RSS FeedThe purpose of California labor law is to protect employees from being taken advantage of by their employer and to make certain a common standard of living and or working. The United States and California have both come a lengthy way considering that the Industrial Age when kids worked alongside their parents 7 days a week, and typically 12 to 14 hours per day with out breaks. These days California labor law is created to regulate every thing from wrongful termination of employment to wage and hour compliance, with the latter being typically referred to as California overtime law.
Some of the most typical misconceptions concerning California overtime law revolve around how overtime is really calculated. Usually workers are under the impression that any hours over 40 in a week are considered overtime. Whilst this is right, it is not the entire truth either. California overtime law mandates that for every hour worked over 8 hours in a day and 40 hours in a week, the worker is to be paid 1 and a half times their regular rate of pay. Time and once again, employers will attempt to steer clear of paying overtime completely by attempting to place the employees on salary, otherwise recognized as “exempt from overtime.” Luckily for California employees, California labor law is very distinct when authorizing what jobs can be considered salaried, or “exempt from overtime pay.” The most important thing to remember is that exemption status is determined by the actual work or duties performed by the employee and not by the job title given to them by their employer. The greatest way to be specific you have not been misclassified as salaried exempt, is to get in touch with a California labor law attorney to talk about your job duties.
