Attention It Pros: The California New Overtime Law - What'S The Impact?
California overtime laws were created to protect the California workforce and ensure an employee's standard of living with a reasonable work week schedule. In keeping with this "reasonable" work week concept, there were also strict guidelines for California overtime wages established to protect California employees. In general, under California overtime laws, if a non-exempt employee works more than 8 hours in a day or 40 hours in a week, they are entitled to California overtime wages. This means that they will be paid 1.5 times their regular hourly pay for every hour over 8 hours in a day but less than 12 hours or 40 hours in a week. These California overtime laws help to regulate employers who may force an unreasonable work week schedule by requiring that the hours be paid "at a premium rate of pay" and not just the standard hourly rate. Additionally, this premium rate of pay compensates a California worker in a more equitable manner for working hours that are deemed to be "more than the acceptable norm" and thus infringe on their personal and family lives. California overtime laws serve as an employer monitoring mechanism, and an employee reward system, if you will.
In recent years California overtime laws stated that highly skilled technology workers earning less than $75,000 a year, or $36 an hour, were entitled to California overtime wages. Many employers took this to mean that as long as they paid their IT workers $75,000 a year they would be exempt from paying California overtime wages. However, many California labor law attorneys have argued that because California overtime laws clearly state "or $36 an hour" this makes the employer responsible for keeping track of the hours worked by the IT professional. These documented hours are then used to verify that the technology worker was earning "at least $36 an hour". google_ad_channel = "7940249670, " + AB_cat_channel + AB_unit_channel; google_language = "en"; google_ad_region = 'test';