2025 Fall Legal Update Conference

Our one-day conference will include 5 sessions covering:
• Civility Not Sterility
• Trump 2.0 – What HR Professionals Can Expect Under the Current Administration
• Business Protection Agreements: Non-Competes, Non-Solicits, and NDAs
• Navigating Through the Maze of Traditional Labor Issues
• Marijuana and the Workplace of Tomorrow: Federal Legal Shifts, Safety-Sensitive Roles, and Employer Protections

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Keynote Session Title: Civility Not Sterility
Speaker: Jonathan Segal, Duane Morris LLP

Session Description: It is important that leaders treat their reports (and each other) with respect and civility.  Of course, this includes avoiding harassing, retaliatory, abusive and other inappropriate conduct. To avoid being accused of any inappropriate conduct, leaders sometimes avoid having any personal connections with their reports. They fear that a personal dimension to the working relationship may be misunderstood and/or manipulated.

But strong workplace relationships are not strictly professional. The most effective workplace relationships have a personal component, too. If leaders keep their reports at arms’ length, collaboration, collegiality and mentorship may be undermined. And when those principles are undermined, the work of the group probably will suffer, too. Avoiding the personal connection ironically also may increase legal risk. If leaders treat workplace relationships as “just business, nothing personal,” employees may feel the same way about litigation and other attacks.

In the context of specific workplace scenarios, this program will explore how HR can help leaders develop and maintain personal connections in the context of workplace relationships without taking on unreasonable legal risk. Afterall, we want civility, not sterility.

Learning objectives: as a result of this program, attendees will be able to:
1. Appreciate the importance of strong interpersonal relationships
2. Understand the risks of arms’ length sterility
3. Help leaders develop and maintain personal connections in the context of workplace relationships without taking on unreasonable legal risk

Speaker Bio: Jonathan A. Segal is a partner at Duane Morris LLP in the Employment, Labor, Benefits and Immigration Practice Group. He is also the managing principal of the Duane Morris Institute. The Duane Morris Institute provides training for human resource professionals, in-house counsel, benefits administrators and managers at Duane Morris, at client sites and by way of webinars on myriad employment, labor, benefits and immigration matters. Previously a litigator, Jonathan’s practice now focuses almost entirely on helping employers meet their business objectives or missions by minimizing legal risk, maximizing compliance and focusing on relationship with business objectives or mission and legal requirements or restrictions.

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Session #2: Trump 2.0 – What HR Professionals Can Expect Under the Current Administration
Speakers: Jennifer Craighead Carey and Andy Mahon

Session Description: This session explores the evolving landscape of employment law under President Trump’s second administration, with a particular focus on immigration enforcement and its implications for HR professionals. The first segment will examine renewed efforts to tighten employment-based immigration, including increased scrutiny of H-1B visa applications, workplace raids by ICE, and stricter Form I-9 compliance requirements. Attendees will gain practical insights into how these enforcement priorities may impact hiring practices, workforce planning, and risk management.

The remainder of the presentation will delve into broader employment law developments, including shifts in agency leadership and enforcement priorities at the EEOC, DOL, and OFCCP. Topics will include the rollback of DEI initiatives, changes to affirmative action compliance, and the legal implications of recent executive orders affecting workplace policies. HR professionals will leave with a clearer understanding of how to navigate these changes while maintaining compliance and fostering a resilient workplace culture.

Learning Objectives: as a result of this program, attendees will be able to:
1. Gain base knowledge of the myriad of changes under Trump 2.0
2. Address workforce enforcement efforts
3. Determine which policies and practices may require changes within their organization

…Business Protection Agreements: Non-Competes, Non-Solicits, and NDAs

Session 3: Business Protection Agreements: Non-Competes, Non-Solicits, and NDAs

Speaker: Coming Soon

Session Description: Coming Soon

Session 4: Navigating Through the Maze of Traditional Labor Issues
Speaker: Jill Lashay

Session Description: HR professionals operate in a variety of industries, corporate cultures, and geographies. As such, when labor unions enter the picture — through initial organizing efforts at the Company or through well-established labor contracts with the employer — they present new and often daunting challenges. This session will provide information on how unions form, and best practices for managing employees.

Learning Objectives: as a result of this program, attendees will be able to:
1. Understand how a labor union organizes a workplace and what it means when they do
2. Identify signs of union organizing and how it can be avoided
3. Adapt best practices for managing employment terms and conditions under union representation
4. Plan for productive collective bargaining to reach a mutually beneficial contract

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Session 5: Marijuana and the Workplace of Tomorrow: Federal Legal Shifts, Safety-Sensitive Roles, and Employer Protections
Speakers: Theresa Mongiovi and Caitlin Donahue

Session Description: As marijuana laws continue to evolve, employers must navigate a complex intersection of federal and state regulations, including Pennsylvania’s Medical Marijuana Act. This session will provide a clear overview of the current legal landscape and what it means for workplace policies, employee rights, and employer responsibilities. Attendees will learn how to manage marijuana use, both medicinal and recreational, address safety concerns, and update policies to remain compliant and reduce risk. Practical strategies will be shared to help foster a safe, legally sound, and productive work environment.

Learning Objectives: as a result of this program, attendees will be able to:
1. Gain a clear understanding of how federal law, Pennsylvania’s Medical Marijuana Act, and the evolving conversation around recreational use impact employment practices
2. Learn how to craft and enforce workplace policies on marijuana use, including best practices for addressing drug testing, reasonable suspicion, and off-duty conduct
3. Explore the intersection between medical marijuana use and disability accommodations (ADA) and understand when/if an employer is required to engage in the interactive process
4. Identify the most common legal pitfalls employers face in handling marijuana-related issues and implement proactive strategies to reduce liability and promote workplace safety

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Pending Approval for 5.5 HRCI and SHRM credits

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Ticket sales end: Monday 9/22/2025 at 12 pm!

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