Employment law update planned for Grand Junction

Dean Harris
Dean Harris

An upcoming event in Grand Junction will offer information about a range of employment law issues, including workplace investigations, harassment, and negotiations.

The Employers Council has scheduled an employment law update for 8 a.m. to 3:30 p.m. May 22 at Two Rivers Convention Center, 159 Main St.

The event is the last of three planned for Colorado by the council, which offers employment law and human resource management services to a total of 4,000 employers in Colorado as well as Arizona and Utah.

Admission to the Grand Junction event, which includes a continental breakfast and lunch, is $219 for council members, $269 for others. To register or obtain more information, log on to the website located at www.employerscouncil.org.

A discounted bundled price of $375 also is available for those who want to attend the employment law update and an employers summit set for August.

Dean Harris, an attorney who serves as Western Slope manager for the Employers Council, will review legislative and regulatory changes to employment law. Harris also will discuss a case before the Supreme Court involving a Colorado cake shop, a Labor Department decision to reinstate opinion letters, the reversal of a position by the National Labor Relations Board on social media and employer policies and the implications of recent federal tax reforms for employers.

Subsequent presentations will focus on:

The benefits and risks associated with emerging technology in the workplace, including privacy and security risks to networks and personal information.

Workplace investigations and the legal duties of employers to conduct investigations into employee complaints about workplace behaviors in a prompt, thorough and neutral manner.

Cultivating and maintaining a  culture of kindness in the workplace and the benefits employers can expect from doing so, including increased collaboration, loyalty, morale, and productivity.

What is required of employers —  legal and otherwise — to meet their duties to maintain harassment-free workplaces.

Effective workplace negotiations, including those involved with settling a discrimination lawsuit, hiring candidates and providing employees with career options when they leave a business.