Virtual Learning: Getting Back to Work in the New Normal
Thank You To Our Event Sponsors:
The coronavirus pandemic forced many companies to execute employment decisions quickly out of necessity, amidst newly evolving administrative guidance and laws. With many workers anxious about returning to work and unemployment at record levels, businesses must act more deliberately when applying this still ever-evolving framework to address employee concerns. New legal risks arise as employees return to work. These challenges have created a perfect storm for administrative agencies to test new avenues for regulatory enforcement and plaintiffs’ attorneys to try new theories to challenge businesses’ decisions during and after the crisis. Employee claims have already begun. This program will survey new legal claims and administrative challenges and provide examples of legal theories, with the goal of arriving at practical risk mitigation solutions as we head into the “new normal.”
This session will address the following challenges and learning objectives:
- Attendees will learn specific procedures they should take when re-opening their companies to ensure compliance with current administrative guidance and laws
- Attendees will learn how to implement new workplace safety policies such as, frequent handwashing, temperature checks and use of disinfectants throughout the workplace.
- Attendees will learn how to balance allowing some employees to continue working from home and regulating how many employees physically work in the office or facility.
This program has been submitted for SHRM and HRCI recertification 1.0 credit hour.
June 12, 2020
Program 10:00-11:00 AM
Virtual Event- webinar link is provided in registration confirmation email
Free to everyone
Melanie Webber is a partner in the firm’s Cleveland office and serves as chair for the firm’s Women’s Initiative and Leadership Council. She represents and advises clients in all aspects of employment law, including harassment, discrimination, retaliation, and leave-related complaints.
Over her career, she has represented employers on traditional labor issues—such as union organizing campaigns, unfair labor practice charges and labor arbitrations—before administrative agencies that include the National Labor Relations Board (NLRB), the Equal Employment Opportunity Commission (EEOC) and the Ohio Civil Rights Commission (OCRC).
Melanie believes in developing positive, proactive employee relations programs (including employee opinion surveys) with her clients and can guide them through employment practice, human resource and wage-hour audits.
In addition, she helps clients develop employment handbooks and personnel policies and procedures, and provides them with valuable insight regarding potential human resource issues throughout the life cycle of employment.
An engaging speaker, Melanie frequently conducts supervisor and management trainings for employers, as well as presentations to her peers on a variety of employment law issues, including the Family and Medical Leave Act (FMLA), the Americans with Disabilities Act (ADA), the Fair Labor Standards Act (FLSA), sexual harassment and maintaining union-free status.
Sarah Moore is a partner in the firm’s Cleveland office. She enjoys a robust practice that crosses industries in the private and public sectors and routinely incorporates the insights and best practices from this diversity in experience into her work. And, she thrives on handling highly sensitive and challenging issues and regularly works hand-in-hand with her clients addressing the full spectrum of labor and employment concerns.
Sarah regularly handles labor contract negotiation and administration and has taught Labor Law and Collective Bargaining courses at the Cleveland-Marshall College of Law and Cleveland State University’s Nance College of Business Administration. Although she prefers modified bargaining, her work also includes relying on traditional and interest-based models. She has a solid record of achieving client objectives and fostering positive labor relations. While she has handled strike preparation and associated litigation, Sarah prides herself in successfully bringing all the contracts she served as the primary negotiator to conclusion without a strike.
Sarah’s litigation experience includes non-competes, breach of contract, workers’ compensation, discrimination, harassment, constitutional claims, and ERISA fund actions. She has also handled lawsuits for educational institutions and political subdivisions that involved issues in employment, labor, student discipline, special education, negligence and wrongful death.
Sarah also regularly advocates for clients before federal and state administrative agencies (e.g. Equal Employment Opportunity Commission (EEOC), National Labor Relations Board (NLRB), U.S. Department of Labor (DOL), U.S. Department of Education (DOE), Ohio Department of Education (ODE), Ohio Civil Rights Commission (OCRC), State Employment Relations Board (SERB), State Personnel Board of Review (SPBR), civil service commissions, Ohio Department of Job and Family Services (ODJFS), Ohio Bureau of Workers’ Compensation (BWC), Industrial Commission (IC), and various other regulating agencies). In Ohio, she regularly also appears before county boards of revision and the Ohio Board of Tax Appeals (BTA) regarding real estate tax valuation cases.
In the education arena, Sarah represents K-12 public, private and community schools as well as institutions of higher education. She supports schools, colleges and universities in diffusing emerging legal exposures, handling compliance concerns, and implementing short and long term strategic planning. Her work for educational institutions includes, but is not limited to, labor and employment, special education, 504 plans, Title IX, technology, social media, facilities, transportation, food service, operations, real estate valuation, and property matters.
Sarah focuses on working closely with her client’s governing boards and key administrators or executives to make sure roles are honored, goals are defined and decision-making is informed. She regularly provides customized trainings and writes on emerging topics in labor and employment. In 2016, Sarah received a Burton Award for Distinguished Legal Writing.
REASONABLE ACCOMMODATION POLICY
Cleveland SHRM is committed to the full inclusion of all its members. As part of this commitment starting January 2017, CSHRM will make every attempt to ensure that all members with disabilities are provided a reasonable accommodation to participate to the highest degree possible in all CSHRM activities. Accommodations will be provided to CSHRM members through collaborative efforts with the Cuyahoga County Board of Developmental Disabilities, local non-profits, and other community organizations to acquire accommodations that are being provided to CSHRM members.
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