On-site client training is another way our attorneys share best practices, help clients reduce liability and risk of litigation, and provide important updates on laws and regulations that affect our clients’ daily operations and strategic planning. Below are descriptions of a few of our most popular training programs. For more information about our training services or to schedule a training program, please send an email to firstname.lastname@example.org. In addition to on-site client training, Meyers Nave provides an extensive range of webinars. Please visit our Webinars page to review upcoming webinars and select from many previously recorded webinars.
AB 1234 mandates ethics training for local agency officials every two years. Meyers Nave offers a two-hour training program to public agencies that covers responsibilities of officials, proper use and safeguarding of agency property and resources, conflict of interest, gift of public funds, financial interest disclosure, due process requirements, incompatible offices and the Brown Act.
AB 1661, 1825 and 2053 – Harassment and Abusive Conduct Prevention Training
Meyers Nave offers training that complies with the requirements of AB 1825, 2053 and 1661. The training program also covers (1) hostile work environment harassment, (2) the impacts of #MeToo and #TimesUp and (3) social media interactions and reporting.
- Under AB 1825, California employers with 50 or more employees are required to provide two hours of sexual harassment training and education to all supervisory employees within the first six months of the employee’s assumption of a supervisory role. Covered employers must provide ongoing sexual harassment prevention training every two years. The training must include (1) information and practical guidance regarding the federal and state statutory provisions concerning the prohibition, prevention, correction and remedying of sexual harassment in employment and (2) practical examples aimed at instructing supervisors in the prevention of harassment, discrimination and retaliation. AB 2053 mandates that covered employers add “abusive conduct” (anti-bullying) training to their sexual harassment training curriculum.
- Under AB 1661, local agency legislative body members and any elected local agency officials who receive any kind of compensation, salary, or stipend in the performance of their duties are required to receive sexual harassment prevention and education training. A local agency may also require other employees to receive the training. Local agency officials and employees who are required to receive this training must receive at least two hours of sexual harassment prevention training and education within the first six months of taking office or commencing employment, and every two years thereafter. The training must include (1) information and practical guidance regarding the federal and state statutory provisions concerning the prohibition against, and the prevention and correction of, sexual harassment and the remedies available to the victims of such harassment in the employment context and (2) practical examples aimed at instructing the official or employee in the prevention of sexual harassment, discrimination and retaliation.
Labor and Employment
Our training sessions for managers, supervisors and overall staff provide attendees with the information and skills they need to immediately apply in the workplace. Our most popular workshops include effective discipline; hiring practices; avoiding workplace harassment and discrimination; compliance with the Fair Labor Standards Act; and accommodating, administering and evaluating medical leaves.
Many organizations are undertaking initiatives to increase workforce diversity. Despite well-intended programs, many sectors of the economy continue to report limited improvement. Recent research identifies that a primary obstacle is implicit, or subconscious, bias – employees’ prejudices and behaviors, individually and in group settings, which often are not self-recognized yet negatively impact colleagues. Our training provides employers with what they need to know about implicit bias – how to identify it, manage it, investigate it, craft appropriate responses and minimize negative impacts. It is imperative for employers to understand from experts how to investigate a complaint involving implicit bias that will withstand scrutiny from the judicial system and public opinion.
California Public Records Act
Meyers Nave attorneys serve as strategic partners with our clients in creating the best strategies for balancing the spirit of openness with the need for the efficient and effective functioning of government. Our proactive approach focuses on training clients on the intricate steps involved in both evaluating and responding to records requests. Meyers Nave’s training program covers critical issues such as the duty to respond, timing of the response, types of responses, assisting the requester and redacting records. Participants of our Public Records Act training develop a firm grasp of how to review and analyze public records requests, make initial determinations about those records within the scope of the Act and recognize when statutory exemptions might apply. Our goal is to help clients become self-sufficient with standard protocols and procedures for handling records requests.
Brown Act and Conflicts Training
Our attorneys provide comprehensive training regarding the Brown Act and compliance with key conflicts laws.
The Brown Act: The principle of open meetings seems simple, yet the application of the law can be quite complex. The intricacies of the Brown Act provide important, yet often confusing guidelines. The Meyers Nave training program covers the law’s key components: (1) Agenda – development, posting, distribution, content and restrictions, (2) Meeting – definition of meetings, meeting locations and public participation, (3) Closed sessions – permissible topics, confidentiality and notice; and (4) Penalties and remedies for violations.
Conflicts Laws: Conflict-of-interest laws are grounded on the notion that government officials owe paramount loyalty to the public, and that personal or private financial considerations on the part of government officials should not enter the decision-making process. The goal of Meyers Nave’s training program is to assist clients in complying with California’s conflict of interest laws so situations can be monitored and avoided. The training covers the Political Reform Act of 1974 and Government Code Section 1090.