Pick up the phone, or go it alone?
What’s it all about? Communication with employment counsel and your executive suite is vital to maintaining a legally compliant workplace. However, this doesn’t mean that you need a daily chat with your lawyer or your CEO on every matter! Instead, it suggests a strong understanding of which problems your HR team can safely tackle, and which questions are better left to your attorney. Shiloh Theberge opens up Tuesday’s program with a provocative look at HR’s knowledge and application of employment law, business judgment, and risk management. Engage in three creative dialogues that will help you determine the efficient employment of legal counsel: 1) An ADA reasonable accommodation request. 2) An FMLA challenge. 3) A potential whistleblower/ethics case.
Why you’ll want to participate in this session.
- Jump into the arena of HR risk management so that you are strongly positioned to know when your HR team can directly handle an employment matter and when it is best to call in your legal counsel for advice and management on an employment law issue.
- Consider what you can do at the preventive stage to mitigate the need for counsel – workplace policy creation and consistent application, a strong ethical culture, and effective hiring practices. This includes a strong understanding of how you communicate with your executive team, and how you position yourself ethically in certain workplace disputes.
- Create a roadmap for what HR should do when a potential employment law claim is brewing, and what you must do when matters have moved to formal conflict. In the process, discover how to set up a working rhythm with your organization’s attorney so that those resources are used efficiently and not excessively.
Applying for SHRM Credit and HRCI General (HR) Credit.