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Course Details

Course Information
  • smart_display Format

    On-Demand

  • signal_cellular_alt Difficulty Level

  • work Practice Area

    Employment and Workers Comp

Date & Time
  • event Date

    Tuesday, February 25, 2020

  • schedule Time

    1:00 p.m. ET./10:00 a.m. PT

  • timer Program Length

    90 minutes

Credit Information

  • This 90-minute webinar is eligible in most states for 1.5 CLE credits.

$297.00
CLE
ALL

This CLE course will deepen the in-house counsel, general counsel and employment lawyer's understanding workplace violence and the complex web of state and federal laws and regulations designed to address the issue. Further, the panel will provide education and guidance on how to protect clients from exposure and employees from harm.

Faculty

Jay A. Zweig
Partner
Ballard Spahr LLP

Mr. Zweig has 25 years of experience practicing employment law and commercial litigation. He assists employers with human resources policies, confidentiality and noncompete agreements, wage-and-hour, FMLA, COVID-19 employment issues and leave law issues, whistleblower cases, sexual harassment and employment discrimination administrative charges and litigation, internal investigations, ADA matters, and OSHA citations. He has been lead counsel in federal and state court trials for clients ranging from startups to Fortune 100 companies. Mr. Zweig is a frequent speaker for local and national organizations on equality in the workplace, sexual harassment and workplace violence prevention, and on enforcing noncompete and non-solicitation agreements.

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Lindsey Conrad Kennedy
Attorney
Eckert Seamans, LLC

Ms. Kennedy helps employers navigate the labor and employment laws governing their relationships with their workforce. Whether she is counseling multi-state employers on leave of absence management, litigating a restrictive covenant case seeking emergency relief, investigating an internal #metoo complaint, or negotiating an executive employment agreement, she takes a proactive, business-minded approach to addressing these and other complex problems. Ms. Kennedy's experience includes both counseling and litigation under the major federal and state laws governing employment relationships. In addition to employment-related matters, she has also represented management in traditional labor matters.

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Description

There are about two million incidents of workplace violence each year, resulting in thousands of serious injuries and hundreds of deaths. Violent acts involve former and current employees against other employees, customers against an employee (or the reverse), and even domestic violence spilling over into the place of business.

In addition to the disruption in the workplace and human resources issues related to providing a safe work environment, employers are subject to multiple levels of legal scrutiny on this issue. OSHA is the primary source of federal regulation, publishing guidelines and recommendations. Varying state agencies (depending on the state) also occupy the field. Moreover, companies face liability under a wide variety of common law theories, including negligent hiring and retention, and responsibility for the acts of agents.

Employment counsel must play a pivotal role in both protecting a client's employees from harm, while at the same time protecting the client from liability. Agencies such as OSHA provide recommended steps, and courts have provided parameters of employer actions that will be the basis of claims or can mitigate liability.

Listen as the panel provides advice and guidance designed to protect employees from harm and employers from legal exposure. The webinar will review relevant regulatory and case authorities and offer real-world guidance on this tragic subject.

Outline

  1. Different types of workplace violence influencing employer duties
  2. Sources of duty and liability
  3. Preventative steps
  4. Response planning to minimize harm and damage

Benefits

The panel will review these and other essential matters

  • What is the scope of duties regarding workplace violence?
  • What are the federal and state legal principles involved?
  • What are the steps an employer must take to address the issue?
  • What security training and outside resources should a responsible employer have as part of its operations?