FitzGerald & Mulé LLP is strongly committed to the education of our clients and others in the community to keep them informed of new developments and to give them the tools to adapt to the ever changing requirements in employment law and HR compliance. F&M offers a variety of educational opportunities to accomplish these goals.
Mandatory Sexual Harassment Training - AB 1825
California law requires employers with 50 or more employees to provide two (2) hours of classroom and/or interactive sexual harassment training and education for all supervisory employees every two (2) years. New supervisory employees must be trained within 6 months of their hire date.
Combining the experience of our employment attorneys with the hands on expertise of our Senior HR Business Partner, our firm provides exceptional training seminars to keep our clients in compliance with AB 1825.
Our presentations are live, comprehensive and pertinent to the issues common to employers in our community. When you attend one of our seminars, you will not watch a two hour video with a quiz at the end. Rather, you will have a clear understanding of what the law requires and what to do when you are confronted with a problem involving workplace harassment.
Wage and Hour Compliance
Wage and hour cases have been on the rise for many years and of all the potential employment law claims they present the greatest risk to employers of all sizes. Overtime exemption misclassifications, meal and rest periods, failure to pay wages, incorrect payment of piece rates and commissions, improper classification of employees as independent contractors are just some of the wage and hour claims that can be devastating to a business. These cases are almost always asserted as class actions which means that one employee can represent the interests of all current and former similarly situated employees. Individual cases which may only amount to a few thousand dollars typically grow to six digits when they are brought on behalf of other employees.
To help our clients avoid falling into one of the many common mistakes in this area of employment law, F&M can review our clients' employee classifications, time records and pay practices. After identifying non-compliant practices, we help our clients make sensible and non-disruptive changes to their wage and hour policies and practices. We also offer training on wage and hour best practices and give presentations on emerging trends in wage and hour law.
Immigration Compliance Spot Audits
Keeping good I-9 records can be far more challenging than employers realize. The technical requirements of right to work authorization is complicated and often done incorrectly by employers. I-9 forms must be completed within the first 3-days of employment and should be kept for three years after the date of hire or one year after employment is terminated, whichever is later. Failure to complete the forms accurately or poor record keeping may result in significant monetary penalties if audited by an Immigration Compliance Enforcement (ICE) officer.
F&M can review a representative sampling of your company's I-9 records to identify technical mistakes or problematic practices. We can help you make corrections properly and provide you with training on how to take and maintain future I-9 records.
General Employment Law
One of our most popular seminars is our general employment law seminar. In 90 minutes, we review the current top 10 employment issues and anything else an employer should know. This seminar is geared for people in management and supervisory positions as it gives an overview of employment law without being overwhelming.
New Laws for the New Year
At the beginning of each year, new laws go into effect that could have a serious impact on employers. Our firm provides seminars and workshops to specifically designed to educate employers and HR professionals on these new laws so they can ensure their policies, procedures and business practices are in compliance.