This is the third post in our monthly series of CDF’s Labor & Employment Law Blog providing California employers with wage and hour compliance tips and best practices.
As the health risks of the pandemic wind down, the complexities of offering remote work endure. Some employers are still offering full remote work, while others offer a hybrid to remain competitive and retain employees. Indeed, workers regularly request expect at least a partial remote work schedule. Allowing any remote work by non-exempt employees has its risks. The following discusses some of the pitfalls that California employers should be mindful of when managing remote workers and best practices to help avoid them.
Employers are responsible for complying with all of the same wage and hour laws for non-exempt workers, whether they are remote or not. The hot spots related to these laws and remote workers are claims for off-the-clock work/unpaid wages, meal and rest break violations, and unreimbursed expenses.
Timekeeping
To help manage these issues, employers should consider disseminating a timekeeping policy for remote workers and perhaps implement tracking software to monitor work activity. Accurately reporting all time work is essential as well as a strict prohibition of off-the-clock work. While tracking software is very helpful, a requirement that remote employees confirm in writing that they have accurately reported all of their time worked will go a long way in protecting the company and...
Dish Wireless LLC agreed to pay roughly $17 million to resolve allegations that it violated the False Claims Act, common law, and the Communications Act of 1934 relating to claims submitted to Fed...