CALIFORNIA
LAW REQUIRES WORKFORCE OUTSOURCING TO ALLOW YOU TO TAKE AN UNINTERRUPTED AND PAID TEN MINUTE BREAK WHEN YOU WORK
MORE THAN 3.5 HOURS IN A SHIFT. YOU GET A SECOND BREAK IF YOU WORK MORE THAN 6 HOURS, AND A THIRD BREAK IF YOU WORK MORE THAN
10 HOURS.
REST PERIOD: (A) Every employer shall
authorize and permit all employees to take rest periods, which insofar as practicable shall be in the middle of each work
period. The authorized rest period time shall be based on the total hours worked daily at the rate of ten (10) minutes net
rest time per four (4) hours or major fraction thereof. However, a rest period need not be authorized for employees whose
total daily work time is less than three and one-half (3 ½) hours. Authorized rest period time shall be counted as
hours worked for which there shall be no deduction from wages.
(B) If an employer fails to provide an employee
a rest period in accordance with the applicable provisions of this Order, the employer shall pay the employee one (1) hour
of pay at the employee's regular rate of compensation for each work day that the rest period is not provided.
CALIFORNIA LAW REQUIRES WORKFORCE
OUTSOURCING TO PROVIDE A THIRTY MINUTE UNINTERRUPTED MEAL BREAK WHEN YOU WORK MORE THAN 5 HOURS IN A SHIFT. THEY CANNOT ASK
YOU TO WAIVE THIS RIGHT, ALTHOUGH YOU HAVE THE RIGHT TO WAIVE THE BREAK IF YOU WORK NO MORE THAN 6 HOURS IN YOUR SHIFT.
MEAL PERIOD: (A) No employer shall employ any person for a
work period of more than five (5) hours without a meal period of not less than thirty (30) minutes, except that when a work
period of not more than six (6) hours will complete the day's work the meal period may be waived by mutual consent of the
employer and employee. Unless the employee is relieved of all duty during a thirty (30) minute meal period, the meal period
shall be considered an "on duty" meal period and counted as time worked. An "on duty" meal period shall
be permitted only when the nature of the work prevents an employee from being relieved of all duty and when by written agreement
between the parties an on-the-job paid meal period is agreed to. The written agreement shall state that the employee may,
in writing, revoke the agreement at any time.
(B) If an employer fails to provide an employee a meal period in
accordance with the applicable provisions of this Order, the employer shall pay the employee one (1) hour of pay at the employee's
regular rate of compensation for each work day that the meal period is not provided.
CALIFORNIA LAW REQUIRES WORKFORCE OUTSOURCING TO ALLOW PAY YOU 1 AND 1/2 TIMES YOUR REGULAR RATE OF
PAY FOR EACH SHIFT YOU WORK IN EXCESS OF 8 HOURS IN A GIVEN DAY OR 40 HOURS IN A GIVEN WEEK.
OVERTIME: LC 510. (a) Eight hours of labor constitutes a day's work. Any work in excess
of eight hours in one workday and any work in excess of 40 hours in any one workweek and the first eight hours worked on the
seventh day of work in any one workweek shall be compensated at the rate of no less than one and one-half times the regular
rate of pay for an employee. Any work in excess of 12 hours in one day shall be compensated at the rate of no less than twice
the regular rate of pay for an employee. In addition, any work in excess of eight hours on any seventh day of a workweek shall
be compensated at the rate of no less than twice the regular rate of pay of an employee.
CALIFORNIA LAW REQUIRES WORKFORCE OUTSOURCING TO PROVIDE AND MAINTAIN REQUIRED UNIFORMS AT NO COST
TO THEIR IHOP EMPLOYEES.
REIMBURSE EXPENSES: (A) When uniforms
are required by the employer to be worn by the employee as a condition of employment, such uniforms shall be provided and
maintained by the employer. The term "uniform" includes wearing apparel and accessories of distinctive design or
color.
(B) When tools or equipment are required by the employer or are necessary to the performance of a job, such
tools and equipment shall be provided and maintained by the employer...
CALIFORNIA LAW REQUIRES WORKFORCE OUTSOURCING TO PAY THEIR EMPLOYEES ALL OF THEIR EARNED WAGES ON
THE DAY THEY ARE DISCHARGED OR, IF THE EMPLOYEE QUITS, WITHIN 72 HOURS.
LAST
PAYCHECK: LC 201. (a) If an employer discharges an employee, the wages earned and unpaid at the time of discharge
are due and payable immediately.
LC 202. (a) If an employee not having a written contract for a definite period
quits his or her employment, his or her wages shall become due and payable not later than 72 hours thereafter, unless the
employee has given 72 hours previous notice of his or her intention to quit, in which case the employee is entitled to his
or her wages at the time of quitting.
LC 203. If an employer willfully fails to pay, without abatement or reduction,
in accordance with Sections 201, 201.5, 202, and 205.5, any wages of an employee who is discharged or who quits, the wages
of the employee shall continue as a penalty from the due date thereof at the same rate until paid or until an action therefor
is commenced; but the wages shall not continue for more than 30 days. (Source: Labor Code)
CALIFORNIA LAW REQUIRES WORKFORCE
OUTSOURCING TO PROVIDE THEIR EMPLOYEES ACCURATE WAGES STATEMENTS WHICH PROVIDE THE STATUTORILY REQUIRED INFORMATION.
WAGE STATEMENT: LC 226. (a) Every employer shall, semimonthly or at the time
of each payment of wages, furnish each of his or her employees, either as a detachable part of the check, draft, or voucher
paying the employee's wages, or separately when wages are paid by personal check or cash, an accurate itemized statement in
writing showing (1) gross wages earned, (2) total hours worked by the employee, except for any employee whose compensation
is solely based on a salary and who is exempt from payment of overtime under subdivision (a) of Section 515 or any applicable
order of the Industrial Welfare Commission ... (4) all deductions, provided that all deductions made on written orders
of the employee may be aggregated and shown as one item, (5) net wages earned, (6) the inclusive dates of the period for which
the employee is paid, (7) the name of the employee... and (9) all applicable hourly rates in effect during the pay period
and the corresponding number of hours worked at each hourly rate by the employee. The deductions made from payments of wages
shall be recorded in ink or other indelible form, properly dated, showing the month, day, and year, and a copy of the statement
or a record of the deductions shall be kept on file by the employer for at least three years at the place of employment or
at a central location within the State of California.
(e) An employee suffering injury as a result of a knowing and intentional failure by an employer
to comply with subdivision (a) is entitled to recover the greater of all actual damages or fifty dollars ($50) for the initial
pay period in which a violation occurs and one hundred dollars ($100) per employee for each violation in a subsequent pay
period, not exceeding an aggregate penalty of four thousand dollars ($4,000), and is entitled to an award of costs and reasonable
attorney's fees.
* All citations refer to the
California Labor Code unless otherwise noted.