| Are you concerned that your employer isn’t | | | | California mileage expense reimbursement is |
| paying you properly? Do you think you might | | | | another common area of concern that many |
| need to speak to a California labor attorney to | | | | employees are having with their employers. |
| discuss such issues as alternative work week | | | | California mileage expense reimbursement is |
| overtime law, California wage deductions or | | | | directly related to the mileage driven during your |
| California mileage expense reimbursement? | | | | work day and often excludes your commute to |
| It’s important to know your rights and to | | | | and from work. Interestingly enough, the IRS rate |
| know what some of the most common California | | | | of reimbursement is 58.5 cents per mile, and is |
| employment violations are. If you find you have | | | | often used as a guide. However, if an employee |
| been a victim, it’s equally important to know | | | | seeks assistance from the California Labor Board |
| what to do next, who to turn to, and how to | | | | the mileage rate will be determined by an |
| resolve your problem quickly and efficiently. | | | | administrative judge. This process may or may |
| Alternative work week overtime law is a | | | | not be in the employee’s favor. Fortunately, |
| common area that employers have a hard time | | | | this decision can be appealed. But oftentimes |
| keeping up on. The basic definition of an | | | | employees will instead seek the help of a |
| “alternative workweek schedule" means | | | | California labor attorney to help recover a |
| “any regularly scheduled workweek requiring | | | | California mileage expense reimbursement rate |
| an employee to work more than eight hours in a | | | | they feel is fair. It’s important to note that |
| 24-hour period.” It’s important to note | | | | California mileage expense reimbursement is not |
| that alternative work week overtime law requires | | | | the only type of reimbursement an employee is |
| that two thirds of the employees affected by the | | | | eligible to receive. If you work at home you could |
| alternative work week vote for the alternative | | | | be eligible for reimbursements for your internet |
| schedule before it goes into affect. Equally | | | | access, office supplies or phone lines. If you are |
| important is the fact that even though the | | | | required to use a cell phone or purchase specific |
| employees might be working 10 hour days | | | | tools needed to perform your job duties, often |
| without daily overtime they are still eligible for | | | | times, these too can be considered a reimbursable |
| daily overtime if they surpass 12 hours in a day | | | | expense. |
| or 40 hours in a week. Lastly, alternative work | | | | If you have been a victim of unlawful practices |
| week overtime law still requires a half hour meal | | | | regarding alternative work week overtime law, |
| break within every 5 hour period worked. | | | | California mileage expense reimbursement or |
| California wage deductions are pretty cut and dry; | | | | California wage deductions you may want to |
| with a few exceptions, an employer cannot | | | | contact a California labor attorney. The worst |
| deduct anything from the employee’s | | | | thing you can do is nothing; this will only |
| paycheck without his or her consent. The most | | | | encourage an unlawful employer’s bad |
| commonly authorized California wage deductions | | | | behavior. You do have the option of trying to |
| are for 401K plans, pensions or medical/dental | | | | resolve these issues directly with your employer |
| insurance. However, ID badges, uniforms and | | | | or with the California Labor Board. The problem |
| physical exams do not fall under California wage | | | | with trying to solve these issues on your own, |
| deductions. If an employer requires the employee | | | | aside from being on your own to handle the |
| to have and or use any item to perform or keep | | | | matter, is that you run the risk of your |
| their job, with few exceptions, the employer | | | | employer’s reprisal. Keep in mind that with |
| must provide, or in other words pay for these | | | | the California Labor Board as your avenue of |
| items, either at the time the cost is incurred or | | | | recourse, once a decision has been made your |
| by form of reimbursement. At no time can the | | | | options are limited. Additionally, the California Labor |
| employer deduct these costs from the | | | | Board will generally only pursue the past three |
| employee’s paycheck. Another common | | | | years related to your claim. A California labor |
| misconception regarding California wage | | | | attorney would attempt to pursue the past four |
| deductions is that an employer can deduct your | | | | years, thus increasing the amount of your |
| pay for breakage, cash shortage, equipment loss | | | | potential claim. Contacting an experienced |
| or other simple acts of negligence. This is not in | | | | California labor attorney for a review of your |
| compliance with California wage deductions’ | | | | potential claim is certainly prudent as you review |
| guidelines and regulations. | | | | all your options. |