BEGIN:VCALENDAR VERSION:2.0 PRODID:icalendar-ruby CALSCALE:GREGORIAN BEGIN:VEVENT DTSTAMP:20240328T110833Z UID:c905e99a-21b4-4cc3-af29-cfc21ffc7a3e DTSTART:20211019T073000 DTEND:20211020T073000 CLASS:PRIVATE DESCRIPTION:
Coming to San Diego\, October 17-19\, 2020
\n\n
\nHR Comply California \;(formerly t
he California Employment Law Update\, or CELU) is the state&rsquo\;s leadi
ng human capital management conference for HR professionals\, executives\,
and in-house counsel. The superior content and expert presenters will hel
p you get ahead of workplace policy updates with a one-stop\, all-bases-co
vered overview of breaking state-specific updates and proven best practice
s.
\nAgenda
\n
\nWednes
day\, October 17 | Pre-Conference Workshops
Continental
Breakfast \;
\n7:30 a.m. &ndash\; 8:30 a.m.
California
Employment Policies and Procedures Drafting Workshop \;
\nPresen
ted by: Mark Schickman\, Esq. and Cathleen Yonahara\, Esq.\, Freeland Fore
man Cooper LLP
\n8:30 a.m. &ndash\; 11:30 a.m.
\nWhat are the es
sential employment policies and procedures that should be included in your
employee handbook for the coming year? This hands-on workshop will teach
you key language to include&mdash\;and the issues to steer clear of&mdash\
;regarding your company&rsquo\;s employment policies and procedures. You&r
squo\;ll learn suggested policy language for addressing:
Anti-ha
rassment/discrimination\, including how new requirements concerning LGBT-r
elated issues fit in
\nMeal and rest breaks
\nPaid sick leave
\nFamily and medical leave
\nSocial media/privacy
\nSmoking a
nd vaping
\nDrug-free workplace and marijuana use
\nAt-will empl
oyment
\nAttendance
\nTraining and education
\nWorkplace vi
olence
\nAnd more
Independent Lunch
\n11:30 a.m. &ndas
h\; 1:00 p.m.
The FMLA/CFRA\, ADA/FEHA\, PDL and Workers'\; C
omp Overlap in California: Overcoming Intersecting Compliance Challenges\n1:00 p.m. &ndash\; 4:00 p.m.
\nPresented by: Kristine E. Kwong\
, Esq.\, Musick Peeler &\; Garrett LLP
\nWhen we talk about employ
ee leave and the laws that govern\, it&rsquo\;s never simple. And\, it&rsq
uo\;s even more complicated in employee-friendly California. In addition t
o contending with the Family and Medical Leave Act (FMLA) and the American
s with Disabilities Act (ADA)\, employers in California need to have a fir
m grip on compliance obligations under the California Family Rights Act (C
FRA)\, the Fair Employment and Housing Act (FEHA)\, as well as under the s
tate&rsquo\;s pregnancy disability leave (PDL)\, workers&rsquo\; compensat
ion\, and paid sick leave laws. Knowing where these laws work in tandem an
d where they differ is crucial for employers. There is a maze of mandated
leaves of absence\, many of which overlap or have conflicting eligibility
requirements. When employees have more than one applicable leave (such as
due to an industrial injury and require leave as an accommodation)\, HR mu
st determine whether the leave periods run concurrently or consecutively.
On top of that\, there are increased complexities in coordinating paid lea
ve under applicable legislation\, regulations and employer policies. This
intensive workshop will walk through a series of hypotheticals designed to
get you thinking and analyzing the myriad issues you should be considerin
g when an employee may be entitled to protections under CFRA\, FEHA\, and
state workers&rsquo\; compensation law. You&rsquo\;ll learn:
How
the ADA/FEHA and FMLA/CFRA\, as well as California PDL\, workers&rsquo\;
comp\, and paid sick leave laws intersect and diverge \;
\nHow to
tell which laws apply to an employee requesting leave or workplace accomm
odations \;
\nHow to determine which leaves run consecutively\, a
nd which run concurrently\, including stacking and tracking time off \
;
\nTraps for the unwary concerning mandated use of paid sick leave c
oncurrently with CFRA leave when employee receives any partial wage replac
ement\, including PFL\, SDI\, or disability insurance benefits \;
\nHow California&rsquo\;s new paid sick leave law applies to management o
f other leaves of absence\, including the significantly broader definition
s of &ldquo\;close family member&rdquo\; \;
\nWhat constitutes re
asonable accommodations for a disabled employee \;
\nHow much lea
ve can an employee request \;
\nHow to address pregnancy related
disability leave and the intersection with baby bonding leave \;
\nCritical issues for handling intermittent leave and performance manageme
nt \;
\nThe most common mistakes supervisors make when intersecti
ng leave and disability laws are at play \;
THUR SDAY\, OCTOBER 18 | MAIN CONFERENCE
\n\nRegistration &
amp\; Breakfast
\n7:00 a.m. &ndash\; 8:00 a.m.
Welcome Rema
rks \;
\n8:00 a.m. &ndash\; 8:05 a.m.
Hot Topic Lightni
ng Round Talks \;
\n8:05 a.m. &ndash\; 9:15 a.m.
\nCELU kick
s off with three dynamic and timely talks tackling some of the most intere
sting workforce challenges facing California employers in 2020 and beyond.
Arbitration Agreements: What to Use Them for and When to Steer
Clear Here in California \;
\n8:05 a.m. &ndash\; 8:25 a.m.
\
nPresented by: Michelle Lee Flores\, Esq.\, Akerman LLP
\nEmployers h
ave a strong interest in getting their employees to sign arbitration agree
ments as condition of hiring. After all\, getting them to agree to your te
rms could mean the difference between years of defending costly legal clai
ms in court and a &ldquo\;one-and-done&rdquo\; hearing before an arbitrato
r to determine whether their legal claims have any merit and whether they
are entitled to any damages as a result. But\, a new bill that&rsquo\;s be
en introduced on Capitol Hill seeks to bar arbitration of sex discriminati
on or harassment claims. The bipartisan legislation&mdash\;&ldquo\;Ending
Forced Arbitration of Sexual Harassment Act&rdquo\; (S. 2203\; HR 4570)&md
ash\;includes a downright scary provision for employers: If this act becom
es law\, courts would have the authority to invalidate an entire arbitrati
on agreement if it includes terms requiring an employee to arbitrate sex d
iscrimination disputes. What is the current status at the state and federa
l level concerning an arbitration agreement&rsquo\;s ability to preclude y
our workers from entertaining lawsuits against the company? This timely Ho
t Topic Power Talk will provide valuable insight into the types of issues
to steer clear from including in your arbitration agreements given the cur
rent status of court rulings and legislation that has already been enacted
or is likely to take effect.
Biometrics: The Business Benefits
and the Risks to Your Legal Compliance &lsquo\;End Game&rsquo\; \;
\n8:30 a.m. &ndash\; 8:50 a.m.
\nPresented by: Tristan A. Mullis\,
Esq.\, Pettit Kohn Ingrassia Lutz &\; Dolin
\nEmployers are starti
ng to use biometrics to track employees&rsquo\; work time and behaviors. B
iometrics may be valuable for driving business results\, but at what legal
costs? This talk will provide the latest on the potential benefits of usi
ng biometrics for employee monitoring and the legal risks of liability rel
ated to privacy that every workplace here in California needs to consider
when rolling out and managing biometric screening practices.
HR&
rsquo\;s Data Security and Notification Game Plan in the Event of a Breach
\n8:50 a.m. &ndash\; 9:10 a.m.
\nPresented by Usama Kahf\, Esq.
\, Fisher Phillips LLP
\nS.B. 2179 has been introduced in Congress. K
nown as the Data Security and Breach Notification Act of 2020\, if passed\
, this law would have a sweeping impact on how businesses manage their dat
a security and breach notification practices. That&rsquo\;s because it wou
ld standardize how data breaches must be reported and replace close to 50
state-based laws addressing the issue. What personally identifiable inform
ation (PPI) is most vulnerable to hacking\, and what are some of the best
practices cybersecurity experts recommend for ensuring that confidential a
nd sensitive data your workplace stores as a matter of doing business is w
ell protected to guard against damaging and potentially financially devast
ating data security breaches? Also\, would the protections under S.B. 2179
be more stringent than what&rsquo\;s already in place in California\, and
if so how? This Hot Topic Power Talk will brief you on where new state an
d federal data security and notification legislation stands and provide be
st practices for protecting PPI.
Labor and Employment 360: Insid
e Look at How the Latest California and Federal HR Laws\, Court Rulings an
d Policy Updates Will Impact Your Workplace
\n9:15 a.m. &ndash\; 10:3
0 a.m.
\nHow will employment-related legislative\, regulatory\, and c
ase law developments at the state and federal level impact California work
place policies and practices for the rest of 2020 and into 2020? You&rsquo
\;ll get the answer during this concise\, comprehensive session designed t
o brief you on the most critical updates California HR managers should kno
w about. Plus\, you&rsquo\;ll learn:
New California employee han
dbook updates to make for 2020
\nThe most noteworthy state and federa
l court rulings that impact your California employment practices
\nAn
d much more!
Networking and Refreshments Break \;
\n10:
30 a.m. &ndash\; 10:45 a.m.
FMLA/CFRA Intermittent and Reduced-S
chedule Leave: Best Practices for Managing Leave Administration and Mitiga
ting Abuse in California
\n10:45 a.m. &ndash\; 12:00 p.m.
\nPres
ented by: Marc Jacuzzi\, Simpson\, Garrity\, Innes &\; Jacuzzi\, P.C.\nSince FMLA/CFRA cover reduced-schedule and intermittent leave for ce
rtain serious health conditions and medical treatment\, a few lost hours h
ere and there can really add up and sap productivity. Of course\, employee
s usually have legitimate reasons for taking intermittent or reduced-sched
ule leave\, but there are instances of FMLA/CFRA abuse and fraud. It&rsquo
\;s HR&rsquo\;s job to stop employees from milking the system&mdash\;witho
ut opening the employer up to retaliation lawsuits. As you know\, this is
a delicate balancing act. How do you keep tabs on employees without infrin
ging upon their rights to FMLA/CFRA leave? This session will cover:
Stipulations and restrictions surrounding FMLA/CFRA intermittent and r
educed schedule leave policies
\nHow to best manage an employee who i
s taking sporadic leave for medical reasons
\nHow to discuss and comm
unicate reduced leave policies with your employees
\nThe difference b
etween FMLA\, CFRA and pregnancy disability leave (PDL)\, and how they int
eract
\nHow to prevent FMLA/CFRA abuse
Networking Lunch&nbs
p\;
\n12:00 p.m. &ndash\; 1:00 p.m.
Complex Wage &\; Hou
r Scenarios in California: Avoid Legal Missteps &\; Comply with the FLS
A and DLSE Rules \;
\n1:00 p.m. &ndash\; 2:15 p.m.
\nPresent
ed by: David Monks\, Esq.\, Fisher Phillips LLP
\nWho&rsquo\;s entitl
ed to travel pay under the California Labor Code and accompanying Division
of Labor Standards Enforcement (DLSE) regulations? And when? These seem l
ike two straightforward questions\, but the fact is these are two loaded q
uestions that employers everywhere&mdash\;and especially here in Californi
a&mdash\;struggle with due to the complex nature of the applicable wage an
d hour rules. If your organization operates in California and doesn&rsquo\
;t strictly follow the state&rsquo\;s labor code regarding compensation fo
r work-related travel\, on-call time\, or training\, you&rsquo\;re at risk
for costly lawsuits and government fines. And the rules can be tricky: Th
at&rsquo\;s because there are many &ldquo\;if this\, then that&rdquo\; sce
narios that come into play.
For instance\, what if employees&rsq uo\; travel is between different job sites? What if their flights get canc elled? What if they tack on a vacation using PTO? How should you handle pa y for non-exempts who travel at night or over the weekend\, when they&rsqu o\;re technically off-duty? When must training time be compensated? How &l dquo\;on-call&rdquo\; does an employee really have to be for the time to b e compensable in California? What should you do if the person is just hang ing out at home with a cell phone at the ready? When is travel between job sites compensable? Under what circumstances would commuting to or from ho me be compensable?
\n\nThe &ldquo\;what if&rsquo\;s&rdquo\; can be s eemingly endless\, but your &ldquo\;then that&rdquo\; response concerning the compensability of the travel time in question doesn&rsquo\;t have to b e! This comprehensive workshop will cover how to apply California&rsquo\;s wage and hour requirements to travel\, training\, and on-call pay for ove rtime-eligible employees\, so that you can stay in compliance and out of c ourt.
\n\nYou&rsquo\;ll learn:
\n\nThe key factors th
at determine when travel time or on-call time can be considered compensabl
e work time
\nHow California laws differ from federal &ndash\; and wh
at you need to know to stay compliant
\nBest practices for ensuring y
ou&rsquo\;ve got it right when determining whether commuting time or trave
l during regular work hours qualifies as paid work time
\nWhether tra
vel between job sites is compensable
\nHow travel applies to employee
s who telecommute\, either occasionally or full-time
\nWhat to consid
er when determining an employee&rsquo\;s overtime rate&mdash\;such as long
evity pay \;
\nCompensation for nonexempt employees who work beyo
nd their regular shift (lunch\, coming in early\, etc.) and perform legiti
mate work activities
\nWhen you have to pay for on-call time&mdash\;e
ven if the employee isn&rsquo\;t working during that time&mdash\;and when
you don&rsquo\;t
\nHow much compensation is required for a paid on-ca
ll employee
\nBest practices for drafting effective travel/overtime/o
n-call policies for your organization\, so you&rsquo\;re in compliance wit
h FLSA and California regulations
Networking and Refreshments Br
eak \;
\n2:15 p.m. &ndash\; 2:30 p.m.
Form I-9 Recordke
eping\, Inspections and Immigration Enforcement: New Hurdles for Californi
a Employers
\n2:30 p.m. &ndash\; 3:45 p.m.
\nPresented by: Jeann
e M. Malitz\, Malitzlaw\, Inc.
\nThe Citizenship and Immigration Serv
ices (USCIS) released yet another revision to the Form I-9 for employment
eligibility verification effective September 18\, 2020. Also\, California&
rsquo\;s Immigrant Worker Protection Act (AB 450) is now in effect. What a
re your obligations under this new law and what types of penalties could y
our company be on the hook for if you don&rsquo\;t comply? This session wi
ll provide important updates on:
How to comply with the new law&
mdash\;the Immigrant Worker Protection Act (AB 450) that&rsquo\;s now in e
ffect in California&mdash\;and what not to do so you minimize the risk of
costly civil penalties of up to $10\,000 per violation
\nHow to manag
e Form I-9 practices\, including recordkeeping\, employment verification\,
document destruction\, and more
\nHow to self audit your workplace&r
squo\;s employment verification documentation practices and Form I-9 compl
etion methods to ensure that you&rsquo\;re not at risk for costly fines an
d penalties
\nWhat to do in the event of an ICE inspection or\, worse
\, a raid
\nHow to manage employees&rsquo\; and their families&rsquo\
; concerns about Form I-9 audits\, ICE investigations\, and more
\nHo
w to train supervisors and managers on what not to say or do\, so you can
minimize the risk of national origin\, religious\, or citizenship-based di
scrimination claims under Title VII and IRCA
\nAnd more
Tod
ay&rsquo\;s Biggest Hiring Pitfalls: California Background Checks\, Ban-th
e-Box\, Salary History Inquiries\, and More
\n3:50 p.m. &ndash\; 5:05
p.m. \;
\nPresented by: Lester Rosen\, Esq.\, Employment Screeni
ng Resources®\;
\nWhen it comes to hiring new employees\, backgrou
nd checks have become standard practice. But are you up to date on what yo
u can and can&rsquo\;t do when it comes to looking into the backgrounds of
potential employees? In California\, job applicants have even greater rig
hts regarding background checks. In addition to being covered by the feder
al Fair Credit Reporting Act (FCRA)\, California applicants are also cover
ed under a number of &ldquo\;Only in California&rdquo\; laws\, including t
he California Investigative Consumer Reporting Agencies Act (ICRA)\, the C
alifornia Labor Code\, the Fair Employment and Housing Act (FEHA)\, what s
eem like continuous updates to &ldquo\;ban the box&rdquo\; laws\, and stat
e-specific rules covering credit reports\, social media passwords\, and of
fshoring of screening information. California employers also need to be aw
are of shifting laws that affect background checks\, such as legalized mar
ijuana use and required background checks into transportation network driv
ers. And\, the Equal Employment Opportunity Commission (EEOC) has set spec
ific guidelines for background check compliance\, making it essential for
employers to maintain background check policies that are consistent with b
usiness necessity and take precautions to avoid these missteps.
Consider\, too\, that A.B. 168 just went into effect for 2020. This new la w\, which came on the heels of a 2020 amendment which expands California&r squo\;s equal pay law that&rsquo\;s been around for nearly 70 years\, repr esents a statewide ban on inquiries into a individual applicant&rsquo\;s s alary history. It&rsquo\;s important to note\, too\, that under the 2020 a mendment an employer can&rsquo\;t use prior salary history to justify comp ensation-based disparities.
\n\nThis timely session will provide you with a roadmap for navigating the rules in California and staying complia nt with federal guidelines to avoid costly lawsuits related to background check screening processes. You&rsquo\;ll learn:
\n\nThe importance o
f getting permission and using the proper forms when a background check is
being conducted&mdash\;and the high stakes if you don&rsquo\;t
\nWha
t equal pay for equal work means under state law
\nHow the newly enac
ted AB 168 limits what employers can ask of job applications with respect
to salary
\nFCRA and EEOC rules to abide by concerning employee backg
round checks
\nHow to ensure compliance with ICRA\, FEHA\, Fair Chanc
e laws\, and other California regulations
\nHow changing laws about m
arijuana legalization affect background check policies
\nWhether you
have to explain if you decide against hiring someone because of a criminal
record&mdash\;and why
\nHow many years back you can go when doing ba
ckground checks
\nWhether you use social media\, such as Facebook\, w
hen checking a prospective employee&rsquo\;s background
\nHow to esta
blish background check policies that link the decision-making to job descr
iptions
\nHow to avoid &ldquo\;red flag&rdquo\; issues that could res
ult in disparate treatment and disparate impact
\nThe importance of i
ndividualized assessments to avoid discrimination claims
\nWhether yo
u can ask prospective employees if they have a felony record without the a
ssurance that it won&rsquo\;t necessarily exclude them from being hired
\nAnd much more!
Day 1 Adjourns
\n5:05 p.m.
\nFRIDAY\, OCTOBER 19 | MAIN CON
FERENCE
Breakfast
\n7:00 a.m. &ndash\; 8:00 a
.m.
Sexual Harassment: Rethinking Prevention in the Wake of the
#MeToo Movement
\n8:00 a.m. &ndash\; 9:00 a.m.
\nPresented by: R
ebecca A. Speer\, Esq.\, Tribù\; Partners LLP
\nWorkplace haras
sment isn&rsquo\;t an isolated problem but a common one that can damage an
y organization. As events in the past year have starkly shown\, organizati
ons can unwittingly foster a culture that tolerates harassment or that fai
ls to prevent it. Increasingly\, victims of harassment are speaking out ab
out workplace cultures that permit unprofessional\, harassing\, and uncivi
l behavior. This session will re-examine sexual harassment prevention stra
tegies in the wake of the #MeToo movement\, and the EEOC&rsquo\;s 2020 pro
nouncement that current prevention strategies aren&rsquo\;t enough. We wil
l delve into the reasons why an organization&rsquo\;s tolerance of inappro
priate behavior\, and the wrong &ldquo\;tone from the top\,&rdquo\; can pe
rpetuate harassment\, damaging the workplace culture and generating turnov
er and legal liability. You&rsquo\;ll learn:
Demystifying sexual
harassment: What harassment looks like and the special challenges it crea
tes for detection and investigation
\nThe legal requirements that app
ly to harassment prevention\, including California&rsquo\;s training requi
rements under AB 1825
\nHow to engage your leadership to implement a
programmatic approach to sexual harassment prevention &ndash\;prevention s
trategies that can more effectively protect your employees and organizatio
n
\nHow to leverage sexual harassment prevention strategies into a br
oad\, value-add for your organization\, bolstering its compliance efforts
and the workplace culture
Marijuana in the Workplace: Your Lates
t Legal Rights and Limitations in Policy Development and Enforcement under
California Law
\n9:10 a.m. &ndash\; 10:25 a.m. \;
\nPresent
ed by: Danielle Moore\, Esq.\, Fisher Phillips LLP
\nTolerate or term
inate? That&rsquo\;s an important and often complex question for employers
both here in California and beyond to answer as they try to navigate drug
testing policymaking and recreational and medical marijuana usage. And\,
employers need to maintain a delicate balance between business objectives\
, employee rights\, and ADA/FEHA requirements. Given the current state of
things\, it&rsquo\;s clearly in an employer'\;s best interest to be pro
active on this issue. Workplaces assume a great deal of these costs in the
form of absenteeism\, increased healthcare expenses and lost productivity
. On the other end\, each employee who recovers from a substance abuse dis
order saves a company more than $3\,200 a year.
This session wil l focus on the current regulatory landscape concerning the legality of dru g testing here in California. You&rsquo\;ll learn:
\n\nThe ins and o
uts of developing a comprehensive drug-testing program designed to give yo
u the information you need to make informed and legal hiring and other emp
loyment decisions of California-based employees
\nHow SB 65 impacts e
mployers with company vehicles and when employees drive in the course and
scope of their duties \;
\nWhen an employer may conduct drug test
ing on prospective and current employees in California
\nDrug-testing
testing policy essentials\, and instances when enforcement of zero-tolera
nce policy language may spark legal issues under California and federal la
w
\nHow to train supervisors and managers on warning signs that someo
ne might be under the influence
\nThe action plan for addressing a si
tuation when you suspect an employee is drunk or high at work
\nWhat
to do if an applicant or a current employee demands to be retested because
the test revealed a false positive result
\nWhich California laws ex
plicitly include employee non-discrimination protections and which likely
don&rsquo\;t&mdash\;and best practices for complying with the Fair Employm
ent and Housing Act (FEHA) and the Compassionate Care ActHow to address th
e off-duty use of marijuana in California
\nHow medical marijuana law
s interact with unemployment and workers&rsquo\; compensation-related bene
fits
\nWhether medical marijuana usage may qualify as a reasonable ac
commodation under the Americans with Disabilities Act (ADA) and FEHA
\nHow to develop and manage drug-testing policies and practices in light o
f the current legal landscape
\nHow to decide if your organization sh
ould test for marijuana
\nWhat to do if an employee tests positive fo
r marijuana usage
\nThe role of fitness for duty evaluations\, and be
st practices for workplace safety
Networking and Refreshments Br
eak \;
\n10:25 a.m. &ndash\; 10:45 a.m.
Can We Fire Thi
s Employee or Not? The State and Federal Tripwires to Avoid When Terminati
ng Employees in California
\n10:45 a.m. &ndash\; 12:00 p.m.
\nPr
esented by: Jennifer N. Lutz\, Esq.\, Pettit Kohn Ingrassia Lutz &\; Do
lin
\nHR Comply CA closes with an energetic quiz show of sorts that w
ill test your knowledge of whether an organization has the proper justific
ation&mdash\;and documentation to back it up&mdash\; to fire or otherwise
discipline an employee given a series of fact patterns that may&mdash\;or
may not&mdash\;invoke state and federal laws addressing disabilities\, pro
tected leave for medical conditions\, pregnancy\, and other types of leave
\, gender identity/conformity\, and other issues. This session is designed
to arm you with the latest legal insights on what to watch out for in eve
ryday practice so your adverse employment action decisions don&rsquo\;t co
me back to bite you.
Conference Closes \;
\n12:00 p.m.<
/p>\n\n
 \;
\n\nYour Conference Presenters
\n\n \;
\n\n
\nMichelle Lee Flores\, Esq.
\nPart
ner \;
\nAkerman LLP
Michelle Lee Flores of Akerma n LLP&rsquo\;s Los Angeles office is an employment litigator with deep exp erience handling jury and bench trials\, arbitration\, mediation and pre-l itigation negotiations involving sex\, race\, religion\, age and disabilit y harassment and discrimination\, and wage and hour violations\, including class actions\, and wrongful termination. Ms. Flores advises clients on e mployment compliance\, internal investigations\, discipline\, terminations \, reductions in force and wage and hour matters. She prepares workplace p olicies and procedures manuals\, drug testing policies\, employment contra cts and separation agreements\, and harassment and discrimination preventi on policies\, including preventive counseling and in-house training.
\n \n
\n
\nUsama Ka
hf\, Esq.
\nPartner \;
\nFisher Phillips LLP
Usama Kahf is a partner in the Irvine office of Fisher Philli ps LLP\, a national labor and employment law firm with over 350 attorneys in 32 cities. His practice focuses on privacy and data security\, as well as on trade secrets and unfair competition. Mr. Kahf is an active member o f the firm&rsquo\;s Data Security &\; Workplace Privacy practice group\ , and he regularly conducts seminars and trainings on privacy compliance\, best practices\, and data breach response. He is also a member of his fir m&rsquo\;s Electronic Discovery Committee and has co-authored a book on el ectronic discovery practice under the federal rules. He has also been sele cted by Super Lawyers Magazine as a "\;Southern California Rising Star "\; every year since 2013.
\n\n
\n
\nKristine E. Kwong\, Esq.
\nPart
ner
\nMusick Peeler &\; Garrett LLP
Kristine Kwong\
, a partner in Musick Peeler&rsquo\;s Los Angeles office\, advises and cou
nsels clients on a wide range of business\, corporate\, operational and em
ployment issues\, including business counseling\, contract negotiation and
preparation\, restrictive covenant and non-compete agreements\, executive
mobility issues\, due diligence in connection with mergers and acquisitio
ns\, and range of employment matters. In addition to her many years of exp
erience\, Ms. Kwong is a prolific and sought-after trainer. She regularly
produces and presents training programs throughout the country on current
issues of employment law\, particularly in the area of government-mandated
programs such as the FMLA\, FEHA\, CFRA\, PDL and ADA. Her training progr
ams also include business and operational compliance matters. Ms. Kwong is
frequently requested as a speaker and regularly presents to various assoc
iations across the country.
\n
\n
\n
\nMarc Jacuzzi\, Esq.
\nD
irector Attorney
\nSimpson\, Garrity\, Innes\, &\; Jacuzzi\, P.C.<
/em>
Marc Jacuzzi has broad experience in employment law matters . He has represents numerous employers as defendants in civil rights actio ns (including claims under the Age Discrimination in Employment Act (ADEA) \, the Americans with Disabilities Act (ADA)\, Title VII of the Civil Righ ts Act\, the California Fair Employment and Housing Act (FEHA)\, and other state discrimination statutes)\, trade secret misappropriation claims\, w age claims\, wrongful termination claims\; unfair business practices claim s (Section 17200)\, non-competition claims (Section 16600)\, contract disp utes and various tort claims filed with the Equal Employment Opportunity C ommission (EEOC)\, the Division of Labor Standards Enforcement (DLSE)\, va rious other state agencies and in various State and Federal Courts. Mr. Ja cuzzi'\;s practice also involves employment law counseling. He regularl y advises clients regarding all aspects of the employer/employee relations hip including hiring and termination issues\, wage and hour requirements\, employee classification issues\, civil rights/discrimination issues\, com mission plans\, employment contracts\, employee handbooks and policies\, c onfidential information agreements\, reductions in force\, leaves of absen ce issues\, employment audits\, M&\;A employment issues\, violence in t he workplace issues and international employment issues. Mr. Jacuzzi has a lso conducted numerous in-house training programs on a number of employmen t law topics.
\n\n
\n
\nJ
ennifer N. Lutz\, Esq.
\nShareholder
\nPettit Kohn
Ingrassia Lutz &\; Dolin
Jennifer Lutz\, a founding shar eholder with Pettit Kohn Ingrassia Lutz &\; Dolin\, focuses her practic e in employment litigation and counseling. She represents California&rsquo \;s employers in all aspects of employment disputes in state and federal c ourt\, and before administrative and government agencies. She has successf ully litigated disputes involving issues of discrimination\, wrongful term ination\, harassment\, defamation\, and both individual and class action w age and hour claims. In addition\, she provides advice and training to emp loyers on a full range of employment law issues\, including drafting emplo yment policies and procedures\, terminations\, and discipline. She is also a speaker and author on issues such as wage and hour law\, employee priva cy\, and leaves of absence. Ms. Lutz earned her B.A. degree\, \;mag na cum laude\, from the University of Arizona and J.D. degree from the University of Arizona College of Law.
\n\n
\n
\nJeanne M. Malitz\, Esq.<
br />\nPrincipal
\nMalitzlaw\, Inc.
Jeanne M. Mali tz is the principal of Malitzlaw\, Inc.\, a boutique law firm specializing in employment-based immigration matters. Malitzlaw\, Inc. has a national presence representing employers on a wide variety of immigration-related m atters with an emphasis on permanent labor certification and temporary lab or certification for agricultural employers. Her practice also includes co unseling on employment verification including E-Verify and I-9-related iss ues. Ms. Malitz actively participates in advocacy for immigration reform t hrough national committee work on behalf of the American Immigration Lawye rs&rsquo\; Association (AILA) and the National Council of Agricultural Emp loyers (NCAE). She is a member and former co-chair of AILA&rsquo\;s nation al Department of Labor Committee. Ms. Malitz also chaired the H-2A Committ ee for the NCAE. She frequently presents and writes on immigration-related topics.
\n\nMs. Malitz received her B.A. degree from the University of San Diego (Magna Cum Laude\, 1985) and her J.D. degree from the Boston University School of Law (1990). She was employed by several national and international law firms including: Gray Cary Ames &\; Frye and Morriso n &\; Foerster. Ms. Malitz and has been nominated as a San Diego &ldquo \;Top Lawyer&rdquo\; for the years 2013 to the present.
\n\n
\n
\nDavid Monks\, Esq.<
/strong>
\nPartner \;
\nFisher Phillips LLP
David Monks is a partner in Fisher Phillips&rsquo\;s San Diego office. He counsels employers on a wide variety of matters\, including employee di scipline and termination\, wage-and-hour issues\, disability accommodation protocols\, family and medical leave issues\, investigations of harassmen t and other misconduct\, and independent contractor issues.
\n\nIn a ddition\, Mr. Monks has substantial experience defending employers and man agers against lawsuits and administrative claims involving discrimination\ , harassment\, defamation\, breach of contract\, and violations of wage-an d-hour laws.
\n\nAs an avid proponent of proactive training and comp liance\, he presents training seminars on preventing harassment and discri mination in the workplace\, workplace investigations\, wage-and-hour compl iance\, disability management and accommodation\, and other areas.
\n\nMr. Monks&rsquo\;s practice has included assisting religious organizati ons\, restaurants\, hotels\, school districts\, credit unions\, homeowner associations\, professional employer organizations\, franchisors\, retail markets\, and medical practices.
\n\nHe has been selected for inclus ion in \;San Diego \;Super Lawyers \;since 2 007 and he has also been recognized in \;The Best Lawyers in Ameri casince 2013.
\n\n
\n
\nDanielle Moore\, Esq.
\nPartne
r \;
\nFisher Phillips LLP
Danielle Moore\, a part ner with Fisher Phillips\, represents and counsels employers in all aspect s of labor and employment law\, including preparation of employment handbo oks\, personnel policies\, and management training and lectures on employm ent issues. She has experience litigating matters in state and federal cou rts\, state administrative tribunals\, and in arbitration.
\n\nMs. M oore is &ldquo\;AV&rdquo\; Peer Review Rated Preeminent by Martindale-Hubb ell and was named one of San Diego&rsquo\;s &ldquo\;Top Attorneys\,&rdquo\ ; &ldquo\;Best of the Bar\,&rdquo\; and one of the &ldquo\;Top 40 under 40 Best and Brightest Minds of San Diego.&rdquo\; She was also a 2020 finali st for San Diego Magazine&rsquo\;s &ldquo\;Woman of the Year.&rdquo\;
\ n\n
\n
\nTristan
A. Mullis\, Esq.
\nShareholder
\nPettit Kohn Ingra
ssia Lutz &\; Dolin
Tristan A. Mullis\, a shareholder in the Los Angeles office of Pettit Kohn Ingrassia Lutz &\; Dolin\, provi des labor and employment litigation services to clients in a wide range of industries. His practice focuses on the defense of claims involving workp lace discrimination\, harassment\, retaliation\, wrongful termination\, an d wage and hour violations. He has secured successful outcomes for clients at trial\, mediation\, and through dispositive motions. He also has subst antial experience in other forms of business litigation including property loss\, insurance coverage\, and contract disputes. In addition to litigat ion\, he works with employers to implement policies and practices to maxim ize personnel while reducing the risk of future claims. This includes the drafting of employee handbooks and other written materials\, lectures and on-site training\, and direct consultation with professionals in human res ources.
\n\n
\n\nLester S. Rosen\, Esq.
\nFounder &\; CE
O
\nEmployment Screening Resources®\;
Attorney Lest er S. Rosen is Founder &\; CEO of Employment Screening Resources®\; (ESR)\, a global background check firm located in the San Francisco\, Cali fornia-area that is accredited by the National Association of Professional Background Screeners (NAPBS). He is a nationally recognized background ch eck expert and the author of \;The Safe Hiring Manual\, the fir st comprehensive guide to employment screening. He is a frequent presenter on safe hiring issues\, and his speaking appearances for &ldquo\;ESR Spea ks&rdquo\; include numerous state and national conferences.
\n\nHe h olds the highest attorney rating of A.V. in Martindale-Hubbell. He has ser ved as an adjunct professor of law teaching criminal law and procedure at Hastings College of the Law and has served as faculty member and program c hairman of the nationally recognized Hastings College of Trial Advocacy. p>\n\n
Mr. Rosen established Employment Screening Resources®\; (ESR) in 1997 in order to promote a safe and profitable workplace for both emplo yers and employees using legally compliant best practices. Mr. Rosen has q ualified and testified in the California\, Florida\, and Arkansas Superior Court as an employment screening expert on issues surrounding safe hiring and due diligence.
\n\nHe was the chairperson of the steering commi ttee that founded the NAPBS\, a professional trade organization for the sc reening industry. He was also elected to the first board of directors and served as the co-chair in 2004. As a background screening expert\, he has been quoted by \;USA Today\, \;Businessweek\, \; Reuters\, \;Christian Science Monitor\, \;HR Maga zine\, and numerous newspapers\, web sites\, and trade journals across the United States.
\n\nMr. Rosen created a comprehensive Online Saf
e Hiring Certification Course and narrated the training video "\;Safe
Hiring: How You Can Avoid Bad Hires"\; by Kantola Productions. He has
written numerous articles and whitepapers on the subject of employment scr
eening and selects the annual ESR Top Ten Background Check Trends.
\n
\nMr. Rosen has authored a module of the Global HR Practitioner Hand
book Volume 3 published by Global Immersion Press titled &ldquo\;Criminal
History Screening of Global Job Applicants: Hidden Dangers Employers Shoul
d Know.&rdquo\; He co-authored the &lsquo\;International Employment Backgr
ound Checks&rsquo\; module in the Global HR Practitioner Handbook Volume 2
from Global Immersion Press.
Mr. Rosen has also been active in working on legislation in California\, and in 2002\, he worked with the Ca lifornia legislature to amend AB 655\, a law that adversely affected emplo yers in the area of reference checks and hiring in California.
\n\n<
br />\n
\nMark
Schickman\, Esq.
\nPartner
\nFreeland\, Cooper &am
p\; Foreman LLP
Mark I. Schickman is a partner at Freeland Cooper &\; Foreman LLP in San Francisco. He is the Editor of the \; California Employment Law Letter \;and has written and appeared in numerous employment training videos. He concentrates on employment and labor law\, litigating every type of employment matter\, handling charges before California and Federal administrative agencies and providing advic e in avoiding liability for discrimination\, harassment\, wrongful termina tion\, union-related charges\, and all other aspects of the employment rel ationship. He is a member of the blue ribbon employment arbitration panel of the America Arbitration Association and has written about and taught la bor and employment law across the country.
\n\nMr. Schickman represe nts California on the American Bar Association'\;s Board of Governors a nd has served as president of the Bar Association of San Francisco and as governor of the State Bar of California --posts that keep him focused on t he entire employment law landscape in California.
\n\n
\n
\nRebecca A. Speer\,
Esq.
\nCo-Founder &\; Attorney \;
\nTrib&ug
rave\; Partners LLP
Rebecca Speer is an attorney and co-fou nder of Tribù\; Partners LLP\, a unique law firm that aligns law\, c ompliance\, and culture. Tribù\; Partners provides dedicated trainin g\, development\, and legal oversight to internal investigative teams. And \, it helps organizations to evaluate and implement best practices for the prevention and management of sexual harassment\, discrimination\, retalia tion\, and other employee misconduct.
\n\nWith nearly thirty years o f legal and investigative experience\, Ms. Speer has conducted hundreds of investigations on behalf of top employers across varied industries. With Tribù\; Partners\, she works closely with HR\, Legal\, and Complianc e leaders across industries to protect the workplace culture by bolstering the organization&rsquo\;s ability to prevent\, investigate\, and manage e mployee misconduct and complaints.
\n\nMs. Speer graduated from Stan ford University and the Santa Clara University School of Law\; she began h er career at the international law firms of Morrison &\; Foerster and S eyfarth Shaw. A member of the State Bar of California\, she belongs to num erous professional organizations in the areas of law\, compliance\, human resources\, and security.
\n\n
\n
\nCathleen S. Yonahara\,
Esq. \;
\nPartner
\nFreeland Cooper &\; Foreman LLP<
/em>
Cathleen Yonahara\, a partner with San-Francisco based  \;Freeland Cooper &\; Foreman LLP\, \;received her law degree from the University of California\, Hastings College of Law. S he concentrates her practice on employment and labor law. Ms. Yonahara has successfully represented employers in courts and before various governmen t agencies\, including the United States Equal Employment Opportunity Comm ission\, the California Department of Fair Employment and Housing\, and th e California Labor Commissioner. She has litigated all types of employment matters\, including claims of discrimination\, harassment\, failure to ac commodate\, retaliation\, wrongful termination\, breach of contract\, viol ation of California Family Rights Act\, misappropriation of trade secrets\ , and wage and hour violations.
\n\nIn addition to her litigation pr actice\, Ms. Yonahara&rsquo\;s practice also includes providing advice and counseling to employers on all aspects of the employment relationship in order to avoid potential legal disputes. She advises employers on the myri ad legal requirements facing California employers including anti-discrimin ation and harassment laws\, family and medical leave laws\, wage and hour compliance\, and proper classification of independent contractors and exem pt employees. She conducts audits of her client&rsquo\;s employment practi ces\, policies and agreements to ensure compliance with federal and state employment laws\, and drafts employee handbooks and personnel policies\, a nd employment\, arbitration\, confidentiality and severance agreements. Sh e is an experienced speaker and trainer on labor and employment law matter s\, such as\, complying with California employment laws\, preventing sexua l harassment\, legally managing leaves of absences\, and wage and hour com pliance. She is also the assistant editor of the \;California Empl oyment Law Letter \;and a contributing author to \;50 Empl oyment Laws in 50 States.
\n\n \;
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he event manager Marilyn (marilyn.b.turner(at)nyeventslist.com ) below for
:
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a invitation letters
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k\, Western Union\, wire transfers etc)
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\nService fees included
in this listing.
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