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Many wage claims in California relate not to violations of minimum wage laws but rather overtime pay statutes. California has more assertive employee protections than many other states. The minimum wage per hour is higher, and there are more scenarios in which employees should receive overtime wages.

Remote work is gaining traction as more companies embrace flexible arrangements to accommodate diverse employee needs and tap into a global talent pool. In California, remote workers are subject to the same labor laws as traditional in-office employees.

California has one of the highest minimum wages in the country. It was raised to $16.50 at the beginning of this year. A number of cities within the state, including San Diego, have even higher minimum wages, largely due to their cost of living.

Both full-time and part-time workers are fundamental to most companies in California. Part-time workers carry out key duties in the same way that full-time workers do.

While many people have a five-day workweek, there are a significant number of employees who just work a few times every week. For example, a college student may have a part-time job that fits around their class schedule. They just work two days a week and take classes on the other days.

California employers often rely on their contracts with workers to protect them from misconduct and negative publicity. The inclusion of non-disclosure agreements or non-disparagement clauses in employment contracts or severance agreements is somewhat common.

Employers should observe the state minimum wage. In California, this is $16.00 per hour for all employees as of January 1, 2024. Some cities in the state have higher minimum wages.

There are several laws protecting the right of California employees to take breaks. Paid breaks, including meal times, are beneficial for workers and are sometimes mandatory under California state law. Certain employees may require more breaks than others. A woman who has recently had a child, for example, might request lactation breaks.

The Cheesecake Factory, as well as Magic Touch Commercial Cleaning and Allied National Services, the two companies that provided janitorial services for the Cheesecake Factory, have finally settled a wage theft case in California that involved failure to pay some 589 janitors working in their San Diego and Orange County restaurants for overtime and not allowing them meal or rest breaks.

Navigating the process of filing an Equal Pay Act (EPA) claim can be a complex undertaking, but with the right frame of reference, you can better ensure that your rights are protected.