Overtime: California Style for 2024-25

Overtime laws in California are quite unique compared to everywhere else in the United States. In fact, they are so comprehensive and stringent, they can catch even the most diligent employers off guard.

But getting overtime pay wrong is more than just inconvenient for your employees — it’s also illegal. You could even be responsible for paying back up to three years’ worth of unpaid overtime wages, in addition to some hefty legal penalties.

To protect your organization from non-compliance, it’s important to understand how overtime pay is different for California and develop a payroll system that accommodates this pay for all employees.

Let’s take a closer look at California’s overtime pay laws and how they may apply to your organization.

Session Highlights:

• The FLSA basic regulations for all states.
• The DOL’s 2024 final ruling on overtime.
• What workers can be considered exempt from overtime
• California overtime basics
• California Regular Rate of Pay examples
• Additional pay subject to overtime in California
• CA labor code sections 510ff
• CA OT Enforcement
• CA OT Q&A

Why should you attend?

THE Federal DOL issued its new final rule on exempt workers. The Rule increases salary thresholds for all employees who can be considered exempt from overtime. Learn exactly what the new amounts are and other information from the rule. However, the more difficult rules lie in what makes a worker EXEMPT from Federal minimum wage and overtime provisions. California follows these rules. This is crucial so you avoid costly penalties for non-payment of overtime.

Next, you need to understand the basics of OT regulations in CA. What is meant by regular rate of pay, and how do you calculate it? Since no worker can be paid less than minimum wage in any state, you should know the latest amounts for minimum wage amongst CA various workers. Since overtime is based on weekly pay, you should learn how to calculate the hours worked in a week, along with the regular rate of pay. Learn how to calculate these things for salaried or hourly workers. WE will conclude this section with several examples.

There are other sections of the California Labor Code that govern overtime rules:

• What is considered compensable time worked?
• How many hours can a worker be made to work?
• When are meals and rests mandatory? How many days can an employee be allowed to work consecutively?
• When can you allow an employee to “make up work” after absence, and how does that apply to overtime?
• What is allowable in Collective Bargaining Agreements?
• What about some specific types of workers?

We will end the presentation discussing how OT laws are enforced, and answer common questions asked. So Join Mark Schwartz for this informative and comprehensive webinar on California Overtime Law. As on of Mr. Schwartz’ colleagues put it, If you can handle payroll in California, you can handle it ANYWHERE!

Who will benefit?

• Compensation administrators.
• Payroll Staff and calculators.
• H/R and Payroll management.
• Tax and Financial officers and staff.
• Exempt and non-exempt employees