Labor and Employment and ERISA Class Actions After Wal-Mart and Comcast – Part II
Wednesday, March 12, 2014
1:00 PM - 2:30 PM ET
In Wal-Mart Stores, Inc. v. Dukes, the Supreme Court directed lower courts to conduct a “rigorous analysis” to determine whether employment discrimination plaintiffs have proven that they meet the requirements of Rule 23. The decision raises issues on the Federal Rules’ commonality requirements and the limitations on “mandatory” classes embodied in Rule 23. After Wal-Mart, the Court again addressed class action litigation in Comcast Corp. v. Behrend, where the Court provided standards on the damages proof plaintiffs need to meet to certify an opt-out class.
In this second installment of our three-part webinar series addressing the impacts of these important cases, the faculty will focus on the Rule 23(b) principles in those two cases, including predominance, “issue” or “hybrid” certifications, trial plans and subclasses, and “collective actions” under the Fair Labor Standards Act (FLSA) and the Age Discrimination in Employment Act (ADEA).
• Discover the impacts of these important cases on ERISA class actions.
• Learn about the impacts of these cases on labor and employment class actions.
• Understand both defense and plaintiff perspectives of the issues and possible defenses involved in class certification.
Who would benefit most from attending this program?
Litigators in the ERISA and labor and employment areas and experts who work on class certification issues.
Program Level: Intermediate-Advanced
Prerequisite: A general understanding of class actions in an ERISA or Labor and Employment context.
CPE Delivery Method: Group Internet-Based Live
Field of Study: Specialized Knowledge and Applications
Recommended CPE Credit: 1.5 credits
Anticipated CLE Credit: 1.5 credits (may vary based on from which jurisdiction requested)