12th Annual California Employment Law Update

12th Annual California Employment Law Update

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12th Annual California Employment Law Update

October 11-13, 2017 | Costa Mesa, CA



Regster today and save! Early Bird rate ends July 18, 2017. Save $200 on each additional attendee.

California’s leading employment law conference will celebrate its 12th anniversary in 2017 and will feature a powerful new agenda of comprehensive sessions crafted for California HR professionals and employers. Practicing California employment attorneys will offer plain-English guidance on the implications legislative and regulatory developments and emerging strategic HR trends will have on employees’ compliance obligations.

More 2017 CELU information coming soon!

Your 2016 Speakers - 2017 Speakers coming soon!

Your California Faculty



Lindsay AyersLindsay A. Ayers, Esq.
Partner, Orange County
Carothers DiSante & Freudenberger LLP

Lindsay A. Ayers advises and defends California businesses in labor, employment, and general business matters.  She is an experienced trial attorney and has represented clients in matters involving employment, unfair competition, fiduciary duty, breach of contract, negligence, unjust enrichment, securities, and fraud.  She also has experience representing clients in government regulatory actions involving the EEOC, DFEH, and SEC, among others. Ayers has practiced in federal and state courts throughout California.


Jennifer DarlingJennifer Darling, Esq.
Associate, Employment Practice Group
Nossaman LLP

Jennifer Darling has substantial experience representing public and private employers in a wide array of employment and labor relations matters ranging from single plaintiff lawsuits to wage and hour class actions. Darling represents clients in all stages of litigation in state and federal courts, before administrative agencies, and in arbitration. Common claims include discrimination, retaliation, wrongful termination, and violations of the California Labor Code, Fair Labor Standards Act, Family Medical Leave Act, California Family Rights Act, and the California Fair Employment and Housing Act. She also provides antiharassment and other training to supervisors, managers, and employees.

 

Joan FarrellJoan S. Farrell, JD
Senior Legal Editor
BLR

Joan S. Farrell, JD, is a Senior Legal Editor for BLR’s human resources and employment law publications. Ms. Farrell writes extensively on the topics of workplace discrimination, unlawful harassment, retaliation, and reasonable accommodation. She is the editor of the ADA compliance manual—ADA Compliance: Practical Solutions for HR. Before coming to BLR, Ms. Farrell worked as in-house counsel for a multistate employer where she represented management in administrative matters and provided counseling on employment practices.

Michelle Lee Flores, Esq.Michelle Lee Flores, Esq.
Member
Cozen O’Connor

Michelle Lee Flores focuses her practice on all aspects of employment litigation, including jury and bench trials, arbitration, mediation, and prelitigation negotiations involving sex, race, religion, age and disability harassment and discrimination, wage and hour violations, including class actions, and wrongful termination. She also advises clients on employment compliance, internal investigations, discipline, terminations, reductions in force, and wage and hour matters. She is an advisory board contributor to the California Employment Law Letter, and was most recently named a 2016 California Super Lawyer.


Veronica GrayVeronica Gray, Esq.
Partner & Employment Practice Group Chair
Nossaman LLP

Veronica Gray is a prominent trial attorney with 4 decades of experience litigating and negotiating employment issues for her clients. Gray provides counseling, advice, and litigation services to private and public companies and public entities in a broad array of employment and labor related matters. She has taken on leadership roles in many professional and philanthropic organizations on a local and international level with a focus on microenterprise and children's education.  Gray is also a passionate photographer and has donated her photography to many nonprofits to support their fund-raising efforts.


Mark JacobsMark Jacobs, Esq.
Partner
Fisher Phillips LLP

Mark Jacobs focuses on defending employment-related lawsuits and administrative complaints on a variety of issues, including harassment, retaliation, and discrimination. He represents employers in both state and federal courts as well as before state and federal agencies, such as the Equal Employment Opportunity Commission (EEOC), the California Department of Fair Employment and Housing, and the Division of Labor Standards Enforcement (DLSE). He regularly conducts in-house management seminars and training sessions for executives, supervisors, managers, and Human Resources professionals in all aspects of labor and employment law.


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

Marc Jacuzzi has represented numerous employers as defendants in civil rights actions, the Americans with Disabilities Act, Title VII of the Civil Rights Act, the California Fair Employment and Housing Act, and other state discrimination statutes. He has also represented clients in trade secret misappropriation claims, wage claims, wrongful termination claims, unfair business practices claims, noncompetition claims, contract disputes, and various tort claims filed with the Equal Employment Opportunity Commission. Jacuzzi’s practice also involves employment law counseling, and he regularly advises clients regarding all aspects of the employer/employee relationship.


Danielle Moore, Esq.Danielle Moore, Esq.
Partner
Fisher Phillips LLP

Danielle Moore represents and counsels employers in all aspects of labor and employment law, including employment discrimination, wrongful termination, harassment, retaliation, and wage-hour class action lawsuits, as well as employment handbook and personnel policy preparation, and general preventive advice, including hiring, discipline, and termination practices. Moore has experience litigating matters in state and federal courts, state administrative tribunals, and in arbitration. She also regularly conducts management training and lectures on employment issues and teaches an employment law course at San Diego State University.


Mark SchickmanMark Schickman, Esq.
Partner
Freeland Cooper & Foreman LLP 

Mark Schickman concentrates on employment and labor law, litigating every type of employment matter, handling charges before California and federal administrative agencies, and providing advice in avoiding liability for discrimination, harassment, wrongful termination, union-related charges, and all other aspects of the employment relationship. He represents California on the American Bar Association’s Board of Governors and has served as president of the Bar Association of San Francisco and as governor of the State Bar of California. He is also the editor of the California Employment Law Letter.

 

Ryan D. Wheeler, Esq.Ryan D. Wheeler, Esq.
Associate 
Fisher Phillips LLP

Ryan Wheeler’s practice includes counseling and defending employers in all areas of labor and employment law.  Specifically, he regularly counsels employers on compliance with and implementation of federal and state leave of absence laws, including the California Family Rights Act, the Family and Medical Leave Act, Pregnancy Disability Leave, the Americans with Disabilities Act, and the California Fair Employment and Housing Act.

 

 

Todd WulffsonTodd R. Wulffson, Esq.
Managing Partner, Orange County
Carothers DiSante & Freudenberger LLP

Todd R. Wulffson has focused his practice on counseling and defending businesses in labor and employment matters for over 25 years.  In addition to private practice, from 2006 to 2010, he served as General Counsel and SVP of Human Resources to Palace Entertainment, overseeing the SEC filings and legal and human resources issues for a company with over 12,000 employees at 40 locations in 11 states. Wulffson currently assists clients ranging from local sole proprietorships to large, multinational corporations. He has considerable experience representing employers in the entertainment, manufacturing, banking, hospitality, financial services, and retail industries.


Cathleen Yonahara
Cathleen Yonahara, Esq.
Partner
Freeland Cooper & Foreman LLP

Cathleen Yonahara represents and advises clients in all areas of labor and employment law, including Title VII, the ADA, ADEA, FEHA, FMLA, CFRA, and the California Labor Code. She appears in state and federal court and before government agencies, including the EEOC, DFEH, the California Labor Commissioner, and other agencies. She counsels clients on all aspects of the employment relationship, including employment, severance, and confidentiality agreements; independent contractor agreements; personnel policies; employee handbooks; and internal investigations. She is the assistant editor of the California Employment Law Letter.

 

Your 2017 Location

The Westin South Coast Plaza, Costa Mesa



The Westin South Coast Plaza, Costa Mesa
686 Anton Blvd.
Costa Mesa, CA 92626
714-662-6689
Book your reservation online here

Room Rate: $199
Call 800-937-8461
Ask for BLR room block
Reservation cut-off date: Tuesday, September 26th

Your 2016 Agenda - 2017 Agenda coming soon!

Pre-Conference Workshops



Registration & Continental Breakfast 

San Foyer
7:30 a.m. – 8:30 a.m. 

Leave and Benefits Traps for the Unwary: Beyond CFRA—How to Master the Tricky Labyrinth of California’s Disability, Paid Sick, and Kin Care Leave Laws
Presented by: Danielle Moore, Esq., Fisher Phillips LLP
8:30 a.m. – 11:30 a.m.
If your organization is small and you aren’t subject to the California Family Rights Act (CFRA) or the federal Family and Medical Leave Act (FMLA), you still have a massive amount of compliance work to ensure that you meet state requirements concerning other types of leave, such as disability- paid sick-, and kin care-based leave. And if your organization is covered under FMLA/CFRA these additional state laws create a truly burdensome compliance framework. This workshop, designed for California employers of all sizes, will explain leave and benefit traps to avoid here in California so you can develop sound administrative procedures that can withstand scrutiny if called into question by regulators, a judge, or a jury. You’ll learn: 

  • Compliance obligations under the state’s paid sick leave and kin care laws 
  • Leave-tracking strategies related to California’s Pregnancy Disability Leave Act (PDLA) that all employers need to master 
  • Best practices for managing SDI and paid family leave (PFL) here in California 
  • Additional requirements placed on employers in San Francisco under the Family Friendly Workplace Ordinance 
  • Practical, true-to-life examples of how the many leave and benefits-related laws in effect in California impact smaller employers’ obligations—so you’ll know precisely how to manage your requirements and keep your organization in the legal clear

 

Job Descriptions: How to Tackle Tricky Drafting Hurdles to Maximize Compliance and Effectiveness under California and Federal Employment Laws
Presented by: Ryan Wheeler, Esq., Fisher Phillips LLP
8:30 a.m. – 11:30 a.m.
Given the putting-out-fires nature of an average day in the life of an HR professional, job descriptions probably don’t make it to the top of your list very often. But any poorly worded and/or out-of-date job descriptions lurking in your files can expose your organization to significant liability. Technological advances and workforce adjustments have altered the mix of essential and non-essential job functions. Also, the ADA Amendments Act (ADAAA), its accompanying regulations, and the state’s liberally construed Fair Employment and Housing Act (FEHA) make it very likely that one or more of your employees is “disabled” (and thus protected) under California and federal law. In addition, poorly drafted job descriptions may raise “red flags” with suspicious investigators at the Department of Labor or the California Division of Labor Standards Enforcement, which are both focused heavily on the misclassification of overtime-eligible workers—whether those workers have been classified as exempt under white-collar exemptions or because they were hired as independent contractors. Don’t miss this hands-on workshop where you’ll learn:

  • The key elements legally sound job descriptions share
  • How to use job descriptions to set the bar for performance high without creating intangible goals or expectations that workers can’t achieve
  • The critical factors that clarify whether the position is exempt or nonexempt under applicable state and federal wage and hour laws
  • The impact the DOL’s highly anticipated overtime exemption final rules will have on how you review job descriptions to spot and correct exemption misclassifications
  • The behavioral language you should use to describe essential job functions so that you’re in check with the newest changes to the ADA/FEHA
  • How well-written and thorough job descriptions can be used to effectively defend lawsuits alleging that you singled out employees because of their protected traits under state or federal law
  • Key catchphrases and tasks that tend to flag a job as exempt or nonexempt
  • Real-life examples that highlight common pitfalls—and how to avoid them

 

Wage and Hour Audits in California: Evaluating How Fair—and Legal—Your Compensation Practices Are in Light of Increased Legislative and Regulatory Action
Presented by: Marc L. Jacuzzi, Esq., Simpson, Garrity, Innes & Jacuzzi, P.C.
1:00 p.m. – 4:00 p.m.
The Department of Labor has released a new overtime exemption final rule, and there’s not much time to ensure compliance ahead of the rule’s December 1, 2016 effective date. Who’s entitled to premium pay and who isn’t here in California as a result of the final rule? Also, recently, California’s Fair Pay Act amendments went into effect, which significantly diminish the defenses employers may assert when unfair pay claims are filed. As though that’s not enough, employers here in California must ensure ongoing compliance with the state’s onerous fair labor standard rules concerning on-call pay, travel time, meal and rest breaks and more. This intensive workshop will teach you how to approach your pay practices with a critical eye that’s trained on identifying potential trouble spots so you can correct them and minimize potential legal liabilities for your organization. You’ll learn: 

  • Practical strategies for getting information you need to proceed with a wage and hour audit to examine the types of compensation-related errors that can lead to costly back-wage payouts and penalties 
  • How to classify ambiguous “gray area” jobs for overtime eligibility
  • Strategies for correcting misclassification errors with minimal collateral damage—and the latest on where the DOL’s highly anticipated overtime exemption rules stand 
  • Pointers for evaluating your pay practices for fairness and equity between the genders, in light of new California Fair Pay Act amendments
  • Sound timekeeping and recordkeeping protocols for ensuring that workers on call, on the road, or on break are properly compensated for “work” time
  • And much more!

 

How to Hire Smart and Hire Right in California: Legal Strategies for Identifying and Selecting Top Job Candidates
Presented by: Lindsay A. Ayers, Esq.  and Todd R. Wuffson, Esq., Carothers DiSante & Freudenberger LLP
1:00 p.m. – 4:00 p.m.
Sourcing, recruiting, and hiring competent, well-matched employees help drive an organization’s underlying talent management strategy. But, these activities don’t come without legal risks—and a host of them! For instance, pre-employment assessments and background checks consistently garner attention from the Equal Employment Opportunity Commission and the California Department of Fair Employment and Housing, and hiring practice missteps can cost your organization dearly. This in-depth workshop will teach you what you need to know about the legal challenges employers here in California face in recruiting and hiring qualified applicants. By the end of this intensive Hire Smart/Hire Right session you’ll able to identify the most taboo hiring “no-no’s” that can trip up even the most seasoned of HR pros. You’ll learn: 

  • “Red flag” language to avoid in job posting and advertisements so you don’t spark discrimination claims 
  • Legally permissible ways to conduct background checks under California law 
  • Your rights and obligations when using social media to research potential candidates
  • The role personality and other assessments play in the hiring process—and how to ensure that your pre-employment screening methods don’t run afoul of state or federal law 
  • Pre- and post-offer legal missteps to avoid 
  • Interviewing fundamentals, including tips for steering conversations back to legal ground if applicants bring up off-limit topics 
  • Offer letter drafting essentials 
  • The top hiring “gotchas” that trip California employers up—and how to train hiring managers so they don’t commit those or similar mistakes 
  • And much more!
     

 

MAIN CONFERENCE DAY 1



Registration, Exhibits and Breakfast
7:15 a.m. – 8:15 a.m.

Welcome & Introduction
8:15 a.m. – 8:30 a.m.

Keynote: The ‘Gig Economy’ in California: Emerging Legal and Strategic Issues to Consider
Presented by: Michelle Lee Flores, Esq., Cozen O’Connor
8:30 a.m. – 9:30 a.m.
Nationwide, more than 53 million workers in the United States freelance, according to a Freelancers Union and Elance-oDesk survey. The “gig economy” presents solid opportunities for employers and workers alike—offering the ability for workers to earn while enjoying flexible work schedules and assignments, and employers to mobilize talent on a contingent, on-demand basis. Given the growing number of contingent workers, HR professionals here in California need to prepare to inch out the competition to secure the best freelancers to work on driving key business initiatives forward while ensuring compliance with numerous state and federal labor and employment laws. This timely keynote will deliver: 

  • Robust legal and business strategies for managing contingent talent in California 
  • Common misconceptions about contingent workers, including who “employs” them, when a joint employer relationship is created, and more 
  • Suggested practices for classifying workers as on-call, consultant, independent contractor, etc. 
  • How to determine whether your organization, a staffing agency, or both are the employer in the eyes of the DLSE and the DOL 
  • Strategies for how to assign work in an effort to eliminate doubt about the “control” your organization exerts (or does not exert) over on-demand workers 
  • Legal risks to be prepared to address when embracing the gig economy trend in your California workplace
  • And more! 

 

New HR Laws, Regulations, and Court Rulings: Critical Updates for 2016 and 2017
Presented by: Mark Schickman, Esq., Freeland Cooper & Foreman LLP
9:45 a.m. – 11:45 a.m.
This jam-packed session will explain major employment-related legislative, regulatory, and case law developments (both state and federal) from this year that will have a big impact on your workplace policy and practice compliance. You’ll learn:

  • The most common ways in which violations under the 2015 CFRA amendments arise—and how to ensure that you don’t make costly missteps under these changes
  • The practical impact the DOL’s final rule on overtime exemptions will have on white-collar exemptions here in California when it goes into effect on December 1, 2016 
  • The practical impact PAGA—the Private Attorneys General Act—has on employers’ ability to cure wage statement defects to reduce liability risks
  • Best practices for how to comply with the state’s onerous paid sick leave requirements and the state’s recently enacted Wage Theft Prevention Act notice
  • The most noteworthy state and federal court rulings that impact your California employment practices
  • Why you need to pay close attention to National Labor Relations Board rulings—and how the Board’s most recent decisions have expanded employees’ Section 7 rights under the National Labor Relations Act  
  • The rundown of employee handbook and recordkeeping updates to prepare for now
  • The latest on HR recordkeeping requirements and the most pressing electronic-based recordkeeping concerns facing California employers today
  • And much more!

 

Gender Identity and Expression in the California Workplace: How to Manage Conversations and Accommodations Related to Transgender and Gender Non-Conforming Employees
Presented by: Danielle Moore, Esq., Fisher Phillips LLP
12:45 p.m. – 2:15 p.m.
If your workplace hasn’t yet had to deal with issues related to the sensitive topic of gender identity and expression, it’s critical that you don’t delay in addressing the issue before questions arise. Too often employers lack appropriate policies and practices and only create them when a situation requiring them to do so arises in the workplace. Rashly developed policies or practices, coupled with instances where employees with the same issue could be treated differently over time or in different office locations, present legitimate and potentially costly legal risks for employers. California has been a trailblazer in the push to bar discrimination on the basis of gender identity and expression. The state’s Fair Employment and Housing Act (FEHA) protects all employees from unlawful harassment, discrimination, and retaliation based upon their gender identity and expression, including those who are or are perceived to be transgender. Also, the Equal Employment Opportunity Commission has made it clear that transgender discrimination is always related to the sex of the victim and, therefore, discrimination based on an individual’s gender identity, change of sex, and/or transgender status is a form of unlawful sex discrimination under Title VII of the Civil Rights Act of 1964. Bruce Jenner’s metamorphosis into Caitlyn Jenner thrust issues related to gender identity and expression into the media—and legal—spotlight, and this session will teach you how to ensure that your organization is prepared to lawfully manage practical issues, such as bathroom accommodations, and how to foster a culture of diversity and inclusion. You’ll learn: 

  • How sex, sexual orientation, and gender identity are interpreted under federal and California law and how some employers often misinterpret those meanings
  • How to ensure that your workplace policies and practices don’t violate state and federal laws protecting employee gender identity and expression in the workplace
  • How to handle conversations requesting accommodation and other potentially sensitive issues that transgender employees may be dealing with
  • Confidentiality rules on information about an employee’s gender reassignment, and strategies for explaining name and gender transitions to an employee’s coworkers
  • What managers can do to help coworkers adjust to the new status quo
  • Practical solutions to restroom access, dress codes, recordkeeping and personnel documents, and health and other benefits
  • Recent court rulings and legislative updates related to the rights of transgender employees
  • Confidentiality and privacy-based considerations you must take into account before sharing information about an employee’s gender reassignment with others in the workplace
  • How to explain name and gender transitions to coworkers
  • Best practices for ensuring that your workplace is bias-free and that transgender workers are treated with respect

 

Equal Pay for Equal Work: How to Develop a Proactive Strategy for Countering Fair Pay Act Claims
Presented by: Cathleen Yonahara, Esq., Freeland Cooper & Foreman LLP
2:30 p.m. – 4:00 p.m.
Substantial amendments to California’s Fair Pay Act went into effect on January 1, 2016. For employers, the biggest development relates to the defense to fair pay claims. That’s because these new amendments essentially have done away with many defenses that previously had kept employers out of court when allegations of unequal pay have surfaced. This session is designed to teach you how to anticipate potential claims under the state’s Fair Pay Act—and prevent them in the first place. You’ll learn:

  • Why substituting the term ”substantially similar” for “equal” in the California Fair Pay Act is a proverbial can of worms that could lead to many more unequal pay claims here in California 
  • The employer’s burden to show that gender-based pay differences are due to bona fide factors other than sex
  • Your recordkeeping requirements under the new Fair Pay amendments—and how to ensure your employee handbook is up to date to reflect the new pay amendment provisions
  • Practical tips on how to review jobs to identify substantially similar skill sets and other factors
  • Examples of how to document reasons behind wage disparities 
  • Training tips for communicating pay equity compliance obligations under California law to your recruiters and managers

 

Keynote
Exposing Today’s Biggest Disability Accommodation Tripwires: What the Latest Recent Regulatory Investigations, Enforcement, Lawsuits & Settlements Tell Us about Legal Risks Under ADA/FEHA
Presented by: Mark Jacobs, Esq., Fisher Phillips LLP
4:15 p.m. – 5:00 p.m.
You won’t want to miss this California employment law insider’s insights into where the Department of Fair Housing and Employment and the Equal Employment Opportunity Commission have been focusing their efforts to enforce the ADA/FEHA these days. Nowadays, the definition of what’s considered a disability under state and federal law may shock you given the wide range of physical and mental impairments that now make the “disability” cut. This look into the state and federal employment regulatory bodies’ latest enforcement priorities, along with a summary of recently decided and settled cases, will paint a clear picture revealing the ways in which your workplace policies and practices may need to change to ensure compliance with onerous ADA/FEHA accommodation requirements based on the expanded definition of “disability” for myriad issues, such as bipolar disorder, anxiety, substance abuse, and other conditions.

 

MAIN CONFERENCE DAY 2



Breakfast
7:00 a.m.– 8:00 a.m.

BLR Product Demo
7:30 a.m. - 7:45 a.m.
Join BLR’s sales team for a dynamic demonstration showcasing the power of BLR’s resources. You won't want to miss this high-energy talk where we’ll announce the conference raffle winner. You must be present to win, so we hope you can join us! 

Top 5 California Wage and Hour Risks Facing California Employers Right Now—and Practical Strategies for Minimizing Chances of Costly Audits and Lawsuits
Presented by: Marc L. Jacuzzi, Esq., Simpson, Garrity, Innes & Jacuzzi, P.C.
8:00 a.m. – 9:30 a.m.
California continues to be a hotbed of regulatory enforcement on the wage and hour front. This is cause for alarm for California employers as fair labor standard violations under the California Labor Code and DLSE regulations could lead to the most costly employment-related penalties your company ever faces. Payouts for back pay and unpaid overtime often reach into the hundreds of thousands of dollars—even into the millions in some cases. This fast-paced session, delivered by a California wage and hour attorney, will provide crucial insights into the top overtime and other fair labor standards-related legal and compliance threats your workplace faces heading into 2017—and practical HR-management strategies for reducing those risks. You’ll learn: 

  • The impact the DOL’s final overtime exemption rule will have on California workplaces—and recommendations on what to start doing right now to prepare ahead of the December 1, 2016 effective date 
  • The biggest timekeeping goofs that lead to claims for unpaid overtime under state law
  • How to avoid wage and hour recordkeeping “gotchas”
  • And much more!

 

Electronic Monitoring and Privacy: The Latest Legal Concerns and Risks Concerning Devices and Data
Presented by:
Veronica Gray, Esq., Nossaman LLP

Jennifer Darling, Esq., Nossaman LLP
9:45 a.m. – 11:15 a.m.
If ever there was a time when electronic monitoring and privacy have been at issue it’s now. Consider Apple’s bitter battle with the FBI over its request for the tech giant to unlock an iPhone the county of San Bernardino had issued to employee turned shooter Syed Farook ahead of the December 2015 killings at the Inland Regional Center. If the health department issued the phone to its employee, why didn’t it have access to the passcode or content on the device? More questions like this one are likely to emerge for employers, both here in California and across the nation, as this case heats up. And, where does BYOD factor into the issue of electronic monitoring and privacy? Now is the ideal time for employers to learn their rights under California and federal law when it comes to electronic monitoring and privacy concerning work-related data and devices. During this session, you’ll learn: 

  • How to achieve a balance between workers’ right to privacy and your desire—and right—to protect your organization's interests 
  • The restrictions under California and federal law that determine how far you can legally go when monitoring employee online activities
  • Types of electronic monitoring and surveillance techniques that are generally acceptable in California and the ones you should absolutely steer clear of given the current legal and legislative landscape
  • Written e-monitoring and privacy policies to give to your employees and how to draft them so they cover emerging technologies
  • NLRA-based considerations to take into account before disciplining employees for their online activities
  • The legal steps you can take when you believe an employee is stealing confidential data via electronic devices
  • Strategies to follow so your organization can demonstrate that it “owns” log-in information, passwords, and organization social-networking accounts
  • How to protect your organization when employees use their personal tablets, smartphones, and other electronic devices to conduct business for you
  • Best practices for obtaining consent in California for monitoring real-time communications such as phone calls

 

Panel Discussion: Revealing Insights into How to Master Key FMLA/CFRA Headaches
Moderated by: Joan Farrell, JD, BLR
Panelists: Marc L. Jacuzzi, Esq., Simpson, Garrity, Innes & Jacuzzi, P.C.
Veronica Gray, Esq., Nossaman LLP

11:30 a.m. – 12:15 p.m.
FMLA and CFRA, and the voluminous regulations that go with them, present some of the trickiest compliance hurdles for HR professionals here in California to master. This fast-paced session will feature insights from some of California’s top employment attorneys who will share insights into the types of everyday questions they get in practice and how their substantive legal answers can help employers maneuver through a downright confusing FMLA/CFRA landscape. We’ll identify several traps for the unwary and provide valuable information into what you can do to avoid making mistakes in how you manage medical certifications, intermittent leave, return-to-work issues, overlapping compliance obligations under ADA/FEHA and workers’ compensation law, and more. 

[Conference adjourns]

How to Register

Multiple Attendees



Bringing colleagues to CELU? Additional attendees from the same organization are just $699 each – a $300 savings!
(Note: $699 discount rate for main conference only. Additional charge for preconference workshops)

And registering them is easy!
To add registrants with the same preconference session and main conference selections as the primary registrant, simply click Add to Cart and adjust the number in the Shopping Cart’s “Update Quantity” box (noted by the red arrow below) to reflect the TOTAL number of attendees from your organization (you plus your colleagues). Then, click Proceed to Checkout and your multiple attendee discounts will be calculated automatically.


To register multiple attendees for different course selections than the primary registrant, click the Continue Shopping button (noted by the red arrow below) to return to the previous screen where you can choose your additional attendee’s course selections. Repeat these steps for each additional attendee. Then click Proceed to Checkout and your multiple attendee discounts will be calculated automatically.


NOTE: All applicable discounts will be calculated later and an updated Grand Total will be presented for your approval prior to final checkout.


For additional help with registration, please call 800-727-5257.