June 7, 2026

The Hedge | Brutal Honesty Over Hype Since 2008

HOA board meetings are where the decisions that affect your property and your monthly costs are made. California law gives members specific rights to notice, access, and participation in those meetings — rights that many boards fail to honor and that many homeowners don’t know they have. Understanding your meeting rights is the foundation of meaningful participation in your association’s governance.

Open Meeting Requirements

California Civil Code Section 4900 et seq. requires that HOA board meetings be open to all members, with limited exceptions for executive sessions covering specific topics (litigation, personnel matters, member disciplinary hearings, contract negotiations). The board cannot hold its regular business meetings in executive session — decisions about assessments, contracts, maintenance projects, and rule enforcement must be made in open sessions where members can observe.

Notice Requirements

Members must receive at least 4 days’ advance notice of any board meeting, delivered by first-class mail, email (if member has consented to electronic delivery), or posting in a conspicuous place in the common area. Emergency board meetings can be called with less notice, but the emergency must be genuine and the issues discussed must be limited to the emergency. A board that regularly holds meetings without proper advance notice is violating Davis-Stirling — and decisions made at improperly noticed meetings are challengeable.

The Member Comment Right

Members have the right to speak at open board meetings on any agenda item before the board votes. The board can establish reasonable time limits (typically 2-3 minutes per speaker per item) but cannot simply prohibit member comment. If your board regularly conducts meetings without allowing member comment, that is a Davis-Stirling violation. You can raise it in writing to the board, through IDR, or — if the board continues to violate meeting requirements — through a civil action. The ability to speak at meetings is meaningless only if you don’t exercise it.

The Hedge has been cutting through financial and business noise since 2008. Brutal honesty over hype — always.

The Hedge | Brutal Honesty Over Hype Since 2008

The California Employment Development Department administers unemployment insurance, state disability insurance, paid family leave, and employer payroll tax collection. It is also one of the most aggressive state agencies in California’s regulatory landscape, with audit authority that reaches back three years and assessment powers that can produce devastating financial consequences for small employers who make — or are alleged to have made — payroll tax errors.

The EDD Audit Trigger

EDD audits are triggered by several common situations: a former contractor files for unemployment insurance and the EDD determines they were actually an employee (triggering a reclassification audit of all similar arrangements); a disgruntled former worker reports payroll issues; routine random audit selection; or a mismatch between payroll reported to the EDD and tax filings. Worker classification audits are particularly feared because the EDD looks at all similar workers across the audit period, not just the one who filed for unemployment.

What EDD Assessments Cover

A successful EDD reclassification assessment covers: unpaid unemployment insurance taxes for the reclassified workers for the audit period (typically three years), plus interest; unpaid SDI contributions; unpaid Employment Training Tax; and penalties that can equal 10-25% of the unpaid taxes depending on the nature of the violation. For a small business that has been using a pool of independent contractors for several years, a reclassification assessment can easily reach six figures — an amount that can exceed the company’s available cash.

Prevention Is the Only Real Strategy

EDD audits cannot be prevented through compliance with federal classification standards alone — California’s AB5 ABC test is more restrictive. The only real prevention strategy is: classify workers correctly under California’s rules from the beginning, maintain documentation supporting the classification for every contractor relationship, implement a written independent contractor agreement that addresses all relevant factors, and review your contractor relationships annually against current AB5 standards. The cost of prevention is always less than the cost of an EDD assessment.

The Hedge has been cutting through financial and business noise since 2008. Brutal honesty over hype — always.