What are the legal requirements for a California business to hire both salaried and hourly employees?
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California businesses are subject to both state and federal laws regarding the hiring of employees. In general, there are no specific legal requirements for a California business to hire both salaried and hourly employees, but there are certain legal obligations that businesses must meet regardless of the type of employee they hire.
Firstly, businesses must comply with minimum wage and overtime laws, regardless of whether the employee is salaried or hourly. California currently has a minimum wage of $14 per hour for businesses with 26 or more employees, and $13 per hour for businesses with 25 or fewer employees. Overtime pay is also required for non-exempt employees who work more than eight hours in a day or 40 hours in a week.
Secondly, businesses must comply with employment discrimination laws, which prohibit discrimination based on race, gender, religion, national origin, age, and other protected categories. Businesses must also provide reasonable accommodations for employees with disabilities, and cannot retaliate against employees who file complaints or engage in protected activities.
Thirdly, California businesses must comply with all applicable employment laws related to hiring, including the completion of employment verification forms, such as the I-9 form, and the use of background checks. Businesses must also comply with all applicable wage and hour laws related to pay stubs, meal and rest breaks, and other employment-related matters.
Finally, California businesses must have workers' compensation insurance coverage for all employees, including both salaried and hourly employees. This insurance provides benefits to employees who suffer work-related injuries or illnesses, and it is required by law.
In summary, California businesses must comply with a wide range of legal obligations when hiring both salaried and hourly employees, including minimum wage and overtime laws, employment discrimination laws, employment verification and background check requirements, and workers' compensation insurance coverage. It is important for businesses to consult with an experienced employment law attorney to ensure compliance with all applicable laws and regulations.
