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Question: A delivery employee stopped by the post office to deliver company goods on the way home. Later, the employee sued us for not paying for this time. Did we violate labor laws? Answer: The fundamental obligation of California employers under labor laws is to accurately pay employees for all hours worked. Employers must pay employees at least minimum wage for all hours worked, and if those hours qualify as overtime, they must also pay the applicable statutory overtime premium for those hours. While most employers are familiar with the basic minimum wage and overtime laws, many make mistakes due…

In the Golden State, California employers must navigate a complex landscape of meal and rest break laws to ensure compliance. This blog post covers the overview of California break law including the critical aspects of meal and rest breaks, common pitfalls, and the consequences of non-compliance. Overview of California Break Law California law mandates that non-exempt employees be provided with specific meal and rest breaks during their workday: Meal Breaks: Employees must receive a 30-minute unpaid meal break if they work for more than 5 hours in a day. For shifts exceeding 10 hours, a second 30-minute meal break is required.…

In the vibrant state of California, employers must be well-versed in the intricacies of overtime requirements to ensure compliance with the law. This blog post explains the key aspects of overtime law, how to calculate it accurately for non-exempt employees, and legal consequences when violating it. Who Qualifies as Non-Exempt Employees in California? Before diving into the calculations, it’s crucial to identify which employees are considered non-exempt in California. Non-exempt employees are those entitled to overtime pay for hours worked beyond a certain threshold. This generally includes most hourly workers and some salaried employees. To find more about exempt v.…

In California, staying compliant with minimum wage laws is crucial for employers. Understanding these requirements, especially in a state with varying local rates, can be challenging. This blog post will guide you through the overview of California’s minimum wage regulations and the potential pitfalls employers may face. Current Minimum Wage Rates in California Keeping track of minimum wage rates is essential. California’s minimum wage can vary depending on location and employer size. To find the most up-to-date information, you can visit the California Department of Industrial Relations (DIR) website, which provides comprehensive details about both state and local minimum wage rates.…

In the dynamic landscape of California employment law, properly classifying workers as employees or independent contractors is a critical issue. California’s definitions and requirements for independent contractors and employees differ in many different situations, and that alone can be confusing and lead to misclassification. Other times, it really is an issue of just not knowing or understanding. In other cases, it may be that the job changes but the classification is not changed along with it. Regardless, misclassifying workers can lead to costly legal battles, fines, and penalties for employers. As an employment law specialist, I will advise you whether…

Employee classification is a crucial aspect of compliance for California employers. Whether it is as a full-time employee, part-time employee, or hourly verses salaried, there are certain federal and state rights and responsibilities that flow from these respective designations. In California, non-exempt employees are entitled to the full protection of labor law such as minimum wage, overtime pay and meal and rest breaks while exempt employees are not. Employers’ wrongly classifying their employees as exempt often leads them to significant legal consequences because it opens the door for the employees to request all these labor law protections otherwise not available…