Colorado Blog

In California, you are considered a full-time employee if you work 40 or more hours in a week.1 This entitles you to certain workplace benefits.

In California, “use it or lose it” vacation policies are prohibited. However, employers are only prohibited from taking back vacation time that has already accrued.

There are numerous important things to know about California’s payroll and employment laws. Five of the most important are: they cover non-exempt workers in the

There is no distinction between salaried (exempt) and hourly (non-exempt) workers when it comes to the law of holiday pay. Both types of employees are

In California, you can “cash out” vacation time when you’re discharged, or possibly while you’re still working. Once vacation time is accrued, your company owes

While federal law does not require a meal or rest break in a 5-hour shift, some state laws do. Many states, however, only guarantee a

California is not a “right-to-work” state. Right-to-work states make it unlawful to require employees to join a union or pay union dues. Attempts to implement

In California employment law, a separation agreement is a written contract between an employer and a worker who is about to be terminated. The agreement

If you are a non-exempt employee in California, working extra hours entitles you to overtime pay (1.5 times your hourly rate of pay) or possibly

California employers who offer a severance agreement to induce you to waive your rights must follow strict legal rules—especially if you are 40 years old