Aley Moyer

THE CALIFORNIAN 2026 Q2 – CALIFORNIA SECURITY FIRMS CAN’T AFFORD TO TREAT BREAK COMPLIANCE AS A SIDE ISSUE

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California Security Firms Can’t Afford to Treat Break Compliance as a Side Issue

Gurmit Dhaliwal, Celayix, CALSAGA Associate Member

For many California security companies, break compliance does not fail because leaders do not care about it. It fails because field operations move fast, coverage requirements are unforgiving, and the systems supporting the work are often too fragmented to keep up.

A missed meal period is rarely just that. In a security operation, it may also signal that relief did not arrive on time, that a schedule changed without sufficient visibility, that a supervisor lacked real-time insight, or that a time record was left to be corrected after the fact. What appears to be a small exception on paper can actually reflect a larger operational weakness.

That is what makes break compliance such a persistent challenge.

Under California law, employers generally must provide a 30-minute meal period when an employee works more than five hours, a second 30-minute meal period when an employee works more than ten hours (subject to limited waiver rules up to 12 hours), and paid rest periods based on total hours worked.

California law also emphasizes that timing matters, not just whether a break appears somewhere on the timecard.

For security companies managing multiple posts, changing assignments, traveling between sites, and strict client coverage expectations, that level of precision is difficult to achieve through manual oversight alone.

When Break Compliance Breaks Down, Operations Feel It Immediately

Break compliance is not just an HR or payroll issue. It is an operational issue.

Guards need to know when breaks are due. Supervisors need visibility into whether those breaks were taken on time, missed, interrupted, or delayed due to relief being unavailable. Schedulers need to protect coverage without creating avoidable compliance exposure. Payroll and HR teams need records they can trust if questions arise later.

When those pieces do not connect, the effects spread quickly.

A delayed meal period can expose an employer to premium pay. A missing record can create payroll disputes. A pattern of inconsistent enforcement can damage employee trust and make claims harder to defend. In a labor environment as structured as California’s, weak documentation can turn manageable issues into expensive ones. California DIR guidance and related DLSE materials make clear that meal and rest period compliance is tied to both employer obligations and the records needed to support them.

In other words, small breakdowns in break tracking can quickly escalate into larger failures in operational control.

Why Manual Processes Fall Short in Security

The difficulty is not that California security firms lack policies. Most have them.

The difficulty is execution.

Field supervisors are balancing coverage, client expectations, call-outs, and last-minute changes. Schedulers are trying to deploy qualified officers across multiple sites while accounting for availability, post requirements, and timing windows. Payroll and compliance teams are often left to piece together what happened after the shift is over.

That is where manual processes begin to fail.

Paper logs, texts, radio calls, spreadsheet adjustments, and isolated time punches do not create a reliable system of record. They do not consistently show whether a break was provided on time. They do not surface exceptions early enough for someone to intervene. And they do not scale well across a distributed workforce.

The real challenge is not simply recording time. It is maintaining operational continuity while also meeting labor requirements with consistency and defensibility.

Compliance Requires More Than a Timecard

A timecard alone does not tell the whole story.

It may show that a break was recorded, but not whether it was provided within the correct window, whether it was interrupted, or whether the employee had to delay it because site coverage was not available. In practice, that means organizations need more than passive time capture.

They need stronger workflows around exceptions, visibility, and accountability.

This is why more security firms are looking beyond basic timekeeping toward a more integrated approach. Current Celayix guidance on break tracking and break exceptions emphasizes real-time recording, exception reporting, and employee-driven workflows such as mobile break tracking and attestation.

That distinction matters.

Break tracking shows activity. Exception reporting shows where compliance may have broken down. Attestation can help document what actually occurred during the shift. Taken together, those capabilities create a more useful operational record than after-the-fact edits ever can.

A Unified Approach Is Becoming Essential

The answer is not more paperwork or more manual review. It is a better system design.

Break compliance works best when it is connected to the broader flow of operations: scheduling, site coverage, time and attendance, supervisor visibility, payroll, and reporting. When those functions work together, managers can identify issues sooner, respond faster, and reduce the number of exceptions that later become payroll or legal problems.

This is especially important in security because coverage and compliance are constantly at odds. A supervisor may be tempted to delay a guard’s break to keep a post filled. A scheduler may have limited options when a relief officer is late. Those situations are real. But they are also exactly why disconnected systems create so much risk.

A unified operational approach makes those tensions easier to manage.

It allows security firms to:

  • Reduce manual corrections and administrative follow-up
  • Improve visibility into missed, late, or interrupted breaks
  • Strengthen payroll accuracy and documentation
  • Support site coverage decisions without losing compliance control
  • Create a clearer audit trail when exceptions occur

The benefit is not just cleaner records. It is better operational discipline.

Better Break Compliance Starts with Better Operational Visibility

California security firms do not need more complexity. They need better visibility and stronger coordination.

Break compliance is one of the clearest examples of where fragmented operations create avoidable risk. When schedules, coverage decisions, employee workflows, and time records operate in silos, even well-run companies can find themselves reacting to problems too late.

But when break management is treated as part of a unified workforce operation, the outcome changes. Exceptions become more visible. Decisions become more informed. Records become more defensible. And compliance becomes easier to sustain across a growing, distributed workforce.

That is the real opportunity: not simply tracking breaks more carefully, but building an operation better equipped to support both workforce compliance and field performance simultaneously.

Gurmit Dhaliwal is the CEO of Celayix, which delivers shift management for workforce operations and helps ensure every shift is covered. His 25 years of experience in employee scheduling and time-and-attendance software help improve shift management for the security guard industry. He understands the complex requirements of the industry, such as compliance with California State Laws and integrating best-of-breed tools to simplify workflows and accelerate operations.

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Aley Moyer

THE CALIFORNIAN 2026 Q2 – THE PHYSICAL SECURITY INDUSTRY IN 2026: THREE SHIFTS EVERY PROVIDER NEEDS TO KNOW

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The Physical Security Industry in 2026: Three Shifts Every Provider Needs to Know

Carissa Gappa, TEAM Software by WorkWave, CALSAGA Network Partners

The physical security industry in 2026 stands at a critical juncture. Compliance mandates, technological advancement and evolving client expectations are converging in ways that will separate the providers who thrive from those who fall behind. Success will no longer hinge on deploying more guards or installing additional cameras. It will hinge on smarter, integrated operations that deliver measurable value in real time.

Tech-Enabled Guarding Is Now the Baseline

The traditional “guard with a clipboard” model is giving way to “guard with a tech stack.” Large providers are bundling AI cameras, remote monitoring and mobile workflows to meet heightened client demands — and to outpace smaller competitors who lack the capital for such investments.

Clients increasingly expect digital proof of service rather than paper logs. They want GPS-verified guard tours, incident reports with photo evidence and real-time alerts when something goes wrong. When a client asks what happened at a specific site at 2 AM last Tuesday, they expect a complete answer in seconds — guard activity, access control events, camera footage and incident response unified into one cohesive record.

Platforms that connect back-office operations to field activity are making this possible, giving providers the operational efficiency their business demands while delivering the transparency clients now expect as standard.

California Is Setting the Compliance Bar — and Others Will Follow

Starting in 2026, California Privacy Protection Agency rules require risk assessments for automated decision-making tools and opt-outs for biometrics. By 2027, cybersecurity audits kick in for firms exceeding $100 million in revenue.

For security providers operating in California, privacy-by-design is no longer optional. Consent tracking, purpose tags and audit-ready reporting need to be built into your systems now — not retrofitted later. If you are using AI for scheduling optimization or facial recognition for guard verification, you need documented consent, clear purpose statements and the ability to produce audit trails on demand.

More importantly, this is not just a California problem. According to the International Association for Privacy Professionals, comprehensive privacy laws are under consideration in more than 20 states. What California implements today, other states adopt tomorrow. The firms building compliance infrastructure now will have a decisive advantage when that happens.

Clients Want Real-Time Proof, Not Monthly Reports

Benchmark data shows nearly 90% of security professionals want to accelerate incident response, but most still rely on traditional written reports and manual summaries. This creates a critical visibility gap: 28% of security leaders feel “behind the curve” against new threats, and 23% of professionals admit they lack the time to focus on the high-impact incidents clients care about most.

That model is losing contracts. Enterprise clients no longer wait for monthly reports; they want to log into a portal and see live data, documented evidence, and response times instantly. This shift transforms you from a service provider into a technology partner providing continuous visibility.

The firms winning contracts today offer live SLA dashboards and automated incident timelines. If producing a report requires three people and two days, you simply cannot scale.

What’s Driving These Changes

Four forces are pushing the industry toward integrated platforms: AI and automation, stricter regulation, labor shortages and private equity pressure. AI is already handling automatic scheduling, real-time resource allocation and predictive dispatch — reducing the burden on operations teams while improving service consistency. Labor challenges are not going away, with 42% of providers citing turnover as their number one problem. And PE-backed firms are raising the bar on operational KPIs and technology infrastructure, forcing everyone in the market to keep pace.

The gap between tech-enabled providers and everyone else will widen. Technology integration, regulatory compliance and client transparency are no longer competitive advantages. In 2026, they are the baseline requirements for survival.

Carissa Gappa, Senior Product Manager at TEAM Software by WorkWave. Carissa has spent the last two decades championing customer needs, analyzing cross-industry data trends, and bringing together people, process and technology to solve real industry problems.

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Aley Moyer

THE CALIFORNIAN 2026 Q1 – LEGISTLATIVE CORNER

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Legislative Corner – How Does SB513 Affect the Private Security Industry?

Effective January 1, 2026, SB 513 requires that training documentation contain specific information:

  • Employee’s name,
  • Trainer’s name,
  • Training dates,
  • Duration of the training,
  • Core competencies or skills addressed,
  • Certifications or qualifications earned.

It is the opinion of the association that training certificates that are in compliance with the California Code of Regulations are also in compliance with SB513. CALSAGA leadership has confirmed with Bureau of Security and Investigative Services Chief Lynne Jensen that she is of the same opinion.

While SB513, does not bring change for our industry, it would be wise to utilize its implementation as an opportunity to audit training certificates and records to ensure compliance. As a reminder, fines for certificate violations can be thousands of dollars per certificate.

As a reminder, CALSAGA members have access to a proprietary database that allows members to create training certificates that are in compliance with California Code of Regulations. These certificates have been reviewed and approved by BSIS leadership.

Training Requirements FAQ

Instructions for the CALSAGA Member Portal & Training Database

Access the CALSAGA Database

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Aley Moyer

THE CALIFORNIAN 2026 Q1 – THE TRUE COST OF INACCURATE TIMEKEEPING (AND HOW TO FIX IT)

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The True Cost of Inaccurate Timekeeping (and How to Fix It)

Stephanie Petersen, TEAM Software by WorkWave, CALSAGA Network Partner

If you manage a security guarding company, you know the reality of a distributed workforce: your business happens everywhere but your office. Your teams are out in the field, often working independently at multiple high-stakes job sites. While that flexibility is inherent in the industry, it creates a massive data blind spot if you aren’t careful.

When you can’t see your employees, how do you know — really know — that your timekeeping is accurate?

For many in the security industry, “close enough” has been the standard for too long. But in a world of razor-thin margins and strict compliance regulations, “close enough” is a leak your business can’t afford. Accurate timekeeping is the foundation of your profitability, your compliance strategy and your employee retention.

1. Protecting Your Profit Margins

Labor is almost certainly your largest expense. When timekeeping records are loose, you are likely overpaying for labor without realizing it. Even minor discrepancies — a few minutes here, a rounded-up hour there — compound quickly across hundreds of guards and job sites.

Beyond simple overpayment, accuracy is critical for job costing. You need to know precisely how many hours are spent on specific sites to understand if a contract is actually profitable. Accurate timekeeping ensures you are billing clients for every minute of service delivered, preventing the “missed minutes” that silently eat away at revenue.

2. The Shield of Compliance

Labor laws are unforgiving. You need auditable, precise documentation of hours worked, breaks taken and overtime accrued. If you are relying on manual timesheets, you are leaving yourself open to audits, fines, and legal disputes.

For security contractors, timekeeping serves as a digital audit trail. It provides proof of presence, verifying a guard was at a specific post at a specific time, which significantly reduces your liability if a security incident occurs.

3. Proof of Service Is Your Promise

Your customers want to know they are getting the protection they paid for. Was the lobby guard at their post at 8:00 AM?

Accurate timekeeping acts as proof of service. When you can provide verified data that correlates time punches with GPS or location markers, you give your customers confidence. This visibility protects your reputation and helps you retain contracts in a competitive market.

4. Building Trust with Your Team

Reliable timekeeping ensures fair compensation for every hour worked, which is critical for retention in an industry with high turnover. Furthermore, accurate data helps you avoid burnout. By analyzing true hours worked, you can adjust schedules to prevent employees from overextending themselves.

The Solution: WinTeam Mobile

Capturing data in the field is difficult. Connectivity issues and the risk of “buddy punching” have historically made accuracy a challenge. That is why we are rolling out significant updates to WinTeam Mobile to close the gaps between your field operations and your back office.

  • Offline Punch Capabilities: Capture punch data and GPS locations even without cellular connectivity. The app automatically synchronizes and validates the data once service returns.
  • Kiosk Mode: For sites with large teams, the new multi-user kiosk mode allows rapid clock-ins for multiple workers using a single device. This eliminates the need for expensive, specialized hardware.
  • Biometric Validation: Coming soon, WinTeam Mobile will include optional facial verification. This feature virtually eliminates time theft and buddy punching by confirming the right employee is at the right place at the right time.

Accurate timekeeping is the difference between guessing at your success and engineering it. With TEAM Software by WorkWave, you have the tools to turn time tracking into a competitive advantage.

Ready to see how WinTeam can tighten your operations? Visit TEAM Software online at teamsoftware.com to request a demo today.

Stephanie is a passionate product manager with over a decade of experience shipping complex software. She specializes in owning ERP products for security and janitorial operations, turning chaotic workflows into functional systems designed to perform in the field and deliver measurable impact.

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Aley Moyer

THE CALIFORNIAN 2025 Q4 – Navigating the Overtime Tax Changes of 2025: What Security Professionals Need to Know

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NAVIGATING THE OVERTIME TAX CHANGES OF 2025: WHAT SECURITY PROFESSIONALS NEED TO KNOW

Nina De Forge, TEAM Software by WorkWave, CALSAGA Network Partner

Important Disclaimer: This article is for informational purposes only and is not legal or tax advice or a political opinion. Consult with internal and/or external counsel, as well as a qualified tax professional, for guidance specific to your business and employees.

The security industry frequently depends on dedicated employees working beyond standard hours to meet client demands. Whether it’s handling emergency security situations, overtime is often an operational necessity rather than an option. Upcoming changes to federal tax law regarding overtime compensation are on the horizon and may affect both your employees and your business operations.

Why Overtime Changes Matter for Your Industry

On July 4, 2025, Public Law No. 119-21, known as “The One Big Beautiful Bill Act” (OBBBA), was enacted, which finalized significant tax cuts and reforms. Starting in tax year 2025, a new federal tax deduction allows certain employees to deduct the “premium portion” of their overtime compensation—the extra amount they earn above their regular hourly rate.

How These Overtime Changes May Impact Your Employees

Consider a security guard earning $20/hour who works overtime at $30/hour. The additional $10/hour premium can now be deducted from their federal taxable income. However, there are important limitations:

  • Deduction Caps: Capped at $12,500 per year ($25,000 for married couples filing jointly).
  • Income Limits: Phased out when modified adjusted gross income exceeds $150,000 ($300,000 for married couples filing jointly).
  • Tax Type: Applies only to federal income tax; Social Security and Medicare taxes (FICA) still apply.
  • Overtime Type Restrictions: Only overtime required under Section 7 of the Fair Labor Standards Act (FLSA) Overtime mandated by state laws, union contracts, or voluntary company policies will not qualify.

How These Overtime Changes May Impact Your Business

Employers will need to make significant adjustments to their payroll and reporting processes.

New Reporting Requirements for Tax Year 2025: Employers must be able to demonstrate a good faith effort in reporting qualified overtime, in cases where qualified overtime was not captured in their system for 2025. They can use “Box 14 Other” for reporting qualified overtime for tax year 2025 pending additional guidance.

New Reporting Requirements for Tax Year 2026: Employers must be able to accurately report qualified overtime, required in Box 12 and identified in their current W2. You must use ‘TT’ – total amount of qualified overtime compensation – when determining the deduction for qualified overtime compensation on Schedule 1-A (Form 1040).

Operational Adjustments: For security operations that rely heavily on overtime, this represents a substantial change to existing payroll processes.

Your ERP’s Role in Supporting Your Success

As a payroll and workforce management partner, leading ERP’s – like TEAM Software by WorkWave’s WinTeam, are  ensuring your systems can seamlessly adapt to these new requirements while maintaining reliability.

Best-of-breed ERPs  should be actively engaged with industry organizations and monitoring regulatory developments to ensure updates to their solution continue to support your compliance efforts.

Key Areas of Focus for Your Business

Key areas that may require attention include:

  1. System Assessment: Review your payroll system’s ability to separate and track overtime premium amounts. Systems must be able to distinguish between the base overtime rate and the premium portion for W-2 reporting.
  2. Process Documentation: Document how overtime premiums will be calculated, tracked, and reported, distinguishing FLSA-required overtime from other forms.
  3. Testing and Validation: Test your systems to ensure accurate calculation and reporting.
  4. Timeline Planning: Develop a preparation timeline that ensures adequate system updates, staff training, and process validation before the requirements take effect.

Interested to see how WinTeam’s in-house payroll system can efficiently manage these complex requirements? Reach out to us for more information.

Important Disclaimer: This article is for informational purposes only and is not legal or tax advice or a political opinion. Consult with internal and/or external counsel, as well as a qualified tax professional, for guidance specific to your business and employees.

Nina De Forge joined the team in 2017 and is the Agency Relations Manager. Nina, also known as “9,” has been working with human resources, payroll and tax compliance since the 1980s and has a broad range of experience across each discipline. She is an active member of many industry organizations, including the IRS Information Reporting Advisory Committee and its Nationwide E-Filer’s National Focus Group, the Canadian Payroll Association, the Society for Human Resource Management and the International Association for Human Resource Information Management. She is a published author in the book American Payroll Association Basic Guide to Payroll. Outside of her career work, Nina is a hobby photographer.

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Aley Moyer

The Californian 2025 Q1 – THE SECURITY INDUSTRY’S NEED FOR EARNED WAGE ACCESS

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THE SECURITY INDUSTRY’S NEED FOR EARNED WAGE ACCESS

Ryan Faith, TEAM Software by WorkWave, CALSAGA Network Partner

Even as the security industry works to improve its hiring rates, the labor market remains challenging for companies with distributed workforces.

A major problem? High employee turnover.

To mitigate this significant staffing issue, security companies must consider the value of strong retention programs and look at options that provide employees with additional benefits – like earned wage access.

What is Earned Wage Access, and why is it helpful?

Earned wage access provides a way for employees to receive pay for hours they have worked, without waiting for the next scheduled payday. This seemingly minor perk has proven to be an impactful benefit, with one security company attributing it to helping them earn a Great Place to Work Certification.

According to Bankrate’s 2024 Annual Emergency Savings Report, a staggering 59% of Americans are uncomfortable with their level of emergency savings. Another 93% of hourly workers find that managing their finances is stressful, with 71% saying that stress has a negative impact on their mental or physical health, according to PwC’s 2024 Employee Financial Wellness Survey. That same report discovered that one in three full-time employees say that money worries have negatively impacted their productivity at work.

As the traditional paycycle can unfortunately leave employees feeling financially vulnerable, this benefit gives your employees control over their finances and a way to easily reduce stress. Ultimately, this can improve their mental and physical health and helps promote improved productivity, which can increase operational efficiency throughout your business.

What are the Immediate and Long-term Benefits?

Employee Benefits

The immediate benefits to implementing earned wage access include instant financial flexibility, reduced financial stress and improved financial wellness of your employees.

It allows employees to access their earned wages immediately, so that they can use it to cover life’s expenses when the unexpected occurs, and it can help them build healthier financial habits to ultimately achieve their financial goals. In fact, 60% of earned wage access users say that they feel less stress about their finances following activation of the service, according to a 2023 user survey from earned wage access provider, DailyPay.

Employer Benefits

Earned wage access brings just as many benefits to you as the employer as there are for your employees.

First, it helps alleviate the ongoing labor issue – on average, companies see an increase of employee retention as high as 36%, according to a survey of internal data between TEAM Software and partner DailyPay.

Second, it helps provide a competitive advantage. On average, the same internal survey showed that 86% of companies with an EWA solution believe it helps uniquely separate them from their top competitors. In an industry that always struggles with retaining top talent, this helps retain more people — resulting in better operational performance overall over other companies.

Lastly, it is simple to activate with no ongoing management of the feature. Your employees will have access to their earned wages before payday without disrupting your payroll cycle or your revenue. It’s a win-win for all parties involved.

Software Integration for Easy Activation

Earned wage access is currently an add-on feature available through TEAM Software’s ERP solution, WinTeam. For more information on the benefits of earned wage access and TEAM Software’s solutions built specifically for security companies, visit us at teamsoftware.com.

Ryan Faith, Account Management Team Lead at TEAM Software by WorkWave

Ryan is a customer advocate who partners with TEAM Software by WorkWave customers to help identify where software can make their businesses more efficient, competitive and profitable. In his six years with TEAM, Ryan has worked alongside many of the world’s leading security firms and has developed a specialized understanding of the unique challenges faced by the industry.

 

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Kate

The Californian Q4 2019 – Regulation Corner

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REGULATION CORNER

David Chandler, CALSAGA President 

Do you have a copy of the certificate for Powers to Arrest training on file for all of your officers? If not, you are in violation of section 7583.6e2 of the Business and Professions Code. I encourage you to rectify the issue immediately. If a certificate cannot be obtained, it is recommended that you offer the PTA training to your officers so that a certificate may be generated. Don’t forget that the regulations are not satisfied until the officer has completed the Powers to Arrest test with a score of 100 percent.

CALSAGA member companies enjoy the benefit of unlimited access to the Security Officer Training Database. The database allows users to create certificates that are BSIS-approved and satisfy the certificate requirements established in the B&P Code. If you have questions about the database or to get started utilizing this Member Benefit, contact Association Manager Kate Wallace at kate@calsaga.org.

 

This content originally appeared in the Q4 2019 edition of The Californian: The Quarterly Newsletter of CALSAGA. Read past editions of The Californian: The Quarterly Newsletter of CALSAGA.

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Kate

The Californian Q2 2019 – Regulation Corner

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REGULATION CORNER

David Chandler, CALSAGA President 

As stated in section 7582.12 of the California Business and Professions Code, your license shall at all times be posted in a conspicuous place in the principal place of business of the licensee.

What constitutes a “conspicuous place?” The BSIS believes a conspicuous place to be a location that can be seen by the public when entering through the front door. This means that a license hanging in the hallway or posted in a lunch or break room is not compliant. If you are in violation, make sure that you rectify the situation as soon as possible! Each violation may carry a $250 fine.

 

This content originally appeared in the Q2 2019 edition of The Californian: The Quarterly Newsletter of CALSAGA. Read past editions of The Californian: The Quarterly Newsletter of CALSAGA.

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Kate

The Californian Q2 2018 – Regulation Corner

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REGULATION CORNER

David Chandler, CALSAGA President 

The California Code of Regulations is very specific concerning certificates for security officer training modules.

Division 7 of Title 16 Section 7583 of the California Code of Regulations: The certificate shall identify the course(s) taken, the number of hours of training provided, identification of the issuing entity, name of the individual and instructor and a date, and state that the course(s) comply with the Department of Consumer Affairs’ Skills Training Course for Security Guards. The certificate shall be serially numbered for tracking.

Please make sure that all certificates that you are accepting from employees and that you are issuing to officers comply with all requirements. Included as a benefit of membership, CALSAGA members have access to the CALSAGA Training Database. The database allows trainers to track officer’s training and to generate compliant certificates. Click here to learn more about the database and how you can get started using it today!

This content originally appeared in the Q2 2018 edition of The Californian: The Quarterly Newsletter of CALSAGA. Read past editions of The Californian: The Quarterly Newsletter of CALSAGA.

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Kate

The Californian Q1 2018 – Regulation Corner

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REGULATION CORNER

David Chandler, CALSAGA President 

  •  If you are currently operating your PPO as a Corporation, remember that you MUST notify the Bureau of a change of your corporate officers within 30 days. 7582.19 (a)
  • All new corporate officers, or new partners in a partnership, must submit a Personal Identification Form as well as a Live Scan (to CA DOJ) prior to any involvement in any operation related to security. The Bureau must approve before you can begin working with the corporation or partnership.  19 (b)
  •  In a General Partnership, if one of the partners leaves (disassociation for any reason) a NEW application must be submitted (due to the change in the general partnership). A new PPO number will be issued pending approval by the Bureau. 7582.23 ©
  • Please periodically check with the Secretary of State to confirm the information for your organization is the same as the Bureau has on file, including the address of record. Corporations must submit the names of the CEO, CFO and Secretary as well as any other corporate officer who will be active in the business to be licensed. 7582.7 (i)

This content originally appeared in the Q1 2018 edition of The Californian: The Quarterly Newsletter of CALSAGA. Read past editions of The Californian: The Quarterly Newsletter of CALSAGA.

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