Wage and Hour Law Attorneys
Are you receiving the wage and hour benefits you deserve? Should you speak with a wage and hour law lawyer? Whether you are employed in Los Angeles, San Francisco, Sacramento, or San Diego, you are entitled to certain rights, protections, and benefits under the law.
If you believe you are not being treated fairly by your employer here in California, you can benefit from a free consultation with an experienced wage and hour law attorney at Kingsley & Kingsley. We are dedicated to helping workers receive all of the wages and benefits to which they are entitled. Since 1981, the lawyers at Kingsley & Kingsley have been winning cases for their clients. We have served individuals and families in Los Angeles, San Diego, San Francisco, Sacramento, and throughout California.
Below is a brief summary of wage and hour law established to protect workers from being treated unfairly here in California.
Minimum wage and overtime
Most recent increase in California Minimum Wage
$10.50 to $11.00, effective January 1, 2018
Most recent major change to minimum-wage law
2016, by legislation
$12.00, effective January 1, 2019
$13.00, effective January 1, 2020
$14.00, effective January 1, 2021
$15.00, effective January 1, 2022
Annual indexing beginning January 1, 2023
Both the federal government and the state of California set a minimum wage that must be paid to employees. Effective January 1, 2018, the minimum wage in California is $10.50 per hour (California minimum wage).
In addition to a minimum wage, both the federal government and the state of California mandate a maximum number of hours that may be worked in a week, and both systems mandate the payment of overtime for hours worked over that maximum. California law goes above and beyond federal law with respect to both minimum wage and maximum hour law, and it mandates certain rest periods and meal breaks that are not required by the federal government.
Rest and meal breaks
California requires employers to permit nonexempt employees to take a meal break as close to the middle of the work shift as possible. Employees also are entitled to 10 minutes of rest for each four-hour work period or half shift, which is a two- to four-hour period. A rest period is counted as time worked, and the employer must pay the employee for that time. Since employees are paid for the rest periods, employers can require that they stay on the premises.
The rest period begins when you reach the designated rest area adjacent to where you are working. An employer is required to provide suitable resting places that are separate from bathroom facilities.
If an employer fails to provide you with a rest period in accordance with California law, the employer has to pay you for one additional hour of work at your regular rate for each workday—not rest period—that you were denied.
Other tasks that an employer requires of you can entitle you to additional compensation. For instance, employees who are required to perform any tasks before clocking in or after clocking out are entitled to compensation. This includes changing into or out of a uniform, running errands, or picking up supplies. Also, employees who are required to report to work but are then sent home are entitled to be paid for at least half a shift, up to four hours but not less than two hours.
If you believe that you are being denied your rights or are not being fully compensated for the work you are doing, speak to a Kingsley & Kingsley wage attorney, who may be able to help you recover wages or payment for missed rest periods.
Contact us about your wage and hour claim
Whether you are paid on an hourly, salary, or commission basis—or whether you are a salesperson, banking employee, factory worker, or housekeeper working in Los Angeles, San Francisco, Sacramento, or San Diego—an Encino wage attorney at Kingsley & Kingsley can help you collect unpaid wages or seek recourse for unfair treatment. Contact us today.