5.28.25
By Jennifer Jacobus, PHRca, SDEA CEO 
Imagine this:
An employee walks into your office holding the company handbook, pointing to a policy that hasn’t been relevant, or legal in years. They’re upset, confused, and asking questions you’re not sure how to answer. Moments later, you’re on the phone with your attorney, realizing the policy in question could expose your company to a serious legal claim. That handbook you haven’t updated in years? It just became a liability.
Poorly written, outdated, or non-compliant employee handbooks are more than just administrative oversights, they’re legal landmines. In California, where employment laws are constantly evolving, an incomplete or incorrect policy can lead to expensive lawsuits, fines, and a loss of trust among your workforce. Whether it’s meal and rest break language, remote work expectations, or leave policies, one outdated paragraph can cost you dearly.
The financial fallout can be significant.
Non-compliance with California labor laws can result in penalties, back pay, and even litigation, especially if policies around wage statements, leaves of absence, or harassment prevention are not clearly and correctly outlined. And if your handbook contradicts your actual practices, that inconsistency can work against you in any legal proceeding.
That’s why you need SDEA
San Diego Employers Association specializes in crafting, reviewing, and updating employee handbooks that are not only legally compliant, but customized to fit your workplace culture. We stay current with California’s complex employment laws, so you don’t have to. Whether you need a quick review or a complete overhaul, our HR experts ensure your handbook protects your company and supports your team.
Don’t let an outdated handbook be your weak link.
Partner with SDEA and turn your policies into your strongest line of defense.
