{"id":154,"date":"2013-09-03T14:04:28","date_gmt":"2013-09-03T14:04:28","guid":{"rendered":"http:\/\/www.salehiassoc.com\/index\/?page_id=154"},"modified":"2013-09-03T14:18:18","modified_gmt":"2013-09-03T14:18:18","slug":"your-right-to-wages-under-california-law","status":"publish","type":"page","link":"http:\/\/www.salehiassoc.com\/index\/your-right-to-wages-under-california-law\/","title":{"rendered":"Su derecho a los salarios bajo la ley de California"},"content":{"rendered":"
\n

Su derecho a los salarios bajo la ley de California<\/h1>\n

La ley de California establece una serie de protecciones a los empleados por hora:<\/p>\n

Salario mínimo<\/em>: \u00a0Covered employers must comply with minimum wage requirements under both California and federal law.\u00a0 However, the California minimum wage is currently higher than the federal minimum wage.\u00a0 After January 1, 2008, el salario mínimo en California es $8 per hour.\u00a0 Note that some cities, como Los Angeles, require employers contracting with the city to pay still higher minimum wages under so-called \u201cliving wage ordinances.\u201d\u00a0 Any employee who receives less than the legal minimum wage is entitled to receive the difference between the minimum wage and the wage paid by their employers.<\/p>\n

Salario Overtime<\/em>:\u00a0 Under California law, an employer must generally pay time-and-a-half an employee\u2019s regular hourly rate for hours worked in excess of 40 horas a la semana o más de 8 horas por día, y el doble de la tarifa regular por trabajo en exceso de 12 horas por día o en exceso de 8 hours on the seventh consecutive day of work in any workweek.\u00a0 \u201cWhite collar\u201d employees (ejecutivo, empleados administrativos o profesionales) are generally not entitled to receive overtime pay.\u00a0 Employees who do not receive overtime wages due them may sue their employers for the deficiency.<\/p>\n

Pausas para las comidas<\/em>:\u00a0 Under California law, todos los empleados por hora que trabaja más de 5 horas durante un solo día de trabajo, tiene derecho a recibir una ininterrumpida, descanso para comer de 30 minutos no remunerado, a menos que el empleado trabaja menos de 6 horas, in which case the employee may voluntarily waive the meal break.\u00a0 If an employee works more than 10 horas, the employee is also entitled to a second 30-minute meal break.\u00a0 Once again, el empleado puede renunciar voluntariamente al segundo descanso para comer si él o ella trabaja más de 10 pero menos de 12 hours in any given day.\u00a0 An employer that does not give its employees enough time and flexibility to take 30-minute meal break is in violation of the law and must pay 1 hora de pagar a cada uno de sus empleados por cada pausa de la comida perdida.<\/p>\n

Los períodos de descanso<\/em>:\u00a0 California hourly employees are entitled to take 10-minute paid rest breaks every 4 horas, with the rest break scheduled whenever possible in the middle of this block of time.\u00a0 The only exception is if an employee works a total of less than 3 and \u00bd hours, in which case a rest break need not be provided.\u00a0 Similar to the remedy for missed meal breaks, cualquier empleador que no reconocen a sus empleados de descanso de 10 minutos se rompe cada 4 horas deben pagar 1 hora de pagar a cada uno de sus empleados para cada período de descanso perdido.<\/p>\n

Pagar por todas las horas<\/em>:\u00a0 An employer must generally pay an hourly employee for all time that the employer asks or permits an employee to work.\u00a0 It is illegal under California law for employees to \u201cwork off the clock.\u201d\u00a0 Consequently, un empleado que comienza a trabajar temprano o sale tarde tiene derecho a ser indemnizados por toda su tiempo, even if the additional time was not \u201cauthorized\u201d by the employer.\u00a0 Similarly, an employer must generally compensate employees for time spent waiting or traveling while under the employer\u2019s control.\u00a0 An employee who is not compensated for such time may sue his or her employer to recover such compensation.<\/p>\n

El pago de los salarios finales<\/em>:\u00a0 An hourly employee who is fired by his or her employer is entitled to receive immediate payment of the final wages due the employee even if the employee is not fired on a regular payday. \u00a0Likewise, un empleado que renuncia tiene derecho a recibir su salario finales dentro 72 hours of the employee notifying the employer that he or she is quitting.\u00a0 An employee who does not receive his or her final wages on a timely basis is entitled to receive 1 días de salario por cada día que el empresario se retrasa hasta un máximo de 30 días.<\/p>\n

Recibos de sueldo precisos<\/em>:\u00a0 Each time that an hourly employee is paid, he or she is entitled to receive an accurate itemized pay stub or statement showing such things as the amount of time worked by the employee during the pay period and the applicable wage rate for each hour worked.\u00a0 If an employer fails to provide an accurate pay stub, el empleador debe pagar $50 al empleado por la primera violación y $100 al empleado por cada violación subsiguiente, hasta un máximo de $4,000 por empleado.<\/p>\n

Los gastos relacionados con el trabajo<\/em>:\u00a0 Under California law, an employer cannot force its employees to defray expenses that should be borne by the employer as part of its business.\u00a0 Consequently, los empleadores están generalmente obligados a pagar por los uniformes, ropa de protección, zapatos de trabajo con punta de acero, equipos y herramientas, and the costs of maintenance and upkeep of these items.\u00a0 If an employee must use his or her own car or cell phone in order to carry out the employer\u2019s work, the employer must likewise reimburse the employee.\u00a0 An employee who is forced to bear these work-related expenses may recover such expenses from the employer.<\/p>\n

This list is by no means exhaustive.\u00a0 It simply identifies some of the most common areas where employers commonly fail to provide necessary wages or other benefits to employees.\u00a0 Employees who have suffered any of these damages should consult Salehi & Associates para una evaluación a fondo de sus derechos.<\/p>\n<\/div>\n","protected":false},"excerpt":{"rendered":"

Your Right to Wages Under California Law California law provides a number of protections to hourly employees: Salario mínimo: \u00a0Covered employers must comply with minimum wage requirements under both California and federal law.\u00a0 However, the California…<\/p>\n","protected":false},"author":1,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":[],"_links":{"self":[{"href":"http:\/\/www.salehiassoc.com\/index\/wp-json\/wp\/v2\/pages\/154"}],"collection":[{"href":"http:\/\/www.salehiassoc.com\/index\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"http:\/\/www.salehiassoc.com\/index\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"http:\/\/www.salehiassoc.com\/index\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"http:\/\/www.salehiassoc.com\/index\/wp-json\/wp\/v2\/comments?post=154"}],"version-history":[{"count":2,"href":"http:\/\/www.salehiassoc.com\/index\/wp-json\/wp\/v2\/pages\/154\/revisions"}],"predecessor-version":[{"id":171,"href":"http:\/\/www.salehiassoc.com\/index\/wp-json\/wp\/v2\/pages\/154\/revisions\/171"}],"wp:attachment":[{"href":"http:\/\/www.salehiassoc.com\/index\/wp-json\/wp\/v2\/media?parent=154"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}