U S PoSTage 21ST AnnUAL
eMPLoYMenT LAW UPDATe ConferenCe
PeRmiT no. 552
1799 Pennsylvania Street
P Box 539
Denver, Colorado 80201-0539
Denver | May 5, 2010
Colorado Springs | May 13, 2010
Fort Collins | May 18, 2010
Grand Junction | May 25, 2010
Phoenix | June 10, 2010
Practical Advice for Today’s Human resource Challenges
Since 1989, our Employment law Update Conference has been the region’s premier employment
law event, providing the latest news and information regarding employment and labor laws.
Each year, the agenda is carefully selected to highlight the most significant developments
employers need to know.
EMPloyMEnt law UPDatE
Denver - May 5 | Colorado Springs - May 13 | Fort Collins - May 18 | Grand Junction - May 25 | Phoenix - June 10
$189 per person (lunch and comprehensive manual included) Continuing Legal Education (CLE) Credits applied for
$159 per person for groups of three or more from the same employer Pre-approved for recertification credit
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 credit.
800.884.1328 | email@example.com | msec.org
21ST AnnUAL to fulfill affirmative action goals. this session will help
eMPLoYMenT LAW UPDATe The ADA Amendments Act: If you’re
you understand what employers must know to avoid
the unintended consequences of affirmative action
ConferenCe not worried, you Don’t Understand
Mark Parcheta, Employment Law Services
the aDa amendments act was passed with broad bi-
partisan support in 2008. the act rejected a number of
Drug and Alcohol Policies in the Age
US Supreme Court decisions interpreting the americans of Medical Marijuana: one toke over
with Disabilities act. the aDa now covers more the line?
8:30 a.m. In april 2009, the Immigration and Customs Enforcement employees with less severe impairments. the bottom Curtis Graves, Employment Law Services
agency announced a new strategy to hold employers line for employers will be more claims of disability
registration increasingly liable for not complying with federal discrimination. while the employer community awaits
immigration laws. Escalated fines for seemingly the final regulations, the scope of the proposed ADAA Medical marijuana laws are sweeping the nation.
9:00 a.m. small paperwork violations and criminal penalties for regulations has been described by litigators as “mind- Many states, including Colorado, have seen laws or
employing unauthorized workers are now the norm. boggling.” this session will enable employers to prepare constitutional amendments allowing persons to possess
Welcoming remarks for the uncertainty and extreme changes that the aDa and use marijuana to treat some medical conditions.
Tim Settle, Director, Employment Law Services amendment act will impose on how they manage other states, like arizona, have medical marijuana
this informative session will look at the new immigration
employees with physical and mental impairments. proposals in the works. Medical marijuana dispensaries
law enforcement landscape and discuss strategies for
are the latest entrepreneurial craze, generating massive
effective employer compliance. Participants will also
9:10 a.m. profits in the midst of one of the worst recessions on
consider the future of employment eligibility verification
record. the impact of medical marijuana use is spilling
and enforcement with an eye on compliance planning for 1:00 p.m.
Case Law and Legislative Update: the next decade.
over into the workplace. Questions abound: Can your
the More things Stay the Same the More Surviving office Politics: lessons employees use or possess marijuana in the workplace?
what should you do if a drug test comes back positive
they Change learned From Reality tV for marijuana? what if the employee is “disabled?” this
10:45 a.m. Evan Abbott, Organization Development and Learning program will help employers craft appropriate drug
Dean Harris, Employment Law Services
and alcohol policies in an age when pot’s legal status
Independent Contractors: the the phrase “office politics” can induce a fear factor into is uncertain, and help employers respond properly to
Employers spent most of 2009 adapting to major
even the most amazing employee. But is that necessary?
changes on the employment law landscape, such as Crackdown Begins today’s ample “reality” television landscape can teach
the inevitable discovery of medical marijuana use in the
the Family and Medical leave act regulations and the workplace.
David Lavinder, Employment Law Services critical lessons for surviving workplace challenges and
americans with Disabilities amendments act, while at
prevent us from getting “voted off the island.”
the same time struggling with the poor economy. now
Government agencies, both state and federal, have
we have new laws and regulations including GIna, the
begun a crackdown on employer use of independent office Politics is not a bad phrase - it’s a reality.
HIRE act, and health care legislation. this session will
contractors. there is a new focus by government on the Understanding the dynamics and challenges of politics in
examine developments in key HR and employment law
relationship under the heading of “misclassified employ- the workplace creates more choices and more productive
areas including EEo, retaliation, privacy, leave laws,
ees.” Part of the motivation is to bring about a change relationships. Individuals have to be skilled at the
labor relations, wage hour, health care and state spe-
in employer practice and achieve “fair treatment” of this “Social Game of work” in order to survive.
class of workers by having them re-classified as pay-
roll employees, but also to enhance tax revenues in this
struggling economy. It is also true that employers are 1:40 p.m.
becoming more interested in this option now. employment Preferences: Sued if you
do, Sued if you Don’t?
new Challenges in Immigration this session will outline the state and federal standards Chris Chrisbens, Specialized Legal Services
which must be met when an employer engages individu-
enforcement als to perform services as independent contractors, pro-
Ryan Adair, Immigration Services Employers walk a fine line when considering protected
vide some practical advice on how to meet the require-
status in attempting to simultaneously honor affirma-
ments of the law, avoid substantial monetary penalties
Since the late 1980s, employers have been prohibited tive action and avoid prohibited reverse-discrimination.
and suggest a contract format for members to use when
from employing unauthorized workers. However, many the U.S. Supreme Court’s controversial decision in Ricci
entering into independent contractor arrangements.
employers have received a free pass as the federal v. DeStefano, the new Haven Connecticut firefight-
government has lagged in enforcement of immigration ers case, highlights the minefield of difficult choices
laws. employers face when using employment-based testing
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