Posted By Sirmabekian
California law has adopted several important exceptions to the wage, hour, and overtime laws that apply to most employees.
California labor laws require most employers to follow certain rules—like paying overtime, tracking hours, or providing rest breaks. The law, however, provides for several important exceptions to these requirements. In most cases, an employee who is subject to one or more of these exceptions is called an exempt employee.
There are usually three simple requirements to determine whether a worker is subject to a wage and hour exception under California law:
- Minimum Salary. The employee must be paid a salary that is at least twice the state minimum wage for full-time employment.
- White-Collar Duties. The employee’s primary duties must consist of administrative, executive, or professional tasks.
- Independent Judgment. The employee’s job duties must involve the use of discretion and independent judgment.
If all three requirements are met, the employee will usually be subject to an exception of California’s overtime, minimum wage, and rest break requirements (but not meal break requirements). There are, however, many caveats to this test.
There are also some jobs that are subject to a different test altogether. And some employees are only subject to some wage and hour exceptions; meaning, they are protected by certain labor laws, but not others.
The rest of this article explains these requirements in greater detail, as well as what happens when employers fail to properly classify their employees under California Law.
– Source: https://wrklyrs.com/LbrExptns#p1