Can an employer ask what you make?

Employers can’t ask for or use salary history when offering employment or determining salary, benefits or other compensation. They can discuss the applicant’s pay expectations. Prohibitions don’t apply to information disclosed by the applicant.

Can hr verify salary?

Under the California law, employers are not prohibited from reaching out to a selected applicant’s previous employer to verify the applicant’s prior salary after the applicant has been given a job offer.

Can you get fired for refusing to work overtime?

“Yes,” your employer can require you to work overtime and can fire you if you refuse, according to the Fair Labor Standards Act or FLSA (29 U.S.C. § 201 and following), the federal overtime law. As long as you work fewer than 40 hours in a week, you aren’t entitled to overtime.

Do you pay employees per hour or per hour?

Hourly workers get paid a per-hour rate, so their paychecks are based specifically on the number of hours they work. This article is for new business owners trying to determine whether they should have hourly or salaried employees. When hiring an employee, you must ask and answer many questions.

When do you pay overtime to hourly employees?

Overtime pay is payable to both hourly wage earners and employees paid by salary. Only where the sole duties of the employee are managerial in nature is the employer exempt from paying overtime, whether that employee is paid by wage or salary.

Do you have to record how many hours employees work?

As the employer, you must record how many hours those employees work in order to pay them each pay period. Hourly workers are also eligible for overtime pay, typically time and half, for each hour they work over 40 hours. What are exempt and nonexempt employees?

When do you decide to make your employees hourly?

You can decide to do so if they are going to be taking on a new position or if you are reorganizing your team. While this is less common, if you reorganize your company or have less work for your employee than you thought you would, you may want to consider making them hourly.

Do you have to pay hourly employees for full day of work?

Does an employer need to pay an hourly employee for a full day of work if he or she was scheduled for a full day but only worked a partial day due to lack of work? The FLSA does not require employers to pay non-exempt employees for hours they did not work.

What should I do if my boss asks me to work extra hours?

8. Work overtime without pay. If you need someone to work extra hours, pay them a bonus for that time or make them an hourly employee. Salaried employees sign up for a 40-hour work week — maybe 45 hours during a crunch time — not unlimited work whenever the boss requires it.

What happens if an employee refuses to work 40 hours a week?

If an employee refuses to work the hours that the employer requires, the employer has the right to fire that employee. The only caveat is that for all hours worked over forty (40) in a workweek, the employer must compensate the non-exempt employee at a rate not less than time and one-half the employee’s regular rate of pay.

Are there time clock rules for hourly employees?

Failing to implement time clock rules for hourly employees as well as non-exempt salaried employees is not an option for employers. The federal Fair Labor Standards Act (FLSA) and numerous other state laws require employers to keep records of all non-exempt employees’ hours worked.