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Overtime Rules - California Style
- The FLSA basic regulations for all states
- The DOL’s 2024 final ruling on overtime
- What workers can be considered exempt from overtime
- California overtime basics
- California Regular Rate of Pay examples
- Additional pay subject to overtime in California
- CA labor code sections 510ff
- CA OT Enforcement
- CA OT Q&A
Overview of the webinar
Overtime laws in California are quite unique compared to everywhere else in the United States. In fact, they are so comprehensive and stringent, they can catch even the most diligent employers off guard.
But getting overtime pay wrong is more than just inconvenient for your employees - it’s also illegal. You could even be responsible for paying back up to three years’ worth of unpaid overtime wages, in addition to some hefty legal penalties.
To protect your organization from non-compliance, it’s important to understand how overtime pay is different for California and develop a payroll system that accommodates this pay for all employees.
Let’s take a closer look at California’s overtime pay laws and how they may apply to your organization.
Who should attend?
- Compensation Administrators
- Payroll Staff and Calculators
- H/R and Payroll Management
- Tax and Financial Officers and Staff
- Exempt and Non-Exempt Employees
Why should you attend?
THE Federal DOL issued its new final rule on exempt workers. The Rule increases salary thresholds for all employees who can be considered exempt from overtime. Learn exactly what the new amounts are and other information from the rule. However, the more difficult rules lie in what makes a worker EXEMPT from Federal minimum wage and overtime provisions. California follows these rules. This is crucial so you avoid costly penalties for non-payment of overtime.
Next, you need to understand the basics of OT regulations in CA. What is meant by regular rate of pay, and how do you calculate it? Since no worker can be paid less than minimum wage in any state, you should know the latest amounts for minimum wage amongst CA various workers. Since overtime is based on weekly pay, you should learn how to calculate the hours worked in a week, along with the regular rate of pay. Learn how to calculate these things for salaried or hourly workers. WE will conclude this section with several examples.
There are other sections of the California Labor Code that govern overtime rules:
- What is considered compensable time worked?
- How many hours can a worker be made to work?
- When are meals and rests mandatory? How many days can an employee be allowed to work consecutively?
- When can you allow an employee to “make up work” after absence, and how does that apply to overtime?
- What is allowable in Collective Bargaining Agreements?
- What about some specific types of workers?
We will end the presentation discussing how OT laws are enforced, and answer common questions asked. So Join Mark Schwartz for this informative and comprehensive webinar on California Overtime Law. As on of Mr. Schwartz’ colleagues put it, if you can handle payroll in California, you can handle it ANYWHERE!
Faculty - Mr.Mark Schwartz
Mark Schwartz is an employment tax specialist and has over 15 years of employment tax experience as an independent consultant and as a payroll tax auditor with the State of California. He has managed an audit caseload of 20 ongoing audits, from small home-based businesses to large multi-national corporations. He is expert at defining regulatory and statutory requirements from local, State and Federal government agencies; and helping the average businessperson understand what that mean to their business. He has processed weekly and bi-weekly payroll checks plus tax forms for businesses with hourly as well as exempt workers, multistate operations and a wide variety of benefits. Mr. Schwartz provides consulting services encompassing payroll processing and payroll tax issues. These include payroll tax minimization, payroll tax compliance reviews, independent contractor studies, use of electronic transfers, deductions, benefits, etc. Markhas represented both clients and the State in front of the State Appeals Board.