Mike is an accomplished senior generalist in human resources. His expertise covers strategic planning, workforce analysis, compensation & benefits administration, employee relations, recruiting and selection, payroll and salary administration, human resource development, and occupational safety, and security. Mike is a subject matter expert in California employment law and is a certified trainer in mandated FEHA harassment prevention training under California AB 1825, AB2053, SB396, and SB1343. He is the author and developer of a 6-hour workshop, “California Employment Law Essentials for Business” and worked with SHRM in the development of the SHRM California employment law micro-credential program.

He is a credentialed member of the Society for Human Resource Management (SHRM) since 2002, gained his SHRM-SCP (Senior Certified Professional) credential in July 2015 passing the certification exam. A strong believer in stewardship and community involvement, Mike served as the Pacific West Region Representative on SHRM’s Membership Advisory Council for 2015 & 2016 and currently serves as Past State Director on the Executive Committee for CalSHRM.

Mike is a contracted instructor for SHRM delivering both virtual and face-to-face human resource education courses throughout the USA and California. He frequently facilitates SHRM’s “California HR: Applying California Employment Law to HR Practices,” “Human Resource Business Partner,” “SHRM Certification Exam Preparation,” and several others. He is a frequent speaker at business and trade associations delivering presentations, workshops and courses on a variety of human resource topics and has worked with the University of the Pacific’s Career Resource Center and Eberhart Business School assisting students with career preparation, since 2004. 

Presentation Summary:
This presentation focuses on the 10 most common wage and hour liabilities faced by CA business, often leading to litigation and PAGA claims.

Learning Objectives:
Foundational knowledge of California wage and hour employment laws that are often litigated. Learners gain insight onto ways to reduce unnecessary risk of litigation and the liability associated
with PAGA claims.

Jeanine represents employers in all areas of employment and benefits law, including wage and hour claims, harassment, discrimination, retaliation, wrongful termination, benefit plan corrections and other employment-related claims.

Jeanine assists clients in creating and implementing workplace policies and procedures, conducting harassment investigations, and counseling on employee performance management, including corrective actions and terminations. Jeanine often presents customized, on-site training programs for clients on a variety of human resources issues.

Jeanine is a sought-after presenter and offers engaging and entertaining workplace training programs, including harassment prevention training as required by California law.

Jeanine writes regularly about employment issues that are important for California employers at http://calemploymentlawblog.com.

When not defending employers, Jeanine coaches her kids’ soccer and baseball teams and is a baseball umpire (a welcome arena where her judgment cannot be questioned by anyone!).

Presentation Summary:
In this session, Jeanine will walk the HR professional through the steps of an HR audit. She’ll break down the different ways to do an audit and help you get started on doing one!

Learning Objectives:
Member’s will learn:

• The employer’s obligation to affirmatively comply with employment laws, and the role of an HR audit in achieving that goal.
• How to set up an HR audit to ensure its effectiveness (and for it to get done)
  What to do with the results of the review.

Dr. Carr holds a Doctor of Philosophy degree in Clinical-Forensic Psychology, a Master’s of Arts degrees in both Clinical-Forensic Psychology and Organizational Behavior, a Bachelor of Arts degree in Psychology with a minor in Criminology and an Associate’s of Arts Degrees in Criminal Justice, Liberal Studies and General Studies. As an intern and practicum student, Dr. Carr gained additional experience in psychometric forensic evaluations working with adults and juveniles who were on probation and/or incarcerated. Dr. Carr is certified as a Level II Academy Instructor through the California Commission on Peace Officer Standards and Training where he instructs on Mental Health disorders in crisis intervention techniques.

Dr. Carr has also worked in outpatient and inpatient clinical settings as a Staff Psychologist and Senior Psychologist Specialist for the California Department of Corrections and Rehabilitation. In addition to working on general population sensitive needs yards, Dr. Carr has worked in an Administrative Segregation Unit and in a Mental Health Crisis Bed were he conducted threat assessments and crisis intervention management for patients with severe and debilitating mental health disorders.

As a Deputy Sheriff-Coroner, Contract Police Officer and Campus Security Officer for almost a decade, Dr. Carr has worked as a Domestic Violence Investigator, Field Training Officer and Reserve Officer Coordinator. In these positions he regularly conducted threat assessments, made security recommendations to the public and assisted in the successful investigation, preparation and prosecution of criminal cases. 

Presentation Summary:
With an estimated 2 million incidents of workplace violence occurring annually and mass shootings seemingly on the rise, it’s important for every organization to have a plan to address this growing concern. Unfortunately, in many incidents, it’s often discovered after the fact that there were warning signs that were overlooked, misunderstood, or ignored.

This presentation reviews barriers and opportunities in maintaining the continuity of concern from the first observation, assessment, response, and recovery. Through interactive dialogue and real-life case studies, this presentation will help attendees understand the key elements of establishing and maintaining a program that aligns with other organizational objectives and strategies.

Learning Objectives:

• Review the dynamics of Workplace Violence.
• Identify strategies for recognizing threatening and concerning behavior.
• Explore options for accessing and managing threatening and concerning behavior.

Ms. Long’s employment and hospitality litigation practice includes handling wage and hour claims, claims of employment discrimination, wrongful termination, and breach of employment contract cases.  She has experience with class action litigation, and FLSA and EEOC investigations.  In addition to her litigation practice, Ms. Long counsels clients on all aspects of employment, including complaints made to and investigations initiated by the Department of Fair Employment and Housing, Labor Commissioner, and the EEOC on matters relating to employment including compensation issues, mandatory leaves of absence, reasonable accommodations, and reductions-in-force for individuals, companies and local government.  Ms. Long regularly speaks on employment and hospitality issues of interest.

In the real estate and business litigation areas, Ms. Long has represented parties in a variety of matters, including commercial and residential sales disputes, partnership disagreements and dissolutions, partition actions, commercial landlord/tenant suits, easement and boundary claims, and CC&R.

Presentation Summary:
This Presentation will review common policies within Employee Handbooks and work places that may be seen as a violation of Section 7 of the National Labor Relations Act (the Act), which guarantees employees “the right to self-organization, to form, join, or assist labor organizations, to bargain collectively through representatives of their own choosing, and to engage in other concerted activities for the purpose of collective bargaining or other mutual aid or protection,” as well as the right “to refrain from any or all such activities.”

Learning Objectives:
On August 2, 2023, the NLRB issued a ruling in Stericycle, Inc. which overturned an Employer’s right to promulgate legitimate workplace policies, such as rules requiring employees to maintain confidentiality of workplace investigations and instead set a new set of rules that if the rule could be seen to have a chilling effect on organization or communication, then the Employer must establish a legitimate business interest.

• This session will go over common standard policies that may draw attack, best practices to prevent against a claim and how to update handbooks.