2012 New Releases Catalogue December - Learningemall.com

Price : USD 150.00SPECIAL NEEDS PLANNING:NG:TRAPS IN SPECIAL NEEDSTRUSTS ADMINISTRATIONBy Michele Palmer Fuller, Kevin UrbatschPreparing an estate plan that protects theinterests of beneficiaries with specialneeds is just the first step. If that plan isnot properly administered, even the bestdrafted documents will not ensure optimalprotection and services for the intendedbeneficiary.This program will cover: Proper trust investment Planning disbursements to protecteligibility for public benefits Protecting against fraudulent claimsfor reimbursement Accounting Fees Working with a professional trustee Working with a family trustee Proper and improper trustdisbursements Saying "no" to beneficiaries (and theirfamilies) When to say "yes" to beneficiaries(and their families) Wrapping up trust administration Stories from the trenchesItem no. : ZN11200335Format : CD-ROM (Win)Duration : 90 minutesCopyright : 2012Price : USD 150.00WHAT EVERY LAWYERNEEDS TO KNOW ABOUTMEDICARE IN 2011By Leslie Fried, Diane Paulson, RobertRothDon't be left in the dust! The first BabyBoomers become eligible for Medicare thisyear. This program provides an overviewof the Medicare program and benefits.In addition, it includes information onsome significant improvements to theMedicare program included in the healthcare reform law that begin in 2011.This program informs attendees aboutthese important changes to the Medicareprogram and how they will affect clientswho are Medicare beneficiaries in the nextseveral years.Item no. : NB11200627Format : CD-ROM (Win)Duration : 90 minutesCopyright : 2011Price : USD 150.00EMPLOYEEBENEFITSAGE BEFORE BEAUTYMYTH, THE: EEOCCLARIFIES THEREASONABLE FACTORSOTHER THAN AGE ADEADEFENSEBy Jeremy J. Glenn, Dianna B. Johnston,Bernard R. MazaheriUnder the Age Discrimination inEmployment Act (ADEA), an employermay defend against a claim by showingthat a complained-of action was taken forreasons based on "reasonable factorsother than age." ("RFOA"). On March 30,the EEOC issued a final rule amending itsAge Discrimination in Employment Act(ADEA) regulation, 29 C.F.R. § 1625.7,regarding the RFOA defense and itsapplication to disparate treatment anddisparate claims.This panel, featuring Dianna B. Johnston,the EEOC's Senior Attorney-Advisorregarding the new regulations, will explainthe changes in the regulations and explorethe potential impact on both employersand employees. Counsel for both plaintiffsand defendants will pick up invaluablelessons for litigating ADEA claims andhave the opportunity to have your specificquestions answered about the newregulations.Item no. : CB11200372Format : CD-ROM (Win)Duration : 90 minutesCopyright : 2012Price : USD 150.00INTERPLAY BETWEENUSERRA AND THE ADA,THE: WHEN DISABLEDVETS RETURN TO THEWORKPLACEBy Kenneth R. Harrison, Sr., Kathryn S.Piscitelli, George R. WoodThe proper re-employment of veteransinjured during military service is an issuethat implicates several statutes, includingthe Americans with Disabilities Act (ADA)and the Uniformed Services Employmentand Reemployment Rights Act (USERRA).Employers and employees need tounderstand the boundaries of coverage aninjured veteran has under these significantlaws with respect to release from serviceand rejoining the workforce.Our esteemed panelists, including authorsof two significant publications regardingUSERRA, will provide guidance based onthe statutes, as well as applicableregulations and case law.USERRA.Item no. : NT11200302Format : CD-ROM (Win)Duration : 90 minutesCopyright : 2012Price : USD 150.00NLRB RULINGS: THINKTHEY DON'T IMPACTNON-UNION EMPLOYERS?THINK AGAINIn September 2012, the National LaborRelations Board issued its first decisionson employer social media policies. In bothdecisions the employers were non-union.In Costco Wholesale Corp., the NLRBfound unlawful Costcos social mediapolicy, which prohibited employees fromelectronically posting statements thatdamage the company, defame anyindividual, or damage any personsreputation. Three weeks later, the NLRBissued its decision in Karl Knauz Motors,Inc., finding that an employees Facebookposting that caused the employeesdischarge was not concerted or protected,and therefore, the discharge was notunlawful.In other recent decisions, the NLRB hasruled on other employer policies impactingemployers in non-union settings. InBanner Health System, the Board foundthat an employer may not maintain ablanket policy forbidding employees fromdiscussing ongoing investigations ofemployee misconduct. Additionally, anNLRB administrative law judge found thatAmerican Red Cross Arizona BloodServices Regions inclusion of an at-willemployment disclaimer acknowledgementin its employee handbook was unlawfulbecause it chilled the exercise ofemployee rights. Finally, in the headlinegrabbing case D.R. Horton, Inc., the NLRBfound unlawful the class-action waiver inthe employers employment arbitrationagreements.The Board is not shying away from rulingon employer policies impacting employersin non-union settings. Lawyers need to beprepared for the changing law.Within this audio CD-ROM our panel,consisting of seasoned practitionersrepresenting management, employees,and labor, discuss the impact of thesedecisions on employers in non-unionsettings and offer guidance on the legaland practical issues raised by thesedecisions.Item no. : PJ11200322Format : CD-ROM (Win)Duration : 90 minutesCopyright : 2012Price : USD 150.00Don't miss this important and timelyopportunity to update your knowledge of________________________________________________________________________________________________________Learning Rendezvous LimitedEmail: inquiry@learningemall.com Websites: http://www.learningemall.com & http://www.learningemall.com.hk56