Monthly Archives: October 2013

Employment Law Update: A Look Back and a Look Ahead

This year, LP’s Labor & Employment attorneys tried something different with our annual “Employment Law Update” and hosted the program as a webinar. The new format allowed us to record this year’s program and make it available for all our blog friends, colleagues and clients who were unable to participate.  LP labor and employment attorneys Peter DonatiLaura Friedel and Kenneth Kneubuhler highlighted recent updates in labor and employment law and tips to keep your workplace practices current.

You can find the recording here and the presentation materials here.

To give you an idea of what topics are covered in this year’s “Employment Law Update” here are the topics we discussed:

•The impact of recent Supreme Court decisions on supervisor liability and the burden of proof for retaliation claims

• Trends involving arbitration agreements: Will they prevent class claims?  Should your business be using them?

• Same sex marriage: How it affects employee rights under the FMLA and benefit plans

• Recent Illinois cases involving non-compete agreements.  Will your agreements be enforceable when you need them?

• New developments at the National Labor Relations Board that affect both union and non-union workplaces

• How to properly use background checks to avoid scrutiny by the EEOC and avoid violating state laws

• Current wage and hour issues, including developments involving interns and independent contractors

• Other important state law trends, including laws on concealed weapons, medical marijuana, and social media passwords

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Keeping Guns Out of Your Workplace in Illinois

In July, Illinois passed legislation permitting the concealed carry of firearms (The Illinois Firearms Concealed Carry Act, 430 ILCS 66).   Under the legislation, employees with concealed carry gun permits are allowed to bring their guns with them to work unless 1) they work in a location where concealed carry is specifically prohibited under the statute, such as a school or hospital, or 2) they work in a building where the owner has posted a specific 4 inch by 6 inch sign prohibiting guns on the premises.  The Illinois State Police recently released an example of the sign that must be used by building owners in this second situation.  Employers that want to keep guns out of their workplaces and that own the buildings where their workplaces are located should post the approved sign at all entrances.  Employers that do not own the buildings where their workplaces are located should work with the building owners to have the signs posted.  Also, employers need to remember that although they may be able to keep employees from bringing guns into their workplaces by following these steps, the employees are still permitted by the legislation to keep their guns in their vehicles in the employers’ parking lots.