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California Updates Mandatory Pamphlets  

20 Mar

Update Applicable to:Effective date
All employers with at least 1 worker in CaliforniaSee details below

What happened?

The California Department of Industrial Relations Division of Workers Compensation updated two of its mandatory pamphlets that employers must provide to employees.

What are the details?

The new pamphlets are:

(1) Time of Hire: pertaining to workers’ compensation and to be provided at the time of hire. Also available in Spanish.

(2) For Your Benefit: pertaining to unemployment insurance and to be provided at the time of an employee’s involuntary termination or leave.

Business Considerations

  • Employers must review and update their new hire documents, and documents provided to departing employees, whether they are in paper or electronic form, to ensure that employees are receiving the latest updated pamphlets.
  • If you are not already doing so, begin to provide the “For Your Benefit” pamphlet for all departing CA employees, as it is a requirement.
  • Employers should be mindful that other pamphlets must also be given to the employees at the time of hire, in conjunction with the updated ones.


Source References

Need help understanding how changes to employment laws will affect your business?

Learn more about how Vensure's California PEO services can help you navigate complex employment laws and keep your business compliant.

This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.

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