An assortment of California and Federal laws explain how working hours of employees should be counted and recorded. These hours might at times include activities such as education, training and travel time. The mistake that is commonly done by most employers is failing to pay the necessary overtime premiums.
Defining Work Schedules

When it comes to working hours it is always important to properly define workweeks and workdays. There are even laws which govern the “seventh-day” rule. There are also limitations for hours of work and these hours are clearly defined by both the state and federal work hours laws.

In case one gets confused by the two set of laws one can get the necessary help from HR California. There are also laws regulating the meal periods and rest breaks. Furthermore, the work hours also clearly state that employers need to pay piece rate workers for recovery and rest periods. There is a minimum hourly rate that is set by the laws and this does not include the compensation for piece rate.
Training Pay

In California employers also need to communicate to the employees in advance about the rates for special circumstances such as travel. This non-working time is required to be paid to the employees according to what the employers had communicated in advance. There are special circumstances which require employers to pay the employees while they are traveling.

When employees are attending work-related events such as work courses, training programs and employees meetings the employer is required to count the hours spent as hours that the employees were working. Consequently, the employees will be paid using the same rates as they would have been paid if they were working.
Makeup Time

Employers can also allow their employees to get makeup time. This is the time that employees request to work more to compensate the hours they did not work because they had personal commitments. According to work hour rules in California, the employers are not obligated to provide the makeup time but the can allow it if they want to. The private employers are on the other hand prohibited from offering compensatory time off and this is in line with the paying of overtime wages.

It is also important to keep records of the time employees have worked and the compensation. Since some industries have special needs, there are certain exceptions when it comes to recording working hours of the employees. The work hours laws also stimulate the minimum hours that minors can be allowed to work. This mainly depends on the age of the workers, the season of the year and the industry the minor is working on. There are exceptions which usually allow the working hours of minors to be extended but they only apply in special circumstances.

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Despite the fact that all states have laws prohibiting harassment behavior at work, California, Connecticut, and Maine make the stride from receptive to proactive by mandating inappropriate behavior training for administrators to avoid inappropriate behavior before it begins.

California’s compulsory lewd behavior law (AB 1825) gives itemized necessities to harassment training. “AB 1825 calls us to a new level of responsibility that will without a doubt influence inappropriate behavior laws the country over,” said Stephen Paskoff, leader of Employment Learning Innovations, Inc., a working environment training firm situated in Atlanta. “It puts instruction on the front burner and recognizes it as an organization’s best safeguard against lewd behavior claims.”

In California organizations employing at least, 50 workers get to lead the training. Be that as it may, California Law includes stringent elements describing trainer capabilities.

Qualified staff includes the following as it were: 

* Attorney

* Human Resources proficient

* Harassment prevention specialist

* Law school or a school teacher with learning and involvement in the prevention and additionally handling of harassment, discrimination, and striking back cases

A passage in a representative handbook, a reminder in a newsletter, a compulsory address at an office meeting – none of these constitute inappropriate behavior training. Instead, bosses must invest their assets in professionally trained experts with both the information and aptitudes to adequately train and survey members.

California holds its bosses and administrators to a new level of responsibility. AB 1825 requires a business to give every manager a duplicate of its hostile to harassment approach and to obtain documentation from every boss acknowledging receipt of the arrangement. The organization then holds the documentation on file.

One different component of the three states’ harassment training laws is California’s necessities regarding teaching procedures. These necessities set an extraordinarily particular requirement.

The philosophy must include the following components: 

* Questions that survey learning

* Skill-building

* Discussion addresses that effectively connect with members in the learning procedure

* Questions that survey learning achievement

* Hypothetical circumstances and situations that are consistent with life

* Memorable techniques for reporting and preventing lewd behavior

* Opportunities for members to make inquiries and get immediate answers

California’s training law puts everything on the line to portray precisely what constitutes an interactive approach. AB 1825 powers bosses to accomplish something beyond pass on information to workers and expectation they recall it. Instead, California’s training members have each chance to comprehend the ideas and ingest them into their own proficient esteems. Furthermore, organizations bear the obligation of choosing materials that satisfy the approach criteria and using trainers who can adequately administer it.

Concerning course content, the three laws have the following substance in like manner: 

* Definition of lewd behavior

* State and government statutory arrangements concerning lewd behavior

* Types of direct which constitute inappropriate behavior

* Employer’s commitment to investigate

* Remedies accessible to casualties

AB 1825, be that as it may, likewise commands the following course content: 

* Limited classification of the complaint procedure

* What to do if a director is by and by blamed for harassment

* How to utilize the fundamentals of an against harassment approach if a complaint is documented

* Supervisors’ affirmation of receipt of the approach

The extra necessities in the California law center specifically around directors. When chiefs finish the training and recognize receipt of a hostile to harassment strategy, they are completely responsible for knowing and applying the strategies effectively. On the off chance that a lewd behavior complaint emerges, they can neither argue obliviousness of the law nor blame the business for inability to give approach. These measures enable workers who document inappropriate behavior lawsuits, in this way laying the basis for the fruitful indictment of wrongdoers.

The inappropriate behavior training measures are sure apparatuses, yet their genuine viability lies in their reinforcement endeavors. Paskoff stated, “Though Connecticut and Maine just expect managers to experience lewd behavior training once, California’s AB 1825 perceives that the best learning originates from instruction that is continuously rehashed and authorized until the point when it is completely integrated into the everyday work life.” To that end, California’s inappropriate behavior training expects chiefs to repeat the training at regular intervals.

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