Wage and Hour Compliance

Waiting Time Penalties

Labor Code Section 203 makes a California employer liable if it has willfully failed to timely pay final earned wages to an employee whose employment has terminated. The offending employer must pay an amount equal to the employee’s daily wages from the due date until the date of payment, up to a maximum of 30 days…. Read more »

Salary test proposed changes!

The Department of Labor has released its long-awaited overhaul of the Exemptions from the FSLA. Currently, the white-collar exemptions in 29 CFR Part 541 require employers to pay employees a salary of at least $455 per week ($23,660 annually) and to perform certain exempt duties. The “highly-compensated” exemption currently requires employers to pay a salary… Read more »

Wal Mart Loses Minimum Wage Case

Employers using a piece rate for paying employees, expose themselves to paid rest breaks, as well as layovers. The employee needs to be paid for all hours worked! http://bit.ly/1dW7oYg

On Demand Workforce

Fed Ex just settled a claim making their freelance independent contractor employees! What does that do to the rest of the companies using the on-demand workforce? We are seeing many companies, created and instead of hiring employees, they utilize the freelance worker.  Genius, they eliminate the cost of employees, or the expenses of their business… Read more »

Misclassification Cost Millions!

Tech companies using Independent contractor, need to rethink how they staff their workforce. Misclassification cost Fed Ex millions. It’s very hard to meet the standards of independent contractors in CA. http://bit.ly/1J3aZkO