SHRM Inland Empire News & Events - April 2026 
Message from SHRM Inland Empire President Elect
Dear IESHRM Members,
This month, HR leaders from across California will gather in Sacramento for the CalSHRM Conference, an event focused on strengthening strategic HR leadership and deepening our understanding of public policy advocacy. As our state’s regulatory environment continues to evolve, this conference provides essential insight and tools to help HR professionals navigate these complexities with clarity and confidence.
We are especially proud that our chapter’s Legislative Director, Bill Betley, will be presenting at this year’s conference. Bill’s expertise and long-standing commitment to legislative awareness make him an invaluable representative for IESHRM and a trusted voice within the broader HR community. Bill Betley is a Senior Partner at AALRR, practices in all areas of employment law, including unlawful harassment, discrimination, wrongful termination, employee classification, and wage and hour. Bill is a frequent speaker on numerous employment issues, such as unlawful harassment, disability discrimination, and leaves of absence, workplace violence, employment handbooks and hiring and firing issues.
Looking ahead, I’m excited to highlight our own Mid‑Year Legal Update on May 19, hosted at the Delta Hotel Ontario Airport from 8:00–11:00 AM. Today’s employers are navigating an increasingly complex landscape shaped by heightened enforcement and evolving workplace expectations. As part of this mid-year legal update, Bill Betley, partner with Atkinson, Andelson, Loya, Ruud & Romo will highlight key developments and trends impacting California employers, including ICE and immigration-related compliance, the rapid adoption of AI and its implications for hiring and privacy, and the legal considerations surrounding reductions in force (RIFs). Employers must also be prepared to address the rise in reverse discrimination claims and ensure proper handling of disability accommodations under applicable laws. This session will provide timely insights and practical guidance to help organizations stay compliant and effectively manage these intersecting risks.
As we continue to grow and strengthen our chapter, I encourage you to consider getting involved. Whether you’re interested in volunteering at upcoming events, exploring open Board positions, or joining our interest list for future leadership opportunities, your participation helps build a stronger, more connected HR community. 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).
Thank you for your dedication and active participation with IESHRM. Together, our ongoing efforts are making a real difference as we continue to build a strong and supportive HR community this month and beyond.
Laura Zamora
President Elect
SHRM Inland Empire Chapter
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:
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Identify major federal and state employment law updates from the first half of the year
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Review and understand legal changes scheduled for July 1, 2026
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Recognize how new regulations and rulings impact HR policies and practices
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Identify common compliance risks and strategies to mitigate them
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Apply practical steps to ensure organizational readiness and legal alignment
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:
- Andrew Vieyra, Kent Daniels & Associates, Inc.
- Richard Sander, Enterprise Mobility
- Caleb Johnson-Slaw
- Jialing Wang, Senci Power USA, Inc.
- Danielle Zendejas, Blue Dot Safes
- Ethan Young, Young Men's Christian Association, Inc.
- Seanna Gutierrez, El Dorado National (California) Inc.
- Sarahi Perez, Southwest Toyotalift.com
- Brandi Crutchfield
We’re excited to connect, collaborate, and grow together this year.
SHRM Foundation Fundraising Event
Rock & Brews in Corona SHRM Foundation Fundraiser
April 17, 2026 | 12:00 PM - 10:00 PM
Rock & Brews | 3550 Grand Oaks, Corona, CA 92881
Venue website
Join us on the 3rd 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 3rd 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.
Legal News
California has strict rules that apply to payment of final wages to separating employees. Failure to timely pay final wages to an employee will result in potential liability of up to 30 days of waiting time penalties at the employee’s daily rate of pay. Given the expensive consequences of failing to timely issue final wages, California law fortunately makes clear that certain staffing industry employers are not required to follow the typical requirements governing final pay upon the end of an employee’s temporary assignment.
California Labor Code section 201.3 sets forth the relevant requirements for payment of wages by a “temporary services employer” to an employee whose temporary assignment with a “client or customer” is ending. Specifically, Labor Code section 201.3(b) provides that if an employee of a “temporary services employer” is assigned to work for a “client,” that employee’s wages are due and payable at least weekly, regardless of when the assignment ends, and wages for work performed during any calendar week shall be due and payable not later than the regular payday of the following calendar week. A temporary services employer is deemed to have timely paid wages upon completion of an assignment if wages are paid in compliance with these requirements. (Separate rules within Labor Code 201.3 apply if the employee is a security guard, or is assigned to work for a client on a day-to-day basis, or for a client engaged in a trade dispute, or if the employee is assigned to work for the client for over 90 consecutive days.) In other words, California’s final pay requirements do not apply if a temporary employee’s assignment ends.
Staffing industry employers should confirm that Labor Code section 201.3 applies to them and their operations, before following its terms. A “temporary services employer” governed by Labor Code section 201.3 is defined by the law to mean an employing unit that contracts with “clients or customers” to supply workers to perform services for the clients or customers and that performs all of the following functions:
(A) Negotiates with clients and customers for matters such as the time and place where the services are to be provided, the type of work, the working conditions, and the quality and price of the services.
(B) Determines assignments or reassignments of workers, even if workers retain the right to refuse specific assignments.
(C) Retains the authority to assign or reassign a worker to another client or customer when the worker is determined unacceptable by a specific client or customer.
(D) Assigns or reassigns workers to perform services for clients or customers.
(E) Sets the rate of pay of workers, whether or not through negotiation.
(F) Pays workers from its own account or accounts.
(G) Retains the right to hire and terminate workers.
However, a “temporary services employer” does not include any of the following:
(A) A bona fide nonprofit organization that provides temporary service employees to clients.
(B) A farm labor contractor, as defined in subdivision (b) of Section 1682.
(C) A garment manufacturing employer, as that term is defined by law.
Further, for purposes of Labor Code section 201.3, the terms “client” and “customer” each mean the person with whom a temporary services employer has a contractual relationship to provide the services of one or more individuals employed by the temporary services employer.
Staffing industry employers that are governed by Labor Code section 201.3 are cautioned that California’s usual final pay requirements apply if the employee of the temporary services employer is terminated from employment or resigns from employment. All earned wages of a terminated employee are due and payable immediately upon termination (including accrued, unused vacation/PTO). All earned wages (including accrued, unused vacation/PTO) of a resigning employee must be received by that employee within 72 hours of the resignation, unless the employee gave 72 hours previous notice of their resignation, in which case the employee is entitled to their final pay on their final day of employment.
Employers with questions regarding laws governing the staffing industry may contact the author of this post or their usual employment law 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
The HR Huddle
April 14, 2026 | 11:00 AM to 12:00 PM | Virtual (Zoom)
Add to Calendar
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!
Board Members
SHRM Inland Empire is actively seeking talented Human Resource Professionals to support the development of our local HR community. If you are interested in serving on the board of SHRM Inland Empire, please email [email protected]
