8th Actus HR Breakfast Briefing

Epstein Becker Green New York

Epstein Becker & Green, P.C.
250 Park Avenue 14th Floor (Between 46 & 47th St.)
New York, NY 10177-1211

William Milani, Ian Schaefer, and Susan Gross Sholinsky, Members of the Firm, will speak at the 8th Actus HR Breakfast Briefing. The event is to be held in EBG's New York office.

Topics include:

Cloud Computing: Cloud computing is not "new" per se, but the speed and scale with which these platforms can be utilized has accelerated dramatically in recent years. Companies looking to leverage the power of the cloud may instinctively say, “Put everything in the cloud,” but at what cost? What are the risks? We will discuss how the cloud and employee mobility are impacting wage-hour issues, executive compensation strategies, trade secret protection approaches, data privacy and security risks, and tips for managing an agile workforce. We will discuss best practices for embracing the cloud without giving away the keys to the castle.

Separation Agreements: In light of the Equal Employment Opportunity Commission (“EEOC”)’s criticism of relatively standard provisions generally included in severance agreements, employers would be wise to review their current form agreements to determine whether updates are necessary. Additionally, administrative agencies such as the National Labor Relations Board have been scrutinizing terms included within employee handbooks, confidentiality agreements, and other employment documentation. Our discussion will address suggested changes and other considerations in light of these pronouncements.

Performance Management and Documentation: Employment lawsuits often focus on the reasons behind personnel decisions. Contemporaneously prepared documents reflecting employee performance issues are critical to an employer’s ability to defend its personnel decisions. Indeed, there is typically far greater deference and weight given to contemporaneous writings than to testimony based on memory. Likewise, it is not reasonable for an employer to expect an underperforming employee to improve his or her performance if the employer has not been clear with respect to its expectations and provides feedback as to whether the employee is meeting those expectations. The program will discuss the performance management process and how an employer can best ensure that it is clearly communicating with employees about the employees’ job performance and preserving an accurate and complete record of those communications.

Registration is complimentary, but space is limited to 14 attendees. Please RSVP to secure your seat.

Contact Mit Ariyasu at [email protected] or 212-575-7840.