Program Details
2025-03-11 14:00:00
Over 1,000+ webinars
Course Overview
2025-03-11 14:00:00
1.5h CLE Credits
Intermediate
1.5
2:00 pm - 2:15 pm ESTThis session explores the practical and legal purposes of employee handbooks, from welcoming new employees to minimizing legal risk. Participants will learn how to view handbooks as potential court exhibits and understand key risks including contractual obligations and outdated content.
David A. MichelJack BlumJames NoelBrian J. MacDonough 2:15 pm - 2:30 pm ESTA deep dive into must-have policies including anti-discrimination, wage and hour, workplace conduct, and leave policies. This session also covers policies to avoid such as probationary periods and rigid progressive discipline, along with current DEI policy considerations.
David A. MichelJack BlumJames NoelBrian J. MacDonough 2:30 pm - 2:45 pm ESTLearn strategies for addressing distributed workforces across multiple states, including the highest common denominator approach versus state-by-state compliance. This session covers handbook structure options, cost considerations, and navigating complex leave entitlement stacking across jurisdictions.
David A. MichelJack BlumJames NoelBrian J. MacDonough 2:45 pm - 3:00 pm ESTDiscover why Puerto Rico requires special handbook treatment, including the handbook-as-contract doctrine and the absence of at-will employment. This session covers required protocols for domestic violence, workplace bullying, and sexual harassment, plus Puerto Rico’s extensive leave laws.
David A. MichelJack BlumJames NoelBrian J. MacDonough 3:00 pm - 3:10 pm ESTA short intermission allowing participants to refresh before the final sessions. Use this time to review notes and prepare questions for the upcoming case studies and Q&A.
David A. MichelJack BlumJames NoelBrian J. MacDonough 3:10 pm - 3:30 pm ESTGain insight into how plaintiff-side employment lawyers use poorly drafted handbooks in discrimination litigation. This session examines why disclaimers aren’t bulletproof, how policy deviations serve as evidence of discriminatory intent, and common employer mistakes to avoid.
David A. MichelJack BlumJames NoelBrian J. MacDonough 3:30 pm - 3:40 pm ESTAn open forum for participants to ask questions and discuss specific handbook challenges with the presenters. This session provides an opportunity to clarify concepts and explore real-world application of the material covered.
David A. MichelJack BlumJames NoelBrian J. MacDonoughDavid A. Michel is a litigation partner at Sherin and Lodgen LLP in Boston, where he assists clients in resolving complex employment, business, and real estate disputes. His practice covers a broad range of civil and commercial matters in federal and state courts and through alternative dispute resolution, with particular focus on employment matters involving restrictive covenants, discrimination, wrongful termination, and wage and hour litigation, as well as commercial and real estate disputes including adverse possession, breach of contract, brokerage, and zoning. He is Chair of the Federal Bar Association’s Labor and Employment Section and previously served as 1st Circuit Representative on the Board of the FBA’s Younger Lawyers Division. Prior to Sherin and Lodgen, David served as a Staff Attorney for the Committee for Public Counsel Services’ Public Defender Division, where he represented indigent defendants in criminal matters. He holds a B.A. from The George Washington University and a J.D. from Boston University School of Law, where he graduated with Honors in the Litigation and ADR Concentration.
Jack Blum is an experienced employment law advisor and litigator who defends employers against all manner of employee claims in federal and state courts and before government agencies, with a particular focus on representing government contractor employers.
Counsel in the Labor & Employment Law Practice Group providing advice and representation to employers in all areas of federal and Puerto Rico employment law.
Brian J. MacDonough chairs the Employment Department at Sherin and Lodgen LLP and counsels and represents executives and professionals in sophisticated employment and compensation matters and employment litigation.
David A. Michel is a litigation partner at Sherin and Lodgen LLP in Boston, where he assists clients in resolving complex employment, business, and real estate disputes. His practice covers a broad range of civil and commercial matters in federal and state courts and through alternative dispute resolution, with particular focus on employment matters involving restrictive covenants, discrimination, wrongful termination, and wage and hour litigation, as well as commercial and real estate disputes including adverse possession, breach of contract, brokerage, and zoning. He is Chair of the Federal Bar Association’s Labor and Employment Section and previously served as 1st Circuit Representative on the Board of the FBA’s Younger Lawyers Division. Prior to Sherin and Lodgen, David served as a Staff Attorney for the Committee for Public Counsel Services’ Public Defender Division, where he represented indigent defendants in criminal matters. He holds a B.A. from The George Washington University and a J.D. from Boston University School of Law, where he graduated with Honors in the Litigation and ADR Concentration.
Jack Blum is an experienced employment law advisor and litigator who defends employers against all manner of employee claims in federal and state courts and before government agencies, with a particular focus on representing government contractor employers.
Counsel in the Labor & Employment Law Practice Group providing advice and representation to employers in all areas of federal and Puerto Rico employment law.
Brian J. MacDonough chairs the Employment Department at Sherin and Lodgen LLP and counsels and represents executives and professionals in sophisticated employment and compensation matters and employment litigation.
Requirements
The Alabama State Bar MCLE Commission requires attorneys to complete 12 credits, including 1 ethics, by December 31 of each year. All credits must be reported by February 15 of the following year. A maximum of 12 credits, including 1 ethics credit, may be carried over for 1 year only.
Formats
