The Trump Administration Employment Regulation: Employer Friendly Or Fake News?

March 19, 2019
5:30 PM - 8:00 PM
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Crowne Plaza-King of Prussia
260 Mall Blvd
King of Prussia, PA 19406
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The Trump Administration Employment Regulation:  Employer Friendly Or Fake News?
Approved for 1.25 General (HRCI) Credits and 1.25 SHRM PDC's
Tuesday, March 19 Dinner

Networking starts at 5:30 PM

This presentation will discuss developments and hot topics in HR and employment law taking place at or through the federal agencies under the Trump administration.  We’ll evaluate the past while also providing some insight and thoughts about what the future holds for the Trump administration in the employment regulatory realm.  Clearly, predictability has been difficult.  We’ll do our best to provide guidance and “predictions” to help you navigate the world of employment law in 2019 and beyond.  Below is a brief list of some of the questions we’ll entertain: 

  1. Will The Department Of Labor And Wage And Hour Issues Remain On Center Stage?
  2. Some new leadership has arrived and more should be coming, but has it (or will it) change the direction of the DOL?  Or has it simply stayed the course?  Will the DOL call off the dogs of enforcement and change its focus?  Is there relief ahead for employers?
  3. The last dozen years have been banner years for wage and hour claims.  They have grown exponentially, but will that continue? 
  4. As everyone knows, during the last year of the Obama Administration, the DOL sought to take over the conversation by ramping up the minimum salary level to be exempt from the minimum wage and overtime provisions of the Fair Labor Standards Act.  With that effort seemingly dead, what’s in store for the 2004 salary level?  What could be next on the agency’s agenda?
  5. The NLRB – Is It Finally Headed Back In The “Right” Direction? 
  6. With new members of the NLRB finally seated and a new general counsel in place, do employers like the direction of the agency now?  How about for the foreseeable future?  How do things work at the NLRB anyway?  Has the NLRB re-balanced its priorities to be more balanced towards employers?
  7. With unions across the country seemingly less powerful and less active, the NLRB had shifted its focus somewhat to the non-union workplaces, hammering employers across the country for purported unlawful policy implementation and subsequent employee discipline and discharges based upon those policies.   Has that focus shifted, or begun to shift, back to the unionized workforce?
  8. During the Obama Administration, the NLRB worked incredibly hard to make union organizing even easier by, among other things, changing the age-old rules of engagement in the process for conducting elections.  Will those new rules last?
  9. Will Our Employment World Become More Or Less Complicated?  The EEOC And Beyond.
  10. For nearly eight years under the Obama Administration, employers across the country certainly faced numerous impediments to, and complications for, successful employee relations.  Will there be more, or at least continued, heavy regulation of employers?  Or, as President Trump promised, less?  How is the trend filtering out to cities and states across the U.S.? 
  11. In light of the #MeToo movement, where is sexual harassment headed?  Will sexual harassment claims exceed levels from decades past?
  12. Has the legal protection of LGBTQ individuals in the workplace finally arrived on a federal level?  Will it continue to be a priority and, if so, for who?
  13. What does the near future hold for the proliferation of discrimination claims?  What will the new trends be:  more race-based claims, or those alleging religious bias?  Will retaliation continue to be the “scariest” of all such claims?

    

Speaker(s) Biography: Jason Reisman , Esq , Partner at Blank Rome. Jason has extensive experience in equal employment opportunity matters before state and federal agencies, federal employment discrimination litigation, wage and hour (including overtime) litigation, collective bargaining, and representation case and unfair labor practice proceedings before the National Labor Relations Board. He also has comprehensive knowledge of the Fair Labor Standards Act and Worker Adjustment and Retraining Notification Act of 1988 (WARN Act)

 

Tickets

$35.00 GVFHRA Members
$40.00 after 12:00 am March 16
$30.00 Earlybird rate before March 15

$55.00 Non-Member
$60.00 after 12:00 am March 16
$50.00 Earlybird rate before March 15

$20.00 Students

$20.00 Students