8:30 – 9:00 a.m.
CHECK-IN & CONTINENTAL BREAKFAST

9:00 – 9:05 a.m.
WELCOME & ANNOUNCEMENTS

9:05 – 9:50 a.m.
You May Think It’s a Problem Employee, But Maybe It’s the Approach: Navigating Generational Differences in the Workplace
Today’s workplace may include employees from five different generations, each bringing distinct experiences, communication styles, and expectations that can influence leadership, teamwork, retention, and organizational culture. This presentation explores the realities—and limitations—of generational labels, examining how many perceived generational conflicts are actually rooted in communication, management, and workplace culture rather than age alone. We will discuss how generational assumptions and stereotypes can create legal risks involving age discrimination, harassment, hiring, promotion, performance management, and workplace communications, including the growing use of emojis and digital collaboration tools. The program also provides practical strategies for building inclusive, high-performing multigenerational teams while reducing legal exposure, strengthening compliance, and improving organizational effectiveness.
– Roxanna V. Gonzalez & Grace F. Jacobson

9:50 – 10:35 a.m.
The Employee Who Has Disappeared
Is the problem employee the worker who has quietly disengaged? Employers increasingly face employees who stop responding, miss deadlines, abuse flexibility, work second jobs, engage in “coffee badging,” or otherwise become difficult to manage in a hybrid workplace. This session explores when disengagement becomes misconduct, when legal protections may apply, and how employers can effectively document, investigate, and address performance concerns while minimizing risk.
– Megan L. Anderson, Nichol Higdon & Mary B. Thomas

10:35 – 10:45 a.m.
BREAK

10:45 – 11:30 a.m.
When Political Speech Enters the Workplace
The “problem employee” may be the employee whose political, social, or cultural views create conflict in the workplace. Whether expressed during meetings, on social media, or through conversations with coworkers, political speech can create significant legal and operational challenges. This session examines where employers can draw boundaries, how protected activity and anti-discrimination laws affect decision-making, and practical strategies for addressing workplace disruption without creating additional liability.
– Anne C. Bolgert & Meredith R. McBride

11:30 a.m. – 12:15 p.m.
When the Problem Is a Bully
Workplace bullying may not be unlawful, but it is ubiquitous and damaging to those involved, those observing it, and organizational health generally. Virtual working arrangements have not reduced the opportunities for bullying. This session will focus on the conditions that enable bullies, three predominant types of bullying, how bullies evade accountability and what works to address bullying.
– Fran A. Sepler

12:15 – 1:00 p.m.
LUNCH BREAK (on your own)

1:00 – 1:45 p.m.
Problem Employee or Problem Workplace?
Every workplace investigation starts with the same question: Is there truly a problem employee, or is there a problem workplace? Using recent examples and lessons learned, this panel will examine how employers should investigate complaints involving misconduct, harassment, retaliation, dishonesty, policy violations, and other problematic behavior. Learn how investigation mistakes create liability and what practices best position organizations to reach defensible decisions.
– Richard Greiffenstein, Martin B. Ho & Davida S. Williams

1:45 – 2:30 p.m.
Whistleblower Law Updates: When the Problem Employee Is Also a Protected Employee
Employers often view serial complainers, internal critics, and employees who repeatedly raise concerns as problem employees. But what happens when those complaints are legally protected? This session reviews developments in whistleblower law and explores the difficult balance between addressing disruptive workplace behavior and avoiding retaliation claims. We will also discuss recurring complaints, statute-of-limitations issues, and practical strategies for managing employees who frequently raise concerns.
– Phillip M. Kitzer & Jennifer A. Nodes

2:30 – 2:45 p.m.
BREAK

2:45 – 3:30 p.m.
Mental Health, Neurodiversity, and Accommodation Challenges
When workplace performance or conduct concerns may be connected to a disability or neurodiversity, employers often face complex legal and practical issues. An employee experiencing challenges with attendance, communication, emotional regulation, or workplace interactions may have an underlying medical condition or disability, such as anxiety, PTSD, ADHD, autism spectrum disorder, long COVID, or another physical or mental health condition. This session explores when performance or conduct issues may implicate disability protections and provides practical guidance on engaging in the interactive process, evaluating reasonable accommodations, managing performance, and reducing legal risk.
– Victoria del Campo, Jillian M. Kornblatt & Dr. Lessa Scott-Morrow

3:30 – 4:15 p.m.
Litigation Autopsy: Five Problem Employee Cases That Could Have Been Avoided
What happens when a problem employee situation becomes a lawsuit? Experienced plaintiff-side and management-side attorneys will dissect real-world employment disputes involving difficult employees, difficult managers, and difficult workplace decisions. By examining critical mistakes and missed opportunities, the panel will identify practical steps organizations can take to avoid becoming the next cautionary tale.
– Janet M. Dorr & Steven A. Smith

LIVE IN-PERSON
Thursday, October 8, 2026
Minnesota CLE Conference Center
600 Nicollet Mall, Suite 370
Seventh Street & Nicollet Mall, Third Floor City Center
Minneapolis, Minnesota

ONLINE REPLAYS
Friday, October 23, 2026
Wednesday, November 4, 2026
Attend online
A moderator will be available to answer questions by email.

$295 MSBA members / $295 paralegals / $345 standard rate

Other discounts that may apply:

• Season Pass Discount
• New Lawyer Discount

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.

Minnesota CLE is applying to the Minnesota State Board of CLE for 6.0 standard CLE credits. The maximum number of total credits attendees may claim for this program is 6.0 credits.

Minnesota CLE also has applied to the Minnesota State Bar Association for 6.0 labor and employment law specialist credits.

Minnesota CLE will apply to the Human Resource Certification Institute for 6.0 HR (General) recertification credit hours.

Minnesota CLE is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CP or SHRM-SCP. This program is valid for 6.0 PDCs for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit www.shrmcertification.org.