Legal Briefing

 

 

 

Webinar: Document Retention:
Are You Legally Compliant?
Is Your Company Prepared to Face a Lawsuit?

One of the primary responsibilities of a human resource professional is to maintain personnel records. This key responsibility encompasses various elements such as protecting employee privacy, legally disposing of personnel records and retaining records in the instance of a lawsuit.

Implementing an organized and legally compliant document retention program is essential to a well-organized HR department and legal team. It is vital in avoiding costly litigation and legal risk for a company.

This complimentary webinar will address strategies for collecting, retaining and destroying employee documents.

Thursday, November 6, 2008 
1:00 PM - 2:00 PM

No Travel Required!

Participate from the comfort of your own office via a remote web login and audio bridge to be provided to all registrants.

For more information, click here.  Or to register and obtain log in instructions, please email Lee Watts or call at 404-582-8401.


  
In This Issue
Is GINA Your New Best Friend?
The Unwelcome Guest: When the EEOC Knocks
MINER Act is No Minor Act
Accommodating the ADA Amendments Act
Recent Media Mentions:

Articles
Is GINA Your New Best Friend?

If you carried a genetic marker indicating you will develop cancer during your lifetime, would you want to know? Even if you wanted to find out – so you could get regular checkups to catch any danger early – would you want your employer or your health insurer to know? Chances are most people would not. And Congress overwhelmingly agreed.
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The Unwelcome Guest: When the EEOC Knocks
by Joshua H. Viau

The Equal Employment Opportunity Commission (“EEOC”) enjoys great power and broad discretion in achieving its statutory goals, especially when it comes to obtaining information through on-site investigations. While a defensive attitude on the part of employers toward these investigations is justified, an evasive or overly confrontational approach to the EEOC can not only be expensive and frustrating, but can harm the reputation and good will that a business has worked hard to develop. Through a better understanding of the EEOC investigatory process, employers can effectively reduce the negative impact of this unwanted agency attention and achieve the ultimate goal of convincing the EEOC that an underlying charge of discrimination lacks merit.

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MINER Act is No Minor Act
by Stanford G. Wilson

All mine operators should be aware of tougher penalties for violations of safety rules imposed by the Mine Improvement and New Emergency Act (“MINER Act”). The MINER Act amends the Federal Mine Safety and Health Act of 1977 (“the Mine Act”) and is the biggest amendment in the Mine Act’s thirty year history.
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Accommodating the ADA Amendments Act
by Patrick L. Lail

The ADA Amendments Act (ADAAA), which has been passed by both houses of Congress with an effective date of January 1, 2009 and which President Bush has signed, will substantially broaden the scope of those considered “disabled.” This means that employers need to hone their reasonable accommodation skills and processes because more individuals will be entitled to accommodation.
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Recent Media Mentions:

"Calorie Count - More states consider menu-labeling laws" Franchise Times, October 2008, quote by Alisa P. Cleek.


 
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