Audrey Gee

Employment Law

Audrey is a partner in the San Francisco Bay Area boutique business law firm Brown Gee & Wenger and Past President of the Contra Costa County Bar Association. You can learn more about her and her firm at bgwcounsel.com.

I asked her to come in and spend some time reviewing new California employment law my members need to be aware of and other areas that are hot points in the area of human resource administration. Audrey spent 90 minutes sharing examples of previous employment law cases that might have an impact on my members and help them avoid that particular issue.

Some highlights from Audrey’s presentation are:

Employers with 20 or more employees must provide twelve weeks of unpaid leave for bonding with a new child. The employee must have worked for the employer for at least twelve months and at least 1,250 hours preceding.

The current Anti-Harassment Training law has been amended to include a training component on harassment based on gender identity, gender expression, and sexual orientation.

Employers may not ask applicants for their prior salary history. Employers may not ask applicants for any prior conviction history. They may only consider an applicant’s conviction history after the applicant has received a conditional offer of employment.

Another law bars employers from voluntarily consenting to allow an immigration enforcement agent to enter nonpublic areas of a workplace.

These are a few of the areas that Audrey covered for us and are summaries only. You should read the entire law to understand its full impact on you.