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).
To order or for more information, contact Office Manager Aimee Rosales at 626.583.6600 or email her at officemgr@tbowleslaw.com
March 15, 2024