Unfortunately, both single-plaintiff and class-action wage and hour lawsuits
continue to plague California employers. Often employers are sued because
of technical violations that occur simply because the employer is unaware of
its legal obligations. Come join the Labor and Employment Group at
Weintraub Tobin as they discuss the “Ins and Outs” of wage and hour
compliance for “non-exempt” employees – there’s more to it than merely paying overtime and providing meal periods.
“Actual hours worked” and problems with “off the clock” work.
24/7 connectivity through computers and mobile devices may create compensation issues.
Is your overtime rate correct?
It depends on whether you’ve properly calculated the employee’s “regular rate.”
What is and is not included in the “regular rate?”
Are you “providing” a meal period to your employees?
If your answer is “No” because you have an “on duty” meal period agreement with your employees – Is it valid?
If your answer is “No” because the Brinker case says you don’t have to – You’ll be surprised to learn that this is not so.
“Flex-time,” “make-up time,” and “alternative work” schedules.
What’s legal and what’s not?
What are the courts saying – highlights of recent decisions regarding non-exempt wage and hour issues in California.