News Type: Events

On Thursday, July 26 from 10:55 AM – 11:45 AM, M&R founding partner Mark B. Robinson and cybersecurity partner Scott T. Lyon participated in the panel presentation “Finding Problems Before the Bad Guys: A Legal and Technical Discussion on Penetration Testing and Managed Security Services.”

The new cybersecurity regulations from New York’s Department of Financial Services (NY DFS) require annual penetration testing, biannual vulnerability assessments, and continuous security monitoring. But what does this mean for the average brokerage or agency? If security vendors find problems, how do you prevent those reports from being disclosed to opposing counsel following a data breach? Mark and Scott discussed how to structure a relationship with a managed security services provider to both satisfy your regulatory compliance obligations, as well as provided invaluable information to help you manage current threats in your environments and enhance the maturity of your InfoSec programs.

Mark B. Robinson presented on “Producer Compliance in California: Top Three Regulatory Danger Zones,” at the California Insurance Wholesaler Association (CIWA) 2018 California Wholesaler Industry Days on Tuesday, January 9, 2018 from 2:30-3:30 PM.

The California’s Department of Insurance is watching you. Okay, perhaps not literally, and certainly not all of you, but the Department definitely has its antennae up when it comes to the business of brokers and agents, particularly as it pertains to licensure, operations, sales and reporting. No doubt, producers must be aware of insurance regulations impacting them, and the Department’s resolve to ensure compliance. Presented in this presentation were the three key areas of scrutiny.

1. Unlicensed Activity
2. Disclosure of Broker Fees; and
3. Background Reporting

Topics of Discussion for the Roundtable
1. DOL and NLRB – The United States Department of Labor recently announced its withdrawal of the guidance put in place by the Obama administration on the joint-employer issue. Does the move have any immediate impact on the hotel industry given that the Browning-Ferris Industries decision is still on appeal? And what is the future of the hotel franchise model given the current administration’s pro-business leanings? What is the impact on the industry with the expected Trump administration appointments to the NLRB?
2. Local ordinances – Cities such as Los Angeles, Chicago and Seattle have in place local ordinances that alter the landscape of doing business in particular cities. What impact will these ordinances have on hotel business models? How can hoteliers manage the compliance complexities of local and State ordinances versus Federal Law?
3. Legalization of marijuana – The use of marijuana for both medical and recreational purposes has become legal in several jurisdictions. In the wake of changing state laws, how should (and do) hoteliers manage their workforces in light of marijuana’s growing acceptance and legality?

Bonus discussion of the fate of binding arbitration in employment.

Dana A. Kravetz presented on “The Hospitality Industry & Labor Reform,” at the 2018 ALIS Law Conference on Monday January 22, 2018 at 11:15 AM.

President Trump’s reshaped Labor Department and NLRB will undoubtedly impact joint employer liability and many union issues – among other things – favorably for employers. How will the labor landscape realistically change within the hospitality industry, particularly given the state and local activism that protects employee interests?

Dana A. Kravetz presented on “It’s 4:20 p.m. – Time for Your Employees’ Marijuana Break,” at the 2018 HR in Hospitality Conference on Tuesday March 6, 2018 at 1:30 PM.

To date, 26 states and the District of Columbia have legalized medical marijuana, and eight states (plus D.C.) permit its recreational use. The upshot: As marijuana laws become more liberal and usage becomes more pervasive, hotels and resorts must address the emergent issue of marijuana in the workplace and the legal implications of employee use. Must employers make accommodations for employees with valid marijuana prescriptions, allowing them to use the drug on the job? The presentation provided answers to these and other accommodation issues, with a look at recent court opinions.

Learning Objectives

• Identify important workplace policies regarding marijuana
• Review the evolving law as it pertains to medical marijuana and associated workplace accommodations
• Train managers and supervisors to deal with marijuana use by employees on and off the job