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Webinars On Demand
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Webinars On Demand
CEA Online subscribers have full access to our entire webinar-on-demand library. Each month, you'll see a new webinar to view at your leisure.
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NLRB Expands Its Reach: Why Even Non-Union Employers Need To Watch Out
Originally presented on March 27, 2013
Brand New!
The National Labor Relations Board (NLRB) is taking every opportunity to crack down on employers -- both here in California and across the country - with employment policies and practices that run afoul to the National Labor Relations Act (NLRA). The problem is, the NLRB's recent interpretations have been so broad that you may not even have the faintest idea that you could be in violation. And the agency's reach extends well beyond employers with unionized employees. . . .
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Depression in California Workplaces: ADA/FEHA & FMLA/CFRA implications
Originally presented on February 20, 2013
Brand New!
While most clinically addressed depression is non-occupational, affected employees may request leave under FMLA/CFRA, and/or seek workplace accommodations. You'll need to identify what's covered by the state and federal leave laws, squelch the workplace rumor mill, figure out coverage issues, and more. . . .
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Employment Agreements in California: Make Non-solicitation Clauses, Class Action Waivers, and Mandatory Arbitration Work
Originally presented on January 20, 2013
Many California employers use employment agreements packed with class action waivers, arbitration requirements, proprietary information restrictions, non-solicitation clauses, and more. But when push comes to shove, will they work? California law restricts an employer's right to require non-competition agreements except in very limited circumstances. Also, courts and the NLRB continue to wrestle with mandatory arbitration provisions, including class-action waivers. . . .
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FMLA/CFRA Abuse in California: Legal and Practical Ways to Stop Employees Working the System
Originally presented on November 29, 2012
FMLA and CFRA leave can be significantly abused, particularly with unpredictable episodic or chronic conditions since they're very broad and forbid you from making in-depth inquiries about the medical basis for your employee's absence. And, unlike reasonable accommodations for disabilities, where you may have an undue burden defense, eligible employees can neither be denied the right to take a leave for which they medically qualify nor refused reinstatement upon return. . . .
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Employee Expense Reimbursements in California: Your Compliance Obligations Explained
Originally presented on June 14, 2012
Employees have a right to be reimbursed for their work-related expenses, including business travel, training, equipment, materials--and sometimes even legal expenses.
Most companies typically maintain their own deadlines, rules, special forms, and other procedural requirements that must be followed to request and receive expense reimbursements. And mistakes in this area can prove extremely costly; you can be liable for payroll taxes and penalties on amounts that should have been counted as compensation.
Having a firm grasp on which reimbursements should be treated as expenses and which ones should be treated as compensation can go a long way toward ensuring that your books survive IRS or Division of Labor Standards Enforcement scrutiny. . . .
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Meal & Rest Breaks in California: Long-Awaited Brinker Decision Is Finally Here; What It Means for You
Originally presented on April 23, 2012
In California, meal and rest period requirements have played a huge role in the wage and hour litigation scene for over six years now. In fact, the issue has grown into the "lawsuit du jour" for both individual lawsuits and class actions. But even well-intentioned employers have been stymied by the vague nature of the rules. What does it mean to "provide" a meal or rest period? How far should you go to ensure that employees take these mandated breaks? What should you do to ensure you're in compliance, now that the California Supreme Court has released its long-awaited decision in Brinker Restaurant Group v. Superior Court of San Diego? . . .
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HR Notices & Disclosures: The A-Z List of What You Must Post--From the New NLRB Notice to FMLA/CFRA, ADA/FEHA, HIPAA, and Everything in Between
Originally presented on March 23, 2012
It's not exactly a glamorous part of HR, but it is a downright necessity. We're talking about keeping up on your HR notice and disclosure obligations. These are the notices that must be posted in a conspicuous place for all employees to see, from notices under the Family and Medical Leave Act (FMLA) and the California Family Rights Act (CFRA) to the Health Insurance Portability and Accountability Act (HIPAA), the Consolidated Omnibus Budget Reconciliation Act (COBRA), the new National Labor Relations Board rule, and so on. Learn everything you need to about HR notices and disclosures in California for 2012 during our webinar on demand. Our presenter will shed light on what to post, and where, and the stiff penalties you could face if you don't comply. . . .
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Medical Marijuana in California How Much Leeway Must You Give Employees?
Originally presented on January 10, 2012
Employees in California may claim that they have the legal right to use marijuana if they've got a medical marijuana card to back up their claim. This creates a huge issue for California employers, because applicants or employees may be more inclined to use the drug, or reveal their medical conditions. What do California and federal law say about marijuana use? Must an employer offer accommodations under the federal Americans with Disabilities Act (ADA) and the state Fair Employment and Housing Act (FEHA) in those cases? . . .
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