Legal Update 2019 (San Jose)
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On January 1, 2019, several new employment laws will go into effect that directly impact California employers’ compliance requirements. Learn all about new California state legislation, applicable new federal requirements, new state employment regulations, and select California case law affecting California employers.

When: Wednesday, February 6, 2019
9:30am - 3:30pm
Where: Space generously donated by Meriwest Credit Union
5615 Chesbro Ave.
Training Room
San Jose, California  95123
United States
Contact: 800-339-4481

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Legal Update 2019 - South Bay

Wednesday, February 6, 2019
Registration 9:00 - 9:30am
Program 9:30am - 3:30pm

Qualifies for 5 California HRCI Recertification Credits / 5 SHRM PDCs

Price: Member $125 / General $149 / Join Now $319.97 (includes 1 year of membership to Next Concept HR Association)



Learn all about new California state legislation, new state employment regulations, and select California case law affecting California employers.
The “Me Too” movement has resulted in numerous legal changes that California employers, big and small, cannot afford to ignore. This includes significantly expanded anti-harassment employer training requirements, greater employee rights to disclose and discuss harassment concerns, and expanded employer liability for harassment by employees and non-employees. 
If that’s not enough on your plate, our state courts were busy over the past year issuing several new California case law opinions that dramatically change how employers address various employment law issues and employers’ policies, including: the Dynamex decision and the evolution of the “ABC” independent contractor test; the Troester decision and its impact on “de minimis” time compensation requirements; the Alvarado case and flat sum bonuses, as well as developments in the law regarding employee non-solicitation agreements. After participating in this seminar, you will learn:
--  The new “do’s and don’ts” associated with these new laws.
--  Which policies and forms need to be revised now to be in compliance.
--  How to train management employees about the laws


>> Marc L. Jacuzzi, Director Attorney, Simpson, Garrity, Innes & Jacuzzi, P.C.
Mr. Jacuzzi has broad experience in employment law matters. For the past 23 years, he has represented employers as defendants in civil rights actions, including claims under the Age Discrimination in Employment Act (ADEA); the Americans with Disabilities Act (ADA); Title VII of the Civil Rights Act; the California Fair Employment and Housing Act (FEHA), and other state discrimination statutes. He has experience with Private Attorney General Act (PAGA) claims; retaliation, whistle-blower, trade secret misappropriation claims, California Labor Code claims for meal & rest break violations, paystub violations, overtime, minimum wage, and more.

Mr. Jacuzzi's practice also involves employment law counseling. He regularly advises clients regarding all aspects of the employer/employee relationship.

>> Nancy L. McCoy, Senior Counsel, Simpson, Garrity, Innes & Jacuzzi PC

Ms. McCoy is an experienced litigator and counselor who has been advising and representing employers for over fifteen years. Her practice is dedicated to working with California employers of all sizes, from small “mom and pop” shops, nonprofits and medium sized businesses, to nationwide corporations and franchisees, across a broad spectrum of industries.

Ms. McCoy has comprehensive experience handling employment law matters before all State and Federal courts, as well as before various State, Federal and local agencies such as the Equal Employment Opportunity Commission (EEOC), the Department of Labor (DOL), the Department of Fair Employment and Housing (DFEH), the Department of Labor Standards Enforcement (DLSE), the Workers’ Compensation Appeals Board (WCAB) and the Unemployment Insurance Appeals Board (CUIAB), among others.

In addition to aggressively litigating and defending her clients, Ms. McCoy also routinely provides her clients with day-to-day advice and counsel designed to help them prevent employment problems from occurring in the first place, and to help minimize risks occurring throughout the employment life cycle, from hire to termination.  



Cancellations received less than seven calendar days from the program date are not refundable. If cancellation within seven days of the program is unavoidable, a credit for a future event will be granted, minus a $75 administration fee ($15 for regional meetings). Credits must be used within one year of issue. A substitute attendee is allowed at the applicable NCHRA member/non-member rate in lieu of credit. Separate cancellation policies apply for the HR West Conference and Certification Preparation Courses.