Most employers know that employees may need to be accommodated from time to time for various reasons. Often this is because of an employee’s disability or medical condition. It is important for employers to understand and comply with how the courts and various federal and state regulatory agencies define accommodations, as well as learn what their rights and obligations are regarding: (1) engaging in the interactive process;

Summary of Program

Administering leaves of absence and disability accommodations in California can be very challenging. California has a paid sick leave law and numerous other leave laws and wage replacement benefits that interact with one another. To properly administer leaves and accommodate employees, employers need to understand the various types of leave/accommodations available, who is eligible under what circumstances, how to interact with an employee on a leave, and what obligations an employer has when leave is exhausted.

Mandatory AB 1825 Sexual Harassment Prevention Training

The regulations regarding California’s Mandatory Sexual Harassment Prevention Training for supervisors require that certain employers provide training to their supervisors every two years.

The Labor and Employment Group at Weintraub Tobin is offering a two hour in-person training session that will comply with all the requirements outlined in the regulations including things like:

• An overview of sexual harassment laws
• Examples of conduct that constitute sexual harassment
• Strategies to prevent harassment in the workplace
• Lawful supervisory responses to complaints of harassment in the workplace
• Training on prevention of “abusive conduct”

In January of 2017, the Weintraub Tobin and Park Terrace Swim and Tennis communities lost a cherished member, Jimmy Kvarme, to cancer. Jimmy grew up swimming and playing tennis at Park Terrace, and now Park Terrace dedicates its annual tennis tournament to Jimmy’s memory and to raise money to support the V Foundation for Cancer Research, the Montana Academy Foundation, and local high school tennis teams.

Join attorneys from Weintraub Tobin’s Workplace Investigations Unit (Lizbeth [“Beth”] West and Meagan Bainbridge) for a hands-on training where they will discuss the fundamentals of an effective workplace investigation. Examples of topics to be discussed include:

• The duty to investigate
• Selecting the right investigator
• The importance of clear investigative scope
• Conducting effective witness interviews
• Synthesizing facts and assessing credibility
• Recognizing and eliminating biases and moral judgments
• The components of a meaningful investigation report

Who should attend:

• In-house HR Professionals
• In-house EEO Officers
• Attorneys
• Licensed Private Investigators

Date &

Summary of Program

Unfortunately, both single-plaintiff and class-action wage and hour lawsuits continue to plague California employers. Often employers are sued because of technical violations that occur simply because the employer is unaware of its legal obligations. The various federal and state wage and hour laws that govern the workplace can be difficult to understand. This seminar will discuss the nuts and bolts of wage and hour compliance for non-exempt employees in California.

Summary of Program

With the ever-increasing number of claims filed with the Department of Labor and California Labor Commissioner for unpaid overtime, and the increasing number of wage and hour class action lawsuits, the importance of correctly classifying employees as exempt or non-exempt is clear. This seminar is designed to help employers and HR professionals gain a more thorough understanding of the various exemptions available under California law and learn how to conduct an exemption analysis in order to reduce potential liability.

Summary of Program

The risks involved in misclassifying a worker as an independent contractor rather than an employee have always been serious. A number of federal and state agencies regulate the proper classification of workers and have the authority to impose significant monetary and non-monetary sanctions against employers who get the classification wrong. In 2018, the California Supreme Court issued a decision that made independent contractor status even harder to establish under some circumstances –

Brendan Begley will be speaking at The Rutter Group and the California Judges Association’s Employment Litigation 2019: Facing Workplace Realities in Divisive Times on Saturday, February 23, 2019 at Hilton Los Angeles/Universal City.

Highlights include Sexual Harassment and Retaliation, Wage and Hour, PAGA, New California Rules of Professional Conduct (eff. 11/1/18), A Conversation with Calif. Supreme Court Justices Ming W. Chin and Leondra R. Kruger.

Brendan spearheads the firm’s Appeals and Writs group and is a member of the firm’s labor and employment,

Jo Dale Carothers, Ph. D. and Shareholder at Weintraub Tobin, will speak at the upcoming Knowledge Group webcast entitled “Addressing and Identifying Challenges in Patenting Machine Learning Algorithms.”

Date and Time:
The event will take place on Tuesday, January 22, 2019 at 12:00 Pacific/3:00 Eastern.

About the topic:

The proliferation of artificial intelligence (AI) and other technological developments such as machine learning algorithms have fundamentally changed traditional processes in today’s society.

Join the attorneys from Weintraub Tobin’s Labor and Employment Group as they discuss important legal developments from 2018 and review a number of new laws facing employers in 2019.

Program Highlights:
• New Federal and State Legislation and Court Cases
• Developments in Harassment, Discrimination and Retaliation Law
• Leaves of Absence and Reasonable Accommodations
• Wage and Hour Laws
• Arbitration and Class Actions
• NLRB

Date &

Join the attorneys from Weintraub Tobin’s Labor and Employment Group as they discuss important legal developments from 2018 and review a number of new laws facing employers in 2019.

Program Highlights:
• New Federal and State Legislation and Court Cases
• Developments in Harassment, Discrimination and Retaliation Law
• Leaves of Absence and Reasonable Accommodations
• Wage and Hour Laws
• Arbitration and Class Actions
• NLRB

Date &

Mandatory AB 1825 Sexual Harassment Prevention Training
 

The regulations regarding California’s Mandatory Sexual Harassment Prevention Training for supervisors require that certain employers provide training to their supervisors every two years.

The Labor and Employment Group at Weintraub Tobin Chediak Coleman Grodin is offering a two hour in-person training session that will comply with all the requirements outlined in the regulations including things like:

• An overview of sexual harassment laws
• Examples of conduct that constitute sexual harassment
• Strategies to prevent harassment in the workplace
• Lawful supervisory responses to complaints of harassment in the workplace
• Training on prevention of “abusive conduct”

Summary of Program

Most employers know that employees may need to be accommodated from time to time for various reasons. Often this is because of an employee’s disability or medical condition. It is important for employers to understand and comply with how the courts and various federal and state regulatory agencies define accommodations, as well as learn what their rights and obligations are regarding: (1) engaging in the interactive process; and (2) providing reasonable accommodations.

Summary of Program

Wage and hour lawsuits and claims filed with the Department of Labor and the California Labor Commissioner continue to plague California employers. Often employers are sued because of technical violations that occur simply because the employer is unaware of its legal obligations. Other times, employers make the mistake of treating an employee as exempt from Wage Orders and Labor Code laws, when in fact the employee does not qualify.

This seminar will help employers understand and comply with wage and hour laws in California.

Mandatory AB 1825 Sexual Harassment Prevention Training
 

The regulations regarding California’s Mandatory Sexual Harassment Prevention Training for supervisors require that certain employers provide training to their supervisors every two years.

The Labor and Employment Group at Weintraub Tobin Chediak Coleman Grodin is offering a two hour in-person training session that will comply with all the requirements outlined in the regulations including things like:

• An overview of sexual harassment laws
• Examples of conduct that constitute sexual harassment
• Strategies to prevent harassment in the workplace
• Lawful supervisory responses to complaints of harassment in the workplace
• Training on prevention of “abusive conduct”

Are You Allowed to Ask That? Effective Employment Policies from Hiring to Firing
Summary of Program

The Labor and Employment Group at Weintraub Tobin is pleased to offer this informative seminar that will discuss applicable laws and best practices to help business owners, human resource professionals, and managers reduce the risk of liability when they interview, hire, discipline, and terminate employees. Join us for an overview of relevant topics covering the life-span of the employment relationship.

Mandatory AB 1825 Sexual Harassment Prevention Training
 

The regulations regarding California’s Mandatory Sexual Harassment Prevention Training for supervisors require that certain employers provide training to their supervisors every two years.

The Labor and Employment Group at Weintraub Tobin Chediak Coleman Grodin is offering a two hour in-person training session that will comply with all the requirements outlined in the regulations including things like:

• An overview of sexual harassment laws
• Examples of conduct that constitute sexual harassment
• Strategies to prevent harassment in the workplace
• Lawful supervisory responses to complaints of harassment in the workplace
• Training on prevention of “abusive conduct”

Summary of Program

As a fiduciary, you may think that all of your communications with your attorney are confidential.  While communications between an attorney and his or her client are generally protected by the attorney-client privilege, in the trustee context, it is the office of the trustee, not the individual who is acting as trustee, that is the client.  As a result, if a trustee resigns or is removed from office, all of the confidential attorney-client communications will pass to the successor trustee.

Summary of Program

For decades the California Equal Pay Act has prohibited an employer from paying its employees less than employees of the opposite sex for equal work. On October 6, 2015, Governor Brown signed the California Fair Pay Act (SB 358), which strengthened the Equal Pay Act in a number of ways.  Then, on September 30, 2016, Governor Brown signed two other bills into law – SB 1063 which added race and ethnicity as protected categories under the Fair Pay Act,