6.20.23
By Jennifer Jacobus, PHRca, SDEA Director of HR Services
No one needs to tell you, but being a business owner, a manager or supervisor or a human resources administrator in California is no easy task. Just when you think that just maybe you are finally understanding the nuances of California’s laws and regulations, they change on you. No worries! SDEA is here to help. In addition to our regular monthly training, SDEA offers annual legal updates and our Mid-Year Employment Law Update is happening in July. Here are reasons why you need to attend:
Legal compliance: Employment laws are constantly evolving and changing, with new regulations, statutes, and court decisions being introduced regularly. Employers must ensure they comply with these laws to avoid penalties, fines, and legal disputes. Ignorance of the law is not a valid defense in employment-related cases.
Protection against lawsuits: Employment laws are designed to protect the rights and well-being of employees. By keeping up with these laws, employers can implement proper policies and practices to mitigate the risk of lawsuits and claims related to discrimination, harassment, wage and hour violations, wrongful termination, and other employment-related issues.
Employee satisfaction and retention: Compliance with employment laws often translates into fair treatment of employees. When employers understand and follow the laws, they create a positive work environment that fosters trust, respect, and equal opportunities for their workforce. This, in turn, can improve employee satisfaction, productivity, and retention rates.
Recruitment and reputation: A company’s reputation as an employer can significantly impact its ability to attract and retain talented individuals. Prospective employees often research a company’s practices and work culture before accepting a job offer. Employers who prioritize compliance with employment laws demonstrate their commitment to treating employees fairly and respecting their rights, which can enhance their reputation and make them more attractive to potential hires.
Avoiding financial and operational risks: Failure to comply with employment laws can result in substantial financial costs and operational disruptions for employers. Penalties, fines, and legal fees associated with non-compliance can be significant. Additionally, dealing with legal disputes and investigations can divert management’s attention and resources away from core business activities.
Changes in societal expectations: Employment laws often reflect changing societal attitudes and expectations regarding workplace fairness, inclusivity, and diversity. By staying informed about these developments, employers can adapt their policies and practices to align with evolving standards and foster a more inclusive and equitable work environment.
Join us on July 14 for SDEA’s Mid-Year Employment Law Update (webinar). Click here to register: SDEA Mid-Year ELU.