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2012년도 1월 1일부터 발효되는 CA Employment Laws의 공지사항입니다.

Exempt Employee (Overtime을 받지 않는 salary급여자)는 해당사항이 아닙니다. 그러나 전체적으로 New Employee에게는 똑같이 Offer Letter를 작성하여 놓는것이 좋을것 같습니다. NY State에서는 Hourly Pay를 받는 사람들에게는 Over Time 수당의 Pay Rate까지 Employee에게 공지하게 되어 있으므로, 모든 해당 Document들을 잘 챙겨 놓아야 합니다.

California Employment Laws Effective January 1, 2012

Another new year and more new laws that affect California employers and their insurance agents.

A brief recap:
AB 469: Wage Theft Prevention Act of 2011
Labor Code 2810.5.
Employers must provide employees with a written notice regarding:

  • Rate of pay
  • Allowances claimed as part of minimum wage
  • Regularly designated paydays
  • Employers name and DBA names
  • Physical and mailing addresses of the business
  • Employer’s phone number
  • Name, adreess and phone number of the employer’s workers’ compensation insurance carrier
  • Any other information the Labor Commissioner deems necessary

Pay Notices Required to Be Provided New Employees

November 30, 2011

 

Existing law requires an employer to post specified wage and hour information in a location where it can be viewed by employees. Effective January 1, 2012, a new law (which will be formalized as Labor Code Section 2810.5 and known as the “Wage Theft Prevention Act of 2011”) will further require employers to provide all newly hired, non-exempt employees with a written notice of certain wage information at the time of hire. The notice must contain the following information:

1.     The rate or rates of pay and basis thereof, whether paid by the hour, shift, day, week, salary, piece, commission, or otherwise, including any rates for overtime, as applicable;

2.     Allowances, if any, claimed as part of the minimum wage, including meal or lodging allowances;

3.     The regular payday designated by the employer in accordance with the requirements of this code;

4.     The name of the employer, including any “doing business as” names used by the employer;

5.     The physical address of the employer’s main office or principal place of business, and a mailing address, if different;

6.     The telephone number of the employer;

7.     The name, address, and telephone number of the employer’s workers’ compensation insurance carrier;

8.     Any other information the Labor Commissioner deems material and necessary.

If any of the above information changes, the employer must, within seven days of any such change, provide the employees with notice in one of the following methods:

1.     By providing a written amendment to the statement;

2.     By issuing an entirely new notice;

3.     Via paycheck stub, if the updated information is contained on the paycheck stub.

This law does NOT apply to exempt employees, public employers, or employees who are already covered under a collective bargaining agreement (unionized employees).

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166 Litigation Cases - Misclassification (스타벅스의 OT관련 법적소송건- 3) 2011.11.28 764
165 Litigation Cases (Overtime을 주지 않는 salary로 잘못 구분한 경우의 법적 소송건- 2) 2011.11.28 784
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163 Misclassification의 경우 Penalty는 얼마나 될까? 2011.11.28 693
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160 CA State - New Hire Requirement - Effective as of 1/1/2012 2012.01.15 705
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154 Common Interviewing Mistakes -인터뷰할 때 가장 범하기 쉬운 실수 5가지!! 2011.12.06 787
153 Employment Law Basics 2016.01.14 949
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150 EEOC And Cooper University Health Care Reach Accord on Reasonable Accommodation Issues 2013.09.04 1812
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148 AT&T to Pay Quarter Million Dollars to Settle EEOC Agen Disrimination Suit 2013.09.02 1682
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146 Stone Pony Pizza Sued for Race Discrimination 2013.06.08 1924
145 Panda Express Agrees to Early Settlement with EEOC to Resolve Sexual Harassment Suit 2013.06.08 1719
144 Joe-Ryan Enterprises to Pay $15K to Settle EEOC Sexual Harassment Lawsuit 2013.06.08 1729
143 $22.5 Million Verdict Reversed Where Employer Admitted Its Vicarious Liability For Employee’s Negligence 2013.05.28 1626
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