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Course Details

Course Information
  • smart_display Format

    On-Demand

  • signal_cellular_alt Difficulty Level

    Intermediate

  • work Practice Area

    Employment and Workers Comp

Date & Time
  • event Date

    Wednesday, May 1, 2024

  • schedule Time

    1:00 p.m. ET./10:00 a.m. PT

  • timer Program Length

    90 minutes

Credit Information

  • This 90-minute webinar is eligible in most states for 1.5 CLE credits.


  • Live Online


    On Demand

$297.00

This course is $0 with these passes:

CLE
ALL

This CLE webinar will guide counsel through all 2024 California employment law updates including increased minimum wage and leave entitlements, the required development of workplace violence prevention plans, the prohibition of discrimination based on employees' off-duty cannabis use, and the expansion of the noncompete prohibition. The panel will also offer best practices for compliance.

Faculty

Courtney McFate
Shareholder
Lane Powell, PC

Ms. McFate provides advice and counsel to management on numerous employment matters, including remote work, terminations and reductions in force, reasonable accommodations and leaves of absence under federal and state laws, employee handbooks, employment agreements, and COVID-19-related policies. She also advises on employment-related compliance, including wage and hour concerns, drug and alcohol testing, background check policies, arbitration programs, and employee data privacy and confidentiality. Ms. McFate represents management in employment litigation matters and before administrative bodies, including matters involving wage and hour disputes, harassment, retaliation, and discrimination. She is a former in-house employment counsel for a large consumer services company in California, acting as a strategic legal partner for human resources and all business units. 

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Chelsea D. Mesa
Partner
Seyfarth Shaw LLP

Ms. Mesa’s practice focuses on advising employers concerning various employment-related issues, including compliance with California and federal anti-discrimination, anti-harassment and leave laws, and other human resources practices, as well as negotiating and documenting employment and severance agreements. She also counsels clients on their employment policies, and performs trainings on all aspects of employment conduct, including California-mandated sexual harassment training, discrimination training, and training on the interplay of the Americans with Disabilities Act with state and federal leave laws. In addition, Ms. Mesa advises employers on hiring and termination decisions, including those where federal and state WARN requirements are triggered, and handling performance deficiencies and evaluations.

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Osaama Saifi
Attorney
CDF Labor Law

Mr. Saifi is an experienced litigator who has tried multiple jury trials and defended employers and company executives in litigation related to meal periods, rest periods and overtime. He focuses his practice on defending employers in wage and hour class actions and claims brought under California’s Private Attorneys General Act. Mr. Saifi also defends employers from discrimination and harassment claims brought under California’s Fair Employment and Housing Act and Title VI under federal law. He also has experience counseling both large public corporations and private companies on state and federal laws relating to personnel policies, employee handbooks, termination accommodations, COVID-19 and compensation, and conducting onsite inspections and audits.

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Description

California's new employment laws, going into effect throughout 2024, are expansive in breadth and scope--ranging from new wage and leave requirements to cannabis use to workplace violence prevention. Counsel and clients, including any who have employees in and are doing business in California, should be aware of the latest regulations to ensure compliance.

Among the more notable changes are an increased state minimum wage to $16 per hour for all employers regardless of headcount, as well as new minimum wage thresholds specific to certain industries such as healthcare and fast food.

Additionally, leave entitlements are expanded under California's sick leave law from 24 hours to 40 hours annually. And employers with at least five employees are required to provide up to five days of reproductive loss leave to covered employees.

Employers are also required to establish, implement, and maintain an effective workplace violence prevention plan, along with certain training and recordkeeping requirements, beginning July 1, 2024. And a new law extends the prohibition of noncompete clauses to any employee noncompete agreements regardless of where and when the contract was signed.

Listen as our expert panel guides counsel through the expansive new California employment regulations going into effect in 2024 and how they interact with existing regulations. The panel will also offer best practices for updating and implementing employment policies and procedures for compliance under the new laws.

Outline

  1. 2024 California employment law updates
    1. Minimum wage increases
    2. Sick and reproductive leave
    3. Noncompete agreements
    4. Cannabis use
    5. Workplace violence prevention plan
    6. 90-day rebuttable presumption for workplace retaliation
    7. Updated wage theft prevention notice
    8. Elimination of automatic stay pending arbitration appeal
  2. Local/municipal law considerations
  3. Best practices for compliance

Benefits

The panel will review these and other important issues:

  • Outside the state minimum wage increase, what specific industries are subject to new minimum wage requirements?
  • Who will be covered by and eligible for the increased leave requirements?
  • How will the expanded noncompete prohibition affect employers?
  • What employer actions are prohibited under the new laws protecting employee off-duty marijuana use? How will the laws impact pre-employment processes and drug testing? What exceptions apply?
  • How may counsel best advise employers on implementing a workplace violence prevention plan?
  • How will the 90-day rebuttable presumption for workplace retaliation affect employer disciplinary processes?