California Remote Employee Wage Laws

Remote employees are not always aware of their rights. Similarly, many employers are not aware of these rights or may deliberately choose not to follow the rules. However, with remote employment becoming more common, employers and employees need to be mindful of California law.

Remote employees generally have the same protections as regular employees. This applies as long as you are a non-exempt employee. Minimum wage and off-hours payments are conditions required by law. Employers could owe you monetary compensation if they don’t provide these accommodations.

In addition, there are other important factors to consider for remote employees:

– Reimbursement of business expenses: In various types of work, employers must provide workers with the necessary tools and materials to complete their tasks. Employees should not bear any of these expenses, and if they invest money, the company must return such investment. This applies to materials or exclusive activities related to work or when complying with the instructions of their superiors. Some examples include buying a new computer that meets the specifications needed for your job, internet payments, phone, etc. Decorating and renovating your workspace are not considered necessary expenses.

– Full payment of hours worked and accommodations for meals and breaks: Since there is no scheduled time in a physical space, it isn’t easy to establish the hours worked. However, this can be solved with the help of “trackers” that reflect the exact time spent on work activities. According to known California laws, it is also essential for remote workers to allocate time for meals and breaks.

If you think your employers aren’t following state laws, you may not be alone. You and your co-workers may have access to monetary compensation.