- Steps to negotiating a “labor peace agreement” and “collective bargaining agreement” when dealing with a union9.23.20
Fisher Phillips and Cannabiz Team invite you to a one-hour webinar about unions and the cannabis industry.
With the cannabis workforce booming, many state statutes require cannabis employers enter into Labor Peace Agreements with labor unions as a means to organize the workers into a union. Once organized, cannabis employers must bargain a collective bargaining agreement with the union. In this virtual seminar, Fisher Phillips cannabis labor lawyers will advise how to negotiate a state compliant Labor Peace Agreement, what happens after employees organize a union and how to negotiate a Collective Bargaining Agreement.
If you’re a cannabis retailer, distributor, testing laboratory, or cannabis event organizer, you won’t want to miss this informative program. Other cannabis industry partners that will benefit from attending are Professional Employer Organizations (“PEOs”), cannabis consultants, and financial investment firms. We look forward to helping you gain a better understanding of cannabis employers’ legal obligations and how to address these important labor relations issues.
- California Litigation Conference: An In-Depth Overview of Class Action Litigation and PAGA Litigation in California9.23.20
California class action litigation has exploded, and employers typically face multimillion dollar exposure if they are ever served with a wage and hour class action or a PAGA representative action. Even before any settlement is reached, these cases can be devastating for employers both financially and operationally.
As we approach the end of the calendar year, many employers are preparing to start the process of conducting annual employee evaluations. But are those evaluations useful management tools, exercises in futility, or simply traps for the unwary? Join Fisher Phillips Senior Attorney, William Mosher as he explains how to conduct your employee evaluations in a way that will provide your business with valuable financial and legal benefits, while avoiding actions that could expose you to significant legal liability.
In the midst of the pandemic, California employers continue to face many new laws and regulations. This year, we will discuss the following bills that have either already been signed by Gov. Newsom or are expected to be signed by the end of September 2020.
Whether you are a non-union company or a company with a longstanding relationship with a union, strikes and picketing activity have increased dramatically over the last couple of years. Join Todd Lyon and Lisa Vickery for a two-hour labor relations program on how to prepare for and succeed against strikes, pickets and boycotts. This exciting program will examine what kinds of activity is lawful, and, most importantly, how to equip your company with the best contingency plan to counter the effectiveness of the union’s actions. HR and Labor Relations professionals will have the opportunity to explore effective lawful decisions in the face of such adversity.
- A Guide on the Do’s and Don’ts of Drug Testing Applicants and Current Employees9.16.20
Drug testing can be a tricky subject for employers, particularly when it comes to testing existing employees! Join Sarina Saluja and Talar Tavlian as they break down the do’s and don’ts of workplace drug testing in an informative one-hour webinar. They will explore drug testing applicants and current employees, how to best handle positive drug tests, and other kinds of drug testing results. HR managers will walk away with the knowledge on how to implement a written workplace drug testing policy and what information the policy should include.
As we work toward reopening our economy, employers must consider what legal issues lie ahead. Join this virtual seminar as Tropical Benefits consultant, Carmen Hodnett and Fisher Phillips attorney, Justin McConnell, address some of the key legal issues facing employers. They will discuss strategies for safely opening workplaces and the legal risks and liabilities that in-house counsel and human resources will be asked to manage while businesses attempt to find the new normal.
Even after employees return to work and business operations return to normal, the impact of COVID-19 has changed the workplace for the foreseeable future. And until a vaccine and tests become widely available, the threat of another outbreak and employee concerns or fears regarding COVID-19 will continue to permeate throughout the workplace.
- California Anti-Harassment Train-the-Trainer Doubleheader9.9.20
The passage of SB 1343 expands the AB1825 training requirement to now require all employers with five or more employees to provide anti-harassment training for supervisory and nonsupervisory employees. It also requires all nonsupervisory employees to complete one hour of anti-harassment training. All employees must be trained within six months of being hired and every two years thereafter. This session, exclusively for human resources professionals, will equip them with the know how to conduct training at their workplace. Materials will be provided in both English and Spanish for this session. Important: only those who fall under eligible train-the-trainer categories may attend this session.
As New Jersey schools announce their re-opening plans, employers in the state are trying to understand their obligations under different federal and state leave laws. Although the plans vary widely, most schools are making the difficult decision of choosing either an entirely remote learning model or a hybrid of attending remotely coupled with physical attendance. In light of these different reopening plans, New Jersey Managing Partner Rosemary Gousman and Associate Alvaro Hasani are hosting a 60 minute webinar to help employers understand how the (FFCRA) affects the leave rights of employees for differing school schedules and how covered employers in New Jersey must also consider their obligations under state leave laws.