CA HR 101 - HR Generalists and CA Supervisors Too

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If both the Supervisors and HR don’t administer an employer’s accountabilities in the correct manner what could have been solved as a mere miscommunication, can quickly turn into a costly lawsuit.

It is not just compliance risk management that is important. Just as important is that Supervisors need to know how to hire, coach, delegate, train and develop employees. Hiring is the most important activity of both HR and Supervisors. Coaching and delegation are as close to being “superpowers” as Supervisors ever will have. Supervisors need to know how to deal with everyday squabbles, as well as bigger problems such as resistance to change. Because when Supervisors effectively handle employees’ problems it is not just a risk management strategy it’s also a powerful employee retention tool.

Attend this seminar to get comprehensive knowledge on California compliance employment problems, discrimination and harassment, leave in CA (CFRA, FMLA, pregnancy leave), and different acts like Pregnancy Disability Leave (PDL), California Family Rights Act (CFRA), Family Medical Leave Act (FMLA), California New Parent Leave Act. It will also cover hiring best practices and compliance, performance reviews, performance plans, interventions and discipline, CA safety and CA workers compensation.

Learning Objectives:

At the end of this seminar, you will

  • Know the basics of the myriad of CA compliance employment problems that in the absence of training, certainly will plague an uneducated Supervisor in CA.
  • Be able to make good hiring decisions, without hiring problem people or causing discrimination claims.
  • Know how to get employees off to a good start that will carry over into their entire career.
  • Coach, develop and delegate - always have people ready to do other jobs as needed or as new positions open.
  • Solve performance problems by Coaching Up or Counseling Out.
  • Keep teams motivated, even through conflicts.
  • Mediate employee conflicts, including bullying and sabotage.

Who will Benefit:

  • HR Supervisors
  • HR Managers
  • HR Generalists
  • HR Professionals
DAY 01(8:00 AM - 4:30 PM)
    • 8:00 – 8:30 AM: Registration
    • 8:30 – 9:00 AM: Introductions
    • 9:00 – 9:30 AM: CA Employment Overview
    • 9:30 – 10:15 AM: Discrimination and Harassment in CA
      • Protected characteristics in CA.
      • Duty of CA employers to create workplaces free of discrimination and harassment.
      • The role of training in prevention of discrimination, harassment, and bullying.
      • What is the higher standard of conduct expected of Supervisors and Management.
      • How to avoid discrimination in employment decisions.
      • Harassment prevention requirements of CA employers
      • What is harassment according to CA.

EXERCISE – Is This Discrimination, Harassment – Or Not?

  • 10:15 – 10:30 AM: Break
  • 10:30 – 12:00 noon: Discrimination and Harassment in CA
    • What to do if you see harassment.
    • What to do if you get a complaint of discrimination or harassment.
    • What happens in workplace investigations.
    • The role of a Supervisor in workplace investigations.
    • Preventing retaliation after an investigation.
  • 12:00 – 1:00 PM: Lunch
  • 1:00 – 2:15 PM: On Leave in CA
    • CFRA
    • FMLA
    • CFRA and FMLA – Similarities and differences
  • 2:15 – 2:30 PM: Break
  • 2:30 – 3:00 PM: Other Rights to Leave in CA
  • 3:00 – 4:00 PM: Pregnant in CA
    • Pregnancy Leave Entitlements
      • Pregnancy Disability Leave (PDL)
      • California Family Rights Act (CFRA)
      • Family Medical Leave Act (FMLA)
      • California New Parent Leave Act (S.B. 63)
    • Pay and Benefits During Maternity Leave
      • Employer Obligations
      • Employer Policies
    • Paid Leave Options
      • Disability Insurance (DI) benefits
      • California Paid Family (PFL) Leave
    • Pregnancy Accommodation
      • When accommodation(s) are required
        • Accommodating a pregnant employee
        • Employees who need more leave
    • Pregnancy Discrimination and Harassment
    • Nursing Mothers
      • Rights of Nursing Mothers
      • Accommodations
  • 4:00 – 4:30 PM: Other CA Labor laws
    • Voting
    • Literacy
    • First Responders
    • Victims of Crime, and more
DAY 02(8:30 AM - 4:30 PM)
    • 8:30 AM – 10:15 AM: Don’t Hire Your Lawsuits – Hiring Great Employees
      • Navigating CA Compliance Considerations in Hiring
        • What you can ask and what you can’t ask in interviews and why.
        • Prohibitions regarding compensation questions.
        • Background checking - CA restrictions and requirements.
      • Structuring Effective Interviews
        • How to structure good interview questions
        • Looking past the “flash” in interviews – how to have authentic conversations
        • Evaluating answers
        • Making good hiring decisions

EXERCISE – Creating and Asking Good Questions. Evaluating Answers

    • 10:15 – 10:30 AM: Break
    • 10:30 – 11:45 AM: A Managers Tool Box – Performance Reviews, Performance Plans, Interventions and Discipline
      • What are the performance tools a manager has at their disposal and how and when to use each tool.
      • Coaching. Feedback as information to improve.
      • Giving good performance reviews.
      • Staging a performance intervention.
      • Using discipline effectively.

EXERCISE – Managing and Communicating a Performance Problem

    • 11:45 – 12:00 PM: Overview of CA Safety and CA Workers Compensation
      • Basic safety obligations of CA employers
      • Workplace violence planning considerations
      • What is the basics of CA Workers Compensation coverage
    • 12:00 – 01:00 PM: Lunch
    • 01:30 – 2:45 PM: Developing Employees –- Setting Goals, Coaching and Delegating
      • What is goal-based performance management and its advantages.
      • How to set individual employee goals.
      • What to do with the employee who does not want goals set for them.
      • How to coach and counsel employees who are not meeting goals.
      • Coaching up or counseling out low performing employees who cannot or will not improve their job performance.

EXERCISE – Writing Goals

    • 2:15 – 2:30 PM: Break
    • 2:45 – 4:30 PM: Managing People Problems
      • Determine your personal conflict management style.
      • How a manager, project leader or team leader can help employees solve their own day-to-day conflicts.
      • Handling inevitable day-to-day conflicts.
      • How to have a 10-minute mediation.
      • Recognizing dysfunction, sabotage and bullying. What to do about it.
      • Having hard conversations.

EXERCISE – Mediating Between Squabbling Employees



Seminar (Price/Register)
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Speaker: Teri Morning,

Teri Morning, MBA, MS, SPHR, SPHR-CA is the President of her own HR Consulting firm She has over 15 years human resource and training experience in a variety of professional fields, including retail, distribution, architectural, engineering, consulting, manufacturing (union), public sector and both profit and non-profit company structures. She has consulted with employers on their problems and trained managers and employees for over 10 years, meeting and working with employees from all types of businesses. In addition to a MBA, Teri has a Master's degree in Human Resource Development with a specialization in Conflict Management. She was certified by the State of Indiana in mediation skills, is qualified as a Myers-Briggs practitioner and holds the dual SHRM certification of a Senior Professional in Human Resources (SPHR) and Senior Professional in Human Resources - California (SPHR-CA).

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