This audio conference was recorded on Thursday - July 23, 2009

Credits:

This program has been approved for 1.5 recertification credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI). For more information about certification or recertification, please visit the HRCI homepage at www.hrci.org. The use of this seal is not an endorsement by HRCI of the quality of the program. It means that this program has met HRCI’s criteria to be pre-approved for recertification.

Description:

In this weakened economy, job security is on everyone’s mind. Your older workers are probably wondering whether they’ll be first on the chopping block if jobs need to be cut - they often make the most money, and they’re concerned about stereotypes that flag them as less adaptable and capable of learning new technologies. Of course, if you’ve already had to let workers go, some of these folks almost certainly believe their age was a factor.

Age bias claims represent one of the fastest growing types of complaints filed with the Equal Employment Opportunity Commission (EEOC), and the agency has made it clear that it intends to take action against employers who terminate, or fail to hire, on the basis of age. Don’t wait for a letter from the EEOC alerting you that your organization is being investigated for alleged age bias violations.

Order this in-depth 90-minute audio conference recording all about how to hire, train, evaluate, promote, and compensate and terminate workers without violating the age bias laws. Our speaker – an experienced labor and employment attorney – will also explain the crucial analysis you should use so that all of your employment decisions are age-neutral.

Speaker(s):

Christine Nicolaides Kearns, Esq., is a partner in the litigation group at Pillsbury Winthrop Shaw Pittman, LLP, and heads its East Coast employment practice. She focuses on employment and employment benefits disputes. She has successfully handled a wide variety of cases before federal and state courts, arbitration panels, and administrative agencies relating to complex employment contracts, trade secrets and restrictive covenants, executive compensation, and ERISA as well as many claims of sexual harassment, age, race, and gender discrimination and retaliation. She regularly counsels clients in managing difficult terminations and other employment actions to avoid resultant claims, conducts internal investigations of the most sensitive nature, and often utilizes mediation to achieve optimal results.

You and your colleagues will learn:

• Whether the Age Discrimination in Employment Act (ADEA) applies to your organization, and what an employee must be able to show to establish a valid age bias claim
• How age bias claims could arise, through layoffs, hiring and promotional decisions, and other employment practices – even if you have no intent to discriminate
• The types of statements made in performance reviews, casual conversation, and job descriptions that could be used as ammunition if an ADEA-protected worker decides to sue you
• What you can and cannot say when describing the type of workers you want to employ, such as stating that you’re looking for an “energetic” workforce
• The criteria to use when evaluating which workers should attend intensive training and accelerated advancement programs that could lead to promotions
• What the Older Workers Benefit Protection Act requires of you
• Best practices for ensuring that your organization can avoid age bias claims before they make it to the EEOC or, even worse, to a judge or jury