If you’re like many people in Glendale, Los Angeles, and the surrounding communities, you’re familiar with unsafe working conditions. In fact, you may have even been subjected to unsafe conditions in your own workplace—but thanks to the Occupational Safety and Health Administration (and under the California Occupational Safety and Health Act), your employer is required to minimize risk and provide … Read More
California’s Wage and Hour Laws
California has some of the most comprehensive laws in the nation related to when and how an employer must compensate its employees. In addition to having a higher minimum wage then provided under federal law, California law also requires that employees: Be paid overtime after working eight hours in a day or seven days in a row, be paid for … Read More
Independent Contractor Wage and Hour Claims
Many of the requirements that apply to compensating employees do not extend to independent contractors. For that reason, employers often attempt to misclassify workers as independent contractors when they are actually acting as bona fide employees. This is an ongoing issue affecting workers in California as the cost of labor and standards of living continue to rise. Many companies attempt … Read More
Truck Driver Wage and Hour Claims
Truck drivers have often been classified as independent contractors, allowing their employers to avoid paying them overtime, reimbursing them for business expenses, or covering them under workers’ compensation, disability and unemployment insurance. However, this classification is often inaccurate. At David Yeremian & Associates, Inc., a Glendale, California, employment law firm focusing on wage and hour issues, we fight for the rights … Read More
Housekeeper Wage and Hour Claims
Many domestic employees, like housekeepers and nannies, put in long hours to make their employers’ lives easier. In return, their employers may be misclassifying their status as independent contractors rather than employees in order to save money. At David Yeremian & Associates, Inc., a Glendale, California, employment law firm focusing on wage and hour issues, we serve as dedicated advocates for … Read More
Salary Misclassification
Not all employees earn overtime for working more than eight hours in a day or 40 hours in a week. Typically, exempt employees are paid a salary rather than an hourly rate, and employers are not required to pay them overtime. At David Yeremian & Associates, Inc., a Glendale, California, employment law firm focusing on wage and hour issues, we are … Read More
Expense Reimbursement and Unlawful Deductions
When you look at your paycheck, you expect to see deductions for tax withholdings and social security. What you should not see is your employer taking unlawful deductions in order to minimize their expenses and the amount that they owe you in compensation. At David Yeremian & Associates, Inc., a Glendale, California, employment law firm focusing on wage and hour issues, … Read More
Unpaid Sales Commissions
Many employers in the sales industry pay their employees commission to help motivate performance and encourage proactive customer service. While this can be an effective approach, some employers do not follow through and fail to deliver the compensation that sales agents deserve. At David Yeremian & Associates, Inc., a Glendale, California, employment law firm focusing on wage and hour issues, we … Read More
Prevailing Wages for Construction Workers
When construction workers are hired to complete a public works project for a state, county, city or another municipality, California labor laws dictate that they are paid according to established prevailing wages. Unfortunately, employers in the construction industry do not always provide workers with the compensation they deserve. At David Yeremian & Associates, Inc., a Glendale, California, employment law firm … Read More
Minimum Wage Disputes and Unpaid Overtime
In July 1, 2014, the minimum wage in California was increased to $9.00 per hour from $8.00 per hour. The minimum wage is set to increase, again, to $10.00 per hour on January 1, 2016. These increases to the minimum wage also mean that exempt (or salaried) employees are affected. In order to qualify as an exempt employee, the minimum … Read More
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