Course1

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
Course1

2023 Americans with Disabilities Act Update

$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.
  • 1/18/25
    Avail. to
  • DETAILS
Course1

2023 Labor and Employment Law Update

$175.00
  • Author/Instructor:  Oklahoma Bar Association

2023 Labor and Employment Law Update   Description: The 2023 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.   Time Topic Speaker 9:00-10:00   Oklahoma's Office of Civil Rights Enforcement: Updates and Tips for Representing Your Client at the OCRE   Charles C. Vaught, Office of Civil Rights Enforcement   10:00-11:00   Updates from the Equal Employment Opportunity Commission: The Current Status of the Pregnant Workers Fairness Act (How Far We've Come and Where We Go From Here)   Patrick Holman, Lauren Johnston, Equal Employment Opportunity Commission   11:00-11:10 Break 11:10-12:10   Litigator to Mediator: Navigating the Legal & Ethical Hurdles to Better Represent Your Client in Mediation (Ethics)   Courtney K. Warmington, Fuller Tubb & Buckford, PLLC   12:10-12:40 Lunch (Included in Registration) 12:40-2:00   Nuances of the Garcetti/Pickering Test: Burdens, Evidentiary Matters, Applications & Exceptions to the Garcetti/Pickering Analysis   Mark Hammons, Hammons, Hurst & Assoc.   2:00-2:10 Break 2:10-3:30   2023 Federal & State Law Update Philip R. Bruce, McAfee & Taft   3:30-4:30   How the Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act Protects a Plaintiff's Right to a Jury Trial (Ethics)   Amber L. Hurst, Hammons, Hurst & Associates     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
  • 327
    Min.
  • 12/31/24
    Avail. to
  • DETAILS
Course1

2023 Wage & Hour Update: New Overtime Rules

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

2023 Wage & Hour Update: New Overtime Rules 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.
  • 4/19/25
    Avail. to
  • DETAILS
Course1

2024 Employment Law Seminar

$225.00
  • Author/Instructor:  OELA & OBA Labor and Employment Law Section

2024 EMPLOYMENT LAW SEMINAR Presented by the Oklahoma Employment Lawyers Association & the OBA’s Labor and Employment Law Section   When:         Friday, December 13, 2024 from 9 a.m. to 4:30 p.m. Where:       In-Person at the Oklahoma Bar Center, 1901 N. Lincoln Blvd., Oklahoma City, OK 73105 Credits:       8 CLE credit hours (including at least 2 hours of ethics) Tuition:      $225 (E-materials included) Lunch?       Yes! Lunch is included for in-person attendees!   PROGRAM   9:00-10:00 Let’s Talk About . . . Sex Discrimination, the State of LGBTQ Litigation & Its Impact on Employment Law Megan               Lambert, American    Civil    Liberties Union of Oklahoma 10:00-11:00 Artificial Intelligence in the Workplace: Ethical and Legal Considerations (Ethics Credit) Lauren Barghols Hanna, Phillips Murrah 11:10-12:00 Trial Techniques (Part 1): Ethical and Strategic Considerations in Identifying and Addressing Jury Biases (Ethics Credit) Robert Ivy, Law Office of Robert H. Alexander, Jr. 12:00-12:30 Lunch Provided!   12:30-1:10 Trial Techniques (Part 2): Using Mock Juries, Focus Groups to Adapt Your Trial Strategy & Win Your Case Robert Ivy, Law Office of Robert H. Alexander, Jr. 1:10-2:10 Lawyer Wellness: Resources and Support to Address Burnout and Mental Health Scott B. Goode, Military Law Group 2:20-3:20 Contract Law: Oklahoma’s (Forgotten?) Covenant of Good Faith & Fair Dealing Mark     E.     Hammons, Hammons, Hurst & Assoc. 3:20-4:30 Doozy of a Year: Federal & State Employment Law Update Amber        L.        Hurst, Hammons, Hurst & Assoc.           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.

  • Webcast
    Format
  • 450
    Min.
  • 12/13/24
    Presented
  • DETAILS
Course1

2024 Employment Law Seminar

$225.00
  • Author/Instructor:  OELA & OBA Labor and Employment Law Section

2024 EMPLOYMENT LAW SEMINAR Presented by the Oklahoma Employment Lawyers Association & the OBA’s Labor and Employment Law Section   When:         Friday, December 13, 2024 from 9 a.m. to 4:30 p.m. Where:       In-Person at the Oklahoma Bar Center, 1901 N. Lincoln Blvd., Oklahoma City, OK 73105 Credits:       8 CLE credit hours (including at least 2 hours of ethics) Tuition:      $225 (E-materials included) Lunch?       Yes! Lunch is included for in-person attendees!   PROGRAM   9:00-10:00 Let’s Talk About . . . Sex Discrimination, the State of LGBTQ Litigation & Its Impact on Employment Law Megan Lambert, American    Civil Liberties Union of Oklahoma 10:00-11:00 Artificial Intelligence in the Workplace: Ethical and Legal Considerations (Ethics Credit) Lauren Barghols Hanna, Phillips Murrah 11:10-12:00 Trial Techniques (Part 1): Ethical and Strategic Considerations in Identifying and Addressing Jury Biases (Ethics Credit) Robert Ivy, Law Office of Robert H. Alexander, Jr. 12:00-12:30 Lunch Provided!   12:30-1:10 Trial Techniques (Part 2): Using Mock Juries, Focus Groups to Adapt Your Trial Strategy & Win Your Case Robert Ivy, Law Office of Robert H. Alexander, Jr. 1:10-2:10 Lawyer Wellness: Resources and Support to Address Burnout and Mental Health Scott B. Goode, Military Law Group 2:20-3:20 Contract Law: Oklahoma’s (Forgotten?) Covenant of Good Faith & Fair Dealing Mark     E.     Hammons, Hammons, Hurst & Assoc. 3:20-4:30 Doozy of a Year: Federal & State Employment Law Update Amber        L.        Hurst, Hammons, Hurst & Assoc.           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.

  • In-Person
    Format
  • 450
    Min.
  • 12/13/24
    Presented
  • DETAILS
Course1

2024 Family and Medical Leave Update

$85.00
  • Author/Instructor:  Patrick F. Martin

2024 Family and Medical Leave Update 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.
  • 7/17/26
    Avail. to
  • DETAILS
Course1
Texas Accredited

2024 Year End Review - OKC Day Two

$175.00
  • Author/Instructor:  OBA CLE

2024 Year End Review – OKC Day Two   Program Moderator  Jim Calloway, OBA, Director, Management Assistance Program    *Agenda is subject to change*   8:30 a.m.  Registration and Continental Breakfast     9:00 a.m.   Business and Corporate Law Update  Gary Derrick, Derrick and Briggs, LLP, Oklahoma City    9:50 a.m.   Break    10:00 a.m.  Law Office Management and Technology Update  Jim Calloway, Director of Management Assistance Program, OBA Oklahoma City  Julie Bays, Practice Management Advisor, OBA, Oklahoma City    10:50 a.m.  Break    11:00 a.m.  Real Property Law Update  Kraettli Epperson, Nash, Cohenour & Giessmann, P.C., Oklahoma City     11:50 a.m.  Networking lunch (included in registration)    12:30 p.m.   Estate Planning and Probate Law Update  Terrell Monks, Oklahoma Estate Attorneys, PLLC, Oklahoma City    1:20 p.m.  Break    1:30 p.m.  Family Law Update   Stacy Acord, McDaniel Acord, PLLC, Tulsa    2:20 p.m.  Break    2:30 p.m.  Ethics Update  Gina Hendryx, General Counsel, Oklahoma Bar Association, Oklahoma City    3:20 p.m.  Adjourn        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.

  • In-Person
    Format
  • 380
    Min.
  • 12/6/24
    Presented
  • DETAILS
Course1
Texas Accredited

2024 Year End Review - Tulsa Day Two

$175.00
  • Author/Instructor:  OBA CLE

2024 Year End Review – Tulsa Day Two   Program Moderator  Jim Calloway, OBA, Director, Management Assistance Program    *Agenda is subject to change*   8:30 a.m.  Registration and Continental Breakfast     9:00 a.m.   Business and Corporate Law Update  Gary Derrick, Derrick and Briggs, LLP, Oklahoma City    9:50 a.m.   Break    10:00 a.m.  Law Office Management and Technology Update  Jim Calloway, Director of Management Assistance Program, OBA Oklahoma City  Julie Bays, Practice Management Advisor, OBA, Oklahoma City    10:50 a.m.  Break    11:00 a.m.  Real Property Law Update  Kraettli Epperson, Nash, Cohenour & Giessmann, P.C., Oklahoma City     11:50 a.m.  Networking lunch (included in registration)    12:30 p.m.   Estate Planning and Probate Law Update  Terrell Monks, Oklahoma Estate Attorneys, PLLC, Oklahoma City    1:20 p.m.  Break    1:30 p.m.  Family Law Update   Stacy Acord, McDaniel Acord, PLLC, Tulsa    2:20 p.m.  Break    2:30 p.m.  Ethics Update  Gina Hendryx, General Counsel, Oklahoma Bar Association, Oklahoma City    3:20 p.m.  Adjourn        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.

  • In-Person
    Format
  • 380
    Min.
  • 12/13/24
    Presented
  • DETAILS
Course1

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 counsel’s employers on all aspects of the employer-employee relationship, including hiring, pay, promotion, and termination.     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.
  • 6/2/25
    Avail. to
  • DETAILS
Course1

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.
  • 2/3/25
    Avail. to
  • DETAILS
Course1

Employee Leave Law

$85.00
  • Author/Instructor:  Kenneth M. Willner

Employee Leave Law 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.       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
  • 58
    Min.
  • 7/7/25
    Avail. to
  • DETAILS
Course1

Employment Agreements: Drafting Key Provisions and Avoiding Liability, Part 1

$85.00
  • Author/Instructor:  Jerrold F. Goldberg

Employment Agreements: Drafting Key Provisions and Avoiding Liability, Part 1 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.
  • 1/30/26
    Avail. to
  • DETAILS
Course1

Employment Agreements: Drafting Key Provisions and Avoiding Liability, Part 2

$85.00
  • Author/Instructor:  Jerrold F. Goldberg

Employment Agreements: Drafting Key Provisions and Avoiding Liability, Part 2 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.
  • 1/31/26
    Avail. to
  • DETAILS
Course1

Employment Law Torts

$85.00
  • Author/Instructor:  Alex J. Maturi

Employment Law Torts 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
    Avail. to
  • DETAILS
Course1

Employment Law Torts

$85.00
  • Author/Instructor:  Alex J. Maturi

Employment Law Torts 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. 

  • Webcast
    Format
  • 60
    Min.
  • 11/22/24
    Presented
  • DETAILS
Course1

Exit Rights in Business Agreements

$85.00
  • Author/Instructor:  Michael Weiner

Exit Rights in Business Agreements 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 drawbacks How 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.
  • 1/13/26
    Avail. to
  • DETAILS
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

Going Over: Employment Law Issues When a Key Employee Leaves for a Competitor   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. 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. 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.       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.
  • 11/17/25
    Avail. to
  • DETAILS
Course1

Policies for Newly Distributed Workforces: How to Make the "New Office" Work

$85.00
  • Author/Instructor:  William J. Kelly, III

In the aftermath of the pandemic, the nature of work has changed.  Employees expect more flexibility. Working from home is no longer a special accommodation.  Employees expect to work remotely, either all of the time or some of the time. Even employers that prefer or require in-person work are having to adapt workplace policies to reflect working-from-home.  This program will review the changing landscape of employment law as more employees work from home:   Revising employee handbooks to reflect flexible working schedules and remote work Online harassment and discrimination when working from home Security of work email, sensitive information, and files Tracking time worked and measuring productivity – does this work? “Hoteling” issues – when employees share office space on a rotating basis   Speaker:   William J. Kelly, III is a founding member of Kelly Law Partners LLC and has nearly 30 years’ experience in the areas of employment and commercial litigation. In the area of employment law, he litigates trade secret, non-compete, infringement and discrimination claims in federal and state courts nationwide and has advised Fortune 50 companies on workplace policies and practices.  In the area of commercial litigation, his experience includes class action litigation, breach of contract and indemnity, mass-claim complex insurance litigation, construction litigation and trade secrets.  Earlier in career, he founded 15 Minutes Music, an independent music production company.  Mr. Kelly earned his B.A. from Tulane University and his J.D. from St. Louis 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.
  • 1/24/25
    Avail. to
  • DETAILS
Course1

Releasing Employees & Drafting Separation Agreements

$85.00
  • Author/Instructor:  Jarrod F. Goldberg

Releasing Employees & Drafting Separation Agreements When an employee leaves a company voluntarily or involuntarily employers often fear the worst.  Departing employees may have had access to very important and confidential information of the employer – client/customer lists, vendor information, pricing information.  How can it protected?  Employees may allege they are due additional salary, bonuses or commissions.  Might they sue?  There may have been issues involving suspected or alleged harassment or discrimination.  What’s the risk of liability?  Employees might be disgruntled.  Can anything be done to prevent disparagement of the company?  Drafting separation agreements are complex and as important as employment agreements. This program will provide you with a practical guide to drafting employee separation agreements. Salary and benefit issues, severance payments, and payments tied to future performance Identifying points of potential liability in both voluntary and involuntary separations Drafting enforceable waivers of liability – scope, length and payment issues Post-separation commission issues for sales employees Preserving the confidentiality of important business information post-separation Non-disparagement, non-competition and non-solicitation provisions Mediation and other dispute resolution provisions   SPEAKER: Jerrold F. Goldberg is a partner in the New York City office of Greenburg Traurig, LLP, where 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.

  • Webcast
    Format
  • 60
    Min.
  • 10/22/24
    Presented
  • DETAILS
Course1

Smartphones, Tablets, and Other Devices in the Workplace

$85.00
  • Author/Instructor:  Laura Zabele and 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.    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.    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
  • 51
    Min.
  • 6/23/25
    Avail. to
  • DETAILS
Course1

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

$85.00
  • Author/Instructor:  Felicia Davis

The Law of Background Checks: What Clients May/May Not ‘Check 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 is not 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.
  • 5/4/25
    Avail. to
  • DETAILS