HR Forms

Any business or government entity that is required to file a Federal Form 1099-MISC for service performed by an independent contractor must report using this form. You must report to the Employment Development Department within twenty (20) days of EITHER making payments of $600 or more OR entering into a contract for $600 or more with an independent contractor in any calendar year, whichever is earlier. This information is used to assist state and county agencies in locating parents who are delinquent in their child support obligations. ​​

Use this certificate to document training provided to an employee, and to satisfy Cal/OSHA standard compliance. Keep the certificate in the employee's personnel file. Provide a copy of the certificate to the employee if requested.

Use this sample form to record an employee's initial formal training regarding potential occupational hazards and Codes of Safe Practices.

Along with an accompanying Summary, you must fill out this form or an equivalent within 7 calendar days after you receive information that a recordable work-related injury or illness has occurred. Some state workers’ compensation, insurance, or other reports may be acceptable substitutes if the forms contain all the information asked for on this form. You must keep this form on file for 5 years following the year to which it pertains.​

Begin using this Injury and Illness Prevention Program (IIPP) administration guide before your business opens, or as soon after as possible, to ensure you meet Cal/OSHA requirements. For easy reference, print out this guide along with each form listed and review them in conjunction with one another. This will assist you in completing each of the forms.​

Use this form to create an Injury and Illness Prevention Program to meet the written program requirements of the California Division of Occupational Safety and Health (Cal/OSHA) (8 CCR sec. 3203).

Use this form as a guide to help you define duties for an open position for which you are recruiting a new employee or to clarify existing job duties, skills or essential functions of the job. Use also when considering temporary modified duty or when returning an injured employee to work. This is for reference only and any job description should be tailored to the specific duties and requirements of the particular job and legal requirements of the state within which you are doing business.

Provide this policy to employees which states your company recognizes lactating employees' rights to request lactation accommodation. A written policy is mandatory for all California employers, regardless of size. In addition to including this policy in an employee handbook or set of policies, you must provide this policy to employees upon hiring and when an employee asks about or requests parental leave. Download and read the Instructions prior to using this policy. Instructions

Provide this policy to employees which states your company recognizes lactating employees' rights to request lactation accommodation. A written policy is mandatory for all California employers, regardless of size. In addition to including this policy in an employee handbook or set of policies, you must provide this policy to employees upon hiring and when an employee asks about or requests parental leave. Download and read the Instructions prior to using this policy. Instructions

Download and read these instructions prior to using the Lactation Accommodation Policy.

Use this checklist when creating a Last Chance Agreement to give employees that were once productive and valuable but have developed recent performance problems — and have failed to correct them when identified — a last chance to improve their performance before termination. For example, a last chance agreement might be used with an employee that has developed a recent substance abuse problem.

This table is designed to help you quickly identify which employment laws affect you. Use the following chart to determine which labor laws apply to you based on the number of employees you have. Please note: This chart provides general employment law coverage information for employers but is not all inclusive of every law that may apply to an organization and should not be construed in any way as legal advice.

When an employee considers a leave, use this form to determine the relationships among the various state-mandated leaves of absence and benefits during the time off. Employees also benefit from this information.

Use this form to inform the alleged harasser that they're being put on a leave of absence pending the outcome of a harassment investigation.

Many jurisdictions in California have passed local ordinances relating to the minimum wage and paid sick leave. Eligibility rules may vary in each jurisdiction. The minimum wage rates in these cities may change at any time, but nearly all rates are scheduled to increase every January 1 or July 1 based upon the Consumer Price Index or another index. Employers should closely monitor any ordinances that apply. Some localities also have industry-specific rates, such as specific rates for hotel workers, as well as commuter benefits ordinances. This chart is not exhaustive; an increasing number of localities have additional ordinances relating to a wide range of employment matters. Check with your local city government as to whether any other ordinances might apply to your workforce/industry.