Labor Laws For California Overtime In King
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FAQ
Some common alternative workweek schedules used in California workplaces include: a 4-day workweek, at 10 hours per day (known as a 4/10 work week), 8 days of 9 hours, 1 day of 8 hours, and an extra day off in a 2-week period (known as a 9/80 schedule, because it spaces the 80 hours over only 9 days), and.
Regular, non-health care employees, are permitted, in California, to work four 10-hour shifts as a regular schedule. These employees will not earn daily overtime for those first 10 hours. This means that employees and employers can come to an agreement to create an alternative workweek.
About the Law: If an employee does work for more than six days in a row, the first eight hours worked on the seventh day must be compensated at 1.5x the normal hourly wage. Any time worked beyond the first eight hours must be compensated at 2x the normal hourly wage.
The California Labor Code provides that workers get time and a half overtime when they work more than 8 hours in a workday, on the 7th straight day of the workweek, or over 40 hours in a workweek. A workweek is defined as 7 straight days designated by the employer as its workweek.
California has regulations for OT over 8 hours in a day, and then additional for the 7th consecutive day. ( ).
There is no specific amount of notice required in California before changing an employee's schedule or requiring overtime, though providing as much advanced notice as possible will allow employees to rearrange their personal commitments and/or find appropriate care for their dependents for the additional hours or days ...
Common examples of alternative workweek schedules are the 4/10 (employees work four 10-hour days in a workweek) or the 9/80 (employees work 80 hours in nine days over two workweeks). The impetus for proposing an alternative workweek schedule may be based on business needs or on requests from employees.
