Pre-conference Workshops

Get even more out of your CELU experience when you register for optional pre-conference workshops, conducted Wednesday, October 11. Each workshop targets a single management challenge in depth and detail, giving you a comprehensive set of solutions to apply at your organization. Participate in a morning or an afternoon session, or choose one of each for maximum value!

Wednesday, October 11 | Pre-Conference Workshops

California Recordkeeping Round-Up: Best Practices for Paper and E-Storage, Meeting Mandatory Notice, Posting, and Policy Drafting Requirements, and More
Presented by Brandon Takahashi, Esq. and Anthony McClaren, Esq. of ADLI Law Group
8:30 – 11:30 a.m.

Recordkeeping—in both paper and electronic formats—is something California HR professionals should continuously address, as each year brings about updated recordkeeping requirements that add to the laundry list of existing recordkeeping requirements you must meet under state and federal laws. And, recordkeeping is just one piece of the compliance pie. You’ve also got to ensure that you’re up to date on mandatory workplace postings and that you are distributing written notices to employees as required by state and federal law. On top of that, you’ve got to ensure that you have policies in effect to keep up with new legislative requirements.

This pre-conference workshop is your one-stop shop for all things related to employment recordkeeping, mandatory posting and written notice requirements, and policy drafting tips in light of new and existing California and federal requirements.

You’ll learn:

  • The key recordkeeping updates you’ll need to make for the coming year based on recently enacted and pending legislation
  • Best practices for digital recordkeeping and what you must still keep in paper format—and for how long under state and federal law
  • Mandatory notices you must post for your workforce, including recommendations on where to post them
  • Which employers AB 2337 impacts and the new obligation this law creates to provide notice in writing, both at the time of hire and upon request, to take time off for matters related to domestic violence or stalking
  • Mandatory written notices and forms that must be distributed to new hires and additional notices that must be provided in writing when certain events occur such as upon termination or changes in rate of pay.
  • The rundown of wage and hour recordkeeping requirements you face, the biggest compliance trouble spots to watch out for, and successful approaches to time records that show non-exempt workers’ meal and rest breaks and commission sales agreement requirements
  • Best practices for complying with AB 2535, which revised California Labor Code Section 226, and relates to your itemized wage statements
  • Tips on how to draft a written discrimination and harassment policy that complies with the Department of Fair Employment and Housing’s recently enacted regulations

Workplace Investigations in California: Your Action Plan for Probing Complaints, Interviewing Witnesses, Reaching Reasoned Conclusions, and Taking Effective, Legal Action
Presented by Rebecca Speer, Esq., Speer Associates
1:00 – 4:00 p.m.

In your HR role, you are legally required to thoroughly investigate complaints of unlawful conduct that cross your desk, even when a complaint seems to lack merit. You need to do it in a timely manner, but if you act too quickly, you run the risk of cutting key corners. The secret to conducting a successful inquiry lies in preparing your approach to an investigation before a complaint ever hits your desk—because as you well know, in HR it’s never a question of if, but when.

This pre-conference workshop will bring you up to speed on how to conduct efficient, effective, legally compliant workplace investigations here in California.

You’ll learn:

  • What to do first when an employee comes to you with a complaint or allegation
  • How to handle those common requests for “complete confidentiality” and “I don’t want you to do anything about this, but…”
  • What you should and shouldn’t do before the investigation is concluded
  • How to separate a complainant and the alleged wrongdoer without inviting retaliation claims (from either side)
  • Interviewing tips to help you get to the truth
  • Strategies for resolving those “he said, she said” situations
  • When you should consider engaging an outside investigator
  • How to successfully bring “closure” once you complete an investigation, and mitigate legal risks under the Fair Employment and Housing Act (FEHA) and other California or federal laws