Teresa McQueen
Western Growers, Corporate Counsel III
Teresa McQueen is Corporate Counsel III for Western Growers. In that capacity she provides advice and counsel to the organization on employment law matters and commercial trade practices. She also provides legal guidance to Western Growers members on employment law, human resources, and commercial agreements, as well as providing law-related educational opportunities and overseeing annual […]
Posts By: Teresa McQueen
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California Civil Rights Department Publishes Updated Pay Data Guidance/FAQs
The California Civil Rights Department (CRD) has published preliminary versions of its pay data reporting templates for Reporting Year 2025 as a precursor to the wider collection of pay data reporting resources scheduled for release in February 2026. The 2025 preliminary templates are a simplified version of the operative templates that will be required for the 2025 reporting…
California’s DLSE Updates its Healthy Workplaces/Healthy Families Act Notice
The California Department of Labor Standards Enforcement (DLSE) has updated its Healthy Workplaces/Healthy Families Act Paid Sick Leave Notice. The update reflects changes in the law that took place in 2024 (AB 2499) and 2025 (AB 406). AB 406 restores and recasts specific Labor Code sections that were deleted by last year’s AB 2499. These changes expanded employee protections for…
California DIR Releases Workplace Know Your Rights Notice; Western Growers Releases Alternative Notice
As discussed here, effective January 1, 2026, SB 294 requires all California employers to provide an annual Workplace Know Your Rights Notice (“Notice”) to employees outlining workplace rights and procedures. The Notice must be distributed to all employees by February 1, 2026, and annually thereafter, in a language employees understand. The content of the…
California DIR Releases Informational Letter on New 2026 Wage and Hour Laws
The California Department of Industrial Relations (DIR or Agency) has issued an informational letter detailing new wage and hour laws set to take effect in 2026. With compliance as a key priority in the DIR’s 2026 agenda, employers are advised to review the letter, which outlines what the Agency identifies as “some of the most significant state laws effective in…
DHS Interim Rule Ends Automatic AED Extensions
A new Department of Homeland Security (DHS) Interim Final Rule (IFR) amends regulations to end the agency's long-standing practice of automatically extending the validity of employment authorization documents (EAD) for workers who have timely filed an application to renew their EAD in certain employment authorization categories. The IFR does not affect the validity of EADs automatically…
Best Practices: The Importance of Addressing Bias and Fairness in AI Systems
As artificial intelligence (AI) becomes increasingly integrated into HR practices across the agriculture sector, new opportunities and new responsibilities continue to emerge. Ensuring that AI systems are fair and unbiased is not just a technical challenge; it’s a business imperative that impacts legal compliance, ethical hiring, and organizational reputation. AI tools can…
CA Civil Rights Department Reminds Employers to Complete Sexual Harassment Training
The California Civil Rights Department (CRD) is reminding employers across California to ensure their employees complete state-mandated sexual harassment prevention training. Under California law, employers with five or more employees must provide a minimum of one hour of training to nonsupervisory employees and two hours of training to supervisory employees every two years. With the end of…
Managing Holiday Cheer
With the holiday season in full swing and many companies looking forward to once again hosting their employees for in-person holiday parties, it’s a good time to begin managing the holiday cheer. Whether your company will be hosting a formal or casual holiday get-together, these tips and reminders should help keep things merry and bright! Policy Reminders: It is always a good practice to…
Mexico Increases Minimum Wage for 2026
U.S. employers with operations or employees in Mexico: Recent changes in Mexico’s labor law will result in an increase to the country's minimum wage rate for 2026. Mexico’s President Claudia Sheinbaum Pardo recently announced a 13% increase in the general minimum wage for 2026. Effective Jan. 1, 2026, the daily minimum wage will rise from $278.80 to $315.04 pesos (equivalent to about…
California SB 513 Expands Personnel Record Requirements
California’s SB 513 introduces important changes for employers regarding personnel records, specifically those related to employee education and training. Under this new law, current and former employees—or their representatives—now have the right to inspect and obtain copies of their education or training records. This includes not only records of attended trainings but also any…
EEOC Updates Guidance on National Origin Discrimination
The U.S. Equal Employment Opportunity Commission (EEOC) recently updated its guidance on national origin-related discrimination in the workplace by publishing its technical assistance document, “Discrimination Against American Workers Is Against The Law.” This update aims to clarify how the EEOC believes issues of national origin should be viewed. As employers are aware, Title VII of the…
Wage & Hour Tips for the Holiday Season
With the holiday season upon us it is important to understand wage and hour obligations associated with holiday pay and the impact of holiday closures. California law makes no special provision for holiday pay; holidays, like Saturdays and Sundays, are treated like any other workday. As always, the focus in California is on making sure employees are paid for all hours worked – including…
Understanding SB 553’s WVPP Training Requirements
California’s SB 553 introduced a significant new requirement for employers: the implementation of a comprehensive Workplace Violence Prevention Plan (WVPP). The WVPP must develop, maintain, and train employees on procedures designed to recognize, prevent, and respond to workplace violence incidents. One crucial aspect of SB 553 is its emphasis on employee training. Employers are required…
CA Supreme Court to Decide the Fate of Non-Individual PAGA Claims
California’s Private Attorneys General Act (PAGA) allows employees to sue on behalf of themselves and others for Labor Code violations. In 2024, hard-fought reforms tightened standing requirements, requiring plaintiffs to show at least one Labor Code violation within the past year. Despite these changes, courts still face disputes over non-individual PAGA claims – representative actions…
Cal/OSHA to Consider Revisions to Draft WPV Regulation
California’s Occupational Safety and Health Standards Board (Board), is currently considering comments, feedback, suggestions and recommendations from California employers and labor representatives on the topic of further revisions to the state’s Workplace Violence Prevention Plan law (SB 553). As discussed here, SB 533 requires the California Division of Occupational Safety and…
Best Practices: California Rejects Unfair Arbitration Agreement
In the recent case of Gurganus v. IGS Solutions, LLC, (Gurganus) California once again reminds employers that to be enforceable; arbitration agreements must be both procedurally and substantively fair. The central issue in Gurganus was whether the arbitration agreement between Gurganus and her employer was enforceable. Specifically, the court examined if the agreement was unconscionable—both…
California’s SB 59 Highlights Employee Medical Information Confidentiality
Effective January 1, 2026, Senate Bill 59 (SB 59) reinforces California’s commitment to safeguarding employee privacy by imposing stricter requirements on employers to ensure that any medical information obtained in the course of employment is kept strictly confidential and used only for legitimate business purposes. What Does it Mean Maintaining confidentiality is mandatory under SB…
Updated CPPA Regulations Impacting HR Compliance
As Artificial Intelligence (AI) – specifically automated decision-making technology (ADMT) - becomes increasingly integrated into human resources processes, new California compliance requirements are taking center stage. Tools such as resume screeners, performance scoring systems, and scheduling software now fall under California Privacy Protection Agency (the Agency) regulations designed to…
Reminder: California’s Minimum Wage Increases January 1, 2026
In August 2025, the California Department of Finance reported a 2.49% rise in the U.S. CPI-W from July 2024 to June 2025. The increase prompted a statutory change to California’s minimum wage which will rise by the same percentage from $16.50 per hour to $16.90 per hour, effective January 1, 2026. Consequently, this increase will also affect the minimum salary requirements for most…
Best Practices: Legislative Changes and Staying Ahead of The Curve
Each year, California’s legislative cycle brings a wave of new laws that directly impact how employers operate—and how HR leads compliance efforts. This year, 794 bills were signed into law, while 124 were vetoed. Of those, 70 bills are employment law related – a 30% decrease from the last legislative cycle, but still a substantial volume of change for employers to navigate. Even with…