Compliance

Effective January 1, 2019, California businesses with 5 or more employees MUST provide harassment prevention training every two years (SB1343).  We also have a one hour version of this training program for employees only, available in English and Spanish. We have trainers bilingual in English and Spanish so the presenter can effectively communicate with your team. Regardless of what language you provide the training, it must be conducted every two years, so if you trained your team in 2019, 2021 is your training year. New employees must be trained within six (6) months of hire or promotion to a supervisory position.

Learning Objectives:

• A fresh look at harassment, discrimination, retaliation, and governing laws
• Examine scenarios & incidents and discuss possible appropriate responses
• Talk about your role in harassment prevention
• Discuss practical measures to create a safe and respectful workplace

This course is designed to raise awareness about workplace harassment and discrimination, and reduce or prevent incidents of misconduct. Effective January 1, 2019, California businesses with 5 or more employees MUST provide harassment prevention training every two years (SB1343). We have trainers bilingual in English and Spanish so the presenter can effectively communicate with your team. Regardless of what language you provide the training, it must be conducted every two years, so if you trained your team in 2019, 2021 is your training year. New employees must be trained within six (6) months of hire.

This training expresses your organization’s strong disapproval of any form of harassment and discrimination based on a variety of “protected characteristics” under state and federal law. This course also helps employees identify the difference between legal discrimination and an illegal “hostile environment”, promotes appropriate behavior, and reduces the potential for harassment, discrimination and retaliation claims.

This course is designed to train mandated reporters in identifying and reporting child abuse and neglect. Effective January 1, 2021, California businesses with 5 or more employees who also employ any minors (i.e., employees under the age of 18) must provide compliant training to mandated reporters (AB 1963). We have trainers bilingual in English and Spanish so the presenter can effectively communicate with your team. 

Mandated reporters include Human Resources employees who are authorized to receive complaints of misconduct on your company’s behalf, as well as any direct supervisor of minors. This training will apprise your employees of how to identify the various forms of child abuse and neglect, and how to satisfy their reporting obligation to authorities. Notably, failure to report may result in criminal penalties and even jail time.

This one-hour training will ensure that you satisfy your compliance obligation and that your employees engage in an interactive setting, which includes hypothetical questions and scenarios. Additionally, the law requires all mandated reporters to receive and sign specified notices of their obligations. All employees registered for this training will receive these materials as part of their handouts.

California law requires state officials to complete an ethics training course within six months of being hired, and every two years thereafter.

Cities, counties and special districts in California are required by law (AB 1234, Chapter 700, Stats. of 2005) to provide ethics training to their local officials.

The law also provides that if an entity develops criteria for the ethics training required by AB 1234, the Fair Political Practices Commission and the Attorney General must be consulted regarding any proposed course content.  CEA handles all of this for you with our AB 1234 training.

The basic outline of the training is as follows:

• Laws relating to personal financial gain
• Bribery
• Conflicts with the Political Reform Act
• Contractual conflicts
• Campaign contributions
• Conflicts after leaving office

Laws related to perquisites of the office

• Gifts
• Statement of interests
• Misuse of public funds

Laws relating to governmental transparency laws

• The Public Records Act
• The Brown Act
• Economic disclosure requirements

Laws relating to fair processes

• Due process
• Doctrine of incompatible offices
• Competitive bidding
• Anti-nepotism

Effective January 1, 2021, HR Professionals with HRCI designations must fulfill one ethics class or credit during their three-year recertification cycle. HRCI requires that you choose a training that is at least 1 hour in length and directly focused on ethics.

 The HRCI credential expresses to the business world that an individual is committed to the highest ethical and professional standards. Now more than ever, an ethically trained HR Professional can make an impact in the workplace. As businesses shift and ride the rollercoaster of ever-changing demands, ethics and values are an important component to success and consistency within a workforce.

This course focuses on HR Professionals and the role they play in managing ethics in the workplace. Learn more about

1. Establishing and Managing Ethics
2. Due Process, Employment Relationships, and Fairness
3. Laws relating to personal financial gain and government transparency
4. Creating a fair and consistent work culture
5. Ethical challenges to look out for in the workplace
6. Business ethics in a Pandemic World
7. Whistleblowing

In California, employers may create Alternative Work Weeks which allow their employees to work longer shifts and avoid overtime penalties. However, implementing an alternative workweek schedule requires strict adherence to state guidelines. Learn all of the steps that must be followed for the successful implementation of an AWS, what mistakes to avoid and what to do if you realize you have done it all wrong.  

Companies committed to drug-free workplaces face challenges with contradictory laws and often struggle to understand the actions they are able to take when drugs or alcohol enter the workplace. When California joined several other states in legalizing the use of marijuana by passing Proposition 64, also known as the Adult Use of Marijuana Act, it legalized the recreational use of marijuana for adults 21 years of age and older. Join us for this training to learn what happens when an employee is suspected of being under the influence of marijuana or any controlled substance at work, how to manage reasonable suspicion testing in the workplace and review the laws regarding random and post-accident testing.

Join us for more information on:

• Drugs and Alcohol in the Workplace
• State and Federal Laws Governing Drug Testing
• Employee Rights Concerning Drug Testing
• The Drug Free Workplace Program
• Reasonable Suspicion Testing
• Contracting with a Testing Facility

An employee handbook is one of the most important communication tools between your company and your employees. Not only does it set forth your expectations for your employees, it also describes what they can expect from you and ensures your business complies with state and federal employment laws.

Learning Objectives:

• Benefits and Risks of an Employee Handbook
• Essential Provisions
• Policies Required by State and Federal Law
• Recommended Policies
• What NOT to Put in an Employee Handbook

After years and years of experience, one of the best pieces of advice we can give to an employer is, “Hire Slow and Fire Fast”. In this seminar, we will review the steps to hire right the first time to avoid the ugliness of workplace terminations and the expensive costs that come with high turnover. Then, we'll discuss how to identify and quickly end an employment relationship that isn't working out, with reduced liability and increased humanity.

Join us to learn:

• 6 simple steps to help you hire right the first time
• The benefits of a solid progressive discipline program
• How to coach underperformers
• How to end an employment relationship lawfully

California Labor Laws protect the rights of California employees. CEA is here as the employers’ advocate. The best way to protect your rights is to be informed of CA’s ever-changing employment laws.

• Wage/hour issues including travel time and meal period exemptions
• Reasonable accommodations
• Managing leaves of absence and the interactive process
• Pending legislation on the horizon

How many different leaves of absence might a California Employer have to grant? Depending on the number of employees a company has, they may have to grant up to 19 different leave laws! It’s important to know about pregnancy disability leave and family medical leave laws, but there are so many others that employers need to understand. We’ll cover them all and provide you with a CA Leave Law Cheat Sheet to refer to in the future.

Learning Objectives

• All of the leave and time off laws governing California employers (PDL, FMLA, CFRA, Military Leave, Jury Duty, Domestic Violence, Volunteer, School Suspension, Time off to Vote, WC, Kin Care, Drug and Alcohol and more...)
• Who is eligible
• Employee’s rights under the law
• Notice requirements
• Duration
• Effects on PTO, vacation, sick, and wages

How many different leaves of absence might a California Employer have to grant? Depending on the number of employees a company has, they may have to grant over 19 different leave laws! If you have 50 or more employees, this seminar is NOT for you. 

We will focus specifically on the laws that impact smaller employers, from pregnancy disability leave to time off for jury duty. We’ll even provide you with a CA Leave Law Cheat Sheet to refer to in the future.

Learning Objectives

• All of the leave and time off laws specifically for California employers with less than 50 employees
• Determining employee eligibility
• Employee’s rights under the law
• Notice requirements
• Affects on PTO, vacation, sick, and wages

Human Resources professionals will be making significant and deeply emotional job cut decisions in the coming months. With families, customers, and the businesses’ future hanging in the balance, HR professionals must know and solidify their options, to prevent lawsuits, reduce job cuts, and remain competitive in today’s tough economy.

• Learning Objectives
• Reducing staff work hours
• Getting unemployment dollars and keeping your employees
• Performing an individual or mass layoff
• Identifying who can and can’t be laid off
• Notifying your employee of reduced work hours
• Notifying an employee of a job cut
• Exploring compensation and benefits cuts 

Do you have 5 or more employees? If so, your employees are eligible for up to 4 months of California Pregnancy Disability Leave (PDL), and may be eligible for an additional 12 weeks of leave for baby bonding under the California Family Rights Act (CFRA), which now covers employers with 5 or more employees as of January 1, 2021. In this 1-hour session, you'll learn how to comply with PDL, and the other leaves that interact with it.

Learning Objectives

• Understanding employee rights and employer obligations;
• How to administer PDL
• Required forms
• Employer benefits during PDL
• Available state benefits
• Interactions with other leaves, such as CFRA/FMLA
• Reasonable accommodations

How is an employer to win in the unemployment arena?

We have all been there before. You terminate an employee for a good reason yet they still receive unemployment benefits. Or, an employee resigns for no reason given, yet the EDD grants them unemployment benefits. As an employer, it is important not only to understand this process but also to know your options so you are not left scratching your head.

Join us for this information-packed training on the Unemployment process. Get a better chance of winning the unemployment claims you should be winning and not wasting your time on those you can’t win. You will learn:

• How to decide if you should dispute a claim or not.
• What information should you include when responding to a claim
• How to prepare for an unemployment hearing
• The values of witnesses and witness statements
• And Much More!

Union awareness is about what an employer can and should do and what the employer must not do.

In this session you will learn:

• Strategies for maintaining a union-free workplace
• How to recognize the signs of union organizing
• The actions you may take during an organizing drive
• The actions that are prohibited during organizing
• What you CAN say and
• What NOT to say during organizing

Both the Federal Government and the State of California have discovered a way to battle their budget woes… employer non-compliance! To ensure your company moves safely through the compliance jungle, join us.

Learning Objectives:

• Latest opinion letters from the Labor Commissioner
• Latest rulings from the CA Supreme Court
• Exempt v. Non-exempt, Independent Contractor v. Employee, Meal & Rest Periods
• Common and continuing mistakes employers make