Employment Law Update 2024: Best Practices for Smart Employers

Change is constant when it comes to employment law. Join us for our annual update on best legal practices for employers in California. Employment law experts Bruce May and Ed Farrell from the law firm Stuart Kane LLP will present an overview of the latest legal developments under California and federal employment laws, with practical guidance for assuring compliance. This year, topics include:

• Expanded Paid Sick Leave Law: The basic entitlement has been increased from 24 to 40 hours, and the rules for accrual have changed. Time to update your paid sick leave and paid time off policies.
• More Restrictions on Non-Competes: Non-compete agreements with employees have long been illegal in California, and the Legislature wants to forbid California employers from using them in any State. Employers may even have to notify former employees that an existing non-compete is void.
• Reproductive Loss Leaves of Absence: Employees who suffer a failed adoption, miscarriage, stillbirth, or other "reproductive loss event" are now entitled to up to 5 days of unpaid leave.
• New Law on Marijuana Testing: Effective January 1, employers can forbid marijuana only when the employee is impaired "on duty" and can test only for "psychoactive" metabolites. Time to review your drug policy and testing protocol.
• Workplace Violence Prevention Program: Starting in 2025, all California employers must prepare and implement a comprehensive Workplace Violence Protection Program. Start planning now.
• Arbitration Update: Arbitration agreements can prevent class action lawsuits, but getting them signed and enforced can be a challenge. We will review the best practices.
• PAGA Update: We will discuss the latest trends under the California Labor Code Private Attorney Generals Act (PAGA).
• Minimum Wage Update: California's minimum wage goes to $16 per hour in 2024, which also increases the minimum salary for exemption from overtime. Also, new minimum wage laws for health care workers and fast food workers.

Who should attend: HR professionals, business owners, managers, attorneys, and anyone interested in keeping up with employment law.


This program qualifies for MCLE Credit for attorneys who attend.