Backed by a California employment lawyer

Employee problem? Here's exactly what to do.

Step-by-step instructions and ready-to-sign forms for every part of having employees in California. In plain English, before it turns into a lawsuit.

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What's going on?

Letting someone goFinal pay: due at the meeting
  1. Check for red flags first: a recent complaint, leave request, or accommodation
  2. Document the reason, with write-ups and records
  3. Have the final check ready, including unused vacation
+ 3 more steps and 4 required documentsTermination Letter · Final Pay Form
Handling a complaintRespond: same or next day
  1. Take it seriously, even if it was "just a comment"
  2. Don't promise to keep it secret. Promise discretion
  3. Confirm in writing, and say retaliation isn't allowed
+ 4 more steps through investigation and follow-upComplaint Form · Investigation Report
Medical, family, or pregnancy leaveFMLA notice: 5 business days
  1. Spot it: they don't have to say "FMLA" for it to count
  2. Check which laws apply. CFRA starts at just 5 employees
  3. Send the right notices, then hold their job
+ 2 more steps and every required noticeFMLA · CFRA · Pregnancy Leave
Hiring someone newForm I-9: by day one
  1. Employee or contractor? Get this wrong and it's expensive
  2. Send the right offer letter for the role
  3. Complete the 10 required hiring forms
+ 3 more steps, including the 20-day state reportOffer Letters · Handbook Form

From the California employment lawyer behind The Guide

I know exactly what lawyers like me look for.

Now you do too.

The Guide is built around the mistakes that turn into lawsuits, so you can fix them before anyone sends a letter like this.

Law Offices of [Someone Else]Re: Your former employee

Notice of claims against [Your Business]

Our client intends to pursue the following claims:

  • Waiting time penalties for late final wagesPrevented by: Offboarding, Step 3
  • Missed meal period premiums, 2 yearsPrevented by: Meal & Rest Breaks, Step 1
  • Retaliation after a workplace complaintPrevented by: Workplace Conduct, Steps 1 to 7
AVOIDABLE

California runs on deadlines.

Six that catch business owners every year. Each one costs real money to miss, and each one is on a checklist in The Guide.

DeadlineWhat's dueIf you miss it
Immediately
Final paycheck when you let someone goLabor Code §§ 201, 203
Up to 30 days of extra wages
By hour 5
The first meal break has to startLabor Code §§ 226.7, 512
1 extra hour of pay, every day
72 hours
Final pay when someone quits without noticeLabor Code § 202
Up to 30 days of extra wages
3 days
Finish the new hire's Form I-98 C.F.R. § 274a.2
Federal paperwork fines
5 days
FMLA notice after a leave request29 C.F.R. § 825.300
Can support a federal leave claim
20 days
Report every new hire to the stateUnemp. Ins. Code § 1088.5
A penalty for each unreported hire

You don't need to memorize these. You just need to know where to look.

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For medical and dental practices

The hardest call in your practice isn't clinical.

It's letting someone go. Here's the same month at two practices. One ends with a lawsuit.

Without The GuideWith The Guide
Week 1
Without The GuideYour medical assistant says a doctor keeps commenting on her looks. You tell her you'll "keep an eye on it."
With The GuideYou take it seriously, confirm it in writing, and start an investigation.
Week 3
Without The GuideShe's late three times. You write her up.
With The GuideYou pause: discipline right after a complaint is a red flag. You check how others were treated.
Week 4
Without The GuideYou let her go for attendance.
With The GuideAny decision is documented, consistent, and made after the complaint was handled.
Week 8
Without The GuideHer lawyer calls it retaliation. On paper, it looks exactly like it.
With The GuideA record that shows you did everything right.

Plus everything specific to healthcare: the health care minimum wage (which can cover your front desk), 12-hour shifts, and meal waivers for clinical staff.

Protect Your Practice

Eleven sections. Zero legalese.

One for every situation you'll face as an employer, each broken into steps you can finish over a cup of coffee.

1Employee OnboardingTen forms on day one. We'll tell you which ten.
2Workplace Conduct & ComplaintsFor when "just ignore him" stops being an option.
3FMLA, CFRA & Pregnancy LeaveThree leave laws. One employee. No guesswork.
4Accommodation & Disability"My back is killing me" is a legal event. Who knew?
5Minimum Wage & OvertimeCalifornia pays overtime by the day. Yes, the day.
6Meal & Rest BreaksLunch at 5 hours and 10 minutes? That'll be an extra hour of pay.
7Paid Time Off"Use it or lose it" is a lovely idea. California disagrees.
8Paid Sick LeaveFive days, forty hours, and fewer loopholes than you'd hope.
9Sick Leave: City RulesSome cities felt the state didn't go far enough.
10Employee OffboardingThe paycheck is due at the meeting. Not Friday.
11 · NewHealthcare PracticesYour front desk might be owed $23 an hour.
Plus20 ready-to-sign formsIn English and Spanish. A few favorites below.

The forms that matter most.

Fillable, ready to sign, and in English and Spanish. Here are six owners reach for most.

Offer LettersEN ES
Three versions: exempt, non-exempt, and contractor. Pick the one that fits.
Termination LetterEN ES
Confirms the separation, final pay, and every required document.
Final Paycheck AcknowledgmentEN ES
Proof you paid on time. Your best defense against penalties.
Workplace Complaint FormEN ES
Captures a complaint in the employee's own words, the right way.
Corrective Action NoticeEN ES
Documents problems as they happen, not after the fact.
Meal Break WaiverEN ES
Makes a short-shift skipped lunch legal, instead of a violation.

And 14 more, from investigation reports to severance agreements.

Get All 20 Forms

What's it worth? Depends who you ask.

One annual subscription. Every section, every form, every update.

Annual subscription
$2,490 / year
About $6.82 a day
  • All 11 sections of The Manual
  • All 20 forms, in English and Spanish
  • Updates whenever California law changes
  • Healthcare practice rules included
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Never been sued?

Here's one mistake, priced out. A single employee who never gets a proper lunch is owed an extra hour of pay every workday.

$20/hour×250 workdays=$5,000 a year

That's one employee and one rule. The Guide costs half that.

Been sued before?

Then you already know what $2,490 buys in legal fees. Not much. This time, spend it before the letter arrives.

Fair questions.

Still deciding? These are the ones we hear most.

Is this legal advice?

No. The Guide is general information and forms for California employers. It doesn't replace advice about your specific situation or create an attorney-client relationship. It does tell you exactly when to call a lawyer.

Do I need any legal background?

None. If you can follow a recipe, you can follow The Guide.

Are the forms in Spanish?

Yes. Every form comes in English and Spanish, so employees can read what they sign.

How often is it updated?

Whenever California employment law changes, including the minimum wage and salary updates every January 1.

Can I cancel?

[ADD YOUR CANCELLATION POLICY.]

Next time, you'll know what to do.

Because there's always a next time. An employee quits, complains, gets hurt, or needs time off. Be ready for it.

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The best employment lawsuit is the one that never happens.

The Guide provides general information about California employment law and is not legal advice. Using The Guide or its forms does not create an attorney-client relationship. Laws change and every situation is different; for advice about your specific situation, consult a qualified attorney. The example letter above is fictional and for illustration only. This page may be considered attorney advertising.