Last year many California employers were forced to adapt their traditional 90-day probationary periods to comport with a state-specific requirement imposing a maximum eligibility waiting period for benefits of 60 days. This created a confusing list of choices for California employers who often like to provide benefits as a “prize” for passing a probationary period.

Many employers have a 90-day introductory or probationary period.  During that time, the employer and the employee are supposed to evaluate each other and determine if they’re each satisfied with the employment relationship.  If they are, the employee stays and often gets more benefits, including health care coverage, and maybe accrued vacation and/or paid holidays. 

As the year end approaches it’s time to revisit your employee handbook and incorporate any updates reflecting changes in the law or your company’s practices.

At first, I thought this year only had a few minor handbook edits needed, including:

  • Add the word “stalking” to protections for domestic violence victims.
  • Expand the protections for victims