Be my Valentine (or Else!)… Employment Law Seminar
Date: February 7, 2020
Registration: 8 a.m. to 8:30 a.m.
Seminar: 8:30 a.m. to Noon
Location: Troy Marriott Hotel
(200 W Big Beaver Rd, Troy, MI 48084 (248) 680-9797)
What often starts as a consensual relationship or good natured joke quickly turns into something very, very different. Before you know it you or your company may be delving into a sexual harassment investigation or grappling with apparent (or not-so-apparent) mental health issues in the workplace.
Where do you start? How do you finish? What should you expect moving forward? Join us for this complimentary half-day seminar as we explore the following scenarios:
Co-workers Joe Goldsmith and Gwen Beck (Beck) start an office romance after meeting at the company holiday party. Their relationship takes an unexpected turn when Joe begins stalking Beck. She learns about Joe’s dark side and gets Human Resources (HR) involved, exposing his secret of being bipolar. Although Joe shows no signs of bipolar disorder at work, HR heads down an investigative rabbit hole, not knowing where it will eventually lead.
Good as “New”
After taking a leave for mental health issues, Joe returns to work a “new man.” No longer dating Beck, he focuses on his job. The office begins to feel uneasy, however, when Joe’s boss becomes critical of his performance and colleagues begin worrying about his mental health. HR receives numerous emails about potential workplace violence and ties them back to Joe. What does HR do now?
The Plot Twist
With Joe no longer in the picture, Beck becomes involved with another co-worker, and her job performance declines. With no documentation in her file about her tryst with Joe, HR could be stuck when dealing with Beck. Complicating matters further, the company failed to adopt a non-fraternization policy. Gwen voices new concerns about stalking and off-duty conduct. Now what?
Echoes of the Past
Although Joe and Beck are no longer employed by the company, new employees freely make jokes and other statements about the “crazies” who used to work there. The jokes are good natured and not directed at anyone in particular, but management doesn’t want to acknowledge them for fear of drumming up the sordid past. Is a policy of “letting sleeping dogs lie” the best course of action? Maybe not.
No Plunkett Cooney seminar would be complete without a review of best practices and a look ahead at trends in employment law. That’s why we’ve added two final components to the seminar. First up will be our Top 10 Tips for Employers, which will address the latest trends in employment law. The session will conclude with our Watch List Recap of 2019 employment liability case law. You’ll want to stick around for this!
This seminar is designed to benefit human resource professionals, business owners/executives and employment related practices insurance professionals. Feel free to extend this invitation to your colleagues!
Continuing Education Credits
This Program has been approved for 3.50 HR (General) recertification credit hours toward aPHR™, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
The use of this official seal confirms that this Activity has met HR Certification Institute’s® (HRCI®) criteria for recertification credit pre-approval.
The official seal may be used exclusively for activities that have been pre-approved by HRCI. This approval is valid through 2/7/2020 and is non-transferable.
Plunkett Cooney is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program has been submitted for 3.5 PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.
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