A nonexempt salaried employee who works over the maximum number of hours should be paid based on California overtime laws. An employer cannot ask a nonexempt salaried employee to work more than the maximum hours without providing overtime pay. Under California’s overtime law, employers are req...
In some cases, an employee may even be asked to sign anemploymentcontract“agreeing” to be exempt from overtime requirements–and then be asked to perform a large amount of“work off the clock.” Though under Californiawage and hourlaw, none of these factors will make a non-exempt employee...
It allows them to request overtime or “off the clock” work without paying more for it. In some cases, they include a provision in their employment contract that purportedly makes an employee exempt. However, California employment law determines whether you are exempt or not. Your employer ...
Meal breaks of at least 30 minutes are treated differently. If an employer decides to allow workers time off from work to eat, they are not required under the FLSA, to pay the employee for their break time. On the other hand, the employer cannot require an employee to work through lunch...
If "Yes," complete Schedule L, Part I 25b X 26 Was a loan to or by a current or former officer, director, trustee, key employee, highly compensated employee, or mdisqualified person outstanding as of the end of the organization's tax year? If "Yes," complete Schedule L, Part II 26...
These differences typically determine whether or not an employee is subject to state and federal laws that dictate rules with regard to overtime pay, meal and rest breaks and paid time off. A large number of employment lawsuits stem from disputes that arise from these classifications. Many employ...