Wage and Hour Alert: New Compliance Risks Under Equal Pay Legislation, 2-Tier Minimum Wage System, Court Rulings on Breaks and On-Call Time, and More

CELU 2017’s California Wage and Hour Updates is designed to deliver the latest insights on the new—and downright complex—2-tier minimum wage system, which resulted in the adoption of two new minimum wage rates (one for small employers; the other for large employers), fair pay requirements, and best practices for managing meal and rest breaks and on-call pay-related obligations.

You’ll learn:

  • How SB 1063 amends the Fair Pay Act concerning the performance of substantially similar work
  • Equal pay pitfalls to avoid related to race, ethnicity, and past salary information
  • The ongoing challenges the new 2-tier minimum wage system presents for California workplaces
  • Which organizations are “small employers” and which are “large employers” under the new 2-tier minimum wage system
  • Best practices for complying with 2-tier minimum wage requirements
  • The practical impact the salary threshold increase due to a pending minimum wage increase will have on how you apply the state and federal standards for purposes of determining whether an overtime exemption’s salary basis requirement can be met
  • Where the state’s salary threshold for highly compensated and exempt computer professionals stand—and how these differ from federal law
  • Why the Private Attorneys General Act (PAGA) could be your worst nightmare in the event an employee claims violations of meal and rest break rules, minimum wage and overtime requirements, timely payment of wages at termination, or technical errors on your itemized pay statements—and practical strategies to protect your company against liability
  • Best practices for tracking break time that a court or the DLSE would consider work time under regulations and recent rulings
  • How to count hours worked for employees with outdoor workplaces who are entitled to mandatory heat illness recovery periods
  • The facts of the recently decided California Supreme Court case of Augustus v. ABM Security Services, Inc.—and why the employer’s actions were legally challenged and what the result of the court’s ruling means for your workplace
  • Practical strategies for meeting off-duty rest break requirements under the state’s Labor Code Section 226.7 and Wage Order 4-2001 (Wage Order 4)
  • Whether you can make employees stay on call during rest breaks