Despite the fact that similarly qualified workers who perform the same job duties for the same employer should be paid equal wages, this is often not the case. Unfortunately, minorities and women have historically been paid less than white males even when performing the same jobs with the same level of performance and responsibilities. This is known as wage discrimination.
Back in 1938, the Fair Labor Standards Act (FLSA) was passed to help protect workers from being taken advantage of. It was the FLSA that established the right to minimum wage and overtime pay. It also established the standard 40-hour workweek and put restrictions on employing minors. As a business owner, make sure that you remain in compliance with all the rules and regulations of the FLSA as well as California state labor laws. This can sometimes makes it challenging to classify your employees. Every company has to classify its employees as either exempt or nonexempt employees, and the accuracy of this classification will affect your ability to comply with other labor laws. In fact, misclassifying an employee can result in potentially costly penalties. Here we offer a brief overview of the differences between exempt and nonexempt employees to help clarify for employers how to classify their employees.
Labor laws define overtime as work done in excess of the standard eight hour day or the standard 40 hour week. Employees are entitled to earn additional compensation on top of their hourly wage for the hours that they've worked past the standard work day or work week. However, every state has different overtime laws that include exemptions, exceptions, and penalties. Both employers and employees need to be familiar with the overtime laws in California so that they know what to expect in terms of payments--and so employers avoid making costly mistakes. This article presents a detailed guide into the overtime laws in the state of California.
If your business currently participates in a 401(k) plan for your employees, then you'll want to know what the rules and regulations are in the event that you ever decide to terminate the plan. There are a number of reasons why you might be considering the termination of your company's 401(k) plan: maybe you're closing down the business or merging with another company. Whatever the reason may be, the following are 11 things to consider if you plan to terminate your company's 401(k) plan.
The term "holiday" can mean different things depending on where a person is from. It can mean legal holidays on the calendar or even vacation time. For the purposes of this piece, because California is subject to U.S. Federal laws, we define "holiday" as any of the federally legal days the United States government.
For employers, payroll can be one of the most challenging aspects of running a business. Fortunately, by avoiding these ten common mistakes, you can streamline your payroll process and enjoy a simpler and more straightforward experience in the years to come.
Year-end payroll process is complicated, and there’s no doubt there.
You have to calculate taxes, compensation, deductions and still deliver everything on time to your employees as well as the State of California.
Unfortunately, businesses are notorious for creating errors during their year-end closeouts, especially as they try to complete other end-of-year to-dos.
While you are getting ready to close out payroll this year, there are some ways you can lessen the stress and look forward to year’s end.
The time for end-of-year payroll is almost here.
While you’ve muscled through the year thus far without issue, the end of the year is creeping up quickly, and you’re finding yourself overwhelmed.
You have to close out payroll, deal with taxes, and make sure you’re in compliance for 2017.
That’s a lot to do all while running a business too.
Luckily, you don’t have to go at it alone. A Professional Employer Organization (PEO) can help.PEOs are one of those secrets that most businesses keep to themselves, but happily utilize. These companies offer everything from employee leasing to HR support.