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Davis Brown Attorneys Present at Iowa Employment Conference - April 27, 2018

Three Davis Brown attorneys presented at the Iowa Employment Conference on Wednesday, April 11 and Thursday, April 12. The conference brings together over 600 individuals, mainly human resources professionals, from around the state for continuing education sessions discussing the latest in employment issues.

Lori Chesser, Kelsey Crosse, and Jo Ellen Whitney presented at the conference and multiple Davis Brown were on hand to answer questions.

Lori’s presentation, “I-9s: The Why, Who, When, Where, What and How” covered the Federal employment verification document, the I-9, under a political atmosphere of increased scrutiny. Lori presented the basics of the I-9 and also covered some recent changes in the document and problems they have created for HR professionals. Several of the approximately 40 audience members had questions about handling I-9s for employees who work remotely and document retention. Remote employees who never visit your worksite can create a problem for employers in document verification.

Kelsey’s presentation, “Reasonable Accommodation or a Request for Five Star Amenities? Understanding Your Obligations Under the ADA,” covered what many HR professionals, attorneys, and judges alike, consider to be the most difficult aspect of employment law, the Americans with Disabilities Act. In her presentation, she invited the audience of over 75 attendees, to work through some cases from the last few years involving leave, tele-work, and light duty requests as well as requests to transfer to different positions. Kelsey’s presentation made it clear that the law relating to the ADA is not black and white, it’s all gray area. Every case is considered individually and what might seem to be a similar situation from one employee to another can be judged quite differently by the courts.

Jo Ellen Whitney’s presentation, “You Didn’t Do Your Job and I Quit!” focused on the role employers play supporting their employee’s wellness and improving employee retention by implementing and following policies and procedures related to harassment in the workplace.