How Fast Is Employment Law Changing Because Of Public Demand For Fairness?

By now, we’ve covered the various upheavals in the tech industry. Workers want the ability to disregard non-disclosure agreements (NDAs) that serve corrupt bosses. If someone is subject to sexual harassment in the workplace, should they really be barred from saying anything or speaking against the company because of an NDA? Is that fair? Is it just? The world seems to be saying no, it’s not fair, and it’s not just, and we’re going to do something about it right now.

The change may have been a long time coming, but more change is in the future. How fast can we legislate what we need, though?

That’s the question that attorneys David Poole and Brian Koegle of Poole Shaffery & Koegle, LLP try to answer in their presentation: “Be Afraid. Be VERY Afraid!” Their 2020 Employment Law Update will be made possible by the Santa Clarita Valley Chamber of Commerce, where the event will be held on February 4, 2020. 

Koegle said, “Just because you made a change to your employee handbook last year or the year before does not mean you’re safe. As the laws change each year, your handbook needs to be updated, and if it isn’t, then your business could be exposed to significant liability. Both drastic and minimal changes to the law are enacted every year, and if you’re not aware of them, it could end up costing you and your business tens of thousands of dollars.”

And those short-sighted mistakes could cost clients, too. No one wants a lawyer who doesn’t actually know the laws of the day.

Poole said, “The purpose of the upcoming presentation is to help businesses understand and prepare for a new year of changes, so they can take proactive steps to protect themselves and their businesses. Without a knowledge and appreciation of these laws, business professionals unknowingly could make significant and costly mistakes.”

According to a press release for the event, the team will cover new laws regarding independent contractor classification, best practices for employers who have hourly employees, arbitration agreements, overtime for non-exempt employees, and new training requirements regarding sexual harassment.

Koegle described California’s place in all this. “California has some of the nation’s strictest business regulations,” he said. “And every year the laws change. Your business cannot afford to ignore these changes.”

There were a whopping 72,675 workplace discrimination charges obtained by the U.S. Equal Employment Opportunity Commission (EEOC) during 2019. The vast majority of these charges alleged retaliation in the workplace, followed by disability, race, sex, age, and national origin.

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