California forms folder
Effective July 1, 2017, California employers of 25 or more employees must provide written notice to employees of their rights to take protected leave for domestic violence, sexual assault, or stalking. These model notices are published by the Labor Commissioner’s office and must be provided to all employees at time of hire and upon request.
A California employee working more than five (5) hours per day must be provided a meal period of at least thirty (30) minutes. Employees must also be provided at least 10 minute breaks for every four hours of work. This form can be used to document employee acknowledgment of the meal and rest period policy.
Employers should be aware that there are some exceptions to these regulations, dependent on industry. To learn more about California meal and rest period regulations, visit the CA Dept. of Industrial Relations website.
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Employers are required to report to workers’ compensation within five days of knowledge every occupational injury or illness which results in lost time beyond the date of the incident OR requires medical treatment beyond first aid. For more information on reporting, download the form or visit the CA DIR’s Division of Workers’ Compensation website linked below.
Provide this form to California employees in the event of a workplace injury or illness. For more information on employee rights and reporting, download the form or visit the CA DIR’s Division of Workers’ Compensation website linked below.
Certain covered employers may be required to notify employees of their COBRA rights. The Initial Notice can be provided to employees to sign and acknowledge receipt at time of hire, and should also be mailed to the employee’s spouse/dependents. The Proof of Mailing form can be used by management to document that the Notice was mailed and should be filed with the employee’s personnel documentation.
Be sure to check if your state may have additional state-specific COBRA requirements.
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This form can be used by employees who to indicate that, in the event of an on-the-job injury, the employee would either (A) prefer to be treated by the Company’s designated physician or (B) prefer to be treated by their own designated healthcare provider.
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In early February, the CA Fair Employment and Housing Act (“FEHA”) regulations were revised, changing, in part, the California Pregnancy Disability Leave notice that employers are required to post. Specifically, the change relates to the language required in the notice itself. Employers have the option to (1) post the revised notice specified in the regulations, unless it is inconsistent with the employer’s own policy, or (2) post a notice developed by the employer that is consistent with the regulatory requirements.
Employers with five (5) or more employees and public entity employers of any size are required to post the revised California Pregnancy Disability Leave notice, or otherwise comply with the notice changes, beginning on April 1, 2016. Take care not to change the required notice prior to April 1, 2016.
Employers must provide California employees a minimum thirty (30) minute meal period for every five (5) hours of work. However, the employer and its employees may mutually agree to waive the employee’s second meal period if the employee works more than ten (10) hours, but less than twelve (12), assuming the first (1st) meal period was not waived. This form can be used to document such an agreement.
Employers should be aware that there are some exceptions to these regulations, dependent on industry. To learn more about California meal and rest period regulations, visit the CA Dept. of Industrial Relations website.
Want to leave the hassle of assembling onboarding documents behind? Learn more about ManagEase’s streamlined Blue Rock Employee Documentation System.