It is unfortunate that many employers in the Los Angeles area and throughout California take all kinds of steps to avoid having to pay overtime wages as required under the law.
California employers do not have to offer vacation time, or, for that matter, flexible paid time off, to their employees at all. However, if they do choose to offer vacation time, then the benefit must comply with California's laws.
Companies in Los Angeles have to rely from to time on others to perform tasks like cleaning the restrooms or fixing a leaky faucet. Likewise, businesses may bring in consultants or other specialists to handle a particular specialized task, like installing better information technology.
In addition to federal laws, our state has its own set of laws and regulations that require employers in Los Angeles and throughout this state to afford periodic breaks to their employees. Here, employers must allow hourly employees a break for every four hours worked. The break requirement also applies to every major fraction of four hours worked, and state regulators have interpreted this to include any time worked over two hours. However, an employee must work at least 3.5 hours on a given day in order to be entitled to a break.
Earlier this month the United States Department of Labor announced a proposed rule change regarding the minimum salary required to qualify as exempt from overtime pay under the federal Fair Labor Standards Act white collar exemptions. A white collar worker is one who is employed in an executive, administrative, or professional position.
In California, many of workers are eligible to receive overtime if they go beyond their regular work hours. However, it is not uncommon for employers to fail to pay these workers and be guilty of committing a violation related to unpaid wages. Often, workers are not even aware that they were supposed to get overtime under the law. In other instances, they are concerned about their job status if they file a complaint over unpaid wages.
Many nutritionists say that lunch is the second most important meal of the day, and a lot of workers probably agree with this. Lunch, regardless of what time of day it is eaten, helps employees with performing for the rest of their working day as well as for the trip back home. Are employers here required to give their employees a lunch break? This blog post will briefly describe the rules employers must follow regarding meal periods.
Payday comes and a worker finds that they have not been paid at all, or maybe, they were only paid part of the amount they earned. As many federal government employees can attest, this is a very frustrating -- and potentially financially catastrophic -- situation. What should an employee in California do if they have been illegally denied some or all of the pay they are owed? This blog post gives a quick overview of the process for filing a complaint with the U.S. Department of Labor's Wage and Hour Division.
When Los Angeles workers put hours in on the job, those workers expect to get paid for the hours. It's unfair for employers not to pay what they owe their employees, and it can cause hardship to the employees if they are putting time in but not being fairly compensated for it. Keep reading for a brief overview of the law of overtime wages in California.