California law requires immediate final paycheck payment, and late wages can trigger waiting time penalties up to thirty days. Employees may pursue lawsuits for unpaid wages, overtime, or delayed payments, with penalties and damages available under state labor regulations.
Yes, 24-hour and overnight caregivers must be paid for sleeping hours if they are awakened at least once during the night.
Our team of employment defense lawyers protect businesses from frivolous employees’ lawsuits through California including Los Angeles, San Diego, Orange County, and San Jose.
Most California workers must receive the following breaks: An uninterrupted 30-minute unpaid meal break when working more than five hours in a day. Your boss must give you a rest break of at least 10 consecutive minutes that are uninterrupted.
A contingency fee is designed to expand access to the courts by making it easier for those without the financial means to pay for legal services. Contingency fees mean you will pay the lawyer a certain percentage of the money you receive if you win the case or settle the matter out of court.
In California, under the Healthy Workplaces, Healthy Families Act of 2014 (California Labor Code sections 245-249), employees are entitled to accrue and use paid sick leave.
Most California workers must receive the following lunch breaks: An uninterrupted 30-minute unpaid meal break when working more than five hours in a day.
The best option is to file a wage claim and contact an employment law attorney so they can help guide you through the process of recouping your wages. You can sue your employer if you’re not paid or underpaid.
Can Managers Receive Tips in California?
No. Under California law, a manager cannot take any part of a tip that’s left for an employee. This means that you can’t be forced to share your tips with the manager, supervisor, or owner of the business. In California, when an employer or another supervisor or manager takes an employee’s tips, it is considered a wage and hour violation.
No, in California, it is strictly prohibited for your manager to take tips that are intended for employees. California labor laws clearly state that tips are the sole property of the employees to whom they are given, and managers, supervisors, or employers cannot collect, share, or deduct any portion of these gratuities.