Need clarity regarding California labor law requirements? Help identifying key facts and strategies for maintaining compliance?
California employment law has deviated from elsewhere in America, making it a difficult landscape for employers to navigate without fear of litigation. In a recently recorded webinar, labor law attorneys from Seyfarth Shaw, LLP–the country’s top wage and hour litigator–shared their best wage and hour advice for employers with workforces operating in California.
What You’ll Learn:
Top employer pitfalls
Best practices for avoiding litigation and penalties
How to ensure compliance across every worksite
Want to learn more ways that EPAY can help your company fight labor laws
3. EPAY Systems -- designed to meet the
needs of your complex,
distributed workforce
3
• Reduce your labor
costs by 5% or more
• Keep you in control
and in compliance
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EPAY—In Time with You
Uniquely flexible
Mobile workforce,
union contracts,
multiple job assignments?
Complex pay rules?
No problem!
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Reduce Your Labor Costs
Eliminate erroneous
pay calculations,
time rounding,
and management
inconsistencies
Eliminate buddy
punching
Biometric time clocks
with camera and
finger print reader
Reduce costs
associated with
paper checks. Save
an average of $2.87
per pay period/per
employee.
or more!
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• Audit Trails
• Overtime
• Meal Breaks
• Pay Differentials
• Privacy and Security
• Reduce Workers
Comp Claims
• Did you have an
accident free day?
Minimize Compliance Risk
61. Meal & Rest Period Requirements
• Meal Breaks can be setup to be in monitor mode
o Identify if the employee has taken their lunch after X amount of
hours after the start of their shift (when they clock in)
• Meal breaks can be identified as Missing, Late, Short, or Long
o Initiate an ALERT to management or produce reports for
analysis
o Views & reports can be produced to highlight meal break
exceptions so appropriate action can be taken (i.e., adjust time,
make comments)
62. Misclassification of Employees
Exempt vs. Non-Exempt
• Employee Audit reports in Blueforce can reflect the role
(e.g., service work versus supervisor) an employee has
performed over a period of time
• Use data to monitor for improper compensation according
to employee’s roles and responsibilities
• Watch for employees that are alternating between
exempt and non-exempt roles regularly
63. Stringent Overtime Requirements
• Different OT rules can be setup in Blueforce
o Daily OT
o Daily DOT
o Weekly or Bi-Weekly
o Consecutive Days Worked
64. Off the Clock Work
• Mix or match collection devices
o For example, use punch in on an EPAY time clock, punch
out on a smartphone using Blueforce Mobile Punch if that
eliminates “travel” time to the clock
• Use Blueforce auto append feature
o For example, automatically add 30 minutes to the daily
timecard for every 8 hours worked
65. Travel Time
• Track travel time as employees move from location to
location throughout the work day
o Punch in and out at each location
o Blueforce can total the travel time throughout the day
• Or, employees can track travel time by entering the time
into EPAY’s mobile, web or telephony collection devices
when they punch out
66. Reporting Time Pay
• Ensure employees are always paid for showing up to
work with Blueforce’s minimum hours worked rule
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Upcoming Education
Compliance Webinar Series with Seyfarth Shaw LLP
• Understanding the Affordable Care Act: Should You
Pay or Play? Recorded Webinar
• Mobile GPS Webinar: Time Tracking & Mobile Apps.
July 3rd:10:00 am cst
• Public Demonstration Webinar: Time Tracking &
Mobile Apps. July 10th:10:00 am cst
Register at www.EPAYsystems.com
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Thank You!
Chelsea D. Mesa
Associate, Seyfarth Shaw LLP
Labor & Employment
cmesa@seyfarth.com
(213) 270-9725
Colleen M. Regan
Partner, Seyfarth Shaw LLP
Labor & Employment
cregan@seyfarth.com
(310) 201-1556
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Seyfarth Shaw’s 2014 Cal-Peculiarities: How California
Employment Law Is Different
Connect with EPAY on:
o LinkedIn – follow our company page at EPAY Systems
o Twitter -- @EPAYsystems
o Sign up for our e- newsletter at EPAYsystems.com
Connect with Seyfarth Shaw LLP:
o Wage & Hour Litigation Blog
http://www.wagehourlitigation.com/
o California Peculiarities Blog
http://www.calpeculiarities.com
o Twitter - @SeyfarthShawLLP
Bonus!