California Employee Handbook Example: Pine & Harbor Studio

Welcome to Pine & Harbor Studio LLC. This employee handbook introduces how we work together: our expectations, your rights and responsibilities, and the benefits and policies that shape daily life at the company. It applies to all employees, and it is part of our commitment to a fair, respectful, and predictable workplace.

Please read this employee handbook carefully and keep it for reference. If anything is unclear, or if you have questions this employee handbook does not answer, contact Maya Ortiz, People Operations at people@pineandharbor.example. We would always rather answer a question early than let a misunderstanding grow.

This employee handbook is a practical guide, not an employment contract. It summarizes company policies and general practices so that every employee knows what to expect and what is expected of them. Nothing in this employee handbook creates a promise of continued employment or a guarantee of any specific disciplinary sequence.

Where permitted by law, employment with Pine & Harbor Studio LLC is at-will: either you or the company may end the employment relationship at any time, with or without cause and with or without notice, subject to any applicable employment agreement or the requirements of law. Some states recognize exceptions to at-will employment, and nothing in this employee handbook is intended to override those exceptions or any applicable agreement.

The company may update this employee handbook from time to time. When policies change, we will communicate the update, and the current version in effect will govern. The effective date of this edition is January 1, 2027.

Pine & Harbor Studio LLC is an equal opportunity employer. Employment decisions — including hiring, promotion, compensation, discipline, and termination — are based on qualifications, performance, and business needs, not on personal characteristics protected by law. Protected characteristics include race, color, religion, sex (including pregnancy, sexual orientation, and gender identity), national origin, age, disability, genetic information, veteran status, and any additional characteristics protected by applicable state or local law.

We provide reasonable accommodations to qualified individuals with disabilities and for sincerely held religious beliefs and practices, unless doing so would impose an undue hardship. If you need an accommodation, contact Maya Ortiz, People Operations at people@pineandharbor.example.

Pine & Harbor Studio LLC is committed to a workplace free of harassment. Harassment based on any legally protected characteristic — including sexual harassment — is prohibited. This applies to conduct by managers, coworkers, vendors, customers, and anyone else employees interact with while working, and it applies on-site, off-site, online, and at work-related events.

Harassment includes unwelcome conduct such as offensive jokes or slurs, epithets or name-calling, physical assault or threats, intimidation, ridicule or mockery, insults or put-downs, offensive objects or pictures, and interference with work performance. Sexual harassment includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature, whether submitted to or rejected.

How to report harassment:

• Report promptly to your direct supervisor or to any other member of management you are comfortable with.
• You may also report to Maya Ortiz, People Operations at people@pineandharbor.example, or to any company leader — you are never limited to a single channel.
• Employees may also contact the U.S. Equal Employment Opportunity Commission (EEOC) or their state fair-employment agency; a company report is not required first.

The company will respond promptly. Reports are kept confidential to the extent possible consistent with a thorough investigation. We investigate all reports in a prompt, thorough, and impartial manner, and we take appropriate corrective action when a policy violation is found. Retaliation against anyone who reports harassment in good faith, participates in an investigation, or opposes unlawful practices is strictly prohibited and is itself a violation of this employee handbook. If you believe you have experienced retaliation, report it using the same channels above.

For employees working in California: California’s harassment, discrimination, and retaliation protections (FEHA) are broad. Protected characteristics include those listed under federal law and additional categories such as marital status, medical condition, genetic information, military or veteran status, and reproductive health decision-making. FEHA covers employers with 5 or more employees and applies to interns, volunteers, and contract workers in many situations.

California requires sexual harassment prevention training (SB 1343): supervisors receive at least 2 hours and non-supervisory employees at least 1 hour of training every two years, within 6 months of hire or promotion and annually thereafter per CRD guidance. The company schedules this training automatically; completion is tracked. The Civil Rights Department (CRD) administers complaints; employees may also use the reporting channels in the Anti-Harassment Policy of this employee handbook at any time.

Each employee is assigned a classification that affects pay practices and scheduling. Employees are generally classified as full-time or part-time based on regularly scheduled hours, and positions are designated as exempt or non-exempt under the Fair Labor Standards Act (FLSA) and applicable state law. Classification depends on the actual duties of the position, not on job title alone.

Non-exempt employees are eligible for overtime pay as described in the Compensation section of this employee handbook. Exempt employees are paid on a salary basis and are not eligible for overtime. If you have questions about your classification, contact Maya Ortiz, People Operations.

This employee handbook applies to employees only. Independent contractors, interns, and other workers are engaged under separate written agreements, and contractor status depends on the actual working relationship and applicable law — a label alone does not determine it.

Reliable attendance is essential to serving our customers and colleagues. Employees are expected to arrive on time, ready to work, for every scheduled shift, and to remain at work for the full shift except during authorized breaks. For non-exempt employees, all time worked must be recorded accurately; employees must never work unrecorded hours, off the clock, or have another employee record time for them.

If you are unable to work, will be late, or must leave early, notify your supervisor as far in advance as possible and follow your team’s call-out procedure. Unreported absences may lead to corrective action. Repeated tardiness or absence without authorization may also lead to corrective action, applied consistently and in line with applicable law.

The company recognizes that illness, family emergencies, and protected leave happen. When they do, follow the reporting steps in this section and, where applicable, the leave policies described elsewhere in this employee handbook.

The standard work week at Pine & Harbor Studio LLC begins on Monday. Employees are paid Every two weeks based on recorded hours or salary, as applicable. Pay statements itemize earnings and deductions as required by law.

Non-exempt employees must record all hours worked, including time worked remotely or outside normal hours. Overtime must be approved by a supervisor in advance whenever practicable. Working overtime without prior approval may lead to corrective action; however, all compensable time worked by covered non-exempt employees is paid as required by applicable law, at the required overtime rate. Overtime approval issues are corrected through coaching and discipline, never by withholding pay for hours already worked.

Deductions from pay are made only as permitted by law. If you believe a paycheck contains an error, report it promptly to Maya Ortiz, People Operations or people@pineandharbor.example and it will be reviewed and corrected as required.

Wage discussions: nothing in this employee handbook prohibits employees from discussing their own wages or working conditions with coworkers or others, to the extent protected by law.

For employees working in California, California law requires: an unpaid, duty-free meal period of at least 30 minutes before the end of the 5th hour of work (and a second meal period before the end of the 10th hour when the workday exceeds 10 hours); and a paid 10-minute rest period for each 4 hours worked (or major fraction thereof), taken in the middle of each work period where practicable. Meal periods during which the employee is relieved of all duty may be unpaid; if the employee is not relieved of all duty, the meal period is paid and an hour of premium pay is due for each day a compliant meal or rest period is not provided (Labor Code § 226.7).

Employees may — with written agreement and fully voluntary mutual consent — waive a meal period when the workday will not exceed 6 hours (and the first meal period when the day will not exceed 12 hours). Rest periods may not be waived. Schedules are built to provide compliant breaks; if a break is missed, shortened, or interrupted by work, report it the same day so the schedule can be corrected and any premium pay due can be paid.

The company observes the following paid holidays for eligible employees: New Year’s Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, and Christmas Day. When a holiday falls on a weekend, the company designates an observance day. Eligibility and holiday pay practices for non-exempt employees follow applicable law and company practice.

Time away from work — for vacation, illness, family needs, bereavement, jury duty, voting, or military service — is governed by the specific policies in this employee handbook and by applicable federal, state, and local law. Where state or local law requires paid or unpaid leave, the legal requirements apply even if this employee handbook does not describe them in detail.

Requests for planned time off should be submitted to your supervisor as early as possible. Nothing in this section limits leave rights you may have under law, and where this employee handbook is silent, applicable legal requirements control.

Eligible employees accrue paid time off (PTO) that can be used for vacation, personal needs, or other planned time away. PTO is provided as a company benefit — federal law does not require vacation pay, so the terms in this section are company policy rather than a legal minimum. Where state or local law requires leave this section does not describe, those legal requirements apply.

• Full-time employees accrue PTO from their start date, per the schedule provided at hire.
• Requests should be submitted in advance and approved by your supervisor before time is scheduled.
• PTO is planned collaboratively — business needs may require adjusting dates.

Unused PTO at the end of the year, and PTO payout at separation, follow the policy documents provided at hire and applicable state law. Questions go to Maya Ortiz, People Operations at people@pineandharbor.example.

California law requires employers to provide paid sick leave to employees who work in California for at least 30 days within a year. As of the 2024 expansion (SB 616 / Labor Code § 246), covered employees earn no less than 1 hour of paid sick leave for every 30 hours worked, with a minimum entitlement of 40 hours or 5 days (whichever is greater) per 12-month period; employers using a different accrual method must provide no less than the statutory minimum. Employees may carry over accrued, unused paid sick leave (with statutory caps), and the company may limit use to 40 hours or 5 days per 12-month period unless a more generous policy applies.

California paid sick leave may be used for the employee’s own diagnosis, care, or treatment of an existing health condition, for preventive care, and for the purposes described in Labor Code § 246.5 — including care of a family member (as broadly defined) and time related to being a victim of domestic violence, sexual assault, or stalking. The company provides the required paid sick leave notice (Wage Notice / itemized wage statement disclosures), does not require a doctor’s note as a condition of taking paid sick leave in the first instance, and does not retaliate against employees for using or attempting to use paid sick leave.

Local ordinances (for example, in San Francisco, Los Angeles, San Diego, Berkeley, Oakland, San Jose, and Santa Monica) may provide additional paid sick leave rights beyond state law. This section describes California state requirements; check your local ordinance or people@pineandharbor.example for more.

Pine & Harbor Studio LLC offers a benefits package for eligible employees. Benefits are governed by the official plan documents and insurance contracts — this section of the employee handbook is only a summary, and where they differ, the plan documents control.

• Health coverage: medical, dental, and vision plans for eligible employees, with enrollment windows at hire and during annual open enrollment.
• Retirement savings: a retirement savings plan; see plan documents for eligibility and matching details.
• Other benefits may include life and disability coverage, wellness support, and professional development support.

Benefits eligibility, waiting periods, and continuation rights (such as COBRA where applicable) are described in the plan materials. Contact Maya Ortiz, People Operations at people@pineandharbor.example for plan documents or enrollment help.

Pine & Harbor Studio LLC expects every employee to act professionally, lawfully, and with respect for colleagues, customers, and the company. This employee handbook cannot list every expectation, but the following standards apply at all times while representing the company.

• Treat coworkers, customers, and vendors with courtesy and respect; discriminatory, harassing, or abusive behavior is prohibited as described in the Anti-Harassment Policy.
• Perform assigned duties honestly and safely, and follow lawful instructions from supervisors.
• Protect company property, funds, and confidential business information.
• Avoid conflicts of interest, and disclose any outside employment or interest that could reasonably conflict with your duties.
• Do not report to work under the influence of alcohol or illegal drugs, and do not possess, use, or distribute them at work.

Nothing in this employee handbook is intended to interfere with employees’ legal rights, including the right to discuss wages, hours, or working conditions with coworkers, to raise concerns about workplace conditions together, or to engage in activity protected by Section 7 of the National Labor Relations Act. These standards are written to be read consistently with those rights.

Violations of these standards are addressed through corrective action proportionate to the circumstances. The company retains discretion over the response, and no specific sequence of discipline is promised.

For employees working remotely or on a hybrid schedule, all policies in this employee handbook apply exactly as they do on-site. Remote work is a way of working, not a separate employment relationship.

• Maintain your agreed working hours and availability, and record all hours worked if you are non-exempt.
• Set up a safe, functional workspace and take normal meal and rest breaks as required by applicable law.
• Protect confidential information: use company-approved tools and lock screens when others are present.
• Attend scheduled check-ins and communicate proactively with your team.

Remote employees are responsible for tax, insurance, and any registration implications of their work location and must inform the company before changing their primary work state, because employment rules follow where work is actually performed.

Company-provided devices, accounts, email, and networks are provided for business use. Employees should have no expectation of privacy in company systems beyond what the law provides; the company may access, monitor, and preserve content on its systems to the extent permitted by law. Use of personal devices for work should follow the same care.

Employees must keep confidential information confidential. Confidential information includes personnel records, customer data, financial information, and trade secrets — both during employment and after it ends. Legal obligations to report unlawful conduct, and disclosures protected by law (including whistleblower protections), always override this policy.

On social media and in public communications: identify your views as your own when speaking personally, do not disclose confidential information, and do not speak on behalf of the company unless authorized. Employees remain free to discuss wages, hours, working conditions, and other terms of employment with each other and with others, to the extent protected by law — nothing in this employee handbook restricts those discussions or lawful concerted activity.

Safety comes first. Pine & Harbor Studio LLC is committed to maintaining a safe and healthful workplace and to complying with applicable occupational safety and health requirements, including the Occupational Safety and Health Act where it applies.

• Perform your work safely and follow all safety rules, procedures, and training.
• Report accidents, injuries, hazards, and near-misses to your supervisor immediately — same day whenever possible.
• Do not operate equipment you are not trained and authorized to use, and never bypass safety devices.
• Keep work areas, walkways, and exits clear and clean.

Employees may raise safety concerns with their supervisor, Maya Ortiz, People Operations at people@pineandharbor.example, or directly with the relevant safety authority, and the company prohibits retaliation for good-faith safety reports. Violence, threats of violence, and weapons in the workplace (where prohibited by law or company rule) are not tolerated.

Employment may end voluntarily (resignation) or involuntively (termination or layoff). Whenever employment ends, the company asks employees to provide notice where practicable — at least two weeks is appreciated for resignations — and to return all company property, including devices, keys, credentials, and documents.

Final pay is issued as required by applicable law, including any rules about the timing and form of final wages in the state where the employee works. Benefits continuation and unused leave payouts, where applicable, are handled according to plan terms and applicable law.

Obligations that survive employment — such as confidentiality of company and personal information — continue after the last day of work. Exit feedback is welcome: honest feedback helps us improve.

I acknowledge that I have received and read the Pine & Harbor Studio LLC employee handbook, that I have had the opportunity to ask questions about it, and that I understand the policies described in it.

I understand that this employee handbook is not an employment contract, that it does not alter the at-will employment relationship where applicable, and that the company may revise it at any time. I understand that it does not cover every situation and that where it is silent, applicable law controls.

Employee name: ______________________ Signature: ______________________ Date: ____________