Learn how to identify protected classes, both historical and novel, for a 2022 workplace.
Employers have faced a cascade of ever-increasing legal obligations since the beginning of the pandemic alone. Federal and state legislatures, and executive agencies, have adopted new protected classes beyond those traditionally enforced by the U.S. Equal Employment Opportunity Commission and state-level equivalents. Beyond traditionally protected classes, like race, color, age, national origin, gender, disability, and the like, federal and state laws nationwide may now explicitly or implicitly protect additional categories like vaccination status, religious objections to vaccination, childcare obligations, hairstyle, gender identity, and expression, and many more. This course will help those responsible for compliance and workplace relations understand these novel issues in addressing protected classes and implement practical solutions based on real-world examples and case studies. This material will help you assess and respond to common problems faced by employers in 2022 to reduce risk and increase workplace inclusivity.
Agenda
Faculty
Stephen E. Baumann, II
Littler Mendelson P.C.
- Provides nationwide, risk-adjusted advice to employers of all sizes, from small startups to Fortune 500 companies, about enforcement of non-compete agreements and other unfair competition
- Has successfully negotiated resolutions of countless unfair competition disputes, whether protecting companies and new hires from threats of litigation by former employers or protecting companies’ assets and relationships when employees leave to join a competitor
- Has a robust litigation practice in federal and state courts nationwide, including complex litigation involving trade secrets, noncompete agreements, discrimination, retaliation, harassment, failure to accommodate, and wrongful termination
- Has obtained temporary restraining orders (TROs) and preliminary injunctions following hotly contested evidentiary proceedings to protect the trade secrets, confidential information, and competitive advantages of energy companies, advertising companies, mid-size distributing companies, medical device companies, industrial maintenance and repair companies, and others
- Has also obtained Rule 12 dismissal of allegations seeking a declaratory judgment on enforceability of a non-compete agreement, as well as damages for outrageous conduct, intentional infliction of emotional distress, and invasion of privacy, on behalf of an alternative energy company, including an award of fees and costs against plaintiff
- Author of various articles for Littler Mendelson P.C., including A New, More Restrictive Era for Restrictive Covenants in Colorado and Colorado Criminalizes Certain Restrictive Covenants
Iris Lozano
Littler Mendelson P.C.
- Associate in the Denver office of Littler Mendelson P.C.
- Practice focuses on labor and employment law matters
- Employment background includes over 15 years in a human resources professional role with companies in the manufacturing, financial, and construction industries; this experience provides her a deep understanding of her clients’ needs
- Recently owned and operated an Engineering and STEM Learning Center for children
- During law school, she interned with the Colorado Court of Appeals, U.S. District Court for the District of Colorado, and at a Denver area firm
- J.D. degree, Sturm College of Law at the University of Denver; M.B.A. degree, Tulane University; B.A. degree, University of New Mexico
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