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 Law Handbook With Exercises In Sacramento
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State:
Multi-State
County:
Sacramento
Control #:
US-002HB
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Word;
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FAQ
Effective January 1, 2024, at the time of hiring employers must include information about the existence of a federal or state emergency or disaster declaration applicable to the county or counties where the employee is to be employed, that was issued within 30 days before the employee's first day of employment, that ...
If you wish to report a widespread violation of labor law by your employer or a violation affecting multiple employees, please contact LETF via phone, online lead referral form or email: Call the LETF Public hotline anytime: 855 297 5322. Complete the Online Form / Spanish Form. Email us at letf@dir.ca.
Most employers are surprised to learn that California does not require companies to have an employee handbook.
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.
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.
How to write an employee handbook Include your company's mission statement. Write a brief section on company history. State any legal declarations. Explain your dress code. Include details about work hours. Define duties. Include department-specific policies. Describe company benefits.
If you are terminated for an unlawful reason it can be a wrongful termination, you are entitled to a final paycheck, you are entitled to a notice period before certain mass layoffs, and. you can be constructively terminated.
Under Labor Code Section 202, when an employee not having a written contact for a definite period quits his or her employment and gives 72 hours prior notice of his or her intention to quit, and quits on the day given in the notice, the employee is entitled to his or her wages at the time of quitting.
Most employers are surprised to learn that California does not require companies to have an employee handbook.
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We offer employment law training in Sacramento on every workplace issue. You name it, we do it.The purpose of this handbook is to provide a summary of the city policies, employee working conditions, and benefits. This handbook is not intended to be. Our employment lawyers offer broad counseling services to California businesses and public agencies to anticipate, prevent, and resolve employment issues. I am attorney Brian Crone, the founder and sole practitioner at the Crone Law Office. The mission of the California Labor Commissioner's Office is to ensure a just day's pay in every workplace in the State and to promote economic justice. I can assist you and your managers to navigate the minefield through seminars and training sessions, all custom designed for your company. The New Employee Orientation Handbook, combined with information you will receive in the. Orientation, is designed to acquaint you with.