In California, both the Labor code and the Industrial Welfare Commission’s Wage Orders set out the law governing employment relationships, outlining both the duties that employers owe to their employees as well as the rights of employees. These laws include provisions regarding the payment of minimum wage, payment and timing of wages, rest periods, meal periods, commissions, overtime and vacation, make up time, alternative work week schedules, travel time pay, show up time pay, time keeping requirements, and itemized wage statements, among other things. Because these rights are statutory, employers are generally held to a strict standard of compliance.
California’s laws regulating wage and hour claims can be complicated and difficult to navigate; if you believe that your employer has not fulfilled their duties to you, please contact our office to discuss your rights.
What can you do as an employer to minimize your liability for this type of claim?
Because wage and hour regulations are statutory, employers tend to be held to a strict standard of compliance. The best way to minimize your potential liability for violations of wage and hour regulations is to prevent their occurrence. If you are interested in having your policies and procedures audited for compliance with state law, or if you have received a complaint for wage and hour violations, please contact our office to receive information about your options.
