Posts Tagged ‘employee compensation’
FINAL PAYCHECK
What California Employers Must Pay Upon Termination A worker recently asked whether his now-former employer should have included sick time and vacation time in his final paycheck. He wrote: “I’m no longer working for [the employer] and I thought I was going to get my paid time off with my last check such as … […]
WHO IS AN “EMPLOYEE” UNDER CALIFORNIA’S ANTI-DISCRIMINATION LAW?
Some Volunteers May be Covered The California Court of Appeal has decided that the state’s workplace anti-discrimination law did not protect a former Los Angeles Police Department volunteer police reserve officer. Estrada v. City of Los Angeles, published July 24, 2013. However, the result would likely be the opposite for a private business in similar […]
TRAVEL PAY REVISITED
Setting and Calculating Compensation for Job-Related Travel Time A California worker recently asked how his employer should pay him for job-related travel time expended before and then after a full eight hours of labor at a remote location. He wrote: “If I drove 5-1/2 hours, then worked 8, then drove 5 more hours, wouldn’t my […]
DRAFTING SOUND COMMISSIONS AGREEMENTS
Proper Use of “Advances” and “Chargebacks” By the end of 2012, Labor Code 2751 will require California businesses to place all of its commission compensation arrangements with their employers in writing or such agreements may be unenforceable. See, Employee Commissions, California Requires Written Agreements by End of 2012. As the year edges to a close, […]
CALIFORNIA’S EXEMPTIONS FOR OVERTIME PAY
California’s workplace overtime rules do not apply to those workers who qualify for exemption under one or more categories, including: ● Executive Exemption: Executive employees are exempt from overtime if paid on a salary (current minimum is $640 per week; $2,773.33 monthly) and if primarily (over 50%) engaged office or non-manual management of at least […]
EMPLOYEE TRAINING PROGRAMS
When Employers Must Compensate for Worker Education Must an employer pay a worker for the latter’s training hours? Like most areas of employment law, the answer is: “It depends.” The basic question is whether an employee is pursuing that training a) to become more knowledgeable and skilled at his/her current position (in which case, the […]