In the state of California, workers have the right to be paid fair wages for work. That means employers are legally required to pay at least the minimum wage for the state, which is higher than the federal minimum wage. Employers are also required to pay nonexempt employees for overtime hours worked, as well as provide breaks for employees who are entitled to take them. (Learn more about meal and rest breaks here.) This guide outlines employers’ responsibilities toward employees when it comes to paying fair wages for work.
One of the most important things to address in an article like this is the California Equal Pay Act. under this act, workers are allowed to bring legal actions against employers who pay people differently based on their gender. If two people of differing genders perform substantially similar work, California employers must pay them the same wage.
This act also makes it permissible for you to ask your coworkers how much money they make. Your coworkers can ask you how much you make, as well. You never have to answer this question, but making it lawful to ask is one way to ensure transparency so employers cannot Get away with paying unfair wages to others based on their gender.
Related: Can you do anything if your employer denies you FMLA leave?
Employers in the state of California are not permitted to commit wage theft. Some examples of wage theft include:
Related: Your guide to California employee rights
Generally, employers are allowed to reduce a person’s pay. However, if an employer reduces your pay, it still must pay you at least the state minimum wage. That’s true whether you earn an hourly rate or you are a salaried employee.
If you suspect your employer is not paying you a fair wage, or your employer is committing wage theft, you may want to speak to a California workplace rights attorney. You can call us at 818-230-8380 or fill out the form below to schedule your free consultation with an experienced, caring attorney who may be able to help you.
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