The Association of Corporate Counsel (ACC) is the world's largest organization serving the professional and business interests of attorneys who practice in the legal departments of corporations, associations, nonprofits and other private-sector organizations around the globe.
Handling accommodation requests can be a quagmire of inconsistency, leading to Americans with Disabilities Act (ADA) and discrimination lawsuits. Too often these requests are dealt with on an ad hoc and subjective basis, depending on the experience and comfort level of the interviewer. Post-COVID accommodation requests have upped the ante, overwhelming in-house teams. This session will "Train the Trainer," provide an in-depth review of requirements for compliance and offer techniques for the management of ADA, pregnancy, religious and Family and Medical Leave Act (FMLA) accommodation requests in a post-COVID environment. Role play the interactive process, bringing your questions and the process ambiguities front and center with our experienced panel. Be the hero of your company with improved compliance and reduced bias and subjectivity in the accommodations.
Neurodiversity is the belief that neurological conditions like autism spectrum disorder should be recognized and respected instead of viewed as flaws or defects. Neurodiverse individuals are often left out of the employment market due to stigma or misperceptions about their abilities, resulting in an 85 percent unemployment rate among college graduates with autism spectrum disorder. How can an organization embrace neurodiversity and attract neurodiverse talent? In this campfire discussion, panelists will share their best practices for retooling hiring processes, making accommodations, and re-envisioning a post-COVID workplace.
This on-demand program is not eligible for CLE/CPD credit.
Neurodiversity is the belief that neurological conditions like autism spectrum disorder should be recognized and respected instead of viewed as flaws or defects. Neurodiverse individuals are often left out of the employment market due to stigma or misperceptions about their abilities, resulting in an 85 percent unemployment rate among college graduates with autism spectrum disorder. How can an organization embrace neurodiversity and attract neurodiverse talent? In this campfire discussion, panelists will share their best practices for retooling hiring processes, making accommodations, and re-envisioning a post-COVID workplace.
This on-demand program is not eligible for CLE/CPD credit.
As COVID continues to disrupt, boards have expanded the scope of their oversight to include âpeople risks.â Boards that manage these risks with the right balance of empathy and commerciality will be better positioned to secure their organization's future during periods of change. Join this scenario-based board meeting where panelists will consider the top global employment risks from a compliance perspective. Take away key lessons in line with global trends and practical examples for understanding how to future-proof your business from a people perspective.
This on-demand program is not eligible for CLE/CPD credit.
As COVID continues to disrupt, boards have expanded the scope of their oversight to include âpeople risks.â Boards that manage these risks with the right balance of empathy and commerciality will be better positioned to secure their organization's future during periods of change. Join this scenario-based board meeting where panelists will consider the top global employment risks from a compliance perspective. Take away key lessons in line with global trends and practical examples for understanding how to future-proof your business from a people perspective.
This on-demand program is not eligible for CLE/CPD credit.
Emotional health issues remain prevalent in the sports and entertainment industries as athletes and performers routinely deal with the extreme pressures of performance, and the harsh attention of the public eye. How can in-house counsel best assist sports and entertainment employers as they navigate the legal issues relating to mental health while protecting privacy and demonstrating compassion? This panel will discuss the Americans with Disabilities Act, HIPAA, and other laws and practical consideration for in-house counsel dealing with these issues, whether in or out of the spotlight.
This on-demand program is not eligible for CLE/CPD credit.
Emotional health issues remain prevalent in the sports and entertainment industries as athletes and performers routinely deal with the extreme pressures of performance, and the harsh attention of the public eye. How can in-house counsel best assist sports and entertainment employers as they navigate the legal issues relating to mental health while protecting privacy and demonstrating compassion? This panel will discuss the Americans with Disabilities Act, HIPAA, and other laws and practical consideration for in-house counsel dealing with these issues, whether in or out of the spotlight.
This on-demand program is not eligible for CLE/CPD credit.
The COVID-adjacent economy has given rise to surprising developments, including shifting employee priorities. Legal professionals are rethinking the status quo by rejecting working practices, hours, and remuneration that don't align with their personal goals. This session will discuss the Great Resignation, in-house job satisfaction (or dissatisfaction), new work preferences, and the evolving legal talent experience globally.
This on-demand program is not eligible for CLE/CPD credit.
The COVID-adjacent economy has given rise to surprising developments, including shifting employee priorities. Legal professionals are rethinking the status quo by rejecting working practices, hours, and remuneration that don't align with their personal goals. This session will discuss the Great Resignation, in-house job satisfaction (or dissatisfaction), new work preferences, and the evolving legal talent experience globally.
This on-demand program is not eligible for CLE/CPD credit.
There are two competing forces at play in the hiring process: the legal requirement to make employment decisions that are not based on protected characteristics and the desire to ensure underrepresented groups are fully considered in the employment process. How can employers do the latter without violating the former? Join this session to review the legal landscape that employers promoting diversity, equity, and inclusion (DEI) must navigate to ensure compliance with non-discrimination laws. Explore how employers can lawfully implement race and gender conscious measures that do not violate equal employment opportunity principles.
This panel features the following speakers:
Dawn Blume, Senior Counsel, People and Culture, BP America Inc.
Cara Crotty, Partner, Constangy, Brooks, Smith & Prophete LLP
This on-demand program is not eligible for CLE/CPD credit.