There are some notices and policies that California employers must accommodate their employees. This is not a comprehensive list, and additional conditions will vary based on your specific industry, business size, and other factors that play in with your company traditions.

Notice to Employee

California employers are be in need of to provide a notice to all employees, the following information:

1. The rate(s) of pay and the basis of pay (i.e. hourly, weekly, salary, piece-rate, commission);
2. Allowances claimed as part of the minimum wage, for example for meal or lodging;
3. The regular payday(s);
4. The employer’s name, including any “doing business as” names used by the employer;
5. The employer’s physical address of the main office or principal place of business – a P.O. Box is not sufficient – and a mailing address;
6. The employer’s telephone number;
7. The name, address, and telephone number of the employer’s workers’ compensation insurance carrier;
8. And employees’ rights regarding the accrual and use of sick leave, and to be free from retaliation for taking sick leave.

Anti-Harassment and Discrimination Policy

Every type of company must have written anti-harassment and anti-discrimination policies, and California law requires certain provisions to be included. Nevertheless, your policy must include all the elements listed within California Code of Regulations, 2 C.C.R. section 11023, and must include, per the Department of Fair Employment & Housing, “a description of legal categories, a complaint process, instructions for supervisors, and identification of the DFEH and the U.S. Equal Employment Opportunity Commission (EEOC) as additional avenues for employees to lodge complaints.”