Read PDF Paycheck Independence Day: Learn How to Use Your Paycheck to Stop Needing a Paycheck

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Full time employees working 12 months per year enjoy 12 paid holidays within the year; other employees enjoy paid holidays based on their working calendar. As a new full time employee, you are entitled to 10 vacations days per year. You will accrue your vacation time on a monthly basis and the total wil be listed on your monthly pay check stub.

A furlough is an involuntary day or days off from work without pay as a result of a reduction in District funds. Due to the massive budget cuts at the District, some employees have been asked to take a number of furlough days to help the District save money. The number of furlough days to be taken is negotiated by your bargaining unit.

Taking furlough days will result in a lower annual salary, however, they will not affect your District seniority or PERS credit. Be sure to discuss this in more detail with your supervisor. Job assignments at LAUSD are based on different calendars, a calendar indicates the days the employee works and the days she or he does not work. An A - basis calendar has paid days, B - basis has paid days, C - basis has paid days, E - basis has paid days.

A union does not represent employees in confidential positions. This means that you are not represented by a union or entitled to any benefits associated with union membership, and it is not required that you pay monthly union dues. You may refer to the Classified Employee Handbook for information regarding the conditions of employment applicable to all District represented employees.

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Most employees working in positions for four hours or more a day are entitled to a full range of benefits. Our benefits package includes:. Visit our Benefits Administration Website for more information regarding District benefits. To be covered by the District-sponsored plans, you must submit a completed Health Benefits Enrollment form and provide any required documentation to Benefits Administration.


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You can download the Benefits Enrollment form now. Your coverage, and coverage for your dependents, is effective the first day of the month following the date your properly completed enrollment form is received and processed by the Benefits Administration Branch. Example: If verification and Health Benefits Enrollment form is received by Benefits Administration on January 1st, your eligibility becomes effective February 1st.

Skip to Main Content Area. FAQs What will I need to do before my first day on the job? Who will make the new hire processing appointment for me? What will I need to bring to the new hire processing appointment? Who should I check in with on my first day? What are my scheduled working hours?


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Do I need identification to enter my work site? What should I wear to work? How do I report the time that I work? How often will I get paid? When do I receive my first paycheck?

New Treble Damages Requirement Makes Compliance with Wage/Hour Laws Even More Critical

How do I know how much I will get paid? How do I know the pay scale for my position? When do I receive a pay increase? Whether wages are paid by cash or by check, employers are required by state and federal law to withhold payroll taxes. All employees must be given a wage statement with each wage payment, regardless of whether the wages are paid by check or cash. The employer must keep a copy of the wage statement for at least three years.

But California law imposes some requirements on employers, regardless of their agreement with their employees. Most California employees must be paid at least twice a month. The employer must post a conspicuous notice at the place of work or at the office where employees are paid, specifying the regular paydays and the time and place of payment. If employees are paid semimonthly twice a month and the work periods for which they are paid are the 1st through the 15th and the 16th through the end of the month, wages must be paid on the following schedule: If employees are paid on any other schedule the employer must generally pay wages no later than 7 days after the end of each work period.

This rule applies to employees paid on a weekly or biweekly every two weeks basis, as well as those who are paid semimonthly with work periods other than the 1st through the 15th and the 16th through the end of the month. Wages for overtime earned during a work period must be paid not later than the regular payday for the next work period. They are usually employees who work in administrative, executive, or professional positions.

They may be paid once a month, provided that the payment is made on or before the 26th of the month and includes wages for the entire month—including wages between the date of the payment and the end of the month that the employee has not yet earned. Agricultural employees who are not provided room and board and who are paid on the semimonthly schedule discussed above must be paid no later than the 22nd of the same month for work performed between the 1st and 15th, and no later than the 7th of the next month for work performed between the 16th and the last day of the month.

Certain employees, including household domestic employees, who receive room and board as part of their compensation may be paid once each month on a date designated in advance.

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Wages paid on that payday must cover the payday and all days worked after the prior payday which cannot be more than 31 days before the current payday. Depending on the employees type of work and employment agreement, there may be other exceptions to these schedules.

Employees should consult an employment lawyer if they need advice about when their wages are due. In general, an employee who is fired must be paid all unpaid wages that have been earned up to and including the date of termination.

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That payment must be made on the same day that the employee is terminated. There are, however, limited exceptions to this rule, depending on the industry in which the worker is employed. Employees who quit and give notice at least 72 hours before their last day of work must be paid their final wages on their last day, assuming it is the day stated in the notice. Employees who quit without giving such notice must be paid their final wages within 72 hours after their last day of work. California law regards a paid vacation as a form of wages.

Employers are not required to offer vacation pay to their employees, 37 but they must follow certain rules if they do.

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Example Book Bookmarked. An employment agreement gives the employee the right to take two weeks of paid vacation after one year of work. If the employee is terminated after six months of work, the employee has earned half of the paid vacation. The employee is entitled to one week of extra wages at the time of termination. California employers are not allowed to circumvent the right to be paid the proportionate share of vacation pay that the employee has earned by conditioning entitlement to vacation on the completion of a fixed period of work.

So, even if an employment agreement states that the employee is not entitled to vacation pay until the employee has worked a full year, the employee must be paid for unused paid vacation in proportion to the time that the employee worked before employment ended. The penalty for late payment of wages advances the public policy of assuring that employees are paid promptly for their work.

The waiting time penalty consists of a full day of wages for each day that payment is delayed. The daily wage rate is typically calculated by adding base wages, commissions, bonuses, and vacation pay that the employee earns in a year, dividing that sum by 52 weeks, and dividing that result by 40 hours. A failure to pay wages on time is willful if the failure is intentional. A good faith dispute exists when an employer presents a legitimate legal or factual defense to the payment of wages, even if the employer does not prevail.

The waiting time penalty applies if the employer intentionally pays final wages with a check that cannot be cashed or deposited because it is not supported by sufficient funds or because it is drawn on a bank where the employer no longer has an account. When the paycheck bounces or is rejected in this way, a penalty of one day of additional wages for each day that the check is not satisfied continues for a maximum of 30 days.

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In general, these penalties are payable to the State of California.