In the workplace, employees have rights when it comes to pumping during work hours. Mothers should not have to dread going to work and worry about finding a private place to pump. How can employers be accommodating to mothers and ensure they are following the FLSA requirements? A Look at the Laws Unfortunately, not everyone… Read more »
Posts Tagged: FSLA
Governor Brown signed three employment-related bills.
AB 1066 by Assemblymember Lorena Gonzalez (D-San Diego) – Agricultural workers: wages, hours, and working conditions Existing law sets wage, hour, meal break requirements, and other working conditions for employees and requires an employer to pay overtime wages as specified to an employee who works in excess of a workday or workweek, as defined, and… Read more »
Are Your Paystubs Correct?
Common mistakes failing to provide the correct full legal name of the employer, Not providing the employer’s address, not listing the beginning and the end of the pay period, not providing the total hours worked, regular and overtime. The penalty for failure to follow California Labor Code 226, failure carries a civil penalty of $50… Read more »
New Overtime Pay Rules
The Department announced a Final Rule focused primarily on updating the salary and compensation levels needed for Executive, Administrative and Professional workers to be exempt. For more information, see http://www.dol.gov/whd/overtime/final2016/. The primary change raises the salary test to a weekly salary of $913.00 or an annual salary of $47,476. The salary test in CA currently… Read more »
EXEMPT or NON-EXEMPT
The Department of Labor is increasing its audit to ensure employers are not misclassifying employees exempt. In addition, they are changing the rules to make more positions classified as non-exempt. Employers should audit their employee classifications to ensure they do not have misclassified employees. Conducting job analysis on for all positions is the best way… Read more »
COMMON WAGE AND HOUR MISTAKES
Employers need to audit there wage and hour practices to ensure that they are not making mistakes that would cause them to violate Employment Law. MISCLASSIFYING NON-EXEMPT EMPLOYEES AS EXEMPT FROM FSLA. Lucrative attorneys’ fees continue to motivate lawyers to file individual and class actions on behalf of improperly classified employees. Two tests to qualify… Read more »
Minimum Wages goes up!
2016 Employees earn more Minimum Wage—Effective Jan. 1, 2016, is raised to $10.00 per hour in California. To be exempt from FSLA employees must be paid a weekly salary that is two times more than minimum wage. Example: The minimum wage is $10.00 and the weekly salary must be $20.00 or more. Salary of $800.00… Read more »
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 »