This Handbook provides an overview of federal laws addressing employer-employee rights and obligations. Information discussed includes wages & hours, discrimination, termination of employment, pension plans and retirement benefits, workplace safety, workers' compensation, unions, the Family and Medical Leave Act, and much more in 25 pages of materials.
Employment Handbook With Exercises In California
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Multi-State
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US-002HB
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FAQ
Safety and Health Training Employers must ensure that all employees receive training on updated safety protocols, especially in industries with higher risks. Key areas include: Workplace Violence Prevention: Specific guidelines for recognizing and preventing workplace violence.
Most employers are surprised to learn that California does not require companies to have an employee handbook.
California: A Leader in Mandatory Training Under the California Fair Employment and Housing Act, employers with five or more employees must provide sexual harassment training to all employees—both supervisory and non-supervisory—every two years.
The closest the federal government comes to mandating compliance training for all companies across all industries is for sexual harassment. The Equal Employment Opportunity Commission (EEOC) and the U.S. Supreme Court have strongly encouraged sexual harassment training and stressed its importance.
Effective July 1, 2024, California law requires most California employers to create a written workplace violence prevention plan, a workplace violence incident log (consistent with OSHA standards), a workplace violence prevention curriculum specific to the employer, and annual training for all employees concerning ...
OSHA-mandated training covers a wide range of topics. This includes the proper use and maintenance of personal protective equipment (PPE), safe operating procedures for machinery and tools, fire protection, emergency action plans, and procedures for recognizing and alerting management to workplace risks.
What should not be included in an employee handbook? Legalese. Company procedures, work processes, and job descriptions should not be included so that you will not need to update the entire handbook each time one of these changes. Health and welfare benefits details.
California's Division of Occupational Safety and Health (Cal/OSHA) requires employers to implement a written Injury and Illness Prevention Program (IIPP) and provide training on this program to their employees. This training must cover everything from emergency response to everyday safety measures specific to the job.
Certain policies are mandatory and must be included in your employee handbook. For example, California employers must have a written harassment, discrimination and retaliation prevention policy. Including these policies clarifies for employees their rights and obligations, and protects you from potential liability.
And if your company doesn't have a handbook, managers and employees will need to rely on the company's “institutional memory” to ensure that policies are consistently applied. Work policies and expectations also take on more importance and are more likely to be followed when you codify them in an official handbook.