California Labor Law
Compliance Statement
In 2017, Senate Bill 3 started a phase in of requirements to raise California's minimum wage to $15.00 an hour. The increase in minimum wage is different for large employers (26 or more employees) and small employers (25 or fewer employees).
Starting january 1, 2022 the minimum wage is $15.00 an hour for large employers and $14.00 an hour for small employers. The Royalty Group complies with all local, state, and federal labor laws.
If a local entity (city or county) has adopted a higher minimum wage, employees must be paid the local wage where it is higher than the state or federal minimum wage rates. If either San Diego County or Oceanside, California were to raise minimum wage, The Royalty Group would automatically update salaries and wages to reflect that change, which is in compliance with all local laws and ordinances.
Pay Check Requirements
California requires that all employees receive itemized pay statements (pay stubs) containing all the following information:
Employee name
The final four digits of Social Security Number (SSN) or Employee ID Number (EIN)
Name and address of the employer
The start and end dates of the pay period
Gross wages (without deductions)
Total hours worked by the employee (for non-exempt employees)
Breakdown of hourly rates for regular vs. overtime hours
All deductions (tax withholdings, 40l(k) contributions)
Net wages earned (gross wages minus deductions)
Amount of sick leave and vacation time accrued
The Royalty Group is dedicated to its employees and as such we use a comprehensive time clock system that allows workers to clock in and out onsite or remotely if necessary. In compliance with the laws of the state of California, we include all of the above information on the check and check stubs and keep our employees informed if any of the core information changes
Guaranteed Pay for Scheduled Shifts
The Royalty Group also follows California state law guaranteeing payment for scheduled shifts. If an employee is scheduled and must report for work but that shift is then canceled or the employee is sent home, an employer must still pay half the hours of the scheduled shift, up to a maximum of 4 hours. Please note that if a shift is scheduled for less than 4 hours, an employer must pay for 2 hours. However, this does exclude events like power outages and natural disasters.
On-Call Time
When determining whether an employer must pay an employee for on-call or standby time, California labor law considers whether the on-call time or standby is spent primarily for the benefit of the employer as opposed to the employee. CA DLSE Enforcement Policies and Interpretations Manual 46.1.2 Courts have considered the following factors when determining whether an employer must pay an employee for on-call or standby time:
- the employee is required to live an on-premises
- the geographic extent to which the employer restricted the employee's movements
- the frequency of calls
- how quickly the employee is required to respond to calls
- whether the employee could easily trade on-call responsibilities with another employee
- whether the employee's use of a cell phone, pager, or other technological devices could ease geographic and time restrictions
- whether the employee is able to actually engage in personal activities during on call time
If any of the above conditions are met with regard to employee standby time, The Royalty Group will comply with all state laws regarding pay for on-call and standby time.
Overtime
The Royalty Group offers overtime and as such follow the California overtime guidelines which state:
When a non-exempt employee has worked...
Meal Time and Breaks
It's important that employees are given sufficient time for meals and breaks. Generally, this means a paid rest break of at least 10 minutes for every 4 hours worked. An unpaid meal break of at least 30 minutes for every 5 hours worked. An hour's pay is due for every day sufficient rest wasn't provided and a further hour's pay is due for every day in which a meal break wasn't provided. These must be added to an employee's next pay check.
Proper Classification of Employees
Finally, in accordance with applicable California Labor Codes and regulations The Royalty Group and its affiliates perform periodic audits to ensure that all hourly, salaried, and payroll employees are properly classified and that all 1099 contractors are correctly classified. For any questions regarding your classification and any of its accompanying legal requirements please contact HR or management.
