Back to Basics!
The California Labor Laws are tough, especially for businesses just starting out and those growing in size! We speak to employers every day and there are many who do not know the basics required of them here in California. Why? Not because they are not good people or good employers; but, because there are so many laws to comply with (and even more so as you grow and hit benchmark numbers in your company which triggers even more applicable laws.) It’s just so hard to keep up!
No matter who you employ, and no matter for how long, getting back to the basics and knowing what you must do as an employer is crucial to your long-term success. Your employees are entitled to:
1) minimum wage (which can vary depending on where you operate your business or where your employees work) & when applicable, overtime pay, split shift pay, reporting time pay or on-call pay;
2) know when they will receive their paycheck (at minimum, 2x/month);
3) paid sick leave (required for temporary, seasonal, part-time and full-time employees) and can vary depending on where your employees work;
4) at least a 30-minute uninterrupted meal period and two 10-minute rest breaks (based on an 8 hour working day) if they are non-exempt employees;
5) a proper wage stub containing all the labor code requirements which allow an employee to calculate if they were properly paid and more;
These 5 basics (and there are many more) are some of the most misunderstood by employers and some of the hottest issues we see in litigation and they can add up! Getting back to the basics, classifying your workers correctly, having proper documentation and doing yearly audits of your personnel files (and having backups of all your documents) to ensure California Labor Compliance is crucial to running a smooth operation and save you a lot of money down the line.
Whether you are thinking of starting a business, have an operating business or growing your business, proper California Labor compliance is key to success. Should you have any questions or need any assistance in employment law, please do not hesitate to contact us.
This material in this article, provided by Chauvel & Glatt, is designed to provide informative and current information as of the date of the post. It should not be considered, nor is it intended to constitute, legal advice or promise similar outcomes. For information on your particular circumstances, please contact Chauvel & Glatt at 650-573-9500. (Photo credit: 123rf.com)