In California, employees who are paid hourly must be paid at least the minimum wage for each increment of work time ($10 per hour in 2016 and $10.50 per hour in 2017). Why is this important? Because some employees are not paid hourly, but by what is commonly known as a piece rate plan. If an employer is paying his or her employees under a piece rate plan (e.g. a fixed dollar amount per item made, or task completed), it is imperative for the employer to ensure that the employee is being compensated properly, both as to the minimum wage and for meal and rest breaks.

Effective [...]

California’s minimum wage increase not only effects those earning the minimum wage, but also the minimum salary that must be paid to overtime pay exempt executives, administrative employees, and creative professionals, as well as exempt software engineers and physicians.

Executives, Administrative Employees, and Creative Professionals. Effective January 1, 2016, the new minimum salary required to be exempt from overtime pay increased from $37,440 to $41,600.

California Computer Professionals Exempt from Overtime Pay. [...]

Beginning January 1, 2016, the IRS standard mileage rate deduction for business use of a vehicle is 54 cents per mile (down 3.5 cents from [...]

In January 2015, the California Supreme Court held that employees who work 24 hour shifts must be paid for all time spent at the employer’s workplace including sleep time, under California Industrial Wage Order No. [...]

On October 2, 2015, Governor Jerry Brown signed into law Assembly Bill 1506 (AB 1506), codified in California Labor Code § 2699(d). California Labor Code Section 2699(d) amends the California Private Attorneys General Act (PAGA) to provide California employers with a 33 Day Cure Period for alleged violations of California Labor Code §§ 226(a)(6) and 226(a)(8), which require all California employers to specify on an employee’s wage statement: (i) the name and address of the “legal entity” that is the employer and (ii) the [...]