California’s 72-hour final pay rule requires timely last paychecks or employers may face costly penalties for each delayed day. Workers can take legal action if wages, PTO, or expenses are withheld after job separation under California employment law.
California employers must repay workers for all business vehicle costs under Labor Code 2802. Using mileage apps and IRS-compliant methods can help reduce legal risks and support fair reimbursements.
Paid Family Leave in California provides up to eight weeks of partial pay for caregiving, bonding, or military-related needs. Eligibility depends on earnings, job status, and submission of a timely claim to the EDD.
California PTO laws cover how paid time off accrues, when it must be paid out, and legal limits on accrual. Employers are held to rules regarding sick leave, vacation balances, and final pay affecting worker rights.
Build a 30-60-90 plan for interviews, new roles, or promotions using straight steps, defined phases, and a template. Clarify expectations, assign tasks, track outcomes, and avoid generalities that waste time in the first 90 days.
California’s PAGA law lets employees act on behalf of the state to pursue labor code violations in civil court. Employers may face steep penalties even for minor infractions, with lawsuits rising sharply since PAGA became law in 2004.
California Labor Laws 2025 cover wages, leave rights, termination procedures, workplace safety, and protections for vulnerable employee groups. Employers must meet strict rules on pay, time off, hiring practices, surveillance, child labor, and whistleblower protections.
California employers must classify jobs correctly as exempt or non-exempt based on duties, pay, and oversight. Misclassification risks include legal action, fines, and back pay for unpaid overtime or denied breaks.
California employers must meet 2025 workplace violence prevention requirements including yearly training, accessible plans, and detailed incident records. This article explains which employers are affected, what the plan must include, and the recordkeeping rules under Section 6401.9.
California employers with 100 or more workers must submit pay data reports detailing wages by category, race, gender, and ethnicity. Senate Bill 1162 adds new requirements for labor contractors, median wages, penalties, and strict filing deadlines.