On July 12, 2017, Bennett & Belfort partner Eric R. LeBlanc spoke at the National Business Institute (NBI) Human Resource Law Seminar alongside Debra Dyleski‑Najjar, Julie A. Moore, Sarah E. Worley, Laurel M. Gilbert, Richard S. Loftus and Jeffrey S. Siegel. Attorney LeBlanc and the other speakers shared their knowledge and perspectives on various aspects of human resource law, addressing such topics as “Updates in Employment Law;” “Discipline & Discharge- Necessary Documentation;” “Employee Handbooks & Policies;” “Wage & Benefits Issues;” “Investigating Complaints of Harassment & Other Misconduct;” and “Alternative Dispute Resolution in the Employment.”
Eric spoke about proper procedures to follow and pitfalls to avoid during all phases of the employer-employee relationship: the hiring process, the period of employment, and the employee’s exit from employment, whether voluntary or involuntary.
Eric’s lecture touched on the following fundamentals:
A. Hiring: How to craft a clear job description; what to look for, what to say and do, and what not to say and do how during selection and vetting of candidates.
B. Policies and procedures: Establishing unequivocal, written policies in the following areas and following them closely:
- Employment at Will
- Equal Opportunity
- Anti- Discrimination/Anti-Harassment/Reporting(including the process for investigating employee complaints of discrimination and harassment)
- Payment of Wages
C. Performance: Careful, contemporaneous documentation of employees’ job performance.
D. Termination: Again, careful and contemporaneous documentation of the process as well as the presence of at least one witness to the employer-employee interactions.
Eric emphasized to seminar attendees that no matter how egregious an employee’s performance might be, compassion and respect are crucial elements of an employer’s stance at every point on the employment time line.
We are proud that Eric’s expertise in employment law was recognized by the National Business Institute, and pleased that he was able to contribute to employers’ understanding of practices beneficial to both sides of the employer-employee relationship.