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HR Comply California 2019

HR Comply California 2019

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HR Comply California

Los Angeles | October 7-9, 2019

HR Comply California 2019, formerly California Employment Law Update (CELU), is the state’s leading human capital management conference for California HR professionals, executives, and in-house counsel. The superior content delivered by labor and employment attorney presenters at HR Comply California, will help you get ahead of workplace policy updates with a one-stop, comprehensive overview of breaking state-specific updates and proven best practices for complying with California's strict requirements.

Attend to access proven strategies for:

  • Preventing sexual and other harassment claims 
  • Accurately managing overtime compensation, travel, and on-call and more under FLSA and DSLE rules 
  • Mitigating intermittent and reduced-schedule leave to curb FMLA/CFRA abuse 
  • Legal employee drug testing policies – including employer limitations and rights concerning marijuana in the workplace 
  • Determining how and when to use arbitration agreements in California 
  • Updating your employee handbook to comply with the latest state and federal legal and regulatory developments 
  • Complying with the new Immigrant Worker Protection Act (AB450) to avoid civil penalties of up to $10,00 per violation 
  • Avoiding state and federal tripwires when terminating employees in California 
  • Ensuring your job applications don’t violate AB 168’s ban on salary history inquiries 
  • And more!

Who Should Attend?

  • Senior HR professionals who need to know what’s on the forefront of workplace law so they can ensure future business success
  • HR professionals seeking actionable guidance on complex workplace management issues.
  • HR managers who must manage risk and ensure compliant policies and procedures.
  • HR practitioners looking for an overview of the laws that impact their work and for an expert to answer their questions.


Monday, October 7| Pre-Conference Workshops

Continental Breakfast
7:30 a.m. – 8:30 a.m.

Wage and Hour Audits: The Most Costly Trouble Spots to Find and Fix Before the DLSE or Feds Do
8:30 – 11:30 a.m.
Who’s entitled to travel pay under California Labor Code and accompanying Division of Labor Standards Enforcement (DLSE) regulations? And when? Should that meal or rest break be compensated? How can you tell? And, are you sure your exempt employees really aren’t entitled to overtime pay?  Lots of questions with sometimes rather complex answers given the voluminous state and federal regulations that govern employee compensation in California. This comprehensive pre-conference workshop will cover:

  • The key factors that determine when travel time or on-call time can be considered compensable work time
  • How California laws differ from federal regulations regarding travel, on-call time, and overtime exemptions – and what you need to know to stay compliant
  • How to tell what’s work time and what isn’t through examples addressing commuting, travel to job sites, overnight travel to another location, conferences, and more 
  • How overtime pay rates should be calculated, and who they apply to
  • Penalties for mandatory meal and rest break violations and when waivers may apply
  • Best practices for drafting wage and hour-related policies that comply with the Fair Labor Standards Act and DLSE regulations


Opioids and Marijuana in CA: Employer’s Rights and Responsibilities When Hiring, Disciplining, and Terminating
1:00 – 4:00 p.m.
This intensive pre-conference will walk you through the employment lifecycle—from pre-hire drug screenings to random drug testing during work time. The goal of this workshop is to prepare you for the myriad compliance and practical predicaments that often arise when employees are “using”—often for perfectly legitimate, and legally proscribed reasons. You’ll learn:

  • Pre-employment drug screening pitfalls to avoid
  • When it’s legally acceptable to revoke a job offer based on positive drug test results
  • What you can and can’t do concerning off-duty drug usage
  • Signs that an employee may be impaired or otherwise under the influence of marijuana or a prescription medication—and what you should do in that case
  • How to balance legal and safety concerns
  • How to legally discipline and terminate employees who are using drugs



Main Conference

Registration & Breakfast
7:00 a.m. – 7:55 a.m.

Welcome Remarks
7:55 a.m. – 8:00 a.m.

Hot Topic Lightning Round Talks
8:00 a.m. – 9:15 a.m.
HR Comply CA kicks off with three dynamic and timely talks tackling some of the most interesting workforce challenges facing California employers right now.

Toxic Personalities at Work: How to Make Legally Sound Decisions about Performance Improvement and Discipline
8:00 a.m. - 8:20 a.m.
Managing difficult and potentially toxic employees is a source of angst for HR professionals here in California and nationwide. But, there are ways you can proactively coach and discipline to yield better results from employees who seem to always be embroiled in workplace conflicts. HR Comply CA kicks off with an energetic talk designed to give you tips on how to improve performance and minimize legal risks under state and federal law when you need to coach, document, discipline and/or terminate problematic employees.

Blockchain: The Top Uses for HR and the Legal Risks to Watch Out for
8:25 a.m. - 8:45 a.m.
Under AB 2658, which was recently signed into law, a working group will be assembled to study how blockchain may impact California businesses and state government. While specific regulations of blockchain and associated privacy risks have yet to be established, blockchain is making its mark on the world. How will it impact HR functions and services? And what are the legal risks you should be prepared to pay attention to? This Hot Topic Power Talk will brief you on this and more.

Independent Contractor or Employee? The Practical Impact of Dynamex and Key Considerations if AB  71 or AB 5 Become Law
8:50 – 9:10 a.m.
In Dynamex Operations West Inc. v. Superior Court, the California Supreme Court developed a test for determining independent contractor status. In the aftermath of the court’s ruling, lawmakers on opposite sides of the issue have been making strides to address it: AB 71 seeks to replace the “ABC” test for determining contractor status with a specific multifactor test whereas AB 5 would officially codify the court’s test into the state’s code. Right now, it’s important for California workplaces to understand how the Legislature’s ultimate action on the issue will impact the relationship employers have with freelancers and other contract workers—and this talk will keep you up to date on the practical implications of these two tests for determining contractor status.

On the Record: Inside Look at How the Latest California and Federal HR Laws, Court Rulings and Regulations Impact Recordkeeping and Workplace Policies
9:15 a.m. – 10:30 a.m.
How will employment-related legislative, regulatory, and case law developments at the state and federal level impact California workplace policies and practices for the rest of 2019 and into 2020? You’ll get the answer during this concise, comprehensive session designed to brief you on the most critical updates California HR managers should know about. Plus, you’ll learn:

  • Mandatory California employee handbook updates you should make for 2019
  • The most noteworthy state and federal court rulings that impact your California employment practices
  • Essential HR recordkeeping practices to follow for the new year
  • And much more!


Networking and Refreshments Break
10:30 a.m. – 10:45 a.m.

Attracting Top-Tier Talent: How to Cultivate a Competitive and Compliant Sourcing, Advertising, and Vetting Strategy
10:45 a.m. – 12:00 p.m.
Are targeted job ads on Facebook and other social media platforms legal? Could predictive analytics used in hiring lead to discrimination lawsuits, and if so, how? Also, what are the current legal tripwires to watch out for when conducting background screenings on your applicants? These are just a few questions that California employees need to know the answers to.  And, in today’s competitive arena for talent, it’s equally important to ensure that your candidate experience during the sourcing, vetting, and interviewing process is designed to attract top talent. This eye-opening session will cover:

  • Legal ways to advertise and recruit for talent on social media, without violating the Age Discrimination in Employment Act (ADEA), the Fair Housing and Employment Act (FEHA), or other state or federal laws
  • Predictive analytics-based legal pitfalls to avoid when recruiting talent
  • The biggest mistakes tied to criminal history-related inquiries, salary, and more that can expose employers operating in California to significant legal liability during the application and background check processes
  • Prohibitions on salary history inquiries—and what you must do under AB 168 and AB 2282 if an applicant asks for pay scale information
  • How to create a candidate experience that your competitors will envy without sparking legal risks under state and federal antidiscrimination laws


Networking Lunch
12:00 p.m. – 1:00 p.m.

Dollar for Dollar: What You Should—and Shouldn’t Do—to Ensure Pay Equity and Avoid Gender Discrimination Claims under Title VII and FEHA
1:00 p.m. – 2:15 p.m.
California is just one of several states and municipalities (including San Francisco) that has passed pay equity legislation. Such legislation generally has a two-prong goal: to take previous salary or compensation out of the equation when organizations are determining what to pay a given candidate; and to ensure equal pay for the same or comparable work. Statistics show that women earn 80.5 cents for every dollar a man makes across nearly all occupations. The legislation in effect here in California and elsewhere seeks to eradicate that 20-percent wage gap, but what are the steps employers should be taking to audit their own pay practices to uncover unwarranted wage gaps—and what steps should they legally take to achieve pay equity across their positions and their organization? This session will explain: 

  • Your obligations under state law and municipal ordinances to ensure pay equity—and which local cities are likely to pass similar legislation
  • How to determine whether work is “comparable” or “substantially similar”—and whether and when some variation in pay is permitted when employees are performing such work
  • Whether things like geography, seniority and merit systems, compensation based on earnings by quantity or quality of sales, education, training, experience, and travel factor into whether a job is substantially similar
  • Tips for conducting your pay practices audit to correct gender-based disparities, including how to:
    • Evaluate starting pay across job categories
    • Standardize your policy for salary increases and promotion
    • Ensure that merit-based pay systems are based on objective, relevant criteria as part of a formal weighing or scoring system
    • Determine if some variation in pay will still be permissible for employees performing comparable work in certain instances
    • Avoid legal missteps if you discover pay disparities—and what the law expressly prohibits employers from doing if they discover a pay disparity exists, and recommended strategies for legally “leveling up” lower wage earners
  • Affirmative defenses to equal pay claims brought under California law
  • And more!


Networking and Refreshments Break
2:15 p.m. – 2:30 p.m.

Paid Family Leave, Sick Time and PTO: How to Ensure that Your Policies Line Up Under Existing and Proposed California Laws
2:30 p.m. – 3:45 p.m.
California has been a trailblazer in the push to provide paid leave to the workforce. For instance, under state law, new and expectant parents are entitled to wage replacement benefits up to 70 percent of their pay for up to six weeks of family leave. And, municipalities across the Golden State seek to push the envelope even further—take Los Angeles, for example, where the city council is considering a proposal for 18 weeks of paid parental leave. Also, recently enacted SB 1123 will expand paid family leave for active military duty members. In the case of domestic violence, an employee may use available paid time off, including sick leave, due to injuries or when seeking medical care. Suffice to say, there is a web of paid leave compliance obligations California employers must be ready to navigate. This session will keep you up to date on the latest paid sick and family leave requirements under state and local law.

Disability, Leave, and Lactation Accommodation Requests: Your Duties and Rights under ADA/FEHA, FMLA/CFRA, AB 1976, and Other Applicable Laws
3:50 p.m. – 5:05 p.m.  
This session will explore common—but often complex—issues employers encounter and how to analyze whether and what accommodations must be granted under state and federal law concerning:

  • Physical disabilities due to injury or illness, as well as mental impairments, such as anxiety, bipolar disorder, and depression
  • Pregnancy, as well as lactation to ensure compliance with AB 1976
  • Leave as accommodation to recover from a transitory impairment
  • When you can legally discharge an employee out on leave due to a disability
  • And much more!


Day 1 Adjourns
5:05 p.m.

Wednesday, October 9 | MAIN CONFERENCE

7:00 a.m. – 8:00 a.m.

Breakfast and Learn
7:30 a.m. - 7:45 a.m.

New Challenges in Defending Sexual Harassment Claims: How to Avoid Hostile Work Environment Claims under FEHA and Foster a Culture of Respect to Minimize Risk
8:00 a.m. – 9:00 a.m.
Employers operating here in California may have a tougher time avoiding liability for unlawful harassment under the Fair Employment and Housing Act (FEHA). A host of new laws have gone into effect addressing harassment in the workplace, and perhaps most notably SB 1300—which may make it much harder to obtain summary judgment in the event you’re sued for sexual harassment. This session will cover:

  • The increased scrutiny workplaces may now face when an employee claims a single instance of harassment created a hostile work environment under SB 1300
  • How SB 820—the Stand Together Against Non-Disclosure Act—and AB 3109 impact how settlement agreements should be drafted, and what release of harassment claims should no longer include
  • What’s permissible to say under AB 2770 if asked about whether you would rehire a current or former employee and whether not rehiring that individual was based on harassment-related matters
  • The increased sexual harassment training requirements now in effect here in California
  • Signs your workplace culture could be a breeding ground for harassment and successful ways to change it for the better

Job Descriptions: Key Drafting and Updating Strategies to Protect Your Organization Against Legal Liability
9:10 a.m. – 10:25 a.m.
Writing and updating job descriptions can seem like a tedious—and never-ending—task for HR. But, it’s a crucially important one. If a job’s essential functions are poorly defined or outdated, it can be difficult to achieve full compliance with the Americans with Disabilities Act (ADA) or the Fair Employment and Housing Act (FEHA). This means well-written and up-to-date job descriptions are critical when it comes to recruiting, promoting, and classifying employees, conducting performance reviews, and providing reasonable accommodations to the California workforce. This session will prepare you for drafting and updating job descriptions that accurately define exactly what the job is. You’ll learn how to:

  • Separate the job description from the individual currently performing the job (the two can oftentimes be very different)
  • Use correct language and learn what to keep in and what to leave out
  • Review and update existing job descriptions—don’t simply rely on older versions
  • Define the “essential functions” of each position
  • Use job descriptions in assessing whether to hire or promote, based on an individual’s skill set
  • Create job descriptions that will support the interactive process when evaluating requests for reasonable accommodations under the ADA/FEHA
  • Correctly classify employees and avoid legal issues regarding overtime under federal and state law

Networking and Refreshments Break
10:25 a.m. – 10:45 a.m.

Putting FMLA/CFRA Certifications to Work for You: How to Effectively—and Legally—Combat ‘Monday/Friday’ Syndrome and Intermittent/Reduced-Schedule Abuse
10:45 a.m. – 12:00 p.m. 
The federal Family and Medical Leave Act (FMLA) is a voluminous maze of confusing regulations—and the California Family Rights Act (CFRA) is equally complex. In fact, it’s generally worse. So, when you suspect an employee of working the system by calling in unexpectedly, showing up late to work, and/or otherwise hiding behind their right to take protected intermittent or reduced schedule leave, what can you do? This is a question that continuously plagues employers both here in California and nationwide. Fortunately, there are several things you can legally do when you suspect that an employee is abusing the right to take protected FMLA/CFRA leave. This session will show you precisely what to legally do to prevent and curb FMLA/CFRA abuse. You’ll learn:

  • How FMLA and CFRA intersect with other California leave laws—so you’ll know precisely what you can and can’t do to prevent someone from taking leave
  • Why the medical certification could be your best defense when you seek to deny leave when you believe an employee is working the system
  • Best practices for obtaining the medical documentation to discern whether a California employee is entitled to protected leave
  • What you legally may do—and should never do—to try and thwart abuse of the family and medical leave system
  • How to navigate California’s stricter requirements concerning medical opinions


Conference Closes
12:00 p.m.


Doubletree Los Angeles Downtown

Doubletree Los Angeles Downtown
120 South Los Angeles Street 
Los Angeles, CA 90012

Pricing Details

Main Conference:

  • Advanced Early Bird Rate | $999 — Expires May 7, 2019 
  • Early Bird Rate | $1099 — Expires July 7, 2019 
  • Retail Pricing | $1199
  • Materials Only | $479.60

Preconference Workshops:

  • AM/PM Workshop | $299 each
  • Both AM/PM Workshops | $499 (Save $99!)

Special Discounts:

  • Military, Government, & Previous Attendees — Take an Extra $50 Off
  • Send a Team of Five or more and save an additional 20%! (Your discounts will automatically calculate in your cart.)

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