On Wednesday, June 23, 2010, I will be speaking at the 2010 Employment Law Update telephonic conference sponsored by CEB.  It is always a lively and informative program, and I encourage you to enroll.  The program runs from 1:00 p.m. to 2 p.m. (Pacific).  One hour of MCLE credit is available.

Details after the break.

Program Description

As an employment law practitioner, you are constantly bombarded with news of developments in your field. Take this opportunity to focus on the “Top 10 (or so)” issues that are most likely to affect your practice this year and beyond.

Our experts, plaintiff’s employment attorney Andrew H. Friedman of Helmer & Friedman LLP and employment defense attorney Anthony J. Oncidi of Proskauer Rose LLP, pinpoint for you the year’s most significant up-to-the-minute developments and how they will affect your practice. In this practitioner-oriented review, you will get their cogent perspectives on:

• The latest developments in the class action wave, including Dukes v. Wal-Mart, Arenas v. El Torito Restaurant, Jaimez v. DAIOHS, and Keller v. Tuesday Morning, Inc.;
• Whether and when sales representatives may be owed post-termination commission payments – Nein v. HostPro, Inc.;
• The denial of attorney’s fees to an employee in a discrimination case who prevailed (but not by much) – Chavez v. City of Los Angeles;
• The latest multi-million dollar developments in punitive damages jurisprudence and disability discrimination law, including Roby v. McKesson and A.M. v. Albertsons;
• New developments in employee privacy rights – Hernandez v. Hillsides, Inc. and Quon v. Arch Wireless;
• The applicability of California’s “kin care” statute to uncapped sick-leave policies – McCarther v. Pacific Telesis Group;
• The enforceability of stock forfeiture provisions for employees who quit or are terminated for cause within two years after vesting – Schachter v. Citigroup, Inc.;
• The latest Labor Commissioner Opinion Letters concerning partial-day deductions from exempt employees’ leave balances; proportionate reduction in exempt employees’ hours and compensation; and seasonal alternative workweek scheduling;
• And much more…