Employee Settlement Agreements: Make Sure You Get Them Right - FLSA, EEOC, ADEA & NLRB

Why Should You Attend:

Chances are almost 100% that you as an employer, at some point, will need to settle a case with an employee. Whether the settlement comes because the employee threatens to sue, or because the employer is seeking to resolve a potential problem, the result is the same. Settlements are fantastic tools for resolving employee disputes: they are generally quick, quiet and absolute.

But settlement agreements offer a myriad of problems as well as solutions. Issues arising in EEOC violations, confidentiality hurdles, tax consequences, Fair Labor Standards Act issues, ADEA breaches, right-to-know laws, and numerous other concerns can plague an unsuspecting employer. Done incorrectly, you can end up with a worse headache than if you had litigated the case. This program will trace the issues that can arise with these contracts, and give attendees a toolbox to identify and fix red flags before they become a problem.

Areas Covered in the Webinar:

• General provisions and red flags in settlement agreements that cause issues
• Discussion of laws and standards that impact settlement agreements, including:
• FLSA
• EEOC
• ADEA
• Right to Know
• NLRB
• Confidentiality provisions
• IRC
• Best practices in drafting agreements

Who Will Benefit:

• HR Directors
• HR Managers
• Department Managers
• Supervisors/Team Lead
• Payroll professionals
• Accounting
• Business Directors
• Any CO involved with employee relations/human resources

Instructor Profile:

Deirdre Kamber Todd, Esq., is a partner with The Kamber Law Group, P.C., a next-generation law firm located in Allentown, Pennsylvania. With fifteen years’ experience, Ms. Kamber focuses her practice on labor and employment law, social media and technology law, HIPAA, and business law. Specific areas of her employment law practice include discrimination, wage and hour, restrictive covenants, business contracts, unemployment compensation, LGBT issues, labor disputes, FMLA, military leave, social media litigation, information privacy and technology, agency compliance, and medical record privacy. Her clients include companies, non-profits, governmental entities, and individuals. Her work includes consultative and legal services, from outsourced HR and social media services to hearings, litigation, and appellate work. Ms. Kamber also regularly provides training and education for companies and individuals. She is licensed to practice in New York, Pennsylvania, and in the U.S. Supreme Court; she is also an acknowledged expert witness for social media and networking.

Ms. Kamber is the recipient of a number of awards and recognitions: she was selected as one of the “Top 20 Under 40” by the Pennsylvania Business Journal; she has received the Ethics Award from the New York State Bar Association; she is the recipient of a grant from the Public Justice Foundation for her pro bono work on HIV/AIDS, and she was recently nominated as one of the Top Twenty-Five Women of Influence in the Lehigh Valley.

Aside from her legal practice, Ms. Kamber serves as the president and diversity chair for Society for Human Resources Management (SHRM), Lehigh Valley. She is currently an adjunct professor at DeSales University, instructing students in the MBA program in both HR and healthcare concentrations.

Topic Background:

When an employee threatens to sue his or her employer, the typical result is a settlement. In fact, more than 80% of all cases are settled outside the court room. These agreements often are quick, are confidential, allow for the former employee to provide consulting services, and provide cheap resolution considering the waiver of rights involved.

What many employers don’t realize is that there are dozens of pitfalls for settlement agreements. From tax ramifications to FLSA violations to right-to-know laws, there are a multitude of legal issues that can hassle employers.

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