One of the most common (and most expensive) California Labor Law violations that are alleged against employers is the failure to pay their hourly employees overtime. Commonly, employers think that overtime is only owed to an employee when that employee works more than forty (40) hours in one week. However, that is only half the law! In addition to paying overtime to an employee who works more than forty (40) hours in one week, in California, overtime is also owed to any employee who works more than eight (8) hours in one day (this is just the basics of overtime, and there are additional requirements). Accordingly, it is important that employers have an accurate time recording system in place; monitor their employees’ hours (by periodically auditing their record/timekeeping system – regardless if it is just timecards); a proper overtime policy in place; and discipline/warn their employees who work overtime if it is unauthorized. For more information concerning your timekeeping practices, compensation for your employees, and acceptable discipline/warning practices, please contact the Employer Lawyers at Chauvel & Glatt.
The 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)