KEEP IT SIMPLE, KEEP IT CLEAR « Law Offices of Timothy Bowles | Top Employment Law Firm in Los Angeles


Standard Workplace Practice With Our 2019 Updated Model Employee Handbook and Hire-to-Fire Forms

“The Bowles Law employee manual creates very clear-cut policy and stable data for staff. They know the rules of the game because they are written. Management can more easily correct erring staff.  Understandable, production-oriented standards of conduct mean employees can’t hit you with some arbitrary ‘you’re picking on me, aka, you are discriminating against me’.” –JG

Over the past two decades, we have developed and refined a “soup-to-nuts” employee handbook and package of basic hire-to-fire forms and policies.  Implementing these materials and then keeping them current can greatly improve a company’s legal protections on worker screening, hiring, training, terminations, and other related issues.

Our 2019 model employment handbook and forms contain significant revisions to keep pace with new laws and recent case decisions, many influenced by the #metoo movement.

Our model forms and policies include:

  • Employment applications (including releases that acknowledge an employer’s use of pre-employment tests, notwithstanding the Americans with Disabilities Act and California’s constitutional privacy protections);
  • Form job description (again, setting the foundation for use of tests at the pre-employment stage);
  • Pre-employment procedures policy (properly positioning the above tests as aimed at job-related qualities rather than physical or mental disabilities);
  • Employment agreement (including confidentiality/non-disclosure of company trade secrets and mandatory mediation and/or arbitration in the event of a dispute); and
  • Termination policy, checklist and standard release (to be applied with troublesome employees for greater protection against later, frivolous suits).

Our comprehensive model employee handbook includes:

  • Conditions of company employment
  • Discrimination and harassment, prevention and handling
  • Employee compensation
  • Employee benefits
  • Employee job performance; mutual termination rights
  • Employee privacy expectations, employer access to employee-maintained databases and social media guidelines
  • Unpaid time off
  • Job-related injury or illness
  • Workplace health and safety
  • Drug and alcohol policy; drug testing


To order or for more information, contact client services director Loretta Gardea at 626.583.6600 or email her at

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