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Does your employer require you to call in before your shifts?

California law  requires an employer to pay “reporting time pay.” When an “employee is required to report for work and does report, but is not put to work or is furnished less than half said employee’s usual or scheduled day’s work, the employee shall be paid for half the usual or scheduled day’s work, but in

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Being a Salaried Employee Does Not Define Whether You’re Entitled to Overtime Pay

Did you know that being a salaried employee does not automatically exempt you from overtime compensation? In order to qualify as an exempt employee (i.e. exempt from overtime, meal and rest breaks, etc.), also known as the “white collar” exemption, a variety of factors must be satisfied. One of those factors requires that the employee earn a

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New 2019 Laws Affecting Employees

California’s employment laws are always evolving and being updated. Below is a list of new employment-related laws that became effective as of January 1, 2019. Copy of Payroll Records (SB 1252) – Existing law already requires that employees have a right to inspect or copy their payroll records and that they must be allowed to do

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Employee vs. Independent Contractor?

Although we’ve posted about this topic on our blog in the past, it’s worth revisiting due to some recent developments in the law. The distinction between employee and independent contractor is an important one in the context of employment law. As an employee, you’re entitled to a multitude of rights under the Labor Code. As an

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New CA Employment Laws Inspired by the #MeToo Movement

The recent #MeToo movement has opened the doorway to new legislation that was recently signed by Gov. Brown. A summary of some of the new laws can be found below. New Requirements For Sexual Harassment Workplace Training Senate Bill 1343 changes the requirements for workplace sexual harassment prevention training in the #MeToo era. The bill amends

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Is Your Final Paycheck Accurate and Timely?

Whether you quit or are terminated from your place of employment, you are entitled to all earned wages due and payable at the time of your separation. If an employer discharges an employee, all wages earned and unpaid by the employee are due and payable at the time of termination. Labor Code § 201(a). Similarly, if you

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Employees: Beware of What You Post on Social Media

August 23, 2018 There has been an increasing trend by employers to turn to social media sites to find information regarding job applicants. A recent CareerBuilder article found the following: 70 percent of employers use social media to screen employee candidates; 54 percent of employers decided not to hire a candidate based on their social medial

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Employer Must Compensate for Time Spent Opening and Closing Stores

The California Supreme Court, in a unanimous decision, recently issued a ruling which held that employees must be paid for time spent opening and closing stores. The decision comes from a lawsuit filed by a shift supervisor who worked at Starbucks, who argued he should have been paid for the time spent after work closing

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Minimum Wage to Increase in Los Angeles County Effective July 1, 2018

All minimum-wage employees working in Los Angeles County should check their paychecks to ensure they’re getting paid properly.  Effective July 1, 2018, the minimum wage in Los Angeles County will increase from $10.50 to $12.00 per hour for employers who employ 25 or fewer employees, and from $12.00 to $13.25 per hour for employers who

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Recent Ruling Makes It Even More Difficult for Employers to Classify Workers as Independent Contractors

In a unanimous ruling on April 30, 2018, the California Supreme Court made it even more difficult for employers to classify their workers as independent contractors.  The decision in Dynamex Operations West, Inc. v. Superior Court of Los Angeles County will have potential implications for companies such as Uber, Lyft and other app-driven services.  The ruling

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