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UID:6ee273064b2f6c2c96af66c75df77fbd
DTSTAMP:20261108T213901Z
SUMMARY:Chicago In-Person Lunch & Learn - AI\, Layoffs\, and the 
 Law: What Business Leaders Need to Know Before the Next 
 Reorganization
DTSTART:20260924T163000Z
DTEND:20260924T180000Z
LOCATION:20 North Wacker Suite 4120  Chicago, IL 60606
DESCRIPTION:Presenters: Laura Balson (Constangy)\, Amy Gardner & 
 Keith Sbiral\n(Apochromatik)\n\nAI is forcing business leaders 
 into some of the highest-stakes decisions of\ntheir careers — and 
 the margin for legal error has never been smaller. Join\nus as 
 they walk you through the real-world risks that executives and 
 HR\nteams are facing right now around AI-driven workforce changes 
 — from notice\nobligations to reduction-in-force planning to 
 managing the human fallout.\nThis isn’t theoretical: it’s the 
 guidance you need before your next\nreorganization\, not after 
 opposing counsel gets involved. Drawing on\nfrontline experience 
 advising employers through exactly these scenarios\,\nour 
 presenters will equip you with frameworks and language you can 
 put to\nuse immediately. \n\nLearning Objectives\nBy the end of 
 this session\, attendees will be able to:\n1.	Communicate with 
 confidence — Use talking points to address employee\nfears about 
 AI-driven job loss\, reducing rumor-driven attrition 
 and\nprotecting morale without overpromising or creating legal 
 exposure.\n2.	De-risk reorganization planning — Identify the 
 legal and practical\nfactors that must be documented and 
 considered before executing a workforce\nreduction or 
 reorganization\, including how AI-related justifications 
 are\nincreasingly scrutinized by courts and regulators.\n3.	Get 
 notice obligations right — Pinpoint exactly when advance notice 
 of\nposition elimination is legally required (and when it 
 isn’t)\, so you can\navoid triggering WARN Act and related 
 liability.\n4.	Retain and re-engage survivors — Apply proven best 
 practices for keeping\nyour remaining workforce engaged\, 
 motivated\, and less likely to become a\nretention or 
 morale-related legal risk after a reduction.\n5.	Build a 
 compliance-first playbook — Walk away with a practical\, 
 legally\ngrounded framework for handling the next AI-related 
 workforce decision\nbefore it becomes a claim.\n\nFor more 
 information or questions\, please contact Stacy Wallace 
 at\nswallace@constangy.com
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