At the federal level, there is gridlock. So much of the action in the employment area is now happening at the state level. Both parties are pushing for laws at the state level which, if enacted, can affect our jobs as HR professionals and the employees in our organizations. Segal focuses on trends at the state level, provides suggestions for how to evaluate a bill critically as opposed to viscerally and closes with specific recommendations designed to increase your effectiveness as a grass-roots advocate. Among the trends discussed will be bills that focus on: legal prohibitions on bullying; restrictions on the ability of an employer to adopt a no-weapons rule; unpaid leave for victims of domestic violence; increasing the minimum wage as well as the penalties for state wage and hour violations; and restrictions on credit and other background checks.
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Jonathan A. Segal
Partner
Duane Morris, LLP
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Jonathan is a partner at Duane Morris LLP in its Employment Group. He also is the Founder and managing principal of the Duane Morris Institute, which provides training on employment issues to HR professionals, in-house counsel and other leaders.
The core of Jonathan’s practice is helping employers maximize legal compliance and minimize legal risk with regard to harassment, discrimination, retaliation and reasonable accommodations.
Over the past few years, Jonathan has focused on religion in general and antisemitism in particular. In addition to helping clients, Jonathan has delivered a number of talks on antisemitism on behalf of the EEOC as well as to field directors of the EEOC.
Jonathan has provided training to federal judges and other members of the federal judiciary on various employment issues for more than 20 years.