Forcing Work On Unscheduled Day To Make Up Holiday California

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Can I Be Fired for Refusing to Work on My Day Off?

https://employment-law.freeadvice.com/employment-law/firing/fired-for-taking-days-off.htm

Apr 27, 2018 · Regardless of your usual schedule, when you work is 100% up to the employer. The employer can require you to come in early, to stay late, or to work on what is supposed to be your day off. If you don’t work when your employer says you must, you may be terminated. Worse, you could be terminated “for cause.”

Holidays

https://www.dir.ca.gov/dlse/FAQ_Holidays.htm

Hours worked on holidays, Saturdays, and Sundays are treated like hours worked on any other day of the week.California law does not require that an employer provide its employees with paid holidays, that it close its business on any holiday, or that employees be given the day off for any particular holiday.

Legal to Force Employees to Work Holidays?

https://blogs.findlaw.com/free_enterprise/2013/11/legal-to-force-employees-to-work-holidays.html

Nov 13, 2013 · As retailers are gearing up for the holiday shopping season, many employers are left wondering whether they can force their employees to work on the holidays.. The Huffington Post reports that workers for retail giant Kmart have alleged the company will not let them take time off around the holidays, specifically from November 17 to 30 and December 15 to January 4.

Forced or Mandatory Overtime LegalMatch

https://www.legalmatch.com/law-library/article/forced-overtime.html

Jul 18, 2019 · Under the FLSA, overtime does not necessarily kick in if you work more than 8 hours on a particular day. The law measures these hours on a weekly basis, not a daily one. A few states like Alaska and California do allow for overtime over 8 hours, though, so once again make sure to check your state’s laws or contact an employment attorney to ...Author: Ken Lamance

California Code of Regulations, Title 8, Section 11170 ...

https://www.dir.ca.gov/t8/11170.html

If an employer approves a written request of an employee to make up work time that is or would be lost as a result of a personal obligation of the employee, the hours of that makeup work time, if performed in the same workweek in which the work time was lost, may not be counted toward computing the total number of hours worked in a day for ...

California Law Shakes up PTO Use ... - The Balance Careers

https://www.thebalancecareers.com/paid-time-off-benefits-1177970

Feb 07, 2019 · Due to the new law, it is quite possible that many companies will need to rewrite their policies regarding sick leave and paid time off. Most companies only offer paid sick leave to full-time employees or ones who work a set number of hours per week. The new law requires companies to provide sick leave to employees who work 30 days or more in a ...

Q&A Regarding Alternative Workweek Schedules California ...

https://californiaemploymentlaw.foxrothschild.com/2018/02/articles/wageandhour/qa-regarding-alternative-workweek-schedules/

3. What happens if an employee scheduled to work 10 hours as part of an AWS is sent home 10 or fewer minutes before their shift ends? Pay them according to the AWS, but don’t make a habit of this. 4. What happens if an employee scheduled to work 10 hours as part of an AWS is sent home between 10 and 30 minutes early? Don’t do that.

Forced Vacation: Is it legal? Overtime FLSA

https://www.overtime-flsa.com/forced-vacation-is-it-legal/

Mar 27, 2020 · COVID-19: For questions on the use of vacation leave during the COVID-19 crisis, see this page for general information and the latest legislative updates. * If you have been impacted by closures, pay changes, layoffs, etc, NOW is the time to find out if you may be owed more money for work you have already done – including back overtime pay. Call us at 1-866-559-0400 or submit your ...

Holiday Pay for Employees with Alternative Work Schedules ...

https://www.wagehourinsights.com/2014/07/holiday-pay-for-employees-with-alternative-work-schedules-wage-hour-faq/

Jul 09, 2014 · With paydays that include the recent July 4 th holiday coming up, it is a good time to address a fairly common question for employers whose employees work “alternative” workweek schedules: How should employers handle holidays? For instance, on an HR mailing listserv I participate on, an HR manager recently asked: Q: One of our departments works four days a week, 10 hours a day.