MCLE Selects Philip Gordon for Faculty for “18th Annual Employment Law Conference”
Massachusetts Continuing Legal Education (MCLE) appointed attorney Philip Gordon to the faculty for its 18th Annual Employment Law Conference on December 4, 2015. This selection recognized his more than three decades of experience guiding organizations and employees through employment law challenges.
The 2015 conference brought together attorneys, policymakers, HR professionals, and workforce advocates from around the country. Its agenda focused on emerging trends in arbitration policy, wage protection frameworks, disability bias, hiring analytics, joint employer liability, and structured compliance innovations shaping the modern workplace.
Topics Covered by Philip Gordon on the 2015 Faculty Panel
At the conference, Philip Gordon contributed legal instruction and commentary on issues including:
- Overtime exemption standards for service-oriented automotive roles
- Arbitration clause enforcement disputes rising across jurisdictions
- Minimum wage policy alignment and overtime pay obligations
- Joint employment liability in horizontal and vertical contracting structures
- Algorithmic hiring bias impacting disability discrimination risk
- Employee rights for pay equity, retaliation claims, and contract exit protections
These discussions reflected the national divide between employers seeking predictable contract enforcement and employees pressing for collective legal access. Faculty panels reiterated that worker classification and contract exit terms often overshadow “intent” – because liability frequently stems from structure and impact.
Why Philip Gordon’s Faculty Role Matters for Employers and Workers
The 2015 session carried heightened importance because workplace law was shifting away from generalized agency handbooks and toward job-duty-specific analysis. Courts increasingly scrutinized whether roles engage directly in vehicle servicing or primarily sell services to consumers – blurring traditional exemption boundaries. At same time, employer reliance on outdated wage credits and informal promotional networks was fueling widespread pay challenges.
The faculty panel also emphasized that organizations were now investing in more defensible compliance and hiring frameworks, such as:
- Independent algorithmic bias audits
- Transparent compensation benchmarking
- Human override processes in automated screening
- Documented reasoning for overtime exemption determinations
- Formalized salary and promotion criteria
These evolving systems were viewed as safeguards to reduce exposure in wage-and-hour and discrimination case development.
Philip served on the Faculty for the “18th Annual Employment Law Conference,” Massachusetts Continuing Legal Education (December 4, 2015) (View Article)
