Did you know that there are unique standards that employers must follow when they hire people who are not 18 or older? In fact, there are rules that apply that limit how long a teen under 18 can work. According to California’s labor laws, any minor employee who is 16 or 17 and not required to attend school cannot be… The post Can an employer force mandatory overtime for teens? first appeared on Gigliotti & Gigliotti, LLP.

There are times when employers run into financial trouble or want to start cutting down on expenses. When that happens, they may try to put an overtime ban into place. An overtime ban in your office might state that no one is allowed to work more than 40 hours in a week. If they do so or reach a point… The post Can your employer legally have an overtime ban? first appeared on Gigliotti & Gigliotti, LLP.

Overtime wages are a crucial form of employee protection. By requiring that companies compensate workers at 150% of their typical hourly wage or more when they work a lot of hours, the government helps to curb abusive employment schedules. Otherwise, companies could demand that workers put in so many hours that they can not reasonably care for their physical health… The post Do you deserve overtime wages as a salaried employee? first appeared on Gigliotti & Gigliotti, LLP.

There are times when people work in the gray area of the law in terms of employment contracts and their workers. A client may come to you to suggest an independent contracting arrangement, but if they treat you more like an employee than third-party vendor, there may be trouble brewing. As an independent contractor, it is normal for you to… The post Can your client control your hours as an independent contractor? first appeared on Gigliotti & Gigliotti, LLP.

As a worker, you always have rights. Many of these rights are stated in your employment contract. Unfortunately, many employees fail to assert their rights when they are beached because they are simply not aware of them. This is why it is always important to first be aware of your rights as an employee, verify whether your rights have been… The post What to consider when your employer breaches your employment contract first appeared on Gigliotti & Gigliotti, LLP.

Overtime wages help compensate people who have to put in a lot of hours during any given workweek. They also help deter employers from running their staff completely ragged. By requiring that companies pay at least 150% of someone’s standard hourly wage for hours over 40 that they work, the law ensures that those who must put in extra time… The post 3 ways your employer could deprive you of earned overtime wages first appeared on Gigliotti & Gigliotti, LLP.

Farmworkers in California will soon see changes to the wage and hour laws that govern their employment. While most workers in the state must receive overtime pay if they work over eight hours in a day or 40 hours in a week, farmworkers have long been exempted from these protections. However, laws are going into effect with the new year… The post New overtime provisions for farmworkers go into effect first appeared on Gigliotti & Gigliotti, LLP.

For many years, employees who were not compensated correctly for their work had trouble getting judgments from their employers. In an attempt to remedy this situation, lawmakers in California passed the Fair Day’s Pay Act. The law imposed personal liability for specific wage and hour violations committed by owners, directors, officers, and other people in management within a company. This… The post Manager liability for wage and hour violations first appeared on Gigliotti & Gigliotti, LLP.

Some employees in California might wonder how salary legally differs from overtime. Salary is financial compensation that an employee is paid regularly; it does not fluctuate. In contrast, overtime is paid to hourly employees when they work more than a certain number of hours or days. Laws about wages, salary and overtime differ from country to country and from state… The post How salary and overtime are different first appeared on Gigliotti & Gigliotti, LLP.