Take a walk down our Main Street HR talk series. In it, we’ll cover all the legal HR basics – updated, of course, for recent legal news. Each talk will last roughly one hour with ample time for Q&A during the presentation.
But we slant our talks. Look for pointers that will help even seasoned HR practitioners. Listen up for places where having heart matters.
How come we’re the tour guides? Well, HR legal is where we live, and we love our neighborhood.
No sweat if you can’t make a talk. The slide decks will be posted here. Don’t forget that, in our talks, we go off script and share the color. You’ll miss that piece looking at our slide decks alone. Feel free to give us a shout about the details you missed.
The Right FOOT
June 30, 2017 at 12-1pm - Bush Law Firm PowerPoint Slides
Folks say: “Start out on the right foot.” In HR legal land, that’s hiring. We’ll load you up to do it right.
Our talk will cover everything from job descriptions, to job postings, to pre-employment background checks and testing, to offer letters, to employment eligibility, to onboarding paperwork. Shoot, we’ll even discuss how to set initial pay and tackle the thorny question: “Can initial pay account for the candidate’s pay on the last job?” Pay discrimination claims lurk there.
Documenting performance Management:
THE RED-HEADED STEPCHILD
August 11, 2017 at 12-1pm - Bush Law Firm PowerPoint Slides
Nobody loves to document performance issues. It’s HR’s red-headed stepchild. (Sorry if you’re one, my wife is. Love to her!)
Come on out to hear about what to document, when to document it, how to decide the severity of the discipline meted out, how to document it and how to deliver it to the employee. We’ll even dive deeper. Are annual evaluations dead? How about progressive discipline policies? How do you get a weak manager back on track documenting his team’s performance? What red flags might make you think about calling in HR legal?
Escargot and employee lawsuits:
Best gulped down fast?
October 6, 2017 at 12-1pm - Bush Law Firm PowerPoint Slides
Legal defense costs can be out of whack on employee claims, motivating companies to settle for more than they’d like. Instead of a lawsuit dragging on for years while defense costs mount, is there a faster way? Sometimes there is. How you resolve the dispute – jury, judge or arbitrator – matters. So does your counsel’s litigation strategy. Let’s talk it out. We’ll also check out the latest from SCOTUS and the federal courts on how to tweak an arbitration policy to get the most out of it, like having employees waive their right to band together in a class action or sharply limiting discovery.
THE crash course
November 17, 2017 at 12-1pm - Bush Law Firm PowerPoint Slides
Got an employee handbook? Good. Every handbook could use a refresher. We’ll talk you through the places where recent legal changes have left you exposed – along with some lesser-known policies that can pay off big-time.
No handbook? No worries. You’ll get on the road to recovery.
That Plaintiff's Counsel is begging you to do
May 18th, 2018 at 8-9am - Bush Law Firm PowerPoint Slides
Sneaking through the bushes. That’s what we called interviewing employees as potential clients – at least back in my old days as plaintiff’s counsel. Now, I’m reformed and a 100% company man. Want to hear what the plaintiff’s lawyers talk about around the campfire? I’ll gladly spill the beans on the common mistakes that plaintiff’s counsel desperately wants you to make, then help you see a better way.
On The Record (Strictly)
June 29th, 2018 at 12-1p - Bush Law Firm PowerPoint Slides
The fruit of an investigation is helpful only if it gets respect in court. Witnesses sometimes crawfish on their story, and judges can toss out evidence. Both can be devastating. How HR handles witnesses and documents evidence in an investigation can make or break the defense. Sounds like CSI? It is. Let's talk it out.
July 18th, 2018 at 12-1p - Bush Law Firm PowerPoint Slides
That’s a wrap. All the witnesses have been interviewed, the notes taken and you’re ready to write your final report and recommendations. Don’t blow it now! What you write and how you write it could come back to bite you. We’ll get you squared away.
the Complaining Employee
The investigation is done, and you’ve decided how to fairly address the employee’s complaint. Don’t step in it now. The way HR conveys the investigation result and manages the aftermath can hand the employee ammo for a retaliation claim. No doubt, working with an employee who took a complaint to HR can be tough. The EEOC has weighed in on how to prevent retaliation with “guidance.” Government enforcers (and juries) may judge HR’s actions against the EEOC’s best practices. Get ready.