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 Alameda
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State:
Multi-State
County:
Alameda
Control #:
US-002HB
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FAQ
The Family and Medical Leave Act (FMLA) and California Family Rights Act (CFRA) provide eligible employees with unpaid leave for qualifying reasons/events (e.g. a serious health condition, child bonding). These leaves provide for job protection/restoration and continuation of health benefits.
Most employers are surprised to learn that California does not require companies to have an employee handbook.
On January 1, 2025, California's state minimum wage will increase to $16.50 per hour for all employers. As previously described, California voters rejected Proposition 32, a stair-step-increased minimum wage initiative.
The ordinance incorporates feedback received from residents, the business community, non-profit organizations, and low-wage workers. On July 1, 2024, the local minimum wage for eligible employers increases to $17.30/hour.
Federal Minimum Wage Information State20152024 California $9.00 $16.00 Colorado $8.23 $14.42 Connecticut $9.15 $15.69 Delaware $8.25 $13.2530 more rows
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.
Employee handbook examples typically include onboarding processes, workplace policies on employee behavior, employee rights and responsibilities, rules on employee conduct, and offboarding processes. These employee handbook examples ensure that employees are aware of their roles within the company.
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.
5 little-known policies that need to be in your employee handbook Dress code policy. Employee dating policy. Flexible work arrangement policy. Gifts and favors policy. Employee complaint-resolution policy.
Employee handbooks often contain information about the process of reviews and assessments of job performance. Explain why you believe assessments are important. Next, detail your process and provide timelines for when these reviews happen. Provide the standards used to assess employees if possible.
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Read over the application form carefully. Be sure to fill out every section that applies to you.Depending on the position, you may be required to complete an interview, situational exercise, online exam, or a combination of assessments. The minimum wage applies to all employers and employees who work two (2) hours or more a week within the boundaries of the City of Alameda. This designation requires employees appointed to these positions to annually file a. Such personnel policies, often set forth in an. Provide all information regarding current employment in the event we must contact you regarding your current Duties, if you are working for a non-. These standards will inform and guide the way we carry out our work throughout the. As soon as your instructor notifies you of the test day, fill out the Student Request for Testing form and bring it to SAS. You must be a current County classified employee in the same job code or in a job code with the same salary maximum for which you are applying.