Labor Laws For Salaried Employees In New York In Los Angeles - USLF Multistate Employment Law Handbook - Guide
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California wage and hour laws affect salaried and non-salaried workers. Non-exempt salaried employees are protected by California minimum wage laws.
Yes, some New York State jobs require employees to live in New York State. This is known as a "residency requirement" and it is mandated by New York State law.
Generally speaking, if you work for a New York-based company, you may be subject to New York employment laws regardless of where you are physically located. This is because the company is headquartered in New York and therefore must abide by New York state laws for all of its employees.
Contrary to Oracle's assertions, the California Labor Code is clearly intended to apply to work done in California by nonresidents. The California Supreme Court has concluded that California's employment laws govern all work performed within the state, regardless of the residence or domicile of the worker.
Yes. A New York State Employer may voluntarily elect to cover its non-New York Employees for DBL, providing the employee is not eligible in any other state that has statutory disability benefits (California, Hawaii, New Jersey, Rhode Island and Puerto Rico).
While New York City employment laws primarily protect workers within the city's limits, there are situations where out-of-state workers can also be covered. Factors such as the employer's location, the nature of the work, and specific contract agreements all play a role in determining whether NYC laws apply.
In California, salaried employees are not required by law to clock in and out, especially if they are exempt from overtime regulations. The decision primarily lies with the employer. In California, nonexempt employees must accurately record their hours worked.
An employee must earn no less than two times the state's minimum wage for full-time work to meet this initial requirement of the exemption test. As of January 1, 2025, employees in California must earn an annual salary of no less than $68,640 to meet this threshold requirement.
An exempt employee in California meets a certain set of criteria that prevents them from coverage under wage and hour laws. Wage and hour laws dictate which types of employees are entitled to a minimum wage, overtime compensation, and legally required breaks.