Linda A. Kurtz, SPHR-CA

California’s 2025 legislative session brought sweeping changes for employers, covering everything from wage equity and AI in employment decisions to expanded leave and reporting obligations. Anthony Zaller's latest summary offers a clear, organized rundown of what was signed, vetoed, and what’s next for 2026 compliance. #CaliforniaEmploymentLaw #LegislativeUpdate https://lnkd.in/gXriMsgA

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California Employment Law Weekly Update – Key HR Takeaways Week of Sep 22 to Sep 28, 2025 📅 Learn more at PIHRA | California Employment Law Updates presented by OnePoint Human Capital Management 🔗 https://bit.ly/45zjofk This seminar series covers the 2026 California employment law and regulations. 1️⃣ California Adopts New Rules Expanding The FEHA’s Reach To AI Tool Developers By Gerald L. Maatman, Jr., Justin Donoho, Esq., CISSP, and George J. Schaller at Duane Morris LLP ⚖️ California expands FEHA coverage to AI developers, requiring HR teams to assess vendor compliance and update risk management processes before October 1. 🔗 https://lnkd.in/gUwd-S35 2️⃣ California’s Long-Awaited Final Regulations on Automated Decisionmaking Create New Compliance Challenges for Employers By Zoe A., Philip Gordon, and Niloy Ray at Littler 🖥️ CPPA final rules impose strict obligations on workplace AI and automateddecision-makingg tools, requiring transparency, risk assessments, and employee rights notifications. 🔗 https://lnkd.in/gVfAM3Zc 3️⃣ Minimum Wage Defense Must Show Reasonable Attempt to Follow the Law By Julie M. Capell at Davis Wright Tremaine LLP 💵 California Supreme Court ruling clarifies employers must show proactive compliance efforts to defend wage claims; ignorance or inaction is not a valid defense. 🔗 https://lnkd.in/g-_Ps9Us 4️⃣ California Appeals Court Addresses Employer Liability For Alleged Off-Site Coworker Harassment By Randy Sullivan and Michael Pearlson at Hunton Andrews Kurth LLP 👥 Employers may face liability for off-site harassment if workplace authority is implicated, underscoring the need for strong anti-harassment policies and reporting channels. 🔗 https://lnkd.in/gmw87VKr 5️⃣ Attorney’s Fees in Excess of $1,000 per Hour: The High Cost of Fighting Employment Claims in California By Anthony Oncidi and Dixie Morrison at Proskauer Rose LLP 🧾 A recent appellate decision highlights FEHA fee-shifting risk; aggressive litigation tactics can backfire and expose employers to seven-figure plaintiff attorney’s fees awards. 🔗 https://lnkd.in/gcujmX5e Found this helpful? Save, comment, or tag a colleague who needs to stay informed. #PIHRA #CELU25 #EmploymentLaw #CaliforniaCompliance #HR

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Analyze Objective and Accurate Data on strengths and opportunities for development without utilizing a 360 Feedback Assessment. Join us for the CPI™ Certification Program, happening November 11–13! This immersive, 3-day virtual training equips you with the tools and expertise to interpret and apply the California Psychological Inventory™ (CPI™) — a powerful assessment used widely in executive coaching, leadership development, and talent strategy. ·      The Swiss Army knife of leadership development with insights you can trust-Whether for leadership development, executive coaching, performance enhancement, or even succession planning, the CPI™ assessment is a highly versatile tool.  ·      Reports quantify 26 personality attributes and 18 leadership characteristics, benchmarking results against those of a real-world sample of successful managers and executives. ·      These reports act as a blueprint, highlighting strengths, identifying opportunity areas and action steps, and providing a clear, ready-to-use guide for training and development. Thanks to its empirical design and carefully constructed items, the CPI assessment yields reliable, valid results that are difficult for respondents to manipulate, making it a credible tool for critical leadership decisions. Let’s elevate how we understand and develop leaders. #CPI #ExecutiveCoaching #Certification #LeadershipDevelopment #Coaching #PsychologicalAssessment #ProfessionalGrowth

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⚖️ California Employment Law Weekly Update – May 13, 2025 ⚖️ Each week, I share key employment law updates from top law firms to help California HR professionals stay informed and compliant. 1️⃣ Navigating California’s New Regulations on Automated Decision-Making Tools 📍 By Scott Jang at Jackson Lewis P.C. California has introduced new regulations under the Fair Employment and Housing Act (FEHA) concerning the use of automated decision-making tools in employment practices. Employers must now ensure these tools do not result in discriminatory outcomes. This article provides guidance on compliance and best practices. 🔗 https://lnkd.in/gVDnkeGm 2️⃣ California Court of Appeal Affirms Enforceability of Prospective Meal Period Waivers 📍 By Gabriella Martin at Squire Patton Boggs In Bradsbery v. Vicar Operating, Inc., the California Court of Appeal upheld the validity of prospective meal period waivers for shifts between five and six hours, provided they are voluntary and revocable. This provides helpful clarity for California employers. 🔗 https://lnkd.in/gXS_4sqm 3️⃣ Guidance On Independent Contractor Versus Employee Classification Rules Are Changing 📍 By Susan Lorenc & Shahed Abualsamen at Thompson Coburn LLP The U.S. Department of Labor’s updated interpretation affects contractor classification under the Fair Labor Standards Act. California employers must also consider alignment with the state’s ABC test. 🔗 https://lnkd.in/gF8SBPh6 4️⃣ Trend Alert: Today’s Workers’ Comp Claim is Tomorrow’s Wage & Hour Headache 📍 By Andrea C., Ann Smith & Paul Fleck at Atkinson, Andelson, Loya, Ruud & Romo This article explores the emerging link between workers’ comp claims and wage and hour litigation. It highlights key risk areas for HR to monitor when responding to claims. 🔗 https://lnkd.in/gztrUZP9 5️⃣ Risk Management in the Modern Era of Workplace Generative AI 📍 By Marjorie C. Soto García, Esq., Brian Casillas & Rebecca R. at McDermott Will & Emery As AI use grows in hiring, performance, and workforce tools, this article outlines legal risks and compliance strategies employers should consider now. 🔗 https://lnkd.in/gF7DqjVS 💬 HR leaders: Which of these updates has the biggest impact on your current policies or priorities? 📅 Coming soon: PIHRA | California Employment Law Updates in Los Angeles and Orange Counties. Stay tuned for dates and registration details. #HR #CaliforniaHR #EmploymentLaw #PIHRA #WorkplaceLaw #CELU25

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Employment Practices Analyst, Michelle R. Coker, PHR, PHRca joins The DrBicuspid.com Podcast to discuss the complexities of employment laws in California, effective hiring practices, managing terminations and the importance of clear holiday policies. Listen here: https://lnkd.in/gwuuURV5

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California's Court of Appeal just made payroll simpler for exempt outside sales—but the bigger play is how this ripples through all your variable-pay workers. What happened: In Hirdman v. Charter Communications (Aug 4, 2025), the court confirmed that employers may calculate paid sick leave for exempt outside sales reps using only their base hourly rate, excluding commissions, as long as the same method is used for all other paid leave types (vacation, PTO, etc.) . Why it's powerful: • It erased ambiguity around whether commissions must be included • It affirmed that “exempt” under sick-leave law includes outside sales—no narrow loopholes • It lets HR and finance teams deliver clarity—and reduce payroll complexity But here’s where you can lead the conversation: Non-exempt employees get one of two methods—but both include commissions or earnings, potentially driving higher sick-pay—so you must not apply the exempt formula by default. And for those tricky recoverable draw structures? You’ve got to ask: How do you calculate vacation, PTO, and sick pay? Is it based on the draw? Commissions? You must mirror that method—consistently. What leaders should do now: 1. Audit your sick-leave policy—does it match your vacation/PTO method? 2. Identify who is exempt vs. non-exempt—are you applying the right formulas? 3. Review your draw/commission setup—is your sick-pay aligned with your other leave? Here's your invitation: Be the payroll hero who sees not just the ruling—but the ripple effects through every variable-pay scenario in your company. Simplify. Comply. Thrive.

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This Week in Employee Relations – Oct. 6-10, 2025 A week that tested systems of trust — from new whistleblower protections to the growing wave of white-collar organizing. The message is clear: The pressure points in culture and compliance are shifting fast. 🤖 California Enacts First AI Whistleblower Protection Law (SB 53) California just passed a first-of-its-kind law protecting employees who report potential harms tied to AI, even if they can’t prove actual damage. → ER Insight: If your org uses or plans to use AI, this raises the stakes on your internal reporting channels. Put yourself in a whistleblower’s shoes — how easy is it to raise a concern about algorithmic bias or data misuse? Review your “speak-up” platform categories and make sure they reflect emerging risks like AI ethics and automation. Tools like Speakfully can help capture those concerns before they go public. ⚖️  Professional Employees Are Organizing — and Most Employers Aren’t Ready From law firms to banks and tech firms, more white-collar workers are pursuing unionization, while a new Littler survey shows roughly 40% of U.S. employers say they’re not prepared at all to respond. → ER Insight: The old assumptions about who organizes no longer hold. Don’t wait for a petition to appear — start reading your own predictive indicators: Engagement data, ER case clusters and tone shifts in employee feedback. Those trends tell you where trust is thinning. Build transparency and dialogue now so employees don’t feel their only voice is collective. If you’re navigating this space, join the Labor & Union Relations group in empowER: The Employee Relations Community — ER leaders are actively sharing playbooks and lessons learned there. 🏛️  Federal Shutdown Leads to Union Lawsuits Over RIF Threats Two federal employee unions sued to block planned reductions in force tied to the ongoing government shutdown, calling them retaliatory and unsafe. → ER Insight: Even outside the public sector, these headlines are a reminder that how organizations handle workforce reductions speaks volumes. Communicate early, document clearly and show the “why” behind decisions — transparency in tough moments is the strongest form of risk mitigation. Full article links below 👇 #EmployeeRelations #ERInTheNews #AI #Unions HR Acuity

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This is a great win for employers in California! In a recent case, the California Court of Appeal confirmed that written prospective meal waivers are valid and enforceable. 👏 Key takeaways: ➡️ If you have non-exempt employees, ensure you have a signed, valid written agreement that waives meal periods ONLY when working 6 hours or less. ➡️ Be clear when explaining the waiver to your employees and remind them that they can revoke that meal break waiver at any time. ➡️ If an employee declines to sign, don't retaliate. Let them take a break, even if working less than 6 hours. Kudos to Lauren Roseman for co-writing a clear article that outlines what happened and why it matters. 🤓 https://lnkd.in/ghwvNnqg

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A key area of focus for the University of California, Irvine - The Paul Merage School of Business is preparing the next generation of board directors. Disruptions from technology, demographic shifts, regulatory changes and macro-economic global factors all mean that the boards of tomorrow are likely to need new types of directors. In order to develop these leaders, the Paul Merage School of Business, in partnership with UCLA, this year launched a new Corporate Governance for Chief Human Resource Officers program. This program attracted HR leaders from a wide variety of leading organizations. I am very pleased that this innovative program was recently covered by Forbes magazine. The Merage School looks forward to offering this program and other innovative courses to support excellence in company governance. https://lnkd.in/gK5C32ZE

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