Source: http://biletskyrosenberger.com/practice-areas/employment/wage-and-hour/
Timestamp: 2018-01-18 05:36:07
Document Index: 579684335

Matched Legal Cases: ['§ 1182', '§ 1194', '§ 510', '§ 1194', '§ 512', '§ 226', '§ 226', '§ 203']

Los Angeles Overtime Lawyer - Biletsky Rosenberger
Minimum Wage – As of January 1, 2017, the minimum wage in California is $10.50 per hour for employers with 26 employees or more and $10.00 per hour for employers with 25 employees or less. California Labor Code § 1182.12. An employee may not waive their right to earn the minimum wage. California Labor Code § 1194.
Overtime – A non-exempt employee is generally entitled to overtime pay at the rate of one and one-half times their regular rate of pay for work in excess of eight hours in one workday or any work in excess of 40 hours in any one workweek. Non-exempt employees are generally entitled to earn double their regular rate for work in excess of 12 hours in one day. California Labor Code § 510. A non-exempt employee may not waive their right to be paid at the overtime rate. California Labor Code § 1194.
Meal Period Violations – Non-exempt employees are generally entitled to a meal period of at least 30 minutes if they work more than 5 hours in a day, and a second meal period of at least 30 minutes if they work more than 10 hours in a day. California Labor Code § 512(a).
Rest Period Violations – Employers must generally provide a non-exempt employee paid rest periods of ten minutes for every four hours worked. Employers may not require a non-exempt employee to work during a rest period mandated pursuant to an applicable statute, or applicable regulation, standard, or order of the Industrial Welfare Commission, the Occupational Safety and Health Standards Board, or the Division of Occupational Safety and Health. California Labor Code § 226.7(d).
Off-the-Clock Work Violations – Employers must generally pay non-exempt employees for “off-the-clock” work if the employer knows or should have known the employees were working those hours. Morillion v. Royal Packing Co. (2000) 22 C4th 575, 585.
Employers must keep accurate records – Under California law, employers, among other requirements, must generally keep records of all the names and addresses of all employees, the ages of any minors working, and daily hours worked and wages paid to all employees. California Labor Code 226, 1174–1175. Employers must provide employees or former employees copies of their payroll records within 21 days after a request, or permit the employee to inspect those records. California Labor Code 226(c), (f), and (g).
Pay Stub Violations – Employers must generally provide an employee with a pay stub when paying them. California Labor Code § 226. The pay stub must generally show:
The employee’s hourly pay rate and hours worked;
The employee’s gross and net wages earned;
The name of the employee and the last four digits of their social security number or their employee identification number;
If the employer is a temp agency, the hourly rates and hours worked at each assignment.
Reimbursements – An employer must generally reimburse an employee for certain expenses or losses. California Labor Code 2802 provides that “An employer shall indemnify his or her employee for all necessary expenditures or losses incurred by the employee in direct consequence of the discharge of his or her duties, or of his or her obedience to the directions of the employer, even though unlawful, unless the employee, at the time of obeying the directions, believed them to be unlawful.”
Waiting Time Penalties – If an employer willfully fails to pay any wages of an employee who is terminated or quits, the wages of the employee generally continue until they are paid or until a lawsuit is filed, but not for more than 30 days. California Labor Code § 203.