Labor & Employment

FastTrack

Okonowsky v. Garland Legal Analysis: Key Takeaways for Employers

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Arkansas CLE Approved 1 Total
Arizona CLE Approved 1 Total
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Hawaii CLE Approved 1 Total
Idaho CLE Approved 1 Total
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Kentucky CLE Upon Request 1 Total
Maine CLE Approved 1 Total
Minnesota CLE Approved 1 Total
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Northern Mariana Islands CLE Approved 1 Total
Mississippi CLE Approved 1 Total
Montana CLE Approved 1 Total
North Dakota CLE Upon Request 1 Total
Nebraska CLE Approved 1 Total
New Hampshire CLE Approved 1 Total
New Mexico CLE Approved 1 Total
Nevada CLE Approved 1 Total
New York CLE Approved 1 Total
Oklahoma CLE Approved 1 Total
Oregon CLE Upon Request 1 Total
Pennsylvania CLE Approved 1 Total
Rhode Island CLE Upon Request 1 Total
Tennessee CLE Approved 1 Total
Vermont CLE Approved 1 Total
Washington CLE Approved 1 Total
West Virginia CLE Approved 1.2 Total
OnDemand
1 hours 4 minutes
J. Gregory Grisham
With J. Gregory Grisham from Fisher Phillips LLP
Recorded October 24, 2024.
Product ID 99980

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Overview

How to Address Claims of Harassing Conduct Involving Social Media Posts

On July 25, 2024, the Ninth Circuit Court of Appeals ruled on the case of Okonowsky v. Garland, finding that online misconduct can be considered actionable harassment in the workplace. Are you ready to navigate the implications of this holding for your company? Join our esteemed faculty as they explore the potential effects of the decision and highlight best practices for handling harassment claims going forward. Mitigate litigation risks - register today!

  • Stay informed of the EEOC's latest guidance on workplace harassment.
  • Get up to speed on the Ninth Circuit's verdict in Okonowsky v. Garland.
  • Examine best practices for responding to workplace harassment complaints.

Abbreviated Agenda

  1. EEOC Guidance on Workplace Harassment - What's New
  2. Okonowsky v. Garland - Key Details You Need to Know
  3. Can Social Media Posts Create a Hostile Work Environment?
  4. Best Practices for Responding to Workplace Harassment Complaints
  5. Next Steps: Tips for Training Supervisors, Updating Policies, etc.

Related Topics

Product ID 99980

Credit Details

Credits Available
Credit Status Total
Alaska CLE Approved 1 Total
Arkansas CLE Approved 1 Total
Arizona CLE Approved 1 Total
California CLE Approved 1 Total
Colorado CLE Approved 1 Total
Connecticut CLE Approved 1 Total
Delaware CLE Approved 1 Total
Hawaii CLE Approved 1 Total
Idaho CLE Approved 1 Total
Illinois CLE Approved 1 Total
Kansas CLE Upon Request 1 Total
Kentucky CLE Upon Request 1 Total
Maine CLE Approved 1 Total
Minnesota CLE Approved 1 Total
Missouri CLE Approved 1.2 Total
Northern Mariana Islands CLE Approved 1 Total
Mississippi CLE Approved 1 Total
Montana CLE Approved 1 Total
North Dakota CLE Upon Request 1 Total
Nebraska CLE Approved 1 Total
New Hampshire CLE Approved 1 Total
New Mexico CLE Approved 1 Total
Nevada CLE Approved 1 Total
New York CLE Approved 1 Total
Oklahoma CLE Approved 1 Total
Oregon CLE Upon Request 1 Total
Pennsylvania CLE Approved 1 Total
Rhode Island CLE Upon Request 1 Total
Tennessee CLE Approved 1 Total
Vermont CLE Approved 1 Total
Washington CLE Approved 1 Total
West Virginia CLE Approved 1.2 Total
Select Jurisdiction
CLE

Agenda

All times are shown in

  1. Okonowsky v. Garland Legal Analysis: Key Takeaways for Employers

    1. EEOC Guidance on Workplace Harassment - What's New
    2. Okonowsky v. Garland - Key Details You Need to Know
    3. Can Social Media Posts Create a Hostile Work Environment?
    4. Best Practices for Responding to Workplace Harassment Complaints
    5. Next Steps: Tips for Training Supervisors, Updating Policies, etc.

Who Should Attend

This program is designed for attorneys. HR professionals, accountants, and paralegals may also benefit.

Speakers

J. Gregory Grisham
J. Gregory
Grisham
Fisher Phillips LLP
Speaker bio
J. Gregory Grisham

J. Gregory Grisham

Fisher Phillips LLP
J. Gregory Grisham

is a partner in the Memphis office of Fisher & Phillips LLP. He has 30 years of experience counseling and representing employers in all aspects of workplace law in Tennessee and across the United States. Mr. Grisham has helped employers avoid claims, charges and lawsuits, with a focus on preventative practices. Preventative practices include counseling in situations involving discipline, termination, demotion, promotion, and other workplace changes in the terms and conditions of employment, harassment investigations, wage and hour compliance, FMLA compliance, reasonable accommodation assessment, supervisor training, and the review of employment policies and procedures. He has successfully litigated hundreds of administrative charges, employment lawsuits, and arbitration demands on behalf of employers; including federal and state law claims alleging discrimination, harassment, retaliation, wrongful termination, defamation, invasion of privacy, breach of contract, wage and hour violations and ERISA violations, among others. Mr. Grisham represents employers in the enforcement of post-employment restrictive covenants, such as non-compete, non-solicitation and non-disclosure agreements, and related trade secret litigation. He is a regular speaker at public seminars on workplace law issues, and has authored numerous articles on a variety of labor and employment law related topics. Mr. Grisham currently serves on the Executive Council of the Tennessee Bar Association's Labor and Employment Law Section, and is a board member of the Memphis Bar Association's Labor and Employment Law Section. He earned his B.S. degree from the University of Tennessee, his M.B.A. degree from the University of Mississippi, and his J.D. degree, with honors, from the University of Memphis.

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