California Employment Defense Attorney Nicole Kamm will present the latest statutory changes affecting employers. The new laws govern large companies as well as those businesses or households with only one, a handful of workers. The first step in preventing employee claims and potential litigation is to stay on top of current legislation.
Nicole Kamm represents employers in discrimination, harassment, wage and hour and wrongful termination/retaliation matters. She defends clients in state and federal courts, as well as before administrative agencies governing employee rights and protections. She works with business owners and executives in very diverse industries, including start-up companies, and businesses in the retail, food service, health care, transportation and manufacturing industries.
When it comes to wage-and-hour lawsuits, there are two categories of companies in California: those who already have experience with them, and those who will soon. Wage-and-hour lawsuits – and particularly, class actions – remain big business in California. And, this area of law is especially harsh on employers, as even innocent mistakes are punished with big penalties and attorneys’ fees. Even minor “gotcha” violations can turn into bet-the-business cases if brought on a class action basis.
The silver lining is that exposure to liability on some common wage-and-hour claims can be mitigated with appropriate policies. This presentation will focus on those danger areas from which the majority of wage lawsuits arise. Participants will leave the presentation with the ability to identify common trouble spots for compliance problems, and will be able to help their companies take a proactive approach to minimizing risk related to wage-and-hour violations.
California’s employment laws are among the most pro-employee laws in the country. Employee separations – both voluntary and involuntary – carry risks in California – administrative actions and lawsuits. And, relying on an employee’s “at-will” status is not a guarantee of success against a former’s employee’s wrongful termination lawsuit. All employee separations, whether an individual employee or a mass layoff, must be carefully thought through in advance and carried out with equal measures of tact and firmness. Offer letters, employee handbooks, personnel files, and severance agreements require serious consideration and, if needed, updating, because employee separation is a serious thing in California.
Is your business up to date on all of the recent changes in California employment law? Come learn what these changes mean for your business, during our 2014 Employment Law Update presentation. Brian Koegle, from Poole & Shaffery, LLP will provide insight and practical suggestions which will assist you in bringing your company into compliance. Among the topics to be covered are:
• A review of the 2014 legislation, case law and administrative decisions affecting employers;
• An update on wage and hour laws, meal and rest period requirements, overtime compensation and calculations, reasonable accommodation laws and employee privacy, among other issues; and,
• An overview of upcoming and anticipated legislative changes and court cases for 2014.
In the wake of the Navy Shipyard shooting and other recent tragedies, the presentation will focus on identifying and responding to potential workplace violence situations while remaining in compliance with the bevy of applicable employment laws (Americans with Disabilities Act, Family Medical leave Act, Genetic Information Nondiscrimination Act, Occupational Health and Safety Act, etc.) and avoiding liability to both the potential perpetrator, employees, and third parties for negligence, defamation, and other common law torts. The presentation will provide a brief background on the common factual issues and laws in play, followed by a discussion of practical steps for employers and their legal representatives to implement to maintain a safe workplace and minimize the risk of liability.
Wage and hour class actions continue to sweep through the country and are now the leading type of class action filed nationwide representing 91% of all employment law class actions. These cases are attractive to plaintiffs’ lawyers and devastating to employers because they often result in massive awards or settlements in the tens of millions of dollars.
As employers are learning to comply with the basics of the law, employee claims are targeting new practices that many employers have not considered. This program focuses on identifying these hot button issues and the steps employers should be taking to resolve them now.
Your timekeeping and payroll systems can be your worst enemy or your best friend – generating documents that can make an overtime lawsuit impossible to win, or documents that will establish employees were paid for all hours worked at the correct overtime rate. Particpants in this session will learn from a former Administrator of the U.S. Department of Labor's Wage and Hour Division how to uncover the overtime violations that may be lurking in their company's timekeeping and payroll systems, including rounding violations, unpaid pre- and post-shift time, improper deductions, and regular rate violations. Particpants will also learn of best practice processess for preventing those violations.
What are the new enforcement tools available to OSHA, and how to they impact safety and health program management? This webinar will review OSHA's new and ongoing enforcement initiatives and policy documents that impact safety and health programs for companies doing business in the United States. The session will include: settlement requirements and strategies, national emphasis programs, the new regulatory agenda and pending legislative changes in Congress, whistleblower enforcement, SVEP and corporate-wide settlement requirements, and changes to OSHA's controversial Voluntary Protection Program. Learn the latest information to help avoid citations and costly civil penalties, and improve safety compliance. The stakes have already gotten higher and there are new regulatory compliance challenges just around the corner!
Every day brings news of the latest law involving employers’ use of background checks. The Equal Employment Opportunity Commission has intensified its scrutiny of hiring practices, exposing employers to greater risk of discrimination lawsuits.
Armed with real-world examples, EmployeeScreenIQ’s Jason Morris will examine the changing legal landscape that employers must operate against. Jason addresses these new guidelines along with the “ban the box” legislation. Jason also speaks to the controversy surrounding employers’ use of social networking sites like LinkedIn, Facebook and Twitter to influence hiring decisions.
Organizations shouldn’t be dissuaded from executing background checks, but these new guidelines underscore the need for employers to be vigilant in their compliance measures.
Are you at risk? Forty-three percent of employers plan to hire temporary and contract workers in 2013, up from thirty-six percent last year, according to CareerBuilder's annual job forecast. However only thirty-five percent of these companies report they screen these workers—leaving them at risk for negligent hiring lawsuits if they have not done due diligence in verifying that contractor’s history. According to Human Resources Management, the average settlement of a negligent hiring lawsuit is nearly $1 million. Employers that go to court for negligent hiring lose the case 79% of the time. Attend this session to learn the five easy steps a you can take to screen your contractor, vendor or temporary help to hold them to the same standards as your employees.