Call Our Free Helpline Now 888-500-8469

Employee Rights

Piece Rate Compensation in California

Posted by Eric Kingsley | Sep 20, 2019 | 0 Comments

Assembly Bill 1513 created California Labor Code Section 226.2, which requires employers to pay employees who are compensated on a piece-rate basis for rest and recovery periods and “other nonproductive time” separately from any piece-rate compensation. Employers are required to compensate employees for rest and recovery periods and “other nonproductive time” according to the following:

  • Rest and Recovery Periods: No less than the higher of minimum wage or an average hourly rate, which is determined by dividing the total compensation for the workweek (not taking into consideration compensation for rest and recovery periods or any premium compensation for overtime) by the total hours worked during the workweek (not including rest and recovery periods).
  • Other Nonproductive Time (defined as time under the employer's control, exclusive of rest and recovery periods, that is not directly related to the activity being compensated on a piece-rate basis): No less than the minimum wage. However, an employer who pays an hourly rate of at least the applicable minimum wage for all hours worked, in addition to any piece-rate compensation, will be considered compliant with Section 226.2.

In addition to the nine wage statement requirements set forth in Labor Code section 226(a), the law requires that wage statements issued to piece-rate employees separately list the total hours of compensable rest and recovery periods, the rate of compensation, and the gross wages paid for rest and recovery periods during the pay period.  The wage statement must also separately list the total hours of other non-productive time, the rate of compensation, and the gross wages paid for the other non-productive time during the pay period.

About the Author

Eric Kingsley

In practice since 1996, the firm's lawyer and co-founder, Eric B. Kingsley, has litigated complex cases and written numerous appeals in state and federal courts on behalf of the California law firm Kingsley & Kingsley, including More than 150 collective actions. Mr. Kingsley focuses his practice ...

Comments

There are no comments for this post. Be the first and Add your Comment below.

Leave a Comment

We Hold Employers Accountable - Get Help Now

At Kingsley & Kingsley, we understand that you need help with your employment case now. A legal professional at our Los Angeles law firm can speak with you for a free initial consultation to help you with your situation. We also take most cases on a contingency fee basis, which means that you do not pay any fees unless you win or recover compensation. Call 888-500-8469

Menu