CALIFORNIA LABOR LAW INVESTIGATION
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California workers enjoy numerous labor law protections that prohibit employers from engaging in unlawful employment practices. Employers that violate one or more of the employment law statutes must pay stiff fines and in many cases, compensate employees for the pain and suffering endured because of labor law violations.
If you are a worker who has experienced one of more of the following California labor law violations, you have the legal right to contact a California labor law attorney for a free initial consultation to determine the best strategy for implementing legal action.
- Tip Pooling
- Unpaid Overtime
- Donning & Doffing
- Off-the-Clock Work
- Missed Meals & Breaks
California employment law explicitly prohibits business owners and managers from sharing the tips earned by employees. According to California labor law Section 351, “No employer or agent shall collect, take, or receive any gratuity or a part thereof that is paid, given to, or left for an employee by a patron, or deduct any amount from wages due an employee on account of a gratuity, or require an employee to credit the amount, or any part thereof, of a gratuity against and as a part of the wages due the employee from the employer.”
Employers operating in the State of California must compensate workers at an hourly rate that is 1.5 times the rate earned by each employee. California overtime law covers employees who work more than eight hours in one day or more than 40 hours per work week. State law also mandates employers to pay overtime wages to workers for the first eight hours of documented time on the 7th consecutive day of work within the same work week. Employees also have the right to earn double wages for working more than 12 hours during a single workday. Salaried workers also fall within California employment law coverage, unless salaried employees qualify for exempt status.
Donning and Doffing
Donning and doffing refers to the time spent taking off and putting on work clothes. Depending on the occupation, putting on and taking off work gear and clothing can take between 30 and 60 minutes of a California worker’s time. Add five days to the equation and California employees can lose up to five hours of compensation each week simply because of the time required for donning and doffing work clothes. In many cases, workers have the right to seek compensation under California labor law. However, California employment law is ambiguous when it comes to setting standards for the compensation of workers for donning and doffing work gear and attire.
California workers enjoy both state and federal law protection against employers forcing employees to perform off-the-clock work. Employers cannot require workers to work off-the-clock, even if employees promised to perform the work or the work was required as part of a worker’s job description. Off-the-clock legal protection include simple tasks, such as asking an employee to dump the office trash can after the employee has formally ended the work day by signing out or punching out on a time clock.
Missed Meals and Breaks
Under California employment law, employers must give non-exempt workers a 30-minute lunch break for more than five hours worked in a single 24-hour period. California employees also must receive at least a 10-minute break for every four hours consecutively worked. Employers must allow a second 30-minute break whenever employees work more than 10 consecutive hours. California labor law stipulates employers must relieve workers of all job-related responsibilities and compensate employees for the breaks granted under California employment statutes.
How to Join a California Class Action Investigation
Although California labor laws represent some of the most comprehensive employment-related statutes in the United States, the laws are often difficult for workers to understand. By contacting a California employment law attorney, you receive the legal expertise to determine the strength of your case. Fill out the request form to schedule a free initial consultation with an experienced California labor law attorney.
After you fill out the form, the law firms who work with Legal Equals will review your case/ If you qualify, they will let you know if an individual lawsuit or class action lawsuit is best for you.
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