© 2014 Whitfield & Eddy, P.L.C. All Rights Reserved www.whitfieldlaw.com In Boardrooms & Courtrooms Since 1928 Step – by – Step Practices to Avoid Employment.

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© 2014 Whitfield & Eddy, P.L.C. All Rights Reserved In Boardrooms & Courtrooms Since 1928 Step – by – Step Practices to Avoid Employment Practices Liability Jaki K. Samuelson Des Moines, Iowa

© 2014 Whitfield & Eddy, P.L.C. All Rights Reserved About Whitfield & Eddy, P.L.C. 49 Lawyers 44 Jurisdictions 106 Industries 3 Locations 17 Practice Areas Serves a nationwide client base from three Iowa locations. Committed to meeting the diverse, challenging and changing needs of our clients through a proactive problem solving approach.

© 2014 Whitfield & Eddy, P.L.C. All Rights Reserved Awards & Leadership U.S. News & World Report and Best Lawyers Best Law Firms 2015 – 11 practice areas recognized Super Lawyers 2014 – 19 attorneys recognized Best Lawyers in America 2015 – 17 attorneys recognized Chambers USA 2014 – 7 attorneys recognized Leadership at W&E – American Bar Association – Iowa State Bar Association – Iowa State Bar Association Young Lawyers Division – Polk County Bar Association – Polk County Volunteer Lawyers Project – Iowa Academy of Trial Lawyers

© 2014 Whitfield & Eddy, P.L.C. All Rights Reserved About Jaki K. Samuelson Practicing law for 34 years Primary practice in Employment Law See website for additional information

© 2014 Whitfield & Eddy, P.L.C. All Rights Reserved Special Challenges for County Extension Councils Location of supervisors / decision makers Identify chain of command Presence at work site Perception of multiple sources of supervision Open meeting laws

© 2014 Whitfield & Eddy, P.L.C. All Rights Reserved Advertising/Application Process Standard advertisements and application forms Statement concerning at will employment Release to contact prior employers and references No “favoritism” EEOC requires applications to be kept for one (1) year

© 2014 Whitfield & Eddy, P.L.C. All Rights Reserved Hiring Process Interviews Uniform questions No questions pertaining to protected classifications Describe the job and ask if the person would be capable of performing the duties with or without accommodation. If needed, what type of accommodation would they require

© 2014 Whitfield & Eddy, P.L.C. All Rights Reserved Hiring Process (Cont.) Selection Process. Use job descriptions to evaluate applicants’ relevant qualifications. Select the person who best meets the qualifications; be able to explain your decision.

© 2014 Whitfield & Eddy, P.L.C. All Rights Reserved Discipline Set expectations  Employment Policies; directions Consistency Documentation Put notes regarding oral counseling in the personnel file Serious or repetitive problems - written counseling document that describes the problem, what must be done to remedy it, and the consequences if the problem recurs; the employee should be asked to sign this document Documentation prepared and shared with employee promptly after the problem arises Copies of all documentation into the personnel file Confidentiality

© 2014 Whitfield & Eddy, P.L.C. All Rights Reserved

© 2014 Whitfield & Eddy, P.L.C. All Rights Reserved Employee Performance Should be regularly evaluated either formally, by way of a formal evaluation checklist, or informally in discussions with supervisor or manager Consistency Documentation Confidentiality

© 2014 Whitfield & Eddy, P.L.C. All Rights Reserved Terminations Consistency Reasons documented in personnel file More than one person present at time of termination All wages are properly and timely paid

© 2014 Whitfield & Eddy, P.L.C. All Rights Reserved Reference Checks Limit information that is disclosed to job title/duties, years of employment, salary

© 2014 Whitfield & Eddy, P.L.C. All Rights Reserved In Boardrooms & Courtrooms Since 1928 Thank You Jaki K. Samuelson Whitfield & Eddy, PLC th Avenue, Suite 1200 Des Moines, IA Phone: Fax: