ŠĻą”±į>ž’ ØŖž’’’“©’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’ F𺠘īNū§²ŻaR­A€ ĒG’Ų’ąJFIFKK’ćMSO Palette ąĀ’ćĶØäɝęұēŃŖéĪ”é×·źÕÆėŅ£ėÓ­ė×±ģŲ·ģŚ¹ķŻ¾īÖ«īŚøīÜøļŁÆļŻ¹ļߥńݵńß¾ńāĄńćĘņßøņįĄōć¾ōäÅōēŹõēÄöźĖųīŠŪ¹…ŻĀ—ŻĘ ŽæŒŽÉ§ąČ įƚįĢ«āŹ¦āĢ„āĪ­ćɝäƉäʘäΧäĪ«äŠ°åŹŸåĢ åĪ£åĻ¬åŠ«åұåÓ³ęƌęɔęŃ«ęÓ²ēŹēͤēĻØēŠ©ēÓ­č̟č͘čĪ¤čŠ¤čŠŖčŃŖčҰčÓ©čŌ°čŌ“čÕ±čÖµčÖøč×·éɒéĪ éϧéŌ³éÕ®éÕ±é×±éŚ¹źŠŸźŠ„źŃ«źŅ„źŅ«źÓ„źÓ®źŌ¬źÕ©źÕ²źÖ¶ź×¶źŲ²źŲ·ėĪ–ėÓ¬ėŌ²ėײė×·ėŁ¶ėŁ¹ėŚøėŚ¹ėŚ»ėÜæģҦģŌ«ģÕŖģÕ®ģÕ±ģÖµģ×­ģײģŲÆģŁ²ģŚ¶ģŚ»ģŪ·ģÜ»ģŻæķѝķŌ¦ķÕÆķŲ·ķŪ¼ķÜøķÜŗķܾīӟīÖŖīÖ®ī׫ī×°īŁÆīŁ²īŁ¶īŚ¶īŚŗīŪ·īÜ“īÜ»īÜ¾īŻ·īŻ»īŽĮīß¾īßĀīąĀļÖ ļÖ§ļŁŖļŁ±ļŚ²ļŚ·ļÜ“ļÜ¾ļŻ·ļŻ¾ļŽøļŽ»ļßŗļß½ļßĮļąĮšŚ®šŪøšÜµšÜøšŻ½šŽ¾šą½šąĄšāĄšāĘńܲńŽŗńßøńßŗńß½ńߥńßĮńąŗńą¾ńįĄńįĆńāÅńć½ńćĄńćĀńäĘńäĒņŚØņÜ­ņܹņݵņß½ņā½ņāĮņāÅņćĀņäĒņåĘņęĖóß²óß¶óąøóąŗóą¾óįĀóāĮóćÄóäĒóåÄóåĒóęĘóęČóčĖōāøōā¾ōćĮōä½ōäĮōęĀōēÄōēĖōźĪõćÄõåĘõęČõéČõéĖõźĪõģŠöęĄöęÅöēĀöēÉöčĘöčŹöģĢöīŃ÷éÅ÷éÉ÷źĶųģŹųģŠłīŠłšÓśó×’ŪC   ")$+*($''-2@7-0=0''8L9=CEHIH+6OUNFT@GHE’ŪC !!E.'.EEEEEEEEEEEEEEEEEEEEEEEEEEEEEEEEEEEEEEEEEEEEEEEEEE’Ą€€"’Ä’Ä0!1AQ"aq”2‘±#ĮŃįCRršń’Ä’Ä1A’Ś ?ō%÷~źģc¦Øß“ŒFD){|`­Ōō‡Œąt™U¶ž)Ćž%lŽn¼`÷ *ūc’RŚœ"lBŗwo|=ßnėx&ÉIŽ`»~‡s-“¼—šāŽ®ORvŹ“ŸoŅŽūłńŠ®y/ߞ1¼™hśdz×OyU/&9÷srjš2+›æœĀ޽ŪćĘEb*õ&’£+īźÆLÓēYĆķO8cźTTšņåF‰¾Oļģ¾xĆ/SŻĆ\ MT«ć¶.AeÆ|HCÖ<ƒj Ė}ń£KkÆ.±š żųĢFRם`„^˜öé=“™źŚ×(`’óßjķD/Ó Śļļ“dĘÆMŽ]ÕĘ$¶CIłĀ±č¾|ąiw)x¬Y;#)Śķćń™Vé—vl¼¶ƒ{‰ć2ēEüxʔ©ź<^Tmvśb‘©[ćxCƒ»ń ŹĀ*Š?ŽX‰J1bvyĘ=9^„+ļxI,d[¼7öÉ?ņČ5ūoŗ`eŖĶb&ļ^«kė–ŒŁdKž~¹®ŃŽ«æĒÓ­:»oÅb3÷6P4k'„.Š©5\øgūßśįżD$=µ€c-Q]Ē(XĒG|ėˆXźšا¶øĶ/PõzĄ4ī÷‡Ņ )撘:ÆGĪĪŲĢ“÷5z£_VA+SÅ`½|½°J•on¼ėNKśwĢś«ĀԌøär½UØxķœš’Å­v/¾S®˜Ä7řPzäPÕ>9’œĄžūœ듺5¼4 ’Ą”›«ę“q²2.®œn†õƗxē¦~ļ—Rƒ( &%hÆŪ›¦R—ĘRP€WM&‡ "?“ūā9 ī„MĒķ‘ußĘ3q85Ū F]“|o`¬ūėkĪūķjŽ^ųŗ«~ŁE:žq':X_ē(æ8 mēœˆ”o—¾hv-SӄCē·Ę#­™ õ:MvŹś^§źDIihttp://www.SEIU.org/health/hosp×PÓŗ<http://www.HospitalMonitor.orgņę/Č 0ŅÕ0·DTimes New Roman®b®b ŖbųÓ0DŖbDŖb~Ō0·DArial Narrowan®b®b ŖbųÓ0DŖbDŖb~Ō0" ·DArialNarrowan®b®b ŖbųÓ0DŖbDŖb~Ō0"0·DMonotype Sorts®b®b ŖbųÓ0DŖbDŖb~Ō0¤ ©  @£n’ż?" dd@’’’’’’’  @@``€€ Hš@špø-­       /šXš$’ēRš$˜īNū§²ŻaR­A€ ĒG’Ā ēc š$ƒæĄ’pń’™f™™€€3f™3™3f@ń÷š8ó€ó€Š’ śgžż4)d)dPŖb~Ō0HŖb’–ż’’¬’’’pūppū@ <ż4!d!dté®b:’’<ż4BdBdté®bx€ ’’?Ł Ś OŁ Śš^UóŸØ9LABOR & EMPLOYMENT LAW DEVELOPMENTS FOR THE HEALTH LAWYER”:9(ŸØÉHenry "Buzz" C. Cleveland, III Stromberg Cleveland Crawford & Schmidt, P.C. 4600 South Ulster Street, Suite 300 Denver, CO 80237 Telephone 303 388-9311 / Facsimile 303 322-3872 www./ © 2003”@ʁžžGžóŸØDISCRIMINATION CASES”$Ÿ €1. Roger Reeves v. Sanderson Plumbing Products, Inc., 530 U.S. 133 (2000).  Thus a plaintiff s prima facie case, combined with sufficient evidence to find that the employer s asserted justification is false, may permit the trier of fact to conclude that the employer unlawfully discriminated.  ... the Court of Appeals erred in proceeding from the premise that a plaintiff must always introduce additional, independent evidence of discrimination. ”PKH<vaHA3fž<1…wóŸØDISCRIMINATION CASES”$ŸØIMPLICATIONS Greater reluctance of courts to grant summary judgement. Allegation of pretext = fact question for jury. More cases to juries. Message to employers: Be sure to leave a reason for discharge, and be sure it can be supported. Further erosion of employment-at-will.”L ūH*d< óŸØDISCRIMINATION CASES”$ŸØ“2. Desert Palace, Inc. v. Costa, (003, U.S.) 2003 WL 21310219. Supreme Court ruled that plaintiffs do not have to show direct evidence of discrimination in order to prevail in mixed motive cases. Under the ruling, juries will be instructed that even if there is no direct evidence of discrimination, if they believe an employment action was based, at least in part, on discriminatory reasons, they should find in favor of the plaintiff.”l?H<vaHA3fž<…vóŸØDISCRIMINATION CASES”$Ÿ ęIMPLICATIONS An employer has to show it had only legitimate reasons for engaging in a practice, and that it would have taken the same action regardless. Less summary judgments, more pressure to settle. Juries allowed to  infer discrimination.”F HēūH*d ēóŸØDISCRIMINATION CASES”$Ÿ ą3. Hernandez v. Hughes Missile Sys. Co., 298 F.3d 1030 (9th Cir. 2002). Supreme Court has granted cert. to review 9th Circuit s decision. Employer policy of not rehiring employees fired for misconduct violates the ADA when it applied to bar the rehiring of a worker fired for drug use who, before applying for rehire went successfully through a drug treatment program.”`HH<)aHA3fž<$… …)óŸØDISCRIMINATION CASES”$Ÿ X4. Grutter v. Bollinger, 123 S.Ct. 2325 (2003) and Gratz v. Bollinger, 123 S.Ct. 2411(2003) . Decided challengers to race  conscious selection procedure of the University of Michigan undergraduate college and law school. The Court discussed diversity as a compelling state interest. Noneducational institutions wishing to use affirmative action programs may have to show that diversity is essential to their mission. Employers should review any current affirmative action plan now in force to see if it meets the guidelines set forth in Grutter and Gratz.”Ž^H<ĻaHA3fž<……¼„„óŸØDISCRIMINATION CASES”$Ÿ ž5. Byrne v. Avon Products, Inc., 328 F.3d 379 (7th Cir., May 2003). Ruled in an ADA/FMLA case that employee s unusual behavior might itself be notice that something was medically wrong, or , alternatively, that notice is not required if an employee has become unable to recognize the need to request leave. Employers may now have to discern condition of employees and whether the condition entitles employee to FMLA leave without the employee specifically asking.”lDH<ŒaHA3fž<…ŒóŸØDISCRIMINATION CASES”$Ÿ V6. Chevron U.S.A. Inc. v. Echazabal, 536 U.S. 73 (2002). In 2002 the U.S. Supreme Court upheld an EEOC regulation authorizing a refusal to hire an individual if his performance on the job would endanger his own health because of a disability. On remand to the 9th Circuit, the 9th Circuit held that the employer must gather  substantial information about the employee s work history and medical status, and its decision must be based upon specific facts using the most current medical knowledge and/or best available objective evidence. The employer could not simply act in reliance on the advice of its own physicians. Echazabal v. Chevron USA, Inc., 336 F.3d 1023 (9th Cir. 2003).”h9H<saHA3fž< …4„!ó ŸØDISCRIMINATION CASES”$Ÿ Ś7. Cloutier v. Costco Wholesale, No. 02-CV-30138 (D. Mass. filed 8/28.02). The District Court in Massachusetts denied Costco s motion to dismiss federal religious claims in a case where the EEOC found probable cause for religious discrimination. The case involved Costco firing an employee for refusing to remove an eyebrow ring violating the employer s dress code. The employee claimed that her piercings (ears, eyebrows, lips) are signs of her faith and that belongs to the Church of Body Modification. Costco s dress code barred facial and tongue jewelry, visible tattoos, sweatpants, ripped jeans and open-toed shoes.”VKH<#aHA3fž<…,#ó ŸØLABOR”$Ÿ Ę1. Alexandria Clinic, P.A. 339 NLRB No. 162 (2003). The NLRB in a 3  2 decision ruled that the 10 day notice means 10 days, not later. A delay in the start of strike of four hours past the time in the notice was not protected.”V4H<°aHA3fž<……°ó ŸØLABOR”$Ÿ Ž2. Stanford Hospital and Clinics v. NLRB, 325 F.3d 334 (D.C. Cir. 2003). Court found Hospital s policy prohibiting its employees from, among other things, soliciting and distributing materials to (1) fellow employees in areas adjacent to patient units and (2) all nonemployees throughout the Hospital to be overbroad and in violation of the NLRA. It found also that the employer failed to demonstrate that such activities were likely to disturb patients. Lack of consistency in enforcement of hospital rules will inhibit any upheld enforcement of a solicitation  distribution rule.”VIH<’aHA3fž<%… …’ó ŸØLABOR”$Ÿ l3. Epilepsy Foundation of Northeast Ohio v. NLRB, 268 F.3d 1095 (2001). This is not a new case, but this is a reminder that there has been by virtue of this case and others an extension of  Weingarten rights to non-union employees, i.e., the right to have representation by a counselor at investigatory interviews of the employee by the employer. No attorney representation is required, nor does any notice of the right have to be given.”VHH<oaHA3fž<-……oó ŸØLABOR”$ŸØ!4. Increasing trend for voluntary recognition of unions, i.e., no election if employees show cards representing more than 50% of the employees. Several municipalities on the east and west coasts mandate voluntary recognition for any employer who wants to do business with the municipality.”BH<’aHA3fž<Œ’óŸØLABOR”$ŸØe5. SEIU Safe Staffing Campaign. Developing tactics by union using political, regulatory and public opinion pressure on hospitals. Distribution of reporting forms to employees to report staffing shortages, safety issues, etc., within hospital to various agencies, newspapers, etc. See SEIU website, www.SEIU.org/health/hosp, see also www.HospitalMonitor.org.”j H<FaHA3fž< 3™ž 3™žņó0ß*Bņó0ßMdóŸØGENERAL EMPLOYMENT”$Ÿ t1. Fair Labor Standards Act - The Department of Labor proposed significant changes to its overtime regulations. Most exemptions have minimum salary requirements. DOL wants to increase requirement to $425 per week. Expansion of situations in which docking of pay will be permitted. Substantial revisions to the  duties test for most of the exemptions. Virtually all of the duties tests will be simplified with one or more elements eliminated.”8pH<KaHA3fž<óŸØGENERAL EMPLOYMENT”$ŸØ1. Fair Labor Standards Act (continued). Expansion of the professional exemption by eliminating the need for a formal academic degree. Making employees exempt who earn $65,000 or more per year if the employee performs at least one of the identifiable functions of an exempt employee.”>)@<óa@A3fž< õó ŸØGENERAL EMPLOYMENT”$Ÿ Ī1. Fair Labor Standards Act (continued). Proposed regulations have caused serious political debate. AFL-CIO had John Sweeney:  The proposed DOL regulations will just add to the misery of workers who are struggling financially to care for their families. Policemen, firefighters, health technicians, nurses and paralegals are among millions of workers who would lose their overtime protection if these regulations are issued. Are your clients ready for these regulations? Recent survey of 268 major U.S. companies showed that 42% of them have not yet examined the impact of the proposed changes on their businesses.”x)`<Ua`A3fž<,h ’¾a(A3fž W,¾ó!ŸØGENERAL EMPLOYMENT”$Ÿ Ź2. Immigration - New visa rules went into effect August 1, 2003. Reduction in instances in which consular interviews can be waived for visa applications. Interview rates may go from 10% to 90%. Wait time will be increased significantly  perhaps months. Employers must adopt longer planning cycles, monitor visa expiration dates, educate affected employees.”DA`<%a`A3fž<@%ó"ŸØGENERAL EMPLOYMENT”$Ÿ ~3. Employment Policies - New trend re: time off for employees to Domestic Violence deal with issues surrounding domestic violence  court appearances, counseling sessions, medical care, etc. Some states have passed legislation similar to FMLA statutes, e.g., Maine, Rhode Island, California, Colorado, Illinois, Hawaii.”8æ`<a`A3fž<'ó#ŸØGENERAL EMPLOYMENT”$ŸØ“4. Privacy Issues in Workplace. Use of computers, internet, voicemail system, paging messages. Expectation of right of privacy v. employers rights.”8 `<ta`A3fž<uó$ŸØGENERAL EMPLOYMENT”$ŸØ4. Privacy Issues in Workplace (continued). United States v. Slanina, 283 F.3d 670 (5th Cir. 2002). Employee possessed a reasonable expectation of privacy in the contents of his computer in his office where: (1) he had closed and locked the door to his office; (2) he had access to his computer by installation of passwords; and (3) the employer did not disseminate a policy stating he was forbidden from storing personal information on the computer or that his computer usage and internet access would be monitored.”f,`<8a`A3fž<¢óH*Z ’ 9¢ó%ŸØGENERAL EMPLOYMENT”$Ÿ b4. Privacy Issues in Workplace (continued). United States v. Slanina, 283 F.3d 670 (5th Cir. 2002). Message to employees should be clear and complete regarding use of computers, pagers, phones; and that there should not be an expectation of privacy with respect to use of employer property. Education re: use of E-mail communications  Attorneys subpoena computer hard drives and any other records of E-mails (also pager messages). HIPAA  Employers required to have disciplinary procedures  Need to update personnel manuals to specifically address HIPAA.”f,`<8a`A3fž(ĪóH*Zą’ 9Īó&ŸØ9LABOR & EMPLOYMENT LAW DEVELOPMENTS FOR THE HEALTH LAWYER”:9(ŸØÉHenry "Buzz" C. Cleveland, III Stromberg Cleveland Crawford & Schmidt, P.C. 4600 South Ulster Street, Suite 300 Denver, CO 80237 Telephone 303 388-9311 / Facsimile 303 322-3872 www./ © 2003”@ʁžžGž/šTó'ó(ó)PŃbźų,ļ `š ’’’™™3f™Ģģ’’’Ģ’™f’’Ģ`š ’’’€’’Ģ™€`š ’’’ĖĖĖĄĄĄŻŻŻ___ŻŻŻ£>’ż?" dF@’’’’’’’03fž£–’ż?n2dŲ@’’’’’’’ąuKŌ ąFAŠ@ņ " dš`  € £n’ż?" dd@’’’’’’’   @@``€€P£R   @ ` €`£PBp£>€£>Ł Ś  ųššššRš( šū=„ ššź š Ó šN€ä¦é«g‚Ö³ƒ«g„Ö³‡ææĄ’ ?𠐐ššĆ é šTŸØ Click to edit Master title style¢!Ŗ !š. š Ć šH€„¦é«g‚Ö³ƒ«g„Ö³ææĄ’ ?šąšššĆ é šžŸØRClick to edit Master text styles Second Level Third Level Fourth Level Fifth Level¢!    Ŗ Sšņ š ć šT€ä©é«g‚Ö³ƒ«g„Ö³…‡ææĄ’ ?š`°`€šĆ é šVŸØ* ”,Ųšv š Ć š^€’’̆A‡Į“ŽŸ‹”޽hæ’?æ ?Stationeryšš ’’’3™f3f™Ģģ’’’Ģ’™f’’Ģī‚ļ €Ł Ś  š0š šxš( š|¤Ä暬¼ š švB š Ó šNæĄĀĖœ1ŅÓŌÕ×’?æš4‚4šź š Ó šN€ŌPꁫg‚Ö³ƒ«g„Ö³‡ææĄ’ ?š ĄĶšĆ é šTŸØ Click to edit Master title style¢!Ŗ !šē š Ć šH€4Zꁫg‚Ö³ƒ«g„Ö³ææĄ’ ?šPP  šĆ ¼ šWŸØ#Click to edit Master subtitle style¢$Ŗ $šį š ć šT€TUꁫg‚Ö³ƒ«g„Ö³…‡ææĄ’ ?š` š€šĆ ¼ šEŸØ*”Ųšv š Ć š^€’’̆A‡Į“ŽŸ‹”޽hæ’?æ ?Stationeryšš ’’’3™f3f™Ģģ’’’Ģ’™f’’Ģš4ń€ 0 ōšģPš š~š( šKŸ šš« š c š$€“R恿Ą’ šP šĆ  ę š?ŸØ*”€ łšX š  C š‡æ’ š°Š šĆ ęš  š  c š$€4W恿Ą’ š° @ ŠšĆ ę šžŸØRClick to edit Master text styles Second level Third level Fourth level Fifth level¢!    Ŗ Sš­ š  c š$€TO恿Ą’ š ą šĆ ę šAŸØ*”€ ųš± š  s š*€ōTę‡æĄ’ š`P€šĆ  ę š?ŸØ*”€ śš³ š  s š*€ŌYę‡æĄ’ š` ą€šĆ ę šAŸØ*”€ ŲšN š “ š6“޽h”ŽŸ‹æ’?æ ?š ’’’–––Ģ™33ĢĢĢ’²²²É ÓšĖ@š8šcš( šp $Ą" š8šÉ š8 c š$€”W恿Ą’ šP šĆ  ¼ š]ŸØ*Henry "Buzz" C. Cleveland, III” € łš­ š8 c š$€“X恿Ą’ š ą šĆ ¼ šAŸØ*”€ ųšź š8 s š*€TRę‡æĄ’ š`P€šĆ  ¼ šxŸØ:*LABOR & EMPLOYMENT LAW DEVELOPMENTS FOR THE HEALTH LAWYER”;;€ śš³ š8 s š*€“Uę‡æĄ’ š` ą€šĆ ¼ šAŸØ*”€ ŲšH š8 ƒ š0ƒ“޽h”ŽŸ‹æ’ ?š ’’’€€€Ģ™33ĢĢĢ’²²²īļ€ °šØ`ššFš( š ¦ąū€P ššŗ š  šf€ōQꁫg‚Ö³ƒ«g„Ö³…†‡ˆ‰Š‹ææ’ ? š°ĄĄ šĆ ę š žšŗ š  šf€Pꁫg‚Ö³ƒ«g„Ö³…†‡ˆ‰Š‹ææ’ ? š€ąpšĆ ę š žšŠ¢ š ƒ š0€S濁ƒæĄ’š`PĄ€ š*Ÿ” 2€šB š s š*“ŽŸ‹”޽hæ’ ?š ’’’™™3f™Ģģ’’’Ģ’™f’’Ģī…ļ€Ł Ś  !š š Lš·š( š%ś% šLšĄ šL # šl€tSꁫg‚Ö³ƒ«g„Ö³…†‡ˆ‰Š‹ææ’ ? ˆššP@ šĆ ¼ š žšŠ¢ šL ƒ š0€Y濁ƒæĄ’š`PĄ€ š*Ÿ” 2€šŠ¢ šL ƒ š0€ōW濁ƒæĄ’šąp0 š*Ÿ” 2€šą š L C šx€”Qꁫg‚Ö³ƒ«g„Ö³…†‡ˆ‰Š‹ææĄ’ ? ˆšĄP šĆ ¼ š ž¦ %IŠŠš«¢ š L ƒ š0€ÄŸéæƒæĄ’šĄ Ą” šKŸØ1”. 2€3fž€šB šL s š*“ŽŸ‹”޽hæ’ ?š ’’’™™3f™Ģģ’’’Ģ’™f’’Ģīqļ€ !špšPš·š( šs| šPšĄ šP # šl€”Nꁫg‚Ö³ƒ«g„Ö³…†‡ˆ‰Š‹ææ’ ? ˆššP@ šĆ Ē š žšŠ¢ šP ƒ š0€T”¼æƒæĄ’š`PĄ€ š*Ÿ” 2€šŠ¢ šP ƒ š0€t’¼æƒæĄ’šąp0 š*Ÿ” 2€šą šP C šx€Ō•¼«g‚Ö³ƒ«g„Ö³…†‡ˆ‰Š‹ææĄ’ ? ˆšĄ€šĆ Ē š ž¦ %mmš«¢ šP ƒ š0€ŌM¼æƒæĄ’šĄ Ą” šKŸØ2”. 2€3fž€šB šP s š*“ŽŸ‹”޽hæ’ ?š ’’’™™3f™Ģģ’’’Ģ’™f’’Ģīqļ€ !š€šTš·š( šL"t šTšĄ šT # šl€Ō¼«g‚Ö³ƒ«g„Ö³…†‡ˆ‰Š‹ææ’ ? ˆššP@ šĆ Ē š žšŠ¢ šT ƒ š0€ō¼æƒæĄ’š`PĄ€ š*Ÿ” 2€šŠ¢ šT ƒ š0€”¼æƒæĄ’šąp0 š*Ÿ” 2€šą šT C šx€•¼«g‚Ö³ƒ«g„Ö³…†‡ˆ‰Š‹ææĄ’ ? ˆšĄP šĆ Ē š ž¦ %IŠŠš«¢ šT ƒ š0€tM¼æƒæĄ’šĄ Ą” šKŸØ3”. 2€3fž€šB šT s š*“ŽŸ‹”޽hæ’ ?š ’’’™™3f™Ģģ’’’Ģ’™f’’Ģīqļ€ !ššXš·š( š šXšĄ šX # šl€”“¼«g‚Ö³ƒ«g„Ö³…†‡ˆ‰Š‹ææ’ ? ˆššP@ šĆ Ē š žšŠ¢ šX ƒ š0€t•¼æƒæĄ’š`PĄ€ š*Ÿ” 2€šŠ¢ šX ƒ š0€’¼æƒæĄ’šąp0 š*Ÿ” 2€šą šX C šx€4™¼«g‚Ö³ƒ«g„Ö³…†‡ˆ‰Š‹ææĄ’ ? ˆšĄ€€ šĆ ¼ š ž¦ %mmš«¢ šX ƒ š0€M¼æƒæĄ’šĄ Ą” šKŸØ4”. 2€3fž€šB šX s š*“ŽŸ‹”޽hæ’ ?š ’’’™™3f™Ģģ’’’Ģ’™f’’Ģīqļ€ !š š\š·š( š š\šĄ š\ # šl€ō“¼«g‚Ö³ƒ«g„Ö³…†‡ˆ‰Š‹ææ’ ? ˆššP@ šĆ ¼ š žšŠ¢ š\ ƒ š0€“޼æƒæĄ’š`PĄ€ š*Ÿ” 2€šŠ¢ š\ ƒ š0€4¼æƒæĄ’šąp0 š*Ÿ” 2€šą š\ C šx€„5ŗ«g‚Ö³ƒ«g„Ö³…†‡ˆ‰Š‹ææĄ’ ? ˆšĄP šĆ ¼ š ž¦ %IŠŠš«¢ š\ ƒ š0€“L¼æƒæĄ’šĄ Ą” šKŸØ5”. 2€3fž€šB š\ s š*“ŽŸ‹”޽hæ’ ?š ’’’™™3f™Ģģ’’’Ģ’™f’’Ģīqļ€ !š°š`š·š( šžw š`šĄ š` # šl€$5ŗ«g‚Ö³ƒ«g„Ö³…†‡ˆ‰Š‹ææ’ ? ˆššP@ šĆ ¼ š žšŠ¢ š` ƒ š0€Ä4ŗæƒæĄ’š`PĄ€ š*Ÿ” 2€šŠ¢ š` ƒ š0€ä5ŗæƒæĄ’šąp0 š*Ÿ” 2€šą š` C šx€4ŗ«g‚Ö³ƒ«g„Ö³…†‡ˆ‰Š‹ææĄ’ ? ˆšP šĆ ¼ š ž¦ %IŠŠš«¢ š` ƒ š0€TL¼æƒæĄ’šĄ Ą” šKŸØ6”. 2€3fž€šB š` s š*“ŽŸ‹”޽hæ’ ?š ’’’™™3f™Ģģ’’’Ģ’™f’’Ģīqļ€ !šĄšdš·š( š šdšĄ šd # šl€d4ŗ«g‚Ö³ƒ«g„Ö³…†‡ˆ‰Š‹ææ’ ? ˆššP@ šĆ ¼ š žšŠ¢ šd ƒ š0€¤-ŗæƒæĄ’š`PĄ€ š*Ÿ” 2€šŠ¢ šd ƒ š0€d1ŗæƒæĄ’šąp0 š*Ÿ” 2€šą šd C šx€D0ŗ«g‚Ö³ƒ«g„Ö³…†‡ˆ‰Š‹ææĄ’ ? ˆšĄP šĆ ¼ š ž¦ %IŠŠš«¢ šd ƒ š0€ōK¼æƒæĄ’šĄ Ą” šKŸØ7”. 2€3fž€šB šd s š*“ŽŸ‹”޽hæ’ ?š ’’’™™3f™Ģģ’’’Ģ’™f’’Ģīqļ€ !šŠšhš·š( šģ:ä$GĖHK0 šhšĄ šh # šl€dēǁ«g‚Ö³ƒ«g„Ö³…†‡ˆ‰Š‹ææ’ ? ˆšĄĄ°šĆ ¼ š žšŠ¢ šh ƒ š0€ēĒæƒæĄ’š`PĄ€ š*Ÿ” 2€šŠ¢ šh ƒ š0€ÄįĒæƒæĄ’šąp0 š*Ÿ” 2€šą šh C šx€dįǁ«g‚Ö³ƒ«g„Ö³…†‡ˆ‰Š‹ææĄ’ ? ˆš Ą šĆ ¼ š ž¦ %IŠŠš«¢ šh ƒ š0€”K¼æƒæĄ’šĄ Ą” šKŸØ8”. 2€3fž€šB šh s š*“ŽŸ‹”޽hæ’ ?š ’’’™™3f™Ģģ’’’Ģ’™f’’Ģīļ€ ·šÆąšlšMš( šŠŠ šlšĄ šl # šl€¤ąĒ«g‚Ö³ƒ«g„Ö³…†‡ˆ‰Š‹ææ’ ? ˆšĄĄ°šĆ ¼ š žšŠ¢ šl ƒ š0€DćĒæƒæĄ’š`PĄ€ š*Ÿ” 2€šŠ¢ šl ƒ š0€DąĒæƒæĄ’šąp0 š*Ÿ” 2€šŽ šl C šx€„ßǁ«g‚Ö³ƒ«g„Ö³…†‡ˆ‰Š‹ææĄ’ ? ˆš Ą šĆ ¼ šž¦ ܊Š𐢠šl ƒ š0€tP¼æƒæĄ’šĄpą š0Ÿ” 2€š«¢ šl ƒ š0€džæƒæĄ’šĄ Ą” šKŸØ9”. 2€3fž€šB šl s š*“ŽŸ‹”޽hæ’ ?š ’’’™™3f™Ģģ’’’Ģ’™f’’Ģīrļ€ "šššpšøš( š’’’’ špšĄ šp # šl€$åǁ«g‚Ö³ƒ«g„Ö³…†‡ˆ‰Š‹ææ’ ? ˆššP@ šĆ ŗ š žšŠ¢ šp ƒ š0€įĒæƒæĄ’š`PĄ€ š*Ÿ” 2€šŠ¢ šp ƒ š0€äāĒæƒæĄ’šąp0 š*Ÿ” 2€šą šp C šx€däǁ«g‚Ö³ƒ«g„Ö³…†‡ˆ‰Š‹ææĄ’ ? ˆšĄP šĆ ŗ š ž¦ %IŠŠ𬢠šp ƒ š0€ŌP¼æƒæĄ’šĄ Ą” šLŸØ10”. 2€3fž€šB šp s š*“ŽŸ‹”޽hæ’ ?š ’’’™™3f™Ģģ’’’Ģ’™f’’Ģīrļ€ "šštšøš( š štšĄ št # šl€äåǁ«g‚Ö³ƒ«g„Ö³…†‡ˆ‰Š‹ææ’ ? ˆšĄP@pšĆ ŗ š žšŠ¢ št ƒ š0€¤ćĒæƒæĄ’š`PĄ€ š*Ÿ” 2€šŠ¢ št ƒ š0€“ĒæƒæĄ’šąp0 š*Ÿ” 2€šą št C šx€T(ǁ«g‚Ö³ƒ«g„Ö³…†‡ˆ‰Š‹ææĄ’ ? ˆš0PšĆ ŗ š ž¦ %IŠŠ𬢠št ƒ š0€4Q¼æƒæĄ’šĄ Ą” šLŸØ11”. 2€3fž€šB št s š*“ŽŸ‹”޽hæ’ ?š ’’’™™3f™Ģģ’’’Ģ’™f’’Ģīrļ€ "ššxšøš( š$}˜} šxšĄ šx # šl€Tǁ«g‚Ö³ƒ«g„Ö³…†‡ˆ‰Š‹ææ’ ? ˆšĄP@pšĆ ŗ š žšŠ¢ šx ƒ š0€”!ĒæƒæĄ’š`PĄ€ š*Ÿ” 2€šŠ¢ šx ƒ š0€)ĒæƒæĄ’šąp0 š*Ÿ” 2€šą šx C šx€4$ǁ«g‚Ö³ƒ«g„Ö³…†‡ˆ‰Š‹ææĄ’ ? ˆš0PšĆ ŗ š ž¦ %IŠŠ𬢠šx ƒ š0€”Q¼æƒæĄ’šĄ Ą” šLŸØ12”. 2€3fž€šB šx s š*“ŽŸ‹”޽hæ’ ?š ’’’™™3f™Ģģ’’’Ģ’™f’’Ģīrļ€ "š š|šøš( š’’’’ š|šĄ š| # šl€”$ǁ«g‚Ö³ƒ«g„Ö³…†‡ˆ‰Š‹ææ’ ? ˆšP šĆ ŗ š žšŠ¢ š| ƒ š0€t)ĒæƒæĄ’š`PĄ€ š*Ÿ” 2€šŠ¢ š| ƒ š0€Ō ĒæƒæĄ’šąp0 š*Ÿ” 2€šą š| C šx€T"ǁ«g‚Ö³ƒ«g„Ö³…†‡ˆ‰Š‹ææĄ’ ? ˆš PšĆ ŗ š ž¦ %IŠŠ𬢠š| ƒ š0€ōQ¼æƒæĄ’šĄ Ą” šLŸØ13”. 2€3fž€šB š| s š*“ŽŸ‹”޽hæ’ ?š ’’’™™3f™Ģģ’’’Ģ’™f’’Ģīrļ€ "š0š€šøš( šg š€šĄ š€ # šl€t#ǁ«g‚Ö³ƒ«g„Ö³…†‡ˆ‰Š‹ææ’ ? ˆšP šĆ ŗ š žšŠ¢ š€ ƒ š0€”'ĒæƒæĄ’š`PĄ€ š*Ÿ” 2€šŠ¢ š€ ƒ š0€ōĒæƒæĄ’šąp0 š*Ÿ” 2€šą š€ C šx€“(ǁ«g‚Ö³ƒ«g„Ö³…†‡ˆ‰Š‹ææĄ’ ? ˆš PšĆ ¼ š ž¦ %IŠŠ𬢠š€ ƒ š0€TR¼æƒæĄ’šĄ Ą” šLŸØ14”. 2€3fž€šB š€ s š*“ŽŸ‹”޽hæ’ ?š ’’’™™3f™Ģģ’’’Ģ’™f’’Ģīrļ€ "š@š„šøš( š š„šĄ š„ # šl€4!ǁ«g‚Ö³ƒ«g„Ö³…†‡ˆ‰Š‹ææ’ ? ˆšĄ pšĆ ¼ š žšŠ¢ š„ ƒ š0€&ĒæƒæĄ’š`PĄ€ š*Ÿ” 2€šŠ¢ š„ ƒ š0€#ĒæƒæĄ’šąp0 š*Ÿ” 2€šą š„ C šx€ō'ǁ«g‚Ö³ƒ«g„Ö³…†‡ˆ‰Š‹ææĄ’ ? ˆš0P0šĆ ¼ š ž¦ %IŠŠ𬢠š„ ƒ š0€“R¼æƒæĄ’šĄ Ą” šLŸØ15”. 2€3fž€šB š„ s š*“ŽŸ‹”޽hæ’ ?š ’’’™™3f™Ģģ’’’Ģ’™f’’Ģīrļ€ "šPšˆšøš( š0P0 šˆšĄ šˆ # šl€ō!ǁ«g‚Ö³ƒ«g„Ö³…†‡ˆ‰Š‹ææ’ ? ˆšĄ pšĆ ¼ š žšŠ¢ šˆ ƒ š0€“"ĒæƒæĄ’š`PĄ€ š*Ÿ” 2€šŠ¢ šˆ ƒ š0€t&ĒæƒæĄ’šąp0 š*Ÿ” 2€šą šˆ C šx€Ō&ǁ«g‚Ö³ƒ«g„Ö³…†‡ˆ‰Š‹ææĄ’ ? ˆš PšĆ ¼ š ž¦ %IŠŠ𬢠šˆ ƒ š0€S¼æƒæĄ’šĄ Ą” šLŸØ16”. 2€3fž€šB šˆ s š*“ŽŸ‹”޽hæ’ ?š ’’’™™3f™Ģģ’’’Ģ’™f’’Ģīrļ€ "š`šŒšøš( š šŒšĄ šŒ # šl€Ō$ž«g‚Ö³ƒ«g„Ö³…†‡ˆ‰Š‹ææ’ ? ˆšĄ pšĆ ¼ š žšŠ¢ šŒ ƒ š0€4%žæƒæĄ’š`PĄ€ š*Ÿ” 2€šŠ¢ šŒ ƒ š0€”%žæƒæĄ’šąp0 š*Ÿ” 2€šą šŒ C šx€ō%ž«g‚Ö³ƒ«g„Ö³…†‡ˆ‰Š‹ææĄ’ ? ˆš ĄąšĆ ¼ š ž¦ %IŠŠ𬢠šŒ ƒ š0€tS¼æƒæĄ’šĄ Ą” šLŸØ17”. 2€3fž€šB šŒ s š*“ŽŸ‹”޽hæ’ ?š ’’’™™3f™Ģģ’’’Ģ’™f’’Ģīrļ€ "špššøš( š ššĄ š # šl€“&ž«g‚Ö³ƒ«g„Ö³…†‡ˆ‰Š‹ææ’ ? ˆš  ŠšĆ ¼ š žšŠ¢ š ƒ š0€'žæƒæĄ’š`PĄ€ š*Ÿ” 2€šŠ¢ š ƒ š0€t'žæƒæĄ’šąp0 š*Ÿ” 2€šą š C šx€Ō'ž«g‚Ö³ƒ«g„Ö³…†‡ˆ‰Š‹ææĄ’ ? ˆššĄ0šĆ ¼ š ž¦ %IŠŠ𬢠š ƒ š0€ŌS¼æƒæĄ’šĄ Ą” šLŸØ18”. 2€3fž€šB š s š*“ŽŸ‹”޽hæ’ ?š ’’’™™3f™Ģģ’’’Ģ’™f’’Ģīrļ€ "š€š”šøš( šg š”šĄ š” # šl€”(ž«g‚Ö³ƒ«g„Ö³…†‡ˆ‰Š‹ææ’ ? ˆš°Ą°šĆ ŗ š žšŠ¢ š” ƒ š0€ō(žæƒæĄ’š`PĄ€ š*Ÿ” 2€šŠ¢ š” ƒ š0€T)žæƒæĄ’šąp0 š*Ÿ” 2€šą š” C šx€“)ž«g‚Ö³ƒ«g„Ö³…†‡ˆ‰Š‹ææĄ’ ? ˆš€šĄą šĆ ŗ š ž¦ %IŠŠ𬢠š” ƒ š0€4T¼æƒæĄ’šĄ Ą” šLŸØ19”. 2€3fž€šB š” s š*“ŽŸ‹”޽hæ’ ?š ’’’™™3f™Ģģ’’’Ģ’™f’’Ģī|ļ€ ,š$š˜šĀš( š€š€ š˜šĄ š˜ # šl€t*ž«g‚Ö³ƒ«g„Ö³…†‡ˆ‰Š‹ææ’ ? ˆš°Ą°šĆ ŗ š žšŠ¢ š˜ ƒ š0€Ō*žæƒæĄ’š`PĄ€ š*Ÿ” 2€šŠ¢ š˜ ƒ š0€4+žæƒæĄ’šąp0 š*Ÿ” 2€šź š˜ C šx€”+ž«g‚Ö³ƒ«g„Ö³…†‡ˆ‰Š‹ææĄ’ ? ˆš€€Ą šĆ ŗ š*ž¦ųÜ$$ll““üü𬢠š˜ ƒ š0€”T¼æƒæĄ’šĄ Ą” šLŸØ20”. 2€3fž€šB š˜ s š*“ŽŸ‹”޽hæ’ ?š ’’’™™3f™Ģģ’’’Ģ’™f’’Ģī|ļ€ ,š$ šœšĀš( š šœšĄ šœ # šl€ō+ž«g‚Ö³ƒ«g„Ö³…†‡ˆ‰Š‹ææ’ ? ˆšĄĄ°šĆ ŗ š žšŠ¢ šœ ƒ š0€T,žæƒæĄ’š`PĄ€ š*Ÿ” 2€šŠ¢ šœ ƒ š0€“,žæƒæĄ’šąp0 š*Ÿ” 2€šź šœ C šx€-ž«g‚Ö³ƒ«g„Ö³…†‡ˆ‰Š‹ææĄ’ ? ˆš ĄŠšĆ ŗ š*ž¦ųÜ$$ll““üü𬢠šœ ƒ š0€ōT¼æƒæĄ’šĄ Ą” šLŸØ21”. 2€3fž€šB šœ s š*“ŽŸ‹”޽hæ’ ?š ’’’™™3f™Ģģ’’’Ģ’™f’’Ģī|ļ€ ,š$°š šĀš( š š šĄ š  # šl€4.ž«g‚Ö³ƒ«g„Ö³…†‡ˆ‰Š‹ææ’ ? ˆšĄĄ°°šĆ ŗ š žšŠ¢ š  ƒ š0€”.žæƒæĄ’š`PĄ€ š*Ÿ” 2€šŠ¢ š  ƒ š0€ō.žæƒæĄ’šąp0 š*Ÿ” 2€šź š  C šx€T/ž«g‚Ö³ƒ«g„Ö³…†‡ˆ‰Š‹ææĄ’ ? ˆš@šĄą šĆ ŗ š*ž¦ųÜ$$ll““𬢠š  ƒ š0€dŸéæƒæĄ’šĄ Ą” šLŸØ22”. 2€3fž€šB š  s š*“ŽŸ‹”޽hæ’ ?š ’’’™™3f™Ģģ’’’Ģ’™f’’Ģīwļ€ 'šĄš¤š½š( šæ š¤šĄ š¤ # šl€0ž«g‚Ö³ƒ«g„Ö³…†‡ˆ‰Š‹ææ’ ? ˆš°ĄĄ šĆ ŗ š žšĄ š¤ # šl€TI¼«g‚Ö³ƒ«g„Ö³…†‡ˆ‰Š‹ææ’ ? ˆš€ąpšĆ ŗ š žšŠ¢ š¤ ƒ š0€“I¼æƒæĄ’š`PĄ€ š*Ÿ” 2€𬢠š¤ ƒ š0€¢éæƒæĄ’šĄ Ą” šLŸØ23”. 2€3fž€悁š¤ ƒ š0€äßĒæƒæĄ’šĄĄm šOŸØ82304”. 2€ €šB š¤ s š*“ŽŸ‹”޽hæ’ ?š ’’’™™3f™Ģģ’’’Ģ’™f’’Ģš®ń 0 nšfąšØšžš( š€s@ šØšR šØ 3 šæ’ š°Š šĆ  ŗšl šØ C š€ŌJ¼æ’ š° @ ŠšĆ  ŗ š ŸšH šØ ƒ š0ƒ“޽h”ŽŸ‹æ’ ?š ’’’–––Ģ™33ĢĢĢ’²²²š®ń 0 nšfŠš¬šžš( š’’’’ š¬šR š¬ 3 šæ’ š°Š šĆ  ŗšl š¬ C š€tJ¼æ’ š° @ ŠšĆ  ŗ š ŸšH š¬ ƒ š0ƒ“޽h”ŽŸ‹æ’ ?š ’’’–––Ģ™33ĢĢĢ’²²²š®ń 0 nšfšš°šžš( š’’’’ š°šR š° 3 šæ’ š°Š šĆ  ŗšl š° C š€4K¼æ’ š° @ ŠšĆ  ŗ š ŸšH š° ƒ š0ƒ“޽h”ŽŸ‹æ’ ?š ’’’–––Ģ™33ĢĢĢ’²²²rˆPŸhį\dęq°Ūmīt{yō}m‚ę†_‹ŲQ”Ź˜ŁS¢Ķ¦G«ĮÆ;“µø/½©Į#ʝŹ!Ļ„Ó)ŲØÜ^ŽąõƒŹį)čß[é(€ąą€  ¾ ×RÓŗ>http://www.SEIU.org/health/hosp×PÓŗ<http://www.HospitalMonitor.orgņę/Č 0ŅÕ0·DTimes New Roman¶b¶b(²bųÓ0L²bL²b~Ō0·DArial ž’ ą…ŸņłOh«‘+'³Ł0TR hp“Ģ( @L p | ˆ”œä:LABOR & EMPLOYMENT LAW DEVELOPMENTS FOR THE HEALTH LAWYERoi Kim KaminskiYMERC:\Program Files\Microsoft Office\Templates\Presentation Designs\Professional.potr Kim Kaminskiles39 Microsoft PowerPoint 7.0t O@@TøŠ@€×tæ5ĪĆ@Ą10‡tŃĆGG°P’’’’oM  P(”'&’’’’ŗŹ &’’’’&#’’’’TNPPČš0D Ē & TNPPō &’’’’&TNPP   Źŗ ’’’ ”'A Ģx Źŗ( x€€€€€€€€€ĄĄĄĄÜĄšŹ¦ 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™½š™½Ć™Ć½ĀšĆš½Ā½š¼ ½™½ ¼š½™Ć™½š™½Ć™Ć½ĀšĆš½Ā½š¼ ½™½ ¼š½™Ć™½š™ĀšĆ™Ćš¼ ½™½ ¼š½™ĆšĀš½ ½Ćš((((™Ćš( ½((((š(((šĀš(½ (½Ć(((š(™Ćš((((½(¼(½(Ć(š½(((((((šĆ™Ć(¼ ½(½(¼(½((((š(½ (½Ć(ĀšĆ™((((½™½(¼(½™Ć(š½ ½ĆšĀšĆ™Ćš¼ ½™½ ¼š½™ĆšĀ ½½Ć½Ć¼šĀ½Ć™½™šĀ𙽙½ ¼Ć½ ¼Ć(½½Ć(((šĀ½(™½((š™(™½(¼(½ ¼( ½(ýü(½Ù(((Ā(™(™½ ¼(½ (Ć ½(ýĆ(šĀ½(((™(Ā(™½™½(¼(( ¼( ½½Ć½(¼šĀ(((½™(š™(™½ ¼Ć½ ¼Ć ½½Ć½Ć¼šĀ½Ć™½™šĀš™½™ĆšĀ½ĆšĆ½š½™šĆš¼š½™š½ ¼Ćš¼½ ½(šĀ½(š(½š½(šĆ((š½™(½ (Ć(¼½ (Ć(Ā(ÚĆ(š½™š(((š(™(((¼Ć(¼½(½Ćš(½Ćš(½š½(((š(š(™š½ (Ć((½ (Ú½Ć(ýš(™(Ć(¼(½(š( ¼Ćš¼½ ½ĆšĀ½ĆšĆ½š½™šĆš¼š½™š½¼Ćš½Ā½Ć½Ÿ½Ć¼š¼ ¼š™½Ÿ½š½ĆšĀšĆ(Ú½(½(½Ÿ½(((¼(¼š™(Ÿ½((((šĆ((š½Ā½Ć((((¼(( ((™(Ÿ½(½(šĀ(üĆ(½Ā(Ć(Ÿ½((š((¼((((½((Ć(š(¼Ćš½Ā(ýŸ(Ć(š( (š(½(½š½ĆšĀšĆ¼Ćš½Ā½Ć½Ÿ½Ć¼š¼ ¼š™½Ÿ½šĀ½ ½Ÿ½š¼Ćš¼½š™Āš™Ć¼Ć™½Ć¼(šĀ½ (½Ÿ½š(Ú((š™Ā(™Ć(ƙ(½Ć((š(½ ½(½š¼Ć((½((Ā(™Ć(Ć(½(¼½š(½ (½(½š((š((š(š™Ć((™(½Ć(½šĀ½ (½Ÿ½š(Ú(½š((š(üÙ½Ć¼½šĀ½ ½Ÿ½š¼Ćš¼½š™Āš™¼ĆšĆ¼šĆ½Ć¼ ½¼ šĀš½™½¼ ½ĆšĀš½(Úü(ýü((((š(((™½¼((((š((((üšĆ((((½((š((½((((½(šĀš(((šĆ(šĆ½(¼((¼((Ā((((¼(½Ć((((((šĆ¼(ýü(½¼(šĀ(½™(¼ ½ĆšĀš½¼ĆšĆ¼šĆ½Ć¼ ½¼ šĀ𽙽Ù½šĀ½™½ ½Āš¼½½¼ ¼šĆ½¼Ć½™Ć™Ć™½šĀ½™½ ½Āš¼½½¼ ¼šĆ½¼Ć½™Ć™Ć™½šĀ½™½ ½Āš¼½½¼ ¼šĆ½¼Ć½™Ć™Ć™½šĀ½™½ ½Āš¼½½¼ ¼šĆ½¼Ć½™Ć™Ć™½šĀ½™½ ½Āš¼½½¼ ¼šĆ½¼Ć½™Ć™Ć™½šĀ½™½ ½Āš¼½½¼ ¼š½Ćš¼ĆšĆ½Ć¼½Ć½½ĀšĀš¼š™½ ¼šĆ½Ć½Ćš¼ĆšĆ½Ć¼½Ć½½ĀšĀš¼š™½ ¼šĆ½Ć½Ćš¼ĆšĆ½Ć¼½Ć½½ĀšĀš¼š™½ ¼šĆ½Ć½Ćš¼ĆšĆ½Ć¼½Ć½½ĀšĀš¼š™½ ¼šĆ½Ć½Ćš¼ĆšĆ½Ć¼½Ć½½ĀšĀš¼š™½ ¼šĆ½Ć½Ćš¼ĆšĆ½Ć¼½Ć½½ĀšĀš¼šš¼ĆšĀ½Ć™½Ć½™Úý½Ÿ½½Ÿ½šĀ½š¼š¼ĆšĀ½Ć™½Ć½™Úý½Ÿ½½Ÿ½šĀ½š¼š¼ĆšĀ½Ć™½Ć½™Úý½Ÿ½½Ÿ½šĀ½š¼š¼ĆšĀ½Ć™½Ć½™Úý½Ÿ½½Ÿ½šĀ½š¼š¼ĆšĀ½Ć™½Ć½™Úý½Ÿ½½Ÿ½šĀ½š¼š¼ĆšĀ½Ć™½Ć½™Úý½Ÿ½ĆšĀš¼½Ć½Ÿ½Ć ¼½¼Ć™½Ć™½Ā½½Ÿ½ĆĆšĀš¼½Ć½Ÿ½Ć ¼½¼Ć™½Ć™½Ā½½Ÿ½ĆĆšĀš¼½Ć½Ÿ½Ć ¼½¼Ć™½Ć™½Ā½½Ÿ½ĆĆšĀš¼½Ć½Ÿ½Ć ¼½¼Ć™½Ć™½Ā½½Ÿ½ĆĆšĀš¼½Ć½Ÿ½Ć ¼½¼Ć™½Ć™½Ā½½Ÿ½ĆĆšĀš¼½Ć½Ÿ½Ć ¼½¼Ć™½Ć½ ½ ½Ÿ½¼Ć½¼½ ¼ ½½Āš½ š™Ćš½™½ ½ ½Ÿ½¼Ć½¼½ ¼ ½½Āš½ š™Ćš½™½ ½ ½Ÿ½¼Ć½¼½ ¼ ½½Āš½ š™Ćš½™½ ½ ½Ÿ½¼Ć½¼½ ¼ ½½Āš½ š™Ćš½™½ ½ ½Ÿ½¼Ć½¼½ ¼ ½½Āš½ š™Ćš½™½ ½ ½Ÿ½¼Ć½¼½ ¼ ½½ĀšĆ¼ý¼Ć½ ¼š½Ÿ½š¼š¼šĆ™½Ā½½Ÿ½Ćüý¼Ć½ ¼š½Ÿ½š¼š¼šĆ™½Ā½½Ÿ½Ćüý¼Ć½ ¼š½Ÿ½š¼š¼šĆ™½Ā½½Ÿ½Ćüý¼Ć½ ¼š½Ÿ½š¼š¼šĆ™½Ā½½Ÿ½Ćüý¼Ć½ ¼š½Ÿ½š¼š¼šĆ™½Ā½½Ÿ½Ćüý¼Ć½ ¼š½Ÿ½š¼š¼šĆý ¼ ü½šĀš¼ ¼ššĀš¼ĆšĆš¼½ ¼Ć½ ¼ ü½šĀš¼ ¼ššĀš¼ĆšĆš¼½ ¼Ć½ ¼ ü½šĀš¼ ¼ššĀš¼ĆšĆš¼½ ¼Ć½ ¼ ü½šĀš¼ ¼ššĀš¼ĆšĆš¼½ ¼Ć½ ¼ ü½šĀš¼ ¼ššĀš¼ĆšĆš¼½ ¼Ć½ ¼ ü½šĀš¼ ¼ššĀš¼š¼Ć½Āš½ ¼ ½™š½šĀš¼ ½¼šĀšĆ¼šš¼Ć½Āš½ ¼ ½™š½šĀš¼ ½¼šĀšĆ¼šš¼Ć½Āš½ ¼ ½™š½šĀš¼ ½¼šĀšĆ¼šš¼Ć½Āš½ ¼ ½™š½šĀš¼ ½¼šĀšĆ¼šš¼Ć½Āš½ ¼ ½™š½šĀš¼ ½¼šĀšĆ¼šš¼Ć½Āš½ ¼ ½™š½šĀš¼ Ćš¼š½Ÿ½™½™š ¼š™½š½™Úýš½ĆÚ¼š½Ÿ½™½™š ¼š™½š½™Úýš½ĆÚ¼š½Ÿ½™½™š ¼š™½š½™Úýš½ĆÚ¼š½Ÿ½™½™š ¼š™½š½™Úýš½ĆÚ¼š½Ÿ½™½™š ¼š™½š½™Úýš½ĆÚ¼š½Ÿ½™½™š ¼š™½š½™½Āš½Ÿ½™Ćš½™½š™Ć™Ć™Ćš¼Ćš¼š½Ÿ½½Āš½Ÿ½™Ćš½™½š™Ć™Ć™Ćš¼Ćš¼š½Ÿ½½Āš½Ÿ½™Ćš½™½š™Ć™Ć™Ćš¼Ćš¼š½Ÿ½½Āš½Ÿ½™Ćš½™½š™Ć™Ć™Ćš¼Ćš¼š½Ÿ½½Āš½Ÿ½™Ćš½™½š™Ć™Ć™Ćš¼Ćš¼š½Ÿ½½Āš½Ÿ½™Ćš½™½š™Ć™Ć™Ćš½š¼ ½™½¼šĀš™½š™½š¼š¼ ½™Ć™š™š½š¼ ½™½¼šĀš™½š™½š¼š¼ ½™Ć™š™š½š¼ ½™½¼šĀš™½š™½š¼š¼ ½™Ć™š™š½š¼ ½™½¼šĀš™½š™½š¼š¼ ½™Ć™š™š½š¼ ½™½¼šĀš™½š™½š¼š¼ ½™Ć™š™š½š¼ ½™½¼šĀš™½š™½š¼š¼™Ć™½™ĆšĀš½™Ć™½š¼ ½Ÿ½™Ć™½šĀš½™Ć™½™ĆšĀš½™Ć™½š¼ ½Ÿ½™Ć™½šĀš½™Ć™½™ĆšĀš½™Ć™½š¼ ½Ÿ½™Ć™½šĀš½™Ć™½™ĆšĀš½™Ć™½š¼ ½Ÿ½™Ć™½šĀš½™Ć™½™ĆšĀš½™Ć™½š¼ ½Ÿ½™Ć™½šĀš½™Ć™½™ĆšĀš½™Ć™½š¼ ½Ÿ½½š¼ ½™½š¼ ½š½Ÿ½™½™½™š¼šĆ™½™Ć½š¼ ½™½š¼ ½š½Ÿ½™½™½™š¼šĆ™½™Ć½š¼ ½™½š¼ ½š½Ÿ½™½™½™š¼šĆ™½™Ć½š¼ ½™½š¼ ½š½Ÿ½™½™½™š¼šĆ™½™Ć½š¼ ½™½š¼ ½š½Ÿ½™½™½™š¼šĆ™½™Ć½š¼ ½™½š¼ ½š½Ÿ½™½™½™Ÿ½š¼Ć½Āš¼Ć™™½š¼š¼š½š½ ¼½ĆšŸ½š¼Ć½Āš¼Ć™™½š¼š¼š½š½ ¼½ĆšŸ½š¼Ć½Āš¼Ć™™½š¼š¼š½š½ ¼½ĆšŸ½š¼Ć½Āš¼Ć™™½š¼š¼š½š½ ¼½ĆšŸ½š¼Ć½Āš¼Ć™™½š¼š¼š½š½ ¼½ĆšŸ½š¼Ć½Āš¼Ć™™½š¼š¼š½½™ ¼š™š¼šĆš½½™™™š™™½™¼™š™š™¼½™ ¼š™š¼šĆš½½™™™š™™½™¼™š™š™¼½™ ¼š™š¼šĆš½½™™™š™™½™¼™š™š™¼½™ ¼š™š¼šĆš½½™™™š™™½™¼™š™š™¼½™ ¼š™š¼šĆš½½™™™š™™½™¼™š™š™¼½™ ¼š™š¼šĆš½½™™™š™™½ 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http://www.hospitalmonitor.org/‚ƒ„…†‡ˆ‰Š‹ŒŽ‘’“”•–—˜™š›œžŸ ”¢£ž’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’·ż’’’ž’’’ā±²³µż’’’¶øž’’’¹ŗ»¼½¾æĄĮĀĆÄÅĘĒČÉŹĖĢĶĪĻŠŃŅÓŌÕÖ×ŲŁŚŪÜŻŽßąįž’’’ćäž’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’ž’’’ ž’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’ö$_Ą‘ć%C ōbKim Kaminskiž’ ÕĶ՜.“—+,ł®DÕĶ՜.“—+,ł®l(ˆØĢŌÜä ģ ōü   $ ČäOn-screen ShowYu Stromberg & ClevelandaICŠ1 Times New Roman Arial NarrowArialMonotype SortsDefault DeNarrowan¶b¶b(²bųÓ0L²bL²b~Ō0" ·DArialNarrowan¶b¶b(²bųÓ0L²bL²b~Ō0"0·DMonotype Sorts¶b¶b(²bųÓ0L²bL²b~Ō0¤ ©  @£n’ż?" dd@’’’’’’’  @@``€€ Hš@špø-­       /šXš$’ĖRš$˜īNū§²ŻaR­A€ ĒG’Ā Ėc š$ƒæĄ’pń’™f™™€€3f™3™3f@ń÷š8ó€ó€Š’ śgžż4)d)dX²b~Ō0P²b’–ż’’¬’’’pūppū@ <ż4!d!d¤ÅǶb:’’<ż4BdBd¤ÅǶbx€ ’’?Ł Ś OŁ ŚšdTóŸØ9LABOR & EMPLOYMENT LAW DEVELOPMENTS FOR THE HEALTH LAWYER”:9(ŸØÉHenry "Buzz" C. Cleveland, III Stromberg Cleveland Crawford & Schmidt, P.C. 4600 South Ulster Street, Suite 300 Denver, CO 80237 Telephone 303 388-9311 / Facsimile 303 322-3872 www./ © 2003”@ʁžžGžóŸØDISCRIMINATION CASES”$Ÿ €1. Roger Reeves v. Sanderson Plumbing Products, Inc., 530 U.S. 133 (20ž’’’  !"#$%&'()*+,-./0123456789:;<=>?@ABCDEFGHIJKLMNOPQRSTUVWXYZ[\]^_`abcdefghijklmnopqrstuvwxy°{|}~€00).  Thus a plaintiff s prima facie case, combined with sufficient evidence to find that the employer s asserted justification is false, may permit the trier of fact to conclude that the employer unlawfully discriminated.  ... the Court of Appeals erred in proceeding from the premise that a plaintiff must always introduce additional, independent evidence of discrimination. ”PKH<vaHA3fž<1…wóŸØDISCRIMINATION CASES”$ŸØIMPLICATIONS Greater reluctance of courts to grant summPowerPoint Document(’’’’’’’’’’’’ICDocumentSummaryInformation8’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’ary judgement. Allegation of pretext = fact question for jury. More cases to juries. Message to employers: Be sure to leave a reason for discharge, and be sure it can be supported. Further erosion of employment-at-will.”L ūH*d< óŸØDISCRIMINATION CASES”$ŸØ“2. Desert Palace, Inc. v. Costa, (003, U.S.) 2003 WL 21310219. Supreme Court ruled that plaintiffs do not have to show direct evidence of discrimination in order to prevail in mixed motive cases. Under the ruling, juries will be instructed that even if there is no direct evidence of discrimination, if they believe an employment action was based, at least in part, on discriminatory reasons, they should find in favor of the plaintiff.”l?H<vaHA3fž<…vóŸØDISCRIMINATION CASES”$Ÿ ęIMPLICATIONS An employer has to show it had only legitimate reasons for engaging in a practice, and that it would have taken the same action regardless. Less summary judgments, more pressure to settle. Juries allowed to  infer discrimination.”F HēūH*d ēóŸØDISCRIMINATION CASES”$Ÿ ą3. Hernandez v. Hughes Missile Sys. Co., 298 F.3d 1030 (9th Cir. 2002). Supreme Court has granted cert. to review 9th Circuit s decision. Employer policy of not rehiring employees fired for misconduct violates the ADA when it applied to bar the rehiring of a worker fired for drug use who, before applying for rehire went successfully through a drug treatment program.”`HH<)aHA3fž<$… …)óŸØDISCRIMINATION CASES”$Ÿ X4. Grutter v. Bollinger, 123 S.Ct. 2325 (2003) and Gratz v. Bollinger, 123 S.Ct. 2411(2003) . Decided challengers to race  conscious selection procedure of the University of Michigan undergraduate college and law school. The Court discussed diversity as a compelling state interest. Noneducational institutions wishing to use affirmative action programs may have to show that diversity is essential to their mission. Employers should review any current affirmative action plan now in force to see if it meets the guidelines set forth in Grutter and Gratz.”Ž^H<ĻaHA3fž<……¼„„óŸØDISCRIMINATION CASES”$Ÿ ž5. Byrne v. Avon Products, Inc., 328 F.3d 379 (7th Cir., May 2003). Ruled in an ADA/FMLA case that employee s unusual behavior might itself be notice that something was medically wrong, or , alternatively, that notice is not required if an employee has become unable to recognize the need to request leave. Employers may now have to discern condition of employees and whether the condition entitles employee to FMLA leave without the employee specifically asking.”lDH<ŒaHA3fž<…ŒóŸØDISCRIMINATION CASES”$Ÿ V6. Chevron U.S.A. Inc. v. Echazabal, 536 U.S. 73 (2002). In 2002 the U.S. Supreme Court upheld an EEOC regulation authorizing a refusal to hire an individual if his performance on the job would endanger his own health because of a disability. On remand to the 9th Circuit, the 9th Circuit held that the employer must gather  substantial information about the employee s work history and medical status, and its decision must be based upon specific facts using the most current medical knowledge and/or best available objective evidence. The employer could not simply act in reliance on the advice of its own physicians. Echazabal v. Chevron USA, Inc., 336 F.3d 1023 (9th Cir. 2003).”h9H<saHA3fž< …4„!ó ŸØDISCRIMINATION CASES”$Ÿ Ś7. Cloutier v. Costco Wholesale, No. 02-CV-30138 (D. Mass. filed 8/28.02). The District Court in Massachusetts denied Costco s motion to dismiss federal religious claims in a case where the EEOC found probable cause for religious discrimination. The case involved Costco firing an employee for refusing to remove an eyebrow ring violating the employer s dress code. The employee claimed that her piercings (ears, eyebrows, lips) are signs of her faith and that belongs to the Church of Body Modification. Costco s dress code barred facial and tongue jewelry, visible tattoos, sweatpants, ripped jeans and open-toed shoes.”VKH<#aHA3fž<…,#ó ŸØLABOR”$Ÿ Ę1. Alexandria Clinic, P.A. 339 NLRB No. 162 (2003). The NLRB in a 3  2 decision ruled that the 10 day notice means 10 days, not later. A delay in the start of strike of four hours past the time in the notice was not protected.”V4H<°aHA3fž<……°ó ŸØLABOR”$Ÿ Ž2. Stanford Hospital and Clinics v. NLRB, 325 F.3d 334 (D.C. Cir. 2003). Court found Hospital s policy prohibiting its employees from, among other things, soliciting and distributing materials to (1) fellow employees in areas adjacent to patient units and (2) all nonemployees throughout the Hospital to be overbroad and in violation of the NLRA. It found also that the employer failed to demonstrate that such activities were likely to disturb patients. Lack of consistency in enforcement of hospital rules will inhibit any upheld enforcement of a solicitation  distribution rule.”VIH<’aHA3fž<%… …’ó ŸØLABOR”$Ÿ l3. Epilepsy Foundation of Northeast Ohio v. NLRB, 268 F.3d 1095 (2001). This is not a new case, but this is a reminder that there has been by virtue of this case and others an extension of  Weingarten rights to non-union employees, i.e., the right to have representation by a counselor at investigatory interviews of the employee by the employer. No attorney representation is required, nor does any notice of the right have to be given.”VHH<oaHA3fž<-……oó ŸØLABOR”$ŸØ!4. Increasing trend for voluntary recognition of unions, i.e., no election if employees show cards representing more than 50% of the employees. Several municipalities on the east and west coasts mandate voluntary recognition for any employer who wants to do business with the municipality.”BH<’aHA3fž<Œ’óŸØLABOR”$ŸØe5. SEIU Safe Staffing Campaign. Developing tactics by union using political, regulatory and public opinion pressure on hospitals. Distribution of reporting forms to employees to report staffing shortages, safety issues, etc., within hospital to various agencies, newspapers, etc. See SEIU website, www.SEIU.org/health/hosp, see also www.HospitalMonitor.org.”j H<FaHA3fž< 3™ž 3™žņó0ß*Bņó0ßMdóŸØGENERAL EMPLOYMENT”$Ÿ t1. Fair Labor Standards Act - The Department of Labor proposed significant changes to its overtime regulations. Most exemptions have minimum salary requirements. DOL wants to increase requirement to $425 per week. Expansion of situations in which docking of pay will be permitted. Substantial revisions to the  duties test for most of the exemptions. Virtually all of the duties tests will be simplified with one or more elements eliminated.”8pH<KaHA3fž<óŸØGENERAL EMPLOYMENT”$ŸØ1. Fair Labor Standards Act (continued). Expansion of the professional exemption by eliminating the need for a formal academic degree. Making employees exempt who earn $65,000 or more per year if the employee performs at least one of the identifiable functions of an exempt employee.”>)@<óa@A3fž< õó ŸØGENERAL EMPLOYMENT”$Ÿ Ī1. Fair Labor Standards Act (continued). Proposed regulations have caused serious political debate. AFL-CIO had John Sweeney:  The proposed DOL regulations will just add to the misery of workers who are struggling financially to care for their families. Policemen, firefighters, health technicians, nurses and paralegals are among millions of workers who would lose their overtime protection if these regulations are issued. Are your clients ready for these regulations? Recent survey of 268 major U.S. companies showed that 42% of them have not yet examined the impact of the proposed changes on their businesses.”x)`<Ua`A3fž<,h ’¾a(A3fž W,¾ó!ŸØGENERAL EMPLOYMENT”$Ÿ Ź2. Immigration - New visa rules went into effect August 1, 2003. Reduction in instances in which consular interviews can be waived for visa applications. Interview rates may go from 10% to 90%. Wait time will be increased significantly  perhaps months. Employers must adopt longer planning cycles, monitor visa expiration dates, educate affected employees.”DA`<%a`A3fž<@%ó"ŸØGENERAL EMPLOYMENT”$Ÿ ~3. Employment Policies - New trend re: time off for employees to Domestic Violence deal with issues surrounding domestic violence  court appearances, counseling sessions, medical care, etc. Some states have passed legislation similar to FMLA statutes, e.g., Maine, Rhode Island, California, Colorado, Illinois, Hawaii.”8æ`<a`A3fž<'ó#ŸØGENERAL EMPLOYMENT”$ŸØ“4. Privacy Issues in Workplace. Use of computers, internet, voicemail system, paging messages. Expectation of right of privacy v. employers rights.”8 `<ta`A3fž<uó$ŸØGENERAL EMPLOYMENT”$ŸØ4. Privacy Issues in Workplace (continued). United States v. Slanina, 283 F.3d 670 (5th Cir. 2002). Employee possessed a reasonable expectation of privacy in the contents of his computer in his office where: (1) he had closed and locked the door to his office; (2) he had access to his computer by installation of passwords; and (3) the employer did not disseminate a policy stating he was forbidden from storing personal information on the computer or that his computer usage and internet access would be monitored.”f,`<8a`A3fž<¢óH*Z ’ 9¢ó%ŸØGENERAL EMPLOYMENT”$Ÿ h4. Privacy Issues in Workplace (continued). United States v. Slanina, 283 F.3d 670 (5th Cir. 2002). Message to employees should be clear and complete regarding use of computers, pagers, phones; and that there should not be an expectation of privacy with respect to use of employer property. Education re: use of E-mail communications  Attorneys subpoena computer hard drives and any other records of E-mails (also pager messages). ”f,`<8a`A3fž(QóH*Zą’ 9Qó&ŸØ9LABOR & EMPLOYMENT LAW DEVELOPMENTS FOR THE HEALTH LAWYER”:9(ŸØÉHenry "Buzz" C. Cleveland, III Stromberg Cleveland Crawford & Schmidt, P.C. 4600 South Ulster Street, Suite 300 Denver, CO 80237 Telephone 303 388-9311 / Facsimile 303 322-3872 www./ © 2003”@ʁžžGž/šTó'ó(ó)PŃbźī ļ€ PšH š šęš( š š šĄ š  # šl€d%W«g‚Ö³ƒ«g„Ö³…†‡ˆ‰Š‹ææ’ ? ˆšąĄ°ŠšĆ  š ž𜢠š  ƒ š0€Ä%WæƒæĄ’š`PĄ€ š<Ÿ” 2€Ŗ 𜢠š  ƒ š0€$&WæƒæĄ’šąp0 š<Ÿ” 2€Ŗ šź š  C šx€„&W«g‚Ö³ƒ«g„Ö³…†‡ˆ‰Š‹ææĄ’ ? ˆš ĄŠšĆ  š*ž¦ųÜ$$ll““𬢠š  ƒ š0€ä&WæƒæĄ’šĄ Ą” šLŸØ22”. 2€3fž€šB š  s š*“ŽŸ‹”޽hæ’ ?š ’’’™™3f™Ģģ’’’Ģ’™f’’Ģr~ā%e>õƒZā C)sign:LABOR & EMPLOYMENT LAW DEVELOPMENTS FOR THE HEALTH LAWYERDISCRIMINATION CASESDISCRIMINATION CASESDISCRIMINATION CASESDISCRIMINATION CASESDISCRIMINATION CASESDISCRIMINATION CASESDISCRIMINATION CASESDISCRIMINATION CASESDISCRIMINATION CASESLABORLABORLABORLABORLABORGENERAL EMPLOYMENTGENERAL EMPLOYMENTGENERAL EMPLOYMENTGENERAL EMPLOYMENTGENERAL EMPLOYMENTGENERAL EMPLOYMENTGENERAL EMPLOYMENTGENERAL EMPLOYMENT:LABOR & EMPLOYMENT LAW DEVELOPMENTS FOR THE HEALTH LAWYER  Fonts UsedDesign Template Slide TitlesØ(RZ² _PID_GUID _PID_HLINKSäAN{4CF21F25-39F0-11D8-B73B-0050DA1BA849}Aģ  http://www.seiu.org/health/hosp