If you are a new mother in California and you are breastfeeding, it is hard enough to leave your baby to go to work, but what happens at work when you need to nurse? Both state and federal laws require that employers not only allow nursing moms the breaks necessary to pump but also a private space to do so.
Employers and employees in California and across the United States know the importance of paying people fairly, according to the Fair Labor Standards Act. Despite the laws that are in place to protect employees and ensure they are paid a fair wage, receive breaks and get paid overtime, a number of employers continue to violate these standards. When employers do not follow the laws that are put in place, they may end up paying a hefty fine as a result of their noncompliance.
California employees are entitled to certain benefits, including a minimum wage that is higher than the federal rate, rest and meal breaks and paid overtime for more than eight hours of consecutive work. There are some employers, however, that may try to take advantage of employees by violating work and hour laws set by the Fair Labor Standards Act. By becoming more familiar with the methods employers use to deviate from the set laws, you can minimize your chances of becoming a victim.
Here at the Law Office of Jeffrey D. Fulton in California, we represent numerous workers whose employers have committed wage and/or hour violations against them, depriving them of money they rightfully earned. Some of the protections we like to advise our clients of are those provided by the California Fair Pay Act.
Are you getting routine rest and meal breaks at work? Although federal law does not require employers to give work breaks, employers in California are required to give work breaks and rest periods to certain employees in accordance with the Industrial Welfare Commission Orders. Under this order, employers must offer a paid 10-minute rest period for every four hours worked. This does not, however, pertain to employees who only work three and a half hours. As a worker in the state of California, you are entitled to certain benefits, even if you are not a full-time employee.
You try to be a good person and extend some patience to your employer when he or she is late on paychecks — or even gets something wrong in the payroll accounting. It is a fact of doing business in California that people make mistakes. Sometimes these mistakes are honest. Other times, that may not be the case.
A number of business owners in California and across the United States are required to provide employees with certain benefits, including fair wages and workers’ compensation coverage. Workers who are injured on-the-job have the right to receive free medical treatment for their injuries. There are companies, however, who may attempt to bypass these laws in an attempt to hold on to more money.
Although there are situations where minors under the age of 18-years-old are needed to work, there are child labor laws designed to protect them against certain work violations. These Child Labor Laws address issues, including school attendance requirements, wages, work permits, hours of work and minimum ages allowed for certain types of employment.
When most California employees go to their jobs, they are not wondering whether the company will pay them or treat them fairly. Pay for completed work and fair treatment of employees are routine aspects of life in the U.S. labor force. It was not always so, though, and a look back to the establishment of the Fair Labor Standards Act will provide some perspective.
Workers in California and across the nation are protected by the federal Fair Labor Standards Act, which defines employee hourly wages, breaks and other benefits. Employers who do not follow these regulations may be charged with violations and face serious fines as a result.