Este curso examina la intersección entre la inteligencia artificial y la ley laboral, enfocándose en los desafíos legales, éticos y regulatorios del uso de la IA en decisiones de contratación, promoción y despido. Los participantes aprenderán sobre los riesgos emergentes relacionados con el sesgo algorítmico y descubrirán las mejores prácticas para garantizar el cumplimiento de las leyes antifracaso locales y federales. Ampliando estos conceptos, el curso profundiza en cómo estas tecnologías modifican las prácticas tradicionales en el empleo y la importancia de implementar soluciones que minimicen los riesgos legales. Mediante el análisis de situaciones reales y ejemplos prácticos, los asistentes estarán mejor preparados para detectar y afrontar posibles implicaciones jurídicas en el uso de tecnología de IA, asegurando un entorno laboral justo y equitativo.

This course explores the intersection of artificial intelligence and employment law, focusing on the legal, ethical, and regulatory challenges of using AI in hiring, promotion, and termination decisions. Participants will learn about emerging risks related to algorithmic bias and discover best practices for ensuring compliance with federal and local anti-discrimination laws. Building on this foundation, the course offers an in-depth examination of how these AI-driven processes impact workplace fairness and organizational policies. Through expert-led discussions and real-world examples, attendees will be equipped to identify potential legal pitfalls in AI deployments and understand the evolving legal standards that safeguard employee rights. The curriculum emphasizes critical thinking about the balance between innovative technology and the protection of fundamental labor rights in a rapidly changing regulatory environment.

Allegations of harassment or workplace discrimination can be deeply damaging to any organization. These issues arise when an employer engages in, tolerates, or fails to address a work environment that is hostile, intimidating, or offensive. Harassment includes any unwelcome conduct that disrupts an employee’s ability to perform their job or creates a toxic workplace atmosphere.

Just months into the year, benefits practitioners are already facing a (brave?) new world. The 2024 election, combined with the Supreme Court’s landmark decision in Loper Bright, could significantly reshape the legal and regulatory framework for retirement plans. These developments may introduce new challenges and opportunities for plan sponsors, fiduciaries, and practitioners for years to come. Join our expert panel of benefits practitioners for an insightful, 90-minute discussion on how shifting administrative policies, judicial rulings, and legislative initiatives are affecting retirement plans today.

Today’s employer-sponsored health plans are more customized and cutting-edge than ever before. Congress, federal agencies, and states are responding at lightning speed to regulate new developments – and these new rules are constantly changing, often with informal guidance and court orders. Employees are sharing trends from their own employer plans (and their opinions of these trends) in real-time. It can be hard to keep up. In this webcast, three experienced benefits lawyers will break down the latest benefit designs they are seeing, real-life questions they are receiving from plan sponsors, and issues to consider to help plans navigate these shifting seas.

The new Administration is making a swift and sweeping impact on the workplace through a wave of executive orders, touching on critical areas such as DEI, affirmative action, and immigration, with more directives expected to follow. Beyond policy changes, the Administration has moved quickly to reshape leadership by removing sitting commissioners from the EEOC and NLRB, thereby limiting key agency functions. These abrupt shifts in federal agency priorities are already reshaping the regulatory landscape and introducing fresh legal and practical challenges for employers. Successfully navigating this evolving environment, all while maintaining strong employee relations, will require a sharp focus on both the current and emerging legal framework. As employer counsel, understanding what’s happening now and what lies ahead is essential.

Counsel for employers and employees grapple daily with how to engage in the interactive process under the Americans with Disabilities Act (ADA) and parallel state law. The process has been complicated by the evolving workplace layered on top of new leave statutes and the post-pandemic work environment. Employment lawyers must advise clients about medical leave, remote work, and workplace redesign in the context of determining the rights of employees with disabilities seeking accommodations.

Job descriptions are a critical tool for employers. If well drafted, job descriptions objectively define the expectations for the position, while ensuring that the employee understands the lens via which performance will be evaluated. This transparency enables the employer and the employee to have a mutual understanding of their employment relationship. Ensuring that job descriptions describe the position’s essential functions is key as job descriptions should be at the front and center of reasonable accommodation discussions. Defining the essential functions for the position in the job description allows for a productive interactive dialogue and maximizes the opportunity to preserve the employment relationship. Conversely, not having well-drafted job descriptions can be detrimental to the employer and foster disagreements about what is essential. Those disagreements may be avoided if the employer has well-drafted job descriptions. Join us for an engaging discussion on best practices when drafting job descriptions, key considerations, and certain pitfalls that employers can avoid by having well-defined job descriptions.

Diversity, Equity, and Inclusion (DEI) initiatives are under legal and regulatory scrutiny, making it more important than ever for employers to stay informed and compliant. Recent court rulings, executive orders like the “Ending Illegal Discrimination and Restoring Merit-Based Opportunity,” and federal agency directives have introduced new complexities, including threats of criminal implications, raising serious concerns and uncertainties about the future of DEI initiatives in both the federal and private sectors. This webinar will explore the evolving DEI landscape, recent legal challenges, and best practices for mitigating risks while maintaining or initiating a commitment to an inclusive workplace. Significant impacts are expected for federal contractors and private employers, and educational institutions following the recent executive order as it eliminated affirmative action requirements for federal contractors, introduced new compliance certifications, and significantly changed federal DEI initiatives. Private-sector DEI programs and hiring practices are not immune to this scrutiny. Private employers now face heightened scrutiny, with a focus on identifying and addressing “illegal” practices. Employers may also find themselves exposed to aggressive False Claims Act (FCA) enforcement.

While obtaining information from employees during the lifecycle of the employment relationship is important to ensure that the employee is qualified for the job, employers should be wary of the limitations regarding the questions that they can ask and the restrictions that employers can impose on employees. Important employer considerations commence from the time the job posting is drafted and continue through the end of the employment relationship, and beyond. Join us for a comprehensive discussion of the nuts and bolts of permissible versus impermissible questions that employers can ask during the lifecycle of the employment relationship.