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California Employee Handbooks for 2020: How to Update Your Policies to Comply with Newly Enacted Requirements -  On-Demand

California Employee Handbooks for 2020: How to Update Your Policies to Comply with Newly Enacted Requirements - On-Demand

Product Code: YCWA112119A

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California Employee Handbooks for 2020: How to Update Your Policies to Comply with Newly Enacted Requirements - On-Demand

Webinar now available On-Demand.


WEBINAR SNAPSHOT: Learn how to update your employee handbook so it’s in compliance with new laws for 2020.



The Golden State is probably the most employee-friendly in the nation when it comes to laws and regulations that impact employers, who need to stay on top of new regulations. When it comes to updating the employee handbook for California employers, it’s essential to be clear on what needs to be in the handbook—and what needs to stay out.

Recently, California created requirements for employers to post a notice explaining the provisions of the New Parent Leave Act (NPLA) and the California Family Rights Act (CFRA) if the employer is covered by these acts. This is a change from when only employers with 50 employees or more had to post these notices. Now, employers with 20 to 49 employees must post the new notice, and employers with 50 or more employees will need to update their existing notice.

In 2019, Californians saw some changes in California laws affecting employees, and that should be top of mind when updating the employee handbook. Granted, California is an “employment at will” state, meaning employers may terminate an employee for any reason except where there’s a contract or another binding agreement. 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.

Use this on-demand webinar to get expert legal advice from an experienced California employment attorney on what you need to include—and what to leave out of—your employee handbook.

You’ll learn how to:

  • Craft an employee handbook that covers the policies you need to share
  • Make changes in last year’s handbook that align with new and coming state and federal regulations for 2020
  • Ensure that you have reviewed your handbook and employee benefits if your employee workforce is expanded following the enactment of AB 5 (re: ABC test for independent contractor classification)
  • Update your anti-discrimination policy to include the newly expanded definition of race under the new California Crown Act
  • Revise your harassment prevention policy to reflect the new deadlines for training regular employees, and for training seasonal, temporary, or other employees that are hired to work for less than 6 months
  • Avoid having statements that can be interpreted in ways to harm you
  • Recognize exactly what to include in your handbook—including a disclaimer to ensure the handbook may be changed at any time
  • Include correct language to protect you legally—including an integrated at-will agreement
  • Double check to make sure the most obvious policies are still included where they need to be
  • And much more!

About Your Presenter

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

Cathleen Yonahara 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. Yonahara also represents clients in commercial business disputes.

In addition to her litigation practice, Yonahara also provides advice and counseling to employers on all aspects of the employment relationship in order to avoid potential legal disputes. She advises employers on the myriad legal requirements facing California employers including anti-discrimination and harassment laws, family and medical leave laws, wage and hour compliance, and proper classification of independent contractors and exempt employees. She conducts audits of her client’s employment practices, policies and agreements to ensure compliance with federal and state employment laws, and drafts employee handbooks and personnel policies, and employment, arbitration, confidentiality and severance agreements.

Yonahara serves as the Assistant Editor to the California Employment Law Letter, a semimonthly newsletter focused on current labor employment cases in California. She is a nationally recognized speaker and trainer on all aspects of the employment relationship.