Workplace Policy Handbook & Forms for 2022

Clear, written workplace policies are a critical component for workplace legal compliance and productivity. Our unprecedented combination of pandemic conditions and California's well-earned reputation as a litigation hotbed underscore the importance of sound, across-the-boards written rules and protocols.

Updated for 2022, our model forms include:

• Workforce COVID protocols;
• Vaccination promotion, requirements and procedures;
• Paid sick leave benefits under federal and California directives;
• Employment application and accompanying job description template(including key requirements for Americans with Disabilities Act compliance and California's constitutional privacy protections);
• Pre-employment protocols (properly positioning the process to meet changing legal requirements);
• Employment agreement (including confidentiality/non-disclosure of company trade secrets);
• Alternative dispute resolution agreement (also properly setting terms to match changing standards for private mediation and arbitration in lieu of court action);
• Meal and rest period acknowledgments (confirming employer provision of required breaks); and
• Termination policy, checklist and standard release (to be applied as appropriate for full transition and greater protection against later, preventable suits).

Our comprehensive model employee handbook, 2022 edition, includes (but is not limited to):

• Conditions of company employment, including mutual "at will" termination rights;
• Discrimination and harassment, prevention and handling (including new standards stemming from government response to COVID-19 conditions);
• Employee compensation;
• Employee benefits;
• Employee job performance;
• Limits of employee privacy, including valid employer access to employee-maintained databases and social media guidelines;
• Paid and unpaid leaves;
• Workplace health and safety;
• Job-related injury or illness, including prevention plan priorities; and
• Drug and alcohol policy, including testing and violations procedures and standards.

CONTACT US TO ORDER NOW

To order or for more information, contact Office Manager Aimee Rosales at 626.583.6600 or email her at officemgr@tbowleslaw.com.

Mandatory Sexual Harassment Prevention Training

Advantages of Live Webinar

By survey, as many as one in three women have experienced workplace sexual harassment over their careers, with less than 20% ever reporting the matter to management. A 2021 Equal Employment Opportunity Commission report found California's incidence to be significantly higher than the national average.

Intended to eliminate such abuse, every two years California employers with five or more on payroll must provide at least two hours of harassment prevention training to managers and at least one hour of such training to all other employees. Employers also must provide such training within six months of hire or promotion to management.

Instruction must include: ● guidance on harassment definitions, prevention, correction and remedies; ● practical examples; and ● prevention of any kind of abusive conduct.

With long years of experience, our live webinar training suits even remote workers yet to return to the work site. Superior to each employee's isolated point-and-click e-training, our format allows for:

• Real time engaging interaction with trainer, with ability to apply principles to specific work conditions;

• Immediate answers to questions, benefitting all attendees;

• Closer employee attention and better comprehension by calling on them randomly throughout; and

• Confirmation of the company's commitment to effectively addressing and preventing inappropriate workplace conduct.

Contact us TODAY for more information, pricing or to schedule your workforce's webinars at (626) 583-6600 or officemgr@tbowleslaw.com

Workplace Policy Handbook & Forms for 2022

Clear, written employee policies assist both employers and employees to navigate the oft-times murky field of California employment law. They are the foundation for workplace legal compliance and productivity.

Now is the time to get these policies in place or upgrade what you do have. We offer "hire-to-fire" forms, as well as a comprehensive and up-to-date employee manual.

Updated for 2022, our model forms include:

• Workforce COVID protocols;
• Vaccination promotion, requirements and procedures;
• Paid sick leave benefits under federal and California directives;
• Employment application and accompanying job description template(including key requirements for Americans with Disabilities Act compliance and California's constitutional privacy protections);
• Pre-employment protocols (properly positioning the process to meet changing legal requirements);
• Employment agreement (including non-disclosure of private company data);
• Alternative dispute resolution agreement (also properly setting terms to match changing standards for private mediation and arbitration in lieu of court action);
• Meal and rest period acknowledgments (confirming employer provision of required breaks); and
• Termination policy, checklist and standard release (to be applied as appropriate for full transition and greater protection against later, preventable suits).

Our comprehensive model employee handbook, 2022 edition, includes (but is not limited to):

• Conditions of company employment, including mutual "at will" termination rights;
• Discrimination and harassment, prevention and handling (including recently enacted pandemic-driven standards);
• Employee compensation;
• Employee benefits;
• Employee job performance;
• Limits of employee privacy, including valid management access to employee-maintained databases and social media guidelines;
• Paid and unpaid leaves;
• Workplace health and safety;
• Job-related injury or illness, including prevention plan priorities; and
• Drug and alcohol policy, including testing and violations procedures and standards.

DON'T WAIT
CONTACT US TO ORDER NOW

To order or for more information, contact Office Manager Aimee Rosales at 626.583.6600 or email her at officemgr@tbowleslaw.com.

Workplace Policy Handbook & Forms for 2022

Clear, written employee policies assist both employers and employees to navigate the murky field of California employment law. They are the foundation for workplace legal compliance and productivity.

There is no time like the present to put these policies in place or to upgrade. We offer "hire-to-fire" forms, as well as a comprehensive and up-to-date template employee manual.

Updated for 2022, our model forms include:

• Employment application and accompanying job description prototype(including key requirements for Americans with Disabilities Act compliance and California's constitutional privacy protections);
• Pre-employment protocols (properly positioning the process to meet changing legal requirements);
• Employment agreement (including non-disclosure of private company data);
• Alternative dispute resolution agreement (also properly setting terms to match changing standards for private mediation and arbitration in lieu of court action);
• Meal and rest period acknowledgments (confirming employer provision of required breaks);
• Termination policy, checklist and standard release (to be applied as appropriate for full transition and greater protection against later, preventable suits);
• Paid sick leave benefits under federal and California directives;
• Revised workforce COVID protocols; and
• Vaccination promotion, requirements and procedures

Our comprehensive model employee handbook, 2022 edition, includes (but is not limited to):

• Conditions of company employment, including mutual "at will" termination rights;
• Discrimination and harassment, prevention and handling (including pandemic-driven standards);
• Employee compensation;
• Employee benefits;
• Employee job performance;
• Limits of employee privacy, including valid management access to employee-maintained databases and social media guidelines;
• Paid and unpaid leaves;
• Workplace health and safety;
• Job-related injury or illness, including prevention plan priorities; and
• Drug and alcohol policy, including testing and violations procedures and standards.

CONTACT US TO ORDER NOWIT'S TIME

To order or for more information, contact Office Manager Aimee Rosales at 626.583.6600 or email her at officemgr@tbowleslaw.com.

En Route, Annapurna Sanctuary

The first day's hike is finished on this Nepalese Monday. It is about 5:30 and the late-day sun dries out my sweat-laden body.  A young child cries up the "road." It's a one-trail village perched on a ridge.

Residents sit across the way in the "Tourist Hotel" drinking tea and downing rice with their right hands.  Chickens strut everywhere, pecking at your spit and anything else worth eating.

The light begins to filter through the low-lying clouds.  I sit perched on a stone wall, rhododendrons and bean vines all around.  A giant yellow spider perches upside-down in her vertical nest.

Today, we document relations with our 25-ish Tibetan refugee guide Bubu (no last name given, Bu for short).

Agreement betweenTim Bowles, Mike Nichols,Steve (Boots) Parker and Bubu

Bubu will be employed by the above three men at 15 rs/day for carrying an equal amount of weight with the said three men, for washing dishes with soap and for sharing in the fire-starting, cooking and wood collecting.

When we are in village areas, the above three men will give Bubu 5rs/day for food. When we are in the Annapurna Sanctuary, we three employers will supply Bubu with the necessary food.

The trip will last three weeks and will extend from Pokhara, Ghandrung, Annapurna Sanctuary, Jomosom, Baglung and back to Pokhara.

The employers will supply the necessary carrying basket.

50 rs will be paid in advance and the remaining wages upon return.

/s/ Tim          /s/ Mike          /s/ Boots          /s/ Bubu

Nandanda, Nepal
October 22, 1973

Workplace Policy Handbook & Forms for 2026

We are updating our "hire-to-fire" forms and template policy manual for 2026. Place your order to be one of the first to receive these updates.

Basic written office policy and procedures geared toward production create an easily navigable workplace, helping reduce the inter-staff confusions and operations slows.

Our 2026 model forms include:

• Employment application and accompanying job description prototype(including key requirements for Americans with Disabilities Act compliance and California's constitutional privacy protections);
• Pre-employment protocols (properly positioning the process to meet changing legal requirements);
• Employment agreement (including non-disclosure of private company data);
• Alternative dispute resolution agreement (also properly setting terms to match changing standards for private mediation and arbitration in lieu of court action);
• Meal and rest period acknowledgments (confirming employer provision of required breaks);
• Termination policy, checklist and standard release (to be applied as appropriate for full transition and greater protection against later, preventable suits);
• Paid sick leave benefits under federal and California directives; and

Our comprehensive 80-plus page model employee handbook, 2026 edition, covers:

• Defined employment conditions (including mutual "at will" termination rights);
• Discrimination and harassment, prevention and handling (including pandemic-driven standards);
• Employee compensation;
• Employee benefits;
• Employee job performance;
• Limits of employee privacy (including valid management access to employee-maintained databases and social media guidelines);
• Paid and unpaid leaves;
• Workplace health and safety;
• Job-related injury or illness (including prevention plan priorities); and
• Drug and alcohol policy (including testing and violations procedures and standards).

Feedback from a recent recipient:

"Tim's office makes HR matters so much easier! We just have to do what they tell us to do. We order their updated hiring forms and employee handbook each year and it keeps us protected simply with the correct up-to-date wording (since laws are always changing) that we would otherwise not know about. Just the hiring forms alone have saved us thousands of dollars in one lawsuit. We also take part in their yearly HR seminar, which keeps us up-to-date on new laws and key points to follow to keep us protected. I HIGHLY recommend any employer to connect with Tim and his team - especially in these current times!" - LO

CONTACT US TO ORDER NOWTo order or for more information, contact Office Manager Aimee Rosales at 626.583.6600 or email her at officemgr@tbowleslaw.com