Posts Tagged ‘California department of labor’
REQUIRED MEAL PERIODS AND REST BREAKS REVISITED
Off-Duty Time During a California Work Day California employers must provide every not-exempt-from-overtime employee unpaid meal and paid rest breaks based on the number of hours that employee works in a given day. However, the rules vary for such workers as specified in the 17 Industrial Welfare Commission (IWC) Wage Orders covering in different industries […]
SAFE HARBOR OR SHIPWRECK?
New U.S. Department of Labor Payroll Audit Independent Determination (PAID) Program to Voluntarily Address Payroll Errors The U.S. Department of Labor (DOL) has announced the imminent launch of the PAID program – Payroll Audit Independent Determination. The program’s intent is to permit employers to self-audit and correct as appropriate their minimum wage and overtime practices, […]
THE NEED FOR WRITTEN EMPLOYMENT AGREEMENTS
Well-Drafted Contracts Eliminate Uncertainty and Ambiguity Most workers are employed “at-will,” meaning either the employer or employee may end the work relationship at any time for any lawful reason without cause or advance notice. California law generally presumes an employee is employed at-will unless the employee can prove otherwise, such as a manager’s contrary verbal […]
DO THE MATH
California Supreme Court Sets Out New Formula for Overtime When “Flat Sum” Bonuses Paid Often California employers reward employees with bonuses without realizing the proper way to calculate overtime when doing so. This can put an employer at substantial risk if miscalculated over significant time for a large number of workers. Depending on the number […]
CAUTIONARY TALES EPISODE NINE
Weight Loss and Fitness Chain $8.3 Million Lighter After Citations for Wage and Hour Violations The Labor Commissioner’s latest press release announced citations of $8.3 million against Camp Bootcamp, Inc., dba Camp Transformation Center, which operates 15 fitness and weight loss centers from its Chino headquarters. The citations include a long list of Labor Code […]
PAPERLESS PAYSTUBS
Do They Comply with California Wage Statement Laws? As the corporate world heads towards paperless offices, more employers may wish to remit pay stubs electronically without running afoul of applicable law. California Labor Code section 226(a) requires employers to furnish wage statements “in writing” and itemized deductions to be recorded “in ink or other indelible […]
INDEPENDENT CONTRACTOR OR EMPLOYEE?
It’s Not Really A Matter of Choice State and federal laws provide detailed standards a business must closely examine for who it can rightfully classify as an independent contractor and who needs to be an employee. Yet, it is not uncommon for enterprises and those they hire to just skip all that and – with […]
IGNORE AT YOUR OWN PERIL
Overlooked Pay Stub Requirements Can Lead to Trouble California law requires employers to provide written itemized wage statements containing precise, detailed pay-related information every pay period. Penalties for failure to comply with these pay stub requirements entitles each worker to recover at least $50 for the first violation and a minimum $100 for each subsequent […]
NEW NOTICE POSTING REQUIREMENTS FOR BARBERS AND COSMETOLOGISTS
CUTTING TO THE CHASE – New Workplace Posting Requirements for California’s Salon Industries, Effective July 1, 2017 Starting July 1, 2017, California’s Board of Barbering and Cosmetology (BBC) requires its licensees – including hair salons, nail salons, estheticians, and barbers — to post a special Labor Commissioner notice on applicable employment laws. The notice includes information […]
MID-YEAR DEADLINE APPROACHES
California Employers Must Post Certain Updated Workplace Notices by July 1, 2017 All California employers must prominently post certain notices on wages, hours and working conditions. Employers must display these announcements where all employees have access. Failing to inform employees of their rights can subject an employer to penalties. Several California statewide and local notices must […]