Retaliations claims, already commonplace in employment litigation, are on the rise. Whether alleged as a standalone claim or when a substantive claim of harassment or discrimination fails, employers frequently confront claims of retaliation. But the scope of an employee’s protected conduct—whistleblower activity, requests for accommodation, and many other forms of activity—is not limitless.
Monday, January 23, 2017
12:00 PM - 1:00 PM CT
Nebraska Activity #133865, 1.0 hour CLE
Retaliations claims, already commonplace in employment litigation, are on the rise. Whether alleged as a standalone claim or when a substantive claim of harassment or discrimination fails, employers frequently confront claims of retaliation. But the scope of an employee’s protected conduct—whistleblower activity, requests for accommodation, and many other forms of activity—is not limitless. There are also complicated questions of what exactly constitutes an adverse action by an employer and the causal connection between the employee’s protected activity and the adverse action. This program provides you with a practical review of recent case law and other developments impacting each of the elements of an actionable retaliation claim and best practices to avoid liability.
• Review of case law developments impacting elements of retaliation claims—protected conduct, adverse action, and causation
• Developments related to the scope of “protected conduct,” including requests for reasonable accommodation
• Determining what constitutes adverse action by the employer—and when action must be taken
• Knowledge standards for establishing causal link between protected conduct and adverse action
• Relationship of harassment, discrimination, and ADA claims to retaliation claim
Cameron W. Fox is of counsel in the Los Angeles office of Paul Hastings LLP, where she represents employers in all aspects of employment and law and labor relations, including claims of discrimination, harassment, retaliation, and wrongful termination and in cases involving allegations of stolen confidential information and trade secret misappropriation. She also advises employers regarding sensitive issues such as workplace investigations, transitioning and transgender employees, workplace violence, theft of intellectual property, and restrictive covenants.
To Register:Cost $89.00
If you need additional information on your CLE credits please contact:
- Click on above link
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- The day before the Program you will receive the dial in information and program materials
- We will submit the program participation information to the Nebraska State Bar Association within 48 hours of the program completion
Sara Weber, Nebraska State Bar Association
(402) 475-7091 ext # 131; email@example.com