New rules for when California employers must pay their employees for “on call” or standby time.

California Law on Paying Employees for On Call Standby Time

Currently, California law defines "hours worked" as "the time during which an employee is subject to the control of an employer, and includes all the time the employee is suffered or permitted to work, whether or not required to do so." See, California Industrial Wage Order No. 4-2001.

California's [...]

First, there is no law that requires a California employer to pay its employees for vacation time, or to have a paid time off (PTO) policy. However, if an employer has agreed to provide, or pay, vacation time or PTO, it is considered "wages" and the following rules apply:

• Vacation Time Accrues as Work is Performed. Vacation time accrues each day the employee works. For example, if an employee is entitled to two weeks (10 days, or 80 hours) of vacation per year, after six months of work the employee will have accrued one week (5 days, or 40 hours) of paid vacation at a rate of 1.538 hours of vacation per week. Upon termination, however, the employer must calculate the accrued vacation time on a daily basis.
• Use [...]

As of August 2013, to be exempt from overtime under the California executive, administrative, learned professional, creative professional, and inside sales exemptions in California the employee MUST be paid a "guaranteed minimum salary" of at least twice the minimum wage. In Negri v. Koning & Assoc., ___ Cal.App.4th ___ (May 16, 2013), the Sixth District Court of Appeals held that even where an employer pays an employee well over [...]

Beginning January 1, 2014, the IRS standard mileage rate deduction for business use of a vehicle is 56 cents per mile, down a half cent from the 2013 IRS mileage rate of 56.5 cents per [...]