HR Forms and Checklists

Find By Name:
Find By Topic:

M-O Forms

  • Makeup Time Checklist
    If you are considering a makeup time policy for your employees, use this checklist before implementing the policy to make sure you are covering all the key issues.
  • Makeup Time Request
    If you have a makeup time policy, have your employees use this form to request time off and schedule makeup time.
  • Makeup Time Request - Spanish
    If you have a makeup time policy, have your employees use this form to request time off and schedule makeup time.
  • Manager's Checklist to Avoid Discrimination
    Provide this checklist to managers to help them avoid saying or doing things that could be construed as discriminatory, including interviews, performance evaluations and disciplinary actions.​​​
  • Meal Break - On Duty
    When you have a nonexempt worker whose work prevents them from being able to take a meal break and both you and the worker intend for the worker to spend the 30-minute meal break while still on duty, use this form. WARNING - On-duty meal breaks are enforceable in very limited circumstances, please consult with legal counsel before using this form.​
  • Meal Break Waiver - Employee Shift 6 Hours or Less
    When you have a nonexempt worker who will work a shift of six hours or less and both you and the worker wish to waive the required 30-minute meal break, use this form.
  • Meal Break Waiver - Employee Shift 6 Hours or Less - Spanish
    When you have a nonexempt worker who will work a shift of six hours or less and both you and the worker wish to waive the required 30-minute meal break, use this form.
  • Meal Break Waiver - Second Meal
    When you have a nonexempt worker whose shift will be more than 10 hours but less than 12 hours, the worker has not waived his first meal break, and both you and the worker wish to waive the second required 30-minute meal break, use this form.
  • Meal Break Waiver - Second Meal - Spanish
    When you have a nonexempt worker whose shift will be more than 10 hours but less than 12 hours, the worker has not waived his first meal break, and both you and the worker wish to waive the second required 30-minute meal break, use this form.
  • Medical Provider Network - Notice of Plan Modification
    Free
    Submit an original Notice of MPN Plan Modification with original signature, any necessary documentation, and a copy of the Notice and documents to the Division of Workers' Compensation.​
  • Military Service Checklist
    Use this checklist to create and implement a military service leave policy for your company.
  • Military Spouse Request for Leave - 25 or More Employees
    Provide this form to employees who are requesting time off when their spouse is on leave from military deployment.
  • Minimum Wage Order
    Free
    Post this official California Minimum Wage notice next to the IWC Wage order for your industry.
  • Minimum Wage Order - Spanish
    Free
    Post this official California Minimum Wage notice next to the IWC Wage order for your industry.
  • Minors - Statement of Intent to Employ and Request for Work Permit - Form B1-1
    Free
    Use this form when employing minors who are required to attend school and file it with the school district for each minor. You can obtain this form by contacting the Office of the Superintendent of the minor's school district. The form should be completed by the minor and signed by the employer.​​
  • New Employees Print Specifications Report - Form DE34
    Free
    If you create your own format to report new hires to the state rather than using the official DE34 form, this information sheet contains the necessary data to insure that your format complies with the state's requirements.
  • New Employees Report - Form DE34
    Free
    Federal law requires all employers to report to EDD within 20 days of start of work all employees who are newly hired or rehired. This information is used to assist state and county agencies in locating parents who are delinquent in their child support obligations. An individual is considered a new hire on the first day in which he/she performs services for wages. In addition, any employee who is rehired after a separation of at least sixty (60) consecutive days must also be reported within the 20 days.​
  • New Health Insurance Marketplace Coverage Options and Your Health Coverage - for Employers That Do Not Offer a Health Plan
    Free
    Under the Affordable Care Act, employers must provide a notice of coverage options to employees. The U.S. Department of Labor has provided this model notice for use by employers who do not offer a health plan. ​
  • New Health Insurance Marketplace Coverage Options and Your Health Coverage - for Employers That Offer a Health Plan
    Free
    Under the Affordable Care Act, employers must provide a notice of coverage options to employees. The U.S. Department of Labor has provided this model notice for use by employers who offer a health plan to some or all employees. ​
  • New Health Insurance Marketplace Coverage Options and Your Health Coverage (for Employers That Do Not Offer a Health Plan) - Spanish
    Free
    Under the Affordable Care Act, employers must provide a notice of coverage options to employees. The U.S. Department of Labor has provided this model notice for use by employers who do not offer a health plan. ​​
  • New Health Insurance Marketplace Coverage Options and Your Health Coverage (for Employers That Offer a Health Plan) - Spanish
    Free
    Under the Affordable Care Act, employers must provide a notice of coverage options to employees. The U.S. Department of Labor has provided this model notice for use by employers who offer a health plan to some or all employees.  ​
  • New Hire Instructions

    The California New Hire package contains the forms and pamphlets you're legally required to provide to your new hire.

  • New Parent Leave Act (NPLA) Acknowledgment
    Personalize
    Give this notice to an employee who is seeking time off to bond with a new child or a child placed for adoption or foster care under California’s New Parent Leave Act (NPLA), which applies to employers with 20 or more employees. The NPLA requires that employers provide employees with a guarantee of reinstatement before an employee begins his/her Parental Leave. This form will provide employees with notice of their reinstatement rights and other important information.

    If the employee is covered by FMLA/CFRA, use the FMLA/CFRA Designation Notice and FMLA — Notice of Eligibility and Rights and Responsibilities instead.
  • New Parent Leave Act (NPLA) Acknowledgment - Spanish
    Personalize
    Give this notice to an employee who is seeking time off to bond with a new child or a child placed for adoption or foster care under California’s New Parent Leave Act (NPLA), which applies to employers with 20 or more employees. The NPLA requires that employers provide employees with a guarantee of reinstatement before an employee begins his/her Parental Leave. This form will provide employees with notice of their reinstatement rights and other important information.

    If the employee is covered by FMLA/CFRA, use the FMLA/CFRA Designation Notice — Spanish and FMLA — Notice of Eligibility and Rights and Responsibilities — Spanish instead.
  • New Parent Leave Act (NPLA) Leave Checklist – 20 or More Employees
    If your company has 20 or more full- or part-time employees, your employees may be eligible for up to 12 weeks of New Parent Leave Act (NPLA) leave to bond with a newborn or child placed with the employee for adoption or foster care. This is protected time off that comes with a guarantee of reinstatement at the end of the leave and continuation of health benefits during the leave. Use this checklist for each employee who requests NPLA leave to help you manage the leave process.
  • NLRB Form 4767 - Notice of Appeal
    Free
    Use this form to appeal to the General Counsel of the National Labor Relations Board from the action of the Regional Director in refusing to issue a complaint on an NLRB charge.
  • NLRB Form 601 - Withdrawal Request
    Free
    File this form with the NLRB to request a withdrawal of a petition or charge pending before the NLRB. 
  • Notice of Employee Death
    Use this form to report an employee's death for any reason, unless you know that the employee has a surviving minor child. Send a copy of the notice to the Division of Workers' Compensation.
  • Notice of Final Decision to Withdraw Employment Offer - Criminal History Only
    Personalize
    This form can be used to conduct a criminal background check after (1) a conditional offer of employment has been made to a job applicant and (2) the Notice of Preliminary Decision to Withdraw Employment Offer and the procedures described in it have been provided. Criminal background inquiries cannot be conducted prior to a conditional job offer and a final decision to withdraw an offer of employment based in any part on criminal history cannot be made until the Preliminary Notice and procedures have been provided.

    Use this form to notify an applicant that you have made the final decision to withdraw his/her conditional job offer based, at least in part, on a criminal background check.

    For information on obtaining and using criminal history, see Restrictions on Obtaining Criminal History and Obtaining Background Checks and Investigations by Employers. For information on investigative consumer reports, see Obtaining Investigative Consumer Reports.

    This form is not intended for use if you are hiring in San Francisco or the City of Los Angeles; these cities are covered by the San Francisco Fair Chance Ordinance or the Los Angeles Fair Chance Initiative in Hiring Ordinance.​​​​​
  • Notice of Final Decision to Withdraw Employment Offer - Criminal History Only - Spanish
    Personalize
    This form can be used to conduct a criminal background check after (1) a conditional offer of employment has been made to a job applicant and (2) the Notice of Preliminary Decision to Withdraw Employment Offer and the procedures described in it have been provided. Criminal background inquiries cannot be conducted prior to a conditional job offer and a final decision to withdraw an offer of employment based in any part on criminal history cannot be made until the Preliminary Notice and procedures have been provided.

    Use this form to notify an applicant that you have made the final decision to withdraw his/her conditional job offer based, at least in part, on a criminal background check.

    For information on obtaining and using criminal history, see Restrictions on Obtaining Criminal History and Obtaining Background Checks and Investigations by Employers. For information on investigative consumer reports, see Obtaining Investigative Consumer Reports.

    This form is not intended for use if you are hiring in San Francisco or the City of Los Angeles; these cities are covered by the San Francisco Fair Chance Ordinance or the Los Angeles Fair Chance Initiative in Hiring Ordinance.​​​​​
  • Notice of Offer of Regular Modified or Alternative Work for Injuries Occurring on or After 1-1-13 (DWC-AD 10133.35)
    Free
    Use this form in making a return-to-work offer. This form is to be used for injuries occurring on or after 1/1/13.
  • Notice of Preliminary Decision to Withdraw Employment Offer - Criminal History Only
    Personalize
    This form can be used to conduct a criminal background check after a conditional offer of employment has been made to a job applicant. Criminal background inquiries cannot be conducted prior to a conditional job offer. Use this form to notify an applicant that you may withdraw his/her conditional job offer based, at least in part, on a criminal background check. Include a copy of the report with this notice.

    For information on obtaining and using criminal history, see Restrictions on Obtaining Criminal History and Obtaining Background Checks and Investigations by Employers. For information on investigative consumer reports, see Obtaining Investigative Consumer Reports.

    This form is not intended for use if you are hiring in San Francisco or the City of Los Angeles; these cities are covered by the San Francisco Fair Chance Ordinance or the Los Angeles Fair Chance Initiative in Hiring Ordinance.​
  • Notice of Preliminary Decision to Withdraw Employment Offer - Criminal History Only - Spanish
    Personalize
    This form can be used to conduct a criminal background check after a conditional offer of employment has been made to a job applicant. Criminal background inquiries cannot be conducted prior to a conditional job offer. Use this form to notify an applicant that you may withdraw his/her conditional job offer based, at least in part, on a criminal background check. Include a copy of the report with this notice.

    For information on obtaining and using criminal history, see ​Restrictions on Obtaining Criminal History and Obtaining Background Checks and Investigations by Employers. ​For information on investigative consumer reports, see Obtaining Investigative Consumer Reports.

    This form is not intended for use if you are hiring in San Francisco or the City of Los Angeles; these cities are covered by the San Francisco Fair Chance Ordinance or the Los Angeles Fair Chance Initiative in Hiring Ordinance.​
  • Notice to Employee as to Change in Relationship
    Personalize
    Use this form to notify an employee of a change in the employment relationship, such as a layoff or termination.
  • Notice to Employee as to Change in Relationship - Spanish
    Personalize
    Use this form to notify an employee of a change in the employment relationship, such as a layoff or termination.
  • Notice to Employee: Government Inspection of Employment Eligibility Records
    Free
    ​If you receive a Notice of Inspection from a federal immigration enforcement agency, such as Immigration and Custom Enforcement (ICE), you must provide notice to all employees by posting this Notice to Employee (Labor Code section 90.2) in your workplace within 72 hours of receiving the Notice of Inspection. You must also post a copy of the Notice of Inspection along with this form and provide a copy of the Notice of Inspection to an employee upon reasonable request.​

    In addition, you are required to: (1) post this notice in any language you normally use to communicate employment-related information to the employee; and (2) provide a copy of this notice to the employees’ exclusive collective bargaining representative(s), if any.​
  • Notice to Employee: Government Inspection of Employment Eligibility Records - Spanish
    Free
    ​If you receive a Notice of Inspection from a federal immigration enforcement agency, such as Immigration and Custom Enforcement (ICE), you must provide notice to all employees by posting this Notice to Employee (Labor Code section 90.2) in your workplace within 72 hours of receiving the Notice of Inspection. You must also post a copy of the Notice of Inspection along with this form and provide a copy of the Notice of Inspection to an employee upon reasonable request.

    In addition, you are required to: (1) post this notice in any language you normally use to communicate employment-related information to the employee; and (2) provide a copy of this notice to the employees’ exclusive collective bargaining representative(s), if any.​
  • Office and Commercial Establishment Safety Including Ergonomics and Office Chemical Safety
    General office and commercial establishment safety is not regulated by Cal/OSHA standards. However, the Injury and Illness Prevention Standard requires employers to identify and prevent any hazards that may be present. Use this data sheet to identify and address office hazards.​
  • Optional Worksheet to Help You Fill Out the Annual Summary - Form 300A
    Free
    Use this worksheet to gather the data needed to prepare the Summary of Work-related Injuries and Illnesses (Form 300A).
  • OSHA Log 300 - Guidelines for Determining Recordability
    These guidelines help you determine whether you need to record a work-related injury or illness on Log 300 forms.
  • Overtime Calculation Worksheet
    Use this form to calculate overtime for your nonexempt employees.
  • Overtime Request
    Provide these forms to supervisors, managers and employees and train all employees in the use of this form whenever overtime work is needed or performed.​
  • Overtime Request - Spanish
    Provide this form to supervisors, managers and employees and train all employees in the use of this form whenever overtime work is needed or performed.