Event Archive

Common Wage & Hour Issues: Understanding the laws to Avoid Litigation"

   

Contact Info

Landegger Baron Law Group

Roxana E. Verano, Esq.

Roxana@landeggeresq.com

15760 Ventura Blvd. Suite 1200
Encino, California 91436
(818) 986-7561

NOVATIME TECHNOLOGY, INC.

Kyle Glave, Account Manager

Kyle.glave@novatime.com

9680 Haven Ave.
Rancho Cucamonga, CA 91730
(909) 895-8100

Questions & Answers:

Q1

If an exempt employee is hired with the caveat that he/she will be taking multiple weeks off shortly after hiring and they agree that the time is to be unpaid, are we violating the exempt status?

A1

If it’s a vacation strictly for personal reasons, then no.

Q2

Pay Stubs: you said SS# number. Can you use an Employee ID number instead?

A2

Yes.

Q3

Does the NOVAtime system also include compliance with state leave regulations for any state?

A3

Yes, the system will accommodate any state and federal leave regulations/compliance.

*Note: if you have a company based in a city with a lower min wage but have a work-from-home employee in another region, you must follow min wage for where they work.

Q4

An employee is going on maternity leave and is not covered under FMLA rules due to length of employment. Can the employee be terminated because the company is redistributing the duties of that position and the position will no longer exist?

A4

In California no. For further clarification on other states please email the presenter.

Q5

Confirming: final pay rules as it relates to number of hours is statewide (and not California only) correct?

A5

Final Pay Rules under Labor Code 203 only pertains to California (and is statewide). This does not pertain to other states, however many other states will have requirements outlined in their laws as well.

Q6

Can you legally require a final check to be on a paycard without the employee previously agreeing to it?

A6

No. There are several legal issues with providing and employee’s final paycheck this way. Please email the presenter for more details.