Posts Tagged ‘wage law’
CALIFORNIA REVISES OVERTIME-EXEMPT MINIMUM HOURLY RATES
For Computer Professionals and M.D.s Effective January 1, 2017 California Labor Code sections 515.5 and 515.6 exempt certain computer software professionals and licensed physicians and surgeons from overtime compensation as long as they receive at least certain specified minimum hourly rates of pay. As we recently covered in Overtime – Exempt Physicians and Surgeons Minimum […]
PAID PARENTAL LEAVE REQUIRED FOR SAN FRANCISCO EMPLOYERS
Groundbreaking Law Creates Paid Time Off for Baby Bonding As part of their ongoing efforts to establish family-friendly workplaces, the City and County of San Francisco are now the first municipalities in the U.S. to require employers to pay for parental leave. The San Francisco Paid Parental Leave Ordinance and its amendment (together, PPLO), starting […]
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 […]
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 […]
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 […]
RISING MINIMUM WAGES – THE CALIFORNIA TREND CONTINUES
San Diego Approves Its First Gradual Increase, Effective July 11, 2016 Effective July 11, 2016, San Diego became the next California city to set a minimum wage level above the state’s standard. Under San Diego’s Ordinance No. 20390, all employers, regardless of size or location, must pay at least $10.50 per hour to any employee […]
NO CHANCE OF RESCUE FROM SAFE HARBOR
California’s Piece Work Employers Urgently Face Multiple Actions to Comply Fully with New Law A court order on the eve of a July 1 deadline threw into doubt whether California would be able to immediately enforce its new piece work compensation law, Labor Code 226.2. See, Storm Brewing Over Piece Work Safe Harbor (July, 2016). […]
LATEST MINIMUM WAGE INCREASES FOR CALIFORNIA CITIES
REQUIRE NEW NOTICES Continuing the trend of escalating minimum wage laws, numerous cities and one county in California increased their minimum wage effective July 1, 2016. See, for example, our blogs on San Francisco, Santa Monica, Pasadena, Los Angeles City, and Los Angeles County. The laws vary in their application to smaller and larger employers, […]