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California: Minimum Hours Worked Question

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  • California: Minimum Hours Worked Question

    I'm compiling a long, long list of labor violations that my company seems happy to make, everything from not giving breaks or lunches to sexual harassment, but there's one I'm not sure of and after looking through the California State Labor Laws, I can't find out if this is yet another one or not.

    We have a weekly manditory manager meeting every Monday morning, which lasts from 20 minutes to an hour. All managers are requred to attend, although none of us is officially scheduled for it. We do get paid for time in attendance, but it's very unfair for people who are off that day to have to come in for 20 minutes, then drive back home again.

    I know the law states that any employee called in to work must be paid a minimum of 2 hours if sent home early, would that apply in this case? We are all "called in", as it were because we are not scheduled as part of our regular work schedule.

    Any ideas and legal backing would be appreciated.

  • #2
    Well, I hate California labor laws, but, if I understand it correctly, if you are required to be at work, you must be paid half of the scheduled time, but no less than two hours and no more than four.

    Your twenty minute meeting should pay two hours. If the meeting lasted an hour, it would be the same pay -- two hours. If it lasted two hours, it would be the same. If it went to three hours, then you get three hours pay.
    Senior Professional in Human Resources and Certified Staffing Professional with over 30 years experience. Any advice provided is based upon experience and education, but does not constitute legal advice.

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    • #3
      While Scott B accurately highlighted California's "reporting time" rules, it is important to remember that those rules do NOT apply to salary, exempt personnel.

      Cephus, you mentioned in your post that you were a "manager." Some managers are "exempt" others are "non-exempt," - depending on their job duties. My point: If you are properly classified as an exempt employee, the mandatory "reporting time" pay provisions highlighted by ScottB do not apply to you.
      Barry S. Phillips, CPA
      www.BarryPhillips.com

      IRS Circular 230 Disclosure: This response is intended to provide general information and written for educational purposes only. It does not establish a client relationship. This communication is not intended to be used, and cannot be used, for the purpose of (i) avoiding tax-related penalties under the Internal Revenue Code or (ii) promoting, marketing or recommending to any party any matters addressed herein.

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      • #4
        Originally posted by BSPCPA View Post
        Cephus, you mentioned in your post that you were a "manager." Some managers are "exempt" others are "non-exempt," - depending on their job duties. My point: If you are properly classified as an exempt employee, the mandatory "reporting time" pay provisions highlighted by ScottB do not apply to you.
        Yes, but we are not exempt so indeed it would apply. Even though we are managers, the company has us all on the clock, not paid on salary, which is stupid, but there you go.

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