How to Implement a Veterans Hiring Program
This session will provide an overview of best practices for implementing a veterans hiring program, including developing a robust program to recruit, screen, and select veterans with the skill sets needed in a variety of industries, while complying with Title VII, the ADA, and other federal and state employment laws. Taber will also discuss best practices on rolling out a veterans' hiring program, including EEOC guidance on hiring wounded warriors and related disability accommodations issues. You will learn: - Best practices for developing and implementing military leave policies as part of a veteran retention program under applicable federal and state laws including USERRA. - Strategies for creating a veteran-friendly work environment including tips on integrating transitioning veterans into the workplace.
Joyce E. Taber
Joyce E. Taber is a partner in Morgan Lewis's Labor and Employment Practice and is a member of the firm's Complex Employment Litigation team. Ms. Taber's practice focuses on defending corporate clients in employment litigation and wage and hour matters, including classwide allegations, in federal and state courts. Ms. Taber also represents clients before the federal Equal Employment Opportunity Commission and state/local fair employment agencies. Her practice includes litigation and client counseling under Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act, the Age Discrimination in Employment Act, the Older Workers Benefit Protection Act, the Family and Medical Leave Act, the Worker Adjustment and Retraining Notification Act, the Fair Labor Standards Act, the Uniformed Services Employment and Reemployment Rights Act, and other federal and state employment laws.
Additionally, Ms. Taber counsels employers on independent contractor classification issues, including defending independent contractor classifications before state agencies and advising clients on compliance issues associated with independent contractors reclassified as employees. Her practice also includes conducting board-level independent investigations regarding alleged code of conduct violations, workplace harassment claims, and whistleblower allegations.