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Employee Handbook, Forms & Policies With 2021 Updates

Clear and current written workplace policy is the foundation for proper coordination, high morale and consistent productivity.

January 2021 will mark another essential point for having and updating these written guidelines, including new and revised policies on COVID-19, family-related leaves, independent contractor definition, and much more.

For those who first secure our 2020 employee handbook and hire-to-fire forms package during  November, we will supply all 2021 updates come January without further charge.

Our model forms include:

  • Pandemic recovery and prevention measures;
  • Paid sick leave benefits under the Families First Coronavirus Response Act and related 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, some as recent as July 1, 2020);
  • 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 now 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.
To order or for more information, contact Office Manager Aimee Rosales at 626.583.6600 or email her at