Firm Event

HSE Institute

2019 Labor and Employment Law Conference

Co-Hosted by the Genesee Valley Chapter of the Society for Human Resource Management

RIT Inn & Conference Center
5257 West Henrietta Road
Henrietta, NY 14467

April 30, 2019
7:45 am - 3:00 pm

GVCSHRM LogoJoin Harter Secrest & Emery LLP and the Genesee Valley Chapter SHRM for our third annual labor and employment law conference devoted to providing you with perspectives on how to drive your business strategies while managing challenging compliance obligations.

You will leave every session with solutions and strategies. Each session will address a current compliance area that creates risk, but we won’t leave you uncertain about what to do next. We will provide legal grounding and discuss how to proactively approach the risks.

NEW THIS YEAR: We listened to your feedback! A more compact day of learning provides you with important information to help you be successful, while allowing you to return to your busy schedule a bit earlier in the day. Also, we have combined the second half of the day into one larger session, so everyone can participate in the discussion of our most popular topics.

Who should attend:

  • C-suite Executives
  • Human Resources Professionals - Entry-Level and Advanced
  • In-house Counsel
  • Finance Professionals
  • Operations Professionals
  • Business Owners

Professional Development Credits:

This program has been submitted to the Society for Human Resource Management and the HR Certification Institute for review.

New York State Continuing Legal Education (CLE) Credits:

New York State CLE credit is pending for each conference session. Any attorney who has a financial hardship may apply for tuition assistance for this CLE program by completing a Tuition Assistance Request Form


  • $175 SHRM Non-Member
  • $125 SHRM Member
  • $115 per person when two or more from an entity register
  • $75 for students and HR professionals in career transition

SPACE IS LIMITED | Please RSVP by April 23, 2019.

Detailed Agenda

7:45 - 8:15 am


Breakfast & Registration  

8:15 - 9:15 am

Attendees may choose from one of three sessions:

An Employee Walks into Your Office to Make a Complaint: Investigation Tips and Techniques

Theresa A. Conroy
Julia E. Green
Lindsey N. Bober


So You Clicked On That Malicious Link: What Now? The Role of HR in a Cybersecurity Incident

F. Paul Greene, CIPP/US
Daniel J. Altieri

The Internet is a dangerous place, especially for the HR department! More and more, attackers are targeting HR as a source of valuable data that can be quickly monetized, or as a place from which to leapfrog to other departments or organizations. This makes security awareness key in the HR role, especially in relation to how HR helps communicate a culture of security to the organization as a whole. And few organizations have fully realized the key role that HR plays when it comes to breach response. Whether it concerns internal messaging, staffing concerns, or internal investigations, HR is uniquely positioned to help any organization weather the storm of a data breach. This presentation will look at real-life examples to explore the key threats facing HR as well as the strengths that HR can leverage in relation to breach response. Participants will leave with actionable strategies for helping their department strengthen their organization’s security posture and breach response capabilities.

What's Happening at the NLRB? What You Need to Know Even If You Don't Have a Union. Hint: A lot.

David M. Kresock 

The NLRB under the administration of President Trump has actively sought to reverse numerous decisions and expanded policies adopted during the term of President Obama. Examples of areas involving significant change include employee handbooks, joint employment, employee use of employer email systems, and the definition of “concerted activity” protected by the National Labor Relations Act. This presentation provides an update on the current composition and recent actions of the NLRB, the practical impact upon union and non-union employers, and what we can expect from the NLRB in the near future.

9:30 - 10:30 am

Attendees may choose from one of three sessions:

The Gig Economy: Employees or Freelancers?

Amy L. Hemenway

How are those relationships defined, when should an employer consider using them (pros and cons), and what steps should an employer take to minimize risk of an individual classified in one category falling into another category.

When Good Employees Post Bad Comments: Social Media in the Workplace in 2019

Benjamin E. Mudrick
Anna S.M. McCarthy

Most workplace-related laws were written long before the creation of Facebook, Twitter and other social media platforms. This can often leave HR professionals (and attorneys and judges) in difficult situations, especially when employees or applicants post questionable content online. How do you comply with laws that make no mention of social media or the internet? What type of online content is protected? When can you consider (or even look at) an individual’s online postings? Does the First Amendment offer employees any protection for their online content?

This interactive session provides practical answers to these and many more social media-related questions using examples taken from actual cases (and the presenters’ own imaginations). 

What's Happening at the EEOC? What You Need to Know If You Have Even One Employee

Sara H. Marangola
Edward J. Steve

We will discuss the EEOC’s strategic priorities and review the agency’s charge and litigation statistics.  We will also provide a review of recent cases and settlements involving the EEOC, along with a discussion of the underlying legal issues and practical guidance for employers on addressing those issues.

10:45 - 11:45 am

GENERAL SESSION | Managing Performance, Conduct, Accommodation, and Leave Issues Simultaneously—It’s Complicated  

Luke P. Wright

What should you do when an employee shows up to work drunk? How should you respond to a threat of self-harm? What options do you have (and which option is best)? In this session we will discuss how, when, and whether to address employee misconduct or performance issues for employees who may have protected leave or disability accommodation statuses. This presentation starts with a brief overview of the applicable laws, but the bulk of the presentation will consist of practical guidance explained through an interactive review of real-world employment situations.      

11:45 - 12:30 pm

Lunch - "Ask an Attorney"  

Here is your opportunity to nourish your body and brain at the same time. HSE attorneys will be available at every table to answer your specific questions.

12:30 - 1:15 pm

GENERAL SESSION | Human Resources is so Much More than Employee Relations: A Quick Overview of Trending Niche HR Topics

This session provides snapshots of important HR hot topics in a fast-paced format.

1:30 pm - 3:00 pm

GENERAL SESSION | What's on Everyone's Mind: The Top 10 Labor and Employment Questions We Receive

Robert C. Weissflach, Moderator

During this session, our team of Labor and Employment attorneys will answer some frequently asked labor and employment questions involving wage and hour issues, leaves of absence, reasonable accommodations, and other current and common issues affecting employers.


Register Now

< Back To Events


HSE Institute

About HSE Institute

Harter Secrest & Emery is committed to providing legal education and training for our clients and the business and non-profit communities by participating in speaking engagements and hosting webinars, seminars, conferences and more. Our exclusive HSE Institute programs are presented by our firm and feature our highly skilled and dynamic legal professionals.


This website presents only general information not intended as legal advice. Although we encourage calls, letters and emails from prospective clients, please keep in mind that merely contacting Harter Secrest & Emery LLP (HSE) does not establish an attorney-client relationship between us. Confidential information should not be sent to HSE until you have been notified in writing by HSE that a formal attorney-client relationship has been established. Information sent to us before then may not be treated as confidential by HSE or the court.

I have read this and agree     Cancel