Agenda & Sessions | Speakers | Recertification Credits | Registration Rates
Don’t let the complexities of employment law derail the success of your HR management. Get educated and stay informed to stay ahead of the curve and avoid litigation.
Join PIHRA as we hit the road and head to Del Mar on June 13th for a half-day program that will equip you with the knowledge and information to navigate complex workplace laws. In two sessions led by AALRR litigation experts, you’ll learn strategies for handling the latest workplace developments with ease, including freelance/gig employees, remote/flexible work options, and the recent California Supreme Court decision regarding worker classification.
Don’t miss your chance to strengthen your understanding of employment laws and make valuable industry connections in North County at the same time.
Register above to reserve your spot!
|8:30am - 9:00am
||Registration & Breakfast
|9:00am - 10:15am
||Session #1 - Navigating California Employment Laws in the Future Workplace
|10:15am - 10:45am
||Networking Break & Announcments
|10:45am - 12:00pm
||Session #2 - Complying or Lying: Is Your Independent Contractor Really an Employee?
Navigating California Employment Laws in the Future Workplace
California employment laws can be challenging to navigate and compensation issues can be a legal landmine. Discover strategic ways to handle the new gig/freelance worker, the remote worker and issues that arise with your flexible work options. We’ll analyze the risks employers should consider when managing a detached workforce, including unsecured data, violations of wage & hour laws and workers’ compensation issues.
1. Attendees will review a list of the areas of concern with gig/freelance workers
2. Overview of wage and hour changes in light of trends in the workplace
3. How to avoid wage and hour penalties
Complying or Lying: Is Your Independent Contractor Really An Employee?
Independent Contractor v. Employee? Exempt vs. Non-Exempt Employee? The recent California Supreme Court decision rejecting the current standard for determining classification of workers as employees or independent contractors is a good or a bad example of this problem, depending upon which side of the ruling you’re on. If your employees work from home, if you have independent contractors who make their own hours and use their own equipment, you may be at a loss for how to classify them. Worse yet, you may be inadvertently setting your company up for a lawsuit. Join PIHRA and expert attorneys from AALRR to discuss, not only how to remain in compliance, but also how to structure your workforce as a strategic business partner to your company.
1. How to appropriately classify workers as employees or independent contractors
2. Specific tips to properly evaluate an independent contractor position
3. Identify gray areas of liability
||Amber Solano, Partner, AALRR
Amber Solano is an accomplished litigator who represents employers in both the private and public sector in all areas of labor and employment law, including wrongful discharge, wage and hour (including class actions), discrimination/harassment, retaliation, leaves of absences, privacy, and the First Amendment. Ms. Solano handles matters in state and federal courts as well as before various administrative agencies. She has achieved remarkable results for clients in hearings, arbitrations, trials, and appeals.
Ms. Solano also counsels clients on a variety of employment issues, including employee discipline, wage and hour compliance, and adherence to federal and state family and medical leave laws. She regularly drafts employment agreements, employee pay plans, proprietary information agreements, employee handbooks, and other personnel policies.
Paul Fleck, Partner, AALRR
Mr. Fleck represents management exclusively in all aspects of employment litigation, including defending claims for wage and hour violations, wrongful termination, discrimination, sexual harassment, and leave of absence violations. Mr. Fleck provides his clients with zealous representation in litigation while striving to avoid drawn-out legal proceedings when possible. Mr. Fleck regularly represents employers in California and federal courts and in matters brought by the U.S. Department of Labor, the Equal Employment Opportunity Commission, the California Department of Fair Employment and Housing, and California’s Division of Labor Standards Enforcement.
Since Mr. Fleck worked in the human resources field at both Fortune 500 and small California firms prior to his legal career, he now provides practical advice and counsel to employers on human resources and employee relations issues. Additionally, Mr. Fleck regularly conducts human resources audits related to payroll practices, policies and procedures, employee handbooks, job descriptions, and I-9 compliance.
||This program has been approved for 2.5 Professional Development Credits (PDCs), towards SHRM-CP and SHRM-SCP, through the Society for Human Resource Management (SHRM).
||This program has been approved for 2.5 HR (General) recertification credit hours through the HR Certification Institute (HRCI). For more information about certification or recertification, please visit the HR Certification Institute homepage at www.hrci.org.
The use of this seal confirms that this activity has met HR Certification Institute’s® (HRCI®) criteria for recertification credit pre-approval.
Online registration will be open thru June 13, 2018. We also will be accepting registration onsite at event. Payment is due at the time of registration.
There will be a 50% administration fee for any cancellations. If you need to cancel, we must receive it in writing (email or fax) 2 business days prior to the event during normal business hours. Refunds will not be given to no-shows. Credits will not be issued for use towards future PIHRA events.
Registration and attendance at, or participation in, PIHRA programs and other activities constitutes an agreement by the registrant to our use and distribution (both now and in the future) of the attendee's image or voice in photographs, videotapes, electronic reproductions and audiotapes of such programs and activities.