One of the most common issues faced by California employees is unpaid overtime so understanding wage and hour laws is important. Under California law, non-exempt employees should get overtime pay for any hours worked over 8 hours in a day or 40 hours in a week.
If your employer doesn’t pay you for working extra hours, you can get paid back for those hours. Employers must abide by work laws in California.
If your employer violates employee labor laws and minimum pay in California, contact an employment attorney for employees.
Understanding your rights and seeking legal help from a California wage lawyer is essential.
If you work more than 8 hours in a day or exceed 40 hours in a week, your employer, by law, should compensate you at a rate of time and a half for those extra hours. Double-time pay may apply for hours worked beyond 12 hours in a day.
Keep track of your hours worked to ensure you are paid correctly for any overtime. If your employer fails to compensate you for these extra hours, they may violate the law.
Employers who violate these laws can face legal consequences, including paying back wages owed to employees and additional penalties. If you believe your rights have been violated, speaking up and advocating for yourself is essential.
When an employer retaliates in any way against you, call RD Law Group to speak with a wage and hour attorney. California labor and employment laws regarding California overtime law and California break law must be upheld and honored by employers.
California has rules governing minimum wage, meal breaks, rest periods, and other employment-related issues.
Starting January 1, 2024, the minimum wage in California is $16.00 per hour for all employers. However, certain employers will have higher rates:
- Fast Food Restaurants: $20.00 per hour starting April 1, 2024
- Healthcare Facilities: Higher minimum wage starting June 1, 2024
Some cities and counties may have their own higher minimum wages. For specific local rates, check the UC Berkeley list. For more details on the fast food minimum wage, visit the Fast Food Minimum Wage FAQ.
Some local jurisdictions have set a higher minimum wage rate, so check the specific regulations in your area.
California law requires employees to take a 30-minute meal break if they work more than 5 hours daily. Employers do not have to pay for this required 30-minute meal break.
If the workday does not exceed 6 hours, the meal break can be waived by mutual agreement between the employer and employee. However, employees are entitled to a second meal break if the workday extends to 10 hours or more.
By law, a meal break is a 30-minute, uninterrupted break for employees working more than five hours a day. Many businesses allow an hour-long meal break, but the required uninterrupted meal break is 30 minutes.
If you do not receive this at work, you may have a claim to recover damages from missed meal breaks.
California labor laws mandate rest periods for employees in addition to meal breaks. Workers are entitled to a paid rest period of at least 10 minutes for every four hours worked.
This means employers must provide a minimum of a 30-minute uninterrupted meal break and two 10-minute rest breaks if employees work an 8-hour day.
California employers must maintain accurate records of wages, hours worked, and other employment-related information for each employee. This includes details such as:
– pay rates
– deductions
– time cards
– payroll records
As an employee, you should also keep track of your hours and time worked so you can compare at the end of the month to determine whether you are being paid appropriately.
By understanding these laws, you can better protect yourself from potential exploitation or mistreatment by your employer.
If you are classified as an employee in California, you are entitled to certain rights and benefits that independent contractors do not receive.
These include minimum wage, overtime pay, meal and rest breaks, workers’ compensation insurance, unemployment insurance, paid sick leave, and protection against discrimination and harassment in the workplace.
Unfortunately, some employers misclassify their workers as independent contractors to avoid providing employees with the benefits and protections required by law.
Are you classified as an independent contractor or an employee? It may seem minor, but it can significantly affect your rights and benefits.
Sometimes, employers misclassify employees as exempt when they should be classified as non-exempt. Misclassification can result in employees not receiving the proper overtime pay and benefits they are entitled to.
A worker is considered an employee unless they meet all three of the following criteria:
A) The worker is free from the control and direction of the hiring entity in connection with the performance of the work
B) The worker performs work that is outside the usual course of the hiring entity’s business
C) The worker is customarily engaged in an independently established trade, occupation, or business of the same nature as the work performed.
If you believe your employer has misclassified you, you can challenge this classification through legal means and seek justice for any violations of your rights.
Has your employer failed to pay you properly or violated any other wage and hour laws in California? It may be time to seek help from a Los Angeles employment lawyer.
An experienced employment attorney can review your case to determine if there have been any violations of labor laws. If there have been violations, they can help you pursue the compensation you deserve.
Does your employer have wage and hour violations? We will fight to get you your regular rate of pay. If an employer fires an employee because they question or complain about their paycheck, you may have a wrongful termination claim.
Contact our employment law firm for a free case review.
At RD Law Group, we help California employees every day seek the financial compensation they deserve. Our experienced team of dedicated employee rights attorneys will fight to ensure you receive fair compensation for your work hours.
Don’t wait if you believe your employer failed to pay you properly or violated California’s wage and hour laws. The sooner you take action, the better chance you have of recovering the compensation owed to you.
Seeking legal assistance from our wage and hour lawyers costs nothing upfront. Don’t hesitate to contact us.
Contact an employment law attorney today for a free case evaluation at 424-535-1500 or email us at contactus@rdlawgroup.com. We represent employees, not employers.
If we take your case, you never have to pay anything upfront. We will handle your case to the end without any money required in advance. We only get paid if we recover money for you. And if there is no recovery, there is no legal fee.
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