Wage and hour violations are common, and often neither the employer nor the employee is aware that they are taking place.
Wage and hour violations include unpaid wages, violations of California minimum wage laws, non-compensation or denial of regular meal and rest breaks, illegal wage deductions and payroll errors, late wage payment, denial of reimbursement for work-related expenses, failure to provide wage statements, failure to pay wages upon termination, and misclassification.
Wages For Overtime and Unpaid Regular Work
Attorneys frequently submit claims for unpaid regular and overtime salaries on behalf of individuals and groups of individuals. Regular and overtime pay are governed by regulations at the local, state, and federal levels, but in general, California’s municipal and state laws safeguard employee earnings more than federal rules.
Workers have protections from state and municipal laws that require they be compensated at least the minimum wage for their time worked. In California, regular and overtime pay are governed by regulations at the local, state, and federal levels. In general, California’s municipal and state laws safeguard employee earnings more than federal rules.
Have You Been Provided Vacation Pay?
While uncommon, an employer may provide cumulative vacation pay to an employee yet fail to pay out any accrued but unused vacation pay after the individual leaves the company. While California does not force businesses to provide vacation or vacation pay, if an employer chooses to grant and enable employees to accrue vacation time, the employee is entitled to be paid out any unused vacation time when the employee leaves the company.
Because vacation pay cases can be tricky, we usually recommend consulting an attorney to assist you in determining whether or not you have been paid your vacation money. This usually necessitates a study of the relevant wage statements, accrued hours, and other pertinent data.
When are California’s Required Overtime Laws in Effect?
Non-exempt employees in California may be entitled to obligatory overtime compensation if they work more than:
An eight-hour workday (or a ten-hour workday in a four-day “alternative workweek,” or a twelve-hour day in a three-day “alternative workweek”)
If non-exempt employees work more than eight hours in a single weekday, they are usually entitled to overtime pay. Non-exempt employees who work more than 10 hours in a single workday under an alternate workweek plan are normally entitled to overtime pay.
Employees who work more than eight hours on a given workday are still entitled to overtime pay, even if they generally work eight or fewer hours each day on average. Also, persons who work less than eight hours each day on a regular basis are not eligible to overtime pay if they work the whole eight hours. They would be paid at their regular rate until they had worked for eight hours.
A workweek of 40 hours
If non-exempt employees work more than 40 hours in a single workweek, they are usually eligible to overtime pay. It’s also worth noting that a worker’s daily overtime hours do not count toward his or her weekly overtime hours.
This means that before getting overtime pay for working more than 40 hours in a workweek, an employee must work at least 40 hours at a regular hourly rate (straight time pay), even if the person is already receiving overtime pay for working more than eight hours on a workday. This law prevents employees from pyramiding, which is when they are given double credit for the hours they labor.
Also keep in mind those who work fewer than forty hours per week are not eligible for overtime pay if they work the full forty hours. They’d receive pay at their regular rate until they’d worked for forty hours.
In a workweek, six 6 days in a row
For the seventh consecutive day of work in a workweek, non-exempt employees are normally entitled to overtime pay. Employers, like workdays, get to choose when their workweek begins.
Working seven days in a row does not automatically entitle employees to overtime if those seven days are spread across two different workweeks. Employers may assign various workweeks to different employees. Employers also cannot adjust workweeks in order to avoid paying employees overtime.
Have More Questions About Wages and Employer Violations?
Contact KAASS Law for more questions about wages and employer violations anytime.
If you are an employee and can show that your employer violated any of the above wage and hour laws, and that you suffered damages as a result of the violation, you may have a claim for wage and hour violation under the relevant Industrial Welfare Commission Wage Orders, the new Fair Wage Act of 2016, PAGA, and the relevant California Labor Code sections.