California HR Compliance 101 - For New HR and Non HR Managers


Instructor: Teri Morning
Product ID: 703957

  • Duration: 90 Min
This webinar will offer attendees updates on California employment laws including leaves for employees. It will also highlight common problem areas relating to Wage and Hour in the state, the 12 essential elements of documentation, and accommodations in CA among other key topics.
Last Recorded Date: Jan-2020


1 Person Unlimited viewing for 6 month info Recorded Link and Ref. material will be available in My CO Section
(For multiple locations contact Customer Care)

1 USB is for usage in one location only. info CD/USB and Ref. material will be shipped within 15 business days
(For multiple locations contact Customer Care)



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Read Frequently Asked Questions

Why Should You Attend:

Knowing what to do in increasingly complicated employee situations can be difficult for even seasoned CA managers, especially if a manager has never had training. For a new manager these problems are intensified. For a new CA HR Manager this becomes a bigger problem as HR advises not just one manager but all managers throughout an organization.

Nevertheless, by the time an employee problem reaches HR, a level of liability has often been created; even more so true in CA. How an employer handles such problems, can either limit or increase liability. Further exacerbating the problem is that managers often inherit a dysfunctional department and/or are promoted to supervise those with whom they once were coworkers.

In an increasingly complicated world of employee compliance in which HR struggles just to keep abreast of new developments, not teaching managers the basics can be costly. In CA, it can be damagingly costly. After all it’s the managers who interact with employees on a day-to-day basis and every day is an opportunity for problems to arise that a manger was never trained in how to address. In CA, even routine situations such as denying a seemingly simple request for a few days off can blow up into claims of a denied request for protected leave.

If an HR Dept. in CA doesn’t know how to recognize or fix problems, what can be solved as a mere miscommunication in many parts of the country, can quickly turn into a costly lawsuit in CA. With this in mind, the instructor will take attendees through best practices to prevent litigation and general dysfunction by ensuring compliance with the state’s HR laws.

Areas Covered in the Webinar:

  • Leaves in CA. There’s a lot of them.
  • Accommodations in CA. Not just a disability but a condition…
  • Basics of wage and hour in CA. Why Wage and Hour is problematic in CA. The major problem areas.
  • DOSH, better known as Cal/OSHA and what you need to know.
  • Managing from Day One – Using the 4 tools of a manager; coaching, performance reviews, performance improvement plans and discipline.
  • The 12 elements of documentation.
  • What to do if someone is struggling doing their job for whatever the reason – having a process.
  • Preventing harassment, bullying and general dysfunction.
  • What to do with employee complaints.

Recently Asked Questions:

  1. What is the consequence if an employee hasn't attended the required sexual harassment training within 6 months of employment?
  2. Does the ABC test (for AB 5) to assess employee vs Independent contractor apply to staffing agencies?
  3. How do we ensure a client whom we do not see, have access to the site, supplies things such as location break rooms? And also how do we ensure as a staffing agency that their site is free from hazards and safe when we do not go to the site?

Who Will Benefit:

  • New HR staff
  • Front line managers
  • Department managers
  • Anyone newly promoted to a management position
  • Managers who were promoted from within their companies
  • Small business owners
Instructor Profile:
Teri Morning

Teri Morning
President and founder, Hindsight Human Resources
  • Teri Morning, MBA, MS specializes in solving company "people problems" and providing big company style HR service to small business.
  • Teri has enjoyed consulting with employers on their problems and trained managers and employees for over 20 years, meeting and working with employees from all types of businesses. She has twenty+ years human resource and training experience in a variety of fields, including retail, distribution, architectural, engineering, consulting, manufacturing (union), public sector and both profit and non-profit companies.
  • In addition to a MBA, Teri has a Master's degree in human resource development with a specialization in conflict management.
  • Teri was certified by the state of Indiana in mediation skills, and Teri is currently certified in project management and it management and qualified as a Myers Briggs practitioner. Teri has held the PHR, SPHR, SPHR-CA and SHRM-SCP certifications.
  • Teri also sources HR software solutions for incident tracking, employee relations, safety (Incident Tracker), compensation (Compease) and performance management (Performance Pro).

Topic Background:

CA is known for having many complicated state leave laws that in many cases, offer protections to employees greater than federal law. In many states, employees struggle to get leave for medical conditions. However, in CA there is very likely a leave to provide protection in most circumstances and to cover most employees. For example when regarding pregnancy in California, along with the federal Family and Medical Leave Act (FMLA), CA employers must consider both state and federal laws, such as the California Family Rights Act (CFRA), and the California Pregnancy Disability Leave (PDL). Plus, while the FLMA has eligibility restrictions, the California Pregnancy Disability Leave has no minimum requirement for number of hours or years worked to be eligible. Therefore, pregnancy in particular is very easy for an employer to conflict with CA regulations.

Because in CA it’s not just medical condition that offer opportunities for leaves. For example in Emeryville, the City leave allows working people to use paid sick leave to provide care for some working dogs such as signal, service, and guide dogs. An employer might be required to provide leave for voting, literacy education, some parent/teacher conferences and organ and bone marrow donation. CA laws defining family relationships are often broader for eligibility than those under federal laws, and some leaves don’t restrict leave to be taken for medical conditions of the employee or a family member, but instead can be taken in regards to a designated person.

Crime victims and those whom have to testify as witnesses regarding crimes toward others may be able to take leave. Victims of domestic violence, stalking or sexual assault, may very likely have leave options and accommodations available to them.

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Refund Policy

Registrants may cancel up to two working days prior to the course start date and will receive a letter of credit to be used towards a future course up to one year from date of issuance. ComplianceOnline would process/provide refund if the Live Webinar has been cancelled. The attendee could choose between the recorded version of the webinar or refund for any cancelled webinar. Refunds will not be given to participants who do not show up for the webinar. On-Demand Recordings can be requested in exchange. Webinar may be cancelled due to lack of enrolment or unavoidable factors. Registrants will be notified 24hours in advance if a cancellation occurs. Substitutions can happen any time.If you have any concern about the content of the webinar and not satisfied please contact us at below email or by call mentioning your feedback for resolution of the matter. We respect feedback/opinions of our customers which enables us to improve our products and services. To contact us please email [email protected] call +1-888-717-2436 (Toll Free).




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