We are available to discuss your case via video chat or telephone during the COVID-19 pandemic.

PROXY LAW FIRM LLP

California Employment Attorneys

  • Call For A Free Consultation (310) 853-8333
You will not pay unless we win. Let us be your voice.
  • Se Habla Español

PROXY LAW FIRM LLP

California Employment Attorneys

  • Home
  • Practice areas
    • Coronavirus (COVID-19) Laws
    • Wrongful Termination
    • Unpaid Wages, Overtime, and Other Unlawful Pay Practices
    • Workplace Discrimination and Sexual Harassment
    • Gender Equality and Equal Pay
    • Meal Breaks and Rest Breaks
    • Pregnancy Rights
    • Disability Discrimination
    • Workplace and Whistleblower Retaliation
    • PAGA Actions
    • Employment Contracts
    • Civil Litigation
  • Attorneys
  • Testimonials
  • Blog
  • Contact
  • Español
Menu
  • Home
  • Practice areas
    • Coronavirus (COVID-19) Laws
    • Wrongful Termination
    • Unpaid Wages, Overtime, and Other Unlawful Pay Practices
    • Workplace Discrimination and Sexual Harassment
    • Gender Equality and Equal Pay
    • Meal Breaks and Rest Breaks
    • Pregnancy Rights
    • Disability Discrimination
    • Workplace and Whistleblower Retaliation
    • PAGA Actions
    • Employment Contracts
    • Civil Litigation
  • Attorneys
  • Testimonials
  • Blog
  • Contact
  • Español
We are available to discuss your case via video chat or telephone during the Covid-19 Pandemic.
  • Call For A Free Consultation (310) 853-8333
  • Se Habla Español
You will not pay unless we win. Let us be your voice
  • Home
  • Practice areas
    • Coronavirus (COVID-19) Laws
    • Wrongful Termination
    • Unpaid Wages, Overtime, and Other Unlawful Pay Practices
    • Workplace Discrimination and Sexual Harassment
    • Gender Equality and Equal Pay
    • Meal Breaks and Rest Breaks
    • Pregnancy Rights
    • Disability Discrimination
    • Workplace and Whistleblower Retaliation
    • PAGA Actions
    • Employment Contracts
    • Civil Litigation
  • Attorneys
  • Testimonials
  • Blog
  • Contact
  • Español
Menu
  • Home
  • Practice areas
    • Coronavirus (COVID-19) Laws
    • Wrongful Termination
    • Unpaid Wages, Overtime, and Other Unlawful Pay Practices
    • Workplace Discrimination and Sexual Harassment
    • Gender Equality and Equal Pay
    • Meal Breaks and Rest Breaks
    • Pregnancy Rights
    • Disability Discrimination
    • Workplace and Whistleblower Retaliation
    • PAGA Actions
    • Employment Contracts
    • Civil Litigation
  • Attorneys
  • Testimonials
  • Blog
  • Contact
  • Español
09 April 2021

Working “after hours” in California

Under California wage law, employers cannot ask employees to work “after hours” without compensation. After-hours work is work that employees do, with the knowledge of their employer, and without pay.

The California Supreme Court has previously determined that even working a few minutes before or after registering is a time for which a worker is entitled to compensation. Our employment attorneys at Proxy Law Firm can help you assert your rights in order to obtain fair pay.

Common forms of work outside of business hours:

  • Pre-shift work (time spent preparing a restaurant to open, preparing a workplace, or preparing safety equipment).
  • Post-shift work (cleaning, storing equipment, or delivering equipment to a new location).
  • Administrative work (completing paperwork or medical records)
  • Redo a project or correct parts of it at the request of the employer.
  • Work done during a meal or a required break.

In certain situations, California employers may attempt to violate California laws by using payroll practices which only pay employees for the time they are scheduled to work. In these situations, employers overlook the extra time employees spend preparing before work, putting on their uniforms, or cleaning up  (addressing those tasks as ‘de minimis’). This results in the employee not receiving adequate payment for actual time spent working.

While employees in California are entitled to be paid for any activity performed after hours, it is essential to remember that supervisors or employers are not always explicit or vocal about the obligation to work after hours. In some situations, the employer may suggest or encourage after-hours of work to avoid paying the hourly wage owed to that employee, suggesting that they have no further obligation.

If you believe you have been working off the clock and not getting paid, contact our office for a free consultation. 

proxy_law
Does your employer pay you a fixed salary regardless of the number of hours you actually work?

Previous

Sexual harassment in the workplace

Next

Leave a Comment Cancel reply

Your email address will not be published. Required fields are marked *

Related Posts

August 20, 2021
California Laws Against Racial Discrimination
March 19, 2021
Is your employer paying you in cash and is not giving you a paystub? If the answer is yes, this is a red flag!
January 15, 2021
Age Discrimination in the Workplace
November 9, 2020
Suitable Seating Law in California

Recent Posts

  • Protections for Farm Workers
  • Wrongful Termination Based on Medical Conditions and Disabilities
  • Employee Misclassification
  • The Truth About Tips
  • California Laws Against Racial Discrimination

Recent Comments

  • free6 chat on Are you being denied overtime because you are wrongfully classified as salaried?
Copyright @ 2020. Proxy Law Firm LLP. All rights reserved.
Facebook-f
Instagram
  • (310) 853-8333