Five Meyers Nave Attorneys Selected as “Super Lawyers”

Meyers Nave proudly announces that five of our attorneys are included in the 2020 lists of Northern California Super Lawyers and Southern California Super Lawyers. Their legal expertise and professional accomplishments also reflect the high regard of numerous Meyers Nave practices and demonstrate Meyers Nave’s reputation for excellent client work from our offices throughout California.

We congratulate the following attorneys:

Northern California Super Lawyers
Shaye Diveley – Environmental, Land Use/Zoning, Natural Resources, (2012-2020)
Eric Firstman – Construction Litigation (2007-2020)
Amrit Kulkarni – Environmental Litigation, Land Use/Zoning (2012-2020)

Southern California Super Lawyers
Julia Bond – Environmental Litigation, Land Use/Zoning, Appellate (2018-2020)
Deborah Fox – Constitutional Law, Land Use/Zoning, Environmental (2017-2020)
Amrit Kulkarni – Environmental Litigation, Land Use/Zoning (2017-2020)

About Super Lawyers®: Super Lawyers® evaluates attorneys from firms of all sizes in more than 70 practice areas throughout the United States. Super Lawyers® selects lawyers who have attained a high degree of peer recognition and professional achievement. The selection process includes independent research, peer nominations and peer evaluations. Super Lawyers Magazine, which publishes the lists, is distributed to attorneys and ABA-accredited law schools.

Continuing to Serve the Meyers Nave Community During the Evolving COVID-19 Environment

To our clients, colleagues, families, friends and communities where we live and work,

Everyone at Meyers Nave would like to express our deepest concern and support for the health and safety of all members of the Meyers Nave community. We are actively monitoring local, state, national and international guidelines and requirements for protecting the well-being of ourselves and each other.

Business Continuity and Remote Work
Following recent governmental shelter-in-place and stay-at-home directives, Meyers Nave would like to take this opportunity to let you know that we have implemented a comprehensive business continuity plan that enables a seamless remote work environment for our attorneys and all operational departments of our Firm. To help protect public health and implement social distancing as an effective means of slowing the transmission rate of COVID-19, our remote work protocols address the goal of having more people work from home and not go into their regular place of work when their physical presence in the office is not required to perform an essential activity.

Communications and Data Security
There is no change to the phone or email methods of communication that you currently utilize to reach our attorneys and professional support personnel. Additional video communication options are also available. You will continue to have responsive and effective access to your team at Meyers Nave. Whether our attorneys are remote or in our offices, our data information security standards best practices and protection of confidential information remain the same. We are open for business and continue to provide the highest quality legal services and professional commitment that clients have come to expect and experience.

Questions
We also understand that many of our clients have implemented their own COVID-19 related policies and procedures, and we look forward to coordinating and supporting your efforts as well. If you have any questions or specific needs as we work through these challenging times together, please contact your Meyers Nave relationship team member for assistance. Thank you for being part of the Meyers Nave community as we combine our energies to make certain all of our collective employees and their families stay safe and healthy.

Sincerely,

David W. Skinner
Managing Principal

Social Media & Government: What Are the Rules of Engagement?

Government entities and elected officials are becoming more accessible and connected to constituents through the ubiquitous use of social media, email, text messaging and other communication technologies. The 21st century question is what may government entities and elected officials do and not do to regulate the public’s participation in their social media accounts? Once social media accounts are used for official business, there may be limited ability to restrict or block users or comments on the accounts.

In the highly anticipated case involving President Trump’s Twitter account, the U.S. Court of Appeals for the Second Circuit found that the President’s blocking of followers on his @realDonaldTrump account was unconstitutional viewpoint-based discrimination. Deborah Fox, Chair of Meyers Nave’s First Amendment Practice, published an article in the Public Law Journal of the California Lawyers Association that explains the court’s unanimous opinion in Knight First Amendment Institute v. Donald J. Trump. Please click here to read her article.

New WOTUS Rule Attempts to End 40 Years of Ambiguity

The federal Environmental Protection Agency and the Department of the Army (“agencies”) last week attempted to complete what the U.S. Supreme Court has asked them to do: define “waters of the United States” (“WOTUS”). The New WOTUS Rule is intended to put an end to the nearly 40 years during which “Congress has done nothing to resolve this critical ambiguity, and the EPA has not seen fit to promulgate a rule providing a clear and sufficiently limited definition of the phrase.” See Sackett v. E.P.A., 566 U.S. 120, 133 (2012) (Alito, J. concurrence). The purpose of the New WOTUS Rule is to define the jurisdictional reach of the federal government under the Clean Water Act.

This final rule replaces the 2015 Rule promulgated by the Obama Administration but enjoined in half of the states (excluding California). The New WOTUS Rule serves to memorialize judicial interpretations of WOTUS since 1985 and narrows what the Obama rule attempted to expand. The rule establishes categorical bright lines to define WOTUS as:

  1. the territorial seas and traditional navigable waters;
  2. tributaries of such waters;
  3. certain lakes, ponds, and impoundments of jurisdictional waters; and
  4. wetlands adjacent to other jurisdictional waters (other than waters that are themselves wetlands). (Preamble, § III at 87; § III.H.3 at 275.)

Twelve categories of waters are excluded from coverage, including groundwater, ephemeral streams and pools, puddles, groundwater recharge areas, prior converted cropland and waste treatment systems. (Id., § III.A.3 at 104 et seq.) It is important to note that the exclusion for groundwater does not apply to surface expressions of groundwater, such as where groundwater discharges to the channel bed and becomes baseflow in intermittent or perennial streams. (Preamble, § III.H.3 at 275.)

The Clean Water Act, which is the basis for the new rule, provides federal authority to regulate “navigable waters.” The term “navigable waters” is defined in the statute as “waters of the United States.” However, “waters of the United States” is not defined and has been narrowed by three U.S. Supreme Court decisions – United States v. Riverside Bayview Homes, 474 U.S. 121 (1985), Solid Waste Agency of Northern Cook County v. U.S. Army Corps of Engineers (“SWANCC”), 531 U.S. 159 (2001) and Rapanos v. United States, 547 U.S. 715, 739 (2006) (Scalia, J., plurality).

The new rule is the second step the new administration has taken to define WOTUS in a way that it contends is consistent with Congressional intent and Supreme Court directives. Step One of the new rule, referred to as the 2019 Rule, became effective on December 23, 2019 (84 Fed. Reg. 56625) and repealed the Obama Administration’s 2015 Rule because, among other things, “it appear[ed] likely that the EPA ha[d] violated its Congressional grant of authority in its promulgation of the Rule.” (Id., § II.B.4 at 33.) Obama’s 2015 Rule relied upon a nine-function test which, according to the agencies, “[t]aken together, . . . meant that the vast majority of water features in the United States may have come within the jurisdictional purview of the Federal government.” (Id. at 32.)

The New WOTUS Rule is based on the premise that “not all waters are waters of the United States.” (§ II.A at 6.)  The CWA regulates both the “nation’s waters” and “navigable waters,” but Congress only prohibited “the discharge of pollutants to the navigable waters.” (Id., § II.B.1 at 15-16.) Thus, the agencies concluded that the terms “nation’s waters” and “navigable waters” are not synonymous (id.), and that “the ordinary meaning of the word ‘waters’” does not include “areas that are dry most of the year, and which may occasionally contain ‘transitory puddles or ephemeral flows of water.’” (Id., § III at 85-86, quoting Rapanos, 547 U.S. at 733.)

Notably, in this final rule, the agencies expanded the definition of tributaries from the proposed version of the rule to address ephemeral streams more comprehensively. EPA has estimated that ephemeral and intermittent streams make up approximately 59% of all streams in the United States (excluding Alaska), and over 81% in the arid and semi-arid Southwest (Arizona, New Mexico, Nevada, Utah, Colorado and California), according to a November 2008 EPA Report that relies upon a U.S. Geological Survey National Hydrography Dataset. Under the proposed version of the WOTUS rule, an ephemeral feature, like a dry channel, “at any point along a tributary network would have severed jurisdiction upstream of the ‘break’ because the waterbody would not convey surface water to a paragraph (a)(1) water year-round or continuously for extended periods of time. 84 FR 4173-74.” (Preamble, § III.A.3 at 99.) The final rule, however, was modified to recognize ephemeral features that have a surface water connection to downstream jurisdictional waters in a typical year. (Id. at 102, 137.)  Accordingly, a “tributary” under the new rule means a river, stream, or similar naturally occurring surface water channel that contributes surface water flow to the territorial seas or traditional navigable waters in a typical year either directly or through other jurisdictional waters or adjacent wetlands . (Final Rule 40 C.F.R. § 120.2; Preamble, § III.A.3 at 109.) The final rule excludes from jurisdictional waters ephemeral flow, namely “surface water flowing or pooling only in direct response to precipitation (e.g., rain or snow fall).” (Final Rule 40 C.F.R. § 120.2.) Thus, the deciding factor is always to determine if a “break” blocks or allows for the contribution of surface water flow to a downstream jurisdictional water in a typical year. (Preamble, § III.A.3 at 102-3.) A typical year is defined “to mean when precipitation and other climatic variables are within the normal periodic range (e.g., seasonally, annually) for the geographic area of the applicable aquatic resource based on a rolling thirty-year period.” (Final Rule 40 C.F.R. § 120.2.)

The new rule expressly covers perennial tributaries, which are defined “to mean surface water flowing continuously year-round” and intermittent streams, which are defined to mean “surface water flowing continuously during certain times of the year and more than in direct response to precipitation (e.g., seasonally when the groundwater table is elevated or when snowpack melts).” (Final Rule 40 C.F.R. § 120.2.) The term “certain times of the year” is intended to “include extended periods of predictable, continuous surface flow occurring in the same geographic feature year after year.” (Preamble, § III.A.2 at 94.)

Under all of these definitions, the determination of “surface water flow” will require a detailed analysis, using various tools including USGS maps, state and local knowledge or maps, aerial photographs, and models like “Flow (Raindrop) Path,” a GIS tool that allows a user to click a point on a map to signify a falling raindrop on that point, after which a flow path is drawn to estimate where the raindrop may flow. (Id., § III.D.3 at 157.)

Likely Challenges to the Rule

At this time, both environmental and industry groups have either filed new complaints or sought to supplement existing complaints to challenge the Step One Rule – the 2019 Rule – in whole or in part, and these challenges are pending in six district courts. (Preamble, § I.D at 41, see e.g., New York v. Wheeler, No. 19-11673 (S.D.N.Y., complaint filed Dec. 20, 2019); Wash. Cattlemen’s Ass’n v. EPA, No. 2:19-cv-00569 (W.D. Wash., supplemental amended complaint filed Dec. 20, 2019). The New WOTUS Rule, however, may not be as easy to enjoin as Obama’s 2015 Rule because, unlike the Obama Rule, the New WOTUS Rule is designed to reduce the scope of regulation whereas the 2015 Rule was successfully enjoined because it exceeded the agencies’ jurisdiction.

Effect of New WOTUS Rule

Under the New WOTUS Rule, some waters that were jurisdictional will become non-jurisdictional. However, it is too early to tell exactly what the impact of  the new rule will be, particularly in California where the Porter-Cologne Water Quality Act regulates all surface and ground waters. All permanent streams and tributaries – perennial and intermittent – continue to be covered under the new rule along with all ephemeral streams that have a surface flow connection in a typical year. Ephemeral streams without a surface flow connection in a typical year are not covered, but these are likely to be small headwaters of tributaries located upstream from perennial streams. Often such headwaters are located in elevated mountain regions, where development is unlikely and regulated point source discharges are more rare.

In practice, in California, the regulated community will be subject either to CWA requirements or those under Porter-Cologne. Enforcement varies considerably between the two. For illegal discharges to jurisdictional waters or other similar violations, enforcement under the federal CWA carries substantial daily penalties typically of $55,800 per day (after the penalty inflation adjustments in 40 C.F.R. § 19.4). In contrast, illegal discharges to non-jurisdictional waters or other similar violations would instead trigger state penalties, which are generally lower, ranging from approximately $15,000 to $25,000 per day under sections 13350 and 13385 of the California Water Code. Notably, violations associated with non-jurisdictional waters will not be subject to CWA citizen suits, which undoubtedly will provide new defenses for defendants who face such suits.

Also, the regulated community must keep in mind that many non-jurisdictional features – like dry channels or stormwater control features – can still be regulated as “point sources” under the CWA. The agencies explained “that a CWA section 402 permittee currently discharging to a jurisdictional water that becomes non-jurisdictional under this final rule would likely remain subject to the requirements of the Act. . . . [as] a point source to a ‘water of the United States.’” (Preamble, § III.H at 253, 269.)

Ultimately, the new rule forces states to regulate state waters because it establishes a boundary between “waters of the United States” and waters subject “solely to the State and tribal authority.” (Id., § II.E.3 at 73-74.) The new rule may provide more clarity, but it does so within a statutory framework that is complex and will remain so for decades to come.

SB 778 Requires Employers to Provide New Harassment Prevention Training by January 1, 2021

(Advisory Note: anti-harassment policies should also be updated)

When Governor Gavin Newsom signed Senate Bill 778 into law in 2019, he extended by one year the deadline for employers to implement new harassment prevention training requirements. Senate Bill 778 addressed concerns relating to Senate Bill 1343, which substantially expanded state law training requirements and gave employers until January 1, 2020 to comply with the new training requirements, including additional course content and training of all employees — supervisory and non-supervisory. Senate Bill 778 gives employers an additional year, until January 1, 2021, to develop and implement new anti-harassment training that meets the new mandates outlined below. Anti-harassment policies should also be reviewed and updated in conjunction with new training programs.

What Are the New Harassment Prevention Training Requirements?
By January 1, 2021, California employers with five or more employees must provide:

  • At least two hours of harassment prevention training to all supervisory employees once every two years
  • At least one hour of harassment prevention training to all non-supervisory employees once every two years
  • At least two hours of harassment prevention training to new supervisory employees within six months after assuming the supervisory position
  • At least one hour of harassment prevention training to new non-supervisory employees within six months after the hire date

Beginning January 1, 2020, at least one hour (non-supervisory positions) or two hours (supervisory positions) of harassment prevention training to seasonal, temporary, or other employees hired to work for less than 6 months, by the time whichever event occurs first — 30 calendar days after the hire date or 100 hours worked.

What Should Employers Do Now?
Though the one-year extension grants temporary relief, all employers are required to implement training of their supervisors and employees during calendar year 2020. The new legislation also clarifies that employees who completed the requisite harassment prevention training in 2019 are not required to receive refresher training courses until 2021.

The myriad of new California anti-harassment laws make clear that employers must take affirmative steps to prevent harassment in the workplace and failure to do so can lead to increased liability. Employers should not simply “check the box” when it comes to anti-harassment policies and training programs. Instead, policies and training must meet the needs of each employer’s unique workplace, as well as the type of employees being trained. Meyers Nave offers harassment prevention policy drafting and training for supervisory and non-supervisory employees that satisfy the requirements mandated under SB 778, and that promote positive, respectful and inclusive workplace culture.

For more information about our anti-harassment policy development assistance and training programs, please contact Camille Hamilton Pating, Chair of our Workplace Investigations Practice Group at cpating@meyersnave.com.

Employers’ Dilemma: Comply Now with New Employment Laws or Wait Out Court Challenges?

California employers enter 2020 facing many new and changed laws after an exceptionally active legislative session in 2019. However, the most difficult decision that many employers will face is whether to take action to immediately comply with some new requirements or wait until recent legal challenges to a few new laws wind their way through the court system and perhaps lead to subsequent legislative redrafting. For example, as noted below, the January 1, 2020 implementation of AB 51 has been stayed by a December 30, 2019 court ruling and the January 1, 2020 implementation of AB 5 is in question due to a December 30, 2019 complaint that alleges the law is unconstitutional and requests a preliminary injunction against AB 5.

This Client Alert outlines five of the most important new laws and new compliance requirements for employers. Employers should consult with legal counsel to assess the potential application of these new legal developments to each employer’s unique circumstances. Meyers Nave offers advice, counsel, training and HR program development and implementation to help clients understand and comply with all new California labor and employment laws.

  • AB 5 – Codifies “ABC” Test for Classifying Independent Contractors
  • AB 51 – Limits Mandatory Arbitration Agreements
  • AB 9 – Extends Timeframe for Filing DFEH Complaints
  • AB 749 – Prohibits No-Rehire Provisions in Settlement Agreements
  • AB 241, AB 242 – Requires CME and MCLE Implicit Bias Training

AB 5 – Codifies “ABC” Test for Classifying Independent Contractors
AB 5 is landmark legislation aimed at reducing worker misclassification by codifying the California Supreme Court’s 2018 decision in Dynamex Operations West v. Superior Court (4 Cal.5th 903), which adopted the three-factor “ABC” test to classify workers as employees or independent contractors. The ABC test also creates a rebuttable presumption that a worker is considered an employee, thus imposing the burden to prove otherwise on the employer. AB 5 exempts specified occupations from the purview of the “ABC” test. Please click here for a detailed explanation of the “ABC” test and how employers can overcome the presumption of employee status. The implementation of AB 5 is uncertain because Uber and Postmates filed a complaint on December 30, 2019 in California federal district court alleging that AB 5 is unconstitutional. The complaint asks for a preliminary injunction while the lawsuit is under consideration. Also in December 2019, several organizations representing freelance writers filed a lawsuit in federal court in Los Angeles alleging AB 5 places unconstitutional restrictions on free speech.

While much discussion relates to AB 5’s impact on gig economy companies, the new requirements could also apply to public agencies at least with respect to provisions of the Labor Code, Unemployment Insurance Code, and Industrial Welfare Commission wage orders that are applicable to public employers. AB 5 expands the applicability of the ABC test across most, but not all, of the Labor Code and Unemployment Code. There are exceptions, and generally if an exception applies the prior test under S.G. Borello and Sons, Inc. v. Department of Industrial Relations 48 Cal.3d 341 (1989) applies. Meyers Nave has performed an extensive analysis of AB 5, addressing Frequently Asked Questions including: (1) whether contract employers that provide services to public agencies (versus individually contracted workers) are excluded from AB 5’s purview, (2) how AB 5 impacts CalPERS and (3) which provisions of Assembly Bill 5 apply retroactively.

AB 51 – Limits Mandatory Arbitration Agreements
AB 51 prohibits an employer from requiring an employee to sign an arbitration agreement as a condition of obtaining or retaining employment, or any term or condition of employment. AB 51 does not void any existing mandatory arbitration agreement. Retaliation is prohibited, and the traditional approach of including an opt-out clause is ineffective in establishing consent. AB 51’s implementation on January 1, 2020 is up in the air. On December 6, 2019, the U.S. Chamber of Commerce and several organizations filed suit against the State of California to have AB 51 declared preempted by the Federal Arbitration Act. The lawsuit seeks both a preliminary and permanent injunction. On December 30, a court granted a temporary restraining order and a motion for preliminary injunction is set for hearing on January 10, 2020. If the court grants the motion then the new law will be prevented from going into effect until the case can be decided on the merits. The case is filed in the Eastern District of California as Chamber of Commerce of the United States v. Becerra, Case No. 2:19-cv-2456 KJM DB.

AB 9 – Extends Timeframe for Filing DFEH Complaints
AB 9 significantly extends the statute of limitations for an employee to file a complaint with the Department of Fair Employment and Housing (DFEH) from one year to three years. An employee asserting claims under the Fair Employment and Housing Act (FEHA) must first file a complaint with DFEH, the state agency charged with enforcing California’s civil rights laws. Before the passage of AB 9, the complaint with the DFEH had to be filed within one year of the alleged unlawful practice. (Government Code § 12960(d)).

AB 9 specifies that it “shall not be interpreted to revive lapsed claims.” This indicates that the new law will not apply retroactively to claims that arose prior to the effective date of the bill, but for which the prior one-year statute of limitations had already passed by December 31, 2019. However, AB 9 does not specify what happens to existing claims for which the prior administrative filing deadline has not lapsed by December 31, 2019. A review of the Senate Judiciary Committee analysis indicates legislative intent to extend the limitations period to any existing claims for which the prior one-year statute of limitations did not lapse by December 31, 2019; however, the retroactive impact of AB 9 is still unsettled.

AB 749 – Prohibits No-Rehire Provisions in Settlement Agreements
Under AB 749, settlement agreements between an “aggrieved person” (as defined under the bill) and their employer may no longer contain no-rehire provisions, or any term that would otherwise restrict the employee’s ability to obtain future employment with the employer or related parent companies, subsidiaries, divisions, affiliates, or contractors. Employers and employees may still enter into agreements to terminate the employment relationship; a severance agreement offered to an employee may contain a no-rehire provision if the severance is not offered as settlement of an employment dispute and the employee has not filed a claim against the employer. Moreover, employers are still permitted to end the employment relationship, or refuse to rehire the person, if there is a “legitimate non-discriminatory or non-retaliatory reason” for doing so. AB 749 applies to all agreements entered into on or after January 1, 2020.

AB 241, AB 242 – Requires CME and MCLE Implicit Bias Training
AB 241 requires continued medical education (CME) curriculum in implicit bias under the Medical Board, Physician Assistant Board and Board of Registered Nursing. AB 242 requires all court staff who interact with the public to complete two hours of training developed by the Judicial Council. It also requires attorneys to complete mandatory continuing legal education (MCLE) that includes training on implicit bias and the promotion of bias reducing strategies. Employers that employ the aforementioned professions should ensure that their employees receive the implicit bias training by the specified deadlines. Meyers Nave bias prevention training which meets all MCLE requirements.

Meyers Nave Elevates Jenny Riggs to Principal

Meyers Nave proudly announces the elevation of Jenny Riggs to Principal – “On January 1, 2020, this outstanding attorney will join the leadership team that guides the future of our firm, mentors the professional development of our Associates, and inspires our commitment to provide the best service to clients throughout California,” said David Skinner, Managing Principal of Meyers Nave.

JENNY RIGGS
Jenny Riggs joined Meyers Nave in 2013 as a member of the Trial and Litigation Practice Group. She has extensive state and federal court litigation experience on behalf of municipalities, counties, special districts, businesses and non-profit organizations. Jenny’s expertise includes single- and multi-plaintiff cases involving constitutional law, government corruption, land use, zoning, catastrophic disasters, eminent domain and inverse condemnation, coastal issues, environmental claims, Public Records Act and Brown Act compliance, Americans with Disabilities Act, employment law, and civil rights claims for violations of substantive and procedural due process. In addition to her skills in the courtroom examining witnesses and arguing motions, and her expert aptitude for taking and defending depositions, Jenny leads the development and management of Meyers Nave’s systems and protocols for discovery plans in complex matters and document intensive litigation. Jenny handles pre-trial litigation (including dispositive motions), pre-trial discovery, various stages of motion practice, and trial. Her complex litigation experience also includes multi-district cases and civil litigations that are intertwined with criminal actions. Jenny is a member of California Women Lawyers and the Women Lawyers Association of Los Angeles.

Bryan Brown Joins Meyers Nave’s Land Use and Environmental Law Practice

Meyers Nave proudly announces that Bryan Brown has joined the firm as Senior Of Counsel in the Land Use and Environmental Law Practice Group. Based in the Los Angeles office, Bryan is an important addition to the ongoing expansion of this statewide Practice Group. He has more than 20 years of experience with transactional, regulatory, administrative and litigation matters involving land use and environmental law.

Bryan’s experience includes CEQA, NEPA, the Clean Water Act, Clean Air Act, Porter-Cologne Water Quality Control Act, Toxic Substances Control Act, RCRA, and CERCLA, among numerous other local, state and federal land use and environmental laws and regulations. A significant part of his practice involves assisting clients in preparing EIRs and EISs under CEQA and NEPA. Bryan also regularly defends clients against citizens’ suits and claims brought under the Clean Water Act, the Clean Air Act and the Porter-Cologne Water Quality Control Act. Bryan also has extensive experience handling soil and groundwater contamination enforcement matters before courts and state agencies. He provides counsel regarding regulatory and permitting matters, including Sections 401 and 404 of the CWA, and advises on due diligence and disclosures in transactional matters.

Bryan earned a JD from Yale Law School and a BA in Anthropology from Arizona State University.

Gorev Ahuja Joins Meyers Nave

Meyers Nave proudly announces that Gorev Ahuja has joined the firm as an Associate in the Labor & Employment Law Practice and the Workplace Investigations Practice. Based in the Oakland office, Gorev is an important addition to the ongoing statewide expansion of these two Practice Groups.

Gorev has a broad range of experience in different areas of labor and employment law, including wage-and-hour, discrimination, harassment, wrongful termination, labor-management relations, workplace investigations, unfair competition, class actions, and ERISA matters.  He has conducted workplace investigations, drafted responses to complaints filed with various agencies, participated in depositions in discrimination cases, assessed potential witnesses for trial, and drafted and prepared pleadings, motions, responses to and propounded discovery in preparation for trial.

Gorev earned a J.D. from the University of California at Davis, King Hall School of Law, and a BA in Political Science and Psychology from the University of California at Davis. He is biliterate in Hindi and bilingual in Punjabi.

SB 778 Extends Employers’ Deadline for Providing New Harassment Prevention Training

Governor Gavin Newsom recently signed Senate Bill 778 into law, extending by one year the deadline for employers to implement new harassment prevention training requirements. The urgent legislation addresses concerns relating to Senate Bill 1343, which passed in September 2018 and substantially expanded state law training requirements that had been in place for more than a decade. SB 1343 gave employers until January 1, 2020 to comply with extensive new anti-harassment training requirements, including additional course content and training of all employees — supervisory and non-supervisory. SB 778 now gives employers an additional year, until January 1, 2021, to develop and implement new anti-harassment training that meets the new mandates outlined below.

What Are the New Training Requirements?
By January 1, 2021, California employers with five or more employees must provide:

  • At least two hours of harassment prevention training to all supervisory employees once every two years
  • At least one hour of harassment prevention training to all non-supervisory employees once every two years
  • At least two hours of harassment prevention training to new supervisory employees within six months after assuming the supervisory position
  • At least one hour of harassment prevention training to new non-supervisory employees within six months after the hire date

Beginning January 1, 2020, at least one hour (non-supervisory positions) or two hours (supervisory positions) of harassment prevention training to seasonal, temporary, or other employees hired to work for less than 6 months, by the time whichever event occurs first — 30 calendar days after the hire date or 100 hours worked.

What Should Employers Do Now To Prepare?
Though the one-year extension grants temporary relief, all employers are required to implement training of their supervisors and employees during calendar year 2020. The new legislation also clarifies that employees who completed the requisite harassment prevention training in 2019 are not required to receive refresher training courses until 2021.

The myriad of new California anti-harassment laws make clear that employers must take affirmative steps to prevent harassment in the workplace and failure to do so can lead to increased liability. Employers should not simply “check the box” when it comes to training. Instead, training must meet the needs of each employer’s unique workplace, as well as the type of employees being trained. Meyers Nave offers harassment prevention training for supervisory and non-supervisory employees that satisfy the requirements mandated under SB 778, and that promote positive, respectful and inclusive workplace culture. For more information about our training programs, please click here or send an email to info@meyersnave.com.