California uses the ABC test to determine if a worker should be classified as an employee or independent contractor. The test evaluates factors such as the degree of control, the nature of the work, and whether the worker operates an independent business.
Yes, under the California Family Rights Act (CFRA), eligible employees can take up to 12 weeks of unpaid leave in a 12-month period for qualifying reasons, including the birth of a child, adoption, or serious health condition.
Yes, but there are restrictions. Generally, employers can conduct drug testing for pre-employment purposes or if there is a reasonable suspicion of substance abuse. However, random drug testing is limited to safety-sensitive positions.
California law prohibits discrimination based on race, color, religion, sex, gender, sexual orientation, national origin, disability, age, and other protected characteristics.
California does not mandate employers to provide health insurance to employees. However, employers with 50 or more full-time equivalent employees must offer affordable health insurance or pay a penalty.
California law stipulates that employees are entitled to a 30-minute unpaid meal break for every five hours worked and a 10-minute paid rest break for every four hours worked.
Yes, California follows the "at-will" employment doctrine, which means that an employer can generally terminate an employee without cause or notice. However, certain exceptions exist, such as discrimination or retaliation.
Yes, California law mandates that non-exempt employees receive overtime pay for any hours worked beyond eight hours in a day or 40 hours in a week. Overtime pay is typically one and a half times the regular hourly rate.
Yes, under California law, employers must provide paid sick leave to their employees. Employees are entitled to accrue one hour of paid sick leave for every 30 hours worked.
The minimum wage in California is $15 per hour for employers with 26 or more employees and $14 per hour for employers with 25 or fewer employees.