Crafting Nondiscriminatory Policies
and Enforceable Release Agreements
***New Supreme Court Ruling Forces Employers
to Prove They Didn't Discriminate in Layoffs***
CD of Teleconference with Q&A
Click here for program outline
Conducted on Thursday, August 28, 2008
Now available on CD
Sponsored by the Legal Publishing Group of Strafford Publications
Employment Law Teleconference Advisory Board
A struggling U.S. economy means that reductions in force (RIFs) are a routine part of business. Employers find RIFs daunting, both in dealing with employee issues and in protecting the company from legal liability.
Employers may offer severance benefits to terminated employees in exchange for an agreement to release the company from legal claims related to the RIF. However, courts are increasingly invalidating such agreements.
Attorneys representing employers must fully understand the potential liability for RIFs gone wrong in order to advise employers on policies and procedures that will minimize the legal risks of conducting layoffs.
Listen as our panel of employment law attorneys offers best practices for planning and executing a RIF, including crafting enforceable employee releases to avoid or minimize employer liability.
The panel included:
Robert W. Ashmore, Partner, Fisher & Phillips, Atlanta. He represents employers in labor and employment law and has extensive experience handling reductions in force. He is a frequent speaker on labor and employment law topics.
Karen G. Schanfield, Attorney, Fredrikson & Byron, Minneapolis. She represents and advises employers in all aspects of labor and employment law. She is a frequent lecturer and author on employment law topics.
David J. Murphy, Partner, Morrison & Foerster, Palo Alto, Calif. He represents management regarding the employment aspects of mergers, acquisitions, restructuring and outsourcing; wrongful termination; discrimination; and "whistleblower" and harassment claims.
The panel reviewed these and other key questions:
- What steps should an employer take during the planning and implementation of a RIF to protect the company from liability for discrimination?
- What does the Age Discrimination in Employment Act require for employee releases?
- What are some best practices for drafting employee releases that will stand up to court scrutiny?
TELECONFERENCE CD
Purchase a CD-ROM of the full conference proceedings, including Q&A and PDF files of all handouts (available 10 days after the program).
- Regular Price - $297 (plus $9.45 S&H)
- With Teleconference Registration – an additional $75 (plus $9.45 S&H)
CLE credit is available for an additional $65 each for attorneys seeking CLE credits for NY or CT.
Other states may grant CLE credits for listening to this CD - check with your state about applying for self-study credit on CD-listening.