Because the United States is, as we know, made up of other states that consider themselves largely independent, federal and local laws often differ. In this week’s blog, we will talk about the labor laws in our state that are different from the federal ones. You must understand the differences so that you can ensure your rights are always respected.
If you are an employee and you work in California, then you are fortunate. In general, California labor laws tend to be much more employee-friendly than federal laws. For example, the minimum wage in California is $14, while the minimum wage according to federal law is $7.25.
Another difference is the treatment of contract employees. If you are incorrectly classified as a contract employee, then you could claim compensation. This compensation is supposed to cover extra expenses that you might have incurred because of the mistake made. This type of reward is not awarded at the federal level.
As an employee in the state of California, you will have the right to request reimbursement for any expenses you may have related to your work. This is not the case when considering a similar problem at the federal level. According to federal law, if you are an employee and earn more than the minimum wage, your employer does not need to reimburse you for expenses that you have had related to your work. Also, in California, it is required that an unpaid meal break and a paid rest break be granted. It also guarantees employees a certain number of sick and vacation days. There is no such thing at the federal level.
Finally, federal laws do not specify how it should be handled when you work longer than your set schedule, but only for a short time. For example, the extra 5 minutes it takes you to register when you arrive at work. However, California laws consider that any time spent at work should be rewarded (including getting your temperature checked, for example). If you have any questions, call us.
