Key Takeaways A winery is legally two businesses at once: an agricultural employer and a licensed wine producer, and most HR platforms are only built to handle one. Job title doesn’t determine treatment. Duties do. The same employee can move between agricultural and non-agricultural work within a single week. Crush season exposes problems built months earlier, from rushed seasonal hiring to unverified worker classifications. A structured self-audit beats reconstructing records during a DOL, TTB, or state inquiry. Würk’s tools help wineries stay prepared year-round. A winery’s obligations touch more regulatory categories than almost any other small business: agricultural labor law, guest-facing wage rules, wine-production rules, multi-state payroll withholding, and immigration regulations, often within a single organizational chart. This guide walks through a practical internal-review framework for wineries and vineyards with 10 to 500 employees. It’s operational guidance, not advic

Artificial intelligence (AI) is no longer just a future-facing issue for California employers. Many businesses already use some form of automated tool to sort résumés, rank applicants, target recruiting, score assessments, flag productivity concerns, or assist with promotion and compensation decisions. What is different now is that California’s employment regulations addressing automated-decision systems are in effect, which makes this a present compliance issue rather than a speculative one. These regulations went into effect on October 1, 2025 . The key point for employers is simple: using AI does not insulate an employment decision from scrutiny under California law. The regulations are designed to clarify how existing anti-discrimination rules apply when an employer uses artificial intelligence, algorithms, or other automated-decision systems in employment decisions. The regulations also define the issue broadly. They are not limited to a futuristic chatbot or a fully autonomous h

2,378 PAGA lawsuits were filed in California in 2025 resulting in settlement payments totaling $2,180,806,432! Don’t be a target! This session will highlight some of the most frequent pitfalls and provide clear, actionable guidance to help you minimize exposure. Topics include meal and rest breaks, pay calculations, final pay obligations, timekeeping practices, expense reimbursement, scheduling issues, tip policies, and paystub requirements. Join our experienced employment law attorneys for a practical seminar designed for employers, HR professionals and business leaders who want to reduce risk and avoid wage and hour litigation. June 11, 2026 8:30 am | Registration and Breakfast 9:00 am – 11:00 am | Program The Oxford Suites - Sonoma County 67 Golf Course Drive West Rohnert Park, CA 94928 Join us in-person or via Zoom Register Now Speakers: Arif Virji, Esq. Samantha Pun

It is time to dust off the employee handbook, review your policies and procedures, and make sure they comply with all the new laws, regulations, and interpretations that went into effect during 2025, became effective in late 2025, or January 1, 2026. Below, we have identified our “top 10” changes.  Please keep in mind there were hundreds of laws, regulations, and changes implemented at the local, state, and federal levels throughout 2025. This summary highlights selected changes most likely to impact California employers and is not intended to be exhaustive. So, if you need a handbook/policy review or have any questions, please call us! 1 – Minimum Wage Update: Updates happen every year.  It’s best to put a calendar reminder in November, to make sure your payroll is ready! Action: Review your payroll to ensure all employees are being paid the new minimum wage, send written notice of the wage change to affected hourly employees, and be sure your salari

DP&F partner Jennifer E. Douglas, and employment law attorney Angela A. Nelson, will be presenting two 2026 Employment Law Update webinars this winter, sharing updates for California employers on December 11th, 2025 and January 13th, 2026. Each session will feature a legal update for changes to employment law in 2026, including updates to employer pay data requirements, minimum wage increases, tip theft laws and new stay-or-pay contracts. Jennifer and Angela will also address ongoing employment law requirements that continue to cause employers difficulty. There are two dates to choose from, one on Thursday, December 11th, and one on Tuesday, January 13th. The topics covered will be the same for both sessions, and registration links are below. Webinar Registration December 11, 2025   |   January 13, 2026

DP&F partner Jennifer E. Douglas, and employment law attorney Angela A. Nelson, will be presenting 2026 Employment Law Updates, sharing updates for California employers on December 11th, 2025 and January 13th, 2026. Each session will feature a legal update for changes to employment law in 2026, including updates to employer pay data requirements, minimum wage increases, tip theft laws and new stay-or-pay contracts. Jennifer and Angela will also address ongoing employment law requirements that continue to cause employers difficulty. There are two dates to choose from, one on Thursday, December 11th, and one on Tuesday, January 13th. The topics covered will be the same for both sessions, and registration links are below. Webinar Registration December 11, 2025 |   January 13, 2026

DP&F partner Jennifer E. Douglas, and employment law attorney Angela A. Nelson, will be presenting 2026 Employment Law Updates, sharing updates for California employers on December 11th, 2025 and January 13th, 2026. Each session will feature a legal update for changes to employment law in 2026, including updates to employer pay data requirements, minimum wage increases, tip theft laws and new stay-or-pay contracts. Jennifer and Angela will also address ongoing employment law requirements that continue to cause employers difficulty. There are two dates to choose from, one on Thursday, December 11th, and one on Tuesday, January 13th. The topics covered will be the same for both sessions, and registration links are below. Webinar Registration December 11, 2025 |   January 13, 2026

If you employ full-time staff, seasonal crews, or part-time help in Oregon’s wine industry, there’s a new law that could change how you approach labor planning and workplace disputes—especially during your busiest seasons. Oregon Senate Bill 916 (SB 916) makes Oregon the first state in the country to offer unemployment insurance (UI) benefits to both public and private sector employees who are engaged in a labor strike. Why Provide Unemployment Benefits to a Striking Workforce? Lawmakers behind the bill say it’s about fairness. Their argument is that workers who are lawfully on strike shouldn’t be forced to choose between standing up for better conditions and being able to pay their bills. They point out that most strikes in Oregon don’t last long—about eight or nine weeks on average—and believe a short-term safety net could lead to more productive negotiations. But not everyone agrees. Many employers, especially in agriculture and manufa

GROWING FORWARD: Navigating Workforce Challenges Insights on Migrant Labor and Immigration Compliance Understanding how to secure a stable workforce while remaining compliant with federal laws has never been more critical. As immigration policies continue to evolve and enforcement intensifies, agricultural employers are facing urgent questions about labor security, compliance, and the risk of workforce shortages. Many employers are wondering: What visa options are available to legally hire and retain workers? How can I avoid costly compliance mistakes and DHS audits? What are my rights during an ICE site visit? How do I ensure my employment verification processes are secure? Join us for a comprehensive session on how to secure your labor force and best to remain compliant with federal immigration laws in the Trump era. We will discuss nonimmigrant as well as immigrant visa options for your employees as well as how to best avoid a DHS audit of your HR files. Session Panel: Ally B

Session 1: Navigating Workforce Challenges: Insights on Migrant Labor and Immigration Compliance Broadcast Date: March 12th, 2024 – 10:00 am (PT) The Trump administration’s stringent immigration policies pose a significant challenge for agricultural employers. Initiatives aimed at mass deportations of undocumented immigrants can lead to labor shortages in sectors like agriculture that are heavily reliant on immigrant labor. In California, heightened immigration enforcement has already caused a substantial decrease in field workers reporting for duty, with reports indicating that up to 75% of workers did not show up following intensified raids. These policies may exacerbate existing labor shortages and threaten the timely harvesting of crops and disrupt farming operations. Join us for a comprehensive session on how to secure your labor force and best to remain compliant with federal immigration laws in the Trump era. We will discuss nonimmigrant as well as immigrant visa op