[Event] "Jury Waivers or Arbitration: How to Choose Your Weapon" Atlanta Briefing - October 4th, Atlanta, GA

FordHarrison
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FordHarrison

Complimentary Breakfast Briefing for In-House Counsel and HR Professionals

When
Thursday, October 4, 2018
8:00 AM - 8:30 AM     Breakfast & Registration
8:30 AM - 10:00 AM   Program

Where
The Law Offices of FordHarrison
271 17th St. NW, Suite 1900
Atlanta, GA 30363
404-888-3800

To reserve your spot, please click here.

About the Program
Wage and Hour claims, especially those brought in a collective and/or class action context, remain the most dominant lawsuit brought against employers. Earlier this year, the U.S. Supreme Court expressly upheld class action waivers in the context of an arbitration agreement. Thus, at least in the arbitration context, an employer knows that it can enforce an arbitration agreement with a class action waiver. But do you want to have to arbitrate your claims against your employees? Can you enforce a jury waiver and a class action waiver outside the context of arbitration? And, if you can, are you better off using these tools than an arbitration agreement with a class action waiver? Join Ford & Harrison attorney Jeff Mokotoff to learn about the benefits and potential drawbacks of using arbitration agreements and jury and class action waivers independent of arbitration agreements.

Continuing Education

  • Approval is pending from the State Bar of Georgia for 1.5 hours of CLE credit.
  • This program is pre-approved for 1.5 hours of PHR, SPHR, and GPHR credit from HRCI.
  • FordHarrison is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM for 1.5 hours of PDCs for this course.
Speakers

Registration
Registration for this program is complimentary, however seating is limited. Please register by Friday, September 28, to reserve your spot! 

To reserve your spot, please click here.

DISCLAIMER: Because of the generality of this update, the information provided herein may not be applicable in all situations and should not be acted upon without specific legal advice based on particular situations.

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