California small business employee manual

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If you need any help or have any questions for your next employee handbook. Please feel free to use the contact box to the left or contact our full support staff at question quickemployeehandbook. Users Are Saying:. Available in MS Word. Available in Open Office. Available in PDF. Updated for the Year Secure Payment. Creating an employee handbook can be:. Employee Handbooks Can Be Confusing! Employee Handbook Professionals. Medical Offices. Financial companies.

Security companies. Formatted For California. Easily Edit, Delete, or Add Topics. Available in PDF format. Available in Open Office format. Comply With California State Requirements. Attire Requirements. Communication Policy. Continuation of Medical Benefits. Drugs and Alcohol. Employment Classification. Equal Opportunity. Exit Interview. Family Medical Leave Act. Health and Life Insurance. Immigration Law Compliance. Layoff and Recall. Military Service. Performance Reviews.

Personal Time Off. Provisionary Periods. Retirement Plans. Safety and Accident Rules. Salary-paid Employees. Separation from Employment. Sexual Harassment. Substance Abuse. Use of Company Computers. If you have a small business employee handbook question or any other labor and employment law questions and do business in Lake County , Mendocino County or Sonoma County California, please contact our Beck Law P.

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Case results and testimonials presented on www. This website is not intended to solicit clients for matters outside of the State of California. April 25, by Beck Law P. Too small for an employee handbook? Our suggested practical actions, listed by category e. Briefly, here is the list of Employment Laws for Small Business Employers specifically focused on privately owned, non-unionized, small business employers. If you are interested in a specific law, simply click on that title of that law below and you will be taken to the paragraph in this blog that summarizes the law and links to the text of the law.

Alternatively, you can read the entire blog to determine which laws apply to your small business. Both FMLA and CFRA offer job protection, which means that if the employee takes time off as allowed under these laws, they must be reinstated to their jobs. Thus, they excluded employers with less than 50 employees within a certain mileage.

Our California legislators and Governor realized that they had fallen behind other states New York, Massachusetts, Connecticut, Rhode Island and Oregon who had already passed paid family leave laws which covered all workers, regardless of employer size. This program is fully funded with employee payroll contributions. Or, if they do take the time off, they are unable to return to their positions. Our legislators and Governor chose to level the playing field and provide job protection for most, but not all, employees.

They passed S. This new CFRA law make sense for small business employers from an employee relations and safety perspective i. But, it also makes sense economically, as a distracted employee is not as productive, and can infect other employees and customers. Another reason to do the right thing is to minimize the risks of costly litigation that will surely follow for those small business employers who simply refuse to comply with this new law.

Failure to provide a protected leave of absence or accommodate a request for certain leaves can result in costly litigation which may include:. Terminating an employee who requests a protected leave of absence, fails to accommodate a request, or retaliates against an employee who files a request, could also result in a wrongful discharge claim, which could include punitive damages and penalties for a public policy violation.

Click for SB Legislative Text. Simply put, AB will ensure employers cannot reorganize to get out of paying a court-ordered judgement for wages and penalties they owe employees. In the past unscrupulous employers have tried to hide assets by changing their company name, or starting a new entity.

AB will made this difficult to do. It will require business entities to include an attestation in required business filings signed by the filers that no filer has an outstanding final judgment issued by the Department of Labor Standards Enforcement for a violation of a wage order or the labor code. AB adds a sunset date as either January 1, or when the Secretary of State certifies that California Business Connect has been implemented, whichever is earlier.

This statute is effective from September 17, , and will remain in effect until January 1, It applies to employers with 5 or more employees. It creates a rebuttable disputable presumption that that an employee who reports having COVID on or after July 6, , contracted the virus at the workplace for purposes of workers compensation.

This shifts the burden to employers to rebut the presumption that COVID arose out of the course and scope of employment. This presumption is disputable and may be controverted by other evidence as defined in this statute. Specifics include:. AB extends specific health and safety and anti-retaliation protections to domestic work employees. These include:. The Department of Public Health CDPH is required to establish a personal protective equipment PPE stockpile for health care workers and essential workers and also requires health care employers to establish a PPE inventory that is sufficient for at least 45 days of surge consumption.

Employers in California are not allowed to ask any questions about an applicant criminal history until after an offer of employment has been made, subject to a criminal history check. The process and procedures are very specific. This legislation will streamline the process and make it easier for employers and employees to utilize. As the economy opens and closes to help manage the spread of COVID, participating in the work share program is a better alternative than layoffs.

Employers are advised to review this bill to learn more about this win-win legislation. Feel free to contact the authors if you have any further questions about these new California Employment Laws, including applicability to your industry and how to implement them.

Contact Chuck for legal advice or Janice for HR prevention strategies with questions. Feel free to call Chuck or Janice with questions about this blog or to schedule an appointment for assistance with compliance and prevention strategies. By using this blog site you understand that there is no attorney client relationship between you and the The Law Office of Chuck Farrar.

Your email address will not be published. This site uses Akismet to reduce spam. Learn how your comment data is processed. McKnight Way, Ste. Where to Start? Employee Headcount Matters Typically, employment laws in California are applicable based on employee headcount which includes all employees on the payroll, whether temporary, full time or part time, active or inactive.