1. Labor and Employment Law Update
WDAA
5/11/2015
Labor and Employment Law Update
Presented By Shawn R. Lillie, Esq. Allen, Summers, Simpson, Lillie & Gresham, PLLC 80 Monroe Avenue, Suite 650 Memphis, TN (901)
Shawn R. Lillie

2. Overview Morale Factors EEO Overview Unlawful harassment/#metoo
WDAA
5/11/2015
Overview
Morale Factors
EEO Overview
Unlawful harassment/#metoo
Age, Race, ADA and retaliation
Arbitration and settlement of employment disputes
Shawn R. Lillie

3. The Significance of Employee Morale
Good employee morale is critical to getting the job done correctly and serving our customers/members.
Low employee morale tends to result in one of four negative outcomes:
Poor work performance/attendance, etc.
Employment Disputes
Labor Union organizing/grievances
Turnover

4. Morale Factors

5. Three Good Questions Is it right? Is it fair? Is it legal? WDAA
5/11/2015
Three Good Questions
Is it right?
Is it fair?
Is it legal?
Shawn R. Lillie

6. EEOC Overview
In 2018, a total of 76,418 EEOC charges were filed nationwide
Of that number, 26,699 included allegations of harassment
Of that amount, the charges included the following:
32% alleged race discrimination
32% alleged sex discrimination
32% alleged disability discrimination
22% alleged age discrimination
9% alleged national origin discrimination
4% alleged color discrimination
3.7% alleged religion discrimination
1.4% alleged equal pay act discrimination
51.6% alleged some form of retaliation

7. Unlawful Harassment/#Metoo
National Attention on the Issue of Sexual Harassment
Political Correctness confuses the problem
Used to be never believe – now always believe
Joe Biden – Anita Hill
Oftentimes sexual harassment happens and it is terrible
Sometimes allegations are simply made up and that is terrible, too
Have to look at the facts of each situation

8. Employer Responsibilities
WDAA
5/11/2015
Employer Responsibilities
In the event a claim of harassment is made, an employer has the following obligations:
1. Investigate
Find the facts (witnesses, statements, etc.)
Ensure no retaliation
2. Correct promptly any harassment
Factors to consider:
The severity of the misconduct.
The strength of evidence received.
The duration of the misconduct.
Any relevant prior discipline.
Shawn R. Lillie

9. Employer Responsibilities
WDAA
5/11/2015
Employer Responsibilities
In certain types of cases, where supervisors/managers are the harasser, the employer must prove that it made efforts to prevent harassment from occurring.
How do you prove you have tried to prevent harassment?
Policy – updated
Periodic Training of Supervisors/Managers/Employees
Shawn R. Lillie

10. Age Discrimination
We see a large number of age discrimination cases that make it to litigation
These cases often involve long term employees
Hard to argue that someone who has worked for a company for 35 years with little disciplinary history now needs to be fired for “unsatisfactory job performance.”
(Better have very good documentation).
Reminder – in very few situations can an employer require someone to retire.
No comments – you need to think about retiring…

11. Race Discrimination
We see a large number of race discrimination charges filed. Remember – be consistent; treat everyone the same in terms of policy enforcement. Racial harassment cases can be bad for employers.

12. ADA – Disability Discrimination
ADA requires (1) no discrimination and (2) to provide reasonable accommodation. Employers are generally required to engage in an “interactive process” with disabled employees to discuss the disability and potential accommodations. Good communication can limit legal problems. Stop – slow down – think through these issues. No quick conclusions that you cannot accommodate.

13. Retaliation
In the political world, they never get people for the underlying crime – they get them for the cover up, lying to investigators, etc. - Why people talk with the government investigators is beyond me? – Take the 5th!!! Same in employment law – employers may not have actually discriminated against an employee, but when the employee files a charge, or a claim, then the employers fire them. Employers often get out of the underlying allegation, but get tagged for retaliation. If a charge/claim is filed, or a complaint of harassment is made, business as usual – NO retaliation!

14. Arbitration Arbitration is a private means of resolving disputes.
Epic Systems Corp. v. Lewis (May 21, 2018) - U.S. Supreme Court held that employers may lawfully enter into arbitration agreements that effectively waive employee rights to file class action lawsuits.
In the labor context, most union contracts have an arbitration provision.
Many employers have implemented arbitration agreements to avoid costly litigation.
Instead of going to court over an employment dispute, these agreements require the decision to be made by an arbitrator instead of a court/jury.

15. Arbitration
Positive Aspects of Arbitration – less costly, less formal, quicker, limiting factors such as no class actions.
Negative Aspects of Arbitration – an arbitrator rather than a judge makes the decision, difficult/impossible to appeal, easy for employees to access.

16. Settlement of Employment Disputes
Consider the use of Separation Agreements when there are potential issues. There are legal requirements.
Settlement of Litigation – always consider this up front.
Cost of defense, interference, etc.
Mandatory mediation in many courts
Mediation (private settlement conferences) are typically successful
“A good settlement is when both sides walk away unhappy…”
Remember the words of the Lord Jesus Christ – settle with your adversary quickly

17. WDAA
5/11/2015
Questions? Thank you for allowing me to be here with you Shawn R. Lillie
Shawn R. Lillie