How should employers handle employees who work remotely?

Employers in California should take a proactive approach when it comes to making sure employees who work remotely are being compensated fairly according to the law. Business owners should create policies specific to remote working, such as requiring virtual time cards to be submitted and ensuring that all hours worked are accounted for and compensated. The Fair Labor Standards Act (FLSA) requires that non-exempt employees are paid for all hours worked, including overtime, when applicable. The federal law also states that any time worked beyond 40 hours in a week must be compensated at the rate of 1.5x the regular wage. California’s wage and hour laws are even stricter, with a 1.5x overtime rate kicking in after 8 hours of work in a single day. When it comes to remote working, employers must also take into account any additional “work-related” activities such as answering emails, attending virtual meetings, or doing research. All of these should be considered part of the total hours worked for the week and compensated accordingly. California employers should also ensure that time off and other benefits are given to remote employees, including paid sick leave, which is required under state law. Employees should also be aware of any other state and local laws that may apply to remote working, such as any restrictions or requirements for breaks or overtime pay. Taking the time to create clear and straightforward policies and procedures for remote working, and staying in compliance with wage and hour laws, can help employers ensure that their remote employees are properly and fairly compensated.

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How should employers handle employees who work remotely?

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