Registration and Continental Breakfast (provided)
Welcome and Greeting
Lyle Hanna, SPHR, SHRM-SCP, President and CEO, Hanna Resource Group
Updates on FMLA, ADA and GINA
Mauritia G. Kamer, Member, Steptoe & Johnson PLLC
We will examine the meaning of “qualified,” including the evidence that courts are using to determine what is an "essential function," the importance of up-to-date job descriptions, whether handling job stress, and getting along with co-workers are considered “essential”. In addition, we will discuss developments on the definition of what is a “reasonable accommodation,” what sparks the interactive process, telecommuting requests, and providing an irritant-free workplace. FMLA update will include a review of recent decisions on the importance of clear and accurate communications and tips for managing intermittent leave abuse. This session will also include an update on GINA.
Wage and Hour Update – Something Old, Something New, Something Borrowed, Something Blue
Kyle D. Johnson, Member, Frost Brown Todd LLC
Wage and hour rules continue to change. Some old rules are returning. Some are new. Compliance with wage and hours laws continues to increase in importance and gets a little harder each year. This program will provide an update on the status of recent and proposed changes and other developments in wage and hour law. You’ll receive practical day-to-day advice for employers of all sizes and industries.
Fostering a Harassment-Free Workplace
LaToi D. Mayo, Shareholder, Littler Mendelson P. C.
Concerns about misconduct and harassment in the workplace have grown more acute following the recent wave of sexual harassment scandals. You don’t need to be in Hollywood or Washington, D.C. to feel the ripple effect from the upsurge of workplace sexual harassment claims. Now, more than ever, employers and HR professionals must be proactive in fostering a harassment-free workplace and be knowledgeable about what to do when harassment claims are made. This session will provide you a legal update on the current state of harassment laws and give you practical recommendations for managing and preventing harassment in your organization along with responding to harassment complaints with best practices surrounding confidentiality in investigations and settlements.
Do You Really Have Zero Tolerance for Workplace Violence?
George Adams, Partner, Fisher Phillips
People often think of “active shooters” when they hear the phrase “workplace violence,” but the vast majority of WPV does not involve shooting. Most employers have a policy prohibiting WPV, and some even have “zero tolerance” policies. Unfortunately, many employers either do not have effective policies, do not understand what “zero tolerance” means, do not consistently enforce their policies, do little or nothing to support the policy, do not respond effectively to reports of WPV, or suffer from some combination of these maladies. Odds are you could be doing more to prevent and remedy the most common types of workplace violence. This presentation covers a wide range of issues, including understanding sources of WPV and legal liability for WPV, developing and applying effective WPV policies and procedures, tips for identifying and handling violent employees, and considerations for protecting employees in special situations.
Employee Benefits Update: The Secure Act
Benjamin J. Evans, Partner, Denton Bingham Greenebaum Doll LLP
Employers offering retirement and group health benefits to their employees face both challenges and opportunities given the current regulatory climate and continuing significant increases in health care costs. Recent cases introduced considerable uncertainty in certain key areas of employee benefits law. This session will review recent improvements in the Internal Revenue Service’s voluntary compliance programs. This session will describe anticipated changes in the annual requirement to file Form 5500, Annual Report/Return for Employee Benefit Plan. This session will discuss recent enforcement trends concerning missing participants. Also, this session will consider the effects of litigation challenging the constitutionality of the Affordable Care Act and invalidating the EEOC’s wellness program regulation. Further trends in ERISA litigation will be noted. The session will conclude by examining various new strategies to reduce the cost of furnishing group health coverage to employees.
Inspect Your HR Department —Before Someone Else Does!
Autumn Morris, SHRM-SCP, Consultant – HR Assessments and Analytics, Hanna Resource Group
Chase Adams, Manager of Organization Development, Hanna Resource Group
Allison Pettrey, Manager of HR Outsourcing, Hanna Resource Group
32nd Annual Kentucky Human Resources Update adjourns