Labor Laws California For Salary Employees In Washington
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FAQ
Being salaried does not necessarily mean working 40 hours. As a salaried worker, you receive a fixed amount of payment regardless of the actual hours worked. While there are typically expected work hours, if you complete your tasks in fewer than 40 hours during a specific week, it is perfectly acceptable.
California wage and hour laws affect salaried and non-salaried workers. Non-exempt salaried employees are protected by California minimum wage laws.
Some salaried employees – Contrary to popular belief, some salaried employees are entitled to overtime. Only salaried employees who meet the executive, administrative, and professional definitions – often called “white-collar” jobs – are exempt from overtime.
Disclosure of wage or salary range by employer—When required—Remedies. (1) The employer must disclose in each posting for each job opening the wage scale or salary range, and a general description of all of the benefits and other compensation to be offered to the hired applicant.
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.
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.
An exempt employee in California meets a certain set of criteria that prevents them from coverage under wage and hour laws. Wage and hour laws dictate which types of employees are entitled to a minimum wage, overtime compensation, and legally required breaks.
The Professional Exemption sets out eight specific professions (law, medicine, dentistry, optometry, architecture, engineering, teaching, and accounting) that are exempt from the first 12 sections of the Wage Orders. It also addresses certain other professions, including nurses, pharmacists and software coders.
While California labor laws primarily apply to in-state workers, there are scenarios where they may have extraterritorial reach. The central determinant of these situations is the relationship between the employer, the employee, and the state.
