California law starts from a presumption that all employees are non-exempt employees, meaning that they are not exempt from the Labor Code requirements, such as overtime pay, meal and rest breaks, and minimum wage. Exempt employees are designated as such because they are “exempt” from certain wage and hour requirements due to their duties and
professional exemption
DOL overtime rule changes: Five action items for employers
By Anthony Zaller on
The DOL’s Final Rule was issued this week (see my previous article for the details), and we have had a few days to digest the new rules. Now employers need to start putting together a plan to ensure compliance with the federal rules, and take time to ensure they are also complying with…
What other legal issues arise from an increase in California’s minimum wage?
By Anthony Zaller on
With Governor Brown’s signing of the bill raising California’s minimum wage to $10.00 per hour by January 2016, there are a few new considerations this triggers for California employers. This quick video discusses the increase in guaranteed salary employers must pay in order to for employees to qualify as exempt.