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California Employee Handbook Traps to Avoid: Mid-Year Policy Updates, Drafting and Enforcement Tips for Staying Out of Legal Trouble

California Employee Handbook Traps to Avoid: Mid-Year Policy Updates, Drafting and Enforcement Tips for Staying Out of Legal Trouble

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For employers outside of California, CLICK HERE for help avoiding employee handbook traps.

California Employee Handbook Traps to Avoid: Mid-Year Policy Updates, Drafting and Enforcement Tips for Staying Out of Legal Trouble

Live Webinar: Wednesday, June 28, 2017

10:30 a.m. to 12:00 p.m. Pacific


WEBINAR SNAPSHOT: Learn how to update your California employee handbook to ensure compliance with the latest federal and state legislation, regulations, and court rulings and avoid common drafting “traps” that can lead to legal liability for your company.



New court rulings and legislative updates require HR professionals to pay regular and close attention their California employee handbook. If your employee handbook isn’t up to date with the latest state and federal employment-related developments, it could, in-and-of-itself, spark legal liability for your company. 

There are plenty of reasons to take time now to review your organization’s employee handbook. Recently, a California court ruled on the issue of on-duty and on-call rest periods. Also, FEHA regulations were recently expanded regarding harassment and discrimination policies, translation requirements, and child-related activities. And, on the federal front, a recent National Labor Relations Board decision in T-Mobile U.S.A. Inc. indicates that restrictive policies—even those that seem innocuous, such as telling employees to maintain a positive work environment—could violate the National Labor Relations Act (NLRA). 

Plus, there are a number of other important questions you should be prepared to answer depending on your particular situation, such as: 

  • Do we need to include a handbook section about the Form I-9? If so, what exactly do we need to include? 
  • Can public-sector employees be considered “at will”? 
  • Are there specific HR policies for nonprofits? Is there anything that should be added for a standard HR policy manual? 
  • How does the employer’s size affect what should be included in the employee handbook? In other words, are there essential elements that small employers (under 50 workers) and larger employers (50-plus employees) should include and why? 


Join us on Wednesday, June 28, for a succinct review of new California legislation, court rulings, and regulations impacting employee handbook policy development in California. You’ll also get legal insights into employee handbook policy drafting and policy enforcement mistakes to avoid. 

You’ll learn: 

  • How to identify “trouble spots” in your existing handbook based on newly decided state and federal cases, enacted legislation, and regulatory updates so you can hone in on what to update and by when 
  • Essential employee handbook updates concerning: 
  • Meal and rest breaks under California law 
  • Fair compensation in light of the newly amended Equal Pay Act 
  • Confidentiality and non-disclosure of wages 
  • New requirements to provide employees with notice of leave for victims of domestic violence, sexual assault, or stalking 
  • Paid family leave benefits 
  • California’s amended paid sick leave law (and any applicable local ordinances) 
  • Background checks and applicants’ juvenile convictions 
  • How to make sure the handbook is crafted in a way that clearly communicates the policies you need to share with employees 
  • Essential policies to always include—no matter how obvious they appear to be 
  • Examples of statements that could be interpreted in legally “risky” ways—and how to revise them to minimize your legal risks 
  • The importance of disclaimer language 
  • The type of language that may provides an added layer of employer protection—including an integrated at-will agreement 


In just 90 minutes you’ll learn how to update your California employee handbook to ensure compliance with the latest legislation, regulations, and court rulings, and avoid common drafting “traps” that can lead to legal liability for your company. 


About Your Presenter:

Marc Jacuzzi, Esq.Marc Jacuzzi, Esq. 
Director 
Simpson, Garrity, Innes, & Jacuzzi, P.C. 

Attorney Marc Jacuzzi has broad experience in employment law matters. He has represented numerous employers as defendants in civil rights actions (including claims under the Age Discrimination in Employment Act (ADEA), the Americans with Disabilities Act (ADA), Title VII of the Civil Rights Act, the California Fair Employment and Housing Act (FEHA), and other state discrimination statutes), trade secret misappropriation claims, wage claims, wrongful termination claims; unfair business practices claims (Section 17200), non-competition claims (Section 16600), contract disputes and various tort claims filed with the Equal Employment Opportunity Commission (EEOC), the Division of Labor Standards Enforcement (DLSE), various other state agencies and in various State and Federal Courts. Mr. Jacuzzi’s practice also involves employment law counseling. He regularly advises clients regarding all aspects of the employer/employee relationship including hiring and termination issues, wage and hour requirements, employee classification issues, civil rights/discrimination issues, commission plans, employment contracts, employee handbooks and policies, confidential information agreements, reductions in force, leaves of absence issues, employment audits, M&A employment issues, violence in the workplace issues and international employment issues. Mr. Jacuzzi has also conducted numerous in-house training programs on a number of employment law topics. 


Have a specific question related to the topic of this audio conference? Post it here and get an answer during the event, time permitting, or in a follow-up e-mail from the audio conference presenter. This is only available to audio conference registrants.

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