For a lot of reasons, including safety concerns, employers in the Los Angeles area are smart to allow their employees to take a break from time to time, which includes having an adequate time to take lunch.
The California Supreme Court, which is the final interpreter of questions of California law, recently issued an important decision that may affect the rights of California employees who work on the time clock.
The City of San Diego, has agreed to pay $442,000 in damages to several helicopter medics to resolve their claims that they were not paid overtime despite the fact that they were assigned to work for 56 hours every week.
A recent opinion by the California Supreme Court applied what media outlets were described as a new legal test that employers will have to use when determining whether their workers are truly employees or independent contractors. Under this new test, which only applies when it comes to wage and hour violations, an employer who wants to classify a worker as an independent contractor has to establish that its worker is, legally and in practice, free to determine how to do his or her work. The employer can only be concerned with the end result.
A previous post on this blog talked about some tricks Los Angeles employers may use to deprive their lower paid, oftentimes hourly workers even the little bit of money they make.
In addition to federal wage and hour rules governing the employment of minors, California has its own set of laws when it comes to companies in this state hiring people under 18 to work at their businesses. Employers bear the responsibility for following these laws, and they can be held accountable for wage and hour violations if, for whatever reason, they do not do so.
A previous post on this blog discussed how California workers at a major retail clothing store will be receiving reimbursement after a settlement with the chain.
The major retail clothing store Abercrombie & Fitch, which is a staple store in shopping malls around the country, will pay employees and former employees to the tune of $25 million in order to resolve allegations of wage and hour violations. Specifically, in four states, the company allegedly violated minimum wage laws by requiring employees to pay for mandatory work-related expenses. One of these states is California.
As this blog has mentioned on previous occasions, there are federal laws which establish the minimum amount employers must pay their employees, how long employers can make the employees work without paying overtime, etc.