This is the first post of a new monthly series of CDF’s Labor & Employment Law Blog providing California employers with wage and hour compliance tips and best practices.

California’s reputation as a breeding ground for wage and hour litigation – the state is responsible for a disproportionally large share of such lawsuits nationwide - seems set to continue. With that, as the first month of 2023 comes to a close, California employers should ensure that they have complied with new minimum wage requirements to avoid potential costly litigation.

As of January 1, 2023, California’s minimum wage increased to $15.50 per hour, regardless of the size of the workforce.

Here’s a checklist of some important workplace issues that the minimum wage increase affects:

1. Update Posters: Make sure your workplace posters are up-to-date and reflect the correct minimum wage requirements.
2. Exempt Position Salary Requirements: Under federal and state law, employees who meet certain exemptions (i.e., executive, administrative, or professional) are exempt from minimum wage and overtime requirements if they meet the applicable exemption tests. The threshold minimum salary requirement for exempt employees is at least two times the state minimum wage. As such, effective January 1, 2023, the minimum salary for an employee classified as exempt under the executive, administrative, or professional category, must be paid a minimum annual salary of $64,480.00.
3. Local Minimum Wage Ordinances: There are a...

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