eCim4FvN

1[{"fieldKey":"pagebreak_2xswq9lh5v","type":"pagebreak","label":null,"isActive":false,"condition":[],"description":null,"options":null},{"condition":[],"description":null,"fieldKey":"text_client_id","label":"What is the Client's ID number in PM?","type":"text","isActive":false},{"condition":[],"description":"<p><span style=\"color: rgb(0, 102, 204);\">If the employer is an entity (e.g., LLC or Inc.), put that here. So, you would put <\/span><span style=\"color: rgb(153, 51, 255);\">Zion Delivery Service, Inc.<\/span><span style=\"color: rgb(0, 102, 204);\"> or <\/span><span style=\"color: rgb(153, 51, 255);\">Blue Dinosaur, LLC<\/span><span style=\"color: rgb(0, 102, 204);\">.<\/span><\/p>","fieldKey":"text_company_legal_name","label":"What is the full legal name of this employer?","type":"text","isActive":false},{"condition":[],"description":"<p><span style=\"color: rgb(0, 102, 204);\">This is the short name that will appear throughout the document. For example, Zion Delivery Service, Inc. might be \"ZDS.\" Or Joimax, Inc. would be \"Joimax.\" And so forth.<\/span><\/p>","fieldKey":"text_company_short_name","label":"What short name should this employer be referred to as?","type":"text","isActive":false},{"condition":[],"fieldKey":"pagebreak_bzhzen907c","label":null,"type":"pagebreak","isActive":false,"description":null,"options":null},{"condition":[],"description":"<p><span style=\"color: rgb(0, 102, 204);\">This could be the name of a specific person (e.g., Sarah Lee), or a department (e.g., human resources), or a person occupying a certain position (e.g., \"your manager\").<\/span><\/p><p><span style=\"color: rgb(230, 0, 0);\">Just make sure whatever you type fits in with the following sentence:<\/span><strong style=\"color: rgb(230, 0, 0);\"> \"<em>If you have questions about your work hours, duties, or responsibilities, please talk with ________.\" <\/em><\/strong><span style=\"color: rgb(0, 102, 204);\">You could include two people (e.g., Zack Kiser or MacKenzie Aeberli) - as long as it fits grammatically.<\/span><\/p>","fieldKey":"text_hr_person","label":"When employees have questions about payroll, benefits, sick leave, or paid time off, to whom should they turn?","options":null,"type":"text","isActive":false},{"condition":[],"description":null,"fieldKey":"fg_workweek","label":"When does your company's typical workweek begin and end?","options":null,"type":"field_group","isActive":false,"subfields":[{"type":"dropdown","label":null,"description":"First Day of Workweek","options":"Monday\nTuesday\nWednesday\nThursday\nFriday\nSaturday\nSunday","isActive":false,"condition":[],"column_size":5,"fieldKey":"dropdown_workweek_begin","classes":null},{"fieldKey":"html_workweek","type":"html","label":null,"description":"<span style=\"margin-top: 27px; display: block;\">through<\/span>","options":null,"isActive":false,"condition":[],"column_size":2,"classes":null},{"fieldKey":"dropdown_workweek_end","type":"dropdown","label":null,"description":"Last Day of Workweek","isActive":false,"condition":[],"options":"Monday\nTuesday\nWednesday\nThursday\nFriday\nSaturday\nSunday"}]},{"condition":[],"fieldKey":"d5jflb0art","label":"Random Label","type":"pagebreak","isActive":false},{"condition":[],"description":"<p><span style=\"color: rgb(0, 102, 204);\">Please count both full-time and part-time employees, but do NOT count independent contractors.<\/span><\/p><p><span style=\"color: rgb(230, 0, 0);\">If the Client answers \"0,\" then we should NOT be doing any of these employment documents for them at this time. See MBK.<\/span><\/p>","fieldKey":"num_employees","label":"How many employees does your company have?","type":"number","isActive":true},{"condition":[{"relation":"AND","test":[{"relation":"AND","test":[{"fieldKey":"num_employees","operator":">=","value":1}]}]}],"description":"<p><span style=\"color: rgb(0, 102, 204);\">Explain to the Client that Labor Code \u00a7 515 states that to be legally deemed exempt, an employee must fit into 1 of 5 designated categories (executive, administrative, professional, computer software, or outside sales). Each category has a test associated with it, and if an employee doesn't meet the applicable test, then that employee should be considered non-exempt.<\/span><\/p>","fieldKey":"num_exempt_employees","label":"How many of your company\u2019s employees have you classified as exempt?","type":"number","isActive":false},{"condition":[{"relation":"AND","test":[{"relation":"AND","test":[{"operator":">=","value":1,"fieldKey":"num_employees"}]}]}],"description":"<p><span style=\"color: rgb(0, 102, 204);\">It is very unlikely that you'll respond \u201c0\u201d to this question because virtually all California employers have at least one non-exempt employee. <\/span><\/p><p><span style=\"color: rgb(230, 0, 0);\">Keep in mind that the total number of exempt and non-exempt employees should equal the total number of employees you identified above.<\/span><\/p>","fieldKey":"num_nonexempt_employees","label":"How many of your company\u2019s employees have you classified as non-exempt?","type":"number","isActive":false},{"condition":[],"description":null,"fieldKey":"pagebreak_1p3t5ax1lh","label":null,"type":"pagebreak","isActive":false,"options":null},{"condition":[{"relation":"AND","test":[{"relation":"AND","test":[{"operator":">","value":"1","fieldKey":"num_exempt_employees"}]}]}],"description":"<p><strong style=\"color: rgb(0, 102, 204);\">This Questionnaire does NOT provide with the option of having <em><u>exempt<\/u><\/em> employees paid by the hour. <\/strong><\/p><p><span style=\"color: rgb(230, 0, 0);\">If Client insists upon paying exempt employees by the hour, then select any response you want and then notify MBK to make the necessary revisions.<\/span><\/p>","fieldKey":"radio_exempt_paid_how","label":"Which best fits how your exempt employees are paid?","options":"Salary Only\nCommission Only\nSalary & Commission","type":"radio","isActive":false},{"fieldKey":"radio_nonexempt_how_paid","type":"radio","label":"Which best fits how your non-exempt employees are paid?","description":null,"isActive":false,"condition":[{"relation":"AND","test":[{"relation":"AND","test":[{"operator":">","value":"1","fieldKey":"num_nonexempt_employees"}]}]}],"options":"Salary Only\nHourly Only\nCommission Only\nSalary & Commission\nHourly & Commission"},{"condition":[],"description":"<p><span style=\"color: rgb(0, 102, 204);\">For example, you could put \u201cthe 1st and 15th,\u201d \u201cevery other week,\u201d \u201cevery Friday,\u201d etc. <\/span><\/p><p><span style=\"color: rgb(230, 0, 0);\">Just remember that whatever you put has to grammatically fit into the following sentence: <\/span><strong style=\"color: rgb(230, 0, 0);\">\"The Company shall pay you ________\"<\/strong><span style=\"color: rgb(230, 0, 0);\"> (e.g., every other week, on the 1st and 15th of every month, every Friday, etc.)<\/span><\/p>","fieldKey":"text_when_pay_employees","label":"When does your company pay its employees?","options":null,"type":"text","isActive":false},{"fieldKey":"pagebreak_uwquvwpuad","type":"pagebreak","label":null,"description":null,"options":null,"isActive":false,"condition":[]},{"fieldKey":"yn_timeclock","type":"yesno","label":"Are any of your company\u2019s non-exempt employees required to use a time clock?","description":null,"options":null,"isActive":false,"condition":[{"relation":"AND","test":[{"relation":"AND","test":[{"fieldKey":"num_nonexempt_employees","operator":">=","value":"1"}]}]}]},{"condition":[{"relation":"AND","test":[{"relation":"AND","test":[{"operator":"==","value":"Yes","fieldKey":"yn_timeclock"}]}]}],"description":"<p><span style=\"color: rgb(0, 102, 204);\">Many companies have small print at the bottom of their time cards, which each employee must sign and submit at the end of each pay period, requiring employees to certify that the time reflected on the time card is accurate and that the employees took all of their required rest and meal breaks. Some companies choose to have their employees sign their time cards under penalty of perjury. This makes it harder for a dishonest employee to later claim that he\/she worked overtime that he\/she wasn\u2019t paid for overtime (a frequent basis for frivolous employee lawsuits), or that he\/she was somehow prevented from taking his\/her breaks (also a frequent basis for lawsuits).<\/span>&nbsp;<\/p><p><span style=\"color: rgb(230, 0, 0);\">Remind the Client that physical (i.e., paper) time cards are old-fashioned and outdated. They should be using electronic time cards, through the computer or a mobile device. That would take care of this requirement.<\/span><\/p>","fieldKey":"yn_timeclock_signature","label":"If \u201cYes,\u201d do the time cards require employees to certify, by signature (electronic or otherwise) that they took all required breaks, meals, etc.?","options":null,"type":"yesno","isActive":false},{"fieldKey":"pagebreak_hjzb6vpgm7","type":"pagebreak","label":null,"description":null,"options":null,"isActive":false,"condition":[]},{"fieldKey":"yn_nonexempt_overtime_permission","type":"yesno","label":"Do any of your company\u2019s non-exempt employees need to obtain permission before working overtime?","description":null,"options":null,"isActive":false,"condition":[{"relation":"AND","test":[{"relation":"AND","test":[{"fieldKey":"num_nonexempt_employees","operator":">=","value":"1"}]}]}]},{"condition":[{"relation":"AND","test":[{"relation":"AND","test":[{"operator":"==","value":"Yes","fieldKey":"yn_nonexempt_overtime_permission"}]}]}],"description":"<p><span style=\"color: rgb(0, 102, 204);\">This will likely be the same response that the Client provided at the beginning of the Questionnaire, but not necessarily.<\/span><\/p>","fieldKey":"text_nonexempt_overtime_specific_individual","label":"If \u201cYes,\u201d from whom must employees obtain such permission? You can put \u201ctheir supervisor,\u201d \u201chuman resources,\u201d etc., or you can name a specific individual)?","options":null,"type":"text","isActive":false},{"fieldKey":"pagebreak_wa2gt8tn0h","type":"pagebreak","label":null,"description":null,"options":null,"isActive":false,"condition":[]},{"condition":[{"relation":"AND","test":[{"relation":"AND","test":[{"fieldKey":"num_exempt_employees","operator":">=","value":"1"}]}]}],"description":"<p><span style=\"color: rgb(0, 102, 204);\">The benefits referred to in this question include things like medical insurance (including dental and eye), retirement, life insurance, etc.<\/span><\/p>","fieldKey":"yn_exempt_benefits","label":"Does your company offer any benefits to its exempt employees?","options":null,"type":"yesno","isActive":false},{"fieldKey":"choice_exempt_benefits_how_long","type":"radio","label":"If \u201cYes,\u201d how long (in terms of DAYS) does an exempt employee need to work before being entitled to receive (or opt in) those benefits?","description":null,"options":"Upon Hire \n31st day \n91st day \n121st day \n181st day \nAfter 1 Year","isActive":false,"condition":[{"relation":"AND","test":[{"relation":"AND","test":[{"operator":"==","value":"Yes","fieldKey":"yn_exempt_benefits"}]}]}]},{"fieldKey":"pagebreak_bmu587ypcf","type":"pagebreak","label":null,"description":null,"options":null,"isActive":false,"condition":[]},{"condition":[{"relation":"AND","test":[{"relation":"AND","test":[{"fieldKey":"num_nonexempt_employees","operator":">=","value":"1"}]}]}],"description":"<p><span style=\"color: rgb(0, 102, 204);\">The benefits referred to in this question include things like medical insurance (including dental and eye), retirement, life insurance, etc.<\/span><\/p>","fieldKey":"yn_nonexempt_benefits","label":"Does your company offer any benefits to its non-exempt employees?","options":null,"type":"yesno","isActive":false},{"fieldKey":"choice_nonexempt_benefits_how_long","type":"radio","label":"If \u201cYes,\u201d how long (in terms of DAYS) does an non-exempt employee need to work before being entitled to receive (or opt in) those benefits?","isActive":false,"condition":[{"relation":"AND","test":[{"relation":"AND","test":[{"operator":"==","value":"Yes","fieldKey":"yn_nonexempt_benefits"}]}]}],"description":null,"options":"Upon Hire \n31st day \n91st day \n121st day \n181st day \nAfter 1 Year"},{"fieldKey":"qwhp4ggs0hr","type":"pagebreak","label":"Random Label","isActive":false,"condition":[]},{"condition":[{"relation":"AND","test":[{"relation":"AND","test":[{"fieldKey":"num_exempt_employees","operator":">=","value":"1"}]}]}],"description":"<p><span style=\"color: rgb(0, 102, 204);\">California Labor Code \u00a7 2802 requires employers to reimburse employees for all necessary business related expenses. Policies that deviate from that are illegal and unenforceable. <\/span><\/p><p><span style=\"color: rgb(230, 0, 0);\">Some expenses, however, like the ones Client may choose from below, are not typically reimbursable because they aren't considered \"necessary.\"<\/span><\/p>","fieldKey":"multi_exempt_expense_not_reimbursed","label":"You will not reimburse exempt employees for any of the following expenses:","options":"Airport Lounges \nDrycleaning \nClothing \nSpas\/Massages \nClub Dues \nParking Fines \nChild Care\nCar Washes \nGifts\nSporting Goods \nPersonal Effects \nTraffic Fines \nTravel Upgrades \nToll-Road Fines\nFamily Related Travel Expenses\nLuxury Vehicles (unless less expensive than standard) \nIn-Room Entertainment\nLive Entertainment\/Shows\/Gambling\nPersonal Expenses Incurred During Business Travel \nNon-Compulsory Insurance Charges\nLoss\/Theft of Personal Property","type":"checkboxes","isActive":false},{"condition":[{"relation":"AND","test":[{"relation":"AND","test":[{"fieldKey":"num_nonexempt_employees","operator":">=","value":"1"}]}]}],"description":"<p><span style=\"color: rgb(0, 102, 204);\">California Labor Code \u00a7 2802 requires employers to reimburse employees for all necessary business related expenses. Policies that deviate from that are illegal and unenforceable. <\/span><\/p><p><span style=\"color: rgb(230, 0, 0);\">Some expenses, however, like the ones Client may choose from below, are not typically reimbursable because they aren't considered \"necessary.\"<\/span><\/p>","fieldKey":"multi_nonexempt_expense_not_reimbursed","label":"You will not reimburse non-exempt employees for any of the following expenses:","options":"Airport Lounges \nDrycleaning \nClothing \nSpas\/Massages \nClub Dues \nParking Fines \nChild Care\nCar Washes \nGifts\nSporting Goods \nPersonal Effects \nTraffic Fines \nTravel Upgrades \nToll-Road Fines\nFamily Related Travel Expenses\nLuxury Vehicles (unless less expensive than standard) \nIn-Room Entertainment\nLive Entertainment\/Shows\/Gambling\nPersonal Expenses Incurred During Business Travel \nNon-Compulsory Insurance Charges\nLoss\/Theft of Personal Property","type":"checkboxes","isActive":false},{"fieldKey":"pagebreak_3ifou2qbif","type":"pagebreak","label":null,"description":null,"options":null,"isActive":false,"condition":[]},{"fieldKey":"yn_exempt_drive_company_vehicles","type":"yesno","label":"Will exempt employees ever be driving vehicles owned\/leased by the company?","isActive":false,"condition":[{"relation":"AND","test":[{"relation":"AND","test":[{"fieldKey":"num_exempt_employees","operator":">=","value":"1"}]}]}]},{"condition":[{"relation":"AND","test":[{"relation":"AND","test":[{"fieldKey":"num_exempt_employees","operator":">=","value":"1"}]}]}],"description":"<p><span style=\"color: rgb(0, 102, 204);\">Client should respond \"Yes\" if an employee drives to see clients\/customers, goes to court, or, <\/span><em style=\"color: rgb(0, 102, 204);\">even occasionally<\/em><span style=\"color: rgb(0, 102, 204);\">, goes out to pick up donuts, lunch, or office supplies for the company. <\/span><\/p>","fieldKey":"yn_exempt_drive_own_vehicles","label":"Will exempt employees ever be driving their own vehicles while on company business?","type":"yesno","isActive":false},{"condition":[],"description":null,"fieldKey":"g0jqd2e5666","label":"New Page","type":"pagebreak","isActive":false},{"condition":[{"relation":"AND","test":[{"relation":"AND","test":[{"fieldKey":"num_nonexempt_employees","operator":">=","value":"1"}]}]}],"description":"<p><span style=\"color: rgb(0, 102, 204);\">Client should respond \"Yes\" if an employee drives to see clients\/customers, goes to court, or, <\/span><em style=\"color: rgb(0, 102, 204);\">even occasionally<\/em><span style=\"color: rgb(0, 102, 204);\">, goes out to pick up donuts, lunch, or office supplies for the company.<\/span><\/p>","fieldKey":"yn_nonexempt_drive_company_vehicles","label":"Will non-exempt employees ever be driving vehicles owned\/leased by the company?","type":"yesno","isActive":false},{"fieldKey":"yn_nonexempt_drive_own_vehicles","type":"yesno","label":"Will non-exempt employees ever be driving their own vehicles while on company business?","isActive":false,"condition":[{"relation":"AND","test":[{"relation":"AND","test":[{"fieldKey":"num_nonexempt_employees","operator":">=","value":"1"}]}]}]},{"condition":[],"description":null,"fieldKey":null,"label":"New Page","type":"pagebreak","isActive":false},{"condition":[{"relation":"AND","test":[{"relation":"OR","test":[{"fieldKey":"yn_exempt_drive_own_vehicles","operator":"==","value":"Yes"},{"fieldKey":"yn_nonexempt_drive_own_vehicles","operator":"==","value":"Yes"}]}]}],"description":"<p><span style=\"color: rgb(0, 102, 204);\">California law requires employers to reimburse employees for reasonable expenses incurred in the performance of their job duties. And while the law does NOT require employers to offer the IRS\u2019s standard mileage rate (which is currently 58 cents per mile), employers are, again, obligated to cover all expenses associated with the employee\u2019s use of their own vehicles, including gas, wear, and tear.<\/span>&nbsp;<\/p><p><span style=\"color: rgb(230, 0, 0);\">For that reason, you should strongly recommend that Client responds \u201cYes\u201d and adopt the standard mileage rate used by the IRS. <\/span><\/p>","fieldKey":"yn_mileage_reimbursement_irs","label":"For employees who drive their own vehicles on company business, do you want to reimburse them at the IRS's standard per mile rate?","type":"yesno","isActive":false},{"fieldKey":"num_mileage_reimbursement_amount","type":"number","label":"Since you answered \"No\" to reimbursing employees at the IRS's standard per mile rate, how much per mile would you like to reimburse the company's employees?","isActive":false,"condition":[{"relation":"AND","test":[{"relation":"AND","test":[{"fieldKey":"yn_mileage_reimbursement_irs_type","operator":"==","value":"No"}]}]}]},{"fieldKey":"pagebreak_hemhdri5iu","type":"pagebreak","label":null,"description":null,"options":null,"isActive":false,"condition":[]},{"condition":[{"relation":"AND","test":[{"relation":"AND","test":[{"fieldKey":"num_exempt_employees","operator":">=","value":"1"}]}]}],"description":"<p><span style=\"color: rgb(0, 102, 204);\">You\u2019ll respond \u201cYes\u201d to this question if any of the Client's exempt<\/span><strong style=\"color: rgb(0, 102, 204);\"><em> <\/em><\/strong><span style=\"color: rgb(0, 102, 204);\">employees ever entertain the company's clients\/customers by taking them to dinner, clubs, sporting events, etc. <\/span><\/p>","fieldKey":"yn_exempt_entertain_clients","label":"Do exempt employees ever entertain your company's clients by taking them out to dinner, sporting events, shows, or to other entertainment venues?","options":null,"type":"yesno","isActive":false},{"condition":[{"relation":"AND","test":[{"relation":"AND","test":[{"operator":"==","value":"Yes","fieldKey":"yn_exempt_entertain_clients"}]}]}],"description":null,"fieldKey":"yn_exempt_entertain_clients_prior_approval_req","label":"If \u201cYes,\u201d is prior approval required?","options":null,"type":"yesno","isActive":false},{"condition":[{"relation":"AND","test":[{"relation":"AND","test":[{"fieldKey":"num_nonexempt_employees","operator":"==","value":"true"}]}]}],"description":"<p><span style=\"color: rgb(0, 102, 204);\">You\u2019ll respond \u201cYes\u201d to this question if any of the Client's non-exempt<\/span><strong style=\"color: rgb(0, 102, 204);\"><em> <\/em><\/strong><span style=\"color: rgb(0, 102, 204);\">employees ever entertain the company\u2019s clients\/customers by taking them to dinner, clubs, sporting events, etc.<\/span><\/p>","fieldKey":"yn_nonexempt_entertain_clients","label":"Do non-exempt employees ever entertain your company's clients by taking them out to dinner, sporting events, shows, or to other entertainment venues?","type":"yesno","isActive":false},{"condition":[{"relation":"AND","test":[{"relation":"AND","test":[{"fieldKey":"yn_nonexempt_entertain_clients","operator":"==","value":"Yes"}]}]}],"fieldKey":"yn_nonexempt_entertain_clients_prior_approval_req","label":"If \"Yes,\" is prior approval required?","type":"yesno","isActive":false},{"fieldKey":"pagebreak_ddtb9a0uwx","type":"pagebreak","label":null,"description":null,"options":null,"isActive":false,"condition":[]},{"condition":[{"relation":"AND","test":[{"relation":"AND","test":[{"fieldKey":"num_exempt_employees","operator":">=","value":"1"}]}]}],"description":null,"fieldKey":"yn_exempt_travel","label":"Do exempt employees ever need to fly, rent cars, or stay in hotels while on company business?","options":null,"type":"yesno","isActive":false},{"condition":[{"relation":"AND","test":[{"relation":"AND","test":[{"fieldKey":"yn_exempt_travel","operator":"==","value":"Yes"}]}]}],"fieldKey":"yn_exempt_travel_prior_approval","label":"If \"Yes,\" is prior approval required?","type":"yesno","isActive":false},{"condition":[{"relation":"AND","test":[{"relation":"AND","test":[{"fieldKey":"num_nonexempt_employees","operator":">=","value":"1"}]}]}],"description":null,"fieldKey":"yn_nonexempt_travel","label":"Do non-exempt employees ever need to fly, rent cars, or stay in hotels while on company business?","options":null,"type":"yesno","isActive":false},{"condition":[{"relation":"AND","test":[{"relation":"AND","test":[{"fieldKey":"yn_nonexempt_travel","operator":"==","value":"Yes"}]}]}],"fieldKey":"yn_nonexempt_travel_prior_approval","label":"If \"Yes,\" is prior approval required?","type":"yesno","isActive":false},{"condition":[],"description":null,"fieldKey":"pagebreak_ddtb9a0uwx_copy","label":"null (copy)","options":null,"type":"pagebreak","isActive":false},{"condition":[],"description":"<p><span style=\"color: rgb(0, 102, 204);\">California Labor Code \u00a7 2802 requires employers to reimburse employees for all necessary business related expenses. Some courts in California have interpreted that statute to mean that employers are also responsible for reimbursing employees, on a proportionate basis, for part of their mobile phone bills (even when employees have, for example, unlimited talk time or unlimited data).&nbsp;<\/span><\/p><p><span style=\"color: rgb(230, 0, 0);\">While most employers don't bother with this, it's possible that an employee down the road could make a claim that he\/she wasn't reimbursed in compliance with \u00a7 2802.<\/span><\/p><p><span style=\"color: rgb(230, 0, 0);\">While we can't predict what might happen, we don't think it's necessary to include such a provision. But, the Firm's Clients need to weigh the risks for themselves.<\/span><\/p>","fieldKey":"yn_reimburses_for_mobile_usage","label":"Do you want to reimburse employees for using their personal mobile phones for Company business?","options":null,"type":"yesno","isActive":false},{"condition":[{"relation":"AND","test":[{"relation":"AND","test":[{"operator":"==","value":"Yes","fieldKey":"yn_reimburses_for_mobile_usage"}]}]}],"description":"<p><span style=\"color: rgb(0, 102, 204);\">Explain that if Client selects \"Stipend,\" Client will be paying a flat rate each month to cover each employee's use of their personal mobile devices. This is similar to paying a set per-mile fee (like 58 cents per mile) for the use of an employee's vehicle for company business. <\/span><\/p><p><span style=\"color: rgb(0, 102, 204);\">If, on the other hand, Client selects \"% of Use,\" Client will need to examine the cell phone bills for each employee to figure out which calls were personal and which calls were for business, and then pay the proportionate percentage for that month. The amounts, therefore, will be different for each employee, and for each month. This is a lot more work, but it's more precise.<\/span><\/p>","fieldKey":"choice_reimburses_for_mobile_usage_flat_stipend","label":"If \u201cYes,\u201d does your company wish to offer a flat stipend for such use, or base the amount on the percentage of business usage divided by the total monthly cost?","options":"Stipend\n% of Use","type":"radio","isActive":false},{"condition":[{"relation":"AND","test":[{"relation":"AND","test":[{"operator":"==","value":"Stipend","fieldKey":"choice_reimburses_for_mobile_usage_flat_stipend"}]}]}],"description":null,"fieldKey":"num_stipend_reimbursement","label":"How much per pay period will you reimburse your employees for their use of their mobile devices?","options":null,"type":"number","isActive":false},{"fieldKey":"pagebreak_fjqdcrosxm","type":"pagebreak","label":null,"description":null,"options":null,"isActive":false,"condition":[]},{"fieldKey":"yn_exempt_paid_holidays_off","type":"yesno","label":"Does your company offer its exempt employees any paid holidays off?","description":null,"options":null,"isActive":false,"condition":[{"relation":"AND","test":[{"relation":"AND","test":[{"fieldKey":"num_exempt_employees","operator":">=","value":"1"}]}]}]},{"condition":[{"relation":"AND","test":[{"relation":"AND","test":[{"operator":"==","value":"Yes","fieldKey":"yn_exempt_paid_holidays_off"}]}]}],"description":"<div>Check all that apply.<\/div>","fieldKey":"check_exempt_paid_holidays","label":"Which ones?","options":"New Year's Day\nMartin Luther King Day\nPresidents' Day\nCesar Chavez Day\nGood Friday\nEaster\nMemorial Day\nIndependence Day\nLabor Day\nRosh Hashana\nYom Kippur\nColumbus Day\nVeterans Day\nThanksgiving Day\nDay After Thanksgiving\nChristmas Eve Day\nChristmas Day\nNew Year's Eve Day","type":"checkboxes","isActive":false},{"condition":[{"relation":"AND","test":[{"relation":"AND","test":[{"fieldKey":"num_exempt_employees","operator":">=","value":"1"},{"fieldKey":"yn_exempt_paid_holidays_off","operator":"==","value":"No"}]}]}],"description":null,"fieldKey":"yn_exempt_unpaid_holidays_off","label":"Does your company offer its exempt employees any UNPAID holidays off?","options":null,"type":"yesno","isActive":false},{"fieldKey":"yn_nonexempt_paid_holidays_off","type":"yesno","label":"Does your company offer its non-exempt employees any paid holidays off?","description":null,"options":null,"isActive":false,"condition":[{"relation":"AND","test":[{"relation":"AND","test":[{"operator":">=","value":"1","fieldKey":"num_nonexempt_employees"}]}]}]},{"condition":[{"relation":"AND","test":[{"relation":"AND","test":[{"operator":"==","value":"Yes","fieldKey":"yn_nonexempt_paid_holidays_off"}]}]}],"description":"<div>Check all that apply.<\/div>","fieldKey":"check_nonexempt_paid_holidays","label":"Which ones?","options":"New Year\u2019s Day\nMartin Luther King Day\nPresidents' Day\nCesar Chavez Day\nGood Friday\nEaster\nMemorial Day\nIndependence Day\nLabor Day\nRosh Hashana\nYom Kippur\nColumbus Day\nVeterans Day\nThanksgiving Day\nDay After Thanksgiving\nChristmas Eve Day\nChristmas Day\nNew Year's Eve Day","type":"checkboxes","isActive":false},{"fieldKey":"pagebreak_q0ih9w4u3a","type":"pagebreak","label":null,"description":null,"options":null,"isActive":false,"condition":[]},{"condition":[{"relation":"AND","test":[{"relation":"AND","test":[{"fieldKey":"num_exempt_employees","operator":">=","value":"1"}]}]}],"description":"<p><span style=\"color: rgb(0, 102, 204);\">PVT is different than holiday time off and it\u2019s different from sick leave. It\u2019s also different from what\u2019s typically called \u201cpaid time off,\u201d or \u201cPTO.\u201d <\/span><\/p><p><span style=\"color: rgb(230, 0, 0);\">If Client's company does NOT offer PVT, but instead offers only PTO, then you need convince Client otherwise, or come speak to MBK to discuss.<\/span><\/p>","fieldKey":"yn_exempt_offer_pvt","label":"Does your company offer its exempt employees any paid vacation time (\u201cPVT\u201d)?","options":null,"type":"yesno","isActive":false},{"condition":[{"relation":"AND","test":[{"relation":"AND","test":[{"operator":"==","value":"Yes","fieldKey":"yn_exempt_offer_pvt"}]}]}],"description":"<p><span style=\"color: rgb(0, 102, 204);\">Some employers permit new employees to start accruing PVT on their first day of employment, while others prefer to only permit employees to start accruing PVT after a probationary period of time has passed.<\/span><\/p><p><span style=\"color: rgb(230, 0, 0);\">Most employers allow employees to start accruing PVT on the 91st day of employment.<\/span><\/p>","fieldKey":"choice_exempt_accrue_pvt","label":"When do exempt employees become eligible to start accruing their PVT?","options":"Upon Hire \n31st day \n91st day \n121st day \n181st day","type":"radio","isActive":false},{"condition":[{"relation":"AND","test":[{"relation":"AND","test":[{"operator":"==","value":"Yes","fieldKey":"yn_exempt_offer_pvt"}]}]}],"description":"<p><span style=\"color: rgb(0, 102, 204);\">PVT should be stated in terms of hours rather than \"days\" or \"weeks.\" Thus, if the Company gives its employees \"1 week off,\" you'd provide \"40 hours of PVT.\" <\/span><\/p><p><span style=\"color: rgb(0, 102, 204);\">This question is aimed at determining whether Client wants to put one number down (e.g., 40 hours per year) regardless of how long an employee has been working at the Company. In other words, employees get a set amount of hours of PVT regardless of whether they've been working for 1 year or 10 years. <\/span><\/p><p><span style=\"color: rgb(230, 0, 0);\">Most people will probably respond \"No\" to this.<\/span><\/p>","fieldKey":"yn_exempt_offer_pvt_static","label":"Will the number of HOURS per year of PVT remain the same regardless of how long an employee has been working for the company?","options":null,"type":"yesno","isActive":false},{"condition":[{"relation":"AND","test":[{"relation":"AND","test":[{"operator":"==","value":"Yes","fieldKey":"yn_exempt_offer_pvt_static"}]}]}],"description":"<p><span style=\"color: rgb(0, 102, 204);\">If Client gives employees \"1 week\" of PVT per year, then put \"40\"; if Client gives employees \"2 weeks\" of PVT per year, then put \"80,\" and so forth.<\/span><\/p>","fieldKey":"num_exempt_pvt_hours_static","label":"How many HOURS per year of PVT does your company want to offer its exempt employees?","options":"Upon Hire \n31st day \n91st day \n121st day \n181st day \nAfter 1 Year","type":"number","isActive":false},{"condition":[{"relation":"AND","test":[{"relation":"AND","test":[{"operator":"==","value":"No","fieldKey":"yn_exempt_offer_pvt_static"}]}]}],"description":"<p><span style=\"color: rgb(0, 102, 204);\">Let Client know that the table must be filled in for an 8 year period of time. Anything longer than that can be addressed on the 8th year in an amendment.<\/span><\/p><p><span style=\"color: rgb(230, 0, 0);\">It's ok to include the same number for multiple years.<\/span><\/p>","fieldKey":"fg_8bwunst9u8","label":"Please complete the following table by filling in how many HOURS of PVT the exempt employees will be entitled to over time.","options":null,"type":"field_group","isActive":false,"subfields":[{"fieldKey":"number_hrs_exempt_accrue_year1","type":"number","label":null,"description":null,"options":null,"isActive":false,"condition":[],"column_size":3,"prepend_text":"1st Year:","classes":null},{"fieldKey":"number_hrs_exempt_accrue_year2","type":"number","label":null,"description":null,"options":null,"isActive":false,"condition":[],"column_size":3,"prepend_text":"2nd Year:","classes":null},{"fieldKey":"number_hrs_exempt_accrue_year3","type":"number","label":null,"description":null,"options":null,"isActive":false,"condition":[],"column_size":3,"prepend_text":"3rd Year:","classes":null},{"fieldKey":"number_hrs_exempt_accrue_year4","type":"number","label":null,"description":null,"options":null,"isActive":false,"condition":[],"column_size":3,"prepend_text":"4th Year:","classes":null},{"fieldKey":"number_hrs_exempt_accrue_year5","type":"number","label":null,"description":null,"options":null,"isActive":false,"condition":[],"column_size":3,"prepend_text":"5th Year:","classes":null},{"fieldKey":"number_hrs_exempt_accrue_year6","type":"number","label":null,"description":null,"options":null,"isActive":false,"condition":[],"column_size":3,"prepend_text":"6th Year:","classes":null},{"fieldKey":"number_hrs_exempt_accrue_year7","type":"number","label":null,"description":null,"options":null,"isActive":false,"condition":[],"column_size":3,"prepend_text":"7th Year:","classes":null},{"fieldKey":"number_hrs_exempt_accrue_year8","type":"number","label":null,"description":null,"options":null,"isActive":false,"condition":[],"column_size":3,"prepend_text":"8th Year:","classes":null}]},{"condition":[],"description":null,"fieldKey":"pagebreak_zxlkyi3b6j","label":null,"options":null,"type":"pagebreak","isActive":false},{"fieldKey":"yn_nonexempt_offer_pvt","type":"yesno","label":"Does your company offer its non-exempt employees any paid vacation time (\u201cPVT\u201d)?","description":null,"options":null,"isActive":false,"condition":[{"relation":"AND","test":[{"relation":"AND","test":[{"fieldKey":"num_nonexempt_employees","operator":">=","value":"1"}]}]}]},{"condition":[{"relation":"AND","test":[{"relation":"AND","test":[{"operator":"==","value":"Yes","fieldKey":"yn_nonexempt_offer_pvt"}]}]}],"description":"<p><span style=\"color: rgb(0, 102, 204);\">Some employers permit new employees to start accruing PVT on their first day of employment, while others prefer to only permit employees to start accruing PVT after a probationary period of time has passed.<\/span><\/p><p><span style=\"color: rgb(230, 0, 0);\">Most employers allow employees to start accruing PVT on the 91st day of employment.<\/span><\/p>","fieldKey":"choice_nonexempt_accrue_pvt","label":"When do non-exempt employees become eligible to start accruing their PVT?","options":"Upon Hire \n31st day \n91st day \n121st day \n181st day","type":"radio","isActive":false},{"condition":[{"relation":"AND","test":[{"relation":"AND","test":[{"operator":"==","value":"Yes","fieldKey":"yn_nonexempt_offer_pvt"}]}]}],"description":"<p><span style=\"color: rgb(0, 102, 204);\">PVT should be stated in terms of hours rather than \"days\" or \"weeks.\" Thus, if the Company gives its employees \"1 week off,\" you'd provide \"40 hours of PVT.\" <\/span><\/p><p><span style=\"color: rgb(0, 102, 204);\">This question is aimed at determining whether Client wants to put one number down (e.g., 40 hours per year) regardless of how long an employee has been working at the Company. In other words, employees get a set amount of hours of PVT regardless of whether they've been working for 1 year or 10 years. <\/span><\/p><p><span style=\"color: rgb(230, 0, 0);\">Most people will probably respond \"No\" to this.<\/span><\/p>","fieldKey":"yn_nonexempt_offer_pvt_static","label":"Will the number of HOURS per year of PVT remain the same regardless of how long an employee has been working for the company?","options":null,"type":"yesno","isActive":false},{"condition":[{"relation":"AND","test":[{"relation":"AND","test":[{"operator":"==","value":"Yes","fieldKey":"yn_nonexempt_offer_pvt_static"}]}]}],"description":"<p><span style=\"color: rgb(0, 102, 204);\">If Client gives employees \"1 week\" of PVT per year, then put \"40\"; if Client gives employees \"2 weeks\" of PVT per year, then put \"80,\" and so forth.<\/span><\/p>","fieldKey":"num_nonexempt_pvt_hours_static","label":"How many HOURS per year of PVT does your company want to offer its non-exempt employees?","options":"Upon Hire \n31st day \n91st day \n121st day \n181st day \nAfter 1 Year","type":"number","isActive":false},{"condition":[{"relation":"AND","test":[{"relation":"AND","test":[{"operator":"==","value":"Yes","fieldKey":"yn_nonexempt_pvt"}]}]}],"description":"<p><span style=\"color: rgb(0, 102, 204);\">Let Client know that the table must be filled in for an 8 year period of time. Anything longer than that can be addressed on the 8th year in an amendment.<\/span><\/p><p><span style=\"color: rgb(230, 0, 0);\">It's ok to include the same number for multiple years.<\/span><\/p>","fieldKey":"fg_c7jo2xkp4k","label":"Please complete the following table by filling in how many HOURS of PVT the non-exempt employees will be entitled to over time.","options":null,"type":"field_group","isActive":false},{"fieldKey":"pagebreak_f8eqgb1vxu","type":"pagebreak","label":null,"description":null,"options":null,"isActive":false,"condition":[]},{"condition":[{"relation":"AND","test":[{"relation":"AND","test":[{"fieldKey":"num_exempt_employees","operator":">=","value":"1"}]}]}],"description":"<p><span style=\"color: rgb(0, 102, 204);\">California\u2019s sick leave law requires employers to provide all employees with a minimum of 24 hours of sick leave per year, and it requires employers to permit employees to accrue up to 48 hours of sick leave, which may be carried over into subsequent years. This 48 hour requirement exists to permit an employee who gets sick at the beginning of the year to take paid sick leave without having to worry about having to accrue it again. <\/span><\/p><p><span style=\"color: rgb(0, 102, 204);\">Client can choose to offer more than the minimum required under the law, but not less. <\/span><\/p><p><span style=\"color: rgb(230, 0, 0);\">Some cities in California, however, have passed laws requiring employers to provide employees with more sick leave than is required under the State's law. So, make sure you determine what CITY IN CALIFORNIA Client operates in because some cities require employers to offer more than the State's minimum of 24 hours.<\/span><\/p><p><span style=\"color: rgb(0, 102, 204);\">Employers located in <\/span><strong style=\"color: rgb(0, 102, 204);\">Los Angeles<\/strong><span style=\"color: rgb(0, 102, 204);\"> must provide employees with a minimum of <\/span><strong style=\"color: rgb(0, 102, 204);\">48 hours<\/strong><span style=\"color: rgb(0, 102, 204);\"> of paid sick leave per year (with an accrual minimum of <\/span><u style=\"color: rgb(0, 102, 204);\">72 hours<\/u><span style=\"color: rgb(0, 102, 204);\">).<\/span><\/p><p><span style=\"color: rgb(0, 102, 204);\">Employers located in <\/span><strong style=\"color: rgb(0, 102, 204);\">San Diego<\/strong><span style=\"color: rgb(0, 102, 204);\"> must provide employees with a minimum of <\/span><strong style=\"color: rgb(0, 102, 204);\">40 hours<\/strong><span style=\"color: rgb(0, 102, 204);\"> of paid sick leave per year (with an accrual minimum of <\/span><u style=\"color: rgb(0, 102, 204);\">80 hours<\/u><span style=\"color: rgb(0, 102, 204);\">).<\/span><\/p><p><span style=\"color: rgb(0, 102, 204);\">Employers located in <\/span><strong style=\"color: rgb(0, 102, 204);\">Santa Monica<\/strong><span style=\"color: rgb(0, 102, 204);\"> must provide employees with a minimum of <\/span><strong style=\"color: rgb(0, 102, 204);\">40 hours<\/strong><span style=\"color: rgb(0, 102, 204);\"> of sick leave per year if the company has <\/span><em style=\"color: rgb(0, 102, 204);\"><u>25 or fewer employees<\/u><\/em><span style=\"color: rgb(0, 102, 204);\"> (with an accrual minimum of <\/span><u style=\"color: rgb(0, 102, 204);\">40 hours<\/u><span style=\"color: rgb(0, 102, 204);\">) or <\/span><strong style=\"color: rgb(0, 102, 204);\">72 hours<\/strong><span style=\"color: rgb(0, 102, 204);\"> of sick leave per year if the company has <\/span><em style=\"color: rgb(0, 102, 204);\"><u>26 or more employees<\/u><\/em><span style=\"color: rgb(0, 102, 204);\"> (with an accrual minimum <\/span><u style=\"color: rgb(0, 102, 204);\">48 hours<\/u><span style=\"color: rgb(0, 102, 204);\">). <\/span><\/p><p><span style=\"color: rgb(0, 102, 204);\">The laws in <\/span><strong style=\"color: rgb(0, 102, 204);\">Berkeley, Emeryville, Oakland<\/strong><span style=\"color: rgb(0, 102, 204);\">, and <\/span><strong style=\"color: rgb(0, 102, 204);\">San Francisco <\/strong><span style=\"color: rgb(0, 102, 204);\">also differ from state law, so if Client is in any of those cities, you need to research the law for that City and then make sure the Handbook reflects that City's minimum. <\/span><\/p><p><span style=\"color: rgb(0, 102, 204);\">Finally, remind Client that we've assumed that Client will be offering the same amount of sick leave to your exempt and non-exempt employees. If Client is interested in providing exempt and non-exempt employees a different number of sick leave hours per year, please take notes on how Client wants to do things, and then notify MBK so he can make the adjustment. <\/span><\/p><p><strong style=\"color: rgb(0, 102, 204);\">Last thing. Just because employees are permitted to accrue 72 or 80 hours of sick leave does NOT mean that they're allowed to USE that much. They can accrue up to those caps, but they can only USE the amount that their jurisdictions force the employer to provide.<\/strong><\/p>","fieldKey":"num_exempt_hours_paid_sick_leave","label":"How many hours of paid sick leave does your company want to offer exempt employees?","options":null,"type":"number","isActive":false},{"condition":[],"fieldKey":"pagebreak_oa3r6stcvo_copy","label":"null (copy)","type":"pagebreak","isActive":false,"description":null,"options":null},{"condition":[{"relation":"AND","test":[{"relation":"AND","test":[{"fieldKey":"num_exempt_employees","operator":">=","value":"1"}]}]}],"description":"<p><span style=\"color: rgb(0, 102, 204);\">While we can create a special provision in the Handbook that will permit Client to have employees accrue their sick leave over time (at the State's minimum of 1 hour for every 30 hours worked), you should try to convince Client to agree to the frontloading system.<\/span><\/p><p><span style=\"color: rgb(0, 102, 204);\">The front loading system gives every employee their total number of sick leave hours for the year every January 1 (or on their first day of work). That way, there's no accrual from year to year, and it's easier to keep track of for payroll purposes (b\/c the tally of sick hours taken to sick hours left has to appear on all pay stubs).<\/span> <\/p><p><span style=\"color: rgb(0, 102, 204);\">And since there's no requirement to pay out unused sick leave upon an employee's departure from the Company, there's no down side.<\/span><\/p>","fieldKey":"yn_exempt_sick_leave_frontload","label":"Would you like to frontload your exempt employees' sick leave instead of having them accrue it over time?","options":null,"type":"yesno","isActive":false},{"condition":[{"relation":"AND","test":[{"relation":"AND","test":[{"fieldKey":"yn_exempt_sick_leave_frontload","operator":"==","value":"No"}]}]}],"description":null,"fieldKey":"num_exempt_hours_paid_sick_leave_cap","label":"KUSHNER CARLSON SELECTS THE APPROPRIATE CAP HERE.","options":"48\n72","type":"number","isActive":false},{"condition":[{"relation":"AND","test":[{"relation":"AND","test":[{"fieldKey":"num_nonexempt_employees","operator":">=","value":"1"}]}]}],"description":"<p><span style=\"color: rgb(0, 102, 204);\">California\u2019s sick leave law requires employers to provide all employees with a minimum of 24 hours of sick leave per year, and it requires employers to permit employees to accrue up to 48 hours of sick leave, which may be carried over into subsequent years. This 48 hour requirement exists to permit an employee who gets sick at the beginning of the year to take paid sick leave without having to worry about having to accrue it again. <\/span><\/p><p><span style=\"color: rgb(0, 102, 204);\">Client can choose to offer more than the minimum required under the law, but not less. <\/span><\/p><p><span style=\"color: rgb(230, 0, 0);\">Some cities in California, however, have passed laws requiring employers to provide employees with more sick leave than is required under the State's law. So, make sure you determine what CITY IN CALIFORNIA Client operates in because some cities require employers to offer more than the State's minimum of 24 hours.<\/span><\/p><p><span style=\"color: rgb(0, 102, 204);\">Employers located in <\/span><strong style=\"color: rgb(0, 102, 204);\">Los Angeles<\/strong><span style=\"color: rgb(0, 102, 204);\"> must provide employees with a minimum of <\/span><strong style=\"color: rgb(0, 102, 204);\">48 hours<\/strong><span style=\"color: rgb(0, 102, 204);\"> of paid sick leave per year (with an accrual minimum of <\/span><u style=\"color: rgb(0, 102, 204);\">72 hours<\/u><span style=\"color: rgb(0, 102, 204);\">).<\/span><\/p><p><span style=\"color: rgb(0, 102, 204);\">Employers located in <\/span><strong style=\"color: rgb(0, 102, 204);\">San Diego<\/strong><span style=\"color: rgb(0, 102, 204);\"> must provide employees with a minimum of <\/span><strong style=\"color: rgb(0, 102, 204);\">40 hours<\/strong><span style=\"color: rgb(0, 102, 204);\"> of paid sick leave per year (with an accrual minimum of <\/span><u style=\"color: rgb(0, 102, 204);\">80 hours<\/u><span style=\"color: rgb(0, 102, 204);\">).<\/span><\/p><p><span style=\"color: rgb(0, 102, 204);\">Employers located in <\/span><strong style=\"color: rgb(0, 102, 204);\">Santa Monica<\/strong><span style=\"color: rgb(0, 102, 204);\"> must provide employees with a minimum of <\/span><strong style=\"color: rgb(0, 102, 204);\">40 hours<\/strong><span style=\"color: rgb(0, 102, 204);\"> of sick leave per year if the company has <\/span><em style=\"color: rgb(0, 102, 204);\"><u>25 or fewer employees<\/u><\/em><span style=\"color: rgb(0, 102, 204);\"> (with an accrual minimum of <\/span><u style=\"color: rgb(0, 102, 204);\">40 hours<\/u><span style=\"color: rgb(0, 102, 204);\">) or <\/span><strong style=\"color: rgb(0, 102, 204);\">72 hours<\/strong><span style=\"color: rgb(0, 102, 204);\"> of sick leave per year if the company has <\/span><em style=\"color: rgb(0, 102, 204);\"><u>26 or more employees<\/u><\/em><span style=\"color: rgb(0, 102, 204);\"> (with an accrual minimum <\/span><u style=\"color: rgb(0, 102, 204);\">48 hours<\/u><span style=\"color: rgb(0, 102, 204);\">). <\/span><\/p><p><span style=\"color: rgb(0, 102, 204);\">The laws in <\/span><strong style=\"color: rgb(0, 102, 204);\">Berkeley, Emeryville, Oakland<\/strong><span style=\"color: rgb(0, 102, 204);\">, and <\/span><strong style=\"color: rgb(0, 102, 204);\">San Francisco <\/strong><span style=\"color: rgb(0, 102, 204);\">also differ from state law, so if Client is in any of those cities, you need to research the law for that City and then make sure the Handbook reflects that City's minimum.  <\/span><\/p><p><span style=\"color: rgb(0, 102, 204);\">Finally, remind Client that we've assumed that Client will be offering the same amount of sick leave to your exempt and non-exempt employees. If Client is interested in providing exempt and non-exempt employees a different number of sick leave hours per year, please take notes on how Client wants to do things, and then notify MBK so he can make the adjustment. <\/span><\/p><p><strong style=\"color: rgb(0, 102, 204);\">Last thing. Just because employees are permitted to accrue 72 or 80 hours of sick leave does NOT mean that they're allowed to USE that much. They can accrue up to those caps, but they can only USE the amount that their jurisdictions force the employer to provide.<\/strong><\/p>","fieldKey":"num_nonexempt_hours_paid_sick_leave","label":"How many hours of paid sick leave does your company want to offer non-exempt employees?","options":null,"type":"number","isActive":false},{"fieldKey":"pagebreak_oa3r6stcvo","type":"pagebreak","label":null,"description":null,"options":null,"isActive":false,"condition":[]},{"condition":[{"relation":"AND","test":[{"relation":"AND","test":[{"fieldKey":"num_nonexempt_employees","operator":">=","value":"1"}]}]}],"description":"<p><span style=\"color: rgb(0, 102, 204);\">While we can create a special provision in the Handbook that will permit Client to have employees accrue their sick leave over time (at the State's minimum of 1 hour for every 30 hours worked), you should try to convince Client to agree to the frontloading system.<\/span><\/p><p><span style=\"color: rgb(0, 102, 204);\">The front loading system gives every employee their total number of sick leave hours for the year every January 1 (or on their first day of work). That way, there's no accrual from year to year, and it's easier to keep track of for payroll purposes (b\/c the tally of sick hours taken to sick hours left has to appear on all pay stubs).<\/span> <\/p><p><span style=\"color: rgb(0, 102, 204);\">And since there's no requirement to pay out unused sick leave upon an employee's departure from the Company, there's no down side.<\/span><\/p>","fieldKey":"yn_nonexempt_sick_leave_frontload","label":"Would you like to frontload your non-exempt employees' sick leave instead of having them accrue it over time?","options":null,"type":"yesno","isActive":false},{"condition":[{"relation":"AND","test":[{"relation":"AND","test":[{"fieldKey":"yn_nonexempt_sick_leave_frontload","operator":"==","value":"No"}]}]}],"description":null,"fieldKey":"num_nonexempt_hours_paid_sick_leave_cap","label":"KUSHNER CARLSON SELECTS THE APPROPRIATE CAP HERE.","options":"48\n72","type":"number","isActive":false},{"condition":[],"description":null,"fieldKey":"pagebreak_oa3r6stcvo_copy_copy","label":"null (copy) (copy)","options":null,"type":"pagebreak","isActive":false},{"condition":[{"relation":"AND","test":[{"relation":"AND","test":[{"fieldKey":"num_exempt_employees","operator":">=","value":"1"}]}]}],"description":"<p>If an employee fails to show up for work for 5 days, it's better if they are treated as if they resigned because then you may not have to pay unemployment. In those cases, you'd simply mail a final check and be done with the employee.<\/p>","fieldKey":"yn_exempt_autoresignation","label":"If an exempt employee fails to show up for 5 consecutive work shifts\/days, do you want the option of accepting his\/her automatic resignation?","options":null,"type":"yesno","isActive":false},{"condition":[{"relation":"AND","test":[{"relation":"AND","test":[{"fieldKey":"num_nonexempt_employees","operator":">=","value":"1"}]}]}],"description":"<p><span style=\"color: rgb(0, 102, 204);\">If an employee fails to show up for work for 5 days, it's better if they are treated as if they resigned because then you may not have to pay unemployment. In those cases, you'd simply mail a final check and be done with the employee.<\/span><\/p>","fieldKey":"yn_nonexempt_autoresignation","label":"If an non-exempt employee fails to show up for 5 consecutive work shifts\/days, do you want the option of accepting his\/her automatic resignation?","options":null,"type":"yesno","isActive":false},{"condition":[],"description":null,"fieldKey":"pagebreak_oa3r6stcvo_copy_copy_copy","label":"null (copy) (copy) (copy)","options":null,"type":"pagebreak","isActive":false},{"condition":[],"description":"<p><span style=\"color: rgb(0, 102, 204);\">A company's Confidential Information includes not just trade secrets (as that term is defined by Civil Code \u00a7 3426.1), but any information that Client's company considers valuable and which is not known to the public. <\/span><\/p><p><span style=\"color: rgb(0, 102, 204);\">But that definition can be very industry specific. What may constitute Confidential Information in one industry may not be so confidential in another. For example, if Client's company sells its products to hospitals, the contact information for the hospitals wouldn't rise to the level of \"confidential\" because anyone can get a list of all hospitals in a given geographic area by searching Google. <\/span><\/p><p><span style=\"color: rgb(0, 102, 204);\">However, what <\/span><em style=\"color: rgb(0, 102, 204);\"><u>would be confidential<\/u><\/em><span style=\"color: rgb(0, 102, 204);\"> would be the name(s) and contact information of the specific individuals at the hospital with purchasing authority (i.e., the gatekeepers), which might have taken years of relationship building for Client to acquire.<\/span><\/p>","fieldKey":"check_confidentiality_define","label":"Your company's Confidential Information should include each of the following items:","options":"clients\/customers\ntechnical data\nknow-how\nnon-publicized research\nprofitable markets\nlines of distribution\npricing and pricing models\nsoftware\ndevelopments, inventions, processes, and formulas\nproprietary technology\ndesigns\ncompilations of information\nideas\nalgorithms\nfinancial data\nrelationships between the Company's owners, shareholders, directors, or managers","type":"checkboxes","isActive":false},{"condition":[],"description":"<p><span style=\"color: rgb(0, 102, 204);\">In some industries, such as retail (e.g., Nordstrom), it is perfectly normal for an employer to have a random search policy in place because it helps reduce instances of employee theft.<\/span><\/p><p><span style=\"color: rgb(0, 102, 204);\">In other industries, however, especially those involving professional services (e.g., law, accounting, and other office type jobs), such a policy might be offensive.<\/span><\/p>","fieldKey":"yn_inspect_bags","label":"Does your company want to reserve the right to inspect employees\u2019 bags upon arriving or departing from work?","options":null,"type":"yesno","isActive":false},{"condition":[],"description":null,"fieldKey":"pagebreak_oa3r6stcvo_copy_copy_copy_copy_copy","label":"null (copy) (copy) (copy) (copy) (copy)","options":null,"type":"pagebreak","isActive":false},{"condition":[],"description":"<p><strong style=\"color: rgb(0, 102, 204);\">Let Client know that the Handbooks already addresses, in a general fashion, the need to use common sense in keeping the workplace safe.<\/strong><\/p><p><span style=\"color: rgb(0, 102, 204);\">However, if Client responds \"Yes\" to this question, then depending upon how Client answers the next few questions, the Handbooks could include additional, more specific, provisions relating to wearing safety gear (e.g., if Client runs a lab or employees must use dangerous tools or equipment), etc., lifting heavy weights, or obtaining training on use of equipment\/tools.<\/span><\/p>","fieldKey":"yn_health_procedures","label":"Are there any specialized health and safety procedures that you want included in the Handbook?","options":null,"type":"yesno","isActive":false},{"condition":[{"relation":"AND","test":[{"relation":"AND","test":[{"fieldKey":"yn_health_procedures","operator":"==","value":"Yes"}]}]}],"description":"<p><span style=\"color: rgb(0, 102, 204);\">If Client responds \"Yes\" to this question, then the Handbooks will include a provision requiring employees who have to use mechanical devices, machinery, tools, or equipment with sharp, spinning, or heavy parts to wear appropriate safety gear while using such items (e.g., ear plugs, eye protection, gloves, etc.).<\/span><\/p>","fieldKey":"yn_health_procedures_safety_gear","label":"Do you want to include a provision that requires employees to use appropriate safety gear?","options":null,"type":"yesno","isActive":false},{"condition":[{"relation":"AND","test":[{"relation":"AND","test":[{"fieldKey":"yn_health_procedures","operator":"==","value":"Yes"}]}]}],"description":"<p><span style=\"color: rgb(0, 102, 204);\">If Client responds \"Yes\" to this question, then the Handbooks will include a provision that requires employees to wear a back brace when lifting between 25-49 lbs, and to obtain the help of another person when lifting over 50 lbs.<\/span><\/p>","fieldKey":"yn_health_procedures_lifting","label":"Do you want to include a provision that requires employees to wear a back brace when lifting between 25-49 lbs, and to obtain the help of a second person when lifting more than 50 lbs?","options":null,"type":"yesno","isActive":false},{"condition":[],"description":null,"fieldKey":"pagebreak_oa3r6stcvo_copy_copy_copy_copy_copy_copy","label":"null (copy) (copy) (copy) (copy) (copy) (copy)","options":null,"type":"pagebreak","isActive":false},{"condition":[{"relation":"AND","test":[{"relation":"AND","test":[{"fieldKey":"yn_health_procedures","operator":"==","value":"Yes"}]}]}],"description":"<p><span style=\"color: rgb(0, 102, 204);\">If Client responds \"Yes\" to this question, then the Handbooks will include a provision requiring employees who have to use mechanical devices, machinery, tools, or equipment with sharp, spinning, or heavy parts to wear appropriate safety gear while using such items (e.g., ear plugs, eye protection, gloves, etc.).<\/span><\/p>","fieldKey":"yn_health_procedures_training","label":"Do you want to include a provision that requires employee to obtain special training on any equipment or tools that they will be using to perform their job duties?","options":null,"type":"yesno","isActive":false},{"condition":[{"relation":"AND","test":[{"relation":"AND","test":[{"operator":"==","value":"Yes","fieldKey":"yn_health_procedures"}]}]}],"description":"<p><span style=\"color: rgb(0, 102, 204);\">Some of our Clients are governed by strict safety procedures (i.e., OSHA). For example, the Firm represents some laboratories that must have procedures in place for flushing caustic chemicals out of the eyes, treating burns, exposure to hazardous waste, etc. <\/span><\/p><p><span style=\"color: rgb(0, 102, 204);\">in the event that Client's company has a need for a more robust health &amp; safety section (e.g., if Client is a laboratory, chemical company, machine shop, etc., or Client has to abide by certain OSHA regulations), this is where Client will provide us with the facts\/wording Client may want to include in the Handbooks. <\/span><\/p>","fieldKey":"yn_health_procedures_description","label":"Does the law require your company to provide employees with more robust health & safety procedures than those described above?","options":null,"type":"yesno","isActive":false},{"condition":[{"relation":"AND","test":[{"relation":"AND","test":[{"operator":"==","value":"Yes","fieldKey":"yn_health_procedures_description"}]}]}],"description":"<p><strong style=\"color: rgb(0, 102, 204);\">If Client wants us to write the specific procedures, then take careful notes in the text box below and then see MBK, who will then draft the provision.<\/strong><\/p><p><strong style=\"color: rgb(0, 102, 204);\">If, however, Client wants us to simply attach various previously drafted procedures, then write the word \"attachment\" in the text box below and inform MBK.<\/strong><\/p>","fieldKey":"textarea_health_procedures_description","label":"Please either describe the health procedures you want included in the Handbooks, or indicate that you'll be providing separate pages for us to include as an additional exhibit to the Handbooks:","options":null,"type":"textarea","isActive":false},{"condition":[],"description":null,"fieldKey":"pagebreak_oa3r6stcvo_copy_copy_copy_copy","label":"null (copy) (copy) (copy) (copy)","options":null,"type":"pagebreak","isActive":false},{"condition":[],"description":"<p><span style=\"color: rgb(0, 102, 204);\">To be clear, this question is aimed at finding out whether or not employees are permitted to use their company computers, cell phones, or whatever for personal things even if they limit such activities to their own time (e.g., after work or during breaks). Thus, an employee on a break could use his\/her computer to purchase airline tickets for an upcoming vacation.<\/span><\/p><p><span style=\"color: rgb(230, 0, 0);\"><span class=\"ql-cursor\">\ufeff\ufeff\ufeff\ufeff<\/span>Most employers respond \u201cYes\u201d to this question<\/span><span style=\"color: rgb(0, 102, 204);\">, preferring to permit an employee to use such equipment while not on the clock.<\/span><\/p><p><span style=\"color: rgb(0, 102, 204);\">If you respond \u201cNo,\u201d however, employees will still be permitted to use the company\u2019s Wi-Fi. There's really no way to legitimately prevent that. But, they will be required to use the Wi-Fi responsibly and in compliance with the law.<\/span><\/p>","fieldKey":"yn_personal_use","label":"Does your company want to allow employees to use the company\u2019s computers, ISP, servers, email hosts, or other electronic devices for personal purposes while on the their own time (e.g., when they\u2019re off the clock or during a break)?","options":null,"type":"yesno","isActive":false},{"condition":[],"description":"<p><span style=\"color: rgb(0, 102, 204);\">If Client responds \"Yes\" to this question <\/span><span style=\"color: rgb(153, 51, 255);\">(and you should encourage Client to do so)<\/span><span style=\"color: rgb(0, 102, 204);\">, the Handbooks will include more robust safety protocols to better secure Client's confidential data. For example, some of these enhancements include things like requiring:(i) all devices accessing Client's company information to use certain security software; (ii) employees who use personal devices on company business to comply with the company's configuration requirements (e.g., using a VPN, logging into a secure serve, etc.); or (iii) prohibiting employees from using devices as personal mobile hotspots, etc.<\/span><\/p><p><span style=\"color: rgb(0, 102, 204);\">Companies that receive\/store personal customer information (e.g., social security numbers, credit card numbers, consumer records, etc.) would want this type of policy in place.<\/span><\/p><p><span style=\"color: rgb(230, 0, 0);\">You should encourage Client to respond \"Yes\" to this question.<\/span><\/p>","fieldKey":"yn_emp_enhanced_security","label":"Do you want to impose enhanced security requirements regarding employees\u2019 use of their own electronic devices and accounts, as well as when it comes to your company\u2019s computers, ISP, servers, email hosts, and other electronic devices?","options":null,"type":"yesno","isActive":false},{"condition":[],"description":"<p><span style=\"color: rgb(0, 102, 204);\">Remind Client that if the company even <\/span><em style=\"color: rgb(0, 102, 204);\">anticipates<\/em><span style=\"color: rgb(0, 102, 204);\"> that one or more of its employees might <\/span><em style=\"color: rgb(0, 102, 204);\"><u>someday<\/u><\/em><span style=\"color: rgb(0, 102, 204);\"> use social media (e.g., Facebook, Twitter, LinkedIn, Instagram, Snapchat, etc.) on the job, then they should respond \"Yes\" to this question.<\/span><\/p>","fieldKey":"yn_use_social_media","label":"Do your company\u2019s employees ever use social media as part of their job duties?","options":null,"type":"yesno","isActive":false},{"condition":[],"fieldKey":"pagebreak_kpowan32hh","label":null,"type":"pagebreak","isActive":false,"description":null,"options":null},{"condition":[],"description":"<p><span style=\"color: rgb(0, 102, 204);\">It is becoming more and more common for employers to install surveillance cameras in certain areas of the workplace. If Client wants the option of doing so, then answer \"Yes\" to this question.<\/span><\/p><p><span style=\"color: rgb(230, 0, 0);\">However, remind Client that California prohibits surveillance cameras in locations where a person has a reasonable expectation of privacy (e.g., bathrooms, dressing rooms, or while engaging in union activities\/meetings etc.).<\/span><\/p>","fieldKey":"yn_surveillance","label":"Do you intend to install any surveillance cameras in the workplace to monitor your employees?","options":null,"type":"yesno","isActive":false},{"condition":[],"description":null,"fieldKey":"pagebreak_kpowan32hh_copy","label":"null (copy)","options":null,"type":"pagebreak","isActive":false},{"condition":[{"relation":"AND","test":[{"relation":"AND","test":[{"fieldKey":"num_exempt_employees","operator":">=","value":"1"}]}]}],"description":"<p><span style=\"color: rgb(0, 102, 204);\">If Client responds \"Yes\" to this question, it means that there will be a follow-up question where Client will have a chance to select from a list of choices about what kind of attire employees need to wear.<\/span><\/p><p><span style=\"color: rgb(230, 0, 0);\">If Client responds \"No\" to this question<\/span><span style=\"color: rgb(0, 102, 204);\">, the Handbook will state only that employees must \"dress in manner consistent with their job duties\" and that they must dress professionally. Nothing more will be said.<\/span><\/p>","fieldKey":"yn_exempt_special_attire","label":"Does your company require its exempt employees to dress in a specifc manner?","options":null,"type":"yesno","isActive":false},{"condition":[{"relation":"AND","test":[{"relation":"AND","test":[{"fieldKey":"yn_exempt_special_attire","operator":"==","value":"Yes"}]}]}],"description":"<p><span style=\"color: rgb(0, 102, 204);\">Some businesses require specialized attire. For example, some companies require employees to wear company uniforms (think a restaurant, UPS, or a plumbing service), while others require employees to wear special clothing, such as lab coats, rubber-soled shoes, etc. Some employers require employees to wear business suits, while others are fine with casual clothing.<\/span><\/p><p class=\"ql-indent-1\"><strong style=\"color: rgb(0, 102, 204);\"><u>Casual (Men)<\/u><\/strong><span style=\"color: rgb(0, 102, 204);\">: Typically means t-shirts, button-down shirts, jeans, or khaki pants. Shoes could be loafers or sneakers. <\/span><span style=\"color: rgb(153, 51, 255);\">[ASK CLIENT if shorts and sandals are ok. If so, add directly to Handbook (or ask MBK for help).]<\/span><\/p><p class=\"ql-indent-1\"><strong style=\"color: rgb(0, 102, 204);\"><u>Casual (Women)<\/u><\/strong><span style=\"color: rgb(0, 102, 204);\">: Typically means t-shirts, blouses, jeans, or cropped pants. Shoes could be sneakers or low heels. <\/span><span style=\"color: rgb(153, 51, 255);\">[ASK CLIENT if shorts and sandals are ok. If so, add directly to Handbook (or ask MBK for help).]<\/span><\/p><p class=\"ql-indent-1\"><strong style=\"color: rgb(0, 102, 204);\"><u>Business Casual (Men)<\/u><\/strong><span style=\"color: rgb(0, 102, 204);\">: Typically means trousers, slacks, khakis, button down shirts, polos, or sport coats. Jackets (not matching suits) and ties can be used to accessorize. Shoes might be loafers, lifestyle shoes (i.e., canvas or leather), oxfords, or boots.<\/span><\/p><p class=\"ql-indent-1\"><strong style=\"color: rgb(0, 102, 204);\"><u>Business Casual (Women)<\/u><\/strong><span style=\"color: rgb(0, 102, 204);\">: Typically means pencil skirts, blouses, button-down shirts, trousers, khakis, blazers, or sweaters. They can accessorize with belts or jewelry. Shoes must be close toed and might include flats, loafers, mules, boots, or heels.<\/span><\/p><p class=\"ql-indent-1\"><strong style=\"color: rgb(0, 102, 204);\"><u>Business Professional (Men)<\/u><\/strong><span style=\"color: rgb(0, 102, 204);\">: Typically means a matching suit (slacks and jacket are sold together), usually dark\/conservative, button down shirt, belt, and matching tie. Shoes are close toed oxford or loafer.<\/span><\/p><p class=\"ql-indent-1\"><strong style=\"color: rgb(0, 102, 204);\"><u>Business Professional (Women)<\/u><\/strong><span style=\"color: rgb(0, 102, 204);\">: Typically means tidy dresses, skirts, or slacks. Tops should be neat and button down, or blouses with a blazer. Shoes must be close toed anare classic heels (no higher than 3\"), loafers, or tidy flats.<\/span><\/p><p class=\"ql-indent-1\"><strong style=\"color: rgb(0, 102, 204);\"><u>Uniform<\/u><\/strong><span style=\"color: rgb(0, 102, 204);\">: Think UPS (brown outfit), Disneyland, McDonald's, or Mike Diamond Plumbing. Company has these specially made and they identify employees with that particular company.<\/span><\/p><p class=\"ql-indent-1\"><strong style=\"color: rgb(0, 102, 204);\"><u>Company Specific Dress Code<\/u><\/strong><span style=\"color: rgb(0, 102, 204);\">: This is where the company might require employees to dress a specific way, but it's not a uniform. For example, a restaurant might require waiters to wear all black. Employees could wear dockers, black jeans, or black pants from Old Navy. That sort of thing.<\/span><\/p>","fieldKey":"radio_exempt_attire_type","label":"Which of these best describes how your company expects its exempt employees to dress?","options":"Casual\nBusiness Casual\nBusiness Professional\nUniform\nCompany Specific Dress Code","type":"radio","isActive":false},{"condition":[{"relation":"AND","test":[{"relation":"AND","test":[{"fieldKey":"radio_exempt_attire_type","operator":"==","value":"Uniform"}]}]}],"description":"<p><span style=\"color: rgb(0, 102, 204);\">Some businesses require employees to wear specialized uniforms that they also require their employees to pay for. UPS does that. The employees actually pay for their brown uniforms.<\/span><\/p><p><span style=\"color: rgb(0, 102, 204);\">Other businesses require uniforms, but they supply them to the employees. McDonald's, Disneyland, and Mike Diamond Plumbing are examples.<\/span><\/p><p><span style=\"color: rgb(230, 0, 0);\">Remind Client that a requirement that employees dress a certain way, or in a certain color, are NOT examples of uniforms.<\/span><\/p>","fieldKey":"yn_exempt_special_attire_uniform","label":"Is the Company going to be providing the uniform to the employees (as opposed to making the employees pay for them on their own)?","options":null,"type":"yesno","isActive":false},{"condition":[{"relation":"AND","test":[{"relation":"AND","test":[{"fieldKey":"radio_exempt_attire_type","operator":"==","value":"Company Specific Dress Code"}]}]}],"description":"<p><span style=\"color: rgb(230, 0, 0);\">Make sure that whatever you type will work grammatically in the Handbook because what you type will appear exactly the same in the Handbook. <\/span><\/p><p><span style=\"color: rgb(0, 102, 204);\">Some businesses require employees to dress a certain way, but not wear a uniform. For example, some nice restaurants require waiters to dress in all black (i.e., black button down shirt, black pants, black socks, and black shoes).<\/span><\/p><p><span style=\"color: rgb(0, 102, 204);\">Have Client describe the \"Company Specific Dress Code.\" Remember to separate men from women if there's a difference. <\/span><\/p><p><span style=\"color: rgb(230, 0, 0);\">If you're uncertain how to write this, take detailed notes and then see MBK.<\/span><\/p>","fieldKey":"textarea_exempt_special_attire_dress-code","label":"Please describe the dress code your exempt employees must adhere to.","options":null,"type":"textarea","isActive":false},{"condition":[],"description":null,"fieldKey":"pagebreak_kpowan32hh_copy","label":"null (copy)","options":null,"type":"pagebreak","isActive":false},{"condition":[{"relation":"AND","test":[{"relation":"AND","test":[{"fieldKey":"num_nonexempt_employees","operator":">=","value":"1"}]}]}],"description":"<p><span style=\"color: rgb(0, 102, 204);\">If Client responds \"Yes\" to this question, it means that there will be a follow-up question where Client will have a chance to select from a list of choices about what kind of attire employees need to wear.<\/span><\/p><p><span style=\"color: rgb(230, 0, 0);\">If Client responds \"No\" to this question<\/span><span style=\"color: rgb(0, 102, 204);\">, the Handbook will state only that employees must \"dress in manner consistent with their job duties\" and that they must dress professionally. Nothing more will be said.<\/span><\/p>","fieldKey":"yn_nonexempt_special_attire","label":"Does your company require its non-exempt employees to dress in a specifc manner?","options":null,"type":"yesno","isActive":false},{"condition":[{"relation":"AND","test":[{"relation":"AND","test":[{"fieldKey":"yn_nonexempt_special_attire","operator":"==","value":"Yes"}]}]}],"description":"<p><span style=\"color: rgb(0, 102, 204);\">Some businesses require specialized attire. For example, some companies require employees to wear company uniforms (think a restaurant, UPS, or a plumbing service), while others require employees to wear special clothing, such as lab coats, rubber-soled shoes, etc. Some employers require employees to wear business suits, while others are fine with casual clothing.<\/span><\/p><p class=\"ql-indent-1\"><strong style=\"color: rgb(0, 102, 204);\"><u>Casual (Men)<\/u><\/strong><span style=\"color: rgb(0, 102, 204);\">: Typically means t-shirts, button-down shirts, jeans, or khaki pants. Shoes could be loafers or sneakers. <\/span><span style=\"color: rgb(153, 51, 255);\">[ASK CLIENT if shorts and sandals are ok. If so, add directly to Handbook (or ask MBK for help).]<\/span><\/p><p class=\"ql-indent-1\"><strong style=\"color: rgb(0, 102, 204);\"><u>Casual (Women)<\/u><\/strong><span style=\"color: rgb(0, 102, 204);\">: Typically means t-shirts, blouses, jeans, or cropped pants. Shoes could be sneakers or low heels. <\/span><span style=\"color: rgb(153, 51, 255);\">[ASK CLIENT if shorts and sandals are ok. If so, add directly to Handbook (or ask MBK for help).]<\/span><\/p><p class=\"ql-indent-1\"><strong style=\"color: rgb(0, 102, 204);\"><u>Business Casual (Men)<\/u><\/strong><span style=\"color: rgb(0, 102, 204);\">: Typically means trousers, slacks, khakis, button down shirts, polos, or sport coats. Jackets (not matching suits) and ties can be used to accessorize. Shoes might be loafers, lifestyle shoes (i.e., canvas or leather), oxfords, or boots.<\/span><\/p><p class=\"ql-indent-1\"><strong style=\"color: rgb(0, 102, 204);\"><u>Business Casual (Women)<\/u><\/strong><span style=\"color: rgb(0, 102, 204);\">: Typically means pencil skirts, blouses, button-down shirts, trousers, khakis, blazers, or sweaters. They can accessorize with belts or jewelry. Shoes must be close toed and might include flats, loafers, mules, boots, or heels.<\/span><\/p><p class=\"ql-indent-1\"><strong style=\"color: rgb(0, 102, 204);\"><u>Business Professional (Men)<\/u><\/strong><span style=\"color: rgb(0, 102, 204);\">: Typically means a matching suit (slacks and jacket are sold together), usually dark\/conservative, button down shirt, belt, and matching tie. Shoes are close toed oxford or loafer.<\/span><\/p><p class=\"ql-indent-1\"><strong style=\"color: rgb(0, 102, 204);\"><u>Business Professional (Women)<\/u><\/strong><span style=\"color: rgb(0, 102, 204);\">: Typically means tidy dresses, skirts, or slacks. Tops should be neat and button down, or blouses with a blazer. Shoes must be close toed anare classic heels (no higher than 3\"), loafers, or tidy flats.<\/span><\/p><p class=\"ql-indent-1\"><strong style=\"color: rgb(0, 102, 204);\"><u>Uniform<\/u><\/strong><span style=\"color: rgb(0, 102, 204);\">: Think UPS (brown outfit), Disneyland, McDonald's, or Mike Diamond Plumbing. Company has these specially made and they identify employees with that particular company.<\/span><\/p><p class=\"ql-indent-1\"><strong style=\"color: rgb(0, 102, 204);\"><u>Company Specific Dress Code<\/u><\/strong><span style=\"color: rgb(0, 102, 204);\">: This is where the company might require employees to dress a specific way, but it's not a uniform. For example, a restaurant might require waiters to wear all black. Employees could wear dockers, black jeans, or black pants from Old Navy. That sort of thing.<\/span><\/p>","fieldKey":"radio_nonexempt_attire_type","label":"Which of these best describes how your company expects its non-exempt employees to dress?","options":"Casual\nBusiness Casual\nBusiness Professional\nUniform\nCompany Specific Dress Code","type":"radio","isActive":false},{"condition":[{"relation":"AND","test":[{"relation":"AND","test":[{"fieldKey":"radio_nonexempt_attire_type","operator":"==","value":"Uniform"}]}]}],"description":"<p><span style=\"color: rgb(0, 102, 204);\">Some businesses require employees to wear specialized uniforms that they also require their employees to pay for. UPS does that. The employees actually pay for their brown uniforms.<\/span><\/p><p><span style=\"color: rgb(0, 102, 204);\">Other businesses require uniforms, but they supply them to the employees. McDonald's, Disneyland, and Mike Diamond Plumbing are examples.<\/span><\/p><p><span style=\"color: rgb(230, 0, 0);\">Remind Client that a requirement that employees dress a certain way, or in a certain color, are NOT examples of uniforms.<\/span><\/p>","fieldKey":"yn_nonexempt_special_attire_uniform","label":"Is the Company going to be providing the uniform to the employees (as opposed to making the employees pay for them on their own)?","options":null,"type":"yesno","isActive":false},{"condition":[{"relation":"AND","test":[{"relation":"AND","test":[{"fieldKey":"radio_nonexempt_attire_type","operator":"==","value":"Company Specific Dress Code"}]}]}],"description":"<p><span style=\"color: rgb(230, 0, 0);\">Make sure that whatever you type will work grammatically in the Handbook because what you type will appear exactly the same in the Handbook. <\/span><\/p><p><span style=\"color: rgb(0, 102, 204);\">Some businesses require employees to dress a certain way, but not wear a uniform. For example, some nice restaurants require waiters to dress in all black (i.e., black button down shirt, black pants, black socks, and black shoes).<\/span><\/p><p><span style=\"color: rgb(0, 102, 204);\">Have Client describe the \"Company Specific Dress Code.\" Remember to separate men from women if there's a difference. <\/span><\/p><p><span style=\"color: rgb(230, 0, 0);\">If you're uncertain how to write this, take detailed notes and then see MBK.<\/span><\/p>","fieldKey":"textarea_nonexempt_special_attire_dress-code","label":"Please describe the dress code your non-exempt employees must adhere to.","options":null,"type":"textarea","isActive":false},{"condition":[],"description":null,"fieldKey":"pagebreak_kpowan32hh_copy_copy","label":"null (copy) (copy)","options":null,"type":"pagebreak","isActive":false},{"condition":[],"description":"<p><span style=\"color: rgb(0, 102, 204);\">While such a designee is more common in companies with multiple shifts (where supervisory employees who handle such human resources type issues might not be on duty), some companies nevertheless like to have 1 person in charge of these things because of the potential legal liability associated with such complaints.&nbsp;<\/span><\/p><p><span style=\"color: rgb(0, 102, 204);\">If you respond \u201cYes\u201d to this question, the person you name will need to be available via telephone\/email 24 hours per day, and will need to have more authority than a typical \u201cfront line\u201d supervisor. <\/span><\/p><p><span style=\"color: rgb(230, 0, 0);\">Keep in mind that this person may be the same person listed throughout the Handbook as the \"go to\" person for HR issues (which was one of the first questions asked in this Questionnaire).<\/span><\/p>","fieldKey":"yn_harassment_person","label":"Does your company wish to designate a specific individual responsible for receiving and addressing complaints by employees regarding harassment and\/or discrimination?","options":null,"type":"yesno","isActive":false},{"condition":[{"relation":"AND","test":[{"relation":"AND","test":[{"operator":"==","value":"Yes","fieldKey":"yn_harassment_person"}]}]}],"description":null,"fieldKey":"fg_harassment_person","label":"Please provide that individual\u2019s name and \u201cany time\u201d telephone number.","options":null,"type":"field_group","subfields":[{"fieldKey":"text_harassment_person","type":"text","label":null,"description":"Full Name","options":null,"isActive":false,"condition":[],"column_size":8,"classes":null},{"fieldKey":"text_harassment_person_phone","type":"text","label":null,"description":"Phone Number","options":null,"isActive":false,"condition":[],"column_size":4,"classes":null,"placeholder":"(XXX) XXX-XXXX","input_mask":"(000) 000-0000"}],"isActive":false},{"fieldKey":"pagebreak_mqizv534zi","type":"pagebreak","label":null,"description":null,"options":null,"isActive":false,"condition":[]},{"condition":[{"relation":"AND","test":[{"relation":"AND","test":[{"fieldKey":"num_exempt_employees","operator":">=","value":"1"},{"fieldKey":"yn_exempt_entertain_clients","operator":"==","value":"Yes"}]}]}],"description":"<p><span style=\"color: rgb(0, 102, 204);\">If your company\u2019s <\/span><span style=\"color: rgb(153, 51, 255);\">exempt<\/span><span style=\"color: rgb(0, 102, 204);\"> employees ever dine out with company clients\/customers and share a bottle of wine or other drinks, you\u2019ll respond \u201cYes\u201d to this question. <\/span><\/p>","fieldKey":"yn_exempt_drink_alcohol_with_clients","label":"Are your company's exempt employees ever permitted to drink alcohol while entertaining the company\u2019s clients\/customers?","options":null,"type":"yesno","isActive":false},{"condition":[{"relation":"AND","test":[{"relation":"AND","test":[{"fieldKey":"num_nonexempt_employees","operator":">=","value":"1"},{"fieldKey":"yn_nonexempt_entertain_clients","operator":"==","value":"Yes"}]}]}],"description":"<p><span style=\"color: rgb(0, 102, 204);\">If your company\u2019s <\/span><span style=\"color: rgb(153, 51, 255);\">non-exempt <\/span><span style=\"color: rgb(0, 102, 204);\">employees ever dine out with company clients\/customers and share a bottle of wine or other drinks, you\u2019ll respond \u201cYes\u201d to this question. <\/span><\/p>","fieldKey":"yn_nonexempt_drink_alcohol_with_clients","label":"Are your company's non-exempt employees ever permitted to drink alcohol while entertaining the company\u2019s clients\/customers?","options":null,"type":"yesno","isActive":false},{"condition":[],"description":"<p><span style=\"color: rgb(0, 102, 204);\">Basically, if the Client's company ever hosts any event, whether at the workplace or at a club, restaurant, or other public venue, where employees are permitted to drink alcohol, then the answer to this question should be \"Yes.\" <\/span><span style=\"color: rgb(230, 0, 0);\">ASK CLIENT IF HE\/SHE IS INTERESTED IN HEARING ABOUT THE POTENTIAL LIABILITY ASSOCIATED WITH PERMITTING EMPLOYEES TO DRINK ALCOHOL AT ANY COMPANY SPONSORED EVENT.<\/span><\/p><p><strong style=\"color: rgb(153, 51, 255);\">If Client responds \"Yes,\" then explain the following:<\/strong><\/p><p><em style=\"color: rgb(153, 51, 255);\">Purton v. Marriott <\/em><span style=\"color: rgb(153, 51, 255);\">(2013) 218 Cal. App.4th 499:&nbsp;In <\/span><em style=\"color: rgb(153, 51, 255);\">Purton v. Marriott<\/em><span style=\"color: rgb(153, 51, 255);\"> International, a San Diego Marriot held its annual holiday party for its employees, with management limiting the number of drink tickets to each employee and serving only beer and wine. Despite the drink tickets and the employer's logical efforts to ensure that no employee drank too much, one of the hotel\u2019s bartenders arrived with a flask filled with his own whiskey. When the whiskey had been consumed, a supervisor used hotel liquor to refill the flask, which was shared with other employees attending the party.<\/span><\/p><p><span style=\"color: rgb(153, 51, 255);\">Later, the employee with the flask drove to his own house with a co-worker.&nbsp;After arriving safely, he left 20 minutes later to drive the fellow employee home. During that trip, he struck another vehicle and killed the driver.<\/span><\/p><p><span style=\"color: rgb(153, 51, 255);\">The deceased\u2019s family sued Marriot under traditional employer\/employee agency theory.&nbsp;At the trial court level, the judge ruled that Marriot was NOT responsible because any responsibility ceased at the time the employee safely arrived home from the party.<\/span><\/p><p><span style=\"color: rgb(153, 51, 255);\">The appeals court reversed and sent the case back for trial.&nbsp;The appeals court \"reasoned\" that since companies benefit from social ties and work-related discussions that occur during company events, the companies should be held liable for the risks they create in order to gain those benefits.&nbsp;Moreover, the court held that when serving alcohol, the risks include any damage caused as a result of intoxication, and therefore the bartender\u2019s participation in the holiday party was within the scope of employment, especially since, in this case, company events were \u201ccustomary.\u201d<\/span><\/p>","fieldKey":"yn_drink_alcohol_events","label":"Are your company's employees ever provided, or permitted to drink, alcohol at any company sponsored events (e.g., holiday parties, birthday parties, company picnics, or other company celebrations, etc.)?","options":null,"type":"yesno","isActive":false},{"fieldKey":"pagebreak_c2r40ielfa","type":"pagebreak","label":null,"description":null,"options":null,"isActive":false,"condition":[]},{"condition":[],"description":"<p><span style=\"color: rgb(0, 102, 204);\">Many California private sector employers have elected to institute a drug testing program for job applicants and employees as part of an overall safety plan.&nbsp;Subject to specific protections and obedience to overarching public policies (e.g., privacy rights guaranteed by Article I, Section I of the California Constitution), and subject to prohibitions by certain cities (e.g., San Francisco), California law seems to permit employers to conduct such testing.&nbsp;<\/span><\/p><p><span style=\"color: rgb(0, 102, 204);\">However, for whatever reason, the laws relating to drug testing of employees for most private sector employers has not developed along statutory grounds, but rather through the courts. This is discussed more fully below.<\/span><\/p><p><span style=\"color: rgb(0, 102, 204);\">In any event, there are generally three instances when an employer may want to test employees for drug use:<\/span><\/p><ul><li class=\"ql-indent-1\"><strong style=\"color: rgb(0, 102, 204);\">Pre-Employment<\/strong><span style=\"color: rgb(0, 102, 204);\"> \u2014 Such preemployment testing of job applicants is the most broadly permissible as long as the job applicant is told about the drug testing requirement, the test is not overly intrusive, can be conducted in a fair way, and the results can be reasonably safeguarded to protect the applicant\u2019s privacy.&nbsp;<\/span><\/li><li class=\"ql-indent-1\"><strong style=\"color: rgb(0, 102, 204);\">Reasonable Suspicion \/ Post Incident<\/strong><span style=\"color: rgb(0, 102, 204);\"> \u2014 More strictly controlled, but often permissible following an incident (e.g., employee traffic or workplace accident under suspicious circumstances) or if evidence exists (e.g., supervisor\/manager witnesses altered behavior, physical signs of drug use, etc.).&nbsp;<\/span><\/li><li class=\"ql-indent-1\"><strong style=\"color: rgb(0, 102, 204);\">Random\/Periodic<\/strong><span style=\"color: rgb(0, 102, 204);\"> \u2014 The most tightly controlled.&nbsp;Typically not permitted except in certain industries (e.g., pilots, bus drivers, truckers\/haulers, etc.).&nbsp;In some cases, federal regulations govern the rules (e.g., regulations created by the Federal Motor Carrier Safety Administration).&nbsp;<\/span><\/li><\/ul><p><span style=\"color: rgb(0, 102, 204);\">The rules are different when it comes to unionized or public employees.&nbsp;The rules are also different when it comes to private employers who service government contracts or are awarded government grants, the latter two of which are governed by the California Drug Free Workplace Act of 1990 (California Government Code \u00a7 8355).&nbsp;But aside from those three types of employees (e.g., unionized, public, and those in the private sector working on government contracts), the California Drug Free Workplace Act of 1990 does not apply to most private employers in California, and thus, as was previously mentioned, it is through the courts in California that the rules for the vast majority of private employers in California were actually developed.<\/span><\/p><p><span style=\"color: rgb(0, 102, 204);\">When it comes to determining whether drug testing of most of California\u2019s private sector employees, California courts routinely conduct what they call a \u201cbalancing test\u201d \u2013 where the courts \u201cweigh\u201d the privacy rights of the applicants\/employees (and the intrusion in such privacy that a drug test involves) against the reasonable right of the employers to maintain safe and effective work environments.&nbsp;Courts engage in this \u201cweighing\u201d by looking at a variety of factors (e.g., the manner in which the test is administered, the type of test administered, the circumstances surrounding the basis for the testing, the setting in which the testing was conducted, etc.).&nbsp;<\/span><\/p><p><span style=\"color: rgb(0, 102, 204);\">Despite the fact that most of the law regarding drug testing of private sector applicants\/employees seems to be court created, there are a few statutory standards which come into play as well.&nbsp;For example, Labor Code section 222.5 requires employers who conduct drug testing of applicants\/employees to pay for such testing.&nbsp;Employers cannot pass such costs onto the applicants\/employees.&nbsp;Also, since employee privacy is protected under California law, employers need to be careful about violating such privacy rights in the face of possible criminal and\/or civil prosecution.&nbsp;(See Labor Code \u00a7\u00a7 432.7 and 432.8.)<\/span><\/p><p><span style=\"color: rgb(230, 0, 0);\">Given the lack of any bright line rules or statutory authority regarding the testing of job applicants\/employees, this Firm's customized Consent to Drug Testing Form goes as far as possible to address critical issues like:<\/span><strong style=\"color: rgb(230, 0, 0);\"> (i) <\/strong><span style=\"color: rgb(230, 0, 0);\">differentiating between preemployment, random\/periodic testing, and testing following an incident; <\/span><strong style=\"color: rgb(230, 0, 0);\">(ii)<\/strong><span style=\"color: rgb(230, 0, 0);\"> how testing is to be conducted (e.g., urine, blood, hair, and\/or saliva); <\/span><strong style=\"color: rgb(230, 0, 0);\">(iii)<\/strong><span style=\"color: rgb(230, 0, 0);\"> marijuana use and the California Compassionate Use Act of 1996 (Health &amp; Safety Code \u00a7 11362.5);<\/span><strong style=\"color: rgb(230, 0, 0);\"> (iv)<\/strong><span style=\"color: rgb(230, 0, 0);\"> use of a certified laboratory (and administration of testing by medical personnel); <\/span><strong style=\"color: rgb(230, 0, 0);\">(v)<\/strong><span style=\"color: rgb(230, 0, 0);\"> who will pay for the testing, and whether or not the employee will be paid for undergoing the testing; <\/span><strong style=\"color: rgb(230, 0, 0);\">(vi) <\/strong><span style=\"color: rgb(230, 0, 0);\">monitoring during the testing (e.g., if a urine test, whether someone will be watching the employee use the bathroom); and <\/span><strong style=\"color: rgb(230, 0, 0);\">(vii)<\/strong><span style=\"color: rgb(230, 0, 0);\"> authorization to share results with the company.<\/span><\/p>","fieldKey":"yn_drug_testing_applicants","label":"Does your company currently (or ever plan to) perform drug testing on people applying for employment with your company?","options":null,"type":"yesno","isActive":false},{"condition":[],"description":"<p><span style=\"color: rgb(0, 102, 204);\">As was explained in the \"help\" section on the prior question, random or periodic drug testing is subject to the closest judicial scrutiny.<\/span><\/p><p><span style=\"color: rgb(230, 0, 0);\">Consequently, <\/span><em style=\"color: rgb(230, 0, 0);\"><u>unless<\/u><\/em><span style=\"color: rgb(230, 0, 0);\"> Client's employees engage in services that clearly affect the public health (e.g., interstate truck driving, pilots, heavy equipment operators), or where drug testing is required by law\/regulation, then Client should respond \"No.\"<\/span><\/p>","fieldKey":"yn_drug_testing_random","label":"Does your company currently (or ever plan to) conduct random or periodic drug tests on its employees?","options":null,"type":"yesno","isActive":false},{"condition":[],"description":"<p><span style=\"color: rgb(0, 102, 204);\">In 1996, voters approved Proposition 215 - the California Compassionate Use Act of 1996 - granting individuals the right to use marijuana for medical purposes. Following that, the voters in California decided to make non-medical use of marijuana legal as well.<\/span><\/p><p><span style=\"color: rgb(0, 102, 204);\">However, marijuana possession and use, regardless of whether it's prescribed by a doctor or not, is still <\/span><strong style=\"color: rgb(0, 102, 204);\"><em><u>illegal<\/u><\/em><\/strong><span style=\"color: rgb(0, 102, 204);\"> under <\/span><strong style=\"color: rgb(0, 102, 204);\"><em><u>federal law<\/u><\/em><\/strong><span style=\"color: rgb(0, 102, 204);\">. Consequently, California courts have held that employers have the right to discipline, terminate, or refuse to hire employees or prospective employees who test positive for marijuana use, even in cases where such employees had a prescription from a doctor.<\/span>&nbsp;<\/p><p><span style=\"color: rgb(230, 0, 0);\">A \"Yes\" to this question, the company will ban the use of marijuana by its employees - even if the employees only use marijuana on their own time, and even if marijuana is prescribed to them by a doctor. <\/span><\/p><p><span style=\"color: rgb(230, 0, 0);\">A \"No\" response, on the other hand, will permit an employee who uses marijuana on his\/her own time to have the drug in their system and not run afoul of the company's anti-drug policies.<\/span><\/p>","fieldKey":"yn_prohibit_pot","label":"Does your company wish to prohibit employees from having marijuana in their systems (even if prescribed by a doctor)?","options":null,"type":"yesno","isActive":false},{"condition":[],"description":null,"fieldKey":"pagebreak_c2r40ielfa_copy","label":"null (copy)","options":null,"type":"pagebreak","isActive":false},{"condition":[],"description":"<p><span style=\"color: rgb(0, 102, 204);\">Explain to Client that the subject of background checks is extremely controversial in California because the State legislature is working as hard as possible to make it as difficult as possible for employers to conduct background checks on prospective (or existing) employees. In fact, some cities virtually ban it outright.<\/span><\/p><p><span style=\"color: rgb(0, 102, 204);\">For example, in January of 2017, Los Angeles passed a \"ban the box\" law that permits employers with 10 or more employees to seek the criminal history of a prospective employee and act upon such information (i.e., not hire the applicant) <\/span><em style=\"color: rgb(0, 102, 204);\">only<\/em><span style=\"color: rgb(0, 102, 204);\"> if the employer puts into writing an explanation of why the applicant\u2019s criminal history was effectively linked to the job duties the applicant would be fulfilling if hired.&nbsp;Also, employers in Los Angeles are barred from even asking about an applicant\u2019s criminal history on employment applications, permitting employers to seek such information <\/span><em style=\"color: rgb(0, 102, 204);\">only<\/em><span style=\"color: rgb(0, 102, 204);\"> after making a conditional offer of employment.&nbsp;<\/span><\/p><p><span style=\"color: rgb(0, 102, 204);\">Cities like San Francisco have similar statutes. <\/span><\/p><p><span style=\"color: rgb(230, 0, 0);\">If Client replies \"Yes\" to this question, then employees will need to sign a disclosure and authorization form that will be prepared along with the Handbooks.<\/span><\/p>","fieldKey":"yn_background_check","label":"Does your company conduct (or wish to conduct) any background checks of job applicants and\/or employees?","options":null,"type":"yesno","isActive":false},{"condition":[],"description":"<p><span style=\"color: rgb(0, 102, 204);\">Explain that it's best to have that authority either rest with one person, who should be identified by name, or rest with an office (e.g., the \"President\" or \"CEO\"). That way, errors can be avoided, and no employee will ever be erroneously granted a contract for a specific term. <\/span><\/p><p><span style=\"color: rgb(0, 102, 204);\">Make sure that the answer fits grammatically into the following sentence: <\/span><strong style=\"color: rgb(230, 0, 0);\">\". . .unless otherwise specified in a subsequent written agreement signed by ____, You shall be an At-Will Employee.\"<\/strong><\/p>","fieldKey":"text_name_person_change_atwill","label":"Please complete this sentence: \"Only _____ may change the at-will nature of an employee's status.\"","type":"text","isActive":false}]