Neither the courts nor government agencies have shied away from major employment and labor law developments in 2024. Join three Spencer Fane attorneys as they explore some of the most significant legal rulings and regulatory changes issued this year, as well as the practical impact such legal developments have for employers. Topics will range from the effect of the U.S. Supreme Court’s ruling that federal agencies are not entitled to special deference when interpreting their own regulations, to the U.S. Department of Labor’s final rule increasing the minimum salary thresholds for exempt employees. Continuing the tradition for this annual legal update, the presenters will also cover some of the most interesting and humorous cases decided by state and federal courts in the year to date.

As the 2024 election approaches and the Israeli and Hamas conflict rages on, employers are grappling with how to manage conflicts that arise when employees engage in discussions about political and social hot button issues. In this presentation, we will examine what laws are implicated when employees discuss social and political issues in the workplace.  We will also discuss best practices for resolving conflicts between employees who disagree about social and political issues.  Lastly, we will address how employers can promote respectful dialogue so that they can prevent conflicts about social and political issues in the workplace.

In this seminar, we’ll discuss common employer pitfalls related to employee requests for leave under the Family and Medical Leave Act (FMLA) and employee accommodation requests for leave under the Americans with Disabilities Act (ADA). We’ll start with an overview of each law, including how the laws differ and how they overlap. Then, we’ll walk through different scenarios employers may encounter when an employee requests medical leave, and how those requests for leave may implicate the FMLA, the ADA, or both. The presentation will emphasize that employers should be careful not to view employee leave requests in a vacuum – even though medical leave requests may typically seem to fall under the purview of the FMLA, the ADA is often implicated as well.