With the ever-changing dynamics of the workforce and California’s frequent amendments to its Labor Code, having an employee handbook has become more important than ever for the benefit of both the employer and employee. Some factors that may affect the application of Labor Code to your business include but are not limited to:
A handbook sets forth the general administrative policies and goals of the company, outlines the company culture, helps ensure that employees are treated consistently and that they are fully aware of their rights and responsibilities.
Handbooks are not “one size fits all”
A handbook should be tailored to your company and should reflect how you conduct business. They simply should not be a copy and paste of another company book. California employment laws may apply differently to various companies and an attorney can help you ensure that your business is in compliance.
Handbooks Offer Protection for Companies of All Sizes
For businesses of any size, ensuring that your company complies with all Labor Code regulations can save you attorney’s fees, penalties, and the headaches of defending an employment litigation. However, if you operate a small business, having an employment handbook is even more important. Often, small businesses that employ 5-15 employees mistakenly believe that much of the Labor Code’s regulations does not apply to them. This can get small businesses into trouble when dealing with cases involving payroll, meal and rest break policy, and sexual harassment regulations. While a large company may have the resources to defend against an employment litigation, a smaller company may suffer great financial strain when faced with defending a litigation.
How We Can Help
CTK Law Group can assist your business in custom employee handbooks. Because we have litigated various employment cases, our attorneys take the time to meet with you and ensure that your business complies with all labor laws. We offer drafting and updating your employment handbooks. Contact us today!
The information provided in this article is not legal advice and does not purport to be a substitute for advice of counsel on any specific matter. For legal advice, you should consult with an attorney concerning your specific situation.