Tag Archives: sexual harassment prevention


During the current COVID-19 pandemic, every day brings new information, concerns, and challenges regarding the spread of the virus, its economic and social impacts, and government directives. Leap Solutions remains dedicated to keeping you informed and empowered by delivering relevant, up-to-the-minute information and resources.

Our organizational development specialists are here to help support you with your online strategic planning, team development, executive coaching, training, program evaluation, and community engagement. Essentially, we can convert anything that you need in support of your business to a virtual experience. You still want to accomplish your plans, goals, and outcomes. We are here—virtually to help you achieve them.


The coming of a new year means the coming of new California employment and labor laws. As always, Leap Solutions is here to help you face them proactively and confidently. Our HR professionals have the knowledge, expertise, and resources to inform and guide you through ever-changing legislation and empower your company to thrive in 2021 and beyond.

Our Newsletter will cover:

  • Families First Coronavirus Response Act (FFCRA)
  • AB 685 Workplace Safety (Effective January 01, 2021)
  • Written COVID-19 Prevention Program (November 20, 2020)
  • SB 1383 Expands California Family Rights Act (CFRA) (Effective January 01, 2021)
  • Mandatory Sexual Harassment Training (Effective January 01, 2021)
  • Minimum Wage and Salary Requirements for Exempt Employees (Effective January 01, 2021)
  • Paid Family Leave (Effective January 01, 2021)
  • Agriculture under Wage Order 14 (Effective January 01, 2021)
  • Additional Handbook Policies to Review

Families First Coronavirus Response Act (FFCRA)

The Families First Coronavirus Response Act (“FFCRA”) expired December 31, 2020. The FFCRA applied to employers with 500 or fewer employees and provided workers emergency paid sick leave because of the COVID-19 pandemic.   The Department of Labor recently confirmed that employers are not required to provide employees with FFCRA leave after December 31, 2020, but may voluntarily decide to provide employees such leave.  Congress also extended employer tax credits for paid sick leave and the expanded family and medical leave for voluntary use through March 31, 2021.  It is important that employers have a way to document the sick and leave under FFCRA to receive the payroll credits.


AB 685 Workplace Safety
(Effective January 01, 2021)

AB 685 expands employee COVID-19 protections by requiring employers to provide notice of a “potential exposure” to COVID-19 within one business day.  The notice should go to all employees and employers of subcontracted employees (and employee-representatives) who were at a worksite within the infectious period who may have been exposed to the virus. The notice must be written in a manner typically used to communicate to all employees, employers of subcontracted employees, and employee representatives (e.g., unions), in the form of a letter, email, or text message, but only if employees anticipate receiving communication from the employer in this manner. The notification must be in writing and a phone call will not satisfy this requirement. Also, written communication should be in English and the language understood by the majority of the employees.

The notice must contain:

  • Information regarding COVID-19 related benefits that employees may receive, including paid sick leave, workers’ compensation, and anti-retaliation protections
  • Company’s disinfection protocols and safety plan to eliminate any further exposures

Companies are also required to notify California’s Department of Public Health if there are sufficient COVID-19 positive cases that meet the definition of a COVID-19 outbreak.

Written COVID-19 Prevention Program
(November 20, 2020)

The Occupational Safety and Health Standards Board (Cal/OSHA) adopted comprehensive and complex COVID-19 emergency regulations directing employers to address a variety of issues related to COVID-19 in the workplace including establishing and implementing a written COVID-19 Prevention Program (CPP) detailing the systems and protocols in place for mitigating and responding to COVID-19 infections in the workplace. This program can be integrated into the employer’s existing Injury and Illness Prevention Program (IIPP) or can be a stand-alone document. There are 11 sections the program must address.  If your workplace regularly receives customers, clients, patients or visitors, make sure your COVID-19 plan covers workplace violence in in the response plan.  Contact Leap Solutions if you need help writing your plan.


SB 1383 Expands California Family Rights Act (CFRA)
(Effective January 1, 2021)

SB 1383 reduces the number of employees required for the California Family Rights Act (“CFRA”) to apply to employers with five (5) or more employees; a significant reduction from the old standard, which was fifty (50) or more employees.  The updated CFRA offers employees 12-weeks of unpaid job protected leave and repeals The New Parent Leave Act (“NPLA”).  CFRA also expands the definition of “family member” to include a child (of any age) of a domestic partner, grandparent, grandchild, sibling, or domestic partner.  It is important to modify existing policies and procedures to provide for CFRA leaves of absence. CFRA can be complex with specific employee notice requirements that must be properly implemented. For a company with 50 or more employees who has already been covered under CFRA (and FMLA), revisions should be made to existing FMLA/CFRA leave policies to incorporate these revisions to CFRA.


Mandatory Sexual Harassment Training
(Effective January 1, 2021)

Employers with five or more employees are required to have provided two hours of sexual harassment training to supervisors and one hour to non-supervisorial employees within six months of hire or promotion, and employers must continue this training every two years thereafter.  Temporary and seasonal employees will be required to be trained within 30 days of hire or 100 hours worked, whichever is earlier.


Minimum Wage and Salary Requirements for Exempt Employees
(Effective January 1, 2021)

The minimum monthly salary requirement for exempt executive, administrative, and professional employees is no less than two times the state minimum wage for full-time employment. It is based on the current state minimum wage, not any applicable local minimum wage. Accordingly, January 1, 2021 minimum salary threshold for these exemptions is as follows:

  • For employers with 25 or fewer employees, the state minimum is $13 per hour. Accordingly, the minimum monthly salary test for these exemptions is $4,506.67 per month ($54,080 per year).
  • For employers with 26 or more employees, the state minimum wage is $14 per hour. Accordingly, the minimum monthly salary test for these exemptions is $4,853.33 per month ($58,240 per year).


Paid Family Leave
(Effective January 1, 2021)

California’s Paid Family Leave (PFL) offers employees wage replacement through EDD program is expanded to include payments for time off for “qualifying exigencies” related to a family member’s military service. Benefits will be available if employees take time off for activities related to the covered active-duty status of their spouse, registered domestic partner, child, or parent who is a member of the U.S. Armed Forces. Called “qualifying exigencies,” these activities might include such things as official military ceremonies; briefings; changes to child care or financial or legal arrangements as a result of military service; counseling; or spending time with the covered servicemember during rest and recuperation leave.

Beginning July 1, 2020, PFL benefits were extended to a maximum of eight weeks in a 12-month period.

Agriculture under Wage Order 14
(Effective January 1, 2021)

Agricultural employers under Wage Order 14 with 26 or more employees are subject to a series of phased-in overtime changes. Agricultural employers with 25 or fewer employees remain covered by the old rules but will begin phased-in overtime changes in 2022. Agricultural employers with 26 or more employees will now pay time and one-half for hours worked more than 8.5 per day or 45 per week.  On the seventh consecutive day of work in a workweek, agricultural employees are entitled to time and a half for the first eight hours and double-time after eight hours. It is important employers designate their workweek. If a workweek is not designated, the law presumes a workweek of 12:01 a.m. Sunday to midnight Saturday.  In addition, the day of rest requirement does not apply when hours worked do not exceed 30 in any workweek or six in any workday.  The exception for employees working shifts of six hours or less only applies to those who never exceed six hours of work on any day of the workweek.


Additional Handbook Policies to Review

Due to the coronavirus pandemic, many employer practices may have changed, which might warrant employee handbook updates.  Ensure your written documents match your practices.

Victims of Crime or Abuse

  • Expands the prohibition on discrimination and retaliation against employees who are victims of crime or abuse when they take time off for judicial proceedings or to seek medical attention or related relief for domestic violence, sexual assault, stalking or other crime that causes physical or mental injury.

Paid Leave

  • Review how paid leave policies may have changed due to COVID-19.
  • Review time-off request procedures to indicate when time off can be required by the employer should sick employees need to be sent home (paid or unpaid).
  • Review Kin Care to clarify that employees have the right to designate sick leave as kin care  or not.


  • Update to reflect relaxed attendance policies to encourage sick employees to stay home.
  • Update attendance or scheduling policies to be more flexible for parents with child care challenges, or employees with other caregiver issues related to COVID-19.


  • Physical distancing practices detailed to support a safe workplace.
  • Employee health screening policies including temperature taking and the confidential handling processes of resulting records.
  • Added policy and procedures for employees to report and how the employer will handle a positive COVID-19 case at the worksite.
  • Procedures implemented for employee quarantine requirements due to symptoms or positive test results, including return-to-work procedures (two negative tests, 10 days after symptoms are gone, doctor’s note, etc.).
  • Contact tracing practices implemented to help contain the spread of infection.
  • Visitor policies updated with health screening practices.


  • Travel policies updated to reflect essential versus nonessential travel and the impact of domestic or global travel restrictions.
  • Quarantine policies added to address both business and personal travel, including pay arrangements when telecommuting is not possible.


  • Telecommuting policies updated to reflect the type of work or specific positions that are able to be done remotely and the procedures for requesting telework.
  • Added or updated policies on which telecommuting-related costs the employer will or will not cover.


  • Information technology policies revised to reflect remote work hardware, software, and support.



Leap Solutions is a diverse group of highly skilled management, organizational development, and human resources, and executive search and recruitment professionals who have spent decades doing what we feel passionate about helping you feel passionate about what you do. Our HR specialists can help you get a handle on the ever-changing COVID-19 guidelines, programs, and legislation that may impact you and your employees. We are available to work with you to develop practical solutions and smart planning decisions for your organization’s immediate, near, and long-term needs.

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From the ongoing #MeToo movement to nightly TV coverage of high-profile courtroom trials to the 2020 Oscar-winning movie Bombshell…there’s no question that sexual harassment is on our collective mind. We’re seeing just how damaging harassment can be to an employee’s long-term emotional, physical and economic wellbeing, and we’re recognizing that harassment can lead to decreased productivity, increased turnover, possible legal costs and potentially irreparable harm to a company’s reputation.

The time is now to protect your employees and your company by actively creating and fostering a harassment-free work environment.

It’s the Law…and It’s an Opportunity

As you know, Senate Bill 778 requires employers with five or more employees to complete sexual harassment prevention training by January 1, 2021. That means you should implement the trainings in 2020 in order to be fully compliant by that date.

But sexual harassment prevention training can be so much more than the fulfillment of a government mandate. Done well, it can be a vital opportunity for employers to instill employee faith in your organization’s ability to competently and professionally handle matters of harassment and to boost employee confidence in your absolute commitment to an inclusive, respectful, safe and responsive workplace.

Educating Employees with Harassment Prevention Training

Harassment training helps ensure that no employee feels unsafe at work. At its core is your anti-harassment policy, which is not only helpful but required for any size organization. The experts at Leap Solutions can help you establish an easy-to-understand, comprehensive written policy that is in full compliance with current federal, state and local requirements.

An effective policy for preventing harassment, discrimination and retaliation will:

  • List all protected classes and characteristics (including race, national origin, sex, gender identity, gender expression and transgender status)
  • Define and provide concrete examples of harassment
  • State unequivocally that unlawful harassment is prohibited by all supervisors, coworkers and third parties
  • Outline consequences for violating harassment policy
  • Explain how employees can complain of harassment or report observed harassment
  • Allow employees to report harassment to someone other than a direct supervisor
  • Require supervisors to report all complaints to an appropriate representative
  • Establish protocols for prompt, thorough, fair and impartial investigations (including careful and objective documentation of witness interviews, factual findings, conclusions and steps taken)
  • Assure that investigations will be kept as confidential as possible
  • Confirm that employees will not be retaliated against for complaining or participating in a reporting process or investigation
  • Include procedures for timely, fair remedial action if misconduct is found (note: the behavior need not rise to the level of a policy or law violation to warrant a remedy, and remedial measures might include counseling, training, a “last chance” agreement, demotion, salary reduction, bonus rescinding or termination)
  • State that employees who file a complaint will be notified about the status of the complaint, the results of any investigation and actions taken

Quality harassment prevention training clearly and compellingly communicates the details of your policy and informs and educates your employees about the ins and outs of what does (and what does not) constitute harassment. It reinforces the steps to take in the event that harassment occurs, and it confirms that the company can be trusted to respond with diligence and candor. Moreover, training conveys that you genuinely care about your employees—and about doing everything you can to eliminate harassment from the workplace.

Empowering People with Harassment Prevention Training

Even with today’s heightened awareness, all too many harassment victims and bystanders feel conflicted—they may be embarrassed or ashamed, unsure of whether an incident qualifies as harassment, worried they won’t be believed or the company won’t take appropriate action, or afraid of social and/or professional retaliation. Instead of reporting, they might avoid the harasser, deny or downplay the gravity of the situation, or simply try to forget, ignore or endure the offensive behavior.


The best harassment prevention training, however, can make a world of difference by empowering employees at all levels to:

  • Respectfully speak up, in the moment, when they see or experience something they find offensive
  • Broaden self-awareness and recognize when and how their own behavior, however well-intended, might be perceived as inappropriate
  • Readily identify the kinds of language and behaviors that could be considered harassment
  • Know their rights and confidently report any harassment they encounter
  • Understand their obligations as bystanders
  • Safely intervene when they witness harassing behavior
  • Find practical, smart ways to encourage and support coworker victims
  • Remain confident that their fellow team members will stand behind them if an incident occurs

Tailored harassment prevention training further empowers managers and supervisors to:

  • Pay close attention to employees and employee reactions, both spoken and unspoken
  • Recognize different types of harassment
  • Address inappropriate behavior calmly and expediently
  • Understand the responsibilities inherent to positions of influence
  • Build relationships in which employees feel secure voicing concerns
  • Refer to a set standard when a harassment complaint is made

Finally, harassment prevention training empowers and equips company leaders with systems, tools and resources to:

  • Support victims
  • Protect against false allegations
  • Avoid legal liability
  • Handle any and all complaints promptly, confidentially and fairly


At Leap Solutions, we’re as dedicated to protecting your employees and reducing and preventing harassment in the workplace as you are. We can customize trainings to your specific workplace and your unique employees, and you can count on our seasoned facilitators to engage your employees with real-world scenarios, specific and relevant situational examples, and expert answers to all manner of questions.

As you can imagine, the lasting benefits of Leap’s harassment trainings extend well beyond the workplace. After completing the training, individuals experience far greater self-awareness and are better equipped to identify and appropriately respond to harassment anywhere it might take place.


Building Community through Harassment Prevention Training

Best of all, training builds community. When everyone is well informed and on the same page, and employees in all positions are consistently held accountable, every individual plays an essential role in the collective solution to harassment and the creation of safe, considerate happy workplaces.

Call us to learn about custom and/or group harassment prevention training opportunities, or sign up online for one of our pre-scheduled 2020 trainings—we offer morning and afternoon sessions for both supervisory and non-supervisory employees and in both English and Spanish.


2020 Sexual Harassment and Abusive Conduct Prevention Training

All sessions will be held at the Sonoma County Farm Bureau 3589 Westwind Blvd Santa Rosa, CA 95403

Sexual Harassment and Abusive Conduct Prevention Training  – SPANISH

  • Date: Wednesday – April 8, 2020
  • Time: 8:30 am – 9:30 am (non-supervisory employees)
  • Time: 8:30 am – 10:30 am (supervisory employees)

Sexual Harassment and Abusive Conduct Prevention Training – ENGLISH

  • Date: Wednesday – April 8, 2020
  • Time: 1:00 pm – 2:00 pm (non-supervisory employees)
  • Time: 1:00 pm – 3:00 pm (supervisory employees)

Sexual Harassment and Abusive Conduct Prevention Training  – SPANISH

  • Date: Wednesday – June 10, 2020
  • Time: 8:30 am – 9:30 am (non-supervisory employees)
  • Time: 8:30 am – 10:30 am (supervisory employees)

Sexual Harassment and Abusive Conduct Prevention Training – ENGLISH

  • Date: Wednesday – June 10, 2020
  • Time: 1:00 pm – 2:00 pm (non-supervisory employees)
  • Time: 1:00 pm – 3:00 pm (supervisory employees)

Sexual Harassment and Abusive Conduct Prevention Training  – SPANISH

  • Date: Wednesday – September 9, 2020
  • Time: 8:30 am – 9:30 am (non-supervisory employees)
  • Time: 8:30 am – 10:30 am (supervisory employees)

Sexual Harassment and Abusive Conduct Prevention Training – ENGLISH

  • Date: Wednesday – September 9, 2020
  • Time: 1:00 pm – 2:00 pm (non-supervisory employees)
  • Time: 1:00 pm – 3:00 pm (supervisory employees)

Sexual Harassment and Abusive Conduct Prevention Training  – SPANISH

  • Date: Wednesday – December 9, 2020
  • Time: 8:30 am – 9:30 am (non-supervisory employees)
  • Time: 8:30 am – 10:30 am (supervisory employees)

Sexual Harassment and Abusive Conduct Prevention Training – ENGLISH

  • Date: Wednesday – December 9, 2020
  • Time: 1:00 pm – 2:00 pm (non-supervisory employees)
  • Time: 1:00 pm – 3:00 pm (supervisory employees)

For questions, please contact:

Tracy Emmerich
Leap Solutions Group

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The coming of a new year means the coming of new California employment and labor laws. As always, Leap Solutions is here to help you face them proactively and confidently. Our HR professionals have the knowledge, expertise and resources to inform and guide you through ever-changing legislation and empower your company to thrive in 2020 and beyond.


Independent Contractor Classification

Effective Jan 1, 2020, and meant to address potential exploitation of workers misclassified as independent contractors, California Assembly Bill 5 (AB-5) prohibits employers from classifying workers as independent contractors unless they can conclusively demonstrate that the individuals meet all three conditions of a three-part “ABC” test.


What this could mean for you: While a number of licensed professionals, types of work and industries are exempted from AB-5, Leap Solutions encourages every employer to carefully review each independent contractor relationship and establish best practices for managing such relationships with full transparency. In some cases, employers may be required to reclassify independent contractors as employees (and provide all the rights, protections and benefits accorded to them as such). In all cases, you’ll want to develop contract terms, rate negotiations, work structures and documentation guidelines for all independent contractor arrangements to ensure total compliance with the new law.


Employment Harassment and Discrimination Extension 

Assembly Bill 9 also goes into effect on January 1, 2020, and broadens the time limit for filing harassment and discrimination claims under California’s Fair Employment and Housing Act (FEHA). Known as the Stop Harassment and Reporting Extension (SHARE) Act, the legislation extends the deadline for employees to file allegations of unlawful workplace harassment, discrimination or civil-rights-related retaliation from one to three years.



What this could mean for you: Employers can protect themselves by renewing their commitment to inclusive, respectful, safe and responsive workplaces. Develop an easy-to-understand, comprehensive written policy for preventing harassment, discrimination and retaliation. Conduct thorough sexual harassment training for all-level employees, and establish protocols for complaints and for prompt, thorough, fair and impartial investigations. Put yourself in the best position to defend against any possible future claims by maintaining (and storing) careful and objective documentation of complaints, witness interviews, factual findings, conclusions and all steps and/or remedial actions taken.


Sexual Harassment Prevention Training Extension

Senate Bill 778 gives smaller employers a one-year extension on the sexual harassment prevention training deadline set forth in Senate Bill 1343 last year. Now, all employers with 5 or more employees must complete the training by January 1, 2021. Senate Bill 530 further clarifies that for seasonal or temporary employees who will work for fewer than six months, training needs to take place within 30 calendar days of hire date or within 100 hours worked (whichever is earlier) beginning January 1, 2021.


What this could mean for you: While the deadline is now January 2021 for smaller companies, you should implement the required trainings in 2020 in order to be compliant by that date. In light of the ongoing #MeToo movement, there’s no better time than now to protect your company and your employees by actively fostering a harassment-free work environment.


“White Collar” Salary Thresholds

Effective January 1, 2020, the U.S. Department of Labor is increasing the salary threshold for exempting “white collar” employees from the minimum wage and overtime pay requirements of the Fair Labor Standards Act (FLSA). The federal ruling increases the minimum salary level for exemption from $455 per week to $684, or $35,568 per year. Up to 10% of the minimum salary may be commissions and incentive pay. The ruling also increases from $100,000 to $107,432 the total annual compensation required for employees to qualify under the shorter highly compensated employee (HCE) test. In California, exempt status requires at least two times the minimum wage.  Effective January 1, 2020, the California threshold for employers of 26 or more employees will increase to $54,080 per year (or $1,040 per week).


What this could mean for you: Employers should take a look at the compensation levels of all salaried employees; if any are no longer in compliance with the new minimums, consider adjusting salaries accordingly or reclassifying employees as non-exempt. This is an ideal time to conduct a market-based compensation analysis; Leap Solutions can help you determine your compensation formula based on job, region, function and industry and develop or update pay scales and clear job descriptions.


Banning Arbitration as Condition of Employment

Assembly Bill 51 bans employers from requiring employees or applicants to waive any right, forum or procedure under California’s Fair Employment and Housing Act (FEHA) or Labor Code as a condition of employment—prohibiting the use of mandatory arbitration as a condition of employment. The legislation further prohibits employers from retaliating or threatening employees who refuse to waive such rights. The bill applies to agreements entered into, modified or extended on or after January 1, 2020, and does not apply to post dispute settlements or negotiated severance agreements.


What this could mean for you:  While we have no way of knowing how this new California legislation might be tested and whether it may be preempted by the Federal Arbitration Act (FAA), we do know that California employers can no longer require employees to sign pre-dispute mandatory arbitration agreements. If you would still like to offer arbitration agreements, be certain that they are not mandatory (or implied as mandatory), and they do not violate any employee rights. We recommend having any arbitration agreement reviewed by legal counsel.


Occupational Injury and Illness Reporting

Effective January 1, 2020, Assembly Bill 1804 requires employers to report serious injury, illness or death immediately by phone or through a dedicated online mechanism established by the Division of Occupational Safety and Health (Cal/OSHA). (Note: until that online mechanism is in operation, email notification will still be allowed).  Also effective January 1, 2020, Assembly Bill 1805 revises the definition of “serious injury or illness” in the workplace to remove the 24-hour minimum time requirement for qualifying hospitalizations, exclude hospitalizations for medical observation or diagnostic testing, include loss of an eye and amputation, and more. The bill also revises the definition of “serious exposure” as exposure to a hazardous substance in a degree or amount sufficient to create a realistic possibility of causing death or serious physical harm in the future.


What this could mean for you:  The new reporting mechanism and expanded injury, illness and exposure definitions mean employers can expect to be required to contact Cal/OSHA more frequently than in the past. (Note: employers continue to be required to report “serious injuries and illnesses” immediately but no later than eight hours after the employer knows of the death or serious injury or illness.) We recommend companies set clear and thorough injury/illness/exposure event policies and procedures and communicate these and Cal/OSHA reporting requirements with all employees.


Lactation Accommodations

Beginning January 1, 2020, Senate Bill 142 requires businesses to provide reasonable break time and safe and clean lactation facilities for employees that meet minimum requirements (including access to electricity, a sink with running water and a refrigerator). It also requires that lactation facilities be built in new construction. The law ensures that employees receive written information about their rights to a safe and comfortable lactation space at work and their right to file a claim with the Labor Commissioner for any law violation.


What this could mean for you:  The law does allow for exemptions by certain employers who can demonstrate undue hardship by causing the employer significant difficulty or expense. However, all employers will want to be creative and do everything possible to provide lactating employees with facilities that fully satisfy the law’s requirements. Update your employee handbook with detailed written lactation policies, communicate to your employees how to request an accommodation, and document your timely response.

Update Your Policies

  • AB-1223: Employers with 15 or more employees must provide an additional 30 days (beyond the initial paid 30 days) of unpaid leave for organ donations. Update the organ donation policy in your employee handbook.
  • AB-1554: Toward the end of each benefit year, employers must provide two forms of notice to employees participating in a flexible spending account (including a health savings, dependent care or adoption assistance account) to inform them of upcoming withdrawal deadlines.
  • SB-188: This legislation redefines race under California’s Fair Employment and Housing Act (FEHA) to include “traits historically associated with race” including hair texture and protective hairstyles. Update your discrimination policy to include this protection.
  • SB-83: Not effective until July 1, 2020, SB-83 increases paid family leave from six to eight weeks and creates a task force to develop a proposal for further job protections, including an increased wage replacement rate. Update your handbook accordingly.


Don’t Forget!

January 1, 2020, also brings another increase in the hourly minimum wage:

  • for California employers with 25 or fewer employees, the minimum wage will be $12.00 per hour;
  • for those with 26 or more employees, the minimum wage will be $13.00 per hour.


Update your California Labor Law posters to reflect mandatory notice requirements from DFEH, Cal/OSHA and the Family Care and Medical Leave and Pregnancy Disability Leave (CFRA). (Leap can help!)



Looking Forward

The HR professionals at Leap Solutions can demystify these and many other complicated new employment and labor laws for you, your employees and your hiring managers and supervisors. Count on us to guide you through the complexities of each new piece of legislation and help you respond efficiently, reduce legal risk, minimize expenses and achieve the peace of mind that comes with keeping your organization compliant and your people safe, strong and successful.


Are You Ready to Leap into 2020?


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