SHRM Inland Empire News & Events - May 2026

Message from SHRM Inland Empire President Elect

Dear IESHRM Members,

We are thrilled to announce that Patricia Manzo, Employee Engagement Officer with Arrowhead Regional Medical Center, who will serve as our new At-Large Board Member, and Jerrell Rogers, Managing Partner with EKG HR Consulting, LLC, who will serve as Sponsorship Co-Director, have joined the IESHRM Board of Directors. Their passion for HR, dedication to service, and commitment to our chapter’s mission make them outstanding additions to our leadership team.

Volunteers are the heart of our chapter, and we are grateful for their willingness to dedicate their time and expertise to support our members and strengthen our community. We look forward to the insight, energy, and leadership they will contribute in their new roles.

Patricia Manzo – At-Large Board member

Patricia Manzo will focus on a new partnership with Big Brothers Big Sisters to expand youth mentorship opportunities, foster inclusion, and help build stronger talent pipelines for the future workforce. Through these initiatives, HR professionals and community leaders have the opportunity to make a lasting impact by supporting and mentoring “opportunity youth” across our communities. 

We are proud to share that SHRM Inland Empire was selected to receive a grant focused on advancing regional opportunities in this important space. Over the coming months, members will have opportunities to get involved through mentorship, community engagement, workforce development initiatives, and local partnership efforts designed to create meaningful change throughout the Inland Empire.

Stay tuned — more information, volunteer opportunities, and ways to participate will be coming soon!

Jerrell Rogers – Sponsorship Co-Director

Jerrell Rogers joins us in the Sponsorship Director role at SHRM Inland Empire as we continue expanding partnerships throughout the Inland Empire business community.

This important role focuses on strengthening relationships with HR service providers, business partners, vendors, and local organizations that support the HR profession and invest in our chapter’s continued growth and success. Through sponsorships and community partnerships, these collaborations help support chapter events, networking mixers, professional development opportunities, conference initiatives, and valuable in-kind contributions that enhance the member experience.

As we continue building momentum across the region, we look forward to creating even stronger connections with organizations that share our commitment to leadership, workforce development, and community engagement.

More information about sponsorship opportunities and upcoming partnership initiatives will be shared soon!

Volunteering is also a meaningful way to expand your network, support fellow HR professionals, and contribute to the advancement of our field here in the Inland Empire.

For more information visit our website (Link).

IESHRM Leadership Represents at the 2026 CalSHRM Conference in Sacramento

I was honored to represent IESHRM at the 2026 CalSHRM Legislative & HR Leadership Summit in Conference in Sacramento alongside our Chapter President, Michael Macias. It was inspiring to join HR leaders from across California for high-impact learning, advocacy, and collaboration. The conference provided essential updates on California labor laws, pay transparency, workplace safety, AI in HR, DEI, and strategic leadership. I especially valued the networking opportunities, including chapter leadership roundtables, advocacy sessions, and statewide peer-to-peer discussions.

A Simple Check, A Big Difference for IESHRM  

Please remember to select IESHRM as your chapter on the SHRM website, as your support enables us to offer valuable and accessible programs.

Thank you to everyone for contributing to our shared success!

Laura Zamora
President Elect
SHRM Inland Empire Chapter

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Upcoming Events

May 19, 2026 | 8:00 am to 11:00 am

Location: Delta Hotels Ontario Airport, 2200 East Holt Blvd., Ontario, CA  91761

This program provides HR leaders with a comprehensive review of legislative, regulatory, and case‑law developments from the first half of the year. Special emphasis will be placed on new laws and compliance requirements taking effect July 1, 2026, ensuring participants understand what is changing and how to prepare. Attendees will explore how these updates impact workplace policies, compliance obligations, and day‑to‑day HR decision‑making. You will leave with actionable guidance to reduce risk, strengthen compliance, and confidently navigate the shifting legal landscape.

Learning Objectives:

• Identify major federal and state employment law updates from the first half of the year

• Review and understand legal changes scheduled for July 1, 2026

• Recognize how new regulations and rulings impact HR policies and practices

• Identify common compliance risks and strategies to mitigate them

• Apply practical steps to ensure organizational readiness and legal alignment

Register Now

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Welcome New Members

Please join us in welcoming the newest members of SHRM Inland Empire! We’re proud to have you as part of our growing community of HR professionals and leaders. Your experience and perspective strengthen our chapter and support our shared commitment to advancing the people profession in 2026.

Welcome:

We’re excited to connect, collaborate, and grow together this year.

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SHRM Foundation Fundraising Event

Rock & Brews in Corona SHRM Foundation Fundraiser
May 15, 2026 | 12:00 PM - 10:00 PM
Rock & Brews | 3550 Grand Oaks, Corona, CA 92881
Venue website

Join us on the 3^rd Friday of every month to eat, drink, and do good! Inland Empire SHRM and Rock & Brews in Corona has partnered to host an ongoing fundraising initiative in support of the SHRM Foundation. Simply inform your server that you are part of the “FUN-draiser” on every 3^rd Friday of the month, at Rock & Brews in Corona for dine-in or takeout orders and Rock & Brews will donate 20% of your purchase to the SHRM Foundation. The SHRM Foundation is the 501(c)(3) philanthropic arm of the Society for Human Resource Management. The SHRM Foundation's mission is to mobilize the power of HR and activate the generosity of donors to lead positive social change impacting all things work. The Foundation is committed to elevating and empowering HR as a social force through innovative solutions to workplace inclusion challenges, programming designed to inspire and empower the next generation of HR leaders, and awarding scholarships and professional development grants to educate and develop students and HR professionals.

Why Support the SHRM Foundation?

The SHRM Foundation works tirelessly to address critical challenges facing the workplace, including skills gaps, veteran employment, and promoting diversity, equity, and inclusion. Your participation helps fund initiatives that support HR professionals and drive positive change in workplaces across the globe.

https://ieshrm.org/foundation

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Legal News

On February 6, 2026, the California Labor & Workforce Development Agency (“LWDA”) issued an official Notice of Proposed Rulemaking regarding the Private Attorneys General Act of 2004 (“PAGA”), codified in Labor Code section 2698, et seq.  (See Rulemaking: Labor Code Private Attorneys General Act of 2004 | LWDA.)  The proposed rulemaking establishes requirements for filing PAGA notices (notices of alleged Labor Code violations by employers and for which an aggrieved employee seeks to recover civil penalties) with the LWDA, provides guidance concerning the investigation and early resolution procedures administered by the LWDA, and implements statutory litigation-reporting obligations PAGA plaintiffs owe to the LWDA. 

The LWDA invited the public to submit written comments on the proposed regulations through March 23, 2026.  The LWDA then held a public hearing on April 9, 2026. The LWDA is now reviewing the comments submitted prior to and at the public hearing.  Based on its review, the LWDA will issue final regulations at a time to be determined. 

PAGA Background 

The California Legislature enacted PAGA in 2004, allowing employees to step into the shoes of the State and file lawsuits against their current or former employer for alleged Labor Code violations. Typically alleged violations concern the minimum wage, overtime wage, meal periods, rest periods, and expense reimbursements.  If successful, said employees (alleged “aggrieved employees”) may recover civil penalties against the employer that would otherwise only be recoverable by the state.  PAGA permits employees to file on behalf of themselves, and others similarly situated, allowing employees to proceed with a lawsuit like a class action but without the procedural protections required to certify a class.  This has resulted in thousands of lawsuits for the past two decades, drastically increasing costs for California employers.

As a precursor to filing a PAGA lawsuit, an employee must first provide notice to the LWDA and the employer describing the alleged Labor Code violations.  Over the years, PAGA notices and lawsuits increased dramatically.

Amidst growing outcry from California employers and businesses, the California Chamber of Commerce and others qualified an initiative titled “The California Fair Pay and Employer Accountability Act” for the 2024 ballot, seeking to eliminate PAGA altogether.  Instead, as a compromise, PAGA was reformed in the summer of 2024 via legislation. Major reforms included:

• caps on civil penalties for employers who take “reasonable steps” to comply with the Labor Code
• new cure provisions
• limiting employees to pursuing only claims for violations they personally experienced
• confirming the one-year statute of limitations
• adding a manageability requirement for PAGA lawsuit

(See  Changes to PAGA: An Overview for California Employers: Atkinson, Andelson, Loya, Ruud & Romo.)

The amended PAGA legislation applies to PAGA notices issued on or after June 19, 2024. The LWDA’s new proposed regulations will be the next chapter for PAGA. 

LWDA Proposed Rulemaking 

The LWDA recognizes the Legislature’s interest in increased LWDA oversight of PAGA actions and early resolution options for employers, thereby, hoping to decrease litigation costs that previously has led to PAGA criticism. Among other proposals, the draft regulations provide for:

• Administrative Notice Requirements: The proposed regulations aim to provide greater clarity and guidance to parties regarding the requirements of a PAGA notice, particularly as it relates to articulation of the facts and theories alleged to support the Labor Code violations asserted. 

A welcomed proposed rule for employers is to impose stricter requirements on “high frequency filers” (attorneys or law firms who have filed more than 200 PAGA notices within the past year) and “vexatious filers” (attorneys or law firms deemed by the LWDA to have repeatedly filed deficient PAGA notices).  In support of its proposed regulations, the LWDA noted that of the total of 8,846 PAGA notices filed with the LWDA from July 1, 2024, through June 30, 2025, five law firms filed 2,086 or 24% of the total PAGA notices.  LWDA chided these high frequency filers for using template PAGA notices, which are often are merely cut and pasted from prior notices and which lack or misrepresent basic facts.

• Administrative Early Resolution (“Cure”) Procedures: The proposed regulations seek to better implement the statutory early resolution procedures and are intended to provide greater guidance and direction to parties to ensure the efficient and effective functioning of these new administrative cure processes.

The 2024 PAGA amendments provided an option to cure for employers with fewer than 100 employees, but the amendments were unclear about that process.  The LWDA’s proposed rule describes how employees must be counted in determining whether the employer employed less than 100 employees during the one-year period before it received a PAGA notice, specifies the process for curing, and provides protections for employers by making cure communication privileged as confidential settlement discussions.

• Administrative Reporting Requirements: The proposed regulations add new obligations for parties proposing to settle a PAGA lawsuit.  These would require a settling plaintiff to submit to the LWDA additional materials when seeking approval of a proposed settlement.  In addition, the proposed regulations would require a settling plaintiff to provide notice to other employees who have pending PAGA claims against the same employer.  This regulation also describes the process for other employees with pending PAGA actions against the same employer to submit comments in favor of or against the proposed settlement and specifies that the LWDA must be provided at least 45 days to review a proposed settlement agreement.  Thus, this proposal, if adopted, will likely lead to additional administrative delays for employers seeking to settle PAGA lawsuits.

On balance, the new proposed regulations feature pros and cons for California employers.  Further, since these are mere proposed regulations, the final PAGA regulations that will be adopted, if any, are still to be determined.  AALRR will be watching closely for final PAGA regulations.  As always, if you have any questions, please email or call the author or your counsel at AALRR.

This AALRR publication is intended for informational purposes only and should not be relied upon in reaching a conclusion in a particular area of law. Applicability of the legal principles discussed may differ substantially in individual situations. Receipt of this or any other AALRR publication does not create an attorney-client relationship. The Firm is not responsible for inadvertent errors that may occur in the publishing process.

© 2026 Atkinson, Andelson, Loya, Ruud & Romo

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The HR Huddle

May 12, 2026  |  11:00 AM to 12:00 PM | Virtual (Zoom)
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The HR Huddle series is a valuable resource for HR professionals, offering a monthly deep-dive into the latest legal updates, trends, and best practices in employment law. This collaboration with the legal experts of AALRR equips HR professionals and business leaders with the knowledge to navigate the complexities of the workplace, ensuring they stay ahead in a field that's constantly evolving. In this series, here insights and best practices on topics related to compliance, policy-making, and employee relations, these webinars are designed to strengthen the skills necessary for the dynamic and demanding world of human resources.

The HR Huddle Occurs Every 2nd Tuesday.

There is NO COST TO YOU!

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