On Or Off The Clock? California's Guide To Ensure Employees Are Paid For All Hours Worked
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December 1, 2016 marks the effective date of the Department of Labor’s final rule updating federal overtime exemption regulations. With 392,000 non-exempt employees, California has the largest percentage of workers nationwide who will be affected by the final regulations.
As of that date, a vast number of California employees will no longer meet the salary requirements for overtime exemptions. It’s critical for employers to understand their legal obligations to pay non-exempt employees minimum wage for all hours worked plus overtime.
The devil lies in the details when deciding whether a non-exempt employee has engaged in compensable work time here in California thanks to voluminous Division of Labor Standards Enforcement (DLSE) regulations and federal rules as well.
There are so many questions that come up in everyday life when seeking to correctly address this issue. For example:
Join us when Cathleen Yonahara, a San Francisco-based employment attorney with Freeland Cooper & Foreman, LLP, will explain the practical impact of the DOL’s final overtime exemption rule on California workplaces and how to correctly determine what’s “on-the-clock” for your non-exempt workforce.
- Are you responsible for paying an employee who works off the clock?
- What about paying for travel time for the full duration of a business trip?
- How do breaks factor into whether time is compensable? Is standby or “on-call” time compensable?
- Which “preliminary” and “postliminary” activities are compensable?
- And, how do you calculate overtime based on hours worked?
About Your Presenter:
- What’s deemed compensable hours worked and travel time under California’s DLSE regulations and federal law
- Which breaks are compensable, including discussion of meal and rest, recovery, and lactation breaks
- When standby or “on-call” time may be compensable
- Compensable “preliminary” and “postliminary” activities
- How to ensure your employees don’t work “off-the-clock” – and your obligations when they do
- Limitations on hours worked
- How to calculate overtime based on hours worked in compliance with state law
- And much more!
Cathleen S. Yonahara, Esq.
Freeland, Cooper & Foreman, LLP
Cathleen Yonahara received her law degree from the University of California, Hastings College of Law in 1999. She concentrates her practice on labor and employment law, including Title VII, FEHA, ADA, ADEA, FMLA, CFRA, and the California Labor Code. Ms. Yonahara has represented clients before federal and state courts, the EEOC, the DFEH, the California Labor Commissioner and other government agencies. Her employment litigation practice includes claims of discrimination, harassment, failure to accommodate, retaliation, wrongful termination, unfair competition, wage and hour violations, and breach of contract. Ms. Yonahara’s practice also includes counseling clients on all aspects of the employment relationship from hiring to termination. She is an experienced speaker on labor and employment law matters, such as complying with California employment laws, preventing sexual harassment, legally managing leaves of absences, and wage and hour compliance. Ms. Yonahara is also the Assistant Editor of the California Employment Law Letter.
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|Keywords For This Course:|
DLSE regulations, federal wage and hour law, California overtime rules, overtime exemption, travel time, meal and rest breaks, calculating overtime in California, on-call time, standby time, preliminary activities, postliminary activities, off-the-clock, on-the-clock, hours worked
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