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California's New And Emerging Risks: Policy And Procedure Updates For Multistate Employers With Golden State Operations

Webinar: ID# 1023476
Recorded On-Demand
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About This Course:
Multistate employers operating in California always have a host of legal and regulatory issues to keep up with, and 2017 will be no different. Areas of change include:
  • Harassment: There are new regulations under the state’s Fair Employment and Housing Act (FEHA) that set out requirements for a non-harassment, discrimination and retaliation prevention policy.
  • Immigration: SB 1001 and SB 1139 affect the I-9 documentation employers may request.
  • Equal Pay: Under SB 358, which significantly modified Labor Code 1197.5, California has the strongest equal pay measures in the nation. And SB 1063, in effect as of January 1, 2017, states that prior salary does not by itself justify any disparity in compensation—so now, more than ever, it’s important to conduct an internal audit of pay practices.
  • Paid Sick Leave: The Healthy Workplaces, Healthy Families Act and subsequent amendments cover employees who work in California for the same employer for 30 or more days within a year.
  • Domestic Violence: Under AB 2337, employers with 25 or more employees must provide written notice to all new hires (and upon request of other employees) of the rights of victims of domestic violence, sexual assault or stalking.
  • Family Leave: California places numerous compliance requirements on employers related to the California Family Rights Act (CFRA) and the use of accrued paid leave, intermittent leave for baby bonding, and the continuation of group health benefits, thanks to CFRA amendments. There’s also a new model CFRA medical certification form and some “forbidden” questions employers are prohibited from asking employees.
  • Wage/Hour: There are many wage and hour “traps” that multistate employers can easily become ensnared in, from salary threshold for “exempt” employee status increases in effect as of January 1, 2017, 17 separate Wage Orders, new overtime requirements for the agricultural sector, and numerous local minimum wage ordinances in places like Berkeley, El Cerrito, Emeryville, Los Altos, Los Angeles, Malibu, Mountain View, Oakland, Palo Alto, Pasadena, Richmond, San Diego, San Francisco, San Jose, Santa Clara, Santa Monica, and Sunnyvale.
These are just a few of the important updates multi-state employers need to be aware of to avoid legal trouble.

This comprehensive virtual workshop led by California attorneys Mark Schickman and Cathleen Yonahara, will update you on how to amend policies and procedures concerning employee leaves, wages, and more so you can ensure compliance.

Learning Objectives:
  • How to comply with California’s wide-ranging discrimination laws
  • The impact of new FEHA regulations on harassment and discrimination
  • How to navigate the state’s complex employee leave laws
  • How to ensure compliance with California’s strict wage and hour laws
  • “Traps for the unwary” to avoid concerning:
    • Independent contractor misclassifications
    • Whistleblowing
    • Requests for personnel files
    • Non-compete agreements
    • Privacy in the workplace
    • “Ban the box” issues regarding background checks
    • Drug and alcohol testing
    • Medical marijuana
    • Arbitration agreements
    • Paid sick leave
    • Protections for transgender employees
    • Wellness programs
  • New case law developments—and the practical impact these recent rulings have on meal and rest breaks, class action waivers and arbitration, disability accommodation
Plus, you’ll get a handy list of nearly two dozen new pieces of legislation impacting employment law compliance in California!
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California's New And Emerging Risks: Policy And Procedure Updates For Multistate Employers With Golden State Operations
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