Wage and Hour Compliance

Employee Classification

All employees at this salon are classified as non-exempt, hourly employees. As a non-exempt employee, you are entitled to:

• Overtime pay for all hours worked over 8 in a single workday, over 40 in a single workweek, and for the first 8 hours worked on the seventh consecutive day in a workweek (at 1.5x your regular rate of pay). Hours worked beyond 12 in a single workday, or beyond 8 on the seventh consecutive day, are paid at 2x your regular rate of pay.
• Meal and rest breaks as required by California law
• Itemized wage statements with each paycheck showing all required information
• Minimum wage protections at both the state and federal level
• Reporting time pay when applicable

California Minimum Wage

As of January 1, 2026, the California state minimum wage is $16.90 per hour for all employers, regardless of size.

Tipped Employees

California law does not allow a tip credit. You must be paid the full applicable minimum wage regardless of tips received. Tips belong entirely to you and cannot be used to satisfy the minimum wage requirement.

Overtime

California overtime rules are more protective than federal law. The following rates apply:

Overtime cannot be waived by the employee or by agreement. All overtime must be paid.

Meal and Rest Breaks

Meal Breaks

• If you work more than 5 hours in a day, you are entitled to an unpaid, uninterrupted 30-minute meal break.
• If you work more than 10 hours in a day, you are entitled to a second unpaid, uninterrupted 30-minute meal break.
• Meal breaks must be provided no later than the end of your fifth hour of work (and tenth hour for the second break).
• You must be completely relieved of all duties during the meal break.
• If a meal break is not provided, you are owed one additional hour of pay at your regular rate for each missed meal break.

Rest Breaks

• You are entitled to a paid, uninterrupted 10-minute rest break for every four hours worked, or major fraction thereof.
• Rest breaks should fall in the middle of each four-hour work period as practicable.
• Rest breaks cannot be combined with meal breaks or used to shorten the workday.
• If a rest break is not provided, you are owed one additional hour of pay at your regular rate for each missed rest break.

Reporting Time Pay

If you report to work as scheduled but are sent home early or provided less work than expected, you are entitled to reporting time pay:

• If you are given less than half of your scheduled shift, you must be paid for half the scheduled shift.
• The minimum reporting time payment is 2 hours.
• The maximum reporting time payment is 4 hours.
• Reporting time pay is calculated at your regular rate of pay.

Examples:

• Scheduled for 8 hours, sent home after 1 hour: paid for 4 hours total
• Scheduled for 4 hours, sent home after 30 minutes: paid for 2 hours total
• Scheduled for 6 hours, sent home after 2 hours: paid for 3 hours total

Exceptions: Reporting time pay is not required if operations cannot begin due to threats to safety, utility failures, or acts of God.

Split Shift Premium

A split shift occurs when your work schedule includes a break of more than one hour between two work periods in the same workday (not counting a meal break). If you work a split shift, you may be entitled to a split shift premium equal to one additional hour of pay at the applicable minimum wage.

Itemized Wage Statements

With every paycheck, you must receive an itemized wage statement (pay stub) that includes:

1. Gross wages earned
2. Total hours worked
3. All deductions
4. Net wages earned
5. The inclusive dates of the pay period
6. Your name and last four digits of your Social Security number (or employee ID)
7. The employer's name and address
8. All applicable hourly rates in effect and hours worked at each rate
9. Any applicable sick leave balances (accrued and available)

Review your wage statement carefully each pay period. If you believe it contains an error, contact the payroll administrator immediately and in writing.

Wage Theft Prevention Notice

At the time of hire, you will receive a written notice containing your rate of pay, the basis for that rate, the regular payday, the employer's legal name and address, and workers' compensation insurance information. If any of this information changes, you will be notified within 7 days (unless the change is reflected on your pay stub).

Pay Transparency

You have the right to request the pay scale for your current position at any time. The employer must provide it within a reasonable time.

Reporting Violations

If you believe your wage and hour rights have been violated, you may:

• Report the concern to the payroll administrator or the owner in writing
• File a wage claim with the California Labor Commissioner's Office (Division of Labor Standards Enforcement) at any time
• California law strictly prohibits retaliation against any employee for raising wage and hour concerns

Last reviewed: March 2026