t support the way you’ve classified employees for overtime purposes. In this workshop, you’ll learn:

• Elements that should be included in every job description
• The steps you should take when you create new job descriptions from scratch
• Red flags that could cost you big in a lawsuit
• Why your current job descriptions may not match the way you’re treating employees in terms of overtime pay and benefits—and why you need to fix this, immediately
• How to evaluate whether a given job description tends to indicate exempt or nonexempt status

Plus: You’ll have the opportunity to submit your own job descriptions for exempt/nonexempt review by our experts before the session. We can’t guarantee we’ll be able to cover every submission individually, but we’ll review the most common questions and concerns and provide tips for making your job descriptions as lawsuit-resistant as possible.

From Sarbanes-Oxley violations to petty thefts, from bias and harassment complaints to threats of violence, internal investigations are business as usual for HR professionals. But it’s important to remember that they’re a double-edged sword: You have a legal duty to promptly investigate complaints and alleged misconduct, but if you make mistakes along the way, you could wind up in even more hot water than when you started. Join us for this soup-to-nuts workshop and learn:

• The step-by-step components of a lawful, successful workplace investigation
• When you should consider bringing in outside help, from counsel and independent investigators to law enforcement officials
• How to deal with "he said, she said" witness testimony and reach a sound conclusion
• What to do when an employee comes to you with a complaint or allegation "just so you know about it" but asks you not to investigate
• How to document your investigation to reduce your legal exposure
• The most common mistakes employers make when conducting investigations—and how to avoid them

Handling employee requests for time off due to illness or injury can be one of the most difficult—and frustrating—parts of an employer’s job. That’s because a complicated array of federal laws governing family leave, workers’ compensation, and disability discrimination may come into play—each involving different rules, definitions, and obligations. And complying with one law won’t get you off the hook if an employee sues you under another. In this session, you’ll learn:

• How to determine which laws to apply—and in what order—when an employee takes leave for an injury or illness
• How the recent changes to FMLA and ADA affect your obligations
• Why a work-related injury may be covered by both workers’ comp and FMLA/CFRA
• When an injury or illness may also be defined as a protected disability
• The special rules that come into play for pregnant workers