A Sneak Peak Into How To Manage a Fully Remote or Hybrid Workforce – Q&A with Hieu T. Williams

A Sneak Peak into How to Manage a Fully Remote or Hybrid Workforce – Q&A with Hieu T. Williams


Hieu Williams takes us on a journey to learn how managing a fully remote workforce can have it’s own set of challenges, especially with 2023’s upcoming changes. Learn more about the value these updates hold for your career in HR through her Q&A below:

1. What drew you to sharing critical information with those who deal California Employment Law? Provide a little bit of background on your journey.
I am passionate about getting to know a client’s business and partnering with them to develop policies and procedures that embody their vision and values.  The best part of my role as outside employment counsel is understanding a client’s objectives, including developing a specific workplace culture, and coming up with creative solutions that work for the employer and the employees.  Often times employers are doing things because that is how things have always been done.  I encourage company policy decision makers and culture builders to be thoughtful about the policies and practices they implement.

2. What aspects of your session topic pertain to the HR field and the employment law updates that organizations face?
The reality of returning to the office, either on a hybrid or fully remote model. As HR professionals we all face the impact that working from home policies have made on the workforce. Things shift and change for employees as the return to the office becomes more prevalent and impacts those who are still working 100% remote as well.

3. What are some of the changes on the horizon for 2023 that the HR field can better be equipped for using your session information?
1. A hybrid/remote workplace and mitigation against those risks.
2. W Performance management and motivating employees (fighting Quiet Quitting).

4. What are the top (3) takeaways HR professionals can gain from the information shared in this year’s CELU on-demand session?
1. Make certain their time cards are accurate and comply with the law. Periodic audits to make sure employees are following company policies is always a good practice.
2. Watch for meal and rest period violations. This is the low hanging fruit in wage and hour claims.
3. Properly pay meal and rest period violations when they occur. Build these penalties into the operating budget similar to overtime payments in an effort to limit potential class action law suits.

Partner, Hieu T. Williams, Hirschfeld Kraemer

Hieu Williams regularly defends employers against claims of discrimination, harassment, wrongful termination, retaliation, breach of contract, and wage and hour class action violations. Ms. Williams’ employment law experience includes representing organizations, executives, and supervisors from various industries including but not limited to healthcare, education, food and beverage, and non-profit organizations.

In addition to being an experienced litigator, Ms. Williams provides advice and counseling to her clients, which includes drafting employee handbooks, policies and developing best practices, conducting harassment and management training sessions, and performing workplace investigations. Prior to joining the firm, Ms. Williams was an employment litigation partner with a national defense firm


Don’t wait to be prepared for the year ahead, purchase CELU22 on-demand today. 



Alma Pinedo