This Handbook provides an overview of federal laws addressing employer-employee rights and obligations. Information discussed includes wages & hours, discrimination, termination of employment, pension plans and retirement benefits, workplace safety, workers' compensation, unions, the Family and Medical Leave Act, and much more in 25 pages of materials.
Labor Laws California For Salary Employees In Travis
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Multi-State
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Travis
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US-002HB
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FAQ
An employer may ask an applicant for his or her salary expectations for the position, as distinguished from asking what the applicant earned in the past. Section 432.3, as amended, defines “applicant” to mean someone seeking employment with the employer who is not currently employed with that employer.
There is no limit as to how many hours an exempt salaried employee can work in any given day or week. These employees earn a consistent salary, regardless of the number of hours worked.
There is no limit as to how many hours an exempt salaried employee can work in any given day or week. These employees earn a consistent salary, regardless of the number of hours worked.
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.
An employee must earn no less than two times the state's minimum wage for full-time work to meet this initial requirement of the exemption test. As of January 1, 2025, employees in California must earn an annual salary of no less than $68,640 to meet this threshold requirement.
Starting January 1, 2025, the annual minimum salary to qualify for the white-collar exemption (executive, administrative, and professional) will increase to $68,640 (or $5,720 per month), up from $66,560 in 2024. Employers must ensure compliance with these thresholds to avoid misclassification issues.
Labor Code § 2802 – Required Expense Reimbursements. California Labor Code 2802 requires employers to reimburse employees for reasonably necessary expenses they incur to do their job. California Labor Code section 2802 requires employers to reimburse their workers for business expenses.
If you wish to report a widespread violation of labor law by your employer or a violation affecting multiple employees, please contact LETF via phone, online lead referral form or email: Call the LETF Public hotline anytime: 855 297 5322. Complete the Online Form / Spanish Form. Email us at letf@dir.ca.
In California, salaried employees are not required by law to clock in and out, especially if they are exempt from overtime regulations. The decision primarily lies with the employer. In California, nonexempt employees must accurately record their hours worked.
(1) An employer must not request or require an employee to work more than the following number of hours in a week unless the additional hours are reasonable: (a) for a full-time employee—38 hours; or (b) for an employee who is not a full-time employee—the lesser of: (i) 38 hours; and (ii) the employee's ordinary hours ...
