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“Overall, this was thebest 2 day seminar I have ever been to. Thespeakers spoke clearly and with confdence.Very knowledgeable,very personable. I would recommend this toany HR proessional.”

Lahela KahauEldorado Resorts Corporation

2009 Sesss Deler EssetalGudae fr Maagg  a Radall Dfferet Ermet

Preparing or Lilly Ledbetter and Paycheck Fairness Acts, laws that willexpose employers to more costly pay discrimination claimsUse blogs, microblogs and social networking sites withoutending up in courtWhen an employee sues your company: Step-by-step adviceor managing the entire litigation processThe very latest on the status o the Employee Free Choice Act, andwhat you can do to counter Labor’s aggressive organizing agendaCurrent and proposed laws on genetic and sexual orientationdiscriminationThe new progressive discipline that turns around problem perormersStretch your recruiting budget during tough economic timesNon-compete agreements that keep trade secrets rom walkingout the doorAttracting and retaining top talent with an eco-riendly workplaceHealth & welare reorm and legal hot spots surrounding wellness programsOnline employee handbooks: How to stay clear o the legal mishapsNew E-Veriy rules and the latest I-9 changesDazzle the C-suite when you quantiy the business impact o talentmanagement and employee engagement programs

Bus:Talr ur smpsum experee wth up-t-the-mute traks  u adae, wage & hur law mplae, ad FMLA leae maagemet.

This program has been approved or 10.75 recertifcation credithours through the HR Certifcation Institute. For more inormationabout certifcation and recertifcation, please visit the HR CertifcateInstitute website at www.hrci.org.”The use o this seal is not an endorsement by HR CertifcationInstitute o the quality o the program. It means that this programhas met HR Certifcation Institute’s criteria to be pre-approved orrecertifcation credit.

EARN

CLE

CREDIT

14th Annual

America’s leadingemployment law conference

Nshvll, Hlon DownownSpbr 17-18, 2009Ls Vs, Csrs PlcOcobr 29-30, 2009Spcl roo rs!

Advanced Employment Issues Symposium

Agenda

Day One - ThursDay

7:00 a.m.-8:00 a.m.RegiStRatiON aND BReakfaSt8:00 a.m.-8:15 a.m.WeLCOme aND aNNOuNCemeNtSOPeNiNg keyNOte8:15 a.m.-9:15 a.m.a yeaR Of emPLOymeNt LaWCHaNge fOR HR, aND WHat COuLDHaPPeN Next

It has been a tumultuous year o change or HRproessionals and employers. Major adjustments to bothFMLA and the ADA were ollowed by the Lilly Ledbetter Act, a new COBRA subsidy, a new I-9 orm, new rulesrequiring ederal contractors to use E-Veriy, expandedretaliation protections, and a protracted struggle over the Employee Free Choice Act. Set those developmentsagainst the backdrop o one o the most challengingeconomic downturns in years, and it’s sae to say thatHR pros, in-house counsel, and employers have never been more challenged to stay on top o all o their legaland proessional duties.It may not get easier on either the legislative or theeconomic ronts just yet. With health care reorm, taxeson employee benets, and even talk o paid amily leavelooming as other possible challenges acing employers,you will denitely need to keep close tabs on Congressand government agencies in the year ahead. In thissession, our speakers will examine:The top ve employment law developments o 2009and how they are aecting your HR practicesProspects or healthcare reorm via taxes onemployee benets and other such proposals comingout o the Democratic-led CongressHow changes in the makeup o the U.S. SupremeCourt could make your job tougher At least our other things you’ll need to startthinking about or 2010

NshvllJ. Robr Br,

McGuireWoods LLP

Dvd forn,

Fortney & Scott, LLC

Ls Vsmodror:John Phllps,

Miller & Martin PLLC

Pnlss:Jnn Bndr,

Holland & Hart LLP

Sc Crw,

Miller & Martin PLLC

Drrl L,

Wood Crapo LLC

Frm the desk f Jh B. Phllps, Jr.,Smpsum Mderatr

Unlike any other conerence dealing with labor and employment law, AEIS eaturesattorneys who’ve been delivering state-specic employment law inormation to managersand employers or as long as 20 years. They’ve been cutting through the legalese toprovide understandable, practical, creative guidance and advice. And that’s exactlyhow they make their presentations at AEIS.And it’s dierent because it includes some o the nation’s most respected HR consultants, people who’ve been in your shoes and dealt with your problems and challenges.Each year, I look orward to moderating AEIS. It’s invigorating to mix with such a talented group o presenters and such anengaged and inormed group o attendees. I learn more at AEIS year-in and year-out because o the caliber o the programand because o you—your questions, our conversations, and the amily our speakers and attendees have become.I guarantee that you’ll get:Cutting-edge updates, insights and compliance strategies, exactly what you need

•

to keep yoursel a crucial part o your organization’s decision-making process.Sessions where you can share ideas, techniques, and war stories with colleagues,

•

building relationships and proessional strengths.Three new program tracks, ocusing on union avoidance, wage & hour law challenges,

•

and avoiding problems with the Family and Medical Leave Act.Breakasts, lunches, breaks, door prizes, a big drawing at the end o the show,

•

and as always, special gits rom me.Big changes are brewing in employment law as a new Congress and White House administration get ready to dramaticallyalter the employment law landscape. Are you ready? You will be, ater the 14th annual AEIS.Join hundreds o HR, legal, and business proessionals this year to stay up-to-date on key issues. Get the most practicalguidance you’ll nd anywhere about current and emerging trends. Register now.John B. Phillips, Jr.Miller & Martin PLLC

PRoGRAM DATES/LocATionS

Spbr 17-18Hlon Nshvll Downown

121 Fourth Avenue SouthNashville, Tennessee 37201(800) 445-8667

Ocobr 29-30Csrs Plc

3570 Las Vegas Blvd., SouthLas Vegas, NV 89109(866) 227-5944

conFEREncE FEES

Only $849 per person$799 or previous attendees$749 beore May 31$549 or additional attendees rom your organization

HoTEL RESERvATionS

Hotel reservations are the responsibility oparticipants and can be made by calling:

nashlle

Hilton Nashville Downtown special reservations lineat (800) 445-8667 or a reduced rate o $169 per night. Please mention the Advanced EmploymentIssues Symposium room block. Room block expiresMonday, August 17.

Las vegas

Caesars Palace at (866) 227-5944 or a maximumdiscounted room rate o just $160 per nightwhen reservations made by June 30. Ater June30, dierent discounts available until AdvancedEmployment Issues Symposium room block expiresFriday September 25. Supplies o discounted roomslimited. Mention the Advanced Employment IssuesSymposium room block when making reservation totake advantage o available discounts.

SPonSoRED By

M. Lee Smith Publishers LLC, America’s onlypublisher o state-specic employment lawletters or all states and

Federl Eplet Lw Isider.

To register today, or or more inormation call,toll-ree (800) 274-6774, or visit HRhero.com/aeis

9:15 a.m.-10:30 a.m.

THREE SImuLTanEouS SESSIonS

uNiON aVOiDaNCe tRaCk – SeSSiON 1efCa, tHe ReSPeCt aCt aND tHeReSuRgeNt LaBOR mOVemeNt: WHatit meaNS fOR emPLOyeRS

In the 2008 election, labor unions spent over $400million to get Barack Obama in the White House andexpand the Democrats’ control o Congress. Nowthey believe it’s time or President Obama and theCongressional Democrats to deliver. A number o pro-union bills and legislative compromises could open thefoodgates to union organizing. In this session, you’lllearn:How EFCA would change union organizing andincrease the requency o corporate campaignsHow EFCA would eliminate employees’ right tosecret ballot elections or joining a unionHow the compromise measures would likelyexpand penalties or NLRA violations to $20,000or eachHow the RESPECT Act will create divided loyaltiesamong ront-line supervisorsHow the Working Families Flexibility Act willgive employees opportunity to modiy their work hours, schedule, or work location, and provideadministrative remedies or dissatised employeesAnalysis o EFCA’s prospects to become law—and alook at some o the other alternatives

kvn mcCorc,

Whiteord, Taylor & Preston, L.L.P.

Pon irb,

Watkins Ludlam Winter & Stennis, P.A.(Las Vegas)

Wage & HOuR tRaCk - SeSSiON 1DOL auDitS aND Wage & HOuRLaWSuitS aRe HOtteR tHaN eVeR:SPOt aND aVOiD tHe mOSt COmmONtRaPS

In many ways, 2009 is shaping up as a “perectstorm” or DOL audits and employee wage and hour claims. The economic downturn and its ensuing layosignited a rash o employment lawsuits. Combined witha more employee-riendly U.S. Department o Labor (DOL), the parameters are set or a record-breakingyear or audits and lawsuits. In this session, we willlook at:Early enorcement trends in the rst year o theObama administrationSeven key wage and hour problems that are mostlikely to lead to audits and lawsuitsWhat to do when the DOL comes knocking at your door How to ensure that your pay system is compliantgoing orward

Jnnr L. andrson,

Jones Walker

kr e. Sh,

Miller & Martin PLLC

fmLa tRaCk – SeSSiON 1WHat tHe NeW fmLa RegSaND futuRe LeaVe LaWS meaNfOR emPLOyeRS

Big changes have hit FMLA recently, which meansbigger compliance headaches or HR. Here, you geta summary o the nal regulations and learn aboutother leave laws that could turn your leave o absencepolicies upside down. You’ll discover:How to interpret the new and previously releasedchanges that apply to military amilies—includingthose that pertain to National Guard and reservistsWhat exactly have the new regs changed regardingintermittent leave?What do the new rules say about gettinginormation rom health care providers?The new restrictions on your supervisors, whichwere designed to enhance employee privacyWhat the new changes mean or your perectattendance programsThe changes to the notice requirements—and whythey’re considered good news or employersRecent FMLA casesOther new leave laws in the works, including theFamily Leave Insurance Act, the Crime VictimsEmployment Leave Act and legislation to expandFMLAHow the Healthy Families Act could dramaticallychange your company’s paid sick leave policies

Chrl Plb,

McAee & Tat(Nashville)

Lnd Wlon,

Perkins Coie LLP

S flrson,

McAee & Tat(Las Vegas)

10:30 a.m.-10:45 a.m.mORNiNg BReak 10:45 a.m.-11:45 a.m.

FouR SImuLTanEouS SESSIonS

uNiON aVOiDaNCe tRaCk – SeSSiON 2tRaiN SuPeRViSORS tO SPOt WaRNiNgSigNS Of aN efCa-BaSeD ORgaNiziNgCamPaigN

The critical element o the EFCA is that employersdon’t participate in the unions’ process o solicitingemployees to sign union authorization cards. In act,union cards can be obtained beore you are even awareo the union’s signing campaign. In this session, you’lllearn how to train your early warning system—your managers—to spot union organizing. Plus, you’ll learnhow to respond appropriately, without panic, drama,or overreaction, using the keys to early detection andresponse. You’ll learn how to educate supervisors on:Economic and non-economic reasons whyemployees may turn to a unionResponding appropriately i employees alert themto union activity, including what they can andcannot sayStaying willing and available to discuss unionissues and answer any employee questionsThe type o inormation to which you need to bealerted, beore it’s too late

kvn mcCorc,

Whiteord, Taylor &Preston, L.L.P.

Wage & HOuR tRaCk – SeSSiON 2CRaCkDOWN ON miSCLaSSifyiNgemPLOyeeS aS iNDePeNDeNtCONtRaCtORS

Who is an independent contractor, and who is anemployee? Inquiring plainti’s lawyers and cash-starved states want to know. Misclassicationscontribute to unpaid taxes, which have spurredthe government crackdown. Bills have passed inmany states imposing even greater penalties or misclassiying employees as independent contractors.And tougher ederal penalties have been in the works.In this session, we will explore:Basic rules or deciding whether a worker isan employee or an independent contractor What to do i you discover someone has beenmisclassiedProcesses you can implement to avoid utureproblemsBrie roundup o state initiatives to crack downon misclassicationHow the ederal Employee MisclassicationPrevention Act will make lie much tougher or employers

kr e. Sh,

Miller & Martin PLLC

tHe emPLOyee HaNDBOOk:yOuR BeSt DefeNSe agaiNStLaWSuitS

An employee handbook can be your best protectionagainst an employment lawsuit or union organizingcampaigns. But unless it’s updated regularly, your organization could be at risk. With new FMLAregulations, new ADA Amendments Act, Lilly Ledbetter Act (and perhaps more new laws) going into eect thisyear, it’s even more o an imperative that you revisitthe state o your company’s employee handbook. In thissession, nd out what every employee handbook needsto shield the organization rom outsiders’ threats. Plus,discover the pros and cons o making the transition toan electronic handbook. You’ll learn:What should NOT be included, such as detailedinormation that is important only to subgroups oemployees or instructions to supervisors and HRmanagersCommon policies ound in many handbooks thatare actually illegalWhen you should review your handbooks and thered fags requiring changesHow to communicate your handbook changes toyour employeesHow to keep old handbooks rom resuracing in alawsuitThe very latest trends in workplace policymaking,such as new anti-bullying policiesThe most common mistakes when writingworkplace policiesSession Bonus: Advantages and disadvantages oproviding electronic handbooksPlus, what to ask beore making the transitionto an electronic handbook, including how toaccommodate or employees with mental or visualimpairments

Pr m. Pnn,

Epstein Becker & Green, P.C.

PRePaRe fOR tHe RiSiNg tiDe Of JOBBiaS CLaimS aND NeW DiSCRimiNatiONLaWS

Discrimination claims led with the EEOC jumped 15percent in 2008 to over 95,000. That’s the highestlevel or discrimination claims since the agencyopened in 1965! The costs or these claims are just

To register, visit www.HRhero.com/aeis

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