Summary of Program
Companies and their employees widely use social media in their daily business activities. These networking sites are used by employees to communicate with one another as well as current and potential customers. However, the use of social media may occasionally adversely impact an employer’s business or present other legal risks. What should
Summary of Program
Join the attorneys from Weintraub Tobin’s Workplace Investigations Unit (Beth West, Vida Thomas and Meagan Bainbridge) as they discuss the fundamentals of an effective workplace investigation.
Program Highlights
At a time when the world is reading about Bruce Jenner’s gender transition to Caitlyn Jenner, the federal Occupational Safety and Health Association (OSHA) has issued its best practices guidelines regarding providing restroom access for transgender employees.
In summary, here is what OSHA says:
The employee should determine the most appropriate and safest option for
Employer-sponsored “wellness programs” have become very popular, and are touted for the potential benefits to employees and employers alike: reduced absenteeism, lowered health care costs, reduced injuries, improved morale and productivity. But are these programs compliant with the ADA and other federal laws?
The U.S. Equal Employment Opportunity Commission (“EEOC”) has issued proposed regulations that are hoped to help employers make the most out of wellness programs while complying with the Americans with Disabilities Act (“ADA”). The EEOC is also publishing a fact sheet for small businesses and a “Q&A” for the general public.
Key points from the guidelines:
Employers covered by the ADA (i.e. with 15 or more employees), who generally are restricted from collecting medical information from employees under the ADA, can do so as part of a wellness program. The wellness program must be designed to promote health and prevent disease, and must have a “reasonable chance” of improving health or prevent disease. If it is, an employer may conduct voluntary medical examinations, including voluntary medical histories, as part of an employee health program available to employees, but still must comply with the ADA, including non-discrimination, reasonable accommodation, and confidentiality requirements.
Continue Reading EEOC Weighs in on Employer Wellness Programs
In a time where employees are using personal devices and cell phones for work, and employers permit employees to use computer and phone systems for “incidental” personal reasons, confusion can arise over who owns the devices or the information transmitted over the device. This confusion can create liability and potential problems for employers, such as whether an employer is obligated to pay for any part of an employee’s personal phone, and what devices and information must be provided by the employer in a lawsuit. Please join us for an informative overview of the potential dangers and strategies employers may be able to use to help manage these pitfalls and risks.
About Our Speaker
Shauna Correia | Weintraub Tobin
Shauna Correia is of counsel in the firm’s Labor & Employment and Litigation groups. Shauna is licensed to practice in state and federal court in both California and Nevada. Her employment practice focuses on the defense of employers against wrongful termination, wage and hour, discrimination, intentional tort, civil rights, and leave law claims. She is an accomplished negotiator and experienced trial attorney. She also drafts and negotiates executive employment, partnership and shareholder agreements and reviews and revises employee handbooks and policies. In addition to litigating and negotiating resolution of active disputes, many of Shauna’s clients rely on her for her advisory and risk-management capacities, and her ability to find ways to reduce exposure or avoid litigation.
Continue Reading SEAC Webinar: Yours, Mine and Ours: Legal Issues Surrounding Personal and Employer Property
