All Politics Is Local-Unless Your Employer Is Not
Much of the legal action relative to the employer-employee relationship is at the state and local level. That is not likely to change. Indeed, if there is less “activism” at the federal level, we actually may see more activity at the state and local level. It is not a blue-state-versus-red-state issue: Some of the more “pro-employee” developments have been in ruby-red states or local jurisdictions in those states. This session will focus on recent legal developments at the state and local levels, with an emphasis on trends and how HR can not only comply with them but also anticipate them in the development and implementation of policies and practices. Particular attention will be paid to the difficulties faced by multijurisdictional employers and practical ways to address those challenges. Substantive areas of focus will include:
- Mandated paid time off.
- Mandated leave laws.
- Gender pay equality.
- The growing number of employee groups protected by discrimination laws.
- “Ban the box” and other restrictions on criminal records checks.
- Minimum-wage increases.
- Medical marijuana.
- Predictable schedules.
Jonathan A. Segal
Jonathan is a partner at Duane Morris LLP in its Employment Group. He also is the Founder and managing principal of the Duane Morris Institute, which provides training on employment issues to HR professionals, in-house counsel and other leaders.
The core of Jonathan’s practice is helping employers maximize legal compliance and minimize legal risk with regard to harassment, discrimination, retaliation and reasonable accommodations.
Over the past few years, Jonathan has focused on religion in general and antisemitism in particular. In addition to helping clients, Jonathan has delivered a number of talks on antisemitism on behalf of the EEOC as well as to field directors of the EEOC.
Jonathan has provided training to federal judges and other members of the federal judiciary on various employment issues for more than 20 years.