Ashley Wenger-Slaba, J.D. (She/Her/Hers)

Podcast in combination with future of work expert Eric Termunde regarding workplace culture, employee listening, inclusion, and one-degree shifts.

Sharing how Sanford attracts and retains workers in the Midwest.

How Sanford is leveraging intelligent employee listening

Iowa's governor recently signed legislation (H.F. 2383) amending Iowa's already onerous drug testing law (Iowa Code section 730.5) relating to private employers.

2017 has been quite a year, with ever-changing regulations, trends, and employee expectations at the local, state, and federal levels. In this environment of constant flux, an outdated employee handbook can leave an employer unnecessarily susceptible to potential claims. Reviewing and updating handbook policies to reflect the latest legal developments and best practices, however, can help your company avoid unnecessary exposure.

When North Dakota’s Compassionate Care Act went into effect on December 8, 2016, North Dakota joined a proliferation of 28 states across the country that have legalized some form of medical marijuana use. Codified at North Dakota Century Code Section 19-24-01, North Dakota’s new law limits medical use of marijuana to individuals with certain “debilitating medical conditions,” including, but not limited to, cancer, human immunodeficiency virus (HIV) and acquired immune deficiency syndrome… Show more

When North Dakota’s Compassionate Care Act went into effect on December 8, 2016, North Dakota joined a proliferation of 28 states across the country that have legalized some form of medical marijuana use. Codified at North Dakota Century Code Section 19-24-01, North Dakota’s new law limits medical use of marijuana to individuals with certain “debilitating medical conditions,” including, but not limited to, cancer, human immunodeficiency virus (HIV) and acquired immune deficiency syndrome (AIDS), posttraumatic stress disorder (PTSD), and epilepsy. Show less

In the first part of this three-part series—Be A Super Sleuth: Laying the Framework for Effective Workplace Investigations—we provided a number of pre-investigation considerations for employers, including an overview of policies for companies to consider implementing and tips for maintaining a workplace culture that encourages the reporting of complaints. In the second part of the series—Be a Super Sleuth—Part Two: Preparing for and Conducting Effective Workplace Investigations—we provided you… Show more

In the first part of this three-part series—Be A Super Sleuth: Laying the Framework for Effective Workplace Investigations—we provided a number of pre-investigation considerations for employers, including an overview of policies for companies to consider implementing and tips for maintaining a workplace culture that encourages the reporting of complaints. In the second part of the series—Be a Super Sleuth—Part Two: Preparing for and Conducting Effective Workplace Investigations—we provided you with the nuts and bolts of how to prepare for and conduct an effective workplace investigation. Now, in the final part of this series, we hope to provide you a number of items to consider as you wrap up and conclude your investigation. Show less

It is in every employer’s best interest to know when and how to conduct an effective and efficient workplace investigation. In the first part of this three part series—Be A Super Sleuth: Laying the Framework for Effective Workplace Investigations—we provided a number of pre-investigation considerations for employers, including an overview of policies for companies to consider implementing and tips for maintaining a workplace culture that encourages the reporting of complaints. Now, in the… Show more

It is in every employer’s best interest to know when and how to conduct an effective and efficient workplace investigation. In the first part of this three part series—Be A Super Sleuth: Laying the Framework for Effective Workplace Investigations—we provided a number of pre-investigation considerations for employers, including an overview of policies for companies to consider implementing and tips for maintaining a workplace culture that encourages the reporting of complaints. Now, in the second part of this series, we hope to provide you with the nuts and bolts of how to prepare for and conduct an effective workplace investigation. Show less

Workplace investigations have become more important for reasons of productivity, personnel management, and litigation avoidance. Moreover, the range of matters that are the subject of investigations has become broader, and there is greater potential liability for mistakes during investigations. Thus, it is in every employer’s best interest to not only be able to recognize when it is time to conduct an investigation but also to know how to conduct an effective and efficient… Show more

Workplace investigations have become more important for reasons of productivity, personnel management, and litigation avoidance. Moreover, the range of matters that are the subject of investigations has become broader, and there is greater potential liability for mistakes during investigations. Thus, it is in every employer’s best interest to not only be able to recognize when it is time to conduct an investigation but also to know how to conduct an effective and efficient investigation.

This three-part series will explore pre-investigation considerations that lay the foundation for a successful investigation, general guidelines for preparing for and conducting effective investigations, and post-investigation steps. Although this series will address general guidelines and tips relating to effective workplace investigations, it is neither a comprehensive nor definitive guide for conducting an investigation. If you have questions about how to proceed with a particular investigation, you should confer with senior management, human resources professionals, compliance officers, and/or in-house or outside counsel.
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In Thompson v. North American Stainless, LP (2011), the U.S. Supreme Court gave its stamp of approval to third-party retaliation claims under Title VII of the Civil Rights Act. The Court thereby resolved a conflict among the circuit courts of appeal and potentially opened the floodgates to allow an even greater number of retaliation claims—already the most frequent type of Equal Employment Opportunity Commission (EEOC) charge—to be brought against employers. Going forward, employers need to be… Show more

In Thompson v. North American Stainless, LP (2011), the U.S. Supreme Court gave its stamp of approval to third-party retaliation claims under Title VII of the Civil Rights Act. The Court thereby resolved a conflict among the circuit courts of appeal and potentially opened the floodgates to allow an even greater number of retaliation claims—already the most frequent type of Equal Employment Opportunity Commission (EEOC) charge—to be brought against employers. Going forward, employers need to be aware of the manner in which this decision has expanded the list of potential retaliation claimants so that they can minimize their exposure to such relationship-based claims. Show less