2022 EMPLOYMENT LAW UPDATE – 41st ANNUAL ADVANCED CONFERENCE
This conference is an annual exploration of the most significant developments in labor and employment law, as well as new legislation and emerging trends. Over two days, you will review cases that have recently been decided in district, appellate courts and the U.S. Supreme Court. We will discuss how those decisions impact what employers need to be doing to conform with these decisions.
Designed for experienced employee relations/human resources professionals and attorneys, the 2022 Employment Law Update – 41st Annual Conference features superb faculty, important topics, and great peer networking opportunities. A not-to-be-missed conference!
Learning objectives for this conference include:
- You will better understand how to analyze and evaluate the relationship between federal regulations and the needs of your organization; and how they relate to maintaining appropriate relationships and working conditions.
- Ensuring your organizational personnel and management policies and practices conform to these various regulations.
- Be able solve problems that require more context and deeper analytical thinking.
ENROLL NOW
Conference Tuition: $1,575
All IAML programs are presented at attractive destination locations nationwide. They are also available in-house for you and your team. Learn more.
Please note: Because of the dynamic changes taking place in employment law, IAML will make every effort to ensure that the program content presented is timely and includes all new significant developments in the area of employment law. Therefore, we reserve the right to modify the curriculum and/or instructors when such changes are deemed beneficial.
2022 topics include:
Biden Administration Labor and Employment Law Proposed Legislation
During the 2020 Presidential campaign, candidate Biden consistently emphasized his strong support for organized labor and for “good, high-paying union jobs.” The U.S. House of Representative has already passed by a vote of 225-206 the Protecting the Right to Organize Act (PRO Act). The legislation will now go to the Senate. If the Senate were to pass it, the PRO Act would effectuate the most dramatic change in federal labor law since the Taft-Hartley Act in 1947. The legislation is designed to make it easier for unions to organize and to expand the groups and categories of employees who are eligible to unionize.
On February 25, 2021, the Workforce Mobility Act was introduced in the U.S. Senate and the House of Representatives. The bill, at least in the Senate, has bi-partisan support. If enacted into law, it would greatly limit employers’ ability to require employees to enter into non-compete agreements and other restrictive covenants.
At the program, John will give an update on the status of both bills and will outline the specific provisions of both.
The Biden NLRB: Back to the Future
Since the passage of the National Labor Relations Act in 1935, no NLRB in history issued as many rules and decisions changing federal law than did the Obama Board. No Labor Board in history reversed as many decisions than did the Trump NLRB. Since January 20, 2021 (Inauguration Day), no Board has moved so quickly to undo a predecessor Board than has the Biden Board. What has happened so far? What can employers expect in the future? And what should they do to prepare? John will lead a discussion of all of these issues.
Supreme Court Extends Title VII Protection to LGBTQ Employees and Applicants
In Bostock v. Clayton County, Georgia, No. 17 – 1618 (S. Ct. June 15, 2020), the U.S. Supreme Court decided (6-3) that Title VII’s prohibition of discrimination “because of sex” applies to and protects LGBTQ employees and applicants. Because of the case’s importance, John will review the facts in detail, as well the effects it will have in the workplace. What, if anything, does Bostock change for employers and employees?
The Post-COVID Workplace of the Future – – What Will It Be Like?
Pre-COVID “normal” and post-COVID “normal” will be different for everyone, and probably more so in the workplace than anyplace else. Issues of masks, social-distancing, group settings, hand-washing and workplace cleaning/sanitizing are already known. But what effect will COVID have on issues such as work-scheduling, attendance policies, attendance bonuses, office-area configurations, work-from-home policies, workers’ compensation, performance-evaluation criteria, union organizing, overtime and minimum wage, interviewing job applicants, discipline or discharge meetings, Weingarten rights, employer functions and outings, harassment, business travel, use of staffing companies, leaves of absence and employee morale/team-building? John will lead the discussion, but it is hoped this session will be highly interactive with participants sharing their own experiences and issues for the benefit of all attendees.
What’s Happening with ADA and FMLA?
There have, over the last 18 months, been several new developments and court decisions on reasonable accommodation, essential job functions, the interaction between ADA and FMLA, intermittent leave and others. John will provide an up-to-the-minute update.
Retaliation…..Whistleblowers……..It Never Ends!
The U.S. Equal Employment Opportunity Commission reports that of all the charges it now receives, more allege retaliation than any other form of discrimination. And every year it receives more retaliation charges than it received the preceding year. It will only get worse from here. Is there anything an employer can do to reduce the risk? John will address that question and will also explain the reasons for the avalanche of retaliation claims.
Updates on the Following:
- Sexual and other harassment
- States legalizing marijuana
- Age discrimination
- Overtime cases and collective actions under FLSA
- Other important legal developments
- Investigations
VIEW BROCHURE
Learn more about the conference.
IAML’s faculty is a veritable “who’s who” of leading attorneys and consultants with excellent academic credentials and extensive real world experience. Each member has enjoyed high ratings for their presentation skills and is an industry thought leader who inspires and shares our focus of ensuring the highest quality training programs available.
“Absolutely the best training I have ever attended. Ray Deeny is a fabulous instructor. His cutting edge knowledge and information made learning fun. Time flew by, left me wanting more.”
“I get more from these 2 days of interaction than in any other seminar. Will be sending many in my group to IAML offerings this year. Ray has amazing knowledge and his style allows for great interactive discussions and debates.”
“This conference was simply outstanding! This well-balanced program of case review and discussion adds so much value to any business. I strongly recommend this program to any business wishing to mitigate potential risk. Instructor was awesome!”
“The Advanced Employment Law Conference is the one conference I go to every year. I have always walked away with information I could apply immediately. There is no other seminar that is as timely and thorough as this one!”
SHRM has pre-approved this seminar for Professional Development Credits (PDCs) toward SHRM-CP℠ or SHRM-SCP℠ Certifications.
IAML is a recognized provider of recertification credits. HR Certification Institute® has pre-approved these programs towards aPHR™, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification.
IAML certifies that this activity conforms to the standards for approved education activities prescribed by the minimum continuing legal education rules and regulations of the states listed below.
Credit hours are based on attendance in the full 2 day seminar. If you don’t see what you’re looking for, please email us or call 949-760-1700.
Society of Human Resource Management (SHRM)
The Institute for Applied Management & Law, Inc. is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CP or SHRM-SCP. This 2 day program has been approved for 13 PDCs.
HR Certification Institute (HRCI)
This 2 day program has been approved for 13 HR recertification credit hours toward PHR and SPHR recertification through the HR Certification Institute (HRCI).
Continuing legal education (additional fees for CLE application and/or reporting fees may apply):
*The states listed below have been approved for 2021. We will be submitting 2022 programs for approval from these states.
Alabama
The Mandatory Continuing Legal Education Commission of the Alabama State Bar has approved this 2-day conference for 13 hours.
Alaska
Alaska Bar members may claim credit for attendance at CLE programs offered in or from other jurisdictions if the program has been accredited by another CLE jurisdiction (which includes California.) The State Bar of California has approved this program for 13 hours.
Arizona
The State Bar of Arizona does not approve or accredit CLE activities for the Mandatory Continuing Legal Education requirement. This activity may qualify for up to 13 hours toward your annual CLE requirement for the State Bar of Arizona.
Arkansas
The Supreme Court of Arkansas Office of Professional Programs has approved this 2 day program for 13 hours.
California
This activity has been approved for Minimum Continuing Legal Education credits by the State Bar of California in the amount of 13 credit hours. IAML certifies that this activity conforms to the standards for approved education activities prescribed by the rules and regulations of the State Bar of California governing minimum, continuing legal education.
Florida
Florida Bar members may claim credit for attendance at CLE programs offered in or from other jurisdictions if the program has been accredited by another MCLE jurisdiction (which includes California.) This program has been approved by the State Bar of California for 13 hours. Florida credits are based on a 50-minute hour, therefore this course is eligible for 15.5 MCLE credit hours.
Georgia
The Georgia Commission on Continuing Lawyer Competency has approved this 2 day conference for 13 regular CLE hours.
Hawaii
Attorneys licensed in Hawaii who attend a course that has been approved for credit by a Hawaii State Bar approved jurisdiction (which includes California) may claim the CLE credits from the course or activity without seeking prior Board approval for the course or activity. This program has been approved by the State Bar of California for 13 hours.
Maine
Maine attorneys are eligible to receive 13 credit hours for this program through Maine’s reciprocity provision that allows credit hours for courses or activities approved by another MCLE state (which includes California) and certified by that state’s CLE regulatory authority will be accepted for identical credit by the Board of Overseers of the Bar in Maine.
Minnesota
This course has been submitted to the Minnesota Board of CLE for 13 credit hours.
Mississippi
The Mississippi Commission on CLE has approved this conference for 13 MCLE credit hours.
Missouri
This course has been approved by the Missouri State Bar for 15.6 hours.
New Hampshire
NHMCLE does not approve or accredit CLE activities for the New Hampshire MCLE requirement. IAML believes this course meets the requirements of New Hampshire Supreme Court Rule 53 and may qualify for 780 minutes (15.5 hours) toward the annual NHMCLE requirement. New Hampshire attendees must self-determine whether a program is eligible for credit, and self-report their attendance.
New Jersey
Attorneys licensed in New Jersey who attend an out-of-state CLE course that has been approved for credit by a New Jersey State Bar approved jurisdiction (which includes California) may claim the CLE credits from the course or activity without seeking prior Board approval for the course or activity. This program has been approved by the State Bar of California for 13 hours.
New York
An attorney completing an eligible Approved Jurisdiction course (which includes California) may claim 15.5 hours of New York CLE credit in accordance with the requirements of the Program Rules, Regulations and Guidelines. This program has been approved by the State Bar of California.
North Carolina
This course has been submitted to the North Carolina State Bar Board of Continuing Legal Education for 13 hours.
North Dakota
This course has been submitted to the North Dakota Commission for CLE for 13 credit hours.
Ohio
This course has been approved by the Supreme Court of Ohio Commission on Continuing Legal Education for 13 hours.
Oklahoma
This conference has beeen approved by the Oklahoma MCLE Commission for 15.5 hours.
Pennsylvania
This activity has been approved for Minimum Continuing Legal Education credit by the State Bar of Pennsylvania in the amount of 13 credit hours. IAML certifies that this activity conforms to the standards for approved education activities prescribed by the rules and regulations of the State Bar of Pennsylvania governing minimum continuing legal education.
Tennessee
This Tennessee Commission on Continuing Legal Education & Specialization has approved this program for 13.0 credit hours.
Utah
This course has been submitted to the Utah State Board of CLE for 13 credit hours.
Vermont
This course has been submitted to the Vermont Supreme Court Board of Bar Examiners for 13 credit hours.
West Virginia
This course has been submitted to the West Virginia CLE Commission for CLE for 15.5 credit hours.
Wisconsin
This course has been submitted to the Supreme Court of Wisconsin Board of Bar Examiners for 15.5 credit hours.
YOUR SATISFACTION IS GUARANTEED
We're confident you're going to find this program to be highly beneficial and a fantastic use of your training budget! If, for any reason, you aren't completely satisfied, we will reimburse your tuition costs.
The fee for the full 2 day 2022 Employment Law Update – 41st Annual Advanced Conference is $1,575.
The fee includes extensive, specially prepared seminar materials, coffee breaks, and a reception the first day. (Breakfast/lunch/dinner are on your own.)
While registrations may be accepted within the two weeks prior to the beginning of the seminar, we suggest that you call IAML to confirm space availability.
Are you eligible for a discount?
Registrants who have participated in a previous Employment Law Update Conference are entitled to a $100.00 discount, upon request at the time of registration.
Once an organization has enrolled a representative in any 2022 Employment Law Update Conference, subsequent 2022 Employment Law Update Conference registrants from the same organization are entitled to a $50.00 discount, upon request at the time of registration.
To receive the discount, participants need not attend the same location or date. Discounts must be requested at the time of registration and are not combinable with other discount offers.
Very attractive discounts are available to organizations which send 5 or more participants to IAML seminars in any 12 month period. Participants do not necessarily need to attend the seminar at the same location or time.
Your policy requires payment two weeks in advance. Can I register for a program that is taking place in less than two weeks?
Yes, based on space availability. You will be asked for a credit card number at the time of registration, or you may be asked to send a check via overnight mail. Because IAML’s cancellation policy requires written notification at least two weeks in advance, by registering for a program less than two weeks in advance you are liable for the entire fee, even if you do not attend.
What is your cancellation/transfer policy?
Participants will receive a full refund of any fees paid if IAML receives written notification that they will be unable to attend at least two weeks prior to their program’s starting date. Otherwise, participants are liable for the entire fee. Registrants requesting a transfer to another program within this two week period will be charged an additional fee of $150.00. You may substitute an associate at any time at no additional fee.
Is the hotel included in my enrollment fee?
You are responsible for making your own hotel reservation. IAML has made arrangements for participants to receive discounted room rates at the hotels where the seminars will be held. To reserve a room at our special rate you must make your reservation at least 35 days in advance of the seminar. If you experience any difficulty in making your hotel reservation, even if it’s less than 35 days in advance please call IAML, we may be able to assist you in securing a room at the seminar hotel.
