Additional Dates:\u00a0<\/p>\n
Tuesday, November 17, 2026 | Sacramento<\/a> \u00a0<\/p>\n Fisher Phillips invites you to join us for an informative, in\u2011person half\u2011day seminar exploring the key California legislative and legal updates that will shape the workplace in 2027 and beyond.<\/p>\n With Governor Newsom\u2019s final term drawing to a close, he signed a final flurry of workplace\u2011related bills into law. Except as provided otherwise, most measures signed into law will take effect on January 1, 2027. This program will give your organization a clear, practical overview of what is changing and what you need to do to stay compliant.<\/p>\n What You\u2019ll Learn Artificial Intelligence in the Workplace<\/p>\n SB 947 (No Robo Bosses Act) \u2013 This bill prohibits employers from relying solely on an \u201cautomated decision system\u201d when making disciplinary or termination decisions. It requires a human review to corroborate such decisions, and provides workers with a written \u201cpost\u2011use\u201d notice. Workplace Surveillance & Privacy<\/p>\n AB 1331 (No Surveillance in Bathrooms) \u2013 This bill prohibits employers from using a \u201cworkplace surveillance tool\u201d to monitor employees in a bathroom and gives employees the right to leave such a tool behind when entering a bathroom. Wage & Hour and Pay Equity<\/p>\n SB 1237 (Increased Penalties for Pay Data Reporting Failures) \u2013 This bill significantly increases the maximum civil penalty for repeated failures to file required annual pay data reports with California\u2019s Civil Rights Department, from $200 to $1,000 per employee. Employment Discrimination & Leave<\/p>\n SB 1149 (Bereavement Leave) \u2013 This bill expands California\u2019s bereavement leave law to allow employees to take up to five days of leave upon the death of a \u201cdesignated person\u201d \u2014 any person related by blood or whose association is the equivalent of a family relationship. Workplace Safety & Enforcement<\/p>\n AB 2321 (Revamped Cal\/OSHA Investigations) \u2013 This bill requires Cal\/OSHA\u2019s Bureau of Investigations to investigate any serious injury, illness, or exposure cited as a willful violation, requires immediate referrals to county prosecutors, and makes it a misdemeanor to willfully resist or interfere with Cal\/OSHA. Case Law Update Benefits Update Immigration Update Who Should Attend What You\u2019ll Take Away<\/p>\n Key legislative changes from the latest session and their impact on employers in 2027 Don\u2019t miss the chance to stay ahead of these critical changes in 2027.\u00a0<\/p>\n Please note:\u00a0<\/p>\n Cancellation Policy: Cancellation requests must be received at least three business days before the event to receive a full refund. If you have any questions, please contact CASeminars@fisherphillips.com<\/a>.<\/p>\n Educational Credits<\/p>\n HRCI and SHRM<\/p>\n The firm is submitting this seminar for credit.<\/p>\n CLE<\/p>\n Fisher Phillips will make all reasonable efforts to obtain CLE credit for this program in every state relevant to attendees\u2019 MCLE needs. In certain instances, some programs may not be awarded CLE credit because of content, delivery, or jurisdictional restrictions.<\/p>\n Fisher Phillips is committed to providing access to all of our events for disabled attendees.\u00a0If you need an accommodation to participate in this event, please give us three business days advance notice prior to the scheduled event by contacting CASeminars@fisherphillips.com<\/a>. Thank you.<\/p>\n \u00a0<\/p>\n","protected":false},"excerpt":{"rendered":"Additional Dates:\u00a0 Tuesday, November 17, 2026 | SacramentoThursday, November 19, 2026 | San DiegoThursday, November 19, 2026 |…\n","protected":false},"author":2,"featured_media":498694,"comment_status":"","ping_status":"","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[6],"tags":[7,9,8,193548],"class_list":["post-498693","post","type-post","status-publish","format-standard","has-post-thumbnail","category-california","tag-california","tag-california-headlines","tag-california-news","tag-labor-employment-workplace-wage-hour-discrimination-litigation-immigration"],"_links":{"self":[{"href":"https:\/\/www.newsbeep.com\/us-ca\/wp-json\/wp\/v2\/posts\/498693","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.newsbeep.com\/us-ca\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.newsbeep.com\/us-ca\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.newsbeep.com\/us-ca\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/www.newsbeep.com\/us-ca\/wp-json\/wp\/v2\/comments?post=498693"}],"version-history":[{"count":0,"href":"https:\/\/www.newsbeep.com\/us-ca\/wp-json\/wp\/v2\/posts\/498693\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.newsbeep.com\/us-ca\/wp-json\/wp\/v2\/media\/498694"}],"wp:attachment":[{"href":"https:\/\/www.newsbeep.com\/us-ca\/wp-json\/wp\/v2\/media?parent=498693"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.newsbeep.com\/us-ca\/wp-json\/wp\/v2\/categories?post=498693"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.newsbeep.com\/us-ca\/wp-json\/wp\/v2\/tags?post=498693"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}
Thursday, November 19, 2026 | San Diego<\/a>
Thursday, November 19, 2026 | San Francisco<\/a>
Thursday, December 10, 2026 | Los Angeles<\/a>
Thursday, January 14, 2027 | Woodland Hills<\/a><\/p>\n
Participants will gain insight into the most significant new laws and legal developments affecting California employers, including:<\/p>\n
\nSB 951 (AI Layoff Notices) \u2013 This bill amends California\u2019s WARN Act to require employers to provide specified information in WARN notices when a layoff, relocation, or termination is caused \u201cin whole or in substantial part\u201d by an AI system or other automated technology.<\/p>\n
\nAB 1883 (Privacy Protections for Employees\u2019 Emotional States and Neural Data) \u2013 This bill prohibits employers from using an AI\u2011enabled surveillance tool to recognize or predict an employee\u2019s emotional state or to collect \u201cneural data\u201d generated by measuring an employee\u2019s nervous system.
\nSB 690 (Effort to Curb Digital Wiretapping Lawsuits) \u2013 This bill removes the private right of action for claims under the \u201cpen register\u201d provision of the California Invasion of Privacy Act, applying retroactively to pending lawsuits filed on or after January 1, 2025.<\/p>\n
\nAB 1697 (More Time to Prepare for Stay\u2011or\u2011Pay Ban) \u2013 This bill delays implementation of last year\u2019s stay\u2011or\u2011pay ban until January 1, 2027, giving employers an additional year to restructure such contracts and accommodate collective bargaining agreements.
\nAB 2646 (Major Wage Hike in Agricultural Industry) \u2013 This bill imposes a statewide minimum wage of $19.75 per hour for certain agricultural workers, including H\u20112A employees and their local\u2011worker counterparts.<\/p>\n
\nAB 1803 (Anti\u2011Hate Speech Training) \u2013 This bill expands California\u2019s sexual harassment prevention training requirement, effective January 1, 2028, to also include \u201canti\u2011hate speech training\u201d on recognizing, reporting, and confronting workplace speech that vilifies or incites hatred based on protected characteristics.<\/p>\n
\nAB 1776 (High\u2011Profile Fight Over Anti\u2011Trust Law Changes) \u2013 This bill implements changes to California\u2019s anti\u2011trust law with significant implications for employers and businesses across the state.<\/p>\n
The program will also cover the most important 2026 Case Law developments affecting California employers, including recent court decisions on wage and hour, discrimination, leave, and other key employment issues with practical guidance on how these rulings should shape your workplace policies.<\/p>\n
This session will address recent developments in employee benefits, including new compliance requirements and plan design considerations employers need to know for the year ahead.<\/p>\n
This session will address the latest developments in immigration enforcement and workplace rights, including new notice requirements and practical steps employers can take to prepare for and respond to immigration\u2011related workplace actions.<\/p>\n
This seminar is designed for HR professionals, in\u2011house counsel, business owners, and anyone responsible for managing employees.<\/p>\n
\nPractical steps to update workplace policies and maintain compliance
\nStrategies to reduce risk and avoid costly litigation<\/p>\n
\nPayment: Credit card payments only. Checks and invoices are not accepted.
\nRegistration: Each registrant must use a unique email address.<\/p>\n