In California, employers are required to pay overtime wages to non-exempt employees who work more than eight hours in a workday or more than 40 hours in a workweek. Overtime pay is one and one-half times the employee's regular rate of pay for all hours worked over the regular workday or workweek. For example, if an employee's regular rate of pay is $20 per hour, their overtime rate would be $30 per hour.
Additionally, California law requires employers to pay double the employee's regular rate of pay for all hours worked over 12 hours in a workday and for all hours worked over eight hours on the seventh consecutive day of work in a workweek.
There are some exceptions to the overtime requirements in California, such as for certain exempt employees, such as executive, administrative, and professional employees. However, these exemptions are very specific and require analysis of the employee's job duties and other factors, so it is important for employers to consult with a knowledgeable employment law attorney to determine whether an employee is exempt or non-exempt.
Employers who violate the overtime laws in California may be subject to penalties, including back pay, interest, and penalties. It is important that employers keep accurate records of employee hours worked and pay to comply with these requirements.
In summary, employers in California must pay overtime wages to non-exempt employees who work over eight hours in a workday or over 40 hours in a workweek, and double the employee's regular rate of pay for all hours worked over 12 hours in a workday and for all hours worked over eight hours on the seventh consecutive day of work in a workweek. Exceptions to these requirements apply to certain exempt employees, but these exemptions are very specific and should be analyzed by an experienced employment law attorney. Accurate record-keeping is essential to ensure compliance with California's overtime requirements.
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