This Handbook provides an overview of federal laws addressing employer-employee rights and obligations. Information discussed includes wages & hours, discrimination, termination of employment, pension plans and retirement benefits, workplace safety, workers' compensation, unions, the Family and Medical Leave Act, and much more in 25 pages of materials.
Labor Laws California For Salary Employees In California
Category:
State:
Multi-State
Control #:
US-002HB
Format:
Word;
PDF;
Rich Text
Instant download
Description
Free preview
Form popularity
FAQ
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 employer may ask an applicant for his or her salary expectations for the position, as distinguished from asking what the applicant earned in the past. Section 432.3, as amended, defines “applicant” to mean someone seeking employment with the employer who is not currently employed with that employer.
Labor Code § 2802 – Required Expense Reimbursements. California Labor Code 2802 requires employers to reimburse employees for reasonably necessary expenses they incur to do their job. California Labor Code section 2802 requires employers to reimburse their workers for business expenses.
File a wage claim and learn about labor rights. Report labor law violations. File a retaliation or discrimination complaint. Contact the Labor Commissioner's Office at 1-844-522-6734 or EmploymentStatus@dir.ca.
If you wish to report a widespread violation of labor law by your employer or a violation affecting multiple employees, please contact LETF via phone, online lead referral form or email: Call the LETF Public hotline anytime: 855 297 5322. Complete the Online Form / Spanish Form. Email us at letf@dir.ca.
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 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.
Starting January 1, 2025, the annual minimum salary to qualify for the white-collar exemption (executive, administrative, and professional) will increase to $68,640 (or $5,720 per month), up from $66,560 in 2024. Employers must ensure compliance with these thresholds to avoid misclassification issues.
What Are the Key Changes? Changes are meant to reflect inflation and increased living costs. As a result, thresholds tend to move upward rather than downward: Minimum Salary Threshold: The new rule raises the standard salary level from $35,568 per year ($684 per week) to $58,656 annually ($1,128 per week).
More info
In California, the law does not mandate salaried employees, even those that are exempt, to clock in and out. In California, salaried employees can be classified as exempt or non-exempt.Non-exempt salaried employees are eligible for overtime. Non-Exempt Employees. For more information on California minimum wage. Exempt employees in California generally must earn a minimum monthly salary of no less than two times the state minimum wage for full time employment. Some of California's employment laws. Generally, work done after eight hours of work pass in a day has to be compensated. This concept is outlined in the California Labor Code, which specifies when employers must provide reporting time pay and how much they must pay. Nonexempt workers must be paid overtime pay at a rate of not less than one and one-half times their regular rates of pay after 40 hours of work in a workweek.