In this unprecedented time of social unrest, employees are crying out for leadership from their employers. And although employers may be sympathetic, they are also wary of the legal implications, as well as the potential business implications, of engaging in or offering social justice programs at work. This session will explain the do's and don'ts regarding corporate social justice initiatives in the workplace, and discuss the impact on employee recruiting and retention. The session will also address the legal implication of such programs, including the potential for disparate impact discrimination claims and affirmative action issues.
Learning Objectives:
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Kelly Dobbs Bunting
Shareholder
Greenberg Traurig, LLP
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Kelly Bunting, Co-Chair of the Greenberg Traurig, LLP's Labor & Employment Practice's Workplace Compliance & Counseling Group, and member of its Artificial Intelligence Law Group, has considerable experience defending class and collective wage and hour litigation and misclassification claims, having defended employers in Title III ADA access litigation and litigation alleging race, sex, pregnancy, age, disability discrimination, harassment, and retaliation. She is deeply experienced in virtually all aspects of employment litigation, including wage and hour, labor, Title VII, harassment, discrimination, wrongful termination, non-competition and non-solicitation, trade secrets, SOX and Dodd Frank whistleblower claims, CEPA, ADEA, FMLA, NJLAD, and failure to accommodate issues. She has identified and managed employment issues in M&A deals and appeared before the EEOC, NLRB, and DOL in many states, as well as state agencies in DE, NY, NJ and PA. Kelly has represented many clients in mediation and settlement negotiations, and created HR and compliance training modules. She is regularly sought after as a workforce trainer for issues related to harassment and discrimination, FCPA compliance, good management techniques, and union awareness.
Kelly focuses much of her practice on international L&E issues, including employment/secondment contracts, data privacy, and global anti-corruption compliance. She advises clients on national and international handbook policies, procedures, and strategic HR issues, and provides day-to-day counsel in hiring, employee relations, employee discipline, and termination. She also conducts and advises on internal investigations.
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Jamie R. Rich
Shareholder
Greenberg Traurig, LLP
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Jamie R. Rich represents employers in all areas of labor and employment law before state and federal agencies and in courts across the country. Jamie focuses much of her practice on traditional labor law, representing management in collective bargaining negotiations, arbitrations, and unfair labor practice proceedings before the National Labor Relations Board. She helps clients navigate representation proceedings and union organizing drives. Jamie also maintains an active employment litigation practice, defending clients against harassment, discrimination, and retaliation lawsuits. She also regularly handles administrative charges before the Equal Employment Opportunity Commission and state agencies.
Jamie maintains a strong counseling practice and she enjoys advising clients on day-to-day employment matters. She routinely consults with human resources professionals, executives, and board members regarding all aspects of the employment relationship, including hiring and firing practices, employment contracts, enforceability of covenants not to compete, and reductions in force. She often advises foreign and out-of-state companies with a California presence on unique California-related employment issues. Jamie also Co-Chairs the firm’s Labor & Employment Practice’s Labor-Management Relations group.