Today’s guest post comes from Michael Schofield, Esq., from the Clark Partington firm in Pensacola. He will be presenting at the Florida Law Alliance Fall Employment Law Conference taking place on Friday, November 10, 2017 (see below for more details):
Traditionally, when an employer and employee have a dispute over working conditions, terms, pay, or whatever, the employee quits or is fired, the employer then receives notice of a pending claim, either through the Equal Employment Opportunity Commission (the EEOC), or the state’s agency, and perhaps notice of a lawsuit. Recently, however, more employers are requiring arbitration in contracts of employment and such contractual agreements are being upheld.
In an employment context, is arbitration a good thing, bad thing, or simply and alternative to trial?
How, when, where, and what exactly is arbitration, and how does it process and progress from beginning to end? Employment disagreements may be somewhat unique in that they often involve both monetary and emotion context on both sides of the table. A company may believe they did all they could before letting a particular employer go, and the employee may firmly believe that he was totally justified in his behavior or that he suffered perhaps a hostile workplace or discriminatory conduct.
In addition, in the employment context, there is the concern over the affect on workers still at the entity, other possible claimants, disclosure of confidential information about the inner workings of a particular employer, and likewise disclosure about perhaps personal information about a particular employee.
Having a solid understanding of arbitration in the employment context can help you in the following ways:
- Know when to put arbitration agreements in place and when perhaps not to require arbitration
- Provide for the proper framework if arbitration is sought
- Know how the arbitration process works and what to expect
- Protect you as both an employee and an employer and minimize risk to each side together with hopefully minimizing cost and fees
- Ensure a quicker resolution to the benefit of all parties
Join us in Fort Lauderdale in November
Please join us on Friday, November 10, 2017 for the Florida Law Alliance Fall Employment Law Conference at the Royal Sonesta Fort Lauderdale Beach Hotel, when I will present “Employment Law Cases and Arbitration,” discussing all aspects of arbitration in the employment dispute context. Topics will include the nuts and bolts, the when, where, how, and why, what to expect, how to enter into, handle, and progress through an employment dispute in arbitration, and the presentation will provide resources at the conclusion for further information. We will also discuss tips and information to assist you increasing the likelihood of the successful arbitration should you find yourself about to begin or in the process of arbitrating an employment matter.
Continuing Education
The Society for Human Resource Management (SHRM) has approved this course for 5.0 PDCs. HRCI has also approved this course for 5.0 Recertification Credits (General).The course has been approved for Continuing education credits are available.
Overnight Accommodations Needed?
A group rate of $159 (single or double occupancy) plus tax is available to all attendees the night of November 9. Reservations should be made by calling Sonesta Fort Lauderdale at 954-302-5205 and ask for the Florida Law Alliance rate. After October 9, reservations will be accepted based on availability at the prevailing hotel rate. The cost of overnight accommodations is not included in the registration fee.
Registration
Cost is $50/per person and includes a breakfast, lunch, valet parking and seminar materials.
Click here to register online.
Click here to download the seminar brochure.
If you have any questions, please contact me at mschofld@clarkpartington.com or by phone at 850-434-9200. You may also contact Gail Lamarche, Henderson Franklin’s Director of Marketing and Business Development at gail.lamarche@henlaw.com or by phone at 239-344-1186.