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2020 Labor and Employment Law Update

$175.00
  • Author/Instructor:  Oklahoma Bar Association

2020 Labor and Employment Law Update Description: The 2020 OBA Labor and Employment Law Section’s annual CLE features esteemed speakers who are specialists in their fields covering important and relevant legal updates. CLE attendees will receive their ethics credit for the year, and this event serves as a great opportunity for practitioners to network with other attorneys of the labor & employment section.TOPICS include but are not limited to the following:· The Impact of COVID-19 on Employment Law· The Year in Review – Significant Developments in Employment Law/Title VII· Ethics in Employment LawRepresenting Clients in LGBT+ Cases after Bostock: Perspective from Both Sides of the AisleAmber Hurst, Hammons & Hurst – Plaintiff’s CounselElizabeth Bowersox, McAfee & Taft – Defense CounselDiscovery Strategies in Employment Cases from Both Sides of the AisleLeah Roper, Center for Employment Law – Plaintiff’s CounselRachel Bussett, Bussett Legal Group, PLLC – Plaintiff’s CounselAllen Hutson, Crowe & Dunlevy – Defendant’s CounselRepresenting Employment Clients During a PandemicJillian Mershon, Mazaheri Law Firm – Plaintiff’s CounselKim Tran, Ogletree Deakins – Defendant’s CounselEthics of Communications with Defendant Employer’s EmployeesJoshua Solberg, McAfee & Taft     Disclaimer:  All views or opinions expressed by any presenter during the course of this CLE is that of the presenter alone and not an opinion of the Oklahoma Bar Association, the employers, or affiliates of the presenters unless specifically stated. Additionally, any materials, including the legal research, are the product of the individual contributor, not the Oklahoma Bar Association. The Oklahoma Bar Association makes no warranty, express or implied, relating to the accuracy or content of these materials. 

  • On-Demand
    Format
  • 360
    Min.
  • 6/30/23
    Avail. to
  • DETAILS
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2021 Americans with Disabilities Act Update

$85.00
  • Author/Instructor:  Blake Bertagna

This program will provide you with a comprehensive update of important developments related to the Americans with Disabilities Act.  The program will cover case law, administrative, and practical developments related to reasonable accommodation of disabilities in the workplace.  The panel will also discuss developments related to permissible job qualification standards, determining essential job functions, and judging the workplace performance of employees subject to the ADA. This program will provide you with a wide-ranging and practical review of important ADA developments.     Review of recent case law and regulatory developments Essential functions and qualification standards Leave as a reasonable accommodation, including the EEOC’s guidance Undue hardship, including recent cases involving cost as an employer’s affirmative defense Developments related to reassignment to another job category Trends in the interactive process    Speaker: Blake Bertagna is an attorney in the Orange County, California office of Paul Hastings, LLP.  He defends employers in both the federal and state courts in complex employment litigation, including class action and multi-plaintiff employment discrimination lawsuits, wage and hour class and collective actions, and trade secrets and restrictive covenant matters, as well as individual cases for discrimination, harassment, retaliation, wrongful discharge, and other statutory, contract, and tort claims.  Mr. Bertagna earned his B.A., cum laude, from Brigham Young University and his J.D., magna cum laude, from Brigham Young University Law School.   Disclaimer:  All views or opinions expressed by any presenter during the course of this CLE is that of the presenter alone and not an opinion of the Oklahoma Bar Association, the employers, or affiliates of the presenters unless specifically stated. Additionally, any materials, including the legal research, are the product of the individual contributor, not the Oklahoma Bar Association. The Oklahoma Bar Association makes no warranty, express or implied, relating to the accuracy or content of these materials.

  • On-Demand
    Format
  • 60
    Min.
  • 1/20/23
    Avail. to
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2021 Employment Law Seminar

$225.00
  • Author/Instructor:  Oklahoma Bar Association

2021 Employment Law Seminar  Presented by  Oklahoma Employment Lawyers Association and  Oklahoma Bar Association's Labor and Employment Law Section Advising Employers in the Changing COVID-19 Business EnvironmentSpeaker:  Christine Cave, Employers Legal Resource CenterTudor v. Southeastern Oklahoma State University: Trial, Verdict, Appeal and Reversal; Analysis of the Tenth Circuit’s Holding on Reinstatement and Front Pay from Plaintiff’s CounselSpeaker:  Ezra Young, Visiting Assistant Profession of Cornell Law School;Brittany M. Stewart, National Litigation Law GroupNavigating the Ethical Landscape of Communicating with and Representing Non-Party Witnesses (Ethics) Speaker: Amber L. Hurst, Hammons, Hurst & AssociatesTips from the Bench: Practical and Ethical Tips to Litigation and Trial (Ethics)Speaker:  Hon. Judge Natalie Mai, Oklahoma County District JudgeFailure to Represent Claims: Unique Issues in Litigation, Trial and Post-Verdict Motions  Speaker:  Cynthia D’Antonio, Green, Johnson, Mumina & D’AntonioTenth Circuit Update: Key Cases & AnalysisSpeaker:  Jonathan Irwin, Ward & Glass;Leah M. Roper, Center for Employment Law   Disclaimer:  All views or opinions expressed by any presenter during the course of this CLE is that of the presenter alone and not an opinion of the Oklahoma Bar Association, the employers, or affiliates of the presenters unless specifically stated. Additionally, any materials, including the legal research, are the product of the individual contributor, not the Oklahoma Bar Association. The Oklahoma Bar Association makes no warranty, express or implied, relating to the accuracy or content of these materials. 

  • On-Demand
    Format
  • 480
    Min.
  • 12/3/23
    Avail. to
  • DETAILS
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2021 Wage & Hour Update: New Overtime Rules

$85.00
  • Author/Instructor:  Chris Jalian, Jennifer Milazzo

Wage and hour regulations impact every employer. Whether a worker is classified as an employee or independent contractor and employees as “exempt” or “non-exempt” for purposes of overtime has major implications for employer tax and non-tax compliance.  Failure to properly classify a worker can lead to substantial financial liability for employers and compliance has become more difficult as employers, following commercial trends, employee more “gig” workers or independent contractors.  Enforcement by the US Department of Labor and state equivalents is increasing.  This program will provide you with a practical guide to major developments in overtime rules and regulations and provide guidance on best practices to avoid liability.   Major case law and regulatory developments impacting overtime compliance Continuing classification litigation around “gig” economy workers Anticipated Biden Administration changes to overtime rules Changes to the “PAID” independent audit program Best practices to avoid misclassification liability   Speaker: Chris Jalian is an attorney in the Los Angeles office of Paul Hastings, LLP, where he represents employers in all aspects of labor and employment law, including wage-and-hour matters and discrimination. He has experience with class and representative actions, multi-plaintiff, and single-plaintiff lawsuits defending employers in state and federal courts in cases involving federal and state antidiscrimination, equal pay and whistleblower laws, the Fair Labor Standards Act, and a variety of state wage and hour laws. He also counsels clients to ensure compliance with wage and hour requirements. Mr. Jalian earned his B.A., cum laude, from the University of California, Los Angeles and his J.D. from Columbia Law School. Jennifer Milazzo is an attorney in the Los Angeles office of Paul Hastings, LLP, where she represents employers in all aspects of labor and employment law, including harassment, discrimination, retaliation, wrongful termination, and wage and hour issues, in both single-plaintiff and class-action matters. Prior to entering private practice, Ms. Milazzo served as a judicial extern to the Judge Stephen Wilson of the United States District Court for the District of California. Ms. Milazzo earned her B.A. from the University of San Francisco and her J.D. from the University of California, Los Angeles.   Disclaimer:  All views or opinions expressed by any presenter during the course of this CLE is that of the presenter alone and not an opinion of the Oklahoma Bar Association, the employers, or affiliates of the presenters unless specifically stated. Additionally, any materials, including the legal research, are the product of the individual contributor, not the Oklahoma Bar Association. The Oklahoma Bar Association makes no warranty, express or implied, relating to the accuracy or content of these materials.

  • On-Demand
    Format
  • 60
    Min.
  • 5/27/23
    Avail. to
  • DETAILS
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2022 Americans with Disabilities Act Update - COVID-19 and the ADA

$85.00
  • Author/Instructor:  Jeanne Goldberg

This program will provide you with a comprehensive update of important developments related to the Americans with Disabilities Act.  The program will cover case law, administrative, and practical developments related to reasonable accommodation of disabilities in the workplace.  The panel will also discuss developments related to permissible job qualification standards, determining essential job functions, and judging the workplace performance of employees subject to the ADA. This program will provide you with a wide-ranging and practical review of important ADA developments.   Review of recent case law and regulatory developments Developments in job qualification standards Reasonable accommodation trends, including EEOC’s guidance Developments related to reassignment to another job category Trends in the interactive process    Speaker: Jeanne Goldberg is a Senior Attorney Advisor in the Office of Legal Counsel at the U.S. Equal Employment Opportunity Commission headquarters in Washington, D.C. She advises the Commission on the interpretation of Americans with Disabilities Act and the Genetic Information Nondiscrimination Act, among other federal statutes.  Prior to joining the EEOC, Ms. Goldberg was in private law practice specializing in civil rights litigation and argued EEO cases before the U.S. Courts of Appeals for the Fourth and D.C. Circuits.  She has also served as an adjunct law professor at the College and Mary.  Ms. Goldberg earned her B.A. from Northwestern University and her J.D. from George Washington University.      Disclaimer:  All views or opinions expressed by any presenter during the course of this CLE is that of the presenter alone and not an opinion of the Oklahoma Bar Association, the employers, or affiliates of the presenters unless specifically stated. Additionally, any materials, including the legal research, are the product of the individual contributor, not the Oklahoma Bar Association. The Oklahoma Bar Association makes no warranty, express or implied, relating to the accuracy or content of these materials. 

  • On-Demand
    Format
  • 60
    Min.
  • 3/15/24
    Avail. to
  • DETAILS
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2022 Employment Law Seminar

$175.00
  • Author/Instructor:  Oklahoma Employment Lawyers Association & the OBA’s Labor and Employment Law Section

2022 EMPLOYMENT LAW SEMINAR Presented by the Oklahoma Employment Lawyers Association & the OBA’s Labor and Employment Law Section       * 10th Circuit and Oklahoma Employment Law Update Leah Roper   * Trial Tips, Tricks and Dealing with the Unknown (Ethics) Justin P. Grose, Ogletree Deakins; Amber L. Hurst, Hammons, Hurst & Assoc.   * Arbitration v. Trial: Differences, Parallel and Avoiding Minefields Navigating Between the Two from the Perspective of an Arbitrator and Advocate Chris S. Thrutchley, Gable Gotwals   * Wage & Hour Update: New Laws, Rules & Strategies Philip R. Bruce, McAfee & Taft   * Oklahoma’s Medical Marijuana Laws: Still the Wild Wild West? Brian T. Jones, Brian Ted Jones, P.C.   * Trading Places: Transitioning from Outside Counsel to In-House Advisor Kim Tran, Toptal (Of Counsel)     Disclaimer:  All views or opinions expressed by any presenter during the course of this CLE is that of the presenter alone and not an opinion of the Oklahoma Bar Association, the employers, or affiliates of the presenters unless specifically stated. Additionally, any materials, including the legal research, are the product of the individual contributor, not the Oklahoma Bar Association. The Oklahoma Bar Association makes no warranty, express or implied, relating to the accuracy or content of these materials. 

  • On-Demand
    Format
  • 330
    Min.
  • 12/31/24
    Avail. to
  • DETAILS
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2022 Family and Medical Leave Update

$85.00
  • Author/Instructor:  Patrick F. Martin

This program will provide you with a practical guide to developments under the Family and Medical Leave Act and review trends in employee leave generally. The program will cover significant case law and regulatory developments, as well as the practical trends in dispute and litigation impacting your employer clients. The program will cover the impact of technology, contract employees, and other changes in the workforce, and discuss their impact on traditional leave law.  This program will provide you with a real-world guide to significant legal and practical developments under FMLA and employee leave generally. Case law and regulatory developments under the FMLA Developments related to “appropriate notice” Serious health condition requiring leave and practical application Remote and work-from-home workers and leave under the FMLA Responding to leave requests based on substance abuse Emerging cannabis issues   Speaker: Patrick F. Martin is a partner in the Miami office of Greenburg Traurig, LLP, where he has a national employment law practice. He represents employers of all sizes before state and federal courts, as well as administrative agencies such as the Department of Labor, the Equal Employment Opportunity Commission and the Florida Commission on Human Relations. He regularly litigates cases involving wrongful termination, employment discrimination, workplace harassment, public accommodation, wage and hour matters, and employee disability and leave issues. He also advises employers on preventive strategies to minimize potential litigation and assists in the development of policies to promote constructive employee relations. Mr. Martin earned his B.A. from the University of Virginia and his J.D. from Florida State University College of Law.   Disclaimer:  All views or opinions expressed by any presenter during the course of this CLE is that of the presenter alone and not an opinion of the Oklahoma Bar Association, the employers, or affiliates of the presenters unless specifically stated. Additionally, any materials, including the legal research, are the product of the individual contributor, not the Oklahoma Bar Association. The Oklahoma Bar Association makes no warranty, express or implied, relating to the accuracy or content of these materials. 

  • On-Demand
    Format
  • 60
    Min.
  • 7/19/24
    Avail. to
  • DETAILS
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2022 Retaliation and Wrongful Discharge Update

$85.00
  • Author/Instructor:  Ryan Derry

Retaliation claims are among the most common form of employment litigation, either as standalone claims or when a substantive claim of harassment or discrimination fails. The scope of an employee’s protected conduct – whistleblower activity, requests for accommodation, and other forms of activity – is not limitless but it expansive. There are also complicated questions of what constitutes an adverse action by an employer and the causal connection between the employee’s protected activity and the adverse action. This program will review of recent case law and other developments impacting each of the elements of an actionable retaliation claim and best practices to avoid liability.   Case law developments impacting elements of retaliation claims – protected conduct, adverse action, and causation Scope of “protected conduct,” including requests for reasonable accommodation What constitutes adverse action by the employer – and when action must be taken Standards for establishing causal link between protected conduct and adverse action Relationship among harassment, discrimination, ADA and retaliation claims  Speaker:  Ryan Derry is a partner in the San Francisco office of Paul Hastings, LLP.  His practice includes all aspects of employment litigation and counseling, including employment discrimination, retaliation, harassment, and wage and hour claims. He represents employers in multiple jurisdictions in state and federal courts as well as in administrative proceedings against individual and class claims. He has been named as a California Super Lawyer Rising Star for multiple years.  Mr. Derry received his B.S., summa cum laude, from the University of Massachusetts Amherst and his J.D. from The George Washington University Law School, with honors, in 2006.   Disclaimer:  All views or opinions expressed by any presenter during the course of this CLE is that of the presenter alone and not an opinion of the Oklahoma Bar Association, the employers, or affiliates of the presenters unless specifically stated. Additionally, any materials, including the legal research, are the product of the individual contributor, not the Oklahoma Bar Association. The Oklahoma Bar Association makes no warranty, express or implied, relating to the accuracy or content of these materials. 

  • On-Demand
    Format
  • 60
    Min.
  • 6/2/24
    Avail. to
  • DETAILS
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2022 Sex Harassment Update

$85.00
  • Author/Instructor:  Sarah Besnoff

This program will provide you with an update on recent developments in sex harassment claims.  The discussion will include case law developments, trends in claims and defenses, and legislative proposals.  The program will cover how to handle recent allegations of harassment based on conduct occurring years ago and best practices in revising policies and procedures to handle allegations of misconduct. This program will provide you with a wide-ranging discussion of significant developments in sex harassment law. Significant sex harassment case law developments Regulatory developments and legislative proposals How to investigate new complaints of old misconduct Sex harassment issues arising from online posts and messaging Best practices in revising sex harassment policies   Speaker: Sarah Besnoff is an attorney in the Washington, D.C. office of Paul Hastings, LLP, where she represents employers of all sizes in employment matters.She focuses her employment law practice on wage and hour and employment discrimination litigation, and employment counseling.Prior to joining the firm, she served as a judicial clerk to Judge C. Darnell Jones II of the U.S. District Court for the Eastern District of Pennsylvania. She is a Lecturer at the University of Pennsylvania Law School and the Fels Institute of Government.Ms. Besnoff earned her B.A., magna cum laude, from Barnard College, her M.P.A. from the University of Pennsylvania, Fels Institute of Government, and her J.D. from the University of Pennsylvania Law School.   Disclaimer:  All views or opinions expressed by any presenter during the course of this CLE is that of the presenter alone and not an opinion of the Oklahoma Bar Association, the employers, or affiliates of the presenters unless specifically stated. Additionally, any materials, including the legal research, are the product of the individual contributor, not the Oklahoma Bar Association. The Oklahoma Bar Association makes no warranty, express or implied, relating to the accuracy or content of these materials. 

  • On-Demand
    Format
  • 60
    Min.
  • 7/1/24
    Avail. to
  • DETAILS
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Between Two Weeds – "Joint Sessions" – Episode 1

$50.00
  • Author/Instructor:  Oklahoma Bar Association

Between Two Weeds – “Joint Sessions” – Episode 1   Stay up-to-date on the status of proposed cannabis legislation being considered by the Oklahoma Legislature. This program will provide an update as to the status of cannabis related legislation that is currently being considered by the Oklahoma Legislature. The program follows up on the cannabis law segment presented during the “50 Bills in 50 Minutes” portion of the 2021 Oklahoma Legislative Kickoff CLE provided in February. Cannabis Attorneys Amber Garrett and Felina Rivera discuss the pros and cons of the bills that are actively being considered by the House and Senate and advise on where each bill is on the path to becoming law.     Disclaimer:  All views or opinions expressed by any presenter during the course of this CLE is that of the presenter alone and not an opinion of the Oklahoma Bar Association, the employers, or affiliates of the presenters unless specifically stated. Additionally, any materials, including the legal research, are the product of the individual contributor, not the Oklahoma Bar Association. The Oklahoma Bar Association makes no warranty, express or implied, relating to the accuracy or content of these materials. 

  • On-Demand
    Format
  • 60
    Min.
  • 6/30/23
    Avail. to
  • DETAILS
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Between Two Weeds – "Joint Sessions" – Episode 2

$75.00
  • Author/Instructor:  Oklahoma Bar Association

Between Two Weeds – “Joint Sessions” – Episode 2 Continue to stay updated on the status of proposed cannabis legislation being considered by the Oklahoma Legislature. This program provides an update as to the status of cannabis related legislation that is currently being considered by the Oklahoma State Legislature. Cannabis attorneys Amber Peckio Garrett and Felina Rivera continue to track the legislation, discussing amendments made by House and Senate committees to the bills, which bills appear to be stagnant, and which look to be moving forward towards becoming law. Felina and Amber also discuss the pros and cons of the proposed measures and how each could affect the cannabis industry and patients.     Disclaimer:  All views or opinions expressed by any presenter during the course of this CLE is that of the presenter alone and not an opinion of the Oklahoma Bar Association, the employers, or affiliates of the presenters unless specifically stated. Additionally, any materials, including the legal research, are the product of the individual contributor, not the Oklahoma Bar Association. The Oklahoma Bar Association makes no warranty, express or implied, relating to the accuracy or content of these materials. 

  • On-Demand
    Format
  • 90
    Min.
  • 6/30/23
    Avail. to
  • DETAILS
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Between Two Weeds – "Joint Sessions" – Episode 3

FREE
  • Author/Instructor:  Felina Rivera

This program is “informational only” and does not qualify for CLE credit.    Between Two Weeds – “Joint Sessions” – Episode 3   This program provides an update as to the status of cannabis related legislation currently being considered by the Oklahoma State Legislature. Cannabis attorney Felina Rivera gives a brief update to five key bills moving towards becoming law and how those laws will affect the cannabis industry.    This program is “informational only” and does not qualify for CLE credit.     Disclaimer:  All views or opinions expressed by any presenter during the course of this CLE is that of the presenter alone and not an opinion of the Oklahoma Bar Association, the employers, or affiliates of the presenters unless specifically stated. Additionally, any materials, including the legal research, are the product of the individual contributor, not the Oklahoma Bar Association. The Oklahoma Bar Association makes no warranty, express or implied, relating to the accuracy or content of these materials. 

  • On-Demand
    Format
  • 60
    Min.
  • 6/30/23
    Avail. to
  • DETAILS
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Between Two Weeds – "Joint Sessions" – Episode 4

$75.00
  • Author/Instructor:  Oklahoma Bar Association

Between Two Weeds – “Joint Sessions” – Episode 4  - Cannabis Law Debrief The 2021 legislative summary of the Between Two Weeds – Joint Sessions Series. In this program, you will get a summary of what legislation has passed and a discussion of what this means going forward.       Disclaimer:  All views or opinions expressed by any presenter during the course of this CLE is that of the presenter alone and not an opinion of the Oklahoma Bar Association, the employers, or affiliates of the presenters unless specifically stated. Additionally, any materials, including the legal research, are the product of the individual contributor, not the Oklahoma Bar Association. The Oklahoma Bar Association makes no warranty, express or implied, relating to the accuracy or content of these materials. 

  • On-Demand
    Format
  • 90
    Min.
  • 8/5/23
    Avail. to
  • DETAILS
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Drafting Employee Handbooks

$85.00
  • Author/Instructor:  Stefanee Handon

Employee handbooks define the relationship of employer and employee for most employees.  These handbooks establish leave policies, polices for working from home, sick leave, and grounds for dismissal. They also help ensure the protection of employer trade secrets.  In a highly interconnected age, they establish policies for the use of smartphones, tablets, and other devices on and for the job. If a handbook is carefully planned and drafted, it provides for a stable workplace, reducing the risk of employer liability.The absence of a handbook can lead to just the opposite – a workplace with ad hoc policies and abounding risk.  This program will provide you with a practical guide to drafting employee handbooks.   Essential elements of employee handbooks Work from home policies and protections Ensuring handbooks are not enforceable contracts and are subject to change by employers Compliance with EEO laws, including the ADA, FMLA and others Prohibition of discrimination, harassment, and other unlawful conduct Defining workplace policies for personal smartphones, tablets, and other devices Time off, leave of absence, and discipline and dismissal procedures   Speaker: Stefanee Handon is an attorney in the Washington, D.C. office of Paul Hastings, LLP, where she represents employers in all aspects of employment law, including wage and hour compliance, fair employment practices, and individual employment rights.  She also counsels employers on all aspects of the employer-employee relationship, including hiring, pay, promotion, and termination.  Ms. Handon received her B.A., with high distinction, from the University of Virginia and her J.D. from the University of Virginia School of Law.   Disclaimer:  All views or opinions expressed by any presenter during the course of this CLE is that of the presenter alone and not an opinion of the Oklahoma Bar Association, the employers, or affiliates of the presenters unless specifically stated. Additionally, any materials, including the legal research, are the product of the individual contributor, not the Oklahoma Bar Association. The Oklahoma Bar Association makes no warranty, express or implied, relating to the accuracy or content of these materials.

  • On-Demand
    Format
  • 60
    Min.
  • 6/4/23
    Avail. to
  • DETAILS
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Drafting Employment Agreements for Commission-based Employees

$85.00
  • Author/Instructor:  Jennifer S. Baldocchi

Every organization depends on generating sales, often sales made by sales agents.  Drafting agreements for sales people is complex and unlike other employment agreements. The primary task is defining a workable sales commission and incentive structure that is durable while the sales agent works for your client and that limits legal liability and practical damage after the sales agent separates from employment.  There are also complex issues of post-employment payments, internal reporting and support, and preserving the confidentiality of proprietary employer information such as client/customer lists, pricing schedules, vendor information and more after the sales agent has departed – perhaps to a competitor. This program will provide you with a practical guide to drafting sales agents’ agreements for business clients.   Commission and incentive structures – and common traps after an agent departs Differences between employee v. independent contractor sales staff Common traps employers make in including unlawful terms Wage and hour issues in commission and incentive compensation agreements Protecting client and price lists, vendor information & other sensitive information when a sales agent leaves Scope of protectable interests and practical steps required to enforce confidentiality   Speaker: Jennifer S. Baldocchi is a partner in the Los Angeles office of Paul Hastings, LLP, and co-chair of the firm’s employment department. She has a broad-based employment practice, with a focus on intellectual property, including employee mobility, trade secrets, covenants not to compete, unfair competition, and related business tort claims. Her practice also involves advising and defending employers in complex employment claims such as wrongful discharge, discrimination, retaliation, and harassment. She also counsels clients in wage and hour issues and investigations.  Ms. Baldocchi earned her B.A., with honors, from the University of California, Berkeley, and her J.D. from Loyola Law School.   Disclaimer:  All views or opinions expressed by any presenter during the course of this CLE is that of the presenter alone and not an opinion of the Oklahoma Bar Association, the employers, or affiliates of the presenters unless specifically stated. Additionally, any materials, including the legal research, are the product of the individual contributor, not the Oklahoma Bar Association. The Oklahoma Bar Association makes no warranty, express or implied, relating to the accuracy or content of these materials.

  • On-Demand
    Format
  • 60
    Min.
  • 2/18/23
    Avail. to
  • DETAILS
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Drafting Employment Agreements, Part 1

$85.00
  • Author/Instructor:  Jerrold F. Goldberg

This program will provide you a practical guide to the most important provisions of employment agreements, common sources of dispute and litigation, and traps. The program will cover scope of duties (and how they may change over time), forms of compensation and benefits (including deferred compensation), and objective/measurable performance standards.  The program will also discuss planning for the possible release of the employee, limiting liability, and protecting confidential information and trade secrets to which the employee may have had access. This program will provide you with a practical guide to drafting successful employment agreements. Day 1: Scope of an employee’s duties and modification as facts and circumstances change Objective and measurable performance benchmarks tied to incentive compensation Forms of compensation, deferred compensation, and fringe benefits Protecting trade secrets – non-competition and non-disclosure mechanisms Day 2: Term of employment – fixed or variable terms, extensions, and discharge Anticipating severance and building in dispute mitigation and resolution provisions Severance benefits on voluntary and involuntary separation – and tying them to confidentiality and non-competition Non-disparagement of employer on discharge or voluntary departure Essential mediation and choice of law considerations   Speaker:  Jerrold F. Goldberg is a partner in the New York City office of Greenburg Traurig, LLP, where co-chairs the firm’s labor and employment practice group and he has more than 35 years’ experience practicing in virtually all aspects of labor and employment.  His expertise includes employee leave under federal and state law, traditional labor/union-management issues, employment discrimination, executive employment, severance agreements and wage and hour laws.  He represents clients before the EEOC, the FRLB, and federal and state courts.  Mr. Goldberg received his B.S. from Cornell University and his J.D. from New York University School of Law.   Disclaimer:  All views or opinions expressed by any presenter during the course of this CLE is that of the presenter alone and not an opinion of the Oklahoma Bar Association, the employers, or affiliates of the presenters unless specifically stated. Additionally, any materials, including the legal research, are the product of the individual contributor, not the Oklahoma Bar Association. The Oklahoma Bar Association makes no warranty, express or implied, relating to the accuracy or content of these materials. 

  • On-Demand
    Format
  • 60
    Min.
  • 1/27/24
    Avail. to
  • DETAILS
Course1

Drafting Employment Agreements, Part 2

$85.00
  • Author/Instructor:  Jerrold F. Goldberg

This program will provide you a practical guide to the most important provisions of employment agreements, common sources of dispute and litigation, and traps. The program will cover scope of duties (and how they may change over time), forms of compensation and benefits (including deferred compensation), and objective/measurable performance standards.  The program will also discuss planning for the possible release of the employee, limiting liability, and protecting confidential information and trade secrets to which the employee may have had access. This program will provide you with a practical guide to drafting successful employment agreements. Day 1: Scope of an employee’s duties and modification as facts and circumstances change Objective and measurable performance benchmarks tied to incentive compensation Forms of compensation, deferred compensation, and fringe benefits Protecting trade secrets – non-competition and non-disclosure mechanisms Day 2: Term of employment – fixed or variable terms, extensions, and discharge Anticipating severance and building in dispute mitigation and resolution provisions Severance benefits on voluntary and involuntary separation – and tying them to confidentiality and non-competition Non-disparagement of employer on discharge or voluntary departure Essential mediation and choice of law considerations   Speaker: Jerrold F. Goldberg is a partner in the New York City office of Greenburg Traurig, LLP, where co-chairs the firm’s labor and employment practice group and he has more than 35 years’ experience practicing in virtually all aspects of labor and employment.  His expertise includes employee leave under federal and state law, traditional labor/union-management issues, employment discrimination, executive employment, severance agreements and wage and hour laws.  He represents clients before the EEOC, the FRLB, and federal and state courts.  Mr. Goldberg received his B.S. from Cornell University and his J.D. from New York University School of Law.   Disclaimer:  All views or opinions expressed by any presenter during the course of this CLE is that of the presenter alone and not an opinion of the Oklahoma Bar Association, the employers, or affiliates of the presenters unless specifically stated. Additionally, any materials, including the legal research, are the product of the individual contributor, not the Oklahoma Bar Association. The Oklahoma Bar Association makes no warranty, express or implied, relating to the accuracy or content of these materials. 

  • On-Demand
    Format
  • 60
    Min.
  • 1/28/24
    Avail. to
  • DETAILS
Course1

Employee Leave Law

$85.00
  • Author/Instructor:  Kenneth M. Willner

Employers are required to provide leave to employees and often reinstate them to the same job category when they return.  The FMLA, ADA and other federal statues establish a variety of eligibility standards and circumstances in which employers must offer leave or incur liability for failure to do so. The complexity of these statutes exposes clients to substantial risk and liability if leave policy is not properly drafted and administered. This program will provide you with a practical guide to the sources of federal employee leave law, covered employees and qualifying circumstances, how leave can and should be incorporated into employer policies and handbooks to avoid liability. Recent developments impacting employee leave Who is covered by leave law and what circumstances are entitled to leave? Duration of leave and what compensation/benefits must employers provide Job category reinstatement after leave Incorporating leave into employer policies and employee handbooks Medical certificate, proof of eligibility, administration of leave policy   Speaker: Kenneth M. Willner is a partner in the Washington, D.C. office of Paul Hastings, LLP, and chair of the office's employment law practice.  He represents employers in all aspects of employment law and litigation including wrongful discharge, discrimination, sexual harassment, disability discrimination, class actions, and individual cases in federal and state courts and before the Equal Employment Opportunity Commission and Office of Federal Contract Compliance Programs.  Mr. Willner received his B.A., with distinction, from the University of Virginia, and his J.D. from the University of Virginia Law School.   Disclaimer:  All views or opinions expressed by any presenter during the course of this CLE is that of the presenter alone and not an opinion of the Oklahoma Bar Association, the employers, or affiliates of the presenters unless specifically stated. Additionally, any materials, including the legal research, are the product of the individual contributor, not the Oklahoma Bar Association. The Oklahoma Bar Association makes no warranty, express or implied, relating to the accuracy or content of these materials.

  • On-Demand
    Format
  • 60
    Min.
  • 7/8/23
    Avail. to
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Course1

Employment Investigations: Figuring It Out & Avoiding Liability

$85.00
  • Author/Instructor:  Emily Pidot

Lawyers are often called on to conduct internal company investigations of employment disputes, sometimes in anticipation of litigation.  Employers hope to obtain an independent and thorough investigation of sensitive workplace matters to assess liability. For the lawyer, there many challenges: Choosing the right investigator, asking the right questions, preserving evidence, ensuring that privacy rights are not violated, and producing a practically useful report for the employer. There are also substantial issues of preserving the attorney-client privilege.  Often, the investigation can be as sensitive as the underlying matter. This program will provide you with a real world guide to planning and conducting an employment investigation and limiting employer liability.    Planning an effective employment investigation & knowing your goals Understanding liability risk in investigation, including invasions of privacy Determining interviewees and format/recording of interview What questions to ask/information to obtain from interviewees Litigation holds – what you should put in place Preserving the attorney-client privilege What to include in your final report   Speaker: Emily Pidot is of counsel in the New York City office of Paul Hastings, LLP.  Her practice focuses on defending employers in a broad array of employment matters, including claims of discrimination, harassment, and retaliation; whistleblower matters; executive compensation disputes; and wage-and-hour class and collective actions. She regularly counsels clients on human resources policies and employee relations to prevent litigation, and also has extensive experience providing anti-harassment training to clients’ workforces. Ms. Pidot received her B.A. from the University of Notre Dame and her J.D. from Duke University School of Law.   Disclaimer:  All views or opinions expressed by any presenter during the course of this CLE is that of the presenter alone and not an opinion of the Oklahoma Bar Association, the employers, or affiliates of the presenters unless specifically stated. Additionally, any materials, including the legal research, are the product of the individual contributor, not the Oklahoma Bar Association. The Oklahoma Bar Association makes no warranty, express or implied, relating to the accuracy or content of these materials.

  • On-Demand
    Format
  • 60
    Min.
  • 9/22/23
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Course1

Employment Law in Pandemic Times: Leave, return to work, testing, remote work and OSHA issues

$50.00
  • Author/Instructor:  Oklahoma Bar Association

Filmed for the 2020 Virtual Annual Meeting Employment Law in Pandemic Times:  Leave, return to work, testing, remote work and OSHA issues Enjoy this interactive panel discussion surrounding FFCRA paid sick leave and expanded FMLA leave, remote working arrangements, COVID-19 testing, exclusion/return to work, and OSHA violations and enforcement.  Speakers:Charlie PlumbElizabeth BowersoxJake Crawford     Disclaimer:  All views or opinions expressed by any presenter during the course of this CLE is that of the presenter alone and not an opinion of the Oklahoma Bar Association, the employers, or affiliates of the presenters unless specifically stated. Additionally, any materials, including the legal research, are the product of the individual contributor, not the Oklahoma Bar Association. The Oklahoma Bar Association makes no warranty, express or implied, relating to the accuracy or content of these materials. 

  • On-Demand
    Format
  • 60
    Min.
  • 6/30/23
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Course1

Employment Law Torts

$85.00
  • Author/Instructor:  Alex J. Maturi

The workplace is deep with potential torts.  Hiring can be a delicate balance of adequately investigating the background of an applicant without making legally prohibited searches or inquiries.  Workplace supervision in a technologically interconnected age can easily give rise to claims of invasions of privacy. Workplace investigations, often involving conflicts among employees, can implicate claims of basis, discrimination, harassment, intentional infliction of emotional distress, defamation, and retaliation.  At every stage of the employment process there are potential torts.  This program will provide you with a practical guide to employer tort liability in the workplace.    Torts in hiring –balancing act of background checks, drug/cannabis checks, and the standard of foreseeability Privacy based torts – monitoring employee social media and other digital communications/posts Negligent retention of potentially dangerous employees Torts in workplace investigations – intentional infliction of emotional distress, defamation, false light torts Negligent supervision of troubled employees Best practices and defenses for employers to avoid or limit liability   Speaker: Alex J. Maturi is an attorney in the Chicago office of Paul Hastings, LLP, where he represents employers in all aspects of employment law, including discrimination, harassment, wrongful discharge, and wage and hour matters. He also counsels clients on compliance with state and federal law, and advises employers facing investigations initiated by the EEOC, OFCCP, and various state agencies.  During law school, he served as an extern judicial clerk to Judge Robert W. Gettleman of the U.S. District Court for the Northern District of Illinois. Mr. Maturi earned his B.A., cum laude, Illinois Wesleyan University and his J.D., cum laude, from Northwestern University School of Law.     Disclaimer:  All views or opinions expressed by any presenter during the course of this CLE is that of the presenter alone and not an opinion of the Oklahoma Bar Association, the employers, or affiliates of the presenters unless specifically stated. Additionally, any materials, including the legal research, are the product of the individual contributor, not the Oklahoma Bar Association. The Oklahoma Bar Association makes no warranty, express or implied, relating to the accuracy or content of these materials. 

  • On-Demand
    Format
  • 60
    Min.
  • 11/22/24
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Course1

Exit Rights in Business Agreements

$85.00
  • Author/Instructor:  Michael Weiner

A client investment in an operating business, particularly a minority stake, is only as good as its liquidity rights. If a client cannot readily sell his or her ownership stake at fair market value, it has little real value. The key to ensuring liquidity is contractually creating a private market for the ownership stake. This market can come in the form of requiring other stakeholders, including the majority owner, to buy the minority stake at a mutually agreeable price, or creating other mechanisms for selling the stake to third parties. Without these contract rights, a stakeholder has no liquidity and is stuck. This program will provide you with a practical to planning and drafting contractual liquidity rights in closely held companies.   Planning and drafting liquidity rights in closely held companies Counseling clients about the limitations and risks of liquidity in closely held companies Framework of alternatives for determining most appropriate liquidity rights “Texas standoff” or “Russian roulette” – opportunities, risks and tradeoffs Drafting “tag-along” and “drag-along” rights – practical uses and drawbacksHow to think about valuing closely held ownership stakes   Speaker: Michael Weiner is a partner in the Denver office of Dorsey & Whitney, where he is head of the firm’s corporate department.  His practice focuses on the representation of emerging growth companies in the areas of corporate formation, mergers and acquisitions, venture capital and angel finance, public offerings, and securities regulation. He counsels boards of directors and management teams in the areas of equity compensation, corporate governance, Sarbanes-Oxley and other regulatory and disclosure matters. He also advises clients on intellectual property licensing and commercial contract matters.  Mr. Weiner earned his B.S. in economics from the University of Pennsylvania Wharton School of Business, his B.A. in American history from the University of Pennsylvania College of Arts & Sciences, and J.D. from the University of California, Los Angeles.   Disclaimer:  All views or opinions expressed by any presenter during the course of this CLE is that of the presenter alone and not an opinion of the Oklahoma Bar Association, the employers, or affiliates of the presenters unless specifically stated. Additionally, any materials, including the legal research, are the product of the individual contributor, not the Oklahoma Bar Association. The Oklahoma Bar Association makes no warranty, express or implied, relating to the accuracy or content of these materials.     

  • On-Demand
    Format
  • 60
    Min.
  • 1/13/24
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Course1

Going Over: Employment Law Issues When a Key Employee Leaves for a Competitor

$85.00
  • Author/Instructor:  Jennifer S. Baldocchi, Jessica Mendelson, Lindsey Jackson

Few things strike heart of business owners more than when a key employee departs and joins a competitor.  The departing employee may have sensitive knowledge about products or services, pricing strategies, customer lists, financial or other information essential to the success of the business.  If the business has planned for this eventuality, placing restrictions on key employees through a variety of agreements, any damage may be limited.  But if the key employee is departing without these agreements in place, the business must rely on strategies for protecting its sensitive information. This program will provide you a real-world guide to protecting your client’s sensitive business information when a key employee departs.    Conducting effective exit interviews of the departing employee Enforcing contractual provisions against disclosure of sensitive employer information Resort to statutory protections of trade secrets or “know how” when contractual protections don’t exist Understanding how employment law torts may apply to specific situations Planning in anticipation of the eventual loss of a key employee Speakers: Jennifer S. Baldocchi is a partner in Los Angeles office of Paul Hastings, LLP, where she co-chairs the office’s employment law department.  Her practice focuses on employee mobility and intellectual property, including trade secrets, covenants not to compete, unfair competition, and fiduciary duties.   In her transactional practice, she prepares employee and executive contracts, focusing on the protection of trade secrets and the prevention of improper customer and employee solicitations. She is recognized by Legal 500 US for trade secrets litigation and non-contentious matters.  Ms. Baldocchi earned her B.A. from the University of California, Berkeley, and her J.D. from Loyola Law School, Los Angeles.  Jessica Mendelson is an attorney in the Palo Alto, California office of Paul Hastings, LLP, where her practice focuses on trade secrets litigation and employee mobility issues.  Prior to joining Paul Hastings, Ms. Mendelson practiced trade secret, trademark, and copyright litigation in the intellectual property department of a boutique firm in Los Angeles. Ms. Mendelson earned her B.A. from Brown University and her J.D. from the University of California Hastings College of Law. Lindsey Jackson is an attorney in the Los Angeles office of Paul Hastings, LLP, where she represents employers in all aspects of employment law and labor relations, including wage-and-hour, discrimination, retaliation, harassment, trade secrets, and employee mobility matters. Ms. Jackson has also represented clients in employment litigation touching upon cybersecurity issues.  Ms. Jackson received her B.A. from Yale University, her M.A.T. from Relay Graduate School of Education, and her J.D. from Stanford University Law School.   Disclaimer:  All views or opinions expressed by any presenter during the course of this CLE is that of the presenter alone and not an opinion of the Oklahoma Bar Association, the employers, or affiliates of the presenters unless specifically stated. Additionally, any materials, including the legal research, are the product of the individual contributor, not the Oklahoma Bar Association. The Oklahoma Bar Association makes no warranty, express or implied, relating to the accuracy or content of these materials.

  • On-Demand
    Format
  • 60
    Min.
  • 11/24/23
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Course1

Medication Misadventures

$50.00
  • Author/Instructor:  Oklahoma Bar Association

Medication Misadventures:  Tips for Attorneys The scenario of a patient starting a new drug and developing well-known side effects is a very cut and dried scenario. Such a scenario is the most straightforward; however, it is not the one we hear about most often. There are some scenarios to be aware of that should send up a red flag that harm may have been done to a patient due to a medication. For attorneys, there are several questions to explore and medical resources to browse when reviewing the details of a possible medication-related case. Attorneys can do their own investigation before considering a consult with a medical expert.Learning objectives:1. Describe two types of medication errors2. List three “red flags” indicating that there may have been an adverse drug reaction3. Identify two types of patients at higher risk for medication harm4. State one practical resource for information on medications     Disclaimer:  All views or opinions expressed by any presenter during the course of this CLE is that of the presenter alone and not an opinion of the Oklahoma Bar Association, the employers, or affiliates of the presenters unless specifically stated. Additionally, any materials, including the legal research, are the product of the individual contributor, not the Oklahoma Bar Association. The Oklahoma Bar Association makes no warranty, express or implied, relating to the accuracy or content of these materials. 

  • On-Demand
    Format
  • 60
    Min.
  • 6/30/23
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Course1

Ownership of Ideas Created on the Job

$85.00
  • Author/Instructor:  Elen Wetzel, Angela Morrison

Ownership of “ideas” – tangible inventions, “know-how” or processes, or other tangible or intangible property – is often an area of substantial dispute between the creator/inventor and his or her employer.  Though it seems axiomatic the creator owns invention, if the invention – often very valuable property – is created on the job or using employer resources, the employer has a substantial claim to ownership. Indeed, the employee may have been hired for the purpose of creating intellectual property essential to the employer’s success.  Putting in place policies and procedures to ensure employers have clear title to this type of property is essential to avoid protracted, costly, and potentially ruinous litigation. This program will provide you with a practical guide to ownership of intellectual property created on the job.    Ownership of ideas, information, know-how and other property created on the job by employees Impact of scope of an employee’s duties on ownership of property created on the job Role of adequate compensation in protecting employer property How some property created on the job is an employee’s – not the employer’s – even if in scope of duties Essential agreements, policies, and practices to preserve employer property What to do if asserts ownership to property created on the job   Speakers: Elen Wetzel is partner in the Seattle office of Dorsey & Whitney, LLP, where her practice focuses on patent preparation and prosecution, opinions, and counseling of clients across a variety of industries including energy, manufacturing, transportation, electronics, and e-commerce. As part of her practice, she regularly conducts invention disclosure meetings and prepares patent applications and formal correspondence with the patent office for a variety of clients.  Prior to private practice, she served in an in-house role at a larger aerospace manufacturer. By training, she is an aerospace engineer.  Ms. Wetzel earned her B.S.E., cum laude, from the University of Michigan and her J.D., cum laude, from Seattle University School of Law. Angela Morrison is a partner in the Denver office of Dorsey & Whitney, LLP, where she helps clients gain, manage, and leverage intellectual property assets in the United States and internationally. She regularly assists clients in the biotechnology, pharmaceutical, chemical, and agricultural industries. Her background is in cellular and molecular biology, including graduate work that focused on post-transcriptional modification of RNA and its effect on gene expression.  She earned her B.S. from the University of Michigan, with high distinction and honors, her M.S. from Colorado State University, and her J.D. from the University of Colorado School of Law.   Disclaimer:  All views or opinions expressed by any presenter during the course of this CLE is that of the presenter alone and not an opinion of the Oklahoma Bar Association, the employers, or affiliates of the presenters unless specifically stated. Additionally, any materials, including the legal research, are the product of the individual contributor, not the Oklahoma Bar Association. The Oklahoma Bar Association makes no warranty, express or implied, relating to the accuracy or content of these materials.

  • On-Demand
    Format
  • 60
    Min.
  • 1/22/23
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Course1

Smartphones, Tablets, and Other Devices in the Workplace

$85.00
  • Author/Instructor:  Laura Zabele, Brian Featherstun

Most employees carry with them powerful devices – smartphone and tablets – that they use for mixed personal and professional use.  These devices can enhance or hinder productivity. Their powerful communications capabilities enable a range of activity which potentially exposes employers to liability.  Employers struggle with crafting policies that allow employees autonomy to use their devices and even channel them to productive work use, but limit their exposure to liability, including allegations that employers are invading the privacy of employees.  This program will provide you with a practical guide to drafting policies for using smart devices on the job.   Monitoring workplace usage and potential violations/liability for invasions of privacy Wage and hour issues – when does the workday begin and end when employees are never disconnected? EEO violations, discrimination and harassment risks when devices are used for mixed professional/personal use Obtaining digital evidence from employee devices – what’s allowed, what’s not? Best practices in preserving employer trade secret issues   Speakers: Laura Zabele is an attorney in the Los Angeles office of Paul Hastings, LLP, where her practice focuses on all aspects of labor and employment law.  She represents employers before state and federal courts and administrative agencies throughout the U.S., including single-plaintiff and class and collective actions involving discrimination, harassment, retaliation, and wage and hour issues. She also counsels employers on employment issues such as reductions in force, preparing handbook policies, and drafting employment and separation agreements.  Ms. Zabele earned her B.A., with distinction, from Cornell University and her J.D. from Boston University School of Law. Brian Featherstun is an attorney in the San Francisco office of Paul Hastings, LLP, where his practice focuses on complex litigation and employment matters. In addition to his litigation work, he routinely advises employers on best practices to mitigate exposure or avoid litigation altogether in areas including employment discrimination, retaliation, harassment, and wage and hour issues.  He has successfully handled first and second chair responsibility for trials, hearings, depositions, and administrative proceedings. Mr. Featherstun earned his B.A. from U.C. Santa Barbara and his J.D. from the UCLA School of Law..   Disclaimer:  All views or opinions expressed by any presenter during the course of this CLE is that of the presenter alone and not an opinion of the Oklahoma Bar Association, the employers, or affiliates of the presenters unless specifically stated. Additionally, any materials, including the legal research, are the product of the individual contributor, not the Oklahoma Bar Association. The Oklahoma Bar Association makes no warranty, express or implied, relating to the accuracy or content of these materials.

  • On-Demand
    Format
  • 60
    Min.
  • 6/5/23
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Course1

The Basics of Toxicology

$50.00
  • Author/Instructor:  Oklahoma Bar Association

The Basics of Toxicology This program will give a broad overview of what attorneys need to know about the effects of alcohol as well as common street and prescription drugs on the body, interpreting drug screens, how alcohol absorption can be delayed or increased, and the connection between drug levels and impairment. There is so much to know about the science behind drug and alcohol-related impairment, but this one-hour program will establish useful basic principles.   Learning objectives: 1. List the expected effects on the body from common street and prescription drugs 2. Differentiate between drug/alcohol levels obtained from blood, urine, breath 3. Identify common false positives when interpreting drug screen results 4. Assess the utility of drug levels for commonly encountered street and legal drugs 5. Describe the correlation between drug and alcohol levels and level of impairment     Disclaimer:  All views or opinions expressed by any presenter during the course of this CLE is that of the presenter alone and not an opinion of the Oklahoma Bar Association, the employers, or affiliates of the presenters unless specifically stated. Additionally, any materials, including the legal research, are the product of the individual contributor, not the Oklahoma Bar Association. The Oklahoma Bar Association makes no warranty, express or implied, relating to the accuracy or content of these materials. 

  • On-Demand
    Format
  • 60
    Min.
  • 6/30/23
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Course1

The Law of Background Checks: What Clients May/May Not ‘Check'

$85.00
  • Author/Instructor:  Felicia Davis

Background checks are an exercise in risk management in hiring. Employers want to align an applicant’s skills with a job profile, reducing the likelihood the hire will not work out or, worse yet, cause the employer liability. This typically means that the employer wants as much information as possible on job candidates. But background checks themselves are fraught with potential liability. There are many categories of questions that employers may not ask applicants; and if they do ask these questions, they open themselves to liability.This program will provide you with a real-world guide to what is allowed and what isnot allowed in background checks, and best practices for using that information and avoiding liability.   Framework of laws impacting background checks, including the Fair Credit Reporting Act What an employ may/may not ask – criminal arrest history, marital status, age, credit history, and other bases Social media background checks Liability for improper/discriminatory use of background checks Counseling clients about best practices in conducting/using background checks   Speaker: Felicia Davis is an attorney in the Los Angeles office of Paul Hastings, LLP where she represents employers in all aspects of labor and employment law, including discrimination, retaliation, harassment, religious accommodation and wage and hour issues, in both single-plaintiff and class-action matters. She has also represented clients in disability access litigation under Title III. She has served as lead attorney on single and multi-plaintiff matters, successfully defending lawsuits alleging discrimination, retaliation, and wrongful discharge as well as collective bargaining agreement violations. She is a member of the ABA Labor and Employment Law Committee on Technology in the Practice and Workplace (Planning Committee). Ms. Davis received her B.A., cum laude, from Claremont McKenna College and her J.D. from the University of California at Los Angeles.   Disclaimer:  All views or opinions expressed by any presenter during the course of this CLE is that of the presenter alone and not an opinion of the Oklahoma Bar Association, the employers, or affiliates of the presenters unless specifically stated. Additionally, any materials, including the legal research, are the product of the individual contributor, not the Oklahoma Bar Association. The Oklahoma Bar Association makes no warranty, express or implied, relating to the accuracy or content of these materials.

  • On-Demand
    Format
  • 60
    Min.
  • 5/6/23
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