You work hard for your bonus. You keep track of every performance measure that your employer sets for you and you do your best to hit those marks. You do so relying on that promised bonus. So what happens if you are not paid your bonus, or it doesn't come when it is supposed to? Do you simply throw up your hands because it was "extra" money? To answer that question, it is important to understand how California labor laws treat bonuses.
Vacations are part of the American experience. If you think about it, we start getting vacations in daycare, in elementary school, and through our entire educational experience. So the concept is engrained in the structure of our lives. So when we enter the workforce, we consider it a given that vacation will be a part of the equation. Unfortunately, this isn't the case for everyone.
When you quit a job, things can get very bad, very quickly. Whether you were planning to quit or simply could not take it and impulsively quit, losing your primary source of income hits hard. It likely means that you will struggle or fail to pay rent, a car payment, car insurance, a phone bill, utilities, or credit cards bills. That is why your final paycheck from your employer is so important, because it is that last influx of money to tide you until you find another job. Fortunately, California has some of the most employee friendly laws when it comes to final pay. These laws establish strict and swift timeframes in which an employer must deliver a final pay check to an employee who quits.
California has strong laws that protect employees. One area of these protections, established by the California Labor Code and a perpetually growing body of case law from the Appellate Courts, is breaks for employees. Employers are required to provide rest and lunch breaks to their employees if they work a certain number of hours each day. Unfortunately, employers often try to get around these laws or find ways to violate them. If you work in California, know the employers are required to provide the following breaks.
$10.50 per hour is the minimum wage in California. Remember that number. Because if a potential employer is trying to convince you to take less than this amount, you are being deceived. Employers in California are subject to both federal and state employee wage laws. The federal government mandates compliance with the Fair Labor Standards Act (FLSA), while California is governed by the California Labor Code.
We love bonuses. For all of our hard work, it is nice to be recognized and rewarded. Further, any bump in our bank accounts helps. However, with your bonus, it is important to be aware of how to calculate your overtime pay. This is because your bonus may positively impact your overtime rate of pay. Unfortunately, some employers do not properly account for your bonus when calculating your pay, which is a violation of California law.
You spend several hours a day in the hot sun working on a farm. Your manager or crew leader comes through, reminds you of quotas and tells you to pick up the pace. Hopefully, your crew leader also ensures that you take adequate breaks out of the sun, have clean, cool water to drink and are paid what you earned.
Earlier this year, a former employee of a Nike store in San Clemente, California, filed a legal complaint against the company, alleging a number of labor law violations. In the weeks since, the scope of the case has quickly expanded; Nike now faces a class action suit that could include all current and former nonexempt employees who worked in California-based Nike retail stores in the last four years.
The sad reality is often that the workers who receive the least pay often do highly important work. It's also sad but true that workers at the bottom of the economic ladder are the most likely to be exploited and have the least opportunity to complain.
Wage disparities between genders can be found in all types of industries. Certain fields, such as technology, the problem is much more widespread.