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California Employee Handbook Updates for 2019: What’s Coming and How to Update Your Policies to Comply

California Employee Handbook Updates for 2019: What’s Coming and How to Update Your Policies to Comply

Product Code: YCWA121818

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California Employee Handbook Updates for 2019: What’s Coming and How to Update Your Policies to Comply

Live Webinar: Tuesday, December 18, 2018

1:30 p.m. to 3:00 p.m. Eastern / 10:30 a.m. to 12:00 p.m. Pacific


WEBINAR SNAPSHOT: Learn how to update California employee handbooks for 2019 to ensure that your organization’s policies and procedures comply with new legal, regulatory, and legislative updates.



ALERT: Governor Jerry Brown signed into law several significant bills inspired by the #MeToo movement on September 30, 2018, the deadline for him to sign or veto all pending bills. These bills require California employers to update its policies, procedures and agreements. And, they have far-reaching implications for employers operating in California because they:

  • Significantly expand sexual harassment prevention training requirements;
  • Involve sexual harassment legal standards;
  • Call for the mandatory appointment of female members on the board of directors;
  • And prohibit “secret settlements” involving claims of sexual assault, harassment, or discrimination and other impermissible agreements.


Other significant laws that will affect employment policies and practices include recent amendments to California’s salary history laws, paid family leave law, criminal history inquiry law, lactation accommodation, and payroll records. Plus, the Fair Employment and Housing Administration (FEHA) has amended its national origin regulations.

What else is on the horizon for California employers, and how can they write the employee handbook to adjust for these coming changes? Granted, California is an “employment at will” state, meaning employers may terminate an employee for any reason so long as it is not discriminatory or where there’s a contract or another binding agreement in effect. However, the employee handbook must be carefully crafted to ensure that employers aren’t offering an implied contract. In some legal cases the employee handbook can be considered a contract, so it’s important to update your handbook each year to stay on top of legal changes.

Join us on December 18 for comprehensive legal insights from an experienced California employment attorney on what to include in—and what to leave out of—your California employee handbook for 2019.

You’ll learn how to:

  • Craft an employee handbook that covers the policies you need to share with the workforce
  • Make employee handbook updates that align with new California laws and regulations for 2019 on: 
    • Salary history and criminal history
    • Paid family leave policies
    • Lactation accommodation
    • Payroll records
    • National origin
    • New parent leave law
  • Comply with the expansive new set of laws addressing sexual harassment in the workplace, and specifically how to:
    • Update your anti-harassment training policy to comply with new law that significantly expands the scope of anti-harassment training
    • Ensure your sexual harassment prevention policy practices are consistent with standards set forth under SB 1300
    • Update your policies and practices to ensure compliance with new law regarding appointment of female members on the board of directors
    • Settle claims involving sexual assault, harassment, and discrimination—and what’s legally off limits now to settle those claims
  • Important language to always include in your employee handbook—from wording about at-will employment to disclaimer language

About Your Presenter

Cathleen YonaharaCathleen S. Yonahara, Esq.
Partner
Freeland, Cooper, and Foreman, LLP

Cathleen Yonahara of Freeland, Cooper, and Foreman, LLP concentrates her practice on employment and labor law. She has successfully represented employers in courts and before various government agencies, including the United States Equal Employment Opportunity Commission, the California Department of Fair Employment and Housing, and the California Labor Commissioner. She has litigated all types of employment matters, including claims of discrimination, harassment, failure to accommodate, retaliation, wrongful termination, breach of contract, violation of California Family Rights Act, misappropriation of trade secrets, and wage and hour violations. Ms. Yonahara also represents clients in commercial business disputes.


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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