No, but as a business grows it becomes more and more difficult to comply with labor laws without one. A well-drafted handbook instructs supervisors to ensure compliant policies are put into practice, tells employees how to report issues for prompt correction, and demonstrates the company’s good faith compliance efforts in the event of litigation.

If your handbook is not being actively managed, it should be reviewed annually to ensure it has kept up to date with changing laws.

One advantage of an ongoing advice and counsel relationship with a firm like G.B. Wilbur Law, Ltd., is that we keep up with the law so you do not have to. We track the employment-related bills the California Legislature considers and passes so we are ready with client updates and handbook addenda. Contact us today to get started.

An arbitration agreement is a contract by which two parties agree to resolve specified disputes between them using binding, private arbitration rather than the civil court system. In arbitration, a paid neutral operates as both judge and jury (though arbitrators are often retired judges) Under current law, California employers may require workers to sign arbitration agreements as a condition of employment.

Arbitration is appealing because it offers more streamlined proceedings with limited appeal rights, allowing a genuinely final result quicker than traditional courts. Arbitration agreements can also validly waive an employee’s right to bring or participate in a class action, which if widely done can effectively insulate an employer from risky class action lawsuits.

However, resolving a dispute in private proceeding rather than a taxpayer-funded courtroom imposes significant costs, which under California the employer must bear.

A properly drafted one is, but the legal landscape changes enough that a once-valid arbitration agreement can easily become unenforceable if not regularly updated.

The Family and Medical Leave Act (FMLA) is a federal law, and the California Family Rights Act (CFRA) is its state counterpart. Both laws provide eligible employees with job-protected, unpaid leave for certain family and medical reasons—such as the birth of a child, caring for a sick family member, or recovering from a serious health condition.

Under CFRA, California employers with 5 or more employees are required to provide up to 12 weeks of leave in a 12-month period, while FMLA applies to employers with 50 or more employees. Although the laws are similar, CFRA now covers more family members, and the qualifying reasons differ slightly.

Employers must be careful to comply with both laws when they overlap and ensure that their leave policies, employee handbooks, and HR practices reflect the latest legal requirements. At G.B. Wilbur Law, Ltd., we help employers navigate FMLA/CFRA compliance, minimize legal exposure, and support workforce needs with confidence. Contact us to get started.

Yes. Employers with 5 or more employees must comply with the California Family Rights Act (CFRA), and those with 50 or more must also comply with the federal Family and Medical Leave Act (FMLA). Each has different requirements—legal counsel ensures proper compliance and documentation.

The interactive process is a required, ongoing dialogue between the employer and employee to determine reasonable accommodations for disabilities. Failing to engage in this process can result in claims under the ADA or FEHA. We guide you through every step. Click here to contact us.

Discipline and termination are legally risky in California, especially when not properly documented. We help you navigate performance issues, terminations, and layoffs with legally defensible practices.

An offer letter typically outlines basic terms of employment, while a formal employment contract may include provisions for termination, non-compete clauses, and dispute resolution. We help you determine which is best for your business.

Our standard advice and counsel fee agreement is a traditional hourly engagement at our standard rates, with no retainer deposit. Simply call on us when you need advice, and we will invoice you every month.

For larger projects like handbook revisions, compliance audits, and investigations, we may require a retainer deposit. Alternatively, we offer flat fee arrangements to allow more predictable cost planning for compliance efforts. Contact us today to learn more.