Clocking In/Out Laws and Other Labor Violations in California
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Employers must not require employees to perform any tasks before clocking in or clocking out (including getting in or out of uniform, running errands, etc.). Four-day ten-hour and three-day 12-hour workweeks (Alternative Workweek Schedules) must be approved by secret employee ballot or the employer must pay overtime. Employees working an alternative workweek schedule are owed overtime pay if they work over eight hours and are required to work fewer hours than those that are regularly scheduled by the alternative workweek agreement.
Employees reporting to work must be provided at least half their regular shift and may not be sent home without being paid for at least a half day’s shift of not less than two nor more than four hours. Minimum pay for callback work (e.g., for mandatory meetings, special arrangements for visitors, etc.) is two hours, regardless of the actual amount worked, except for regularly scheduled meetings where the employee is furnished work and paid for at least half the scheduled time. Tips may not be credited toward minimum wage, nor may any portion be retained by the employer or salaried manager.