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Build a solid foundational understanding of the Americans with Disabilities Act and the Family and Medical Leave Act with this comprehensive series. Designed with an eye towards the employment sector, this series hits all the high points with an experienced and insightful faculty delivering a variety of perspectives to these topics.
Times listed are Central Time.
Thursday, November 3, 2022
2:00 – 3:00 p.m.Wednesday, November 30, 2022
12:00 – 1:00 p.m.Wednesday, December 7, 2022
12:00 – 1:00 p.m.
Rescheduled for:
Tuesday, December 20, 2022
2:00 – 3:00 p.m.
The Framework of the Americans with Disabilities Act (ADA)
How do you determine if an entity is subject to the ADA? What are the essential functions of a job? Who is eligible for anti-discrimination, non-retaliation, and reasonable accommodation protections? Join Megan Anderson for answers to these questions and more in this enlightening presentation.
– Megan L. Anderson; Lathrop GPM
Thursday, November 10, 2022
9:00 – 10:00 a.m.
The Family and Medical Leave Act (FMLA): Employer Coverage and Employee Eligibility
The FMLA requires a covered employer to grant an eligible employee job-protected leave for a qualifying family or medical reason, including certain military-related circumstances. This presentation will outline the factors that are used to determine whether an employer is considered a covered employer and whether an employee is considered an eligible employee.
– Erin M. Edgerton Hall; Fredrikson & Byron, P.A.
Thursday, November 10, 2022
12:00 – 1:00 p.m.
Disability Related Inquiries and Medical Examinations Under the ADA
The ADA permits employers to make medical inquiries and to require applicants and employees to undergo medical examinations in limited circumstances. This presentation will address:
– Jana M. O’Leary Sullivan; League of Minnesota Cities
Thursday, November 17, 2022
9:00 – 10:00 a.m.
Oh, The Conflicts You’ll Know! New ABA Ethics Opinions on Conflicts of Interest
The ABA has issued three new opinions parsing the rules on conflicts with prospective clients; lawyers related to opposing counsel; and what it means to be “materially adverse” to a former client. Using hypotheticals, this session will delve into the concepts raised in each area.
– Eric Cooperstein; Law Office of Eric T. Cooperstein
Thursday, November 17, 2022
2:00 – 3:00 p.m.
FMLA – Employee Notification, Employer Response, and Certifications
Once it is clear that an employee is eligible and has a qualifying reason for FMLA leave, the employer and employee must communicate with one another in order to ensure that leave is provided in an efficient and effective manner. As part of this process, the FMLA allows employers to require that an employee submit a certification supporting the employee’s request for certain types of leave.
– Amy B. Conway; Stinson LLP
– Anne Marie Buethe; Stinson LLP
Friday, November 18, 2022
9:00 – 10:00 a.m.
Practical Guidance on the Intersection of the ADA with Other Laws and Company Policies
Analysis of the legal questions that arise when the ADA intersects with other laws frequently implicated by employee leaves of absence such as the FMLA and workers’ compensation. In what situations are conflicts likely to arise? What do you advise your client when the laws are inconsistent? And how does the ADA effect common company policies relating to attendance and leave?
– Penelope J. Phillips; Felhaber Larson
Friday, November 18, 2022
12:00 – 1:00 p.m.
Managing the Leave Process After FMLA Is Granted
After employers make their way through thorny eligibility issues, they still face a myriad of additional difficult considerations in managing employees on protected leave. There are core considerations involving the leave itself and there are other general employment issues with employees during leave periods. This presentation will address basic principles and frequent trouble spots in those areas.
– Jillian Kornblatt; Dorsey & Whitney
– Flossie L. Neale; Dorsey & Whitney
Tuesday, November 22, 2022
9:00 – 10:00 a.m.
Joint Employer and Independent Contractor Issues
In order to assert a claim under the FMLA, a plaintiff must establish that the defendant employer is a “covered employer” and that they are an “eligible employee” under the FMLA. Establishing these factors has become more complex with the increased use of temporary agencies, subcontractors, professional employer organizations, and third-party management in areas that are integral to the employer’s business. David and Michelle will discuss these situations and provide tools that can help you make those critical determinations.
– David E. Schlesinger; Nichols Kaster, PLLP
– Michelle L. Kornblit; Nichols Kaster, PLLP
Tuesday, November 22, 2022
12:00 – 1:00 p.m.
Stress Management Strategies for the Holidays
The holiday season presents some very unique and, for some, overwhelming stressors to our lives. Add in the usual suspects – managing the day-to-day of clients, opponents, and partners – and you have some extremely stressed-out lawyers! This presentation will offer insight into some of the triggers of stress (financial, emotional, time pressures) and offer practical strategies, tools and tactics to prepare for meeting them head on. Participants will also learn personal techniques for setting priorities and handling stressful situations.
– Joan Bibelhausen: Lawyers Concerned for Lawyers
Tuesday, November 22, 2022
2:00 – 3:00 p.m.
Reasonable Accommodation and The Interactive Process
The ADA’s reasonable accommodation provisions uniquely require the employer (and other covered entities) to affirmatively act so that an individual with a disability is able to perform the essential functions of the position. This can often require the two parties to interact in determining what would be effective and reasonable from the individual’s and the covered entity’s perspective.
– Anne Radolinski; Fredrikson & Byron, P.A.
– Jade Jorgenson; Fredrikson & Byron, P.A.
Tuesday, November 29, 2022
9:00 – 10:00 a.m.
Anti-Discrimination, Anti-Retaliation, and Anti-Harassment Provisions Under Disability Law
In this presentation, Justin and Nicole will present the legal framework involved and then apply the law to hypothetical scenarios.
– Justin D. Cummins; Cummins & Cummins
– Nicole F. Dailo; LifeTime Fitness
Tuesday, November 29, 2022
12:00 – 1:00 p.m.
Tips and Strategies for Litigation
Hear from both sides on a range of ADA topics from pre-litigation, pleadings, discovery, settlement, and trial.
– Alicia L. Anderson; Law Office of Alicia L. Anderson
– Randi Winter; Spencer Fane LLP
Tuesday, November 29, 2022
2:00 – 3:00 p.m.
Elimination of Bias: Exploring Neurodiversity in the Legal Profession
Neurodiversity is a new term that reflects an old reality – that we’re all different and unique. The neurodiversity movement seeks recognition that specific neurological conditions have occurred throughout history and may not result from “disease” or “defect” but instead from the diversity inherent in the human genome. The importance of exploring and understanding neurodiversity in this context is twofold – to advocate for inclusion of neurodiverse individuals both in the practice of law and in meaningful policy discussions.
– Robert M. Schuneman; Tentinger Law Firm, P.A.
$295
Other discounts that may apply:
Scholarships available!
Need-based scholarships are available for in-person and online seminars. For further information or to obtain a scholarship application, contact us at 800-759-8840 or customerservice@minncle.org.
This package provides 13.0 total CLE credits. Credits should be reported individually for each webcast attended, not the package as a whole.
Minnesota CLE has applied to the Minnesota State Board of CLE for the standard, ethics, and elimination of bias CLE credits as listed below. Application has been made to the Minnesota State Bar Association for any "specialist" credits and to the Supreme Court ADR Program for any continuing education in ADR credits.
Click titles for credit status and individual event codes.
The Framework of the Americans with Disabilities Act (ADA)
1.0 standard CLE credit
1.0 labor and employment law specialist credit
1.0 HRCI credit
1.0 SHRM credit
The Family and Medical Leave Act (FMLA): Employer Coverage and Employee Eligibility
1.0 standard CLE credit
1.0 labor and employment law specialist credit
1.0 HRCI credit
1.0 SHRM credit
Disability Related Inquiries and Medical Examinations Under the ADA
1.0 standard CLE credit
1.0 labor and employment law specialist credit
1.0 HRCI credit
1.0 SHRM credit
Oh, The Conflicts You’ll Know! New ABA Ethics Opinions on Conflicts of Interest
1.0 ethics credit
FMLA – Employee Notification, Employer Response, and Certifications
1.0 standard CLE credit
1.0 labor and employment law specialist credit
1.0 HRCI credit
1.0 SHRM credit
Practical Guidance on the Intersection of the ADA with Other Laws and Company Policies
1.0 standard CLE credit
1.0 labor and employment law specialist credit
1.0 HRCI credit
1.0 SHRM credit
Managing the Leave Process After FMLA Is Granted
1.0 standard CLE credit
1.0 labor and employment law specialist credit
1.0 HRCI credit
1.0 SHRM credit
Joint Employer and Independent Contractor Issues
1.0 standard CLE credit
1.0 labor and employment law specialist credit
1.0 HRCI credit
1.0 SHRM credit
Stress Management Strategies for the Holidays
1.0 standard CLE credit
Reasonable Accommodation and The Interactive Process
1.0 standard CLE credit
1.0 labor and employment law specialist credit
1.0 HRCI credit
1.0 SHRM credit
Anti-Discrimination, Anti-Retaliation, and Anti-Harassment Provisions Under Disability Law
1.0 standard CLE credit
1.0 labor and employment law specialist credit
1.0 HRCI credit
1.0 SHRM credit
Tips and Strategies for Litigation
1.0 standard CLE credit
1.0 labor and employment law specialist credit
Elimination of Bias: Exploring Neurodiversity in the Legal Profession
1.0 elimination of bias credit
