It's Not The End Of The Piece Rate Pay System In Calif.
Law360, New York (February 11, 2014, 4:40 PM EST) -- Recent decisions in California (Gonzalez v. Downtown LA Motors and Bluford v. Safeway Stores Inc. along with Armenta v. Osmose Inc.) requiring that employers pay employees the minimum wage for each increment of work time, including nonproductive time and rest breaks, have significantly impacted employers' pay policies. These decisions are thought to have made it more difficult, if not impossible, for employers to maintain the piece rate pay system. This system, in principle, pays employees based on productive time, which is not necessarily all hours worked. The most popular advice from employment attorneys to employers is to convert their piece rate system to an hourly pay system which may include extra performance-based bonus payments....
Law360 is on it, so you are, too.
A Law360 subscription puts you at the center of fast-moving legal issues, trends and developments so you can act with speed and confidence. Over 200 articles are published daily across more than 60 topics, industries, practice areas and jurisdictions.
