It has been said that California has a style all its own. That is certainly true when it comes to its wage and hour laws. With arguably the largest number of wage and hour laws on the books of any state, processing payroll and remaining in compliance with California requirements can be problematic. And since regulations emanating from Sacramento are often harbingers of things to come in places like Austin, Albany, and Tallahassee, staying abreast of what is happening in the Golden State can help you stay far ahead of the payroll curve.

Join renowned payroll expert Vicki M. Lambert, CPP, as she untangles this very complicated aspect of payroll administration. Covered topics will include:

• Wage orders: How to determine which of the 17 wages orders applies to your company.
• Overtime: CA has daily and weekly overtime and daily and weekly double time. Learn how to determine when its straight time, overtime or double time.
• Alternative workweeks: Are your employees eligible to have alternative workweeks and are employers required to offer them?
• Minimum Wage: How do credits for meals and lodging or tips affect the current minimum wage for the state?
• On-call pay: Does CA require it for all employees all the time?
• Reporting or show up pay: does the employer owe wages to any employee for just showing up to work? Even if there is no work to be performed?
• Split shifts: Is there a monetary requirements to pay the employee extra if they work a split shift
• What are the requirements for posters and payday notices?
• What must be included in the employees pay stub and what must be excluded?
• What notices are required to be given to employees upon hire or if they are laid off or terminated? What if they go on leave of absence?
• How often must employees be paid in CA? Does it apply to all categories of employees?
• What methods are permitted to pay employees? Are there rules for direct deposit? Can employees be paid by payroll debit card?
• What are the rules for paying out the final paycheck if an employee is terminated? Are they the same if the employee quits? How does either one affect the vacation time left on the books?
• Are meal and rest periods required or left up to the employers policies? If required what are the penalties if the employees does not receive his or her meal or rest period?
• Recordkeeping requirements including required time card punches.
• Permissible deductions from pay

Vicki M. Lambert, CPP, President and Academic Director, Vicki M. Lambert, LLC