We have seen it way too many times. Personnel management without Labor Code-compliant policy poses a special kind of chaos, setting up the business for expensive and potentially back-breaking litigation.

There is freedom in simplicity: the clear written workplace guidelines presented in our newly updated model employee handbook and forms.

Combined with a company’s regular internal confirmations of standard, lawful personnel and pay practices, these materials are a powerful foot forward toward efficient and productive operations. See, We Offer an Ounce of Prevention, Make a Wage Audit a Priority (February 15, 2024).

Updated for 2024, 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; and
• Revised workforce COVID protocols.

Our comprehensive 80-plus page model employee handbook, 2024 edition, covers:

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

March 15, 2024