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Speaker:


Janette Levey Frisch

Janette Levey Frisch has over 20 years of legal experience, more than 10 of which she has spent in Employment Law. It was during her tenure as sole in-house counsel for a mid-size staffing company headquartered in Central New Jersey, with operations all over the continental US, that she truly developed her passion for Employment Law. Janette operates under this core belief: It is possible, and it is in an employer’s best interest, to proactively solve workforce challenges before they become problems before they result in lawsuits or steep fines caused by government audits. She works with employers on most employment law issues, acting as the Employer’s Legal Wellness Professional — to ensure that employers are in the best position possible to avoid litigation, audits, employee relations problems, and the attendant, often exorbitant costs.

Janette authors the firm’s weekly blog, where you can read each week, in plain English (not legalese) about issues impacting employers today. She has written articles on many different employment law issues for many publications, including EEO Insight, Staffing Industry Review, @Law, and Chief Legal Officer. She has also spoken and trained on topics, such as Criminal Background Checks in the hiring process, Joint Employment, Severance Arrangements, Pre-Employment Screening among many and much more. She serves on the Workplace Violence Prevention Institute, a multi-disciplinary task force, dedicated to providing, holistic, proactive and cutting-edge solutions and resources for employers committed to ensuring a safe workplace.

Live Webinars

Industry: HR Compliance

Duration: 90 Minutes

Date: 2019-10-10

Time: 12:00 PM PST | 03:00 PM EST

This webinar will help you get a working knowledge of how you can minimize your company's exposure to employee abuse of family and medical leave - be it under the FMLA, ADA, or workers' comp or other applicable family and medical leave laws.

Chronicles

Industry: HR Compliance

Duration: 90 Minutes

Recorded Session

During the last decade or two, employers have found it increasingly difficult to decide which employees are entitled to overtime. Those classifications are commonly referred to as exempt employees (those who meet the FLSA’s requirements to be exempt from overtime pay) and non-exempt employees (employees the law requires to be paid overtime).
The FLSA contains dozens of exemptions, which basically provide that specific categories of employers and employees aren’t subject to the Act’s overtime requirements. Most common are the “white-collar” exemptions for executive, administrative, and professional employees, computer professionals, and outside sales employees.

Industry: HR Compliance

Duration: 60 Minutes

Recorded Session

This training program will offer an overview of anti-discrimination laws and affirmative action issued for federal contractors; illegal and ill-advised interview questions; pre-employment tests (skills, strength, medical tests) use of social media, criminal background checks; and more.

Industry: HR Compliance

Duration: 60 Minutes

Recorded Session

  • While Title I of the Americans with Disabilities Act (ADA) and other applicable laws originated with both physical and psychiatric disabilities in mind, employers tend to focus more on the physical disabilities. According to a 2013 study by the National Alliance on Mental Illness, an estimated 61.5 million Americans have experienced a mental health impairment in a given year. That number, if anything, continues to rise. This webinar will discuss the employment rights of persons with psychiatric disabilities and conversely the employer’s responsibilities toward those employees under the ADA and other applicable laws, with emphasis on workplace accommodations and discuss issues that arise including, without limitation:

     

  • How the broadened definition of disability under the ADA Amendments Act (ADAAA) affects individuals with psychiatric disabilities
  • When is a person with a psychiatric disability is “qualified” for a job?
  • Common workplace issues involving persons with psychiatric disabilities;
  • Applicable case examples;
  • When does an employee’s psychiatric issues(s) raise safety issues how does the concept of “direct threat” apply?

Industry: HR Compliance

Duration: 120 Minutes

Recorded Session

This 120-minute training program will focus on employee leave abuse under FMLA, ADA, and Workers’ Comp. It will help participants get a working knowledge of how an employer can minimize a company’s exposure to employee abuse of family and medical leave.

Industry: HR Compliance

Duration: 90 Minutes

Recorded Session

You will learn about your obligations as an employer in achieving pay equity in your workplace and ways to prevent pay discrimination claims as well as whether you will be subject to the new EEO-1 reporting rules, and if so what you will need to do to be in compliance. In addition to learning what pay equity is, you will learn about the different pay equity laws that impact employers, the different factors you should consider in determining whether you are meeting your legal obligations, and we will talk about what you can do to stay ahead of the curve.

Industry: HR Compliance

Duration: 90 Minutes

Recorded Session

In this webinar we will understand (or for some, provide a solid, cogent review) the key fundamentals of Affirmative Action and OFCCP compliance.

Industry: HR Compliance

Duration: 90 Minutes

Recorded Session

The principles prohibiting discrimination in the workplace under Title I of the Americans with Disabilities Act (ADA) and other applicable laws originated with both physical and psychiatric disabilities in mind. However, employers tend to focus more on physical disabilities. According to a 2013 study by the National Alliance on Mental Illness, an estimated 61.5 million Americans have experienced mental health impairment in a given year. That number, if anything, continues to rise. This webinar will discuss the employment rights of persons with psychiatric disabilities and conversely the employer's responsibilities toward those employees under the ADA and other applicable laws, with emphasis on workplace accommodations and discuss issues that arise including: How the broadened definition of disability under the ADA Amendments Act (ADAAA) affects individuals with psychiatric disabilities? Determining when a person with a psychiatric disability is "qualified" for a job. Common workplace issues involving persons with psychiatric disabilities applicable case examples. Identifying when safety issues or concerns arise and how the concept of "direct threat" may apply. Resources for both employers and employees, among many others.