Originally presented on October 8, 2009
10:30 a.m. to Noon (Pacific)

Order Option       Price   CD Recording Only       $219

California's meal and rest period requirements have caused lots of confusion for employers in recent years. And if you're not careful, they can also cause very expensive and embarrassing wage and hour claims.

The rules themselves raise many questions about which employees are legally entitled to meal and rest breaks, when they must be taken, how to deal with scheduling problems these breaks cause, and whether you're required to force workers to take these breaks.

And, making matters worse, California's courts have muddied the waters with a string of recent rulings—the Brewer, Brinker, and Brinkley cases, among others—that have left many employers and HR directors unsure about their specific legal obligations in this area.

Listen to our 90-minute webinar as our expert speaker—an experienced California-based employment lawyer—reviews the latest updates on this issue. She'll explain, in plain English, what California's labor code says about meal and rest breaks, and how the recent court cases and upcoming appeals affect your current policies.

• Which employees may take meal and rest breaks, how long the breaks must be, and when they may be taken
• How you should document and track your workers' meal and rest periods
• What you must do when employees don't follow your break policies (e.g., they refuse to clock out, or they take longer breaks)
• The lengths to which California requires you to go to make sure workers are taking their designated breaks
• What penalties and legal risks you face for noncompliance
• The impact of the latest California court rulings such as the Brewer, Brinker, and Brinkley cases on your existing break policies (and what you should do now while some of these cases are under appeal)
• The biggest mistakes California employers make when dealing with meal and rest periods—and how you can avoid repeating them

About Your Speaker:

Kristine E. Kwong, Esq., is a partner in the Los Angeles office of the national law firm Hinshaw & Culbertson, LLP. She advises and counsels clients on a wide range of business and employment issues, including wage and hour matters, non-compete and restrictive covenant agreements, executive compensation packages, the full range of disciplinary matters, discrimination, harassment and leaves of absences, including the Family and Medical Leave Act (FMLA), the California Family Rights Act (CFRA), Pregnancy Disability Leave (PDL), the Americans With Disabilities Act of 1990 (ADA), and the California Fair Employment and Housing Act (FEHA). In addition, her practice includes the drafting and updating of handbooks, policy manuals, codes of conduct and severance packages, and she regularly produces and presents training programs for employers on current issues of employment law. Kwong earned her law degree from the University of the Pacific (McGeorge School of Law).

This program has been approved for 1.5 recertification credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI). This program is also a California-specific continuing education activity for PHR-CA and SPHR-CA recertification. For more information about certification or recertification, please visit the HRCI homepage at www.hrci.org. The use of this seal is not an endorsement by HRCI of the quality of the program. It means that this program has met HRCI's criteria to be pre-approved for recertification credit.

The Employer Resource Institute is an approved MCLE Multiple Activity Provider, and this program has been approved for 1.5 hours of MCLE credit by the State Bar of California. For more information, please contact our customer service department at (800) 695-7178.

Bonus Offer

As an additional benefit, you will receive a no-risk trial subscription to Employment Law Compliance for California Supervisors when you register for this Audio Conference (or purchase a CD recording). Each month, you'll receive copies of the current issue to share with your front-line supervisors. If you want to continue to receive the newsletter, simply pay the invoice you will receive in the mail. If you decide the newsletter isn't for you, just write cancel on the invoice and return it. You will owe nothing, and all issues you receive are yours to keep. As with all ERI products, your satisfaction is guaranteed 100%. (Offer good for new subscribers only.)

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