Posts Tagged ‘employee compensation’
THE END IS NIGH
••• California’s Piece Work Employers Must Convey All Back Payments and Statements by December 15, 2016 ••• There is No Provision for Extensions For thousands of California employers who have compensated workers on a piece rate basis over the years, December 15, 2016 is a critical deadline for delivering the required back payments and accompanying […]
COMPUTER SOFTWARE PROFESSIONAL OVERTIME EXEMPTION REQUIREMENT
California Labor Code section 515.5 exempts certain computer software professionals from overtime compensation who receive specified minimum compensation. California’s Department of Industrial Relations (DIR) has announced its rate increase for this minimum, effective January 1, 2017. To comply with the section 515.5 exemptions, California employers must pay otherwise qualified computer software employees a minimum hourly […]
NEW MINIMUM SALARY LEVELS COMING FOR TOP-FLOOR EXECUTIVES
Federal Increase Due December 1, 2016 To Qualify Exempt-from-Overtime Employees Effective December 1, 2016, the Federal Overtime Exemption Rule, “the Final Rule,” will raise the minimum salary amounts for certain workers to qualify for overtime exemption under the Fair Labor Standards Act (FLSA). See New Stricter Federal Requirements on Exemptions from Overtime, Employers Must Comply […]
OVERTIME-EXEMPT PHYSICIANS AND SURGEONS
Minimum Hourly Rate Increases Are Near California Labor Code section 515.6 exempts certain licensed physicians and surgeons from overtime compensation as long as they receive set minimum hourly rates of pay. The California Department of Industrial Relations (DIR) is increasing this minimum, effective January 1, 2017. To avoid California’s requirements to pay overtime premium rates after […]
LOS ANGELES MOVES TO ENFORCE CITY MINIMUM WAGE ORDINANCE
Required Forms Now Available Beginning July 1, 2016, the City of Los Angeles’s Minimum Wage Ordinance (MWO) imposes higher hourly minimums than the statewide level. The City will enforce the MWO through the Office of Wage Standards (OWS) via Rules and Regulations published July 22, 2016. The Rules and Regulations contain many key points, including: […]
STRIKE A BLOW FOR EMPLOYERS
California Expands the Exception to Listing “Hours Worked” on Pay Stubs California Labor Code Section 226 requires employers to provide workers with strictly defined statements (i.e. pay stubs) either semimonthly or with each paycheck. See, California’s Itemized Pay Stub Requirements, Ignoring the Needed Details Poses Trap for Unwary Employers (March, 2016). While section 226 generally […]
WAGE DEDUCTIONS
When California Employers May Subtract from Earned Compensation Employers sometimes wish to make deductions from an employee’s wages for a variety of reasons. Doing so without knowing what the law permits can be a mistake, as California has stringent laws on what deductions are allowed. As a general principle, employers may make deductions from wages […]
SANTA MONICA RIDES THE SICK PAY WAVE
BUSINESSES MUST COMPLY STARTING JANUARY 1, 2017 The City of Santa Monica (City) has enacted a city-wide paid sick leave and minimum wage ordinance (Ordinance No. 2515). See, our blog “City of Santa Monica Increasing Minimum Wage Annually from 2016 to 2020” (May, 2016) Effective January 1, 2017, Ordinance No. 2515 requires all employers, no […]
SAN DIEGO PAID SICK LEAVE REQUIREMENTS, EFFECTIVE JULY 11 AND SEPTEMBER 2, 2016
Employers Must Cough Up at Least Five Days of Benefits As previously announced in Sick Pay Ordinance Epidemic Spreads to San Diego, New Measure Adds Yet More Uncertainty to Employer Obligations (June, 2016), San Diego voters recently enacted city-wide paid sick leave and minimum wage ordinance (Ordinance No. 20390). See our blog Rising Minimum Wages, […]
NAVIGATING PIECE WORK PAY CALIFORNIA
Employers Urgently Must Revise Wage Systems in 2016, Including Possible Hourly-Plus-Piece Hybrid Plan The one constant feature of California employment law is change. There is perhaps no better recent example than this state’s “piece work” compensation rules. Starting January, 2016, employers must fundamentally re-structure such pay systems or face increasing risk of legal claims, including […]