This is another post in a Q-&A series in which we answer a question related to California employers’ duty to provide employees with 10-miute rest breaks.
This is another post in a Q-&-A format written to educate employees and employers on the issue whether work related travel time from home to a distant job site is compensable.
Effective January 1, 2015, the minimum wage in San Francisco increased to $11.05 per hour. The increase is a result of the November 2014 ballot measure Proposition J that was overwhelmingly approved by San Francisco residents in November 2014. Proposition J is intended to gradually increase San Francisco’s minimum wage to $15 per hour by 2018.
The following post is written in a Q & A format and is intended to explain employers and employees California overtime law for computing daily and weekly overtime hours for non-exempt employees. It appears there is a misunderstanding as to the correct method of calculating overtime hours for certain workweeks during which employee’s work hours exceed both the 8-hour daily and 40-hour weekly thresholds.
I work as an auto mechanic (or automotive service technician) at a local auto dealership in California. My compensation is based on a piece-rate system. In other words, I am paid at a “flag-hour” rate of $25 for specific automotive repair projects. However, I do not receive any compensation for waiting time between the projects or other minor non-repair assignments.