Customize Employee Handbook

If “YES” you are covered by the California Family Rights Act and by bereavement and reproductive loss leave requirements and must provide job-protected leave for the reasons and purposes described in those laws; your handbook will include text describing such leave. You are also covered by the discrimination prohibitions of the Fair Employment and Housing Act (FEHA); your handbook will include text describing discrimination-related rights of employees of covered employers and covered-employer policies and procedures for responding to possible discrimination. Note: All employers are covered by anti-harassment and anti-retaliation provisions of FEHA, and all handbooks include appropriate language describing employee anti-harassment and anti-retaliation rights and employer policies for responding to reports of possible harassment or retaliation.

If “YES” you are covered by provisions of California law requiring allowance of use of certain types of paid or unpaid job-protected leaves for victims of a qualifying act of violence (QAV) or family members who may be a victim of a QAV.

The 2014 California Court of Appeal opinion in Cochran v. Schwan’s Home Service, Inc., requires an employer to reimburse an employee a reasonable percentage of the employee’s mobile phone bill for mandatory work-related use of a personal mobile phone, even if the employee has an unlimited calling plan and incurs no additional expense by using the phone for work-related purposes.