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This section provides a detailed explanation of the rules and exceptions for paying overtime in California. California laws favor employees more than federal rules and exceptions.
Understanding Basic Overtime RequirementsFor almost all nonexempt private sector California employees who are not covered by collective bargaining agreements, overtime pay is based primarily on the number of hours worked in a day. More »
Defining Workdays and WorkweeksIt is important to define your workday and workweek. These definitions impact your obligations to pay your employees overtime.
Calculating OvertimeThe trickiest part of payroll administration is calculating overtime. More »
Overtime ExamplesCalculating daily and weekly overtime can be confusing, especially with the many changes to California's overtime laws. More »
Requiring Mandatory OvertimeUsually, employees cannot refuse your request that they work overtime. There are not any general laws or regulations that govern mandatory overtime. However, there are limitations under certain Wage Orders and union contracts. More »
Using Makeup TimeUpon an employee's request, you can allow makeup time under certain conditions. More »
Compensatory Time OffA private employer in California is not permitted to offer compensatory time off (CTO) to nonexempt employees in lieu of paying overtime, unless the employer is one of the rare few exempt from the FLSA. More »
Overtime Exceptions for Specific IndustriesThe IWC Wage Orders for specific industries contain some exceptions to the general rules for calculating overtime and premium pay. More »
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