There have been three recent updates to certain notices and pamphlets that California employers must provide new hires.

California Labor Code section 2810.5 requires that employers provide nonexempt employees with written notice regarding their wages, including pay rates, overtime rates, and designated paydays. Notice must be provided at the time of hire and within seven days of a change to the information set forth in the notice unless the changes are reflected in the employee’s paystub for the following pay period. Employers now must also provide employees with information regarding any “state or federal emergency or disaster declaration applicable to the county or counties where the employee will work issued within 30 days before the employee’s first day of employment, and that may affect their health and safety during employment.” The notice must also reflect the increase in mandatory paid sick leave to forty hours or five days, whichever is greater. The template for the Notice is available here.

The EDD has updated its “For Your Benefit” pamphlet. This pamphlet must be provided at the time of hire and discharge of employees. The pamphlet provides information regarding unemployment insurance, disability insurance, paid family leave, and workforce services, including when and how to apply for benefits upon termination. The updated pamphlet can be found here.

Finally, the California Department of Industrial Relations Division of Workers Compensation (DIR) has updated its “Time of Hire” pamphlet, which provides employees with information about the state’s workers’ compensation, benefits, how to file a claim, and other information related to medical care. The DIR’s updated pamphlet can be found here.

Employers must provide these documents to new hires; however, nothing prevents employers from providing them to all employees regardless of when the employee was hired. Should an issue arise relating to any of the topics covered by these Notices and Pamphlets, we recommend that you contact your business or employment lawyer for further guidance.

The information presented is not intended to be, and does not constitute, “legal advice.” Because each situation varies, and only brief summary information is provided here, you should not use this information as a basis for action unless you have independently verified with your own counsel that it applies to your particular situation.