Given the increasing mobility of the workforce, the issue of which state’s laws apply to a traveling employee is becoming more and more common. In Sullivan v. Oracle Corp., the California Supreme Court held that California-based employers must pay non-resident employees working in California according to the California’s overtime laws. That means that a California employer who has employees travel to California to work must pay the employees according to California’s wage and hour laws – not pursuant to the laws from the state that the employee is from. The Court emphasized California’s strong public policies in place to protect the employees.

This holding was again recognized in See’s Candy Shops, Inc. v. Superior Court. The Court in See’s Candy stated, “We agree with [the Plaintiff] that under Sullivan a California employer generally must pay all employees, including nonresident employees working in California, state overtime wages unless the employee is exempt.” While the issue in See’s Candy was whether an employer’s time-keeping rounding policy complied with California law, the case is a good reminder that the analysis of which state’s employment laws apply to employees is simply more than looking up where the employee live.