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California Employer Duties and Employee Rights

California Labor Code section 510 requires employers to pay overtime compensation for hours worked over 8 per day and 40 per week. An employer may avoid paying overtime for hours worked over 8 per day by adopting a valid Alternative Workweek Schedule (“AWS”). The procedures for adopting a valid AWS are set forth in Labor Code § 511 and the relevant Industrial Welfare Commission (“IWC”) Wage Order No. 4 at California Code of Regulations, title 8, § 11040, subd. 3(B). Among other things, the law requires an employer to hold a secret ballot election regarding the AWS amongst its employees and to file the results of the election with the State. Prior to the election, the employer must issue a written notification to the affected employees, explaining the election process and the effects of the AWS on the employees’ work schedule and compensation.

February 19, 2015

#8 CCR § 11040 #Amaral v. Cintas Corp. No. 2 #Arias v. Superior Court #Armenta v. Osmose Inc. #Avilez v. Pinkerton Government Services #Barnhill v. Robert Saunders & Co. #Brinker Restaurant Corp. v. Superior Court #Bufil v. Dollar Financial Group Inc. #C.C.R. § 11040 #California Labor Code §226.7 #Ghazaryan v. Diva Limousine Ltd. #Hale v. Morgan #Heritage Residential Care Inc. v. DLSE #Home Depot U.S.A. Inc. v. Superior Court #IWC Wage Order No. 4 #Jaimez v. DAIOHS USA Inc. #Labor Code § 201(a) #Labor Code § 203 #Labor Code § 204 #Labor Code § 226.3 #Labor Code § 226(a) #Labor Code § 226(e) #Labor Code § 2698 et seq. #Labor Code § 2699(f) #Labor Code § 510 #Labor Code § 511 #Labor Code § 558 #Murphy v. Kenneth Cole Productions Inc. #PAGA #Private Attorneys General Act #Road Sprinkler Fitters Local Union No. 669 v. G & G Fire Sprinklers Inc. #Starving Students Inc. v. Department Of Industrial Relations #Thurman v. Bayshore Transit Management Inc. #Waller v. Truck Ins. Exchange Inc. #Williams v. Marshall

Overtime, Wage Violations, and Employer Obligations Regarding Disabilities

California Labor Code section 510 requires employers to pay overtime compensation for hours worked over 8 per day and 40 per week. An employer may avoid paying overtime for hours worked over 8 per day by adopting a valid Alternative Workweek Schedule. The procedures for adopting a valid AWS are set forth in Labor Code § 511 and the relevant Industrial Welfare Commission (“IWC”) Wage Order No. 4 at California Code of Regulations, title 8, § 11040, subd. 3(B). Among other things, the law requires an employer to hold a secret ballot election regarding the AWS amongst its employees and to file the results of the election with the State.

December 15, 2014

#Americans with Disabilities Act #Arias v. Superior Court #Avilez v. Pinkerton Government Services #Brinker Restaurant Corp. v. Superior Court #Civ. Code § 338(a) #Colwell v. Rite Aid Corp. #Criado v. IBM Corp #Diaz v. Fed. Express Corp. #Gelfo v. Lockheed Martin Corp. #Government Code § 12926.1(c) #Government Code § 12926(l) #IWC Wage Order No. 4 #Labor Code § 201(a) #Labor Code § 203 #Labor Code § 203(b) #Labor Code § 226.7 #Labor Code § 226.7(c) #Labor Code § 226(a) #Labor Code § 2698 #Labor Code § 2699.3 #Labor Code § 2699(g)(1) #Labor Code § 510 #Labor Code § 511 #Labor Code § 98 #LWDA #Murphy v. Kenneth Cole #PAGA #Prilliman v. United Air Lines inc. #Sanchez v. Swissport Inc. #Sullivan v. Oracle Corp. #Waller v. Truck Ins. Exchange Inc. #Williams v. Marshall

The Definition of “On-Duty” and “Off-Duty” Periods

Employees must be relieved of all duty during their meal and rest breaks. Brinker, 53 Cal.4th at 1035–1036; Faulkinbury v. Boyd & Associates (2013) 216 Cal.App.4th 220, 236. During breaks, an employee “must be free to attend to any personal business he or she may choose.” Brinker, 53 Cal.4th at 1036. An employee is working and “on duty” when he is “subject to the control of an employer,” “including all the time the employee is suffered or permitted to work, whether or not required to do so.” Wage Order No. 9 § 2(H). Time spent by an employee waiting on standby for the benefit of the employer is considered to be on duty. Madera Police Officers Assn. v. City of Madera (1984) 36 Cal.3d 403.

March 26, 2014

#29 C.F.R. 785.15 #29 C.F.R. 785.16 #Amaral v. Cintas Corp. No. 2 #Armenta v. Osmose Inc. #Augustus v. American Commercial Security #Avilez v. Pinkerton Government Services #Barnhill v. Robert Saunders & Co. #Brinker Restaurant Corp. v. Superior Court #Bufil v. Dollar Financial Group Inc. #Caliber Bodyworks Inc. v. Superior Court #California Labor Code §226.7 #Cicairos v. Summit Logistics Inc. #Claudio v. Regents of University of California #Division of Labor Standards Enforcement #DLSE #Fair Employment and Housing Act #Faulkinbury v. Boyd & Associates #FEHA #Gelfo v. Lockheed Martin Corp. #Ghazaryan v. Diva Limousine Ltd. #Hale v. Morgan #Hanson v. Lucky Stores Inc. #Heritage Residential Care Inc. v. DLSE #Home Depot U.S.A. Inc. v. Superior Court #Horsford v. Board of Trustees of California State University #Huntington Memorial Hospital v. Superior Court #Industrial Welfare Com. v. Superior Court #Industrial Welfare Commission #IWC Wage Order No. 9 #Jaimez v. DAIOHS USA Inc. #Jensen v. Wells Fargo Bank #Kimbro v. Atlantic Richfield Co. #Labor Code § 201(a) #Labor Code § 203(a) #Labor Code § 203(b) #Labor Code § 204 #Labor Code § 226.3 #Labor Code § 226(a) #Labor Code § 226(e)(2) #Labor Code § 2698 #Labor Code § 2699(e)(2) #Labor Code § 2699(f) #Labor Code § 558 #Madera Police Officers Assn. v. City of Madera #Martinez v. Combs #Monzon v. Schaefer Ambulance Service Inc. #Murphy v. Kenneth Cole Productions Inc. #PAGA #Prillman v. United Air Lines Inc. #Road Sprinkler Fitters Local Union No. 669 v. G & G Fire Sprinklers Inc. #Sanchez v. Swissport Inc. #Seymore v. Metson Marine Inc. #Starving Students Inc. v. Department Of Industrial Relations #Sullivan v. Oracle Corp. #Thurman v. Bayshore Transit Management Inc. #Waller v. Truck Ins. Exchange Inc. #Williams v. Marshall #Wilson v. County of Orange

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