ATTENTION:
ALL CALIFORNIA CURRENT AND FORMER EMPLOYEES OF
ROBERTSON’S READY MIX
YOU MAY BE ENTITLED TO COMPENSATION
ARE YOU RECEIVING CORRECT OVERTIME PAY?
- Entitlement to overtime wages applies if you’ve worked more than eight (8) hours in a day or forty (40) hours in a week. Your overtime pay should also include all non-discretionary earnings like bonuses, commissions, incentives, potentially increasing your rate beyond the standard overtime rate of pay.
HAVE YOU PERFORMED UNPAID “OFF THE CLOCK” WORK?
- Legally, you must be compensated for all hours worked, including tasks performed before clocking in, during meal breaks, and after clocking out.
- Also, practices like “rounding time” that result in unpaid work hours are illegal.
ARE YOUR MEAL BREAKS COMPLIANT?
- A 30-minute uninterrupted meal period is mandatory within the first five (5) hours of work. A second such break is required by the end of the tenth hour for shifts extending beyond 10 hours. You should be completely free to leave the workplace and spend this time as you choose, without interruptions. Non-compliant meal periods are subject to compensation for each violation.
ARE YOUR REST BREAKS COMPLIANT?
- For every four (4) hours worked, or major fraction thereof, you are entitled to a 10-minute paid rest period, ideally situated in the middle of the work period. You should be able to leave the premises and spend this time freely. Non-compliant rest breaks are subject to compensation for each violation.
ARE YOU BOUND BY A NON-COMPETE OR NON-SOLICTATION AGREEMENT?
- California courts have found various post-employment restrictive covenants to be void and unenforceable, including:
- Covenants not to compete. Edwards v. Arthur Andersen LLP, 44 Cal. 4th 937, 945 (2008).
- Covenants not to solicit a former employer’s customers. at 948.
- Overly broad confidentiality provisions that operate as a “de facto” noncompete provision. Brown v. TGS Mgmt. Co., LLC, 57 Cal. App. 5th 303, 318–19 (2020).
- Covenants not to solicit a former employer’s employees. AMN Healthcare, Inc. v. Aya Healthcare Servs., Inc., 28 Cal. App. 5th 923, 936 (2018).
ARE YOU REIMBURSED FOR BUSINESS USE OF YOUR PERSONAL CELL PHONE?
- Employers are required to cover all necessary expenses while performing job duties, including the use of your personal cell phone.
For a complimentary consultation,
CONTACT
Bryan A. Kabahar at (213) 924-2824.
Attorney Advertising Disclaimer: Bryan A. Kabahar is an attorney responsible for this advertisement. The information presented in this advertisement is intended solely for informational purposes and does not constitute legal advice. The outcome of any legal matter may vary depending upon specific facts and applicable law. No attorney-client relationship is formed by the use of this advertisement or by contacting the attorney listed. Prior results do not guarantee a similar outcome.