It is time to dust off the employee handbook, review your policies and procedures, and make sure they comply with all the new laws, regulations, and interpretations that went into effect during 2025, became effective in late 2025, or January 1, 2026. Below, we have identified our “top 10” changes.  Please keep in mind there were hundreds of laws, regulations, and changes implemented at the local, state, and federal levels throughout 2025. This summary highlights selected changes most likely to impact California employers and is not intended to be exhaustive. So, if you need a handbook/policy review or have any questions, please call us! 1 – Minimum Wage Update: Updates happen every year.  It’s best to put a calendar reminder in November, to make sure your payroll is ready! Action: Review your payroll to ensure all employees are being paid the new minimum wage, send written notice of the wage change to affected hourly employees, and be sure your salari

We are writing to provide information regarding two significant California labor law requirements under the Workplace Know Your Rights Act (SB 294). Our team is available to assist you in administering these new requirements to ensure your organization meets state standards.  Mandatory Workplace Rights Notice (Effective Feb 1, 2026) As of February 1, 2026, California law requires employers to provide a stand-alone "Know Your Rights" notice to all current employees. This notice covers fundamental rights, including workers’ compensation, immigration-related protections, and labor organizing rights. Distribution Information: The notice should be provided via your standard communication channel (e.g., email or hand delivery) so that it is received within one business day. Official Templates: The Labor Commissioner has provided model notices for this purpose: English Notice | Spanish Notice Potential Penalties: Failure to provide this notice may subject an employer to

Join us In-Person or Remotely by Zoom. Topics: AI Transparency Law for Employment Decisions Notice to Employees of Immigration Rights Ban on "Stay-or-Pay" Employee Debt Repayment Limitation Expanded Paid Sick and Safe Time Treble Damages for Unpaid Labor Commissioner Awards and more! Schedule 8:30 am Registration & Breakfast (For In-Person Attendees) 9:00 – 11:00 am Program Register Now Oxford Suites - 67 Golf Course Drive West, Rohnert Park, CA 94928

One often overlooked aspect is the language in which mandatory posters are displayed. California, known for its diverse population, has specific requirements to ensure that all employees have access to workplace information. Federal Language Requirements for Workplace Posters The U.S. Department of Labor (DOL) recognizes the importance of communicating with employees in their native languages: Family and Medical Leave Act (FMLA): Employers must provide notices in a language their workforce understands if a significant portion of employees are not literate in English. Migrant and Seasonal Agricultural Worker Protection Act (MSPA): Posters must be available in languages commonly spoken by migrant workers who are not fluent in English. Executive Order 13496: Federal contractors and subcontractors must post notices in languages spoken by employees who are not proficient in English. Translations are available through the DOL upon request. Immigration and Nationality Act (INA): Employers mu

Join employment and immigration attorneys from the Oregon offices of CMPR and PB&L for a Webinar on ICE Raids and protecting your vineyard workers. Get the latest developments! Topics: What is the risk? Who is at risk? Audits v. Raids Judicial v. Administrative Warrants Response Plan and Team Strategies for safely helping your vineyard employees Dealing with undocumented managers Risks with international travel Thursday, June 26, 2025, 10:00 am - 11:30 am Register Here Speakers: Chris Hermann, Esq. (CMPR – Oregon) Arif Virji, Esq. (CMPR – Santa Rosa) Samantha Pungprakearti, Esq. (CMPR – Santa Rosa) Gretal M. Ness, Esq. (PB&L – Oregon)

Join employment and immigration attorneys at CMPR and FBCL for a discussion on preparing for and responding to ICE raids. Topics Audits vs. Raids Judicial vs. Administrative Warrants Written Response Plan Response Team Training I-9 Compliance Constitutional Rights Enhanced Documentation Avoiding Discrimination Claims Speakers Arif Virji, Esq. Samantha Pungprakearti, Esq. Justin Hein, Esq. Julia D. Marquez, Esq Lucy F. Lee, Esq. Tuesday, April 29, 2025, 11am-12:30 10:30 a.m. - Registration for In-Person Attendees 11:00 a.m. - Program Lunch included, no cost Join us in-person or remotely by Zoom Register Here

Watch this comprehensive session on how to secure your labor force and best to remain compliant with federal immigration laws in the Trump era. We will discuss nonimmigrant as well as immigrant visa options for your employees as well as how to best avoid a DHS audit of your HR files.

There is a lot of talk and a lot of questions right now about the new administration’s policies and statements on immigration. ICE (Immigration & Customs Enforcement) is the Federal enforcement agency that focuses on immigrant status. They have recently been assisted by the FBI, DHS and other law enforcement agencies when they conduct “raids” to locate and detain suspected offenders. California employers face additional legal requirements due to state laws passed between 2017 and 2021. Employers must, for example, notify employees within 72 hours of receiving an audit notice. Employers are also prohibited from voluntarily allowing ICE to enter non-public areas unless the agent shows an appropriate warrant that authorizes access. Employers and employees are legitimately concerned about their rights and responsibilities. In this article, we will attempt to address some of these concerns. There are two different occasions when an employer might be required to interac

GROWING FORWARD: Navigating Workforce Challenges Insights on Migrant Labor and Immigration Compliance Understanding how to secure a stable workforce while remaining compliant with federal laws has never been more critical. As immigration policies continue to evolve and enforcement intensifies, agricultural employers are facing urgent questions about labor security, compliance, and the risk of workforce shortages. Many employers are wondering: What visa options are available to legally hire and retain workers? How can I avoid costly compliance mistakes and DHS audits? What are my rights during an ICE site visit? How do I ensure my employment verification processes are secure? Join us for a comprehensive session on how to secure your labor force and best to remain compliant with federal immigration laws in the Trump era. We will discuss nonimmigrant as well as immigrant visa options for your employees as well as how to best avoid a DHS audit of your HR files. Session Panel: Ally B

Session 1: Navigating Workforce Challenges: Insights on Migrant Labor and Immigration Compliance Broadcast Date: March 12th, 2024 – 10:00 am (PT) The Trump administration’s stringent immigration policies pose a significant challenge for agricultural employers. Initiatives aimed at mass deportations of undocumented immigrants can lead to labor shortages in sectors like agriculture that are heavily reliant on immigrant labor. In California, heightened immigration enforcement has already caused a substantial decrease in field workers reporting for duty, with reports indicating that up to 75% of workers did not show up following intensified raids. These policies may exacerbate existing labor shortages and threaten the timely harvesting of crops and disrupt farming operations. Join us for a comprehensive session on how to secure your labor force and best to remain compliant with federal immigration laws in the Trump era. We will discuss nonimmigrant as well as immigrant visa op