Saba Zafar, Esq. and Jaimee K. Wellerstein, Esq., Bradley, Gmelich + Wellerstein, CALSAGA Legal Advisor

On September 27, 2022, Governor Gavin Newsom signed Senate Bill 1162 (“SB 1162”), an expansive pay transparency and pay data reporting bill requiring employers to include pay ranges in all job advertisements effective January 1, 2023.  SB 1162 also makes significant changes to California’s existing pay data reporting requirements. 

What Do California Employers Need To Know About SB 1162?

SB 1162 has two components that will be codified under Labor Code section 432.3 and Government Code section 12999. The first relates to pay transparency and the second to the pay data report that is submitted to the Civil Rights Department (“CRD” – formerly the Department of Fair Employment and Housing).

1. Pay Transparency (Labor Code section 432.3) – Employers must comply with certain pay scale transparency requirements:

a. Employers with 15 or more employees must include the pay scale for a position in any job posting. This applies even if the employer engages the services of a third party to announce, post, publish or otherwise make a job posting known.

b. All employers must, upon reasonable request, provide the pay scale for a position to an applicant applying for a job (this was already a law but is a good reminder).

c. All employers must, upon request, provide an employee with the pay scale for the current job for which they are employed. 

d. Employers must also maintain records of a job title and the wage rate history for that job for the each employee for the length of the employee’s employment and then for three years after the employee’s separation of employment. The Labor Commissioner can audit these records. 

As to what constitutes a pay scale, it simply means “the salary or hourly wage range that the employer reasonably expects to pay for the position.” If the employer pays a set salary or hourly wage, then the employer should include that amount in the job posting. 

As a reminder, employers may not inquire about an applicant’s salary history. What can employers still do? Employers can still inquire about an applicant’s salary expectations.

2. Pay Data Reporting (Government Code section 129999) – Employers with 100 or more employees (“Covered Employers”) were already required to report pay data to the CRD and could previously have submitted the same EE0-1 report that they submitted to the Equal Employment Opportunity Commission (“EEOC”). Under amended Government Code section 12999, Covered Employers will have to meet some additional requirements. Below are some of the pertinent (but not all) changes:

a. Covered Employers must submit the pay data report by the second Wednesday of May of each year, rather than in March as previously required;

b. The report must include the number of employees by race, ethnicity, and sex for 10 job categories listed in the Code.

c. The report must also include the mean and median hourly rate for each job category for each combination of race, ethnicity, and sex. 

d. Covered Employers who contract with labor contractors must provide a separate report to the CRD. 

e. Employers can pick any pay period between October 1 and December 31 of the reporting year. 

What’s The Penalty for Non-Compliance?

It is incredibly important for employers to comply with these requirements, not just because it is the law, but also because non-compliance comes with penalties. 

For violations of Labor Code section 432.3, an aggrieved person may file a written complaint with the Labor Commissioner within one year after the person learns of the violation. Upon finding of a violation, the Labor Commissioner may assess penalties between $100 and $10,000 per violation!

For violations of Government Code section 12999, the CRD may assess penalties for a failure to file a report up to $100 per employee for the first violation and up to $200 per employee for each subsequent violation (for an employer with 100 employees, that is $10,000 for the first violation and $20,000 for each subsequent violation).

Employer Takeaway: Comply! Comply! Comply! If you do not already have data regarding pay scale for various positions, you should start compiling it now so that you are ready when an employee or applicant inquires about the pay scale for a position or when you need to include the pay scale on a job posting. For the pay data report to the CRD, since the data need only be for one pay period, employers should start compiling this information now so you are prepared to report it in May. As always, the attorneys at Bradley, Gmelich & Wellerstein, LLP are here to answer any questions you may have about this new law or its impact on your business. 

 Saba Zafar is Special Counsel in Bradley, Gmelich & Wellerstein LLP’s Employment Law Department. Ms. Zafar has over a decade of experience as an attorney, primarily in employment law. Ms. Zafar focuses her practice of providing strategic advice and counsel in all aspects of employment law and workplace matters, including drafting and implementation of HR policies and procedures, Employment Handbooks, providing advice to clients on personnel issues as well as general business matters.



Jaimee K. Wellerstein, Esq. is a Partner at Bradley, Gmelich & Wellerstein LLP, and the Head of the firm’s Employment Department. Jaimee concentrates her practice in representing employers in all aspects of employment law, including defense of wage and hour class actions, PAGA claims, discrimination, retaliation, harassment, wrongful discharge, misclassification, and other employment related lawsuits. She also provides employment counseling and training in all of these areas.

Jaimee routinely represents employers in federal and state courts and in arbitration proceedings throughout the state, as well as at administrative proceedings before the Equal Employment Opportunity Commission, the California Department of Labor Standards Enforcement, the United States Department of Labor, and other federal and state agencies.

Jaimee assists as a Legal Advisor to CALSAGA, and is a member of ASIS International. She is rated AV-Preeminent by Martindale-Hubbell, the highest peer rating

About Bradley, Gmelich & Wellerstein LLP

Founded in 2000, Bradley, Gmelich & Wellerstein, LLP is dedicated to providing sound advice and exceptional results for our clients. Our twenty-five plus skilled, dedicated and diverse attorneys represent individuals and businesses of all sizes in a wide variety of business, employment law and litigation matters.


Shaun Kelly, Tolman & Wiker, CALSAGA Preferred Broker

Greetings to All,

What a great pleasure it was to have the CALSAGA Annual Conference in person again! Being together brought back many memories and also created new ones. Good information was shared amongst the attendees and presenters that created a significantly better understanding of the changes in our industry today.

To piggyback on some of the information I shared during my presentation at the conference, the insurance market is expecting premium increases and restrictions in coverage. In your upcoming insurance renewals, please be aware and pay attention to the detail and ask questions. Here are some highlights from my presentation:

  • Expect premium increases on all lines of insurance coverage, except Workers Compensation:
    • Workers Compensation premiums my increase if you have had claims that have affected your loss ratio or your payroll has decreased
    • Insureds with similar loss ratios and payrolls for the past 3-5 years should not expect rate increases on Workers Compensation
  • Get your applications in early to allow your Broker time to obtain optional quotes.
  • Review your applications with your Broker to verify the information is accurate.
    • In some policies, the application will be part of the policy and if the information is incorrect coverage for a claim may be denied
  • Please pay specific attention to the General Liability coverage/endorsements/exclusions:
    • Insurance carriers are adding “Exclusions” to the policies
    • These exclusions may apply to your current operations
    • If there is a “Designated Operation – Exclusion” and no detail is provided, ask for a copy of that exclusion
  • Provide detailed information to your Broker regarding your Safety Policies & Procedures:
    • Workplace safety and training (Driver safety training)
    • Auto tracking and monitoring devices installed in vehicles
    • State required safety programs
  • If you have claims, provide information on what you have implemented to prevent similar claims from happening again:
    • Workers Compensation
    • General Liability
    • Business Auto
    • Employment Practices Liability

To assist in your diligence and to obtain the insurance coverage needed to protect you and your business, I would recommend working with a Broker that understands the Security Industry. All insurance policies are not the same and understanding the differences is extremely important. This could apply to all your security operations – security guards, alarm/monitoring operations, executive protection, private investigations, security consulting…

Take care.

Shaun Kelly joined Tolman & Wiker Insurance Services in 2005.  He specializes in all lines of property and casualty insurance for industries including contract security firms, agriculture, construction, oil and gas. Shaun received a BS in Business Administration with a major in Finance from California State University in Fresno, California. He is an active member of several industry associations, including the Association CALSAGA, the Kern County Builders Exchange and the Independent Insurance Agents of Kern County. Shaun can be reached at 661-616-4700 or

Connecting Workforce Management in 2023

Brianne Stephan, Sr. Director of Product, TEAM Software, Network Partner

Optimizing core operational functionalities now can prepare your business for the new year. 

Year-end is a natural opportunity to begin evaluating your current processes to ensure optimization before you launch into next year’s activities. As you evaluate ways to improve processes and gain efficiencies, it’s important to factor workforce management into the equation. 

It’s time for a gap analysis. 

Take a minute. Think about how many software solutions you have running across your business. How are you handling HR and benefits administration, versus time and attendance? How are you proving service delivery to your clients? What areas are still manual, or tackled by pencil and paper? 

Once you conduct this audit, take a hard look at what you’ve got. Then, consider what’s missing. 

It might be a good idea to take an internal tour of your company. Talk to each department, your guards in the field and your stakeholders in the back office. What are the things they’re spending the most time on? Are there roadblocks creating bottlenecks in service delivery?

Once you really grasp an all-encompassing list of wants, needs and already-haves, then you can really start filling the gaps. 

Common gaps.

In our conversations with industry contacts, there are some common gaps that are typically uncovered in this process. 

Time constraints across all departments.

Every part of business operations takes too long. Entire overhead roles are dedicated to manual benefits and time off management. Your managers are chasing down employees for paperwork, scheduling and job assignments. Duplicate data entry and redundant processes are eating into what really matters: your clients and your contracts. 

Lack of visibility into operations and performance.

You’re relying on word of mouth or paper daily activity reports to ensure the work you need done is actually getting done. Your clients are demanding comprehensive reporting before committing to a new contract or added scope of work. You have no data to support proof of quality delivered or to renegotiate contracts when needed.

Field access and employee engagement.

Guards don’t have a way to access their schedules and shift expectations, manage what training they need to stay on top of, or even communicate to managers while out in the field. The tools they have to track their time or review tasks are hard to access or tracked only on paper. And, they send multiple messages to your admin team every time there is a question because they can’t access their own time off balances, insurance or pay stub information. 

Keep these common concerns in mind as you review what’s working, and what isn’t working, for your operations. 

I know what I’m missing. What’s next?  

Of course, we all know having a list of wants and needs doesn’t necessarily mean a point solution is needed for every single person every single time. 

Software is intended to make the work of a business easier. With automation, you can drive efficiency and improve the effectiveness of day-to-day activities – saving time, money and resources along the way. 

Still, piecing software together can often serve the needs of one department, while creating nightmares in another. That’s the problem with siloed data, a hidden challenge many companies in the security industry are dealing with every day. 

Siloed data happens when individual departments or teams use a standalone system to accomplish their work. It can create inconsistencies in reporting, duplicate processes, manual error and incomplete information. On top of that, it increases the amount of support contacts your company has to manage if issues arise, multiple release notes to keep on top of for features and enhancements, and even more billing requirements for your finance team. 

So, the next step in your gap analysis should be to think about what functions make the most sense to come together under a single, integrated software solution. 

Through this approach, you break down those data silos, creating a single source of truth to work through across your departments. 

An all-in-one approach.

We recommend an all-in-one approach to resolve your gap analysis. An integrated workforce management software dives into connecting core areas of your business, from the back office, to operations, to guards in the field. Plus, it reduces cost and risk, improves information accuracy and simplifies processes in the long run. (If you want to go the extra mile, think about integrating your financial and accounting operations, too – an ERP solution can get you there.)

These benefits equate to less time, money and resources spent on manual workforce management, which frees up time to focus on what really matters to your business (like building client relationships).

What Brianne Stephan, Sr. Director of Product, loves most about her role is the collaboration between Users, Business and Technology.  She is passionate about product strategy, design thinking principles and new product development.  Brianne’s focus at WorkWave is on the global product strategy and bringing modern technology and features to the product portfolio.

A New Year for Recruitment: Leveraging Passive Candidates

Jeff Davis,  TEAM Software, Network Partner

It’s not an overstatement to say many service contractors approach hiring with one pillar in their strategy: job boards. Job boards are an effective tool in gaining a lot of visibility for your open positions amongst active job seekers. Where this tactic falls short is in reaching passive candidates. 

Passive job candidates are defined as individuals who aren’t necessarily looking for new employment, but are open if an opportunity becomes available. Studies estimate that 70% of the labor market is passively interested in employment.

As we continue to experience fluctuations and shortages in the labor market, it’s important to effectively reach and appeal to those individuals who are passively open to new opportunities. 

The first step towards this venture is to identify your company’s ideal employee. In hiring, there are typically two clear sets of requirements: criteria required by the company or contract, and criteria required of the candidate themselves. To effectively hire (and retain post-hire) both criteria should be addressed.

Company and contract requirements are straightforward: things like geography, quantity or timeframe. If your company is a multi-state or multi-market company, it’s possible you’ll have job openings similar from state to state. Knowing there’s overlap, you could create a list of requirements that are needed from an open role to fulfill your contractual obligations.

When it comes to candidate requirements, the conditions might take a bit more work to pull together. Does the candidate need specific qualifications? Are there certain required attributes (e.g., an age minimum)? Is there behavioral criteria to consider? Once you know your ideal state (or, ideal candidate) you can budget dollars more appropriately on recruitment distribution strategies.

Next, budget time and resources on digital platform delivery. When looking to hire the right candidates from a passive market, posting on job boards and letting the application sit until filled isn’t the best approach. With digital advertising available on individual apps and platforms, companies of any size now have a multitude of ways to reach their ideal employment audience. Facebook, Google, Tik Tok…each platform has their own advantages in traffic generation for open roles and strengthening your employer brand. If you’re just getting started in recruitment marketing, know there are many platforms where you can build free accounts that help introduce you to paid advertising tactics, keyword trends and analytics. 

While digital advertising is effective and a means to market directly to your ideal candidate, it can be expensive. Traditional marketing efforts should not be overlooked. Print, mass media, and direct mailings have all started to make a comeback as digital prices have increased. For example, creating a direct mail campaign to ex-employees that would be welcome back to your organization.  

Finally, analyze your data. Recruitment marketing needs to be actively managed and flexibly approached. Depending on your analytic platform of choice, you can see how much traffic is coming from each source, what that traffic is doing on your website and if they’re performing the action you want to see (like an application form fill). Digging deeper, you’ll be able to see which efforts are leading to qualified interviews and hires. As you actively manage the effort, you can make adjustments based on this information to keep your recruitment funnel high-performing. 

Learn more about hiring, onboarding and more at

For the last 20 years, Jeff has focused on technology, working in sales and marketing to executive leadership, with five years specializing in human resources technology. Within his leadership role at WorkWave, which acquired TEAM Software in 2021, Jeff serves as a subject matter expert delivering marketing and service solutions to service contractors worldwide.

Shaping the Optimal SaaS Ecosystem
How CSA360 Software follows through on their Core Values

Tony Unfried, CSA360

Dream Big. At CSA360 Software, our vision is to create the best software possible. When  we design our interface, we are thinking globally by asking if all users would benefit. We’re  committed to creating a roadmap that is always improving. 

Maintaining your Mission, Vision and Values may seem like a daunting task, however, setting a  clear vision for your security company can help you attract and retain talent, keep your  leadership focused, and help you scale strategically. 

Leadership expert Simon Sinek often talks about knowing ‘the why’ of our business. He defines it  as “The compelling higher purpose that inspires us and acts as the source of all we do”. At  CSA360 Software, our ‘why’ stems from the belief in our product as well as our steadfast  commitment to our clients to help them reach their business goals without breaking the bank. 

Growth acceleration is a byproduct of clear core values. In the last twelve months, our company  has strategically expanded. First, there was a defined initiative to create a better user experience.  New developers and talented UX designers were added to the team, executing useful updates to  our current modules. 

Consistently improving our modules delights our current and future clients. Our workforce  management module, HR Commander, has new views, filters and scheduling features, and can  easily integrate with different payroll software. Our Text Commander module has experienced a  complete overhaul, making it easy to send notifications to staff, guests or segments of groups  that could benefit from real-time information. 

Our Dispatch Module can show all stages from ‘reported’ to ‘in progress’ to ‘all clear’ in real time.  Use a special form in the field? Get up to five custom forms specifically designed for your  business.  

Gather and measure analytics with Custom Summary Reporting, written to your exact  requirements. In addition, with modules such as Tour Confirmation, Communications Log, and  Push Notifications, your security staff is fully accountable.

Our Binder Module is a digital manual to store EOPs, EAPs and SOPs at the touch of a button.  This feature is great for events with large staff and volunteers. 

Other modules such as Lost & Found match the item to the owner with minimal time and effort. 

CSA360 Software offers nineteen complete modules. Clients can learn from our experienced  sales staff to receive a perfectly curated order of only what they need. Clients can request any  combination of one to all nineteen pieces. The software is available on a monthly, annual, three year subscription. 

CSA360 Software has four core values. First is the Business Mullet: we’ve got productivity with  personality! We bring authenticity to our workplace. Second is the White Glove Partnership:  client success is our focus. Through Quarterly Business Reviews, NPS scoring, trainer surveys  and monthly check ins, we strive to give the best service possible to our clients. Third is Street  Cred: this software was built by security professionals for security professionals. Our CEO, Tony  Unfried, started this business with over 20 year of security experience in the field. Finally, we  care about Proactive Innovation: using our resources to remain leaders in the industry.  

Our team’s mission is to create the best security software in the industry. We understand the  need to work proactively instead of reactively. With a leadership team looking laser-focused in  the same direction, at the same goals, it has served us well. 

How do your Core Values align the Big Picture with your Day-to-Day? 

Learn more about us at

Tony Unfried, CEO of CSA360, holds a master’s degree in Public Affairs and Criminal Justice from Indiana University, where he graduated with honors. While enrolled in his master’s program, Tony worked for The TJX Companies, Inc., leading the region in loss prevention and moving the company toward technology use in Security. Tony went on to join the most significant security company in Indiana, managing more than 500 employees and 50 sites, including the Indiana Convention Center, Bankers Life Fieldhouse, and Ruoff Home Mortgage Music Center. Seeing a noticeable gap in technology use in the physical security sector, Tony created his first security software application, launched at the Super Bowl in 2012, and recognized twice for Excellence in Mobile Technology by Techpoint. Tony has also spoken on Tech in Physical Security on panels with ASIS and IAVM.

There are only a few hours left to register for the 2022 CALSAGA Annual Conference!

We have already given you three reasons why you should attend the 2022 CALSAGA Annual Conference

What are you waiting for? Registration closes on Thursday!

In case you still aren’t convinced, here are three more reasons, you should attend.

  • Our Exhibitor Hall is sold out! You will have the opportunity to connect with sponsors and vendors who provide goods and services that you need to operate your business.
  • The BSIS Chief and BOTH Deputy Chiefs will address our members and take your questions. You will definitely want to stay for the last session of the conference on Thursday.
  • Gain confidence that your company is in compliance. The conference kicks off on Tuesday afternoon with the session BSIS Bootcamp. Are you really sure that you are doing everything to avoid fines or worse? Get reassurance by attending this session!

Register for the Annual Conference

View the Annual Conference Schedule

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Once you register for the Annual Conference, don’t forget to download Whova, the CALSAGA Annual Conference platform.
It is available in the Google Play Store and the Apple App Store.

Three reasons that you need to attend the 2022 CALSAGA Annual Conference

  • Get up to date on all of the information that affects you and your business plus potentially life saving information for you and your officers. Find out about new laws and HR protocols, learn about changes to security officer training, and get the forecast for what you can expect in rising insurance costs. Unfortunately, the Unites States is currently on a 73% pace of increased mass public shootings over the year 2020 – make sure that you attend the session “Surviving the Lethal Threat!”
  • Meet and network with peers, industry leaders and BSIS leadership. The agenda includes lots of opportunities for socializing and connection! This year we will have a brand new interactive event on the first day of the conference. Bonus: It includes a hosted bar.
  • Enjoy great food and accommodations. If you’ve attended other conferences then you know that event food is not usually very good. That is not the case with CALSAGA’s Annual Conference! We have a delicious and plentiful menu planned. Agua Caliente Rancho Mirage is a luxury hotel with a variety of ammeities. They have offered us an exceptional room rate of $119.99 per night. Rooms must be booked by Monday, October 3rd to receive this rate. Contact the hotel directly for room reservations: 800-854-1279 & ask for the CALSAGA block to receive your discounted rate.

Register for the Annual Conference

View the Annual Conference Schedule

_ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _

Once you register for the Annual Conference, don’t forget to download Whova, the CALSAGA Annual Conference platform.
It is available in the Google Play Store and the Apple App Store.

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This information was originally emailed to Authorized User contacts for PPO, PSE and PSTF members on August 12th. If you did not receive it, please contact as soon as possible to ensure that you receive future election communications and electronic ballots.

CALSAGA is pleased to announce that the nominations period is now open for members who are interested in serving on the 2023-2024 CALSAGA Board of Directors. Elected Board Members will serve a 2-calendar year term on the Board of Directors, commencing January 1, 2023. The deadline for nomination submissions is the close of business, Friday, September 16, 2022.
The eleven Directors on the Board are responsible for the governing, operations, planning, and general business matters of CALSAGA. CALSAGA is non-profit corporation and is governed by bylaws, articles of incorporation, and state law. The Board meets every other month and Directors must make a commitment to attend these meetings. It is largely due to the commitment of Board members, and all other volunteers, that CALSAGA has been successful over the past 25+ years in representing the security industry’s interests in California.

The election and appointments are done in 3 Phases:

  • Phase I – Executive Committee
  • Phase II – Northern/Southern California Directors
  • Phase III – Directors-At-Large: Will be appointed by the new Board of Directors after they take office in January 2023.

Phase I and Phase II will be voted upon electronically by the membership (see timetable below)

Note: Candidates can submit nominations for both the Executive Committee and for the Northern/Southern California Director Positions. The votes will first be tallied for the Executive Committee; if an individual is elected to the Executive committee, their name will be withdrawn prior to the tally for the Northern/Southern California Positions.

Executive Committee Directors [without regard to geographical location in California]: 

  • President
  • Vice President
  • Vice President
  • Treasurer
  • Secretary


  • Northern California Director
  • Northern California Director
  • Southern California Director
  • Southern California Director

Non-Elected Appointed Positions
Note: There is no general membership election for these positions. These positions will be appointed by a majority vote of the new Board of Directors after January 1, 2023, at the first Board of Directors Meeting in January 2023. Submissions of Interest will be accepted prior to the January 2023 Board of Directors Meeting.

  • Director-At-Large
  • Director-At-Large

Nominees must be a primary or secondary contact of a Private Patrol Operator, Proprietary Security Employer or Private Security Training Facility member-company of CALSAGA whose membership and dues are current as of September 1, 2022.

Executive Committee Nominees must also have served in some other prior leadership capacity, either in another Board position (Regional Director or Director-at-Large) or chaired a CALSAGA Committee. The Board may waive these requirements if petitioned.

Please contact the CALSAGA staff if you have additional questions.


Self-Nominations are accepted, as are nominations for another CALSAGA member. To issue a formal nomination, please email the following information to the CALSAGA team:
Your Name
Name of Nominee and Company Nominated Position

Nominations can be sent to our Program Manager, Kris Smidt at and must be received no later than 5:00pm on Friday, September 16, 2022.

Once verified for eligibility, nominees will be contacted by the CALSAGA Nominations Committee, and each nominee will have the opportunity to submit up to a 60 second video for distribution to membership on Monday, October 10, 2022 (Video Candidate Statement Submissions along with a photo must be received by by 5:00pm Monday, September 26, 2022).

Each company that is eligible will have one vote. Company members are responsible for determining who will cast their vote.

Although the 2022 CALSAGA Annual Conference will be held in person, all voting will be electronic. Electronic ballots will be issued on Monday October 3, 2022, along with the video statements prepared by those seeking election. Electronic votes must be received no later than 12:00pm on Wednesday, October 19, 2022.

Announcements will be made for the 2023-2024 Board of Directors on Wednesday, October 19, 2022, during the CALSAGA Awards Dinner. Results will also be announced via email on Thursday, October 20, 2022.

If you have questions or concerns, please direct them to the following:
Nominations Committee Chair and CALSAGA Legal Advisor,
Barry Bradley

CALSAGA Program Manager,
Kris Smidt

CALSAGA Association Manager,
Kate Wallace

The schedule of the voting process is as follows:

Thursday, September 1, 2022 CALSAGA Members (PPO’s, PSE’s and PSTF) must be current with their due payments and be members in good standing on this date to participate in the election.
Friday, September 16, 2022, 5:00 pm Last day for Candidate Nomination Submissions
Monday, September 26, 2022, 5:00 pm Candidate Video Statements + Photo Due
Monday, October 10, 2022 Distribution of video statements and Electronic Ballots for Phase 1 voting (Executive Committee). If all Executive Committee candidates are running unopposed, Phase 2 voting will also commence.
Tuesday, October 18, 2022, 9:00 pm Deadline for electronic ballots for Phase 1
If Phase 1 candidates are running unopposed, deadline for both Phase 1 and Phase 2 will be extended until October 19, 12:00pm.
Wednesday, October 19, 2022, 12:00 pm  Deadline for electronic ballots for Phase 2, or Phase 1 and 2 if Executive Committee is running unopposed.
Wednesday, October 19, 2022
During CALSAGA Awards Dinner
Announcement of CALSAGA Board of Directors.
Results will also be emailed on Thursday 10/20.
January 2023 Two At-Large Directors Appointed by the New Board of Directors at first Board of Directors Meeting.