East Ventura County Employer Advisory Council

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Thousand Oaks, CA
East Ventura County Employer Advisory Council

Monthly, we offer top-notch education seminars for employers and businesses in Ventura County.

The EAC is a cross-section of local employers throughout the Eastern Ventura county area. We help educate employers about relevant employment issues and related legal concerns. We focus on what most employers are looking for, the 'nuts and bolts' information to running a business and keeping in compliance with Federal and State regulations. We present this information in an informative manner, by local, well-respected guest speakers. Participants are encouraged to participate in the Q&A session at the end of each meeting. We partner with the EDD to increase cooperation and communication between the EDD and the private sector, and identify ways to improve EDD services. We also assist employers in their efforts to give back to their communities by advocating local workforce development efforts. The purpose of the East Ventura County EAC is to interface with the California Employment Development Department to:

* Present luncheon and half day seminar programs on current employment law issues.
* Provide local employers with the opportunity to network and share ideas and solutions to the concerns and problems facing California employers.
* Keep EDD's Job Service Program responsive to the needs of the business community.
* Act as a sounding board for proposed and ongoing EDD policies, programs and procedures

09/23/2026

How strong is your arbitration agreement when it’s challenged?

Join the East Ventura County Employer Advisory Council on Wednesday, October 21, for “Confessions of a Plaintiff’s Attorney: How I Can Beat Your Arbitration Agreement (And How to Make Sure I Can’t).”

Employment attorney Andrew “Drew” Pletcher will share the plaintiff’s perspective on common drafting and onboarding mistakes, what California courts look for, and the records HR should maintain.

📅 October 21, 2026
☕ In-person breakfast and networking: 7:30 a.m.
🎤 Program: 8:00–9:00 a.m.
📍 Los Robles Greens, Thousand Oaks, or live via Zoom

Register by September 30 for the $35 early bird rate: https://eastventuraeac.org/events/confessions-of-a-plaintiffs-attorney-how-i-can-beat-your-arbitration-agreement/

I hope to see you there!

09/12/2026

Workplace investigations must be more than thorough—they must be fair, impartial, and able to withstand scrutiny.
Join the East Ventura County Employer Advisory Council for:
“Fair, Thorough, Defensible: A Framework for Workplace Investigations”
Our guest speaker, Sherli Frank, is an experienced employment attorney and workplace investigator who will provide a practical, step-by-step framework for:
• Defining the scope of an investigation
• Selecting a neutral investigator
• Interviewing witnesses effectively
• Gathering and evaluating evidence
• Assessing credibility
• Preparing clear, defensible findings
📅 Wednesday, September 16, 2026
🥐 In-person networking and breakfast: 7:30 a.m.
🕗 Presentation: 8:00–9:00 a.m.
📍 Los Robles Greens Golf Course, Thousand Oaks
💻 Zoom participation is also available
💲 $35 early-bird pricing | $40 regular registration
This is an important session for HR professionals, business owners, and leaders responsible for responding to sensitive workplace concerns.
Register today at www.EastVenturaEAC.org.
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07/28/2026

☀️ Join us for the Summer Biz Bash 2026: Sip, Socialize & Strategize!

The East Ventura County Employer Advisory Council invites HR professionals, business owners, and community leaders to enjoy an evening of meaningful conversations, new connections, and summer fun.

Come meet EVCEAC members, connect with past and future event speakers, and discover how the EAC can support your HR and business needs throughout the year.

🥂 Complimentary hors d’oeuvres

🍹 Your first drink is on us

🤝 Great people, conversations, and connections

📅 Wednesday, July 29, 2026

⏰ 5:00–7:00 p.m.

📍 The Stonehaus

32039 Agoura Road, Westlake Village, CA 91361

👔 Business casual/summer social attire

Admission is free for EVCEAC members. Bring a colleague or two and help us grow the conversation!

A special thank-you to BBSI for sponsoring this event.

Let’s raise a glass to new ideas, stronger partnerships, and a summer evening to remember. We can’t wait to see you there!

06/27/2026

Adams Legal Corner:

Southern California Minimum Wage Increases – July 1, 2026

Several Southern California municipalities will increase their local minimum wage rates effective July 1, 2026. What minimum wage applies to an employee depends on where, and how many hours per week, the employee actually performs work. The new rates in Southern California will be:

Unincorporated Los Angeles County: $18.47/hour
City of Los Angeles: $18.42/hour
City of Malibu: $17.91/hour
City of Pasadena: $18.57/hour
City of Santa Monica: $18.47/hour

Employers with employees working in these locations should be sure to consider these July 1st increases to be sure of compliance.

None of this affects the state-wide minimum wage in California of $16.90 per hour, which applies to employees who do not perform services in the above municipalities. Also, the above list does not include some of the minimum wage increases for employees in specific jobs, such as hotels, some medical facilities, etc.

–Adam K. Treiger, True Course Business Law, APC, Vice President of the Board

06/17/2026

Adams Legal Corner

The Problem With Floating Holidays in California

A “floating holiday” is usually a paid day off that employees may use for any purpose and whenever they choose (sometimes the use period is constrained, but if that period is longer than just a few days, it does not change the legal calculus). Because the employee controls when to use the day, California is likely to treat the floating holiday as vacation time, even if the employer calls it something else. That’s important because vacation in California, unlike a paid holiday, is treated as earned wages. Once earned, the wages cannot be forfeited. That means unused floating holidays need to carry over from year to year until used, and must be paid out when employment ends.

The label for the paid day off is not controlling. Calling the benefit a “floating holiday,” a “personal holiday,” or something similar does not avoid California vacation-pay rules if the benefit functions like vacation. For California employers, the safer approach is usually to avoid floating holidays altogether.

Employers who want to be generous can instead grant additional vacation time and administer it as vacation, or provide true paid holidays tied to specific dates or events. –Adam K. Treiger, True Course Business Law, APC, Vice President of the Board

06/10/2026

Great supervisors do not just happen. They are developed

The strength of your workplace culture, employee performance, and everyday productivity largely depends on the quality of your leaders. Despite this, many organizations still make a costly mistake: they promote their highest performers or longest-tenured employees into management roles without equipping them with the tools and support they need to lead effectively.

That is where problems start

New supervisors are often expected to manage people, resolve conflicts, document performance issues, and make legally sound decisions, with little or no real training. Predictably, this leads to inconsistent leadership, low morale, unnecessary turnover, and increased legal risk.

In this practical and engaging webinar, California employment law attorney Ryan M. Haws will guide employers through what supervisors need to know to lead with confidence, enhance team performance, and avoid common management missteps.

Your team of supervisors will learn about:

The management mistakes employers make most often, and the price they pay for them

Smart interviewing practices and the questions supervisors should avoid

How to use a coaching approach to strengthen employee performance

What makes performance evaluations useful, fair, and legally sound

How to handle counseling and discipline effectively

How to draft disciplinary memos with the right tone and wording

Simple ways to create solid documentation without making it a burden

When and how to use probationary periods and performance improvement plans

How to recognize when termination is the right next step

To find out more: Join us Wednesday, June 17th, 2026

Our Speaker is the Dynamic Ryan M. Haws from EmployLaw Group LLP

Program:In-Person Networking / Breakfast: 7:30 a.m. – 8:00 a.m.

Los Robles Greens Banquet Center, 299 Moorpark Rd., Thousand Oaks, CA 91361

Zoom Webinar: 7:50 a.m.

The link will be emailed the evening before the event.

Recorded: All attendees will receive a link to the event recording, valid for 30 days after the event.

05/19/2026

Adams Legal Corner

Employers often face situations where the available evidence is imperfect. One example of that is when an employee appears to have reported to work intoxicated. The legal question is usually not whether the employer was unquestionably correct, but whether it acted reasonably based on the information available at the time. Thus, if the employer observes the employee slurring speech, forgetting obvious facts (like the day of the week or a very recent conversation), having impaired coordination, or having difficulty signing the employee’s name, such evidence can support a good-faith conclusion that the employee violated a workplace policy prohibiting intoxication at work, and discipline would be appropriate even without definitive proof (such as a drug or alcohol test result). However, employers should be careful if they have information suggesting that the observed behavior may be caused by a medical condition, medication, or disability. In that situation, the employer may need to pause and consider its obligations under applicable disability accommodation and leave laws before deciding on discipline. –Adam K. Treiger, True Course Business Law, APC, Vice President of the Board

If you want to learn more and ask Adam Questions in person, come to our Next EAC presentation on Wednesday, June 17, 2026 where you can meet him in person.

05/15/2026

Join Us for Our Next EAC Webinar: Workers’ Compensation Essentials for Employers & HR Professionals.

We invite you to join us for our upcoming East Ventura County Employer Advisory Council (EAC) program featuring workers’ compensation expert Brian D. Watnick of the Law Offices of Brian D. Watnick & Associates, Inc..

This informative and practical session is designed to help employers, HR professionals, managers, and business leaders better understand the ever-changing world of Workers’ Compensation and how it impacts the workplace.

Brian brings decades of experience representing employers, insurance carriers, school districts, temporary agencies, and governmental entities in Workers’ Compensation litigation. His presentation will break down complex topics into real-world guidance employers can actually use.

📅 Date: Tuesday May 19, 2026

🕢 In-Person Networking & Breakfast: 7:30 a.m. – 8:00 a.m.

💻 Zoom Webinar Opens: 7:50 a.m.

🕗 Program Time: 8:00 a.m. – 9:00 a.m.

📍 In-Person Location:

Los Robles Greens Banquet Center

💻 Virtual Option Available via Zoom

The Zoom link will be emailed to registered attendees the evening before the event.

get your tickets here: https://eastventuraeac.org/events/everything_you_wanted_to_know_about_workers_compensation/ -slctr-tbl-3071

🎥 Bonus:

All attendees will receive access to the event recording for 30 days following the program.

Topics will include:

• The history and evolution of Workers’ Compensation

• Eligibility requirements and compensable injuries

• Common exclusions and employer responsibilities

• How HR professionals can help manage claims effectively

• Benefits and compensation overview

• Cost-reduction strategies for employers

• Self-insurance considerations

• Labor Code 132a

• Serious & Willful Misconduct

• Settlement strategies

• Uninsured employer risks

• Live Q&A

Whether you are new to Workers’ Compensation or looking for practical ways to reduce risk and improve claim management, this is a session you will not want to miss.

04/22/2026

Adams Law Corner

Employers of all sizes should have a written AI policy. Even small businesses are using AI, even if they do not know they are, through chat tools, scheduling software, applicant screening platforms, productivity tools, customer service systems, and vendor products. Without a clear policy, employers increase the risk of inconsistent practices, confidentiality problems, discrimination issues, and avoidable liability.

At a minimum, an employer’s AI policy should address: (i) what AI tools are approved; (ii) what business uses are allowed; (iii) what data cannot be entered, including personally identifiable information and trade secrets; (iv) when human review is required; (v) when AI is prohibited for employment decisions, to help prevent discrimination; (vi) how accommodations are handled when use of AI creates disadvantages due to disability, such as when AI monitoring software flags an employee as low performing when the real issue is a disability, or when an applicant is screened out based on an answer tied to a disability that could be reasonably accommodated; (vii) what records are kept, along with a statement that employees have no reasonable expectation of privacy in connection with company AI use; (viii) how vendors are vetted for their own use of AI, which may create downstream liability for the company; and (ix) who is responsible for compliance.

A practical AI policy does not need to be overly technical or overly long. It just needs to set clear rules so the company can use AI thoughtfully, protect confidential information, reduce employment risk, and create accountability before problems arise.

--Adam K. Treiger, Esq., Vice-President of the Board of the East Ventura County Employers Advisory Counsel

Address

2060 E. Avenida De Los Arboles, Suite D215
Thousand Oaks, CA
91362

Website

http://www.eastventuraeac.org/

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Contact The Practice

Send a message to East Ventura County Employer Advisory Council:

David Lehr Law
770 County Square Drive, Suite 215, Ventura

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