UPDATED MAY 7, 2012

In one of the previous posts, we reported how in October 2011, California Governor Jerry Brown signed into law the Wage Theft Prevention Act of 2011 that  requires all California private-sector employers to provide a written notice of specified basic job terms to all nonexempt employees. The law becomes effective on January 1, 2012.

In one of the previous posts, we discussed how California Law requires employers to compensate employees for all hours worked. It is well-settled that any work performed for the employer’s benefit must be compensated. But what about a situation where employees perform overtime work “off-the-clock” for the benefit of an employer, and the employer has no 

According to the San Francisco Minimum Wage Ordinance, starting January 1, 2012, all employees performing work in the county of San Francisco must be paid not less than $10.24 per hour.  San Francisco is the first city in the United Stated with a minimum wage rate above $10. This increase is a result of a proposition passed by the city’s residents in 2003.

The restaurant, bar and food service industry continues to be one of the most highly abused industries when it comes to complying with California Employment law.  Restaurant employees are often cheated out of their hard-earned wages, and employers are constantly subjected to costly wage-and-hour litigation which undermines the successes of the business.

In one of the previous posts, we discussed in detail a Borello test employed by California courts and administrative agencies in determining whether a worker is an independent contractor or an employee for purposes of wage and hour disputes.