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With the blank slate of a coming new year come the resolutions. No matter the size of an operation, making sure a business has an adequate and up-to-date employee policy manual should be high on the list.
A California workplace manual should include:
Depending on workforce size, best practices would also include written policy on:
Optional policies can include paid vacation, paid holidays, bereavement leave and of course many more.
Other Required Distributions: While not in the scope of a typical employee handbook, employers, depending on workforce size, must separately distribute policy and related forms on:
(re: continuing health insurance for a departing employee)
(re: continuing health insurance for a departing employee)
(a compliance survey mandated by federal law to support civil rights and prevent workplace discrimination)
Industry- and Operation-Specific Policies: Employers should also include industry- or operation-specific policies, e.g., affirmative action plans and/or specialized nondiscrimination programs for certain federal/state contractors and subcontractors; Affordable Care Act rules; policies consistent with collective bargaining agreements for union employees; and summary plan descriptions for any ERISA-covered retirement or health benefit plans.
Multistate Operations: Companies employing workers in multiple states should consider: ● distributing separate employee handbooks which comply with the laws of each such state; ● distributing one multi-state handbook with state-specific addenda; or ● applying the laws of the most restrictive state in which you have employees to all your company locations.
Hire-to-Fire Template Agreements and Forms: Sound practice also dictates a full set of updated hire-to-fire agreements and forms, including but not limited to job applications, employment agreements, "alternative dispute resolution" (mediation and arbitration) agreements, and many more.
See also:
Our firm offers updated template policies and forms and works regularly with clients on customizing such guidelines for particular operations.
To order or for more information, contact Office Manager Aimee Rosales at 626.583.6600 or email her at officemgr@tbowleslaw.com.
If you are an employer facing possible litigation, or have an employee issue on which you need immediate guidance, call us to set up a consultation, or submit your message.
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