Understand what changes newly enacted laws in California will require in the workplace.
Each new year brings new statutory mandates for employers. Failure to stay up to date on changes in the law puts employers at risk for administrative investigations and employee lawsuits. This year, there are changes to mandated leaves, classification of employees, the drafting of severance agreements, who is considered a mandated report of suspected child abuse, and a new requirement for reporting exposure to COVID-19. This topic will help people responsible for employment law compliance understand what changes newly enacted laws in California will require in the workplace, what policies need to be changed and what new policies need to be implemented.
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Why Lorman?
Over 34 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
Agenda
Misclassification, Ab 5, Ab 2257 and Proposition 22
- How Do You Determine Who Is an Employee?
- How Did Ab 5 Alter the Definition?
- How Did Ab 2257 Limit the Reach of Ab 5?
- How Proposition 22 Change the Playing Field?
Expansion of the California Family Rights Act
- In What Circumstances Does the Cfra Require Employers to Grant Leave to Their Employees?
- How Did Ab 1385 Increase the Number of Employers Who Must Comply?
- What Other Changes Did Ab 1385 Make to Existing Law?
Legality of "No Rehire" Provisions in Severance Agreements
- What Does California's Ban on "No Rehire" Clauses Mean for Employers?
- What Exceptions Are There to the Ban?
COVID-19 Reporting Requirements for Employers
- When Must an Employer Report COVID-19 Exposure?
- Who Must the Employer Notify of a COVID-19 Exposure?
- What Steps Should an Employer Take to Keep Employees Safe From COVID-19 Exposure?
Mandated Reporting of Suspected Child Abuse
- What Is Mandatory Suspected Child Abuse Reporting?
- Who Has Been Added to the List of Mandated Reporters?
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Why Lorman?
Over 34 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
Credits
MP3 Download
- CA MCLE 1.5
This program does NOT qualify, nor meet the National Standard for NASBA accreditation.
OnDemand Course
This course was last revised on January 29, 2021.
Call 1-866-352-9540 for further credit information.
- CA MCLE 1.5
- Lorman Business Center, LLC. is a State Bar of California approved MCLE sponsor and this course qualifies for 1.5 CLE hours of participatory credit.
SHRM 1.25
- Lorman Education Services is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.25 PDC(s) for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit www.shrmcertification.org.
To earn each credit Lorman offers through the OnDemand learning platform, you need to watch 100% of the program. Also, for certain credits you will need to fulfill additional requirements which will be displayed on the "credits" tab when viewing the course.
This program does NOT qualify, nor meet the National Standard for NASBA accreditation.
Credit
More Program Information
Why Lorman?
Over 34 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
Faculty
Calvin R. House
Gutierrez, Preciado & House, LLP
- Partner in the southern California law firm of Gutierrez, Preciado & House, LLP
- Practice devoted to counselling employers and defending them against employment lawsuits
- Member of the ABOTA organization of trial lawyers
- J.D. degree, Columbia Law School
- Can be contacted at 626-449-2300 or [email protected]
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Why Lorman?
Over 34 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
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