A severance agreement can provide valuable compensation, but it can also release significant employment claims. Learn what California employees should review before signing.
Signing an employment arbitration agreement can change where and how a future workplace dispute is decided. Learn what employees may give up, what rights remain, and when an arbitration agreement may not control.
California trucking companies may call drivers “owner-operators” or independent contractors, but owning a truck, receiving a 1099, or signing an independent-contractor agreement does not automatically make a driver an independent contractor. Learn how California’s ABC test, trucking-specific rules, expense reimbursement requirements, and wage laws apply to truck drivers.
Recruiters and staffing professionals may earn substantial salaries, commissions, and bonuses while routinely working long hours. But recruiting experience, independent client contact, and a professional title do not automatically make an employee administratively exempt from California overtime laws.
Account executives often earn substantial salaries and commissions while working long hours, but the title “Account Executive” does not automatically make an employee exempt from California overtime laws. Learn how the administrative, outside-sales, and commissioned-sales exemptions may apply—and when an account executive may actually be entitled to overtime.
California workers can pursue unpaid wages without a lawyer, but calculating claims, identifying defendants, developing evidence, and navigating hearings or litigation can make legal representation valuable.
California does not automatically treat registered nurses or pharmacists as exempt professionals simply because they are licensed, salaried, or highly skilled. Learn when nurses and pharmacists may be entitled to overtime, meal and rest break protections, and other wages—and when a different exemption may apply.
Being paid a salary does not automatically make an employee administratively exempt in California. Learn how the administrative exemption works and what an employee may recover if the employer got the classification wrong.
Receiving a 1099 does not automatically make you an independent contractor. Learn how California determines worker classification and what wages and protections may be available if you were misclassified.
Being paid a salary does not automatically eliminate your right to overtime. Learn how California’s salary and duties tests determine whether an employee is properly classified as exempt.
LEGAL DISCLAIMER:
By accessing our website you agree and acknowledge that an Attorney-Client relationship has not been created, established, and/or formed in any manner. You further agree and acknowledge that submitting any information to us through any means of communication does not constitute, create, or establish an Attorney-Client relationship. Nothing contained in our website should be construed as a promise or guarantee regarding an outcome of your matter. Should you have any questions or inquiries of the above, you may contact us at:
GS LAW, APC, 15260 Ventura Blvd., Ste 1200, Sherman Oaks, CA 91403.