In the final days of the 2017 legislative session, California has passed a variety of new employment laws, everything from a statewide “ban the box” law to parental leave for small employers and requirements for how employers respond to immigration worksite enforcement. This continues the tide of new employee-friendly laws in the Golden State. This webinar will review the compliance obligations for companies doing business in California, as well as discuss the practical impact of these new laws and best practices for avoiding potential employment-related claims.

Participants in this webinar will learn about the following:

• Statewide ban the box law limiting inquiries into an applicant’s criminal history
• Prohibition against considering an applicant’s salary history
• Expanded protections for transgender workers including prohibition against transition discrimination, grooming and dress standards, and access to bathrooms and other facilities
• Required supervisor training on gender identity and sexual orientation harassment
• Requirements for the handling an immigration agency’s request to enter the workplace or seek employment records
• Civil penalties increased for retaliation against medical staff employees
• Liability imposed on construction contractors arising from their subcontractors’ wage violations
• Current minimum wage requirements both statewide and on local level
• New employment ordinances adopted by San Francisco and Los Angeles, among other municipalities

The webinar will also address compliance obligations including evaluating current personnel practices and updating job applications, employee handbooks and training protocol.

Who Should Attend

HR professionals, managers and in-house counsel.

Speaker(s)

Andrew J. Sommer

Andrew J. Sommer is a partner with the national Labor and Employment Practice at Conn Maciel Carey LLP, based in California. His practice is focused on representing employers in all aspects of the employment relationship.

Mr. Sommer counsels clients on issues related to leaves of absence, wage and hour compliance, proper classification of independent contractors, prevention of harassment and discrimination, effective employment policies and procedures, developing compliant employee handbooks, and investigations. He also defends employers in individual and collective actions at both the federal and state level, including matters related to disability discrimination, whistleblowing and wage and hour violations.

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