201410.22
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Who’s the “Employer”?

The California Supreme Court’s decision in Martinez v. Combs (2010) 49 Cal.4th 35 (“Martinez”) sets forth the law which governs the issue of whether an employer-employee relationship exists in the context of a wage claim. In Martinez the California Supreme Court defined an “employer” as one who, directly or indirectly, or through an agent or…

201409.23
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SALARY & OVERTIME PAY

Many employers mistakenly believe that if they pay a “salary” to an employee then they do not have to pay that employee overtime pay.  Employers – this is NOT correct!  Many employees who are paid a salary are also entitled to receive overtime pay.  If an employee is paid a salary, that employee is still…

201409.10
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Employers face penalties for intentionally misclassifying employees as independent contractors

California Labor Code Section 226.8 provides that employers can be penalized $5,000 to $25,000 “per violation” for intentionally misclassifying employees as independent contractors.  When employees are misclassified and employers do not provide wage deduction statements to the misclassified employee, then the employer will be subject to additional penalties under Labor Code section 226.3.  Section 226.3…

201409.03
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Employers Must Not Retaliate Against Employees or Applicants for Exercising Rights Under Labor Code

Effective January 1, 2014, California Labor Code Section 98.6 prohibits employers from retaliating or taking adverse action against any employee or applicant because the employee or applicant has exercised rights protected under the Labor Code. Employers who violate this new law are subject to a civil penalty of up to $10,000 per violation. Unless the…

201407.24
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Overtime Exemptions = Employer’s Burden of Proof

When litigating overtime claims, employers must assert any applicable exemptions as an affirmative defense, and the employer has the burden of proof to prove that the employee was exempt from being entitled to receive overtime pay: “[T]he assertion of an exemption from the overtime laws is considered to be  an affirmative defense, and therefore the…