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What Labor & Employment Lawyers Need to Know About Ames v. Home Depot (7th Cir. Jan. 6, 2011)
ExecSense, March 2011, Minutes: 60
“What Labor & Employment Lawyers Need to Know About Ames v. Home Depot (7th Cir. Jan. 6, 2011)” is a time efficient way to be in-the-know on the most up to date facts and ramifications of this decision and take proactive steps on behalf of current and prospective clients it could impact the most. Take the 60 minutes to view this webinar (on your computer, mobile phone, iPad, Kindle or printed out) to make sure you have answers ready to key questions you are sure to be asked on the immediate ramifications of this decision by colleagues, clients and other professionals with whom you discuss the case, as substance abuse will qualify as a “serious health condition” under the FMLA only where it meets the inpatient care or continuing treatment standard and it will only be considered a disability under the ADA where it “substantially limits” a major life activity.
Upon ordering, ExecSense will email you a link to download the webinar files for viewing on your computer, mobile phone, iPod, iPad, Kindle or printed out. The downloaded files will include the PowerPoint presentation, audio narration and jpeg images of the slides (for watching on your mobile media device). Take advantage of your next commute, flight, business trip, lunch, or free hour in your schedule to view this webinar.
The webinar is led by experts on the ramifications of this decision and its implications for wrongful termination claims brought under FMLA and the ADA for substance abuse, Cristina Torres & Aaron Epstein, Associates, Andrews Kurth LLP, and focuses on:
- Everything you need to know in 60 minutes about the impact of the Seventh Circuit’s decision on wrongful termination claims brought under the Family and Medical Leave Act and the Americans with Disabilities Act where the alleged health condition/disability is substance abuse
- Perspective on the impact of the Seventh Circuit’s decision on wrongful termination claims brought under the FMLA and the ADA where the terminated employee alleges substance abuse, what set of facts would support a finding that a terminated employee suffering from substance abuse can bring claims under these statutes, under what circumstances would substance abuse constitute a “serious health condition” under the FMLA or a disability that “substantially limits” a major life activity under the ADA, what actions by employers would support a finding by the court that termination was proper, and how employers’ treatment of employees suffering from substance abuse may be impacted by this ruling
- The 10 questions being asked the most by employment lawyers and their clients with respect to how this decision will impact them and what proactive steps they should be taking right now to protect their clients from wrongful termination claims under the FMLA and ADA
- Case studies of what other labor and employment lawyers are doing for their clients, now and in the future, based on this ruling
Praise for ExecSense Webinars:
'ExecSense Webinars are an enhanced and effective way to immediately understand new legal trends or decisions that impact your practice.' - Robert Orozco, Partner, Meyers Nave
“Was first on the scene with an in depth overview of this game changing decision.” – Howard Grubbs, Practice Group Leader, Womble Carlyle
“If it's up to the minute information that you need, go with ExecSense.” – Christopher J. Dow, Hunsucker Goodstein & Nelson
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