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California Employment Law – Increased facilities for the employee
from:It is a known fact that because of a steady government policy the California Employment Law is one of the most-employee friendly. With support from the current governor California has one of the highest hourly rates in the whole of the United States according to a rule passed on January 2008. Employment law in the state of California has stated some statutory rules and regulations.
The employment law dictates that a worker's minimum wage has to be $8.00 per hour that has increased from the previous $7.50 an hour. At the same time employees working in California will also get increased credit options in meals and lodgings with the increase in minimum wages. According to the new employment law provisions that have been made employers, will be able to use the increased amounts to count against minimum wage if they offer meals and lodgings to workers. However the bad news is for federal employees who are working outside California. These individuals do not get an increased pay and are stuck with $5.15/hourly wages.
In the California Employment law circles one of the most controversial issues that has been raised from time to time is the compensation for overtime. This is one issue that has put the employers and employees on a debate that never ceases. According to California Employment law there are two kinds of workers exempt and non-exempt. If both are not clearly defined from each other businesses might bear a lot of losses. When an exempt employee works on overtime he or she is supposed to be paid a sum as overtime pay.
According to California Employment law a non-exempt worker will be subjected to all pay rules that are put forward by the Industrial Welfare Commission. These rules include payment for overtime. An employer must make sure what categories the employees fall into. This can be done by checking the California employment law codes and registration. The Department of labor can also be consulted. In order to be an exempt employee one needs to declare their professional responsibilities and their status. On the other hand this is not dependent on salary or the job title of an employee.
The California Employment law states that only licensed professionals can be called exempt employees. These include professionals like certified public accountants, doctors, lawyers, architects, and engineers. According to employment law those managers who perform such duties like hiring other employees, training and firing them are also exempt employees. They also spend less than half of their time working on the same duties as their employees. There are other categories of workers too who are included in the list of exempt employees. These include such individuals like outside sales representatives who are responsible for devising different kind of business policies for the organization and formulating them.
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