When used consistently and fairly employment laws assist in creating and maintaining an environment that promotes cooperation and professionalism – and prevents costly penalties and lawsuits. Are you using the current employment laws correctly? Use this essential guide to obtain definitive advice on all the phases of employment law. If it's important to you to promote a positive employment environment – and comply with the law – this is for you! Order today!

1. New Hires - Getting it Right From the Start
2. If You're Prepared to be Sued, You're Less Likelyl to be Sued
3. Employment Laws you Need to be Familiar With
4. Sensitive Issues: Substance Abuse and Leaves of Absence
5. Internal Investigations
6. Wage and Hour Issues
7. Separation of Employment

Continuing Education Credits:   

Continuing Legal Education

Credit Hrs    State    Credit Approval Expiration

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All times listed in Eastern

1. NEW HIRES - GETTING IT RIGHT FROM THE START
   11:00 - 11:30, Laurie A. Petersen
1. Job Applications: Getting the Data You Need
2. What Legally Can You Look up Online?
3. The Interview Process: How to Portray Your Message
4. Screen References Through a Filter of Reality
5. Job Offers, Terms and Conditions of Contracts
6. Orientation and Training: Keeping the "Keepers"
2. IF YOU'RE PREPARED TO BE SUED, YOU'RE LESS LIKELY TO BE SUED
   11:30 - 12:30, Kristofor L. Hanson
1. Take Inventory of Your Current Handbook and Explore New Ideas
2. Use "Employment At-Will" to Your Advantage
3. Don't be Recklessly Indifferent With Employee Training
4. Tracking of Handbook and Policy Updates Given to Employees
5. Strategies for Management Buy-In
3. EMPLOYMENT LAWS YOU NEED TO BE FAMILIAR WITH
   12:45 - 1:45, Jonathan P. Norrie
1. The Latest Employment Law Developments and How They Affect You
2. Age Discrimination and Employment Act (ADEA)
3. Americans With Disabilities Act (ADA)
4. Title VII of the Civil Rights Act and Sexual Harassment
5. Pregnancy Discrimination Act (PDA)
6. Older Workers' Benefit Protection Act (OWBPA)
7. Uniformed Services Employment Reemployment Rights Act (USERRA)
8. Family and Medical Leave Act (FMLA)
9. Fair Labor Standards Act (FLSA)
10. Social Security Mismatch Letters and I-9
11. Occupational Safety and Health Act (OSHA)
4. SENSITIVE ISSUES: SUBSTANCE ABUSE AND LEAVES OF ABSENCE
   2:15 - 3:15, Laurie A. Petersen
1. Drug and Alcohol Testing
1. Establish Control By Way of Written Policies
2. Suspicion vs. Random Testing
3. Advise, Establish and Train an Internal Medical Review Officer
4. Local Lab Options
5. Dealing With Test Results
2. Walk Softly When Dealing With "Leaves of Absence"
1. Establish Family/Medical, Victims, Disability, and Worker's Compensation Leave Policies
2. Build a Safety Net for Situations That May Arise
5. INTERNAL INVESTIGATIONS
   3:15 - 4:00, Kristofor L. Hanson
1. The New Trend of Outsourcing Investigation - Money Well Spent
2. Equal Employment Opportunity Guidelines
3. Always be Aware of What Will be Discoverable From the Investigation
4. What to do With the Evidence to Resolve the Issue
6. WAGE AND HOUR ISSUES
   4:15 - 5:00, Laurie A. Petersen
1. State-Specific Wage and Hour Laws
2. What Qualifies as Overtime
3. Differences to be Aware of: Salaried Exempt vs. Salaried Non-Exempt
4. Options for Employees Reporting Time Worked
5. Handling Deductions From Wages
6. Other
7. SEPARATION OF EMPLOYMENT
   5:00 - 6:00, Jonathan P. Norrie
1. Reviews, Warnings, Discipline and Suspensions
2. There is a Time for Termination
3. Is Your Paper Trail Ready for Possible Litigation?
4. Monetary Transactions to Discuss
5. Severance Packages
6. Separation Pay
7. The Exit Interview
8. Documents and Disclaimers

KRISTOFOR L. HANSON is an attorney with Lindner & Marsack, S.C. He represents employers in various matters before both state and federal courts, as well as administrative forums. Mr. Hanson's practice includes the defense of claims brought by employees under Title VII, the Wisconsin Fair Employment Law, Michigan's Elliott-Larsen Civil Rights Act, the Illinois Human Rights Act, the Family and Medical Leave Act, the Wisconsin Family and Medical Leave Act, the Americans with Disability Act, and the Age Discrimination in Employment Act. He is a member of the State Bar of Wisconsin (Litigation and Labor and Employment sections), American Bar Association and the Eastern District of Wisconsin Bar Association. Mr. Hanson earned his undergraduate degree from the University of Wisconsin-Whitewater and his J.D. degree, cum laude, from Marquette University.

JONATHAN P. NORRIE is an attorney with the Minneapolis litigation firm, Bassford Remele, PA, where he practices employment law, commercial litigation, municipal liability and school law. He advises and represents clients in the entire spectrum of employment law matters, including discrimination and harassment complaints, non-compete agreement disputes, wage and hour matters, ERISA litigation, and prevailing wage matters. Mr. Norrie regularly handles employment matters before federal, state and local agencies, as well as state and federal courts. He has trial, appellate and arbitration experience in employment and commercial cases. Mr. Norrie earned his B.A degree, cum laude, from Saint Olaf College and his J.D. degree, cum laude, from the University of Minnesota Law School.

LAURIE A. PETERSEN is a shareholder with the law firm of Lindner & Marsack, S.C. Her practice covers a broad spectrum of labor and employment issues, including employment policies and practices, unfair labor practices and collective bargaining, grievance and arbitration, employee discipline and discharge, immigration, employment discrimination and affirmative action, family and medical leave, wrongful termination, unemployment compensation, wage and hour, and health and safety matters. Ms. Petersen has litigated before various courts, and federal and state agencies. She has lectured on diverse employment-related subjects, such as sexual harassment, the Americans with Disabilities Act, Family and Medical Leave Act, employment discrimination, effective counseling, discipline and discharge, effective interviewing and performance evaluations, grievance and arbitration, occupational health and safety, and the development and implementation of substance abuse and affirmative action programs. Ms. Petersen has extensive experience in developing employee and supervisory training programs for her clients. She earned her J.D. degree from Marquette University Law School and is a member of the State Bar of Wisconsin.

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