California Overtime Law: Noodle Manufacturer Ordered to Pay $200K Back Wages for Overtime Law Violations

Compared to many other states in the U.S., California overtime law is some of the most favorable labor law for workers.  It has its own set of laws to protect employee overtime pay rights that go beyond  the federal law (FLSA). California’s labor laws are enforced by the Division of Labor Standards Enforcement (DLSE) in the California Department of Industrial Relations. California’s minimum wage is currently set at $8 per hour, as opposed to the current Federal minimum wage rate, which is $7.25 per hour. California labor laws require overtime pay to be paid to non-exempt employees under the following circumstances:
  • Any hours worked over 8 per day at 1 ½ times regular pay rate
  • Any hours worked over 40 per week at 1 ½ times regular pay rate
  • First 8 hours on the 7th consecutive day worked at 1 ½ times regular pay rate
  • Any work in excess of 12 hours per day at 2 times regular rate
  • Any work in excess of 8 hours on the 7th consecutive day at 2 times regular rate
Regardless of favorable California overtime law, companies continue to violate labor laws set forth by the state and federal government.  A recent example includes Rama Food Manufacturer Corp., a noodle manufacturer and distributor, which was ordered by the U.S. Department of Labor to pay $208,864 for labor violations. Rama Food Manufacture Corp. produces and packages fresh rice stick noodles to wholesale distributors, markets and restaurants nationwide. Rama has been ordered to pay 36 current and former employees more than $195,000 in back wages and damages. In addition, the manufacturer has to pay $13,464 in penalties after failing to pay employees overtime for any hours beyond the 40-hour week. The company also failed to properly record and maintain payroll records, a direct violation of the FLSA. Unfortunately, it is not only California overtime law that is routinely violated by employers. Across the country, employers often neglect to properly maintain payroll records, misclassify employees to avoid paying overtime, and use other tactics in order to save money at the expense of employees. If you believe your employer has failed or has continued to neglect the overtime pay you deserve, it’s important to contact a law firm experienced in recovering workers’ back pay due to violation of the overtime pay laws.
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