ICBA Employment Hotline

As a member of the Bank Director Program, you have exclusive access to guidance on most employment law questions so that you can better evaluate potential actions – and their potential outcomes – when precarious situations arise.

Jackson Lewis has nearly 1,000 attorneys in 60+ offices across the U.S. and can provide callers with guidance based on national trends with a sensitivity to regional business environments.

The hotline can help answer questions such as:

• An employee came to me claiming sexual harassment. What should I do?
• A disgruntled employee just posted negative comments about the Bank and our employees all over social media. Can I ask them to take it down?
• An employee just requested time off to seek alcohol treatment, but they are out of paid time off and have some major performance issues. Do we have to provide it?
• We are thinking about opening another branch in a different state. What employment-related issues do we need to consider?
• Are we required to offer training about sexual harassment?
• We want to enhance our diversity and inclusion efforts. What resources do you recommend we look to for guidance?

How it Works

Simply call or email the hotline with concerns about an employment law issue, such as a contentious disciplinary issue or termination, the development of a policy or a strategic personnel practices decision.

Absent any conflict, a Jackson Lewis attorney will provide advice about how to approach the problem, investigate the issue, develop corrective strategies, and provide other assistance as needed. (Note: the firm cannot provide advice about specific discharges or adverse personnel situations.) Service is complimentary up to the first 15 minutes.

If the question is beyond the scope of the hotline, your bank may elect to retain Jackson Lewis at a 10 percent discount off their standard hourly rates.

What is Covered

The hotline is an EXCLUSIVE resource for ICBA Bank Director Program members only and is designed to help you obtain general information about a broad range of employment-related subjects and spot check risk before taking action. It is not intended to provide a determinative answer as to whether any specific adverse personnel action should be taken.