News

Employers benefit from being able to classify certain workers as exempt “computer professionals.” As an exempt worker under California wage laws, computer professionals are not required to be paid a premium for overtime hours worked. However, the worker must meet certain requirements to qualify for this California overtime law exemption. First and foremost is the
Q: SHOULD MY BONUS BE INCLUDED IN MY OVERTIME PAY RATE? A: IT DEPENDS Everyone knows (or should know) that nonexempt employees must be paid at least time-and-one-half their “regular rate” of pay for all hours worked over 40 in a workweek.  What everyone does not always know is what goes into the calculation of
With the continued drop in oil prices and drilling activity, an increasing number of energy related employers have been engaging in “cost reduction” efforts, including job cuts and layoffs. The near-term outlook doesn’t look much brighter with new job postings for operators, field technicians, inspectors, pumpers, roustabouts and similar jobs down and top executives noting
According to the 9th Circuit (the federal appeals court for Alaska, Arizona, California, and Hawaii), the “80/20 rule” does apply.  This ruling upheld prior regulations from the Labor Department which stated that employers may not reduce a tip-earning employee’s hourly pay below the minimum wage when that employee spends more than 20 percent of his
California Independent Contractor Law Update.  New Law Follows Prior Court Ruling Favoring Employees and Opposing Misclassification. Summary:California’s Governor signed into law AB 5 which goes into effect on January 1, 2020 and adds the ABC test to the California Labor Code. This is another important step in California’s fight to protect workers’ pay, overtime rights

Fill out our quick case evaluation form for a free and confidential review of your situation.