Session 1: One Big Beautiful Bill (OBBB) Impact on Employers
Live Date - September 24, 2025
Time - 1 PM ET
Duration - 60 Mins
Speaker - Debbie Cash
This webinar will provide you with key items from Trump’s One Big Beautiful Bill and how it impacts you as an Employer. We will discuss how to begin preparation for tax reporting to comply with the provisions of the Bill.
While many items are tax deductions that are above the line deductions on employee’s tax returns, Employers will be impacted to provide information to employees for these deductions. This will require payroll systems to be updated to provide this data on W-2’s. Overtime deductions are for premium pay only so systems may need updated to calculate the correct amount. State Overtime laws do not apply as it only applies to Overtime premium pay under the FLSA.
Other updates such as Dependent Care FLEX increases and opportunities for larger credits to Employers who provide childcare for Employees. The items included in this bill could increase employee retention & recruitment for your Workforce especially for Businesses in the Hospitality Industry who pay Tips. Plan to attend to learn more about the provisions of this bill.
Webinar Objectives
- Identify and apply the new federal payroll tax deductions for overtime and tip income under OBBB.
- Update payroll systems and processes to ensure compliance with new federal and state reporting requirements.
- Communicate effectively with employees regarding changes to payroll deductions, eligibility, and tax impacts.
- Navigate state-specific payroll compliance issues, including differences in state adoption of OBBB provisions.
- Revise internal payroll and overtime policies to reflect the new regulatory environment.
- Implement best practices for documenting, reporting, and auditing overtime and tip compensation.
- Prepare for downstream effects on labor costs, employee classification, and workforce management.
Webinar Highlights
- Federal Payroll Tax Changes
- Overtime and Tip Income Deduction
- W-2 Reporting
- Payroll System updates for W-2 reporting
- New System requirements for Tip and Overtime reporting
- 2025 requirements
- 1099-MISC and 1099-NEC Changes
- Policy and Workforce Implications
- Other Impacts
- Boost employee retention & recruitment in Hospitality Industry
- Stricter Work Requirements for Medicaid Eligibility
- State Payroll Compliance Considerations
- Dependent Care Flex Spending Increase
- Enhanced Dependent Care Assistance Program
- Employee Portions of the Bill
Session 2: CRD's New Regulation Under FEHA Effective October 01, 2025 - What California Employers Should Know?
Live Date - September 26, 2025
Time - 10 AM ET
Duration - 60 Mins
Speaker - Jacquiline M. Wagner, Esq.
Beginning October 1, 2025, California’s Civil Rights Department (CRD) will enforce groundbreaking regulations under the Fair Employment and Housing Act (FEHA) addressing the use of Automated Decision Systems (ADS) and AI in employment.
These rules expand the definition of ADS to include any computational process—such as algorithms, machine learning, or even simple selection criteria—that influences hiring, promotions, training, or evaluation.
Employers must now ensure these systems do not result in discrimination based on protected characteristics such as race, gender, disability, or religion, and must uphold reasonable accommodations.
The regulations introduce mandatory anti-bias testing, robust recordkeeping (storing data and audit findings for four years), and promote human oversight of AI-facilitated decisions.
Developed following extensive public engagement, these rules codify how existing civil rights protections apply in the age of AI and automated hiring.
Webinar Agenda
What You’ll Gain:
Stay compliant - Learn exactly what California expects of employers using ADS in light of FEHA enforcement.
Mitigate legal risk - Understand how to conduct bias audits and craft defensible anti-discrimination practices.
Prepare for enforcement - Learn what records must be kept, and how omission can impact your legal standing.
Ensure transparency and fairness - Discover obligations to disclose AI use and to provide accommodation mechanisms.
Gain actionable tools - Walk away with checklists, frameworks for oversight, and audit templates tailored to ADS use.
Webinar Highlights
- Definition and scope of Automated Decision Systems (ADS) under California law.
- Overview of FEHA protections and how they apply to AI-driven hiring, promotion, and training.
- Examples of ADS misuse that could result in discrimination (e.g., biased resume screening, targeted ads) and their legal implications.
- Requirements for anti-bias testing and audits-what counts as meaningful evidence, before and after deployment.
- Recordkeeping mandates - what employer data (e.g., dataset descriptors, scoring outputs, audit findings) must be retained and for how long.
- Human oversight and transparency - including disclosure obligations and handling of accommodations and opt-outs.
- Vendor management and third-party liability, including roles of agents, vendors, and employment agencies in ADS deployment.
- Affirmative defenses and mitigation strategies - how proactive measures (e.g. audits, documentation) support defense of legal challenges.
- Practical compliance roadmap and timelines, ensuring a smooth transition by the October 1, 2025 effective date.
Who Should Attend
Payroll Professionals, Owners, Accountants, CFO, Tax Professionals, Bookkeepers, Whether you are an employer, Human Resources professional, supervisor or in-house counsel seeking to create a supportive workplace culture or an employee navigating the dynamics of all the recent changes to Labor & Employment Law, this class will provide valuable insights and practical guidance.
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