The California Labor Code is a set of laws that regulate various aspects of the employer-employee relationship in the state. The purpose of these laws is to ensure fair treatment, safe working conditions and fair compensation for workers.
It is important for both employees and employers to understand the key provisions of the California Labor Code to prevent wrongful retaliation or termination.
Wages and working hours
One of the fundamental aspects covered by the California Labor Code is wages and working hours. The law sets the minimum wage that employers must pay their employees. Additionally, the code mandates that employees receive compensation at a higher rate for overtime work, typically after working 8 hours in a day or 40 hours in a week.
Meal and rest breaks
Employers in California must give workers meal and rest breaks during their workday. The State of California Department of Industrial Relations states that for every 5 hours of work, employees must receive a 30-minute meal break. If the workday extends to 12 or more hours, there is an allowed second 30-minute meal break. Additionally, employers must provide short rest breaks of 10 minutes for every 4 hours worked.
Ensuring a safe working environment is another vital component of the California Labor Code. Employers must maintain a workplace free from hazards that could cause harm to employees. This encompasses offering thorough training, necessary protective gear and sufficient safety precautions. Additionally, workers retain the privilege to notify about hazardous situations without the worry of facing any adverse consequences.
Leaves of absence
The Labor Code in California recognizes the need for employees to take certain leaves of absence without risking their jobs. This includes maternity and paternity leave, family medical leave and time off for jury duty or voting.
Penalties for violation of any section of the code
The California Legislative Information states that for each violation, limited liability companies and corporations must pay a fine of up to $10,000. A judge may also award the plaintiff reasonable attorney fees.