Tag: Overtime
Employers Don’t Need to Count Overtime Twice in Percentage Bonuses
A California Court of Appeals ruled recently in favor of a federal method for calculating percentage bonuses rather than a state method the court...
California Laws Generally Apply Only within Borders of State
Since the pandemic, my company has been allowing employees to work from home. Without informing our human resources department, several of these employees have...
4 Job Killer Bills Stopped, 1 Tax Bill Stalled
California Chamber of Commerce policy advocates working alongside advocates from allied business groups succeeded in stopping four CalChamber-job killer bills from advancing in the...
California Holiday Pay, Time Off Rules
In Episode 140 of The Workplace podcast, CalChamber employment law experts Matthew Roberts and Bianca Saad discuss California holiday wage and hour issues, including...
Wage and Hour Considerations for Remote Workers
How do an employer’s pay obligations differ when an hourly/nonexempt employee is working remotely from home?
It’s important to keep in mind that when having...
Factors to Consider When Calculating ‘Regular Rate’ of Pay
How does the regular rate work? Once I calculate the regular rate, does it change the employee’s hourly rate? Do I have to calculate...
Overtime Exemption for Inside Sales Employees Not Like Others
Our exempt inside sales employees make a salary plus commission. Do the salary deduction limitations for exempt employees apply to these employees?
No, the salary...
California Supreme Court Issues Worker-Friendly Overtime Ruling
Overtime pay in California is based on the employee’s “regular rate of pay,” which is not always an employee’s normal hourly wage and must...
Overtime Pay Still Applies to Work Meetings Scheduled in Advance
My employees normally work Monday through Friday, 8 hours a day, and all are paid hourly for their work. There have been some issues...
Minimum Pay Requirements If Employees Sent Home Early
Can I send employees home early if there is not enough work or for disciplinary reasons? If I can, should I just pay them...
