As for hourly, non-exempt employees, employers may permit employees to take any PTO or accrued vacation during times of disasters. If the employee is sick or must attend to a family member who is sick as a result of the disaster, this time off would also likely trigger paid sick leave under state or local law. California minimum wage laws require employers to count employee sleep time as hours worked if the employees’ shifts are less than 24 hours. The meal break must be provided within the first 5 hours of the workday. Simply paying an employee a salary does not make them exempt, nor does it change any requirements for compliance with wage and hour laws. Under California wage and hour law, non-exempt employees must receive a thirty (30) minute lunch or meal break if they work more than five (5) hours in a day. For employees who are salaried, you can estimate accruals based on a 40-hour workweek, by giving each salaried employee 1.33 hours of accrued sick time for every week worked. May be paid once a month on or before the 26 th day of the month during which the labor was performed if the entire month's salary, including the unearned portion between the date of payment and the last day of the month, is paid at that time. That ensures that over the course of the year, they’ll reach the 24 hours per year of paid sick leave (three days per year) as required in California. Employee Classification: Rule: Labor Code Section: Executive, administrative and professional employees. California overtime is based on an employee’s standard hourly rate of pay. From employee pensions managed by the California Public Employees Retirement System (CalPERS) to health, dental, and vision plans, state employment offers you many benefits. Salary Considerations. On January 1, 2020, California’s statewide minimum wage will increase to $13 per hour for employers with 26 or more employees and $12 per hour for employers with 25 or fewer employees. California personal income tax: This tax is withheld from employee wages and is based on each employee’s tax withholding selection on Form W-4 or DE 4. If an employer requires non-exempt employees to perform work functions outside of work, such as responding to phone calls, emails, or text messages, that time must be compensated. Check the withholding schedule or use a payroll service to determine how much tax to withhold based on your employee’s selection. This latest increase will move California one step closer to its goal of a $15 per hour minimum wage. If non-exempt employess work in excess of 40 hours per week, each hour “suffered or permitted” to work must be paid at 1½ times the employee’s hourly rate. The Savings Plus Program provides additional opportunities to save for retirement with 401(k) and 457 Plans. Exempt employees in California generally must earn a minimum monthly salary of no less than two times the state minimum wage for full time employment. 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