Wage and Hour
Wage & Hour Lawsuits
Wage and hour laws in California are designed to protect workers from being exploited by their employers. Unfortunately, many employers violate these laws and take advantage of their employees. Common wage/hour state law violations in California include:
If you think your employer has violated any wage and hour laws, please contact MSD immediately, so we can advise you of your rights.
- Failing to pay minimum wage.
- The California minimum wage as of January 1, 2022 is:
- fourteen dollars ($14.00) per hour for employers with twenty-five (25) or fewer employees, and
- fifteen dollars ($15.00) per hour for employers with twenty-six (26) or more employees.
- Many California cities and counties have a higher minimum wage.
- The California minimum wage as of January 1, 2022 is:
- Failing to pay overtime.
- Employers must pay non-exempt employees “time and a half” overtime (that is, one and a half times their regular rate of pay) for any work in excess of eight (8) hours in one workday, or forty (40) hours in one workweek
- In addition, California wage and hour law requires employers to pay employees “double time” overtime (that is, twice their regular rate of pay) for any work in excess of twelve (12) hours in one workday, or any work in excess of eight (8) hours on the seventh day of a workweek
- Requiring “work off the clock”
- Employers are required to compensate employees for all hours worked.
- Failing to provide required meal and/or rest breaks during work periods.
- Most non-exempt California employees who work more than five (5) hours in a workday must be given a meal break of at least thirty (30) minutes. However, if the employee will work no more than six (6) hours in the day, s/he may agree to waive the meal break
- In addition, employees who will work more than ten (10) hours in a day must receive a second thirty (30) minute meal break. The employee may waive the second break if s/he did not waive the first meal break and will work no more than twelve (12) hours in the day
- Misclassifying employees as exempt from wage/hour requirements.
- Just because you earn a salary does not mean you necessarily are exempt from wage and hour laws. For more information on whether you are misclassified, please refer to MSD’s misclassification page.
- Misclassifying employees as independent contractors.
- Just because your employers calls you an “independent contractor,” does not mean you, in fact, are an independent contractor. For more information on whether you are misclassified, please refer to MSD’s misclassification page.
If you think your employer has violated any wage and hour laws, please contact MSD immediately, so we can advise you of your rights.
