<\/p>\n

There are several things you should know about reporting time pay in California. The law in California has different sections which are aimed at protecting the right of employees. There are different sections where the law protects you as an employee from different forms of exploitation.<\/p>\n

Things you need to know about Reporting time pay in California<\/p>\n

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1. What is reporting time pay?<\/li>\n<\/ol>\n

   Some employees will call workers but the work can end up being assigned less than the normal work day work, in such a case, the employee will be paid for reporting to work. The law requires the employer to pay the worker for the time he worked and the rest of the hours will be paid under reporting wage rate. For example, if an employee will report to work and work for an hour instead of four hours, the employer will pay him on regular rates for the one hour worked and pay him based on reporting wage for the next three hours. If an employee reports to work and does not work at all, then the employer is obliged to pay for two hours based on waiting time.<\/p>\n

   \n
   1. Time paid as reporting time pay does not trigger overtime pay.<\/li>\n<\/ol>\n

      If an employer will be paid waiting time and the amount exceeds the normal pay rate, then the employer does not have to count the excess overtime. The law prohibits the act to avoid expatiation on employees.<\/p>\n

      \n
      1. Reporting time pay and meetings.<\/li>\n<\/ol>\n

         If the employer reports to work and he works for half the time he was supposed to work, then the employer can pay for the only time worked. There is debate on the amount the employee can be paid if he is called for a meeting during his work day and he was not on duty. But in normal cases the employee is paid two hours of normal work day as reporting time.<\/p>\n

         \n
         1. Exceptions to the reporting time requirements.<\/li>\n<\/ol>\n

            There are circumstances where employers are not entitled to reporting time payment. They include the following incidences:<\/p>\n

            When operation cannot begin due to threats to employer\u2019s property, when civil authorities recommend for the work not to start<\/p>\n

            When public utilities fail to supply power or other amenities required for the running of the operations.<\/p>\n

            When acts of God such as earthquake cause an interruption which is beyond employers control.<\/p>\n

            \n
            1. What if the employee voluntarily leaves early?<\/li>\n<\/ol>\n

               If an employee leaves work early due to personal or other needs, the employer is not entitled to pay for the reporting wage.<\/p>\n

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               Photo Credit: Shutterstock\/Billion Photos<\/p>\n","protected":false},"excerpt":{"rendered":"

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