Unlucky In Law--13 Hot California Wage and Hour Issues That Could Cost You a Fortune

With several wage and hour cases on appeal or pending before the California Supreme Court, the State's employers could be looking at a completely different legal landscape, not to mention new and expanded liabilities, come next fall, or sooner, when the cases are concluded.

To help prepare for whatever changes the future--and the California courts—have in store, the attorneys of Littler Mendelson's Wage and Hour practice bring you the Webinar Unlucky in Law—13 Hot California Wage and Hour Issues That Could Cost You a Fortune.

Designed for legal and human resource managers with responsibility for wage and hour compliance, this 90-minute program will bring you up to speed on the most important wage-hour issues currently pending before the California courts.

Please join our team of attorneys from Littler Mendelson, the nation's largest employment and labor law firm, for what promises to be a lively and informative Webinar.

The Top 13 Wage-Hour Issues Facing California Employers

1. Is the one hour of pay for missed, late, or short meal and rest periods prescribed by Labor Code section 226.7(b) a wage or a penalty? If it is a penalty, the statute of limitations is one year. If a wage, the statute of limitations could be three years or four years?
2. Is there a separate penalty each day for each missed meal and each missed rest period, or a maximum or two penalties per day, or a maximum of one?
3. Are there constitutional limitations on the amount of wage and hour penalties that California may impose?
4. Can there be additional liability for meal/rest period violations beyond the one hour of pay prescribed by Labor Code section 226.7(b), such as for penalties for failure to pay wages under Labor Code section 558?
5. Can there be a claim under Business & Professions Code section 17200 for meal and rest period pay under Labor Code section 226.7?
6. Does Proposition 64 amending Business & Professions Code section 17200, concerning unfair competition or unfair business practices, have retroactive effect?
7. May an employer be liable for punitive damages for meal and rest period violations?
8. May an employer enter into a collective bargaining agreement that provides for on-duty meal periods, or waivers of meal or rest period pay?
9. May an employer reimburse employees' expenses for automobile use by paying a higher salary and commission rate designed to cover the expenses, instead of explicitly reimbursing the expenses?
10. May an employee who has filed a claim for wages with the Labor Commissioner add new claims in court when he appeals the ruling of the Labor Commissioner?
11. May an employer count certain costs or losses and workers' compensation costs in bonus calculations based on net profits?
12. When a job has an agreed upon end date or is for a fixed duration, must final pay be paid on the last day of employment in order to avoid Labor Code section 203 waiting time penalties?
13. May Labor Code section 203 penalties be assessed for any wage and hour violation that may have occurred during the employment of an employee who has been discharged or quit, or only for failure to timely pay final wages? How are the waiting time penalties calculated?

Please join our team of attorneys from Littler Mendelson, the nation's largest employment and labor law firm, for an exploration of these hot issues.