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In Employment Law
Putting on uniforms or protective equipment before a shift, or removing them after, often feels routine, yet the time can carry weight. You may face this issue daily in California, especially if your role includes uniforms or protective clothing. Building a clearer...
California labor laws specify precise timelines for when employees must take meal breaks. If you work more than five hours in a day, your employer must provide a 30-minute, uninterrupted meal period before your fifth hour ends. For instance, if your shift starts at 8...
When an employee is let go from employment, oftentimes the employer offers a severance agreement (also known as a severance). But what is a severance, and what should I do when I get one? Money in exchange for a promise not to sue A severance is a document provided...
Many workers in California don’t realize that certain bonuses should count toward their hourly wage, affecting both their regular pay and overtime. While you might think of bonuses as separate from your regular earnings, California law requires that some bonuses be...
Sometimes workers are paid on a “daily rate” or a “day rate” – meaning the worker is paid a fixed amount of money to perform his/her job duties each day, regardless of how long the work actually takes to complete. While this may seem harmless, it is very risky for employers to pay their employees this way because they may not be paying overtime or minimum wage correctly.
Let’s simplify the difference between a domestic worker and a personal attendant.
Here are a few things to look at to see if a salaried employee may be entitled to damages for being misclassified.
Have you ever consulted with an attorney who has told you what your case is worth? Please… DON’T LISTEN!
If you feel like you’re being subjected to harassment at work, you may be wondering what type of evidence you would need in order to bring a lawsuit. Let’s go over the best types of evidence.
Employers generally cannot retroactively change your entitlement to commissions for work that was already performed by you or for commissions that were already earned by you. In such instances, you should be paid all commissions already owed to you, and any retaliation by your employer against you for demanding that you be paid past-due amounts may constitute illegal retaliation under California law.