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 San Diego
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State:
Multi-State
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San Diego
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US-002HB
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FAQ
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.
There is no limit as to how many hours an exempt salaried employee can work in any given day or week. These employees earn a consistent salary, regardless of the number of 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.
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.
Companies often classify salespeople and commissioned employees as exempt. But these professionals must meet two key requirements: An employee earning commission must earn over one and a half times the California minimum wage. An employee's commissions must make up more than half of their overall compensation.
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This guide will help you understand the key aspects of California labor law when applied to salaried employees. For more information on California minimum wage.Information can be found on the state of California Labor Commissioner's webpage. California employers must pay salaried employees at least twice the minimum hourly wage based on a 40-hour workweek. The California Equal Pay Act has prohibited an employer from paying its employees less than employees of the opposite sex for equal work. California follows a state minimum wage law. The Challenges of Overtime. Exempt employees in California do not benefit from one or more provisions in the California Labor Code. Q: Do California wage and hour laws apply to out-of-state employees? This requires all employers with 15 or more employees to share their pay scale for any open positions.