Cal Comply

Attention California Employers! Crafting a communication device policy? ?? Implementing a communication device policy in California requires careful consideration of legal requirements and best practices to ensure compliance and promote a productive work environment. Failure to outline and communicate an effective policy could put your organization at risk of a wage and hour lawsuit for violations of California employment law. Here are some best practices to consider: ? Define purpose and scope ? Ensure compliance with employment laws ? Establish clear usage guidelines ? Address security measures ? Consider personal use policies Our Wage and Hour Training for non-exempt hourly employees and managers includes best practices and guidance on when to use or not use communication devices. To learn more, click here: https://lnkd.in/gVHNX_34 The answer is D, all of the above ?? #calcomply #policies #humanresources #wageandhour #paga #employeetraining

According to SHRM, wage and hour class action and PAGA filings have continued to increase since the COVID-19 pandemic. In 2023 alone, there were 5,117 class action filings and 7,826 PAGA filings. This represents a 20% increase in class action filings and a 34% increase in PAGA filings from 2022. Check out our final article in our health and safety landscape vs wage and hour landscape series for some very important best practices every California employer should follow to maintain compliance, educate their team, and reduce exposure to wage and hour lawsuits: https://lnkd.in/g56iRgt7 #calcomply #wageandhour #compliance #humanresources

California's split shift pay requirements ensure employees receive additional compensation for working non-consecutive shifts within a single workday. Employers must accurately calculate and compensate split shift pay to comply with state law and avoid wage claims or legal disputes, maintaining trust and morale among employees. We’re committed to helping employers maintain compliance with California employment laws and avoid costly lawsuits. To learn more, visit www.calcomply.com #calcomply #wageandhour #PAGA #compliance #humanresources #employeetraining

?? Attention California Employers! ?? Did you know? Non-exempt hourly employees are entitled to rest periods under California employment laws. These short breaks help maintain productivity and well-being. Remember to provide your team with their deserved rest breaks for a happier, healthier workforce (and to comply with California employment laws, reduce exposure to a wage and hour lawsuit, and more). Cal Comply’s Wage and Hour Training for employees and managers is a valuable resource for employers. Each course includes an entire lesson about rest periods, ensuring your team is fully aware of their rights and responsibilities. To learn more, click here: https://lnkd.in/gVHNX_34 The answer? A, 10 minutes. #calcomply #compliance #humanresources #californiahr #wageandhour

Reporting time pay is the compensation that an employee receives for reporting to work but not being provided with any work or being provided with less than half of their scheduled hours. The purpose of reporting time pay is to compensate employees for their time and effort in showing up to work, even if they are not given any work to do. California's reporting time pay requirements protect employees from income loss due to last-minute schedule changes or insufficient work hours. Employers must understand and comply with reporting time pay obligations to avoid wage and hour violations, employee dissatisfaction, and potential legal consequences, preserving the employer's reputation and employee relations. #calcomply #wageandhour #compliance #humanresources #california

Want to avoid the risk of a wage and hour lawsuit?

Do you know the answer to this question? It’s important for California employers to provide California-compliant meal periods. California employment laws mandate specific meal period requirements for non-exempt hourly employees. Failing to provide these meal periods as outlined by the law can lead to legal consequences, including fines, penalties, and potential lawsuits for wage and hour violations. ???? At Cal Comply, we’re committed to helping employers maximize their compliance with wage and hour laws and avoid costly lawsuits by providing training for employees and managers. To learn more, visit www.calcomply.com The answer? D, all of the above. #mealperiods #mealbreaks #californiacompliance #humanresources #wageandhour #employmentlaw

California has strict criteria for classifying workers as independent contractors, aiming to prevent misclassification and ensure proper treatment of workers. Employers must correctly classify workers to avoid legal liability, fines, and penalties associated with misclassification claims or employment law violations, which can damage the employer’s? reputation and brand integrity. At Cal Comply, we’re committed to helping employers maximize their compliance with wage and hour laws and avoid costly lawsuits. To learn more, visit www.calcomply.com #wageandhour #PAGA #californiacompliance #humanresources #compliancetraining

Ensuring that non-exempt hourly employees take their meal periods in accordance with California employment law is crucial for legal compliance, employee well-being, morale, efficiency, and reputation management. Here’s a practical question about meal period start times. If you saw our previous post, you should be able to calculate the answer quickly. Here’s a hint: Meal periods must start before the end of the fifth hour of work. Can you identify the correct answer? Compliance with meal and rest periods is a big part of our Wage and Hour Training for non-exempt hourly employees in California, which can help reduce violations and protect employers in the event of a lawsuit. Learn more here: https://lnkd.in/gVHNX_34 The answer is D, no later than 1:29 p.m. Pro tip: Since that’s cutting it close, the best practice is to have employees start no later than the start of the fifth hour. #mealperiods #californiacompliance #wageandhour #humanresources

Accurate record keeping of employee wages, hours worked (tracked to the minute with no rounding), and other payroll information is essential for demonstrating compliance with California’s wage and hour laws. Employers must maintain thorough and organized records to defend against potential wage claims, audits, or investigations, safeguarding the employer’s legal and financial interests. We’re committed to helping employers maintain compliance with California employment laws and avoid costly lawsuits. To learn more, visit www.calcomply.com #wageandhour #californiacompliance #HR #humanresources #california #PAGA