It is a borne-out truth that Labor Code-compliant policy in place creates a work environment free from confusion and makes for smoother workplace interactions and relationships. It is also a possible preventative to employee lawsuits.
A client review says it all:
“Tim’s office makes HR matters so much easier! We just have to do what they tell us to do. We order their updated hiring forms and employee handbook each year and it keeps us protected simply with the correct up-to-date wording (since laws are always changing) that we would otherwise not know about. Just the hiring forms alone saved us thousands of dollars in one lawsuit.” ~ LO
Our updated model employee handbook and hire-to-fire forms offer this peace of mind.
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
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