Wouldn't it be nice if employees asked only for reasonable accommodations under the ADA? But sometimes the request seems unreasonable, so what do you do? During this HR Law Lunch & Learn, we will discuss how to determine if a disability-related workplace request is reasonable and what to do (and not do) when it's not.

Workplace complaints aren't new (far from it.) But the need for an immediate and effective response to complaints has grown exponentially, especially in light of the #MeToo era. We will discuss when a workplace investigation may be necessary (or even mandatory), the anatomy of an effective internal investigation, and when it's time to bring in outside help.

One of the biggest, if not the biggest, misconception about wage law is that you don't need to pay overtime to salaried employees. Afterall, isn't that the point of a salary, consistent pay no matter the hours? But, alas, some salaried employees are entitled to overtime pay and you need to make sure you, as the employer, are handling this correctly. We will discuss how to determine if a salaried employee is entitled to overtime (or not) and, if so, how to pay it.

Who knew offer letters could be a significant source of HR woes? Well, they can be, but they don't have to be. Join us as we discuss best legal practices for drafting and using offer letters. We will discuss:

• Being specific, but not too specific
• Stating wages and other compensation in a way that doesn't create problems
• Key information all offer letters should include

"Consistency, consistency, consistency" seems to be the mantra of all HR practices, especially when it comes to legal compliance. However, the "H" in HR stands for "humans." Humans are rarely consistent in their thoughts and deeds, making unwavering consistency unrealistic at times. And sometimes inconsistency makes more legal and common sense. Join us as we discuss the interplay between consistency, inconsistency, and legal issues and how best to handle it in your workplace.

Join us for a fun and informative "quiz-style" discussion about HR law. We won't call on anyone and demand an answer. But we are going to pose a lot of common real-life HR situations and discuss best legal practices for handling them. Kinda like law school, but without the debt.

Your responsibility (at least one of the many) as an HR leader or business owner is to make sure your workplace is legally compliant. One vital way to do that is to ensure that the acts and omissions of your managers are legally sound. During this HR Law Lunch & Learn, we will highlight five of the most common, often unintentional, mistakes made by managers and how to correct them before they turn into legal trouble.

Although Ohio's HR law mimics federal law in many ways there are some important differences. State law addresses HR matters such as personnel files, employment contracts, marijuana in the workplace, etc. somewhat differently than federal law. Join us as we focus on laws, rights and responsibilities unique to your Ohio workforce

A business' success is tied directly to the personal and professional success of its employees - so you want your employees to do well. But what happens when they don't? Join as we discuss how to best address performance issues with your employees, what to document and when, and how to ultimately move them in the right direction - whether that is up or out.

By now, most employers are well-aware that harassment by co-workers is bad, very bad. But what if the bad actor is not your employee? What if your patient insists on "white-only" caretakers, the mail carrier makes sexual comments to your receptionist, or the employee of a completely different company creates problems on a shared worksite? You may think your responsibility as an employer exists only within your workforce. After all, you can't control others, right? Wrong. Join us as we discuss an employer's duty to address the wrongdoing of outside parties and what you can and should do in response.

Employee handbooks play a vital and irreplaceable role in workplace communications, setting expectations, and explaining the policies and procedures of your business. Did you know, however, that handbooks can also protect your company against HR lawsuits? On the flip side, they can also be a significant source of HR problems. Which do you prefer? Join us as we look at the oft-overlooked details of handbooks that help or hurt a company HR legal woes.

Join us as we take a look at the HR law topics and trends to watch for in 2020. We will discuss those HR issues that are going to demand the time and attention of HR professionals and business owners' as well as those that are moving off the "hotseat." Pay equality, marijuana in the workplace, employee rights and overtime changes, are just a few of the issues we will touch on as we start off 2020's HR Legal Lunch & Learns.

Job descriptions have many far-reaching implications on lawful HR practices. When done well, they can help employers avoid (or defend) everything from ADA claims to charges of discrimination. This month we will discuss the key aspects of a legally sound job description and specific ways you can draft them to protect your company... and, oh yeah, describe the job.

More often than not, your employees' off-duty activities, comments, opinions, or choices are displayed on social media for the world to see. What happens when they are caught doing/saying/acting in a way that reflects poorly on your business, values, or goods and services? What's an employer to do? What can an employer do? Join us as we discuss the employer's rights and responsibilities with respect to employee social media activities and other off-duty antics.

More likely than not, you are inadvertently violating some wage-related law. Paying wages correctly - whether a salary, hourly rate, day rate, or project basis -- is difficult, probably more so than you may think. But ignorance of the law is no excuse and defending those mistakes are difficult, expensive and business-changing. Instead of defending a claim, however, join us to learn about common pay mistakes and how to fix them before problems arise.

Sometimes it is a good idea to step back from day-to-day details and take a "mile-high" look at your organization's HR practices. This month's HR Lunch & Learn will provide a step-by-step guide to conducting a self-audit with an emphasis on making sure your HR practices are legal and practical. Don't worry if it's all in disarray, we will also discuss priorities for beginning the HR clean-up process.

Employee leave laws like the Family and Medical Leave Act and individual state leave laws can be difficult to understand and administer and are ripe for abuse by employees. However, every employer must deal with it at some time or another, and handling it right can be tricky. This month we will tackle the most difficult leave law topics such as intermittent leave, certifying the need for leave, return-to-work certification, and more.

Disciplining or terminating an employee can be stressful under any circumstance, but even more so when the employee falls into a "protected class" (just about every employee does) and/or is threatening to sue you (just about every bad employee does). It can be scary to take the necessary disciplinary steps, but bad performance or workplace behavior is not going to correct itself. Join us as we discuss best practices and legally sound ways to address disciplinary or termination issues under "risky" circumstances.

A few short years ago, marijuana and the workplace were an easy conversation -like other drugs, marijuana use was prohibited on or off the job. Now the topic is dominating headlines as it is a developing area of HR law that changes just about every week. We are seeing record changes in the way marijuana use (medical or recreational) is viewed, legislated, and controlled in and out of the workplace. We will cover Ohio's medical marijuana law and how Ohio courts are handling it, as well as other state laws and court decisions that may have implications wherever your employees are.

Believe it or not, Paid Time Off policies are among the top handbook provisions that create heartache (and heartburn) for employers, yet there are simple fixes to common issues. This month we will focus on Paid Time Off Handbook policies (and a few unpaid time off topics). We will explore common issues, and how to draft a policy that resolves them. This is the one handbook section every employee reads so make it a good one!

The Americans with Disability Act (ADA) is tricky and often requires that employers do or say things (like treat employees inconsistently) that seems contrary to all other advice you've heard. But it is a manageable law where compliance and best practices are "doable" and can create great opportunities for employers and employees alike. During this session, we will cover how to recognize when you have an ADA issue, what to do about it, and handling reasonable (and unreasonable) accommodations.

What you don't know CAN hurt you, especially in the context of HR law. Yet, there are many simple things HR professionals and business owners can do to be proactive in HR matters, if only they know about them. Join us for this month's HR Lunch & Learn as we discuss common HR misconceptions, little known HR legal facts, and best practices for a legally sound workplace.

An employer's responsibility to prevent and correct work-related harassment is nothing new. It's been around for decades. Sadly, because many employers fail to take those responsibilities seriously or make them a priority, the #MeToo movement was born and is still dominating headlines a year later.

This month we will tackle five things that all employers should, can and must do to prevent harassment in the workplace. We will discuss the extent of an employer's responsibilities (warning: it's very broad) and best practices for responding to concerns.

We are starting the year with a look at those HR legal issues that will the topping the "charts" in 2019. Join us as we discuss

• Medical marijuana and the workplace
• Overtime issues that are on the horizon
• Covert discrimination - the new era of bias
• Arbitration agreements and class action waivers (and why you should really care)
• I-9 compliance
• And more!

The line between an employee's work life and personal life have blurred with the growth of smartphones, social media, wellness programs, and work-from-home options. Employers are hesitant to hire a medical marijuana user. Office holiday party antics are instantaneously shared with 100's of "friends." Employees are live-streamed acting/doing/saying things you'd rather not have associated with your business. But what exactly can an employer do and not do when it comes your employee's "after hours" activities? Join us as we explore your rights and responsibilities as an employer when your employees' off-duty conduct has on-duty impact.

There are good Employee Handbooks, bad Employee Handbooks, and some that are downright ugly. Join us as we discuss the top 10 handbook pitfalls for employers; and how to avoid these hazards and create a smooth path to compliance and liability protection. We will cover

• Changes in 2018 impacting your handbook
• Privacy and confidentiality issues
• Ways to avoid creating a contract
• Weapons
• Required notices and more!

Employment contracts can be essential to protecting your company's confidential information, goodwill, and client and customer relationships. But not all employment agreements are created equal and some may do more harm than good. Join us as we discuss

• The use and function of different types of employment agreements
• Help you evaluate what type of contracts, if any, might be right for your business
• Learn the key elements of any effective agreement.

Overtime and pay-related claims continue to increase. Employers continue to unwittingly violate these laws. Overtime rates, hour worked, drive time and more are the source of a lot of misunderstanding and non-compliance for employers. Join us this month as we will tackle new wage and hour issues we've not covered in the past, including

• travel/drive and on-call time - what is and isn't paid
• Bonuses, commission and other "non-hourly" forms of payment
• Paying salaried, non-exempt employees and employees paid variable rates
• Vacation and other paid time off

As claims of harassment, discrimination, retaliation, or other wrongdoing in the workplace proliferate, so does the need to establish effective investigation tools. Join us as we discuss

• What gives rise to an employer's duty to investigate a workplace matter
• The anatomy of an effective workplace investigation
• The power of documentation
• When to bring in an outside investigator

Employee discipline and correction is an unpleasant but necessary part of every business owner and HR professional's job. No one wants to do it, and some even fear it. Let us make this job a little less daunting by joining us as we discuss

• 2018 trends in employee discipline and correction
• Avoiding unlawful discipline
• Effective (and ineffective) documentation
• Discipline following protected activity and more!

Join us as we continue our discussion with managers and supervisors about creating and maintaining a legally compliant workplace, how their actions can protect or harm the company, as well as their vital role in HR matters such as investigations, documentation, interviewing, leave issues, and more. (Attendance at Part 1 is not necessary to benefit from this month's HR Lunch & Learn).

This month and next, JMY Law will provide essential training for managers and supervisors. Have your leadership join us as we discuss key HR laws, best practices for maintaining a compliant workplace, and how to avoid common, often innocent, management mistakes. This is Part 1 of a two-part series designed to provide practical and understandable (and fun!) training to those leading your workforce.

This month we're going to address a few quirky legal issues such as marital/family discrimination, handling "gross" matters in the workplace (think hygiene issues), and why you should never, ever serve alcohol to a fish.

We will also leave ample time for an HR Law Q&A when you can ask those burning HR legal questions that are keeping you up at night. Bring your questions, hear what is on your colleagues' minds, and learn a few new things you might not know.

They say "the devil is in the details" and this is very true of HR practices. Sometimes HR professionals and business owners, however, focus on the "big issues" to the unintentional detriment of more mundane HR practices. Yet, personnel files, I-9 forms, record-keeping, and time-tracking can be small things that lead to big headaches. Join us as we review legal compliance of your everyday HR practices, including

• Personnel files - best practices for "the paper trail"
• I-9 forms - recent changes and common problems
• Recordkeeping - what to keep, what to pitch
• Time-tracking - the good, the bad, and the ugly of compliant timekeeping

Social media is great for connecting with old high school buddies or announcing good news (or, apparently, sharing a picture of your lunch). But what happens when social media invades your workplace to distract employees, compromise your business' reputation, or tie your company to comments and opinions that are contrary to your values? How much control do you have over work-related social media accounts? And who "owns" them? Join us as we discuss

• Which of your employee's social media activities are protected by law?
• What your employees can and cannot "get away with" on social media
• How to draft an effective (and legal!) social media policy
• Handling ownership of company accounts and content

A new year always ushers in new HR legal issues and 2018 is no exception. Join us as we explore the "hot topics" in HR law this year, including

• Harassment and the "Weinstein" effect
• The impact of marijuana laws on the workplace
• Changes the Gig economy is bringing to employment issues
• Mandatory Flu shots
• And more!

Oftentimes employers are so focused on attracting the ideal candidate and asking the right (legal!) questions that little time is dedicated to considering key documents in the hiring process. Because your legal obligations start as soon as you begin thinking about hiring, it vital that all written communications - whether a "want ad" or offer letter - be legally sound. During this HR Lunch & Learn we will discuss the documents related to interviewing and hiring and best legal practices to start off well.

What happens after an employee is no longer an employee of yours? There are lots of things to think about when an employee leaves - whether voluntary or not - and many should be considered before the employee ever starts working for you. Our November HR Lunch & Learn will focus on unemployment compensation, protecting confidential information and trade secrets, handling client/customer poaching, and other common post-employment concerns.

Join us as we continue our discussion with managers and supervisors about the vital role they play in protecting against or defending HR claims. We will focus on identifying common, and often innocent, mistakes made by managers and supervisors and how to avoid them. Managers and supervisors will come away with a better awareness of HR laws, the implications of their actions, and practical ways to support a compliant environment.

Behind every employment claim is a manager or supervisor who did something - right or wrong. More often than not that "something" significantly impacts the outcome of the claim. Educating managers and supervisors about the impact of their actions or inaction is invaluable to protecting against, or defending, an employee's claim. This month's HR Lunch & Learn is part one of a two-part series designed to provide practical training to those leading your workforce.

Does your office sometimes seem like a ghost-town . . . with tumbleweeds blowing down the hall of empty offices? Protected leave - an employee's legal right to take time off - is one of the most frequently used and abused laws. The best way to manage employee absences, and protect yourself from legal claims, is to understand your rights and obligations as an employer. This month's HR Lunch & Learn will cover best practices for handling common leave-related challenges such as coverage, notices, medical certification, and return to work. We will also discuss the interaction between the FMLA, ADA and pregnancy leave laws and how to make it all work - so that your employees can get back to work.

Employee discipline and termination is a necessary part of any HR job. Oftentimes, employers are scared of resulting lawsuits or other employment claims. However, you don't want to employ that bad apple forever or allow someone to continue to underperform. During July's HR Lunch & Learn, learn the key considerations when deciding to discipline or discharge someone and the best practices to eliminate problems without creating new ones.

Section 7 of the National Labor Relations Act gives all employees, not just union members, the right to collectively address the terms and conditions of their employment. Sounds innocent enough, doesn't it? But this law has become the platform for the employee to excuse outrageous behavior inside the workplace and out -- and the platform to sue non-union employers. This month's HR Lunch & Learn will explain NLRA's Section 7 and the anatomy of a Section 7 claim as it relates to non-union employers.

Despite the recent flux in overtime laws, the truth remains the same... most employers are unwittingly violating this law. Deciding who is and who isn't exempt (i.e. entitled to overtime pay or not) is not as simple as paying a salary or making an educated guess. The same is true for determining how to pay workers and what time to pay them for (travel time? commutes? "off the clock" work? sleep time? lunch time and breaks?). This month's HR Lunch & Learn will cover these key issues, how to spot mistakes, and the path to FLSA compliance.

The Equal Employment Opportunity Commission (EEOC) recently issued its new Strategic Enforcement plan outlining its "hot buttons." The EEOC and its state equivalent, the Ohio Civil Rights Commission, will continue to pursue claims of discrimination, harassment and retaliation, but will also be looking to prosecute claims related to hiring and interviewing, accommodations for disabilities and pregnancy, gender pay inequity and more. Join us as we discuss the EEOC/OCRC's priorities, what to do if a claim comes your way and, better yet, how to avoid them altogether.

HR Laws continue to grow and change at a rapid pace. It is becoming more and more complicated to know, much less comply with, the myriad of laws that govern employment. Join us to discuss new HR legal issues and trends, including drug-free workplace and safety policies and programs, trade secret protections, marijuana laws and more. We will focus on how these changes impact your workplace and what changes may be necessary to stay compliant.

Drafting a strong, legally compliant Employee Handbook is getting harder by the day. Yet, a good Handbook is both essential to communicating with your employees as well as a vital tool for liability protection. During this HR Lunch & Learn, we will discuss the key elements of a sound Employee Handbook as well as those provisions to avoid at all costs.