Experienced San Francisco Employment and Labor Law Attorneys Klein Law Group has been practicing employment law for more than twenty years. When it comes to representing workers, our mission is to vindicate each and every right of underpaid and mistreated employees in San Francisco, the Bay Area and throughout California. Some...
The blog is published by “Klein Law Group” and intended to provide readers with basic information and resources regarding California employment and labor law. Most of the articles are written to address employment-related concerns of both employers and employees. While California labor laws are some of the most...
Klein Law Group: Serving Business in the San Francisco Bay Area Since 1990 San Francisco Employment Law Attorney Blog is published by Klein Law Group, a boutique law firm located in the heart of the San Francisco financial district. For more than two decades, Klein law Group has represented San Francisco businesses involved...
If you’re having problems related to your employment, you can contact San Francisco labor and employment law attorneys at Klein Law Group about scheduling an initial consultation. You can do so either by taking a few seconds to complete the form below or by calling us during normal business hours. Consultations are by...
Experienced San Francisco Employment and Labor Law Attorneys Klein Law Group has been practicing employment law for more than twenty years. When it comes to representing workers, our mission is to vindicate each and every right of underpaid and mistreated employees in San Francisco, the Bay Area and throughout California. Some...
The blog is published by “Klein Law Group” and intended to provide readers with basic information and resources regarding California employment and labor law. Most of the articles are written to address employment-related concerns of both employers and employees. While California labor laws are some of the most...
Klein Law Group: Serving Business in the San Francisco Bay Area Since 1990 San Francisco Employment Law Attorney Blog is published by Klein Law Group, a boutique law firm located in the heart of the San Francisco financial district. For more than two decades, Klein law Group has represented San Francisco businesses involved...
If you’re having problems related to your employment, you can contact San Francisco labor and employment law attorneys at Klein Law Group about scheduling an initial consultation. You can do so either by taking a few seconds to complete the form below or by calling us during normal business hours. Consultations are by...
Network operations engineers, information technology (“IT”) specialists, systems administrator/engineers, database administrators, network administrators, network analysts, desk support, regardless of titles given by employers, these employees are known to share two things in common: long working hours and high-risk overtime liability for employers.
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This post is written to provide employees and employers with an understanding on how to calculate overtime hours under California overtime laws. If you do not like math, you can refer to our easy-to-use online overtime calculator that will do to all computations for you.
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Over the last decade, California employers have witnessed a state-wide increase in wage-and-hour lawsuits filed in state and federal courts. Employers’ failure to pay split-shift premiums is often alleged as a cause of action. This post is written in a Q&A form to provide employers and employees with brief guidelines on how California split-shift law works. Keep in mind that these rules apply only to hourly non-exempt employees.
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This is another post-Conception decision by the California Court of Appeal holding that notwithstanding Conception, in certain circumstances, based on a case-by-case analysis, class action waivers may be unenforceable.
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In one of the previous posts, we discussed how some commercial bus drivers may be exempt from California overtime laws under Industrial Welfare Commission Wage Order No. 9 section 3(L). It is crucial to keep in mind that in addition to state law, hours and days of work of commercial bus drivers are also regulated by federal law, namely, the Federal Standard Labor Act of 1938 (“FLSA”.)
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In establishing their payroll policies and procedures, many California transportation industry employers often times face the question whether they should pay their drivers an hourly rate or flat rate compensation. While both types of payments are legal under California and Federal wage-and-hour laws, employers must be particularly careful when drivers are paid on a flat fee basis (or “piece rate”).
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