01
We provide meal and rest periods accurately, pay one extra hour for any violation, and document it in writing.
◆Key evidence in disputes
05 · HR Health Check
How does your business score today?
10 items an owner can check directly — core areas used as evidence in disputes. If you answer 'No' to 3 or more, we recommend a free consultation.
02
We maintain a current Employee Handbook, distributed to all employees with signed acknowledgements.
◆Updated post-2024 PAGA reform, meets reduction criteria
03
We have completed SB 1343 sexual-harassment training (5+ employees, every 2 years · 2 hrs for managers / 1 hr for non-managers).
04
Our SB 553 WVPP (Workplace Violence Prevention Plan) is documented and we conduct annual training.
05
Our IIPP (Injury & Illness Prevention Program) is documented and included in new-hire orientation.
06
We accurately complete and retain I-9 forms for all employees.
07
Our pay stubs include all 9 required items under Lab. Code §226.
08
When minimum wage changes (2026.1.1: $16.50 → $16.90), we update pay stubs and required posters immediately.
09
We distribute the SB 294 Know Your Rights notice (effective 2026.1.1) and the Wage Theft Prevention Notice to employees.
◆Effective 2026.1.1
10
For new hires, we accurately complete and retain W-4, EDD DE 2515, California New Hire Reporting (DE 34), and other required forms.
◆
If you answer 'No' to 3 or more, we recommend a free consultation. — 10 items an owner can check directly — the core areas used as evidence in disputes.
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