Understanding California’s wage and hour laws is essential for both employees and employers. At Nasseri Legal, we’re here to ensure that you understand your rights, comply with the law, and resolve disputes effectively. Whether you’re seeking fair pay or ensuring your business follows labor regulations, we provide the legal clarity and support you need.
California mandates one of the highest minimum wage rates in the U.S. The rate varies depending on the size of the employer and is regularly adjusted. Employers must stay current with state and local minimum wage ordinances to remain compliant.
Non-exempt employees are entitled to:
1.5x pay for hours worked beyond 8 hours/day or 40 hours/week
2x pay for hours over 12 in a single day or beyond 8 hours on the seventh consecutive day of work
Meal Breaks: A 30-minute unpaid meal break is required for every 5 hours worked. A second 30-minute break is needed for shifts longer than 10 hours.
Rest Breaks: Employees must receive a 10-minute paid rest break for every 4 hours worked or major fraction thereof.
Employers must schedule these breaks appropriately and ensure employees are not discouraged from taking them.
Employers may adopt alternative schedules (e.g., four 10-hour days) without triggering daily overtime, but they must:
Provide written notice
Obtain approval via secret ballot
Follow specific rules outlined in California labor law
California uses the ABC Test to determine if a worker is an independent contractor:
A) Free from control and direction
B) Performs work outside the hiring entity’s usual business
C) Is independently established in their trade or profession
Misclassification can lead to serious legal consequences for employers.
Employers must maintain:
Time records
Pay stubs
Employment agreements
These records must be kept for at least three years and be made available upon request.
Employees who suspect wage theft or labor violations can:
File a complaint with the California Division of Labor Standards Enforcement (DLSE)
Pursue a private lawsuit with legal representation
We assist clients with:
✅ Wage and hour violations
✅ Independent contractor disputes
✅ Unpaid overtime claims
✅ Employer compliance strategies
✅ DLSE complaint support and litigation
Employers may adopt alternative schedules (e.g., four 10-hour days) without triggering daily overtime, but they must:
Provide written notice
Obtain approval via secret ballot
Follow specific rules outlined in California labor law
