Update: California Employers Must Treat Break Premiums as Wages
Recently, DDWK issued an Employment Update about a California Supreme Court decision that meal and rest break premium pay must now be treated as “wages.” Now, California employers must ensure that meal and rest break premiums are separately itemized on an all employee wage statements. Employers are also obligated to show meal and rest break premium pay as wages in the gross wages, net wages, and credited hours on pay statements. The premium pay of course must itself be promptly paid.
DDWK recommends that California employers quickly implement changes to comply with the new law, and safeguard against potential exposure for violations. Should you have any questions or need assistance to ensure that your business practices remain in compliance with the California Labor Code, please do not hesitate to contact us.