The National Labor Relations Board will redefine and enforce joint employment under the National Labor Relations Act (NLRA). This means businesses that control employment terms, even indirectly, are liable for contractor or staffing agency labor practices. This change may increase indirect employment labor law compliance for temporary staffing and contract labor companies.

Employees must understand these laws, which cover wages, overtime, meal and rest breaks, anti-discrimination, workplace safety, and more. According to a Los Angeles labor law attorney, 

U.S. employers must stay informed and update their practices to comply with employment law changes. An experienced labor law attorney can provide tailored legal advice to keep up with the changes in labor laws in 2024. 

Labor law attorneys can help businesses navigate wage and hour laws, worker rights, and new federal and state regulations, including overtime exemptions, pay transparency, non-compete agreements, and paid family leave.

Let’s examine the labor laws in California, which every employee should be familiar with.

Minimum Wage Laws

Make sure you’re aware of the minimum wage laws in California to understand your rights as an employee.

According to the California Department of Industrial Relations website, the minimum wage has been increased to $16.00 per hour as of January 1, 2024. This applies to all employers.

If you’re a tipped employee, your employer must pay you the full minimum wage on top of your tips. Additionally, if you’re a minor working in California, your entitlement to the same minimum wage as adult employees applies.

Overtime Regulations

Familiarize yourself with California’s overtime rules to help you protect yourself as an employee.

Overtime pay is due to non-exempt California workers who work more than 8 hours a day or 40 hours a week. Overtime pay must be 1.5 times regular pay. If they work more than 12 hours in a day or 8 hours on the seventh day of a week, employees receive double-time pay.

It’s important to know that administrative, executive, and professional jobs are exempt from overtime regulations. You can check your job classification to ensure you’re paid fairly for overtime.

Employers must keep accurate records of employee hours and provide pay stubs showing regular and overtime hours and rates. If you think your employer isn’t following overtime rules, you can complain to the California Labor Commissioner. 

Meal and Rest Break Requirements

To get proper breaks at work, California workers must know the meal and rest break rules.

California law requires non-exempt workers who work more than five hours a day to take a 30-minute meal break. The fifth hour of work should mark the start of this break. Employer and employee can waive the meal break if the workday is under six hours.

For every four hours worked, non-exempt workers get a 10-minute paid break. As much as possible, take breaks mid-work period.

To maintain a healthy work-life balance and receive fair treatment at work, understand your rights regarding meals and rest breaks.

Discrimination and Harassment Protections

Discrimination based on race, gender, age, religion, disability, sexual orientation, and more is illegal. You can file a complaint with the California Department of Fair Employment and Housing (DFEH) or the EEOC if you believe you have experienced discrimination or harassment at work.

Employers should immediately investigate discrimination and harassment complaints and take action to prevent future incidents. Employers cannot retaliate against discrimination or harassment by reporters. This protection applies to full-time, part-time, temporary, and independent contractors.

Family and Medical Leave Entitlements

California guarantees family and medical leave to eligible workers. The California Family Rights Act (CFRA) or the federal Family and Medical Leave Act (FMLA) permit a 12-week unpaid leave for specific reasons. These reasons include caring for a newborn, recovering from a serious illness, or treating a family member. Military caregiver leave and qualifying exigencies related to a family member’s active duty are also available to eligible employees.

Your employer must continue your health benefits during family and medical leave. After your leave, your employer must reinstate you to the same or an equivalent position with equal pay, benefits, and terms. Knowing your family and medical leave rights is necessary to be able to take the time off without jeopardizing your job or benefits.

Conclusion

Knowing California’s labor laws makes protecting employee rights easier. Always keep yourself up to date with news regarding the state’s minimum wage, overtime, meal and rest breaks, harassment and discrimination protections, and family and medical leave laws.

Staying informed and standing up for your beliefs can keep your workplace safe and fair.