Managing Employment Litigation Liability

Program Overview

Employment litigation has become woven into the fabric of the American workplace. There are some estimates that 40-50% of all litigation is employment related. It would be difficult to find an employer that has not had employment claims or litigation. This new IAML program, crafted and presented by some of IAML's highest-rated and most experienced national employment attorneys, is designed to help employers first avoid litigation, and if litigation happens, to avoid liability and avoid or minimize punitive damage awards.

This 2½ day Certificate program offers HR professionals, corporate managers and executives, and attorneys a perfect vehicle to vaccinate themselves from the perils of employment litigation. You'll learn from some of the best in the business, and you'll be able to tangibly reduce the risks for your employer. Emphasis will also be given to the best practices for an employer attempting to avoid litigation and liability, and to avoid or minimize a punitive damages award.

The Managing Employment Litigation Liability^SM Certificate Program will address these critical questions:

Does your organization fit the profile of a successful defendant?

Are you personally a likely defendant in an employment law case?

What are the current "hot spots" leading to major liability for employers?

Are you ready to testify at trial in support of your organization?

Is your organization the likely target for a Rule 23 class action or a Fair Labor Standards Act collective action lawsuit?

Are your organization's decision-making criteria objective or subjective?

Have your organization's decision-making criteria been validated?

Does your organization have procedures in place to avoid obstruction of justice and spoliation of evidence accusations?

What are the best employment practices on such functions as:

• Investigating employee complaints
• Responding to discrimination and retaliation charges
• Preserving relevant employment records
• Evaluating employee performance
• Promoting employees
• Selecting employees for layoff
• Discharging employees
• Implementing helpful and required policies and procedures
• Eliminating harmful and prohibited policies and procedures
• Documenting its workforce decisions
• Maintaining relevant records
• Training supervisors
• Auditing workforce statistics