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USLF Multistate Employment Law Handbook - Guide

Work Labor Law For Salaried Employees In Los Angeles

Category:

Employment - Handbooks

State:

Multi-State

County:

Los Angeles

Control #:

US-002HB

Format:

Instant download

Description

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.

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FAQ

As a salaried exempt employee, you must make at least double the yearly amount that a minimum wage hourly worker would make working a 40-hour work week each week. Beginning in 2023, California established that the minimum wage in the state is $15.50 an hour; however, depending on where you're located, it might be more.

The short answer is that an employer can terminate an employee for leaving work early for a class, or leaving work early for any reason without permission or outside of company policy. However, an employee can't discriminate against you, so someone else is allowed to leave early for a class like yours.

Effective July 1, 2024, the salary threshold will increase to the equivalent of an annual salary of $43,888 and increase to $58,656 on Jan. 1, 2025. The July 1 increase updates the present annual salary threshold of $35,568 based on the methodology used by the prior administration in the 2019 overtime rule update.

By definition, a salaried employee's time at work isn't the factor that determines their compensation. So as long as they can satisfy their employer's conditions, then yes.

In California, a full-time workweek is typically between 32 and 40 hours, although the Affordable Care Act (ACA) considers an employee at full-time status if they work 30 hours or more. There is no limit as to how many hours an exempt salaried employee can work in any given day or week.

Full-Day Absences for Personal Reasons: If an exempt employee misses one or more full days for personal reasons, other than sickness or accident, you can make a deduction. Remember, it's full days we're talking about – not partial days.

Most salaried employees don't often exceed 45-50 hours of work in a given week. If a job regularly requires more than 50 hours of weekly work, then the role is probably poorly designed. The roles, duties and responsibilities may be completed more effectively if distributed across multiple jobs.

More info

Under California wage law, employees that work over 8 hours in one day or over 40 hours in a work week are entitled to overtime pay. For more information on California minimum wage.California employers must pay salaried employees at least twice the minimum hourly wage based on a 40-hour workweek. The new Minimum Wage Rate - effective July 1st of each year - is based on the Consumer Price Index (CPI) for Urban Wage Earners and Clerical Workers (CPI-W) This section discusses the exempt and nonexempt classifications with reference to California standards for minimum salary and job responsibilities. Employees exempt from minimum wage in accordance with the California Labor. In contrast, non-exempt salaried employees have set working hours, generally working eight hours per day and 40 hours per week. Unless an employee is exempt, they must be paid overtime at a rate of 1½ times the regular rate of pay after 40 hours of work in a workweek under the FLSA. Exempt employees in California do not benefit from one or more provisions in the California Labor Code. For each additional hour worked, an employee receives 1.5 times their regular rate of pay.

Work Labor Law For Salaried Employees In Los Angeles

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FAQ

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